Go to Manage > HR > People and from the list of employees click on any of them. Navigate to COMPENSATION tab and you will see the below screen. Here you can update or change compensation for an employee, for example:

1. Total compensation paid to this employee can be entered based on per year, per month or per payroll period
2. Standard Cost can be entered manually or auto calculated as explained below. Always enter a valid from date from which the std. cost is active. Standard cost is used to calculate project profitability e.g. the hourly cost of this employee for planned or actual efforts on any tasks
3. If you wish to edit standard cost click on "Edit Future Costs" and enter a new standard cost starting today, in the past or in the future, with a time-period in the same field as the value and currency e.g. "45.00 USD/hour". You can change standard cost as often as required for example annually, quarterly, by fiscal period or even weekly. Do not enter a valid from date earlier than the overall compensation valid from in top right corner
4. If your calculation of Standard cost includes indirect overheads such as office rental, utilities, recruitment agency fees or hr overheads you can optionally enter a Direct Standard Cost below the standard cost, which is normally the sum of direct costs and excludes indirect costs such as overheads or admin. fees. There is no unit of time for the direct standard cost because it is always the same as the standard cost time basis. Refer to this link for more details on the differences between total compensation, direct and indirect standard costs.
5. To edit more detailed compensation and benefits click on the "compensation details" box in top right corner of this summary panel. This will cause a table of compensation & benefits elements to appear below, as shown.

Refer to this linked topic for more information on expenses claim type (6), reimbursing expenses via payroll (7) or expenses reimbursement currency (8).

After clicking on compensation details or selecting a salary plan (see #6 below) you can edit someone's detailed compensation as follows:

1. Select a base pay (hourly or salary) compensation element and enter the hourly, daily, weekly, monthly or yearly base or regular pay for this employee
2. Select any employment taxes such as social security and modify the % or amount according to the employee's country's tax regulations. % based taxes are normally applied to the base pay
3. Select any overtime payments this employee may be entitled to and adjust the % if applicable (often it will default the correct % and apply this to base pay). Overtime payments only apply to specific time types as indicated in the TIME TYPE column ("OT125" in this case) which are in turn calculated by running time evaluation
4. Select or enter any other administrative or indirect costs paid directly by the company such as administrative flat or % uplift fees. Company paid costs normally contribute to standard cost but not to total compensation
5. To add a new compensation element click on the + icon and click on the purple COMPENSATION CODE cell to see a list of valid compensation elements to choose from. These are set up in advance as part of the implementation
6. As an alternative to manually adding compensation elements you can define a set of compensation codes and defaults as a template assigned to a specific salary plan and grade. Once you select a salary plan and grade if there is a compensation template it will be automatically imported, replacing or adding to existing compensation elements for this employee depending on how you respond to the popup message box "Replace existing"
7. Most or all of the compensation elements in this table will contribute to automatically calculate the employee's standard cost (used in turn in project and task profitability). You can define which compensation elements contribute to standard cost, direct standard cost and total compensation based on each compensation type. This is a very handy feature because it allows you to automate fairly complex calculations of standard cost based on regular pay, benefits, taxes and other company paid expenses not part of compensation such as recruiting fees, admin. overheads, office or equipment rental, relocation or visa expenses and so on.

Note: Click here for more information on compensation types available. Make sure you install the pay calculation module in set-up & install apps and work with your iBE Support Consultant to define and customize the correct compensation elements required by your company before-hand.

Go to Manage > HR > People and from the list of employees click on any of them. Navigate to BENEFITS tab and you will see the below screen. Here you can update benefits given to this employee, for example:

1. The name of a particular benefit or benefits program
2. The enrollment date can be defined from which the benefit program is applicable to this employee, as well as whether or not they enrolled for this benefit
3. If the employee makes a contribution towards a particular benefit then enter the % or $ contribution the employee makes here
4. You can also enter remarks about a benefit such as dependents listed on plan, specific terms and so on. You can also edit other health and wellness related data on this tab such as:
5. The date from which this employee is entitled to Medicare (US-only)
6. Blood type and weather employee smokes or not
7. Annual Benefits Base rate or Adjusted Service date for purposes of service-based benefit calculations
8. Date of death (if the employee has in fact died)
9. If the employee was rehired (left and rejoined the company) you can enter their Original Hire dates here. Time off balances based on years of service will be calculated per the original hire date. If this is not desired then leave the original hire date blank and let time-off be calculated from actual hire date in the employee's JOB tab.

HR will create a Benefit Programs for employees, which can be modelled here. iBE does not have a link directly to leading benefits portals so it is necessary to enter benefits manually. In addition the value of benefits do not automatically roll-up to the employee's standard cost. If this is desired, define and enter these benefits as compensation elements (as outlined above) instead.