This article is intended for administrators.

Our Compensation product allows you to involve your managers in a compensation review exercise in an informed and guided manner to find the fairest trade-offs based on your objectives.

• 1️⃣ Campaign settings
• 2️⃣ Participants, responsible, and visibility
• 3️⃣ Options
• 4️⃣ Budget
• 5️⃣ Summary

In order to create a compensation campaign, go to Compensation > Campaigns > New campaign.

There will be 5 steps to follow in order to set up the campaign.

1️⃣ Campaign settings

Here, it will be necessary to define:

• the name of your campaign (Example: Salary Review 2025),
• the main currency of the compensation review budget,
• the types of compensation types to be considered in the campaign. You may select as many types of compensation from those created for your organization. If a type of compensation is missing, please contact Support (support@elevo.io).

2️⃣ Participants, responsible, and visibility

• Manual addition of participants
• Bulk addition of participants
• Selection of the compensation review responsible
• Visibility of the review

The selection of participants is similar to that of participants in the 1:1 Reviews product. Some employees may not be eligible for the campaign. In addition to the usual reasons for ineligibility (absence of a manager, for example), it is necessary that all participants have reported compensation. If this is not the case, you will not be able to select them as participants.

💡 Note: The budget you will calculate in step 4 is based on the remuneration of the participants. Any modification made to the list of participants will reset the budget.

You have two options to add participants: manual addition or bulk addition via an Excel file.

Manual addition of participants

You can manually add participants through several options:

• Add them one by one using the checkboxes,
• Add everyone,
• Add the entire hierarchy of a participant (N-1, N-2, etc.)
• Use the filters (see below).

Bulk addition of participants

In certain use cases, it may be necessary for you to first select the participants of a campaign from an external file and then be able to import it directly into Elevo.

This can be done via the "Import" button (see below).

What is the format of the import file?

The file must be in csv format and include a column titled "email". If you use a username/identifier on Elevo, then this column must also be added to the file.

Two options are therefore available to you:

1. Use the User database file available for export from the Users tab on Elevo,
2. Use the following template, available in several formats:
   1. Generic template: Excel, Google Sheets and CSV,
   2. Specific template for accounts with username: Excel, Google Sheets and CSV.

How to import employees into a draft campaign?

This import is done at step 2 "Participants" of the campaign setup:

1. by clicking on the "Import" button in the manual participant selection,
2. then selecting the relevant file in csv format.

A summary message will appear indicating how many participants have been added to the campaign and, if applicable, how many employees were not compatible with being added to the campaign.

What are the reasons for a employee's incompatibility?

The error message will appear next to the concerned participant. There are several possible reasons for a employee's incompatibility:

• "No manager" ➡️ The campaign manager is the direct manager, and this employee does not have a direct manager on Elevo.
• Already in the campaign ➡️ The campaign is active and the employee has already been added.
• "No remuneration" ➡️ All employees must have their remuneration information set in order to be added to the campaign.

💡 Note: Some employees are not found. This occurs when the email is absent from the database (typing error, employee with multiple emails, employee not yet created in Elevo, suspended employees, etc.).

Selection of the compensation review responsible

You can then choose who will be the responsible:

• the direct manager (the default choice).
• an administrator (HR) of the platform,
• a specific person

Visibility of the review

By default, the compensation review is visible to the designated review responsible as well as to the administrators who have access to this product.

However, there are two options to configure in the Visibility section:

• "The compensation review will be visible to the manager and superiors": If this option is selected, the hierarchical superiors of the participants (including the direct manager) will have read access to the compensation review.
• "Admins will see their own compensation review and those of their superiors": If this option is selected, any administrator participating in the campaign will see their own review and that of their superiors. This option is deselected by default.

3️⃣ Options

During this step, you can add currencies and specify exchange rates, set the campaign deadline, and provide instructions to the responsibles.

• Currencies
• Deadline
• Instructions

Currencies

In this section, you may add the currencies and exchange rates that you need to use in your campaign. This is not mandatory if all your employees are paid in your primary currency.

You will need to add the exchange rates for all currencies used in the compensation of your employees or in your budget (GBP in the example ⬆️).

💡 Note: The exchange rates can no longer be modified once the campaign has been launched. If necessary, you will need to go through our Support to make any changes.

Deadline

The deadline designated for the responsibles is not a strict deadline; it does not hinder the completion of the exercise. It will be mentioned in the reminders sent to the responsibles.

Instructions

The block of instructions will be the first block presented to the responsibles as part of the compensation review. It is in this section that you can provide them with all the information they will need to carry out the exercise in the most effective manner possible.

You may reiterate the schedule, objectives, and/or specific rules of your compensation review campaign.

You may also add links to useful resources, for example on your intranet.

We offer you a default message that you can use or modify by adding your own elements. The block can be translated into the different languages of the platform. If you do not modify the message for a given language, the default message will be retained.

4️⃣ Budget

• Overall budget
• Uniform distribution
• Manual allocation

The budget is an important element of your compensation campaign. The budget analysis will indeed be based on this data.

The budget provides guidance to the review responsibles, but the tool is not restrictive, and it is possible to exceed the budget.

The budget is not mandatory; you can launch your campaign with a budget of €0.

💡 Note: To establish the budget, we base it on actual data related to compensation, rather than on full-time equivalent.

Overall budget

In this section, you can define the overall budget of the campaign. We also display the current and projected payroll.

The budget can be defined as a percentage (of the current payroll) or as a value. For reasons of accuracy, only the value will be recorded.

Current payroll: this refers to the total of all compensations of the participants added to your campaign (including the various types of selected compensations).

Projected payroll : the sum of the current payroll and the overall budget.

Uniform distribution

The uniform budget is the simplest way to define your budget. You do not need to allocate a budget to each entity, team, or manager. Each manager will receive the same budget based on the payroll of the employees for whom they are responsible.

When the uniform distribution is selected, we display the list of managers and the budget allocated for their N-1. This is for informational purposes only; it does not imply that the managers will be responsible for the compensation reviews.

Manual allocation

If you need to allocate your budget in a specific manner, you may use the manual allocation.

First, you must select a field from the profile on which we will allocate the budget. All fields of the profile can be selected, including additional fields.

Next, for each value of this field, you may set a budget. You will also need to set a budget for employees who have no value for this field.

For each sub-budget, you can select a currency, which may be useful if you are establishing your budget by country.

• If the sum of all the sub-budgets is not equal to the overall budget, a warning will be displayed:

• If any of the sub-budgets uses a currency that is not included in the campaign, a warning will be displayed:

You will not be able to proceed to the next step as long as any of these warnings appear.

The percentage of the allocated budget corresponds to the amount of the allocated budget divided by the current payroll of the team concerned for the remuneration selected for this campaign.

5️⃣ Summary

The summary is intended to confirm important information with the administrator who will launch the campaign.

💡 Note: At the launch of the campaign, certain values will be taken into account in a fixed manner and will not be updated in the campaign even if they change in the employees' profiles. This concerns, for example: salaries, the work time ratio, the compensation band and the associated level, as well as the criterion used in the manual allocation of the budget if that is the option that has been chosen.