The current implementation method for Pay Scale Indirect Valuation rules (described in the "Implementing and Configuring Employee Compensation Data in Employee Central" handbook) is 1x Indirect Valuation rule to 1x Pay Component. For customers with very large Pay Structures, this methodology would require having a lot of Pay Scale Indirect Valuation rules (for example more than 10 - but this method can be implemented if there are less as well).
If you are using Business Rules to deliver further automation, then you could end up with a lot of rules, and then need to work on consolidating/improving their implementation to get better performance from the UI/system.
When customer has numerous Pay Scale based Pay Components, each Pay Component mandates creation of a unique Business Rules and hence the overall rule count in the system grows. This in turn impacts system performance during transactions in the UI (save times), Job Info Imports and Interfaces when executing Business Rules will also be impacted because many rules need to be executed for each record. Some other reasons why you might want to implement the Indirect Valuation rules slightly differently, could be because:
- Hourly employees can be assigned multiple/many different Recurring Pay Components.
- These Pay Components can be different for different groups of employees and is based on specific Pay Scale Structure
- Current configuration design is to write an indirect evaluation business rule per pay component..
- SAP SuccessFactors Employee Central
pay scale, payScaleLevel, indirect valuation, onSave, jobInfo, Pay Structures, ec, pay component, , KBA , LOD-SF-EC-CMP , Compensation Information & One-Time Bonus , LOD-SF-EC-JOB , Job Information , How To
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