Compensation Review Workflow

Why should we automate compensation reviews instead of handling them by email and spreadsheets?

Handling pay change requests manually often means proposals sit in inboxes, approval status is unclear, and increase percentages are calculated inconsistently. This workflow creates a record for every proposal with a reference number and status, automatically calculates the increase amount and percentage, and sends acknowledgement and outcome emails without anyone having to remember to follow up. It reduces the administrative overhead of tracking who has reviewed or approved what.

What is the ROI of using this workflow for compensation reviews?

The workflow removes manual steps like calculating increase percentages, routing approvals based on size, and chasing HR, executives, or payroll for a decision. Time that HR would otherwise spend coordinating between departments is freed up, and managers get faster, clearer updates on their proposals. Because every review is logged with a status and timeline, less time is spent reconstructing what happened on a given case.

How does the HR consistency and equity review work?

Once a proposal is submitted and its increase amount and percentage are calculated, the workflow creates a blocking task for HR, due in 5 days, to review the proposal and record an HR Review Result and comments. The workflow waits for this task before proceeding, and the result and comments are saved to the record. If HR flags concerns, the proposal is returned to the manager with those comments; if it's consistent, it moves forward to approval routing.

How does the workflow decide whether an increase needs executive or HR manager approval?

After passing HR's consistency and equity review, the workflow checks the calculated increase percentage. Increases over 10 percent are routed to a task requesting executive approval, while increases of 10 percent or less are routed to a task requesting HR manager approval. Each approval task's outcome — approved or rejected — determines whether the review moves to payroll or is marked as rejected.

What happens if an increase is rejected during approval?

If either the executive or the HR manager rejects the proposed increase, the workflow sets the review status to Rejected and sends an email to the manager notifying them that the pay change was not approved. This keeps the manager informed without requiring HR to manually track and communicate the outcome of every rejected request.

What does payroll do once a pay increase is approved?

Once an increase is approved, the workflow creates a blocking task for payroll, due in 5 days, to update the salary and record the effective pay period. The workflow waits for this task to be completed, saves the effective pay period to the record, sets the review status to Approved, and emails the manager to confirm the pay change has been processed.

Can we customise this workflow for our organisation's approval thresholds or process?

Yes, the approval routing threshold, review task due dates, or notification wording can be changed by describing the change in plain English or editing the steps directly in the workflow editor. Earlier versions of the workflow are kept, so changes can be made with confidence.

Do managers need an account to submit or track a compensation review?

No, managers submit proposals through a public request form and receive updates through emails sent directly to them, without needing to create or log into an account. They receive an acknowledgement email with the review reference number at submission and further emails as the request moves through review, approval, and payroll processing.

How is progress on a compensation review tracked?

Each submitted proposal becomes a record with a reference number, a status such as Submitted, Returned, Rejected, or Approved, and a timeline showing what has happened at each stage. Table views and dashboards display records by status, making it straightforward to see which reviews are with HR, awaiting approval, or with payroll at any point.

What information from the HR review and payroll steps is saved on the record?

Because the workflow waits for both the HR review task and the payroll task, the HR Review Result, HR's comments, and the effective pay period entered by payroll are all saved directly to the compensation review record. This keeps the full history of the decision and implementation details together in one place for future reference.