For STI you set up the Business Rules to exclude all employees who were in Leave of Absence for the entire year.
For example, a few weeks before launching forms, you are informed one employee who was on "Leave of Absence" for the entire year must be included for a specific reason (legal, political…).
This is the kind of exception we are looking at, a case by case adjustment of employees (let’s say less than 100 or 200 max).
**Image/data in this KBA is from SAP internal systems, sample data, or demo systems. Any resemblance to real data is purely coincidental**
- SAP SuccessFactors Compensation
Option #1 (Leading Practice)
Include these exceptions one by one in the Business Rule tied to your compensation template
Pros: Easily editable by Comp admin / Consistency: all eligibility situations are maintained in one screen
Cons: Regional Comp Leaders need to provide the list of exceptions to Comp admin
Add new custom fields in the Compensation portlet of Employee Central to capture exceptions
Pros: Can be maintained by Regional Comp Leader or HRs or Managers (instead of only Comp admin in option #1) / No need for the Comp admin to change the Business Rules.
Cons: More custom fields in Employee Central / The fields need to be mass updated the following year if exceptions have changed.
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