--- title: "Configure compensation simulator" description: "Configure compensation simulator" canonical_url: "https://support.pave.com/articles/configure-compensation-simulator-hXHvhbaQlr" md_url: "https://support.pave.com/articles/configure-compensation-simulator-hXHvhbaQlr.md" --- # Configure compensation simulator ## Why this matters Compensation transparency drives employee engagement, retention, and informed career planning. When employees can visualize how their total compensation grows through raises, promotions, and equity grants, they: * **Make informed career decisions** - Understand the financial impact of staying and growing at your company * **Plan their future** - Model different career paths and see how compensation changes over time * **Appreciate total rewards** - See beyond base salary to the full value of equity vesting and recurring grants * **Feel empowered** - Control their own compensation projections rather than guessing or relying on outdated benchmarks * **Stay longer** - Research shows compensation transparency and career path visibility improve retention The compensation simulator transforms compensation from a one-time conversation into an ongoing planning tool employees can use anytime. As an admin, you configure what events employees can model, what ranges they can explore, and what guidance helps them make realistic projections. ## What employees can model The compensation simulator includes three types of events, each serving a different planning need: * **Raises** - Help employees plan for recurring performance-based increases and understand how consistent growth compounds over time * **Promotions** - Show the financial impact of career advancement and make promotion timelines tangible * **Equity grants** - Demystify equity compensation by showing future grants and vesting schedules, helping employees understand long-term wealth creation Each event type is configured independently. You decide which events to enable, what ranges employees can model, and what guidance text they see. ## Enable the simulator Navigate to **Settings > Total Rewards > Future modeling > Compensation simulator**. By default, all event types are disabled. To enable an event: 1. Select the event type (raises, promotions, or equity) 2. Configure the settings (detailed sections below) 3. Save the configuration Once enabled, employees with the Total Rewards permission will see the compensation simulator option when viewing their compensation in Total Rewards. ## Configure raises ### Why enable raises Raises help employees: * **Plan salary growth** - See how consistent performance increases compound over 2, 5, or 10 years * **Understand earning potential** - Model optimistic and conservative scenarios to set expectations * **Appreciate recurring value** - Visualize the cumulative impact of annual increases versus one-time bonuses * **Make financial decisions** - Use realistic projections for major purchases, savings goals, or family planning When employees can model raises, they see a clear growth trajectory at your company. This visibility reduces uncertainty and helps them commit to long-term career plans. ### How to configure Raises are recurring cash increases that repeat at a fixed cadence. Employees choose a percentage increase and how often it occurs. **Description** Add guidance text that explains your company's raise philosophy or how employees should think about modeling raises. This appears at the top of the raise form when employees add a raise event. Example: "Annual raises typically range from 3–5% based on performance and market conditions." This field supports basic HTML formatting. **Cadence** *Why this exists:* Different companies give raises on different schedules. Letting employees model the cadence that matches your compensation philosophy creates realistic projections and sets accurate expectations. Select which cadences employees can model. Options: * **Every 6 months** - For semi-annual performance cycles or fast-growth environments * **Every 12 months** - Standard annual performance reviews * **Every 24 months** - Biennial cycles or promotion-focused cultures You can enable multiple cadences. Employees pick one when adding a raise event. Example: Enable 12 and 24 months if your company only gives annual or biennial raises. **Increase percentage** *Why this exists:* Guiding employees to realistic ranges prevents over-optimistic projections and disappointment. It also helps them understand your company's typical raise philosophy without needing manager conversations. You have two options: **Allow employees to model any % increase** Employees enter any percentage. No restrictions. Use this when raise amounts vary widely or when you want employees to explore different scenarios freely. **Restrict employees to a range of % increases** Set a minimum and maximum percentage. Employees can only enter values within this range. Configuration: * **Min** - Lowest percentage employees can model (must be greater than 0) * **Max** - Highest percentage employees can model (must be greater than min) Example: Set min to 3% and max to 10% to match your typical raise range. Employees modeling within this range will have realistic expectations aligned with your compensation philosophy. **Apply increase to** *Why this exists:* Different compensation components grow differently. Salespeople need to model commission increases. Executives need to see bonus growth. Letting employees model raises for their specific pay structure creates relevant projections. Choose which cash compensation types the raise percentage applies to: * **Base Pay** - Applied to base salary * **Variable Pay** - Applied to variable compensation (commission, hourly rates, etc.) * **Annual Bonus** - Applied to annual bonus amounts Select at least one. You can enable all three. The percentage applies only to cash types the employee has in their current compensation. If an employee doesn't have variable pay, modeling a raise that applies to variable pay will have no effect for them. ## Configure promotions ### Why enable promotions Promotions help employees: * **Visualize career paths** - See the financial impact of moving from IC3 to IC4 to IC5 over time * **Plan for advancement** - Understand promotion timing and compensation jumps at each level * **Stay motivated** - A clear promotion trajectory reduces the temptation to explore external opportunities * **Set realistic goals** - Know what growth looks like at your company instead of relying on industry rumors * **Appreciate non-cash changes** - See how bonus targets and equity grants increase at higher levels When employees can model promotions, they see a concrete career ladder with financial milestones. This clarity drives performance and reduces attrition. ### How to configure Promotions are one-time cash increases tied to career advancement. Unlike raises, promotions happen once per modeled instance, not on a recurring cadence. **Description** Add guidance text about your promotion philosophy or criteria. This appears when employees add a promotion event. Example: "Promotions typically occur every 18–24 months and reflect expanded scope and impact." This field supports basic HTML formatting. **Cadence** *Why this exists:* Preventing unrealistic back-to-back promotions keeps projections grounded. If your company typically promotes every 18 months, employees modeling three promotions in two years will have inflated expectations. Control how frequently employees can model promotions: * **No limit** - Employees can add multiple promotions in any month (useful for exploring hypotheticals) * **Once every 6 months** - Fast-growth environments where rapid advancement is possible * **Once every 12 months** - Standard annual promotion cycles * **Once every 24 months** - Conservative promotion timelines focused on deep expertise at each level When a cadence is set, the date picker blocks months within the cadence period of existing promotions. Example: If set to "Once every 12 months" and an employee models a promotion in January 2027, they cannot add another promotion until January 2028 or later. **Job levels** *Why this exists:* Showing employees the actual job levels they'll progress through makes career paths concrete. Instead of modeling generic "promotions," they see "IC3 → IC4 → IC5" with the compensation and responsibility changes at each step. Tie promotions to your job leveling structure from Market Pricing. **Yes, display the next job level when modeling a promotion** When enabled: * Employees see their current job level and the next level in sequence when modeling a promotion (e.g., "Software Engineer II → Software Engineer III") * The promotion date picker only allows dates after the employee's last modeled promotion (promotions must occur in sequence) * Employees cannot skip levels or model promotions out of order This clarity helps employees understand your career ladder and plan realistic timelines. This setting pulls job levels from your live band set in Market Pricing. If you don't have a live band set or job levels configured, this option is not available. To configure job levels, see [Configure job levels in Market Pricing](../market-pricing/job-levels.md). **No, don't tie promotions to our job leveling** Promotions are standalone cash increase events without job level context. Employees can model multiple promotions in any order (subject to cadence restrictions). Use this if you don't have formalized job levels or want to keep promotions more flexible. **Pay targets** *Why this exists:* Promotions aren't just salary bumps—they often come with higher bonus targets and larger equity grants. Showing these changes helps employees understand the full compensation impact of advancement, not just the base increase. This option only appears when job levels are enabled. **Yes, display new targets for the next job level** When an employee models a promotion to the next job level, the simulator shows: * New bonus target percentage (if configured for the next level) * New equity grant targets (if configured for the next level via equity variants with level filters) These targets are informational. They show what compensation structure applies at the new level but don't automatically apply increases—employees still set the promotion percentage increase. Example: An IC3 modeling a promotion to IC4 sees "Bonus target: 10% → 15% of base salary" if IC4 has a 15% bonus target. This helps them understand that the promotion includes both a base salary increase and a higher bonus opportunity. **No, don't tie promotions to new targets** Only the cash increase percentage is shown. No bonus or equity target changes are displayed. Use this if pay targets vary too much within levels or if you don't want to expose target structures. ### Increase percentage Same options as raises: **Allow employees to model any % increase** No restrictions on promotion percentage. **Restrict employees to a range of % increases** Set min and max percentages for promotions. Configuration: * **Min** - Lowest percentage employees can model * **Max** - Highest percentage employees can model > **Currency conversion timing:** When employees have compensation in a currency different from the company's reporting currency, percentage increases apply before currency conversion. The simulator uses current exchange rates and does not project future currency fluctuations. ### Apply increase to Same options as raises. Choose which cash types the promotion percentage applies to: * **Base Pay** * **Variable Pay** * **Annual Bonus** ## Configure equity grants ### Why enable equity grants Equity grants help employees: * **Understand long-term value** - Many employees only see their initial grant and don't realize refresh grants continue throughout their tenure * **Appreciate equity compensation** - Visualizing vesting schedules and future grants makes equity feel tangible, not abstract * **Plan financial milestones** - Model when equity vests and what it's worth for major life decisions (buying a house, planning retirement) * **Stay through vesting cliffs** - Seeing future grants reminds employees of the cost of leaving before equity vests * **Compare total comp, not just salary** - Employees considering external offers can see the equity they'd forfeit Equity is often the largest component of total compensation at high-growth companies, but it's the hardest for employees to understand. The simulator demystifies equity by showing future grants, vesting timelines, and cumulative value over time. ### How to configure Equity grants are future stock awards that recur based on a cadence and calculate grant size using configurable multipliers. Unlike raises and promotions, equity configuration is more complex because grant amounts are calculated from base values (salary, existing equity bands, or custom targets) rather than direct percentage inputs. **TL;DR for equity configuration:** 1. **Event name and type** - Label and equity type (RSU, options, etc.) 2. **Eligibility** - Minimum tenure before employees can model this grant 3. **Cadence** - How often the grant repeats 4. **Vesting schedule** - How equity vests over time 5. **Calculation method** - How grant value is calculated (base salary, equity bands, or custom targets) 6. **Variants** (optional) - Different configurations for different employee populations 7. **Enable toggles** - Make available in simulator and/or Total Rewards portal \[Screenshot: Equity grant configuration form showing calculation method and vesting schedule\] ### Event name Give the equity event a descriptive name. This appears in the simulator when employees add an equity grant. Examples: * "Annual refresh grant" * "Promotion equity" * "New hire grant equivalent" ### Equity type Select the type of equity: * **RSU** (Restricted Stock Units) * **Option** (Stock Options) * **Common Stock** * **RSA** (Restricted Stock Awards) * **PSU** (Performance Stock Units) This determines the label shown in the simulator and how the equity is displayed in future modeling graphs. ### Minimum tenure Set how long an employee must be at the company before they're eligible for this equity grant in the simulator. Configuration: * **Years** - Number of years (integer) * **Months** - Number of months (0–11) * **Days** - Number of days (0–31) The simulator calculates tenure from the employee's start date. If they haven't reached minimum tenure, this equity event won't appear as an option. Example: Set to 1 year for annual refresh grants that only apply to employees past their first year. ### Award cadence How often the equity grant recurs. Configuration: * **Years** * **Months** (0–11) * **Days** (0–31) Examples: * Annual grants: 1 year, 0 months, 0 days * Quarterly grants: 0 years, 3 months, 0 days * One-time grant: Set cadence to match or exceed the modeling timeframe (e.g., 10 years for a grant that shouldn't repeat) ### Vesting schedule Define how the equity vests over time. **Interval** How frequently vesting occurs: * **Year** - Vests annually * **Quarter** - Vests quarterly * **Month** - Vests monthly **Duration** Total vesting period: * **Years** * **Months** (0–11) * **Days** (0–31) Example: 4-year vesting = 4 years, 0 months, 0 days **Cliff length** Period before any vesting occurs: * **Years** * **Months** (0–11) * **Days** (0–31) Example: 1-year cliff = 1 year, 0 months, 0 days means no equity vests until the employee has been there 1 year, then the first year's worth vests. **Vesting calendar** (optional) For companies with specific vesting dates (e.g., all grants vest on February 15 and August 15 regardless of grant date), configure calendar ranges: * **From** - Start of date range (month and day) * **To** - End of date range (month and day) * **Will vest on** - The actual vesting date (month and day) Example: Grants issued between January 1 and June 30 all vest on August 15. Leave this empty if vesting occurs on regular intervals from the grant date. **Minimum start date** (optional) Earliest date an employee can model this grant starting. Useful for grants that become available in a future period. ### Calculation method: Multiplier base *Why this matters:* How you calculate future equity grants reflects your equity philosophy. Do grants scale with salary? Do they match new hire bands? Are they individualized? The calculation method you choose creates different employee planning scenarios and expectations. This is the most important configuration. It determines how the simulator calculates the dollar value of future equity grants. \[Screenshot: Multiplier base dropdown showing Base salary, New hire grant, and Refresh target options\] > **Important:** Select one calculation method per equity event from the **Multiplier base** dropdown in the equity grant configuration form. If you want employees to model equity calculated different ways, create multiple equity events. #### Base salary **Why this calculation method exists** Tying equity to base salary creates predictable, scalable grants that grow as employees earn raises and promotions. This approach: * **Simplifies equity administration** - No need to maintain separate equity bands; grants automatically scale with salary * **Rewards performance** - Employees who earn raises see their future equity grants increase proportionally * **Creates alignment** - As employees take on more responsibility (and higher salaries), their equity stake grows to match * **Improves retention** - Employees modeling future raises see their equity grants increase, reinforcing the value of staying and growing Use this method when you want equity to feel like a consistent multiplier on compensation, not a separate negotiated component. **What it does** Future grant value = Employee's current base salary × Percent modifier **How it works** The simulator retrieves the employee's most recent base compensation (base salary) from their compensation record. It multiplies this by the percent modifier you configure to determine the grant value. The calculation uses the employee's currency. If the employee's currency differs from the company's reporting currency, the simulator converts the grant value to the company currency for display. **When to use it** Use this when equity grants are tied to salary as a standardized percentage. Common for: * Annual refresh grants calculated as a percentage of base (e.g., 25% of base salary in RSUs) * Promotion grants where equity scales with the promoted salary * Simplified equity programs that use salary as the baseline **Configuration** * **Percent modifier** - Percentage of base salary to grant (e.g., 25 means 25% of base salary) **Example** An employee with a $120,000 base salary and a 25% percent modifier would see future grants calculated as: $120,000 × 0.25 = $30,000 equity grant value per cadence If base salary increases due to modeled raises or promotions, future grants automatically recalculate based on the new base. **Edge cases** If an employee has no base salary in their compensation record, this equity event won't appear in their simulator. This is rare but can happen for commission-only or contractor roles without a base component. #### New hire grant **Why this calculation method exists** Using new hire equity bands ensures tenured employees receive comparable grants to new hires at their level. This approach: * **Prevents tenure-based inequality** - Employees who joined early won't fall behind new hires in total equity value * **Reflects market rates** - New hire bands already incorporate market data, so refresh grants stay competitive * **Incentivizes internal growth** - Employees see that staying and getting promoted yields equity comparable to switching companies * **Creates fairness** - Everyone at the same level, regardless of tenure, has similar equity opportunity going forward Use this method when you want to maintain equity parity across tenure and make internal career progression competitive with external offers. **What it does** Future grant value = Employee's equity band target × Percent modifier **How it works** The simulator looks up the employee's current equity band from Market Pricing. It uses the target value from the band (preferring `newHireEquity.target` if it exists, falling back to `equity.target` if not). It multiplies the band target by the percent modifier to calculate the grant value. The calculation uses the company's reporting currency from settings. For more on equity bands, see [Set up band sets](../market-pricing/band-sets.md). **When to use it** Use this when equity grants are based on what new hires at the employee's level receive. Common for: * Refresh grants that aim to top up equity to new hire levels * Retention grants calculated as a fraction of new hire grants * Leveling-based equity that scales with bands See also: [Configure equity grants](../market-pricing/equity-grants.md) for setting up equity bands in Market Pricing. This method requires: * Market Pricing configured with equity bands * The employee's job mapped to a band in the live band set * Equity targets set in the band (in the company's reporting currency) **Configuration** * **Percent modifier** - Percentage of the band target to grant (e.g., 100 means 100% of the band target, 50 means 50%) **Example** An IC4 employee whose equity band has a target of $80,000 with a 50% modifier would see: $80,000 × 0.50 = $40,000 equity grant value per cadence If the employee models a promotion and job levels are enabled, the band changes to the next level's band, and future grants recalculate automatically. **Edge cases** If any of these are missing, this equity event won't appear in the simulator for the employee: * No live band set * Employee's job not mapped to a band * Band has no equity target configured * Band equity target is zero or negative * Band equity target is not set in the company's reporting currency #### Refresh target **Why this calculation method exists** Custom refresh targets allow you to tailor equity grants to individual circumstances without exposing the formula. This approach: * **Rewards key contributors** - High performers or critical roles can have larger grants without changing company-wide bands * **Supports retention packages** - Negotiated equity for at-risk employees without adjusting their job level or salary * **Enables executive comp** - Leadership equity often doesn't fit standard formulas and requires board-approved custom targets * **Maintains confidentiality** - Employees see their own target without knowing how it compares to peers or how it was calculated Use this method when equity grants are strategic, negotiated, or role-specific rather than formulaic. **What it does** Future grant value = Custom refresh target value stored in the employee's job metadata **How it works** The simulator reads a `refreshTarget` field from the employee's job metadata (a custom field). This field contains a numeric dollar value representing the employee's individualized refresh equity target. **Important:** Refresh targets are employee-specific and don't automatically update when the employee models raises or promotions. To update refresh targets, modify the employee's job metadata. The percent modifier is not used for this calculation method—the refresh target is the exact grant value. **When to use it** Use this for individualized equity grants where each employee has a custom target that doesn't follow a formula. Common for: * Executive or leadership equity programs with custom grant amounts * Special retention packages with negotiated values * Custom equity structures that don't fit salary or band formulas This method requires: * A `refreshTarget` field populated in the employee's job metadata via HRIS integration or manual data upload * The value in `refreshTarget` must be a number (in the company's reporting currency) **Configuration** * **Percent modifier** - Not used. The refresh target value is used directly. **Example** An employee with `refreshTarget: 100000` in their job metadata would see: $100,000 equity grant value per cadence **Edge cases** If any of these are true, this equity event won't appear in the simulator for the employee: * No `refreshTarget` field in job metadata * `refreshTarget` is not a number * `refreshTarget` is zero or negative ### Variants: Filtering equity by employee attributes *Why variants exist:* Not all employees should see the same equity projections. Senior engineers might get larger refresh grants than junior engineers. International employees might have different equity programs. Variants let you model these differences without creating dozens of separate equity events. Variants allow you to create different equity configurations for different employee populations within a single equity event. \[Screenshot: Equity variant form showing filters for level, country, and email\] **What variants do** Each variant has: * **Filters** - Criteria that determine which employees see this variant (job level, country, email) * **Multiplier base** - Calculation method (base salary, new hire grant, or refresh target) * **Percent modifier** - Percentage to apply (for base salary and new hire grant methods) * **Description** - Explanatory text shown in the simulator * **Is guaranteed** - Whether the grant is guaranteed or subject to company discretion When an employee opens the simulator, the system finds the most specific variant that matches their attributes. Only one variant applies per employee. **Filter types** * **Level** - Match on job level (from HRIS or Market Pricing job levels) * **Country** - Match on job country * **Email** - Match a specific individual by email address You can combine multiple filters. A variant matches if all filters match. **Specificity rules** When multiple variants could match an employee, the system uses the most specific variant: 1. Email filter (most specific) 2. Email + level 3. Email + country 4. Email + level + country 5. Level + country 6. Level 7. Country 8. No filters (least specific - catches all employees) \[Diagram: Specificity hierarchy pyramid showing email at top (most specific) down to no filters at bottom (least specific)\] **Example: Different equity by level** You want IC1-IC3 employees to receive equity as 20% of base salary, IC4-IC5 to receive 30%, and IC6+ to receive 50%. Create three variants: **Variant 1** * Filters: Level = IC1, IC2, IC3 * Multiplier base: Base salary * Percent modifier: 20% **Variant 2** * Filters: Level = IC4, IC5 * Multiplier base: Base salary * Percent modifier: 30% **Variant 3** * Filters: Level = IC6, IC7, IC8 * Multiplier base: Base salary * Percent modifier: 50% An IC4 employee modeling equity would see grants calculated as 30% of their base salary. **Example: Custom target for an executive** You want most employees to get equity based on new hire grants, but your CEO has a custom $500,000 target. Create two variants: **Variant 1** * Filters: Email = [ceo@company.com](mailto:ceo@company.com) * Multiplier base: Refresh target * Percent modifier: (not used) * Description: Custom executive equity target The CEO's job metadata must have `refreshTarget: 500000`. **Variant 2** * Filters: (none - catches everyone else) * Multiplier base: New hire grant * Percent modifier: 100% The CEO sees grants calculated from their refresh target. Everyone else sees grants calculated from equity band targets. **Is guaranteed** *Why this exists:* Setting realistic expectations prevents disappointment. If refresh grants are subject to budget approval or performance criteria, marking them as discretionary helps employees understand they're projections, not promises. When enabled, the grant is marked as guaranteed. When disabled, a note appears in the simulator indicating the grant is "subject to discretion" (company discretion). This is informational only. It doesn't affect the calculation. ### Enable for compensation simulator vs. Total Rewards portal Each equity event has two toggles: * **Is for compensation simulator** - Event appears in the standalone compensation simulator * **Is for portal** - Event appears in the Total Rewards portal's future modeling section You can enable either or both. Most companies enable both. Use "portal only" if you want to show future grants in Total Rewards but not give employees the interactive simulator. Use "comp simulator only" if you're testing the simulator before rolling it to Total Rewards. ## What employees see in the simulator Once configured, employees with the Total Rewards permission can access the compensation simulator from their Total Rewards page. \[Screenshot: Employee view of compensation simulator with event options\] Employees can: 1. Select an event type (raise, promotion, or equity grant) 2. Enter event details: * **Raises** - Percentage increase, cadence, start date * **Promotions** - Percentage increase, promotion date, job level (if enabled) * **Equity grants** - Start date (grant amount is calculated automatically) 3. View how their total compensation changes over time in the graph 4. Toggle between annual and cumulative view 5. Adjust the modeling timeframe (2, 5, or 10 years depending on what you've enabled) 6. Add multiple events to model different scenarios 7. Edit or delete modeled events The graph updates in real time as they add events. Hover tooltips show compensation breakdowns at each point in time. ### Graph view types **Annual view** Shows estimated total compensation for each future year as a bar chart. Each bar represents one year's compensation including base, variable, bonus, and equity vesting in that year. Use this to understand yearly compensation variability. **Cumulative view** Shows total compensation accumulating over time as an area chart. Each year adds to the previous total. Use this to understand total wealth creation over a longer period. You configure which view is the default in **Settings > Total Rewards > Future modeling > General settings**. For more configuration options, see [Configure general settings](general-settings.md). ### Modeling timeframe Employees can view projections for 2, 5, or 10 years. You enable available timeframes in **Settings > Total Rewards > Future modeling > General settings**. For more configuration options, see [Configure general settings](general-settings.md). Most companies enable all three to give employees flexibility. ## Defaults and initial state When you first enable the compensation simulator, the default configuration is: * **Raises** - Disabled * **Promotions** - Disabled * **Equity grants** - No events configured * **Timeframe** - 2, 5, and 10 years enabled * **Default view** - Annual view * **Cumulative starts today** - Disabled (cumulative view starts from employee start date, not today) To enable an event type, navigate to the event configuration and save settings. ## Edge cases and limitations **No configuration = No simulator access** If no events are enabled, employees with Total Rewards permission won't see the compensation simulator option. Enable at least one event type. **Missing data blocks specific events** Each calculation method requires specific data: * Base salary method: Employee must have base compensation * New hire grant method: Employee must have an equity band with a target value * Refresh target method: Employee must have `refreshTarget` in job metadata If an employee lacks required data, that equity event won't appear in their simulator. **Promotions without job levels** If job levels are not enabled, employees can model multiple promotions but won't see job level progressions or pay target changes. **Promotions with job levels** When job levels are enabled: * Employees must model promotions in sequence (IC3 → IC4 → IC5, not IC3 → IC5) * If an employee is already at the highest job level, they cannot add promotion events * If your band set changes and removes a level, employees who modeled that level will see errors until they reset their promotions **Currency conversion** When an employee's compensation is in a different currency than the company's reporting currency: * Base salary equity grants are calculated in the employee's currency, then converted * New hire grant and refresh target equity grants are calculated in the company currency * The simulator uses current exchange rates, not projected rates **Equity vesting and grant timing** The simulator assumes: * Grants occur on the start date the employee enters * Vesting follows the schedule exactly (no early vesting, no accelerated vesting on exit) * Future grants continue indefinitely as long as the employee is with the company (subject to minimum tenure) These are projections, not guarantees. **Modeled events are session-only** Employees' modeled raises, promotions, and equity grants are not saved. If they close the simulator and return, they start from a clean slate. **Interaction with actual compensation changes** The simulator uses the employee's current compensation as the baseline. If their actual compensation changes (real raise, promotion, new equity grant), the simulator will recalculate projections based on the new baseline the next time they open it. Modeled events do not affect actual compensation data or appear anywhere outside the simulator. ## After configuration Once the compensation simulator is configured, employees can access it from: * **Total Rewards portal** - Future modeling section (if equity events have "Is for portal" enabled). See [Employee view: Using the compensation simulator](employee-view.md) for the employee experience. * **Total Rewards > Compensation simulator** - Standalone simulator page (if events have "Is for compensation simulator" enabled) Changes to configuration take effect immediately. If you change a raise percentage range, employees will see the updated range the next time they open the simulator. Existing modeled events in active sessions are not automatically updated—employees must refresh the page. ### Audit trail Configuration changes to future modeling settings are logged. Admins with appropriate permissions can view configuration history in audit logs. Grant calculations and employee interactions within the simulator are not logged. The simulator is a projection tool, not a system of record. ### Disabling an event To disable an event type: 1. Navigate to the event configuration 2. Delete the configuration Employees will no longer see that event type as an option. This does not affect historical data because modeled events are not persisted.