Skip to main content

Our help center

Track, modify and analyze a salary review campaign

This article is intended for administrators.

Our Compensation product enables you, as an HR Admin, to be integrated into a salary review process in an informed and guided manner in order to find the fairest trade-offs within your organization.

Dedicated articles on the process and rationale are available: Overview of a salary review and Rationale associated with the salary review.

The first step of this exercise is carried out by the supervisors/managers: Conduct a salary review as a responsible. HR Admins indeed have the same rights as salary review responsibles, plus some additional rights detailed below.

Regarding the visibility of hierarchical superiors, we invite you to consult the dedicated article: Consult the salary reviews of the members of my team.

🧑‍🤝‍🧑 Campaign process

The salary review is first completed by the responsible, then validated by the HR team.

👀 Overview of the campaign

In the campaign overview, the only difference with the responsible is that the admin can also change the status of the evaluation from "completed" to "validated."

Deadline

The header specifies the deadline by which the responsible must respond; this is an indicative and non-binding date. Indeed, the campaign will not be automatically closed after this date, and the responsible will still be able to complete the reviews assigned to them.

Budget

The budget includes all types of compensation included in the campaign.

It is distributed among:

  • Validated (in dark green): total of the increases for the "validated" salary reviews, for all types of compensation.
  • Completed (in light green): total of the increases for the "completed" salary reviews, for all types of compensation.
  • Remaining (in gray): budget for your team - sum of approved increases.
  • Off-budget (in red): budget excess in increases for the "approved" salary reviews versus the initial budget.

Completion

This graph is quite simple: it indicates the proportion of salary reviews for each of the three statuses: To complete, Completed, and Validated.

Participants

The responsible can here visualize and access the various salary reviews that have been assigned to them.

The first three columns specify the name of the employee, the salary review responsible, and the status of the latter.

Next are the columns related to compensation. The first and the last are always present:

  • Current compensation: sum of the employee's compensations at the beginning of the campaign. It includes the types of compensation that are part of or not part of the campaign.

    Example: my campaign has been set up to review fixed compensations and bonuses. Employee A has a fixed remuneration of 30 €000 a variable remuneration of 2 €500 and a bonus of 2 €500. His current remuneration is 35 €000.

  • New remuneration: sum of the current remuneration and all increases decided during the campaign.

    Example: on the Screen Capture below (first line), the current remuneration is 43 €500 the increases are €700 €0 and €0 ; the new remuneration is therefore 44 €200.

Next, we display a column for each type of remuneration included in the campaign (3 in the example above). For each of them, we indicate the increase in percentage and in value. When the evaluation is to be completed or completed, the responsible (or administrator) can modify it directly from the list without having to go into the full review.

💡 Note: Increases are recorded in the tool as a value (€). In some cases you may notice a slight difference, as our percentages are rounded with a precision of 0.01 %. When in doubt, always consider the data in value as the source of truth.

Responsible

At the end of the line, there is a menu enabling you to:

  • Update the status from "to complete" to "completed" and then to "validated" and vice versa.
  • Change the person responsible for the salary review. Available only when the review is in "to complete" or "completed" status. The status of a "validated" review must be changed in order to modify its responsible.

📝 Salary review completion

The salary review is accessible from the campaign (Compensation > Campaigns) and will be available in the employee section during each review throughout the year 2026. It is only visible to users who have rights to the review: the person responsible for the review in question, the hierarchical superior(s) of the employee, or any administrator with rights over the reviewee regarding this product.

Instructions

The first block consists of the instructions. It is defined by the HR team during the creation of the campaign in order to provide information to the responsible person.

Compensation band

This second block specifies the compensation band to which the employee is attached.

The compensation band only appears:

  • if the employee is associated with a band.
  • + if this is indeed published.

If this is indeed the case, the information below will be present:

  • Name of the compensation band and link to the band (only if the responsible has access to the band)
  • Date on which the employee was associated with the band,
  • Fixed remuneration range (minimum and maximum)
  • Button "View all package" allowing the details of the remuneration to be consulted in a dedicated window.

If the compensation band is not published, only its name and the date of association with the band will be mentioned.

If the employee is not associated with any band, the following message will be displayed:

HR admins will be able to directly position the employee if necessary:

⚠️ Attention: The salary bands are captured at the time of the campaign launch. If a band is changed from the employee's profile after launch, it will not be updated in the ongoing salary review.

People Review

In this section, we display the most recent people reviews for participants (up to 3). For each review, we list the talent groups associated with the participant.

If the manager has access to the people review, they can click on the participant’s name to view it.

Objectives

These two blocks specify the completion of the employee's objectives over the last two periods.

On the left, the graph shows the average completion of objectives over the last periods (can go up to 4 periods).

On the right, we display the precise completions for each of the given periods.

💡 Note: We take into account the last periods when launching the campaign. We therefore do not display the objective periods created after the start of the campaign.

Increase

This 'increase' block is the most important within the framework of the salary review. It is here that the responsible or administrator will make their proposal for an increase.

It includes the elements listed below:

  • the details of all types of compensation, those included in the campaign and those not included in the campaign. The responsible can only propose a salary increase for the types of compensation included in the campaign.
  • The current compensation (the sum of all types of compensation) is mentioned at the bottom of the block, as well as the new package, which is the sum of the current compensation and all increases.
  • the percentage increase of the total compensation, encompassing all types of compensation.
  • A "Comment" section finally allows for the addition of an explanation for the suggestion or modification.

💡 Note: The comment is not mandatory, but it is strongly recommended. There is only one area for responsibles and HR admins. We therefore recommend that HR admins write below the comments of the responsible.

Status

An Admin can update the status of the salary review from "to complete" to "completed" and then to "validated" from the block located at the bottom of the screen.

They can also modify the status from the header at the top right of the screen.

💡 Note: Responsibles cannot change the status to "Validated." Only members of the HR team have control over this status.

🔎 Campaign data analysis

This part is made of 3 charts:

  • The budget chart,
  • The total payroll chart, that shows the increase of the payroll in the campaign,
  • The budget-respect chart, that shows the respect of the budget by sub-population.

Budget chart

As detailed previously in the article: Budget.

Total payroll chart

The chart shows the sum of all increases of the campaign, matching the filter if any (in red 🔴).

The increase is also shown in percentage (in blue 🔵), based on the total payroll.

The chart also shows the new total payroll (in green 🟢). It is the sum of the current payroll and raises.

💡 Note : This table includes campaign participants, and only the types of compensation selected in the campaign.

Budget-respect chart

This chart uses the same computation rules as the budget chart. But it is split by a criterion from the user profile (team in this example).

The user can select any field (including custom fields) to see the budget report.

When there are too many values for the field, the chart is paginated.

Gender charts

This part is made of 3 charts:

  • Average increase by gender
  • Share of employees increased by gender
  • 10 highest compensation by gender

Average increase by gender

This chart shows the average increase participants receives in this campaign in the red squard (🔴).

It’s based only on completed and validated user reviews. It’s take every compensation types of the campaign into account. For example, if John has a 30 000€ fixed compensation with no raise, and a 10 000€ bonus with 8% raise (800€). The average increase will be 800 / (30 000 + 10 000) = 800 / 40 000 = 2%.

Then we show the split by gender (in green 🟢), participants without a gender are grouped in the Not specified line. The line is only show if at least one participant of the campaign match the value. So for example, if the organization do not use Other as a gender, it won’t be shown.

Share of employees increased by gender

This chart shows the share of increased participants in this campaign, in the red squard (🔴).

It’s based only on completed and validated user reviews. It’s take every compensation types of the campaign into account. For example, if John has a 30 000€ fixed compensation with no raise, but has a 10 000€ bonus with 8% raise. He will be considered as having a raise.

Then we show the split by gender (in green 🟢). As for the Average increase by gender chart, participants without a gender are grouped in the Not specified line. The line is only show if at least one participant of the campaign match the value. So for example, if the organization do not use Other as a gender, it won’t be shown.

10 highest compensation by gender

This chart is different from the other 2. The goal is to show the split of the top 10 compensation by gender. It’s a KPI asked for the equity index the company must fill in France.

To compute this charts, we take the 10 highest-paid individuals and display the breakdown by gender. We base this on current compensation (the sum of all types of compensation included in the campaign) plus any increases granted if, and only if, the review status is completed or approved.

Edge case:

  • If the 10th and 11th highest-paid individuals have the exact same compensation, we will include each of them has half (5% each)
  • If there are less than 10 participants (with filters or not), we show the split of all the shown participants.

People group charts

This part is made of 2 charts:

  • Average increase by people group,
  • Share of employees increased by people group.

🗝 Close the campaign

Campaigns can have three statuses: draft, in progress, or ended.

Once the campaign is complete, you can officially close it by clicking the button in the top-right corner. This will lock all Salary Reviews.

It will be possible to reopen the campaign to make changes if necessary.

⬇️ Export of campaign data

As an admin, it is possible to export the campaign data by clicking on the Export button in the header. As with other exports in Elevo, the link to download the export is sent via email.