How do I set up salary review campaigns?

Before getting started

This article is aimed at administrators who wish to create and set up a salary review campaign in Pagga Compensation. The salary review campaign is a collective, annual, or periodic procedure designed to review and adjust employee remuneration levels within the company. 

How salary review campaigns work in Pagga Compensation

Salary review campaigns take place in several phases in Pagga Compensation.

1. Set-up phase: The HR administrator creates, sets up, and launches a campaign.
2. Proposal phase: Compensation request managers make pay rise proposals for the employees in their area.
3. Review phase: Supervisors control and adjust the proposals made by the compensation request managers in their scope. They can discuss this with managers by making comments on the proposals, and they can mark increases that they disagree with as "to be justified", and then remove those marks after an agreement has been reached.
4. Validation phase: The HR administrator validates the new fixed remuneration items after checking and modifying them if necessary. This has the effect of locking in the items. Any proposal for a new fixed remuneration item that is still marked as "to be justified" will be excluded from the campaign. Employees for whom information is not filled in are also excluded from the campaign. 
5. Publication phase: The HR administrator publishes the new fixed remuneration items, updating all employees' individual situations at the click of a button. The time between validation and publication allows managers to notify employees before updating their individual situation.   

Setting up a salary review campaign

As an administrator, you have access to the "Salary review" module in Pagga Compensation when you have the "Administer salary review campaigns" permission in your role.

To create a campaign, click on Create a campaign then define three elements, which will remain modifiable during the rest of the set-up: 

• the campaign title
• the establishments: you can select several establishments if they have the same currency. 
• the types of remuneration: all types of fixed remuneration are available. You can add theoretical variable items as soon as they have been created as fixed remuneration items (for example, a theoretical bonus). Consult this help sheet for more information.

Once you have created your campaign, follow the four steps to set it up.

1. Population and stakeholders 

This stage consists of selecting and locking in the group eligible for this campaign, as adding new employees during the campaign is not authorized.

1.1 - The target population

By default, all employees of the selected establishments are present. You can specify the scope by defining exclusion rules. Exclusion criteria can be by seniority (for example, to exclude all employees with less than 6 months of service), department, occupation category, or user (to exclude employees individually). 

1.2 - Compensation request managers

They propose increases within their scope during the proposal phase. By default, they are the managers of the employees concerned. You can edit this rule to select a department manager, assign a single compensation request manager for everyone, or to manually enter the data for each employee. You can display employees without compensation request managers and fill in their information manually. 

1.3 - The supervisors

During the review phase, they check that the proposals made by the compensation request managers comply with HR and budgetary recommendations. By default, they are the managers of the compensation request managers. By the same token, you can edit this rule to select the department manager or a single supervisor. You can display compensation request managers without supervisors to fill in their information manually.

Each step must be validated before proceeding to the next.

2. Budget

Budget configuration is a two-step process. 

First enter the total increase budget allocated to each type of remuneration, as an amount or as a percentage (conversion is automatic), and validate it. 

The system then calculates a proposed breakdown of the budget into envelopes for each compensation request manager. You can also edit these envelopes manually. If this has the effect of increasing the total budget, this will appear in orange on the screen, but it will not prevent you from moving on to the next stage.

3. Salary review policy 

This area allows you to: 

• define general remuneration limits: minimum or maximum gross annual pay; 
• define increase guidelines: you can select a population according to various criteria (establishment, department, occupation category, type of contract), and recommend increase percentages for each population category; 
• describe the principles that define the salary review policy to be followed as part of the campaign. All stakeholders will be able to view this content throughout the campaign. Use the text editor to write content, or import a file as an attachment.  

4. Calendar

The final step is to define the dates for the various phases, although these dates can be modified after the campaign has been launched.  

• Pay rises to be proposed before: this is the end date of the proposal phase for new fixed remuneration items. Compensation request managers must fill in all fields, even if the increase is €0. 
• Pay rises to be reviewed before: this is the end date of the review phase for new fixed remuneration items. Supervisors should check proposals or challenge them with a comment or flag during this phase. 

For these first two phases, stakeholders won't need to validate their choices, as they are automatically saved and phases end automatically on the selected dates.

• Pay rises to be validated by the administrator: this is the date on which the administrator validates, and therefore locks in, all proposals.  

All employees without a proposal, or with a proposal marked as "to be justified", will be excluded from the campaign.

• Pay rises to be published by the administrator: this is the date on which the administrator publishes the new fixed remuneration items in the individual situation of each employee, with one click. 

• Effective date of pay rises: this is the date on which the new fixed remuneration items take effect. This date can be in the past or in the future. 

You are now ready to start your campaign. If compensation request managers or supervisors have any questions, please forward them this help sheet: Participating in a salary review campaign.