The retail-sector model for pay management is a combination of features that, when used in conjunction with our salary review as part of a pay management process form a standard model for salary review for the retail sector. These features can also be used in individually or partially depending on customer requirements.

Currency conversion

When starting a new pay management cycle the administrator can chose to connect a valuation conversion matrix which will automatically use the given values to convert all imported employment salary values to a standard currency.

Minimum salary values

Administrators can set a minimum salary value per employment in the pay management module that can be applied at any stage of the salary review process to ensure that minimum salary rules are followed without having to account for this in manager budgets.

Retail-sector based salary budgets

Salary budgets can now be set from two new values, contracted hours and average worked hours. Additionally, currency-based budget can be set using decimal values (e.g., 0.5 Kr per contracted hour) and employments can be filtered using a new criterion – employment form.

Hourly salary setting

Salary review is now possible for employments with hourly salaries, budgets, columns and charts in the manager view are adjusted dynamically so that both monthly and hourly employments can be combined in the same pay management cycle.

Automated salary review

Salaries can now be set automatically based on salary budgets – options exist for setting salaries equally for all or based on the results of performance assessments.

Union login

Union representatives can be connected to specific employments using a defined union or generally to a node in the organization structure. The way in which the user is defined decides what level of access the union representative has to employment data.

Salary attestation

Employee, managers, section managers and union representatives can review and approve salary changes once approved by administrators. This approval is “one-way” and prevents changes to salaried by anyone but the system administrator – changes made after approval are flagged for users are require re-approval.

Excluding employees from salary review and performance assessment
Employees can be flagged as excluded from salary review, performance assessment or both as part as a pay management cycle – this will prevent managers from carrying out salary review or performance assessment on flagged employments. Employee will still contribute to salary budgets unless specifically excluded using salary budget criterion.