1. Compensation Workbench Presented by Ted Geary Natrona Technologies

2. Summary Compensation Workbench is used for: Annual Merit Reviews Bonus awards on a large scale (ICDs used for one or two employees) Allocation of Stock Options Promotion - job changes

3. Agenda Getting Started (Keys to success) Implementation and Setup Testing (What’s involved)

4. Getting Started Defining the business requirements (Required) PMI states 30 % of all projects are successful, on-time, and on-budget What happened to the other 70%?

5. Getting Started (cont.) What are some requirements you need to define? When do you do your annual reviews? Is there a need for prorating compensation for employees who have been hired less than a year? How is the process done now? Is there a freeze date? Who gets a bonus? who gets stock?

6. Getting Started (cont.) Cannot emphasize enough to define requirements Saves time and effort when the implementation and testing starts

7. Getting Started (cont.) If already implemented Standard Benefits or Advanced Benefits, it does make the concepts, implementation, and testing easier for the end user It is not essential but it helps the super user(s) involved in the project

8. Implementation Summary: Life Event Reasons Derived Factors Eligibility Profiles Plan Types Plans Plan Enrollment requirements Standard Rates

9. Implementation (cont.) Life Event Reasons The “Key” is to think about how you want your spreadsheet to look Defining how many needed Annual Review Bonus Stock Options

10. Implementation (cont.) What is a Derived Factor? The compensation to use as a base for Merit Increase, Bonus, or Lump Sum Merit Hourly Rate Annual Salary Prorated (Fast Formula) vs. Stated Salary

11. Derived Factor

12. Implementation (cont.) Eligibility Profiles Who gets What? Merit All Eligible Employees Bonus Management Stock Options Executive

13. Eligibility Profile

14. Implementation (cont.) Plan Types Stand Alone vs. Combination Plan

15. Implementation (cont.) Setting Up Plans Combination Options (Merit and Lump Sum Merit) Setup your plan years Determining Tasks –Set Budgets –Allocations –Promote/Change Jobs –Rate Performance –Manage Approvals, Review and Submit –Employee Statements (Need to configure)

16. Implementation (cont.) Plan Enrollment Requirements Life Event Plan Year Self-Service Display dates Freeze Date Approval Hierarchy Eligibility Profiles

17. Implementation (cont.) Approval Hierarchy Standard functionality uses Supervisor Hierarchy AME (Approvals Management), Position

18. Implementation (cont.) Standard Rates Budget Distribution Eligible Salary (Based on Derived Factor) Worksheet Allocation ( Attach Elements for stock, Lump Sum, and Bonus) Budget Reserve

19. Testing (Processing) Running the Participation Process -One employee vs. Concurrent Program Compensation Workbench Post Process Back-Out Compensation Life Events Process Compensation Workbench Refresh Process Compensation Workbench Close Enrollment Process

20. Testing Compensation Workbench Setting Budgets Allocations Assignment Changes (Promotions) Switch Manager Functionality Web ADI

21. Set Budgets

22. Allocation Worksheet

23. Switch Manager

24. Web ADI

25. Employee Statements

26. Points of Help Need plenty of time for testing because it can involve many people Personalizations will be necessary Testing

27. Implementation & Testing Time 6 weeks to 3 months Factors that determine ranges Complexity of the processes such as how bonuses are determined

28. Contact Information: Ted Geary tgeary@natronatech.com 775-233-0348