CPBS Web - SIP Planning Instructions
Use the listing of actions below or click an arrow to view instructions.
- 1.0 Visual Clickable Key
- 2.0 Key Field Entry
- 3.0 File Menu
- 4.0 Tools Menu
- 5.0 SIP Employee Pick List
- 6.0 SIP Eligibility
- 7.0 Awards
- 8.0 Details of Calculations
- 9.0 Effect on Compensation
- 10.0 Effect on Budget
1.0 Visual Clickable Key
Click on the arrows below to navigate to additional information.
2.0 Key Field Entry
Navigate directly to any SIP record by entering the employee key and clicking "GO". If you prefer, the employee pick list is always available to you either using the "Recall List" button or the "Tools" > "Rebuild List" > "Employee List" button from the menu.
3.0 File Menu
Refresh
Recalculates the totals at the base of the page based on any edits to the awards, the deferred values or the override entries.
Save Record
Updates the CPBS database with edits made to the employee SIP record.
Print Record
Prints the current screen.
Logoff
Ends both your CPBS Web and CPBS mainframe sessions.
4.0 Tools Menu
Employee List
Rebuilds the employee pick list for the current department.
Department List
Returns a list of departments within the current organization to allow navigation to a new employee listing.
5.0 SIP Employee Pick List
Refresh
The SIP pick list is the primary navigation tool within SIP and employs the same functionality as that of the workforce planning pick list. Fields listed include the SIP flag field which is defined as follows:
- A - Non-faculty Academics
- E - Exempt Staff
- F - Faculty
- N - Non-exempt Staff
- W - Not Evaluated - This classification is a system setting used to identify records that have not been evaluated for SIP eligibility. These records were added to PeopleSoft and CPBS after the process was run to set eligibility the evening of March 1st.
6.0 SIP Eligibility
SIP eligibility is either on or off. If the employee's SIP eligibility is set to ineligible the record will NOT be visible in SIP. Categories of SIP eligibility are for use by departments to assist in organizing groups of employees.
Note:
Contact the budget office if you need to set an ineligible employee to a SIP eligible category.
Certain executives will not be viewable within the SIP module as their awards are managed centrally. Please contact Rose Wright rfw1@cornell.edu for more information.
7.0 Awards
Instructions for the SIP pay program:
- Enter the dollar amount of any merit increase in the "Merit" field. The merit category includes satisfactory performance, discretionary merit, and exceptional performance awards.
- Enter the dollar value of any increase to new pay band minimum in the "Increase to Min" field.
- Enter the dollar amount of any market pay equity increase in the "Equity" field.
Dollar Award
Enter whole dollars for salaried employees. Enter dollars and cents for hourly employees.
Dollar Award Percent
The award is calculated as a percentage of the current comp rate.
Deferred Award
Record a planned salary adjustment that will not take effect at the beginning of the planned year. Entering a value will affect the calculated job commitment in Workforce Planning and Financial Planning at the point in the budget cycle where SIP awards are allowed to flow through the commitment chain. Deferred awards are not transmitted to the HR/Payroll system, a separate personnel transaction must be submitted to change the employees record on the date the deferred award is effective
The SIP module will be closed to all users on Monday, May 5, 2008 at midnight.
8.0 Details of Calculations
Note:
Click here to open or download an excel spreadsheet with examples of the calculations on the SIP record edit screen.
9.0 Effect on Compensation
Employee Total SIP
The sum of the Dollar Award categories: "Merit", "Increase to Min" and "Equity".
New SIP Comp Rate
The sum of the current "Comp Rate" and the "Employee Total SIP".
10.0 Effect on Budget
Override Base Salary Commitment
If not equal to 0 this entry will be used at the end of the budget cycle to adjust the "impact on commitment" and will modify the budgeted "job commit". The "impact on commitment" and "new job commit" summary lines located at the bottom of the SIP record edit screen offer a preview of those end of cycle adjustments.
Employee Total SIP
Reflects the same value indicated in the "effect on compensation" field. Total of awards "Merit", "Increase to Min" and "Equity". Percentage of current "comp rate".
Deferred Award
The deferred award as entered on the SIP record edit screen.
Impact on Commitment
This value reflects the end of cycle impact that the "employee total SIP" and any "override base salary commitment" will have on the budgeted "job commit".
- If the "override base salary commitment" is NOT equal to 0, THEN the "impact on commitment" EQUALS the "override base salary commitment" multiplied by the "total % of comp rate", PLUS the difference between the "override base salary commitment" and the budgeted "job commit", PLUS any "deferred award".
For example:
Override base salary commitment = $33,000
Total % of Comp Rate = 2.14%
(($33,000 * 2.14% = $706) + ($33,000 - $32,721 = $279) + $2,000) = $2,985
Impact on commitment = $2,985
- IF the "override base salary commitment" is EQUAL to 0, THEN the impact on commitment EQUALS the budgeted "job commit" multiplied by the "total % of comp rate", PLUS any “deferred award”.
For example:
Job Commit = $32,721
Total % of Comp Rate = 2.14%
($32,721 * 2.14% = $700) + $2,000 = $2,700
Impact on commitment = $2,700
New Job Commit
This value is the sum of the budgeted "job commit" and the "impact on commitment".
For More Information Contact:
Rose Wright
rfw1@cornell.edu