Yes, customers can use commonly use base pay increase types like merit, adjustment, promotion, etc. or create their own type. Additionally, customers can set guidelines and collect recommendations independently.
Yes. We can create multiple bonus plans and assign them to eligible employees by policies based on any parameters defined by our customers.
Yes, shares of restricted stock or similar LTI elements can be allocated either in units or value in the currency of choice.
Data fields are configured to be editable for input or read-only to provide information. Also, fields are visible for users based on conditions set by our customers. In addition to providing the most commonly used fields in compensation, Compright also offers user-defined fields for unique requirements.
Yes, we define the user-visible fields by role and policy. An individual user will see only those data and input fields relevant to their role, making the platform extremely easy to use.
Yes, customers have the choice to allocate multiple elements from within a shared pool or to create independent budgets for each element.
Yes, promotions can be awarded within the review cycle, and Compright enables change of job and calculation of compa ratio, market position, and range penetration relative to the promoted position. Promotion budgets can be separate or pooled with other base pay increase budgets.
Yes, managers may add comments, and comments can be made mandatory if a manager is proposing a variance from guidelines.
Transfers and terminations during the compensation review process are challenging, especially for tools integrated with the core HRIS or HCM system. Each situation can be unique, and Compright supports multiple options easily executed from our change management module. For departing managers, control of his or her former employees can be left with the manager (for transfers), or access can be transferred to a new manager, the supervising manager, or an HR proxy (for transfer and terminated managers). For terminated employees, their records can be frozen and the budget left in place or moved, and for transferred employees, the compensation recommendation can be made by the old or new manager with the same flexibility on budget.
Yes, up to 10 levels of management.
Yes. The upline manager can reject recommendations and return them to the downline manager to correct and resubmit, or they can modify the recommendations and provide read-only access to the decisions for the downline managers.
Yes, budgets can be approved prior to rolling out the tool for managers to recommend, and they can be approved after recommendations have been submitted.
Yes, the system generates alerts based on customer specifications, including key upcoming dates, submissions of allocation. These alerts can occur within the tool and/or via email.
Yes, we can import your current merit matrix or enable you to create a new one based on a variety of factors such as performance, job code, department or other
Compright enables alerts both within the application and variances from guidelines, budgets, approvals, etc. These are all configurable based on the customer’s requirements.
Yes, the platform automatically generates these calculations for both the current and proposed base pay or base pay plus the target bonus amount. They are displayed numerically and/or in a simple visual gauge in the planning window and the employee analytics window.
Compright enables unlimited currencies based on the exchange rates used by the customer. All guideline, budget, and planning data can be displayed and calculated in any currency. We enable groups across geographies to allocate budgets in one currency and accept manager recommendations in a different currency.
Yes, our system can import historical data either via API or secure file transfer to show performance and increases for as many years prior as the customer requests.
Yes, Compright automatically generates employee statements with the information (merit increase, promotion, performance summary) that the customer requires, and this information is formatted with the appropriate language and company logo to enable direct distribution within the tool. For global organizations, the statements can be generated in the language specified for each employee.
Yes, employee statements can be generated only for those employees who meet certain conditions.
Yes, the system can email statements directly, or they can be downloaded within the tool and shared in person or via direct electronic communication between employee and manager.
Yes, the Advanced and Enterprise subscriptions offer total rewards statements as a standard feature. These statements create a pie graph representation of total rewards, and the format, text content, and language are all configurable.
Compright is a rich data integration platform, and we can import benefits data via API from certain systems and via secure file transfer of CSV files for all systems.
Yes, employee eligibility can be set on different conditions. Each employee may be eligible for a different bonus or LTI programs, and eligibility for base pay increases can be set for start date, recent promotion, or a performance rating.
Compright offers two different methods for budgeting and allocation. Customers can build a merit matrix or a percentage basis for budget allocation, or they can set guidelines based on a number of factors and roll up a budget bottoms-up.
Yes, we offer proration for base pay and bonus programs, which is then applied to recommended increases or bonus awards.
Yes, while Compright is highly configurable, it can be easily and quickly configured with default values that do not require added configuration. It is easy to implement your current process, but maintain the freedom to modify the configuration for future process improvements.
Yes, Compright offers a powerful rules engine that enables virtually any guidelines to be enforced, from minimum or maximum increases based on a variety of factors to targets for equity. These rules can be configured as hard stops, which will require managers to comply before submission, or soft stops, which enable the manager to submit an exception request.
Yes – Compright is designed for ease of implementation, and for the Advanced and Enterprise subscriptions, a dedicated compensation professional will actually perform the data integration and configuration based on your requirements. The customer effort is similar to the effort required to implement a spreadsheet-driven process – gathering the data, setting the guidelines, and specifying policies. We’ll do the rest.
A typical implementation is 4-6 weeks, largely driven by the time for internal alignment and decision-making at our customers. If all of the information and policies are clear, documented, and available, Compright can implement from start to finish in under 4 weeks. This includes a period of time for the customer to test and approve the final configuration.
For our Essential subscription, a customer gathers their data, guidelines, and policies, and implements the tool via our self-service wizard. For Advanced and Enterprise subscribers, the process starts with a simple questionnaire and an initial data and requirements gathering session. It continues with implementation, where the customer is responsible for data access, reviewing and approving configuration settings, training, and final testing and approval.
Compright can integrate data via API for the advanced and enterprise subscriptions where the other system provides documentation and a test environment. We have a number of connectors already built and tested, and more are being added. Where API integration is not possible, Compright can accept CSV or .xls either directly for less sensitive data, or via secure file transfer for personally identifiable information.
Yes, we have a number of HRIS connectors for API access and are building more every day. If your HRIS provider does not provide API access, we can export the data and import it into our platform via secure file transfer.
It is possible to push the results of a compensation review cycle into payroll or HRIS directly via API, but most of our customers prefer to perform a final audit and then push to payroll via a file upload. Compright can ensure that the final audit file is structured for easy upload.
Due to the iterative nature of the compensation cycle, we maintain a database of all relevant data required to make compensation decisions. The data usually comes from multiple systems of record, and we enable synchronization of the data before, during, and after the review cycle.
Yes, our system is designed to integrate market data from multiple sources or to integrate consolidated market data that you generate from your survey sources.
Yes, we integrate performance data, including ratings if you use them or full reviews, and enable that to inform compensation allocation.
Our system provides complete control of configuration to the user, but we recognize many tasks are complex and many customers rely on Compright to execute not only the setup but any changes.
Yes, we support Single Sign-On utilizing the common SAML 2.0 protocol from IDP like Azure, Okta, Ping Federate, Oracle, JumpCloud, etc.
Unless the customer requests limitations, any information available in the tabular view can be exported either by view or in its entirety.
Service and Security:
Yes. An SLA is part of our standard subscription agreement. We commit to 99.0% uptime, and each Advanced and Enterprise customer has a dedicated account executive. For non-urgent items, we commit to a 24-hour response, and for urgent items, we commit to a 5-hour response. Our support is live from 9 am – 5 pm US Pacific time, and available 24×7 via our support portal.
Data security and privacy are the top priority for Compright from both a technical perspective and a business practice perspective. We handle some of the most sensitive personal data for our customers, and we have never had a security breach or incident.
We have implemented SOC2 protocols and expect to complete our audit and receive certification within the 3rd calendar quarter of 2021
Yes. We are GDPR compliant, and we operate currently in 15+ countries. We provide a data protection agreement (DPA) for customers operating in countries requiring GDPR compliance.
Yes, we use AWS for hosting, and we place deployments in the country specified by our clients if required. Enterprise tier customers are eligible for a dedicated instance.
We disclose our pricing on our website. For customers with less than 500 employees and a simple plan, the Essential subscription offers the most affordable option with a self-service implementation. For customers with fewer than 1000 employees who require additional flexibility and prefer a guided implementation, the Advanced subscription is a good fit. For customers above 1000 employees, we provide a custom Enterprise subscription. All of our subscriptions are about $1 per employee per month, even less for larger customers.
Yes, our Enterprise subscription can be configured with fewer or additional features for customers of all sizes. Talk to us about what you need, and we’ll provide a subscription that meets your feature requirements and budget.
Yes, after an initial annual subscription if you find that your subscription exceeded your needs in terms of employee coverage or features, we can renew with a downgraded subscription.
Roles and Access:
Standard roles include managers, HR business partners, and compensation administrators. For the Advanced subscription, we offer an additional user-defined role, and the enterprise subscription includes up to 10 total roles. These additional roles are often used for managers, executives, or departments with different access policies.
Yes. Compright enables the assignment of a proxy role, often used by HR business partners, who can log in and act with the full authority of the manager.
In the dashboard, there is a progress indicator and key dates to show the user how the process is progressing. In addition, the dashboard includes an audit window that tracks any changes made by the manager, HR business partner, or manager’s manager so it is easy to see the change history.
Yes, a more senior manager can either disapprove recommendations and request their subordinate manager make adjustments, or the senior manager or HR lead (depending on policy) can accept the manager’s recommendations and make modifications. The subordinate manager will then have read-only rights.
Yes, employee access can be granted or removed either by policy or individually.
Yes, managers can allocate increases in a spreadsheet and upload it to the system.