Aaah, eligibility rules. The bane of everyone’s life when they’re learning Talent.
They’re a great idea, because they allow you to restrict which employees a plan can be assigned on, based on:
- Labour union
- Location (compensation region)
- Job function
- Job type
However, my internal logic always said that if I don’t want to restrict a plan, I don’t need to create any eligibility rules. This was wrong. In actual fact you need to create an eligibility rule for every plan you create – even if the plan should be available to every employee in that legal entity. Think of eligibility rules as granting access to a group, rather than restricting it from a group.
Eligibility rules are created under Compensation management > Links > Eligibility > Eligibility rules.
To complete the form, just select the plan type and the plan in the relevant fields. You can have multiple eligibility rules for a single plan (if for example, you wanted one plan to be available to workers in Finance and HR, but not to any other departments, you’d want to create one eligibility rule for each department). If you’re granting access to the plan for all workers, just leave everything under organisation and job empty and hit save.
Congratulations. You’ve just created a plan which can be assigned to an employee.
And that completes the ten step setup method for fixed compensation. There is of course slightly more to it than that, but this is enough to get us started. Look out for a future post about compensation processes. And then at some point we’ll have to get round to the topic of variable compensation…