If you use Costpoint Human Resources, enter, or click to select, the compensation plan that you want to assign to this employee. Costpoint checks the Compensation Plans table and validates that there is a salary range in effect for this plan and the effective date of this line. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line and defaults to the previous line's value for this field.

If you are not using Costpoint Human Resources, this field is not available.

If you use Costpoint Human Resources, enter the review form code, or click to select the desired review form. If you established settings on the Manage Performance Review Form Defaults screen, a code defaults from that table. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line and defaults to the previous line's value for this field.

If you are not using Costpoint Human Resources, this field is not available.

If you use Costpoint Human Resources, enter, or click to select, the step that applies for this employee if you are using a step type plan. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line for the updated fields.

If you are not using Costpoint Human Resources, this field is not available.

If you use Costpoint Human Resources, the entry in this non-editable field defaults from the Manage Functional Job Titles screen. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line for the updated fields.

If you are not using Costpoint Human Resources, this field is not available.

If you use Costpoint Human Resources, this non-editable field is system-generated, based on the employee's compensation plan, grade or step, and detail job title. This percentage indicates the increase for a grade change. A promotional change is recognized only where there is a change. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line for the updated fields.

If you are not using Costpoint Human Resources, this field is not available.

If you use Costpoint Human Resources, enter the performance rating for the line you are entering, or click to select the performance rating. Use the Manage Performance Ratings screen to set up the ratings. Costpoint validates this code against the applicable Performance Ratings table. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line for the updated fields.

If you are not using Costpoint Human Resources, this field is not available.

If you use Costpoint Human Resources, this non-editable field is system-generated, based on the employee's compensation plan, grade or step, and detail job title. This percentage indicates the increase for a merit change. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line for the updated fields.

If you are not using Costpoint Human Resources, this field is not available.

Enter, or click to select, an affirmative action plan to be assigned to this employee. You must first establish an affirmative action plan in Costpoint Affirmative Action before you can assign it to employee records. You must specify a labor location when you assign an affirmative action plan to the employee.

If you assign a labor location code to an affirmative action plan code (on the Assign Labor Locations subtask of the Manage Affirmative Action Plans screen) and it is assigned to the employee record (in the Labor Location/Local field on the main screen), the Affirmative Action Plan code defaults. The affirmative action plan codes that you assign to employees are used in the reports available from the People > Review > Affirmative Action menu.

Enter, or click to select, the job category code that applies to this employee. Establish job category codes in the Manage Job Categories screen and assign them to functional job titles on the Manage Functional Job Titles screen.

If you use Costpoint Human Resources, this non-editable field defaults from the Manage Functional Job Titles screen. Functional Job Titles are assigned to Detail Job Titles, and when you populate the Detail Job Title field on the Salary Info tab on the main screen, the EEO Code defaults based on the assignment on the Manage Functional Job Titles screen. When you use the Update Employee Salary Based on Review screen, Costpoint automatically creates a new line and defaults the previous line's value for this field.

If you are not using Costpoint Human Resources, this field is not available.

Select this check box to specify that the effective date represents the employee's hire/rehire date. The Print New Hire Report screen uses this check box to determine how many hire dates the employee had within the reporting period.

If you enter a Personnel Action that has an Employment Status of Hire (on the Manage Personnel Actions screen), this check box is automatically selected.

Select this check box to specify that the employee was inactive during the specified period of time (between the Effective Date and End Date). The Print Termination Report uses this check box to determine how many termination dates the employee had within the reporting period.

If you enter a Personnel Action that has an Employment Status of Termination (on the Personnel Actions screen), this check box is automatically selected.

From the drop-down list, select the employee's remote worker status for California Pay Data Reporting purposes. Ensure that the information is true for the snapshot period you normally use for the California Pay Data Report.

This field will be used in the California Pay Data Report on the Print EEO-1 Report (HAREEO1) application.

Use this text box to enter additional comments regarding the employee and/or the assigned affirmative action information. For example, you can use this field to specify the reason that the employee is or is not assigned to an Affirmative Action Plan. This field is not required, but it may assist you in tracking Affirmative Action issues.