beqom PaySuite 28.2 - Feature release notes

This article details the latest improvements introduced in version 28.2 of the beqom PaySuite application, their benefits for our end-users, and their principles of use.

Compensation Management

Advanced calculation engine for the Target bonus

In previous versions of the application, the Target bonus section in the Bonus calculation equation step under Workbench > Compensation Management > Compensation Rounds relied on a basic expression builder, too limited a structure for conditional or multi-source logic.

When calculating the Target bonus, Global Compensation Admins and Compensation Admins can now use the same advanced calculation engine already powering calculated columns, Eligibility, Budget, and Guidelines. A formula-based editor replaces the previous drop-downs and buttons, with an option to open the full-screen workspace. Autocomplete reaches a much wider set of fields: Data Model fields, the salary and bonus input fields used in compensation elements, custom input and calculated fields, the outputs of other rule calculations such as Eligibility, Budget, Guidelines, and Guaranteed amounts, reference data objects, and conditional formatting outputs.

A Target bonus formula must resolve to a Decimal value, validated inline as soon as it is saved. Every formula already configured migrates automatically to the new engine with an equivalent result, across rounds in every status and every bonus plan they contain. Because dependency protection currently extends to every field a Target bonus formula references, attempting to delete or disable one of those fields opens a warning instead of silently breaking the formula, listing the field, the bonus plan that depends on it, and the usage. This removes the previous limit on how a Target bonus could be defined, since conditional and multi-source formulas are now possible. Formula authoring is now also consistent across every calculation area of a round.

In Planner > Compensation, the target bonus is re-evaluated in real time whenever a referenced field changes, with no separate recalculation step needed.

Importantly, only the Target bonus formula itself changes: the Achievement calculation and Calculated bonus sections, the currency source selection, and the Target bonus currency field continue to work as before.

Target bonus formula editor in the Bonus calculation equation step

Find column in the Compensation grid

We have added a new Find column control to the Planner > Compensation grid.

Selecting the control, marked with a binoculars icon, opens a panel listing every column or column group with its columns nested beneath. Typing any part of a name in the panel's search field filters that list live, regardless of case. Clicking a column's or column group's name in the panel scrolls the grid directly to it, with the header highlighted. Additionally, frozen or pinned columns are handled correctly so the target column is brought into view rather than staying hidden behind them.

The entire control can be operated from the keyboard, including Escape to close the panel, and it is purely for navigation. It never adds, removes, hides, or reorders a column.

This way, instead of scrolling to find it, the HRBP, Compensation Manager, and Compensation Advisory roles can reach any column in a wide grid directly.

Find column button with the search panel open

Extended Audit trail length for custom text fields

In Planner > Compensation, custom text field columns have accepted values of any length. Meanwhile, the Audit trail column recording such changes was limited to fifty characters, and saving anything longer produced a server error instead of a recorded entry.

We have widened the Audit trail's FieldValue column accordingly. The Planner's input field now requires the same maximum length as that column, so a value is only accepted if it can also be recorded. This removes the previous 500 error entirely: a longer free-text value now saves reliably in the Planner, with the full audit entry written alongside it.

As a result, compensation teams have a complete, consistent record of changes for custom text fields, and a clear character limit enforced at the point of entry.

Drop-down values in the Planner Excel export

A custom drop-down column configured with an entity-based option source has shown its selected value correctly in Planner > Compensation, but appeared blank when the same table was downloaded to Excel, even though every other drop-down option source type exported without issues.

In version 28.2 of the application, downloading a Planner table to Excel carries the selected value across for every custom drop-down column with an Entity option source. This includes cascading drop-downs whose available options depend on another column's value. The exported file matches exactly what is displayed in the Planner, removing the manual re-entry and reconciliation that a blank column used to require after export. Export behavior is now consistent across every drop-down option source type.

Performance Management

Second grid dimension in Talent Review cycles

This is an note/information message.

Talent Review appears in Workbench, under Platform Setup > Feature Enablement. It is off by default and can be switched on or off by the beqom team. Holders of the Read-only and Configuration roles can see the setting without changing it. There are no sub settings yet, so the entry is shown as plain text rather than as a link.

To enable the feature, please contact your beqom representative.

Until now, evaluating workers on a second dimension alongside performance and potential required running a separate process outside the Talent Review cycle.

With this release, a template owner can include a second grid using a new toggle in the Axis configuration step within Workbench > Performance Management > Talent Review Templates. Enabling the toggle opens a configuration panel pre-filled with Retention risk defaults, plotting Risk of loss against Impact of loss, each rated High, Medium, or Low, with a description already in place. Every default remains fully editable, with the same live preview available on the primary grid. The Reset to default button restores only the cell headers and labels, leaving the grid's name, description, and axis names untouched. Once a second grid has been published, it cannot be turned off again, since a dimension that managers may already be rating against should not disappear. However, its labels, names, and colors can still be adjusted through the normal republish process.

For managers, the review page in Planner > Talent Review has gained a tab switcher between Talent review and Retention risk. The worker table itself always displays both grids' columns regardless of which tab is active. Risk of loss and Impact of loss are rated the same way as Performance and Potential, through editable drop-down lists with autosave or via the drawer, which now shows two rating summaries and two current-box indicators side by side. The questionnaire stays shared, one per worker rather than duplicated per grid. A worker can only be submitted once all four ratings across both grids and every mandatory questionnaire answer are complete, and anything missing either blocks submission in the drawer or causes that worker to be skipped during a bulk submission. Once submitted, both grids become read-only in the table and drawer, as in the single-grid flow.

Talent HRBP calibration follows this pattern: it uses the identical tab switcher and a combined table showing Manager rating, HR rating, and Delta for both grids. The existing single-grid rules, HR rating taking precedence, a manager-submitted value pre-filling in gray until actively confirmed, and a delta appearing only once both sides exist, now apply independently to each grid. The drawer shows four sections, Manager rating and HRBP rating per grid, alongside the shared, read-only, manager-owned questionnaire. Bulk submission now requires a rating in every grid, either the HRBP's own or an inherited manager rating, before a worker becomes eligible; missing an entire grid means that the worker is skipped. Also, when a worker falls within more than one HRBP's scope, whichever HRBP submits first locks both grids for that worker at once.

After a cycle is closed, both grid tabs remain visible and browsable but fully read-only, with the manager's and HRBP's post-close tables each showing both grids side by side and the same final-rating logic applied independently per grid.

Second grid enabled in the Axis configuration step

Both grids' columns with the tab switcher above on the Talent Review page

Demo

Search and filter for Talent Review calibration

Previously, a Talent HRBP calibrating ratings across a large population had to work through the entire worker list to locate specific workers, since the calibration screen offered no way to filter or narrow it.

In Planner > Talent Review, Talent HRBPs can now search by worker name or ID, with the calibration table and the 9-box grid updating immediately as each character is entered in the Search field. They can also narrow the list further with a manager filter, available via the Filters button: a multi-select, alphabetically ordered drop-down, limited to managers who have workers within the HRBP's own scope and narrowed further through type-ahead as up to fifty names are shown at a time. Search and the manager filter combine with AND logic, so selecting two managers as a filter alongside a name search returns a matching worker only if that worker reports to one of the selected managers.

Selecting managers does not change the calibration table immediately, as the HRBP applies the selection through an Apply filters action. Once applied, each selected manager appears above the table as a removable tag, with the filter button showing how many are currently selected. Removing a tag updates the table without needing to reapply. Clear filters removes only the manager selection, leaving any typed search in place, while clearing both restores the full list. When nothing matches, the table and grid show no results, with an option to clear every filter and search term at once.

This lets a Talent HRBP scope a large population to exactly the workers relevant to a given calibration pass, rather than scrolling to find them manually.

Search field and Filters above the calibration table

Manager filters applied as removable tags

Demo

Pay Transparency

New worker work country field in Pay Information Request API responses

Retrieving a pay information request through the Integration Hub API has not indicated which country a worker is based in. As a consequence, integrations have lacked a direct means of applying the country-specific handling that Pay Transparency work often depends on.

With this release, both the single and the bulk Pay Information Request endpoints return a worker's work country as a code and as a full country name, read from the worker's current record rather than a fixed value captured at the time of the request. This also brings the single-request endpoint's alert handling in line with the bulk endpoint, so overdue and approaching-deadline alerts now follow the same country-specific rules wherever a pay information request is retrieved.

Enhanced document export API with communication round listings

Before a communication round's documents can be exported through the API, the round itself must be identified by its code. So far, obtaining that code has required turning to the web app or the database, since the Integration Hub offered document lookup and download but no way to find the round itself.

Integration users can now retrieve the list of published communication rounds, including their codes, directly from the Integration Hub, covering rounds that are in progress, open, or closed; draft rounds are excluded regardless of whether a status filter is applied. Access to the new endpoint is protected by the same documents permission scope as the other document endpoints.

With this addition, the full document-export flow can run through the API from end to end: listing the published rounds, looking up a round's document details, and then downloading the documents themselves.

Refreshed email notification settings

Previously, the Documents and Pay information request sections on the Email Notifications page under Workbench > Platform Setup used toggle switches for each notification type.

We have replaced these toggle switches with checkboxes, so that Documents and Pay information request match the rest of the notification configuration screens. We have also added a new Cancel option in the upper-right corner of the page to let administrators discard unsaved changes in a single action. A sticky header keeps the Cancel and Save buttons visible while scrolling through a long list, and both now stay reachable by keyboard whether or not there are changes to save.

The underlying notification behavior itself remains unchanged. Only the page's layout and controls have been updated.

Notification checkboxes for pay information requests

CSV export for the Pay Information Audit trail

Until now, changes made to a pay information request were visible only in Planner > Pay Information > Audit trail, with no option to save it for offline use.

In version 28.2 of the application, we have enabled HRBPs to export the audit trail as a CSV file, covering up to the 30,000 most recent matching entries. The new capability is available via an Export button above the Request activity section. The export reflects filters applied on the page, as well as the HRBP's own worker access, so two HRBPs with different assignments receive different files.

Each changed row's before and after values are captured together in a single details field. The exported file itself is password-protected to keep its contents secure once outside the application.

This gives HRBPs a complete, portable record of a pay information request's history, supporting audits and compliance reviews without depending on the on-screen table alone.

Export button on the Audit trail page

Redesigned Documents page

In previous versions of PaySuite, viewing communication rounds and their documents in Planner > Documents was split across two separate tabs, Communication manager review and HRBP review.

These tabs are now consolidated into one page, listing every accessible communication round along in a single view. The page specifies the roles with which a user can access each round. It also provides a clearer view of the round's visibility start and end dates, making it easier to confirm access and timing without opening each round individually. Tiles at the top of the page give a quick overview of how many communication rounds are currently accessible and how many of those are Open or In progress.

The page keeps the familiar search, filtering, advanced filtering for HRBPs, and bulk actions for downloading, releasing, and unreleasing documents. We have additionally included insights covering the documents in scope, read status, release status, and workflow step, based on the user's own access and selected role. This way, communication managers and HRBPs have a fuller picture of where a round stands without leaving the page to check each detail separately.

A new View as selector lets anyone with more than one applicable role choose which role's view to see, defaulting to Communication manager. When only one role applies, the selector shows a fixed label. Role handling has also been simplified: a role is now selected explicitly from within the communication round itself, reducing the number of clicks needed to switch between viewing roles.

Consolidated list of accessible communication rounds

View as selector for switching between roles

Data Foundation

Custom enums for governed, reusable value lists

Standardizing values such as mobility categories, worker segments, or eligibility groups has usually meant free-text fields, custom entities, or configuration-specific lists, each maintained on its own, with no guarantee they remain consistent with one another.

A custom enum, a feature that we have introduced with this release, offers a single, reusable list of permitted values instead. It is created under Workbench > Data Management > Custom Enum with a name and an optional description. Every value in the list has a required Code and Name. An enum is saved as a Draft during preparation and published to make it Active. Then, its values are loaded and maintained through the Data Load page using a generated CSV template rather than being entered on the enum's configuration screen. Users can review those values afterward in the Data Viewer.

An active custom enum can then be used as an enum reference in custom fields, custom entity fields, and business matrix fields, so a classification such as mobility category is defined once and reused everywhere it applies, rather than rebuilt inside each configuration that needs it. A field set up this way accepts only a value from that governed list instead of unrestricted text, which keeps classifications consistent across a customer's data.

An enum can later be deactivated once it is no longer needed for new configuration; existing fields, business matrices, and snapshots that already use it continue to work as before, though deactivation cannot be undone. Access to the Custom Enum page is limited to the Data Foundation Admin and Configuration roles. The HRBP and Compensation users do not configure enums directly, though they work with the fields that reference them.

Create custom enum form

Custom enum list with status counts

Demo

GoalWorkerAssignment and GoalResult entities for standardized goal data

In PaySuite version 28.2, two new standard Data Foundation entities are available: GoalWorkerAssignment and GoalResult.

GoalWorkerAssignment stores the relationship between a worker and a goal for a defined effective period, together with the organizational and compensation context associated with the assignment, including compensation group, sector, level, the goal's weight within the assignment, and the annual salary and bonus percentages associated with it. A worker's global function can also be captured where it factors into determining the final result for the assigned goal.

GoalResult stores the result achieved for a goal within a goal plan, for its own defined effective period. What sets it apart from the existing GoalAchievementNew entity, which ties an achievement to one worker at a time, is that a result recorded in GoalResult can be reused across workers assigned to that goal, rather than entered separately for each of them.

GoalWorkerAssignment and GoalResult not so much replace as extend the current goal data model: GoalPlan continues to define the applicable plan or cycle and Goal continues to define the goal itself, while GoalWorkerAssignment links individual workers to those goals and GoalResult records what was achieved. Keeping assignments and results separate lets organizations manage who is assigned to a goal independently of the outcome recorded against the goal. It also gives downstream compensation, calculation, validation, and reporting processes a standardized, reusable source for both kinds of data.