This page takes you from an empty workspace to a first merit cycleMerit cycle
One round of planned pay changes, from the snapshot of your workforce through manager worksheets and approvals to the payroll file. A cycle on its own means a merit cycle.
Read more that is finalizedFinalize
Closing a cycle for good, once every worksheet is approved and every funding pool is within budget. A finalized cycle is read-only and can never be reopened.
Read more and ready for payroll, in the order you’ll do it. You need a work email address to begin. Every step links to the article that covers it.
Create your workspace. Sign up with your work email and your company’s name, then confirm the code we email you; you become the workspace’s owner and its first System Admin. Creating your workspace Sign in. Use your workspace’s own address, or enter your email on the Mitratech Comp sign-in page and we’ll email you the way in. Signing in Protect your sign-in with a second factorSecond factor
A second proof of who you are at sign-in, on top of your password — a code from an authenticator app, a text message, or an email.
Read more , and save your recovery codesRecovery code
One of ten single-use codes you are given when you first set up two-step verification, to sign in with when you cannot reach your second factor. Using one spends it, and you can replace the whole set from your profile.
Read more . Enrolling and managing your second factor (MFA) Decide who holds which roleRole
What a person does in a compensation cycle, and what the product lets them see and do. There are seven, they are lateral rather than a ladder, and everyone who signs in holds one.
. Each member holds one of seven roles, and the role decides what they do in a cycle. Understanding roles Invite your team. Add the admins, HR partners and People Managers who will plan alongside you, and choose each one’s role. Inviting your team and managing access Choose who sees which fields. Pay and performance ratingsPerformance rating
The option an employee holds on a performance review, in your own words. It arrives with the employee data and feeds the merit matrix; an employee can be carried as not rated.
Read more start visible to administrators only; open up any field a role needs. Configuring field-level permissions Add your branding. Give the workspace your logo and your brand colour. Customizing workspace settings and branding Connect your identity provider, if you use one. Let your team sign in through single sign-onSingle sign-on
Signing in with your own company's identity provider instead of a password kept here, so joining and leaving stay under your control.
, and let your provider keep their logins up to date over SCIMSCIM
The standard your identity provider uses to create, update and switch off people's access here automatically as they join, move and leave.
. Provisioning single sign-on (SSO) and SCIM Require a second factor of everyone, if your policy calls for it , so every password sign-in needs a code as well. Requiring MFA for everyone
Import your employee dataEmployee data
The record of your employees, their managers, departments, pay and ratings that pay bands, cycles and reports all read from.
Read more — the people, managers, departments, pay and performance reviewsPerformance review
One round of ratings, named and dated by whoever brought it in, with its own rating options in your own words and a Not rated entry for anyone it doesn't rate. A cycle's merit matrix plans from one review's options.
Read more that every worksheetWorksheet
A manager's planning page: their own people, the inputs for each pay change, and every derived number recalculated as they type.
Read more reads from. Review what the import proposes, then approve it. Importing employee data Create your pay bandsPay band
The pay range for a job level — a minimum, a midpoint and a maximum.
Read more — the ranges each recommendation is priced and compared against — and check that every employee’s grade has one before you launch. Importing pay bands
Create a merit cycle , which starts in setup where only administrators can see it. Creating a cycle Confirm who plans , making every manager and approver a participantParticipant
An employee with a sign-in to your workspace and a role, such as People Manager, who takes part in every cycle you launch.
Read more with a sign-in. Inviting participants Set who is eligible , with a hire cutoffHire cutoff
The date an employee must have started on or before to be planned in a cycle.
Read more and any employee you name to leave out. Defining who is eligible Fund the cycle with its merit, promotion and bonus funding poolsFunding pool
The money a cycle authorizes for pay changes, usually a percentage of eligible payroll. A cycle can carry three — merit, promotion and bonus — and each becomes a budget for every manager at launch.
Read more . Creating funding pools Build the merit matrixMerit matrix
The grid that turns a performance rating and a compa-ratio into a recommended increase, so every manager starts from the same guidance.
Read more , the increase each employee is guided towards. Building a merit matrix or pay guidance Set the guardrailsGuardrail
The limits your compensation team sets on what a manager can recommend, a soft range inside a hard range. Outside the soft range a recommendation is allowed but has to be explained; outside the hard range the worksheet cannot be submitted until the number comes back in.
Read more managers plan within, and the reason codesReason code
The reason a manager picks from a set list for a pay change, so reasons can be reported on. It sits beside the written rationale rather than replacing it.
Read more they explain themselves with. Setting guardrails for managers Publish the timeline , the dates each phase runs, working back from the pay effective datePay effective date
The date approved increases start being paid. It is set on the cycle, apart from the dates the approvals run to.
. Setting a timeline Check the cycle is ready , clearing anything that blocks the launch and deciding on each warning. Verifying everything before launch Launch the cycle , which fixes the cycle’s configuration and opens planning to managers. Launching a cycle Managers plan and submit , each People Manager entering a recommendation for everyone on their worksheet. The manager worksheet, explained Approvers decide , as managers of managersManager of managers
A People Manager whose team includes other managers. They plan their own worksheet and review, approve or return the worksheets of the managers beneath them.
Read more and then the Final Approver approve each worksheet or return it for changes. Approving or returning a worksheet Steer the cycle while it runs , following its deadlines, its spend against each funding pool and its approvals. Monitoring budget and approvals Advance each phase when you decide it is time; a date passing never moves the cycle on its own. Advancing a cycle Run the final review , confirming every worksheet is approved and every funding pool is within budget. The final review Finalize the cycle once every approval is in, which closes it for good and makes it read-only. Finalizing a cycle, and what locks Generate award lettersAward letter
The PDF letter that tells one employee what a finalized cycle decided for them — their current and new base pay, any increase or bonus, and the date it takes effect. An employee whose pay did not change gets one too.
Read more , so each employee learns their new pay. Generating award letters Export the payroll filePayroll export
The CSV file of approved pay changes a finalized cycle produces for your payroll system, one line per employee whose pay changes, each carrying the pay effective date.
Read more , so payroll receives the approved changes to apply. Exporting the payroll file
Everything done along the way, by whom and when, is recorded on the audit trailAudit trail
The record of who did what and when, with the before and after of every change. Entries are added and never edited or deleted.
. Reviewing the audit trail
