CompPlan

Product features

Compensation management software for merit, bonus and LTI cycles

CompPlan runs the whole annual compensation cycle: configure the rules each client wants, load the census, let managers plan within budget, and roll every recommendation up through the approval chain.

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Merit matrices

Build the merit matrix each client actually uses: performance rating by comparatio or band position, with configurable percentages and guardrails. Managers either get a system recommendation or a permitted range they can plan inside.

Bonus components and funding

Model company, team and individual bonus components with weightings by career level, target percentages, and funding factors that scale the whole pool up or down.

Long-term incentive planning

Award LTI by career level guideline, nine-box placement or a mix, expressed as a percentage of salary or a fixed value, with eligibility rules per client.

Eligibility and proration rules

Every client treats mid-year hires differently. Prorate on hire date against a cutoff, exclude the employee entirely, or use year-end data — configured per cycle, not hard-coded.

Employee census management

Load an employee census or enter and edit records inline: salary, band, comparatio, performance rating, reviewer, division and team, all editable in a spreadsheet-style grid.

Manager planning workflow

Reviewers see only their own reporting tree, plan merit, bonus and LTI in one grid, and get live budget usage plus out-of-range flags before they submit.

Manager roll-up and approvals

Department heads and executives see everything beneath them — direct reports plus every sub-reviewer — with budget utilisation, distribution and average comparatio movement at each level.

Multi-client data protection

Each client's data is isolated at the database row level, access is role based, and every recommendation change is written to an audit trail.

How a cycle runs in CompPlan

  1. 1.Create the client workspace and a compensation cycle.
  2. 2.Set budgets, eligibility, proration and year-end data rules.
  3. 3.Load or enter the employee census and reviewer hierarchy.
  4. 4.Managers plan merit, bonus and LTI against live budget guardrails.
  5. 5.Leaders review roll-ups by reviewer, division, team and level.
  6. 6.Export results for payroll, HRIS or downstream files.