SuccessFactors Compensation

1. SuccessFactors Compensation Armando Ortega Senior Manager, Product Marketing

2. 3100+ 185 60+ 35 Customers Countries Industries Languages Enabling Customer Success Around the World Since 2001 8 + Million Users

3. Challenges of Compensation Management Less Satisfaction Executive 65% of Executives think that performance is linked to compensation at their company, but only 38% of employees agree Employee As many as 57% of employees don’t understand how their pay is determined ManagerOnly 29% of employees say that when they do a good job, their performance is rewarded Source: Watson Wyatt Work, Mercer US compensation practice More Complexity • Merit pay • Lump sum adjustments • Bonus Pay • Stock Awards • Focal salary planning • Off-cycle Adjustments • Global Currency • Compliance Since early 90’s the usage of variable pay in the US has almost doubled to 80% of all companies Source: U.S. Department of Labor Bureau of Labor Statistics

4. SuccessFactors Compensation Management Overview Create a high performance culture Optimize your budget and maintain compliance Determine compensation based on objective performance metrics, ensure managers stay within their budgets, stop overpaying low performers and defend your compensation strategy with objective data • Save time and cost, and eliminate errors • Through an easy-to-use automated system, comp administrators and managers save time and costs as well as reducing errors Through pay-for-performance, signal your commitment to high performance, reward top performers that increases engagement and retention Best-in-class Compensation Management Solution • Pay for Performance • On individual goals and performance • Incentive pay on various division and company metrics • All Pay Components • Salary • Bonus • Stock • Promotions • Global Currency • Complex calculations • Compliance • Secure environment • Compensation audit trail • Budget overage rules and alerts • Planning and Analysis • Executive and Manager Dashboards • Support what-if scenario planning • Benchmarking Easy to use | Integrated Talent Management Suite | Self - Service

5. Benefits at Every Level • Create a high performance culture • Maintain greater plan compliance, plus reduced budget risk • Better return on workforce investment, an organization’s costliest asset • Increased retention of top performers Executives • Better compensation decision making with suggestions based upon actual performance and budget data • Greater ability to drive productivity with performance-based rewards Managers • Increased engagement and motivation in a pay-for-performance culture • More influence over and understanding of total compensation package Employee • Seamlessly handle complex compensation rules • Save time through powerful and easy to use admin interface • Avoid calculation errors and ensure privacy through calculation engine and secure environment Admin

6. Compensation as part of SuccessFactors Integrated Suite is the Most Powerful Solution • Insights from Suite drive Powerful Compensation • Insights based on • Overall performance ratings by managers and peers • Performance on specific goals and competencies most important to organization • How critical the position or role is to organization • Industry benchmarks and similar roles in organization • Extend the value of your investment in goal and performance by optimizing employee compensation • SuccessFactors has Strongest Integrated Talent Management Suite • 3100+ customers, majority have multiple modules including goal and performance • Positioned in Leaders Quadrant for the Gartner’s Magic Quadrant for EPM Software • Single code-base organically built resulting in tight integration and consistent user experience

7. Integrated Pay for Performance Process Calibration View ALL Performance and Compensation data in Calibration module Make adjustments in Calibration module; write them back in source forms Performance Management Compensation Management

8. SuccessFactors Compensation Management - Salary Administrator can easily define eligibility rules for which employees can receive a promotion, merit increase, lump sum and other pay components such as bonus and stock Merit increases are auto-calculated based on performance rating, which managers can adjust Compensation Administrator can easily set the merit guidelines and limits for manager adjustments Managers can view their allocated budget set by the administrator, and are alerted if budget is exceeded Managers can promote eligible employees and further adjust their salary Multi-currency support to manage employees in different countries Managers can see additional details of their employees through tight integration with Employee Profile Managers can view their employee information in a single place and make informed merit increase decisions Managers can view detailed performance review information through tight integration with Goal and Performance Management

9. SuccessFactors Compensation Management - Bonus Incentive pay based on individual as well as corporate goal and performance metrics Corporate payout automatically calculated based on company and division-level metrics Administrator can easily define incentive pay rules for the company or specific division

10. SuccessFactors Compensation Management - Stock Managers can also easily allocate stock and options based on administrator-set guidelines and limits

11. Fully integrated with SuccessFactors Calibration Pay for performance

12. SuccessFactors Compensation Customers are seeing Business Impact Business Impact Study by Top 3 Management Consulting Firm (n=520) Business Impact Add 1% of revenue to the bottom line Earn 10X return on SuccessFactors investment In one year Increase engagement and reduce turnover especially for high performers Shift performance to right through performance discrepancy and pay for performance

13. Case Study - Vail Resorts Pay for performance and variable pay calculated based on unique needs of each division Vail Resorts has 3 division; mountain, lodging and real estate. Each division had different pay component ratios for merit, bonus and stock Each division tied pay to different performance metrics. For example, for the real estate division tied performance to property units sold whereas mountain division tied to customer satisfaction. Situation Calculation engine seamlessly handled multiple complex compensation rules Supported all pay components of merit, bonus and stock with flexibility to tailor for each division Integration with Goal and Performance management allowed for automatic compensation calculations based on goal completion and performance reviews SuccessFactors Solution Transparency- Empowered executive and managers to make real time decisions and check process status Time savings and Error free– no more spreadsheets, better approval workflow and in-built analytics Results High Performance Distribution .. And pay tied to it.

14. Successful Compensation Management Customers “SuccessFactors has been especially helpful with compensation. There was inconsistency in the way we paid people. Employees hired from outside were often paid differently than workers in same role who were promoted internally — a disparity that was more arbitrary than performance-based.” Brian Reilly, CFO “I am really happy with compensation. The linkage between performance and compensation is excellent. It has surpassed my expectations. This is really best in breed.” Don Hopkins, VP and CIO This is an investment in your business so that you can properly manage goals, performance and tie that all into your compensation in a seamless, efficient, productive manner so that you can go about your business of growing your company, and that's really the most important thing that you need to be doing. Dr. Jay Greenstein, CEO

15. Select Compensation Management Customers