Please see the SAP Analytics Approach document, section 'Documentation' for more information about the context of this document.

 It is to be populated by the story owner and the reporting functional consultant collaboratively.  

It does NOT describe business logic e.g. KPI definitions delivered by the data models (e.g. analytic models) that it consumes. This is covered in the Data Model Functional Specification  

If a requirement is for a flat table, then this will be delivered as a story and this document may simply show the order of the columns.  Where more detailed requirements for a story layout are known, this template will capture these requirements. 

 As story building is an iterative and agile process, it is expected that this document will be updated through the development process.

High-Level Specification

Functional Overview

Why the report is needed

Syensqo needs an executive report to allow senior leadership to compare key statistics before and after the Merit cycle, supporting informed decision‑making on compensation outcomes.

Business requirements addressed

• Compare compensation metrics before vs after the Merit cycle
• Monitor budget allocation and spend
• Analyze merit distribution across multiple dimensions (GBU, country, rating, gender, talent pool)

Business questions answered

• How did budget spend evolve before and after the Merit cycle?
• How did compa‑ratios change as a result of the Merit campaign?
• How is budget distributed by performance rating, talent pool, and gender?
• Are there observable gender parity gaps before and after the campaign?

Business value

The report provides leadership with a consolidated, data‑driven view of Merit calibration outcomes, supporting governance, equity analysis, and alignment with pay‑for‑performance principles.

Scope

In Scope

• Budget spend by country
• Average compa‑ratio before and after the compensation campaign
• Spend per GBU and country
• Spend with and without lump sum
• Salary distribution per performance rating per region, including category, level, and gender
• For GBUs specifically:
  • % budget spend by rating
  • Budget spend by talent pool (e.g. future leader, emerging leader)
  • Gender parity and gaps by gender
  • Evolution of compa‑ratio within a grade (e.g. S15) before and after the campaign, by gender

Out of Scope

• Compensation cycles outside the current Merit campaign

Solution Overview

Content ownership: BILLING-ext, Anoop 
Input from: Guillaume Decarsin, Ruben Beeck

Security: Standard SuccessFactors Role‑Based Permissions (RBP) apply. Access is restricted by global vs entity scope (GBS, Total Rewards, SBP).

Story Page 1 – Merit Calibration (Executive Summary)

Page Objective

Provide an executive‑level overview of Merit calibration outcomes, combining KPIs, charts, and detailed tables to compare metrics before and after the Merit cycle.

Page Filters

Page Level Input Controls

None explicitly specified.

Calculations

The report includes the following calculated metrics:

• Total Budget
• Total Spent
• Total number of employees
• Average compa‑ratio (before and after campaign – subject to data availability)
• Budget spend distribution by various dimensions

Layout

• Page filters pinned at the top
• Syensqo logo top‑left
• Summary KPIs
• Charts
• Tables (final layout to be confirmed based on performance constraints)

Dashboards / Charts

Summary KPIs (Numerical):

• Total Budget
• Total Spent
• Total number of employees

Charts:

• Budget Spent by Country – Bar chart
• Average Compa‑Ratio Before vs After Campaign – Numerical indicators
• Spend per GBU / Country – Bar chart
• Spend with vs without Lump Sum – Numerical indicators
• Salary distribution per performance rating per region, including category, level, and gender – Bar chart

GBU‑specific charts:

• % Budget Spend by Rating – Pie chart
• Budget Spend by Talent Pool – Bar chart
• Gender Parity (gaps per gender) – Bar chart

Tables / Lists

Table 1 – Details per Department

Table 2 – Employee‑Level Details

Story Filters (Global)

Data Models

Business Roles

Design Rationale

No existing report in the reporting catalog provides a consolidated executive view comparing Merit outcomes before and after the campaign. A custom SuccessFactors Story Report is therefore required.

Assumptions

• Only active employees are included
• Merit campaign data is available and complete
• Historical compa‑ratio and salary data availability will be validated during build

Dependencies

• Availability and quality of Compensation module data
• Confirmation of historical data fields (before vs after values)
• Final RBP scope validation

Special Requirements

• Executive‑level readability and performance
• Ability to compare before vs after Merit cycle metrics
• Clear visibility on gender parity and equity indicators

Frequency of Analysis / Report Run

Testing Considerations / Dependencies

• Validate budget and spend values
• Validate before vs after comparison logic
• Validate performance rating and talent pool breakdowns
• Validate access by role and scope

Test Conditions and Expected Results

Other Requirements

None identified.

See also

Change log