The Employee column contains the employee’s name, avatar, title, and level. You can click on the column to open the Employee Compensation History Popout.

It must always be the first column in the table and is frozen when scrolling horizontally.

The Performance column can be any of the following:

1. A dropdown of values for planners to select from
2. Static data pulled from integrated HRIS data
3. Static data uploaded by company admins
4. A combination of static data uploaded as a starting point that pre-fills a dropdown of values for planners to make changes as needed

The values in this column may then be used as part of your recommendation logic.

The Variable Pay column displays each employee’s current variable pay according to the most recent variable pay value coming from the integrated HRIS data. It can display in employee local or cycle currency.

The Salary Raise column is used to input what the intended changes to employees’ salaries are. Admins can optionally upload values as a starting point, if desired. If a role has edit access, planners with that role can then make changes to the amount. This will then influence any other columns that are calculated based off of this column, such as New Salary, New Total Annual Cash, and New Total Annual Compensation.

If you are planning to use performance-based increase recommendations or recommendations that bring an employee to a certain point in their current band, you should use this column.

Additionally, planners can use the percentage/cash toggle, the currency toggle, or the annual/monthly to change the method of input (see more UI Toggles). If an employee is marked as an hourly employee, the method of input will change to an hourly increase amount.

If a budget is created to track salary, then increases to this column for any employees will come out of the budget.

The Variable Raise column is used to input what the intended changes to employees’ salaries are. Admins can optionally upload values as a starting point, if desired. If a role has edit access, planners with that role can then make changes to the amount. This will then influence any other columns that are calculated based off of this column, such as New Variable, New Total Annual Cash, and New Total Annual Compensation.

Additionally, planners can use the percentage/cash toggle, the currency toggle, or the annual/monthly to change the method of input (see more UI Toggles).

If a budget is created to track variable pay, then increases to this column for any employees will come out of the budget.

The Market Adjustment column is another column that gets rolled into New Salary, similar to Salary Raise, but allows for a level more flexibility regarding how salary increases are given out and tracked (e.g. if you have separate budgets or recommendations for market increases vs merit increases).

Aside from that, it functions exactly the same as the Salary Raise column.

The New Annual Bonus column is a directly inputted new target annual bonus for employees. Admins can optionally upload values as a starting point, if desired. If a role has edit access, planners with that role can then make changes to the amount. This will then influence any other columns that are calculated based off of this column, such as New Total Annual Cash and New Total Annual Compensation.

Additionally, planners can use the percentage/cash toggle or the currency toggle (see more UI Toggles).

If a budget is created to track new annual bonus, then changes to this column for any employees will come out of the budget.

The One Time Payment column is a currency column that is excluded from the New Total Annual Cash and New Total Annual Compensation columns. It is often used to track spot bonuses and bonus payouts from target bonuses over the previous year/cycle.

However, planners can use the percentage/cash toggle or the currency toggle (see more UI Toggles).

Additionally, if a budget is created to track one time payments, then changes to this column for any employees will come out of the budget.

This column will be the market adjustment input column for OTE planners. It is a single input that will go towards the employee’s base and variable based on their pay mix. For more information on OTE Planning, please view our guide here.

If you need to process market adjustment increases for OTE-eligible employees and want this to be a separate input, select Yes under this first question on the OTE columns form:

This column will display the calculated variable raise that the employee will receive, based on their pay mix and the OTE raise given by the planner. Admins are able to override this cell if needed. For more information on OTE Planning, please view our guide here.

This column will display the calculated salary raise that the employee will receive, based on their pay mix and the OTE raise given by the planner. Admins are able to override this cell if needed. For more information on OTE Planning, please view our guide here.

This column will be the raise input column for OTE planners. It is a single input that will sub-divide its value between base and variable based on the employee’s pay mix. Recommendations will appear in this column for OTE employees. For more information on OTE Planning, please view our guide here.

This is an optional currency column that lets planners specify a pay increase for employees that are being promoted (dependent on the main Promotion? checkbox column). It only becomes editable when an employee is getting promoted.

Like the Market Adjustment column it gets rolled into New Salary, similar to Salary Raise, and allows for a level more flexibility regarding how salary increases are given out and tracked (e.g. if you have separate recommendations for promotion increases vs merit increases).

Aside from that, it functions exactly the same as the Salary Raise column.

This is an optional numeric or currency column that lets planners specify an equity grant specifically for employees that are being promoted (dependent on the main Promotion? checkbox column). It only becomes editable when an employee is getting promoted.

It allows for a level more flexibility regarding how equity grants are given out and tracked. For example, you can track different grant reasons separately or have separate equity recommendations for promoted employees vs non-promoted employees.

The New Salary column is a computed column that is the sum of Current Salary, Salary Raise, Promotion Cash Raise, and Market Cash Raise.

It can display in employee local or cycle currency, and can also display hourly rates for employees that are paid hourly (assuming 2080 hours per year).

The New Variable column is a computed column that is the sum of Variable Pay and Variable Raise.

It can display in employee local or cycle currency, and can also display hourly rates for employees that are paid hourly (assuming 2080 hours per year).

This column displays the employee’s new OTE for OTE planners. For more information on OTE Planning, please view our guide here.

(key-newOnTargetEarningsAmount)

The Current Equity column displays the Total Granted Shares and Next Year of Vesting of equity for each employee, excluding any grants given out this cycle. The equity is valued using the share price set during the cycle and the strike price for each grant the employee already has.

Note: it can be customized to exclude the currency valuation - work with your Implementation Manager as needed.

The New Equity Impact column functions the same as the Current Equity column, except that it includes any grants given out this cycle, as specified in the Equity Refresher Grant, Equity Promotion Grant, and Equity Performance Grant columns. The newly granted equity is valued using the share price and strike price set on the cycle.

Note: it can be customized to exclude the currency valuation - work with your Implementation Manager as needed.

The Vesting Summary column displays the vesting percentage, number of shares vested, and number of shares unvested for each employee. Any shares granted count as unvested shares (assuming the specified vesting start date for the cycle is after the cycle start date).

Note: it can be customized to exclude the currency valuation - work with your Implementation Manager as needed.

Similar to Market Adjustment, the Equity Performance Grant column is another way to grant equity for employees, but in a way that can be tracked separately from Equity Refresher Grant and Equity Promotion Grant (for different recommendations or different budgets).

Aside from that, this column functions similarly to Equity Refresher Grant.

This column displays the employee’s target pay mix. You should use the new in-app recommendation logic for Pay Mix to choose between the following pay mix behaviors:

• • Maintain current pay mixes
  • Use target variable pay percent from ranges
  • Maintain current pay mix for non-promoted employees; use target variable pay percent on promotion bands for promoted employees → We recommend this option so that Pave dynamically applies the employees current or promotion pay mix

You can also upload static values to this column via the Data Upload configuration section if desired.