Post Pay Components to HR or Payroll

Before You Begin: Posting pay components in the Compensation Cycle Administration feature has limitations. See Posting Limitations.

After locking and approving a compensation cycle, you can post the associated pay components so that employees receive their allocated reward. Posting allows you to update the affected employees’ HR record for salary increases, and to initiate the processing of bonuses through Payroll. The process for posting salary increases and bonuses is slightly different, so each reward type must be posted separately for the compensation cycle, as described below.

When you post the compensation cycle, bonuses are included in the pay run if the effective date aligns with the pay period. For example:

• If the effective date is August 10, the bonus is processed in the pay run from August 1 to August 14, with the payout on that pay run’s pay date.
• If the effective date is August 15, the bonus is processed in the next pay run, as it falls outside the current pay period.

During posting, compensation administrators can select an uncommitted pay run from the Pay Run and Period drop-down list. Payroll administrators can also use the Data Entry tab of Payroll to change the pay run in which the employee receives the bonus.

To post the pay components in a compensation cycle:

1. Go to Compensation Administration > Compensation Cycle Administration.
2. Select the compensation cycle that you want to post pay components for.
3. In the My Organization tab, click Post.
4. In the Reward Type tab of the wizard, select an option in each of the fields, as follows:
   • Reward Type: Define the reward type that you want to post. Select Salary Increase and Dayforce adds the HR Mapping tab to the wizard. Select Bonus and Dayforce adds the Payroll Mapping tab in the wizard.
   • Pay Components: Select the pay components that you want to post from the cycle. If the compensation cycle includes promotions, it is best practice to post the pay component with the promotions before posting any other salary increase to HR. If you were to post the other pay components first, HR would validate the salary increases based on the max salary of the old job assignment rather than the new job assignment, and possibly reject the change.
   • Note: When you select a salary increase pay component that includes one or more promotions, Dayforce shows an informational message reminding you to select the correct reason code for the promotions in the Review tab. If your user role is assigned the Require Job Rate Value feature, Dayforce will also show an error message indicating that you can’t post the promotions. See Post Completed Compensation Cycles.
5. Click Next. Dayforce opens the HR Mapping or Payroll Mapping tab, depending on the reward type that you selected.
6. Review and adjust the mapping. A warning message shows when the compensation cycle includes employees with an inactive or terminated employment status, so you can decide whether to exclude those employees from the posting in the Review tab.
7. Note: In the Payroll Mapping tab, Dayforce shows a list of the pay groups that will be processed in Dayforce Payroll, and a list of the pay groups that require processing outside of Dayforce Payroll.
7. Click Next.
8. In the Review tab, review the mapping for each employee. For salary increase pay components, the Reason Code and Effective Date fields are editable. This allows you to adjust the reason code and effective date of increases for individual employees or for multiple employees. You can also exclude one or more employees from the posting using the checkboxes in the Exclude column. Employees who are excluded from the posting process are highlighted in the manager worksheets in Compensation and Compensation Cycle Administration. See Filter and Modify Posting Details for Multiple Employees.
9. Note: You can’t edit the effective date for salary increase pay components that were configured to use the employee’s anniversary date as the effective date.
10. Important: If the pay component includes promotions for one or more employees, you must update the Reason Code value for each of those employees to reflect that the increase is due to a promotion. You can use the Promotions Only filter parameter (in the Filter panel) to view all of the employees with promotions at once. For your reference, Dayforce shows both the old and new job assignment and primary location for each promoted employee in the Review tab.
9. Click Next.
10. In the Summary tab, review the posting summary, and then click Finish. Dayforce closes the wizard and updates the status of the compensation cycle to Completed.
11. Note: If the pay component included promotions, Dayforce shows a total count of the promoted employees in the Summary tab.

After the compensation cycle is posted, Dayforce does the following depending on the reward type:

• Salary Increase: HR administrators are sent a notification of the salary changes, and the employee records are updated for the change as of the effective date. If the posted change includes one or more promotions, the new work assignment is added for each affected employee in their HR record using the effective date of the pay component and the reason code that you selected during the posting process.
• If the effective date of a salary change is in the past, Dayforce also sends the payroll administrator a notification informing them that they must use the Sync Pay Changes functionality in Payroll to capture the retroactive corrections.
• Bonus: Payroll administrators are sent a notification informing them that the compensation cycle is complete and that bonuses are ready for processing. See Process Bonuses in Payroll.

These are controlled by the Compensation HR Posting Status and the Compensation Payroll Posting Status notifications, which you can assign to the necessary users and user roles in System Admin > System Notifications. See Compensation Notifications.

Posting Limitations

The following limitations currently exist when posting pay components in the Compensation Cycle Administration feature:

• Compensation Cycle Administration doesn’t support posting bonus pay components for employees with the Hourly pay type. This is because paying bonuses to hourly employees could result in a recalculation of overtime payments which isn’t currently handled in the Payroll feature. To ensure that these employees are compensated, you must export the data for the payroll administrator. The payroll administrator can then use the data to make adjustments manually, and then import the changes to Payroll. See Export Cycle Worksheet Data.
• Compensation Cycle Administration doesn’t support posting bonus pay components for employees with the Terminated employment status by default. If you want to include one or more terminated employees in the posting, you must ensure that they've been added to the Terminated list for the associated pay run in the Pay Run Management tab of Payroll.
• The Payroll feature doesn’t support retroactive salary changes for employees with the Hourly pay type. If you’re using WFM, Dayforce shows a message when you post the pay component informing you that you must run retroactive changes through WFM. To ensure that these employees are compensated, you must export the data and then run the retroactive changes manually in WFM. See Export Cycle Worksheet Data.
• You can only post bonus pay components for currencies that are supported in the Payroll feature. As such, employees with an unsupported pay group currency type are excluded from payroll mapping in the posting wizard. To ensure that these employees are compensated, you must export the data from the Compensation Cycle Administration feature and send it to a third-party payroll provider to process the payments. If your organization uses ConnectedPay for these other countries, you should contact ConnectedPay support to process the exported data.
• See Export Cycle Worksheet Data.
• If an employee is moved to a different pay group after the compensation cycle is published, and their currency code changes because of the move, they’re excluded from the posting in the postings wizard. To ensure that these employees are compensated, you must export the data and provide it to the HR or Payroll administrator so that they can make the necessary changes manually. See Export Cycle Worksheet Data.