Frequently Asked Questions (FAQs)

As you know, Workforce planning allows you to calculate and track employee expenses to facilitate proper planning and reporting of employee costs. Employee cost calculations in workforce planning are stored separately from other expenses, and employee details are kept in the Workforce Cube. All other financial data is stored in the Finance Cube. During implementation, both the Finance and Workforce Cubes will be created and operate independently. Once created, the two cubes are linked through Compensation items and the Account dimension, as compensation item data in the Workforce Cube is posted to the Account dimension in the Finance Cube.

To determine if Workforce Planning is configured and if you do not have access to the Maintenance section, then contact your Admin. If you are an admin, you can follow these steps:

Access the Workforce Planning Module:

• Navigate to the Maintenance section and look for the Workforce Planning Setup option. If the Workforce Planning module is visible and accessible, it indicates that the feature is enabled.

• Go to Configuration Task List. Locate and look for Define Workforce Planning Budgeting Criteria. The presence of this configuration option suggests that Workforce Planning has been set up for the tenant.

• Check the roles and permissions. Ensure that you have the necessary permissions to access and utilize the Workforce Planning module.

If these options are not available or you encounter difficulties, it's possible that Workforce Planning has not been enabled. In such cases, contacting Planful Support for assistance is recommended.

Yes, you can export employee actual data using the Export Data API. While we don’t control how other software uses the data, it can be integrated into BI tools to create reports and dashboards.

If your newly added compensation item based on employee grade level is not showing up after processing all employees, here are a few things to check based on the document:

• Check Scenario Selection: Make sure you're not using the Default Scenario. Certain actions like Publish Compensation won't apply in that scenario, which is needed to push updates to the workforce cube​.

• Publish Compensations: After creating or modifying a compensation item, use the Publish Compensations button. This action updates the data for all compensation items to the workforce cube, making them available for calculations and assignments​.

• Employee Mapping: Confirm that the new compensation item is correctly mapped to employees, either individually or by employee type/grade level. If it's not assigned, it won’t show up even after processing​.

To terminate an employee, you need to set the "Position End" date. Here's how you do it:

1. Navigate to Maintenance > Workforce > Workforce Planning Setup. You are on the Employees tab.

   1. You can also perform this action by navigating to Structured Planning and opening the Planning Control Panel. Select the scenario, budget entity, and HR - Workforce Planning template and open it in the Input mode.

2. Select the employee by clicking on the Employee Number link and go to the Position Info. tab for the specific employee.

3. Select a date in the Position End field. This marks the end of the employee's position and effectively terminates them in the system.
   Additionally, the Actions menu (used for actions like Terminations) is part of Workforce Pro. If it's not visible, your organization might need to enable Workforce Pro via your Planful Account Manager​.  Click here to learn more about the Actions menu.

The currency conversion rate used in Workforce Planning comes from the Exchange Rates defined under the Multi-Currency settings in Planful. For steps on how to set this up, refer to the “How to Set Up an Exchange Rate” article.

Currently, compensations are set individually for each scenario. Any changes made to compensation apply only to the specific scenario you update. Therefore, if the same compensation value needs to be consistent across scenarios, you'll need to update each scenario individually.

For federal tax, the applicable types could include:

1. Federal Insurance Contributions Act (FICA)

2. Federal Unemployment Tax Act (FUTA)

3. Federal Income Tax

• FICA and FUTA can be handled using “% of wages” or “% of wages with annual cap” as the compensation basis. To learn more about the compensation basis, click here.

• Federal Income Tax involves tax brackets/slabs and is best handled using a Custom Calculation Basis in Planful. To learn more about custom compensation, click here.

To apply multiple budget increase percentages in Planful Workforce Planning, set the Review Type to Multiple either at the Employee Type level (for groups) or the Employee level (for individuals).

Then, enter each Budget Raise Date and corresponding Raise Percentage (e.g., 3% on Jan 1, 2% on Jul 1). This allows you to schedule multiple raises within the same planning scenario.

Note: Only one method—Employee Type or Employee Level—can be used per scenario. Configure this in Maintenance > Admin > Security Administration > Enable Employee Review %.

Currently, Planful does not support defining multiple budget raise percentages at the company level. Instead, this configuration should be managed in one of two ways:

At the Employee Type level – You can define a raise percentage that will apply uniformly to all employees within a specific employee type (e.g., Full-Time, Part-Time, Contractors, etc.).

At the Individual Employee level – Alternatively, raise percentages can be defined separately for each employee for more granular control.

Note: Only one method—Employee Type or Employee Level—can be used per scenario. Configure this in Maintenance > Admin > Security Administration > Enable Employee Review %.

To update a single employee attribute (like Department, Employee Type, or Location) in Planful Workforce Planning, you must use a Data Load Rule (DLR) with the Workforce – Employee Data load type. Here's how:

1. Create a data file (CSV or Excel) with:

   1. Required fields: Employee Number, Name, Hire Date, Employee Type, Position, Department, Pay Plan, Salary (or Rate & Hours)

   2. The attribute you want to update (e.g., new Department or Location)

2. Go to: Maintenance > Data Integration > Data Load Rules > New Data Load Rule

3. Select:

   1. Load Type: File Load

   2. Load Item: Workforce Planning

   3. Load Sub Item: Workforce – Employee Data

4. Upload your file, map the columns to Planful fields, and finish the load.

5. Check the audit log to confirm the update was successful.

Note: You must include all required fields in the file, even if you're only changing one attribute. There’s no direct way to update just one field.

While Planful does not currently offer an option to update the review type to "Multiple" for all employees simultaneously through the user interface, there are effective alternatives available:

• Data Load Rules (DLR): You can use a DLR to efficiently update the review type for multiple employees at once.

• Individual Updates: If needed, you can also update the review type manually on a per-employee basis through their profile.

These options help ensure flexibility and control when managing employee data across scenarios

1. Navigate to Maintenance > Workforce > Workforce Planning Setup > Compensation Items and create the required compensation item.

2. Publish the Compensation Item. This ensures the item is published so it becomes available for use in the application.

   Note:

   If the compensation item is a Direct Data Input Compensation, it will appear under the I/P Compensation tab for the employee.

   In Workforce Pro, if the compensation item’s Basis is set to “Custom”, it will not be listed under the Compensation tab. This is because such custom comps are treated as calculated and are not intended for user input through the Compensation tab.

3. Go back to the employees tab or

4. Open the HR - Workforce Planning template from the Planning Control Panel.

5. Click Add or edit the employee by clicking the Employee number on an employee profile.

6. In the I/P Compensation tab, the newly created and mapped compensation item will now be listed. Select it.

7. Now process the Scenario. Use Process Reporting Area or Reports > Publish (from Employee roster) to process the scenario so that updates are pushed to the reporting cube.

In Dynamic reports, the Employee dimension cannot be split into separate columns for ID and Name. However, you can choose to display either the Employee Code (ID), the Employee Name, or the combined Label (which typically includes both).

By default, when you add the Employee dimension to the Row section of a report, Planful displays the Label, which may show both the code and name together (e.g., E123 - John Smith).

If you wish to view just the ID or just the name:

1. Map (drag and drop) the Employee dimension in the left menu with the appropriate page, row, or column fields. For example, here, in the Row.

2. Under the Members tab,  click the dropdown next to the Label field (as shown in the image).
   

3. Select one of the following:

   1. Label: Shows both ID and Name (default view).

   2. Code: Displays only the Employee ID.

   3. Name: Displays only the Employee Name.

4. Map the other required dimensions and select the dimension members.

5. Run the report. The report will then reflect the chosen view format.
   

Note: You can only display one of these at a time—not both ID and Name in separate columns within the same dimension placement.

You might not be able to edit a workforce attribute due to the following limitations:

1. Scenario Locking: If the scenario is locked, you can still edit the attribute, but the associated employee values will not be recalculated to reflect the change. This means the system doesn’t process the updated attributes until the scenario is unlocked and processed.

2. Entity Status: You can only modify Workforce Attributes (including “Range” and “By Period” types) if the entity is in the “In Progress” state. If the entity isn’t in that state, editing is restricted.

3. Processing Requirement: For the updated attributes to reflect correctly, the system needs to process the associated employee data. If automatic processing doesn’t occur (e.g., due to the entity status or scenario lock), the changes won’t take effect until reprocessing is triggered.

You might not be able to edit a workforce attribute due to the following limitations:

1. Scenario Locking: If the scenario is locked, you can still edit the attribute, but the associated employee values will not be recalculated to reflect the change. This means the system doesn’t process the updated attributes until the scenario is unlocked and processed.

2. Entity Status: You can only modify Workforce Attributes (including “Range” and “By Period” types) if the entity is in the “In Progress” state. If the entity isn’t in that state, editing is restricted.

3. Processing Requirement: For the updated attributes to reflect correctly, the system needs to process the associated employee data. If automatic processing doesn’t occur (e.g., due to the entity status or scenario lock), the changes won’t take effect until reprocessing is triggered.

is there any impact of deleting a "Workforce - Employee Compensation Item" DLR if we don't need it anymore? Clear Data is greyed out...

is there any impact of deleting DLR Workforce - Employee Compensation Item

what about deleting workforce planning Data load ruke

impact of deleting workforce planning data load rule

While running a general consolidation does not automatically consolidate Workforce data, you can consolidate the Workforce and make the data available for reporting by following these steps:

1. Navigate to Structured Planning > Planning Control Panel.

2. Select the appropriate Scenario and Budget Entity.

3. Click on the HR - Workforce Planning template and select Input to access the employee data.

4. Enter or update employee information such as salaries, new hires, terminations, or any attribute changes.

5. Save your changes.

6. Process the scenario to push the data from the database into the reporting cube:

   1. Option 1: Go to Reports > Publish from within the Planning Control Panel.

   2. Option 2: Use Process Reporting Area from the Home Page Toolbar or the Reporting Area page.

7. Once processed, validate and view data in reports such as:

   1. Workforce Planning Budget

   2. Staffing Summary

   3. Pay Plans Exception

   Important: You must process the scenario each time employee data is modified to ensure accurate and up-to-date reporting.

To set up HR columns in a new scenario, you need to map the HR - Workforce Planning template to that scenario and ensure workforce setup is complete. Here are the steps:

1. Go to Maintenance > Structured Planning > Planning Templates.

2. Select the HR - Workforce Planning Template.

3. In the Template Setup section:

   1. Map the HR template to the scenario. Also, select the appropriate Budget Entity.

4. Complete Workforce Planning Setup (if not already done). Under Maintenance > Workforce > Workforce Planning Setup, ensure these are defined:

   1. Employees

   2. Compensation Items

   3. Employee Types

   4. Pay Plans

   5. Workforce Attributes

   6. Workforce Defaults

5. Use Data Load Rules (DLRs) (if applicable)

   1. Load employee data into the scenario using DLRs under Workforce Planning Data Load Rules.

6. Go to Maintenance > Administration > User & Role Management and ensure:

   1. Scenario access

   2. Approval role is assigned for Workforce Planning

   3. Reporting security is configured for workforce dimensions

7. Navigate to Structured Planning > Planning Control Panel:

   1. Select the Scenario.

   2. Select the mapped Budget Entity.

   3. Open the HR - Workforce Planning template in Input mode.

The HR columns (compensation, position, salary, etc.) will appear and be ready for input. These steps ensure the HR columns are configured and visible for data input in the new scenario.

To see the budgeted (planned) last day of an employee in Planful, follow these steps:

1. Go to Structured Planning > Planning Control Panel.

2. Select the Scenario and Budget Entity

3. Open the HR - Workforce Planning Template in the input mode.

4. Locate the Employee.

5. Use Advanced Search or scroll to find the employee.

6. Click the Employee Number to open the profile.

7. Check the Termination Date.

   1. If the Terminate action was applied, the Termination Date will appear as a Scheduled label on the employee profile. This is the budgeted last day of that employee in the system.

8. Optional – View in Roster

   1. On the Employees tab, look for the Planned Action column. If the action is "Termination," that employee has a planned end date.

   2. The actual termination date isn't editable here but can be viewed in the detailed profile.

      Note:

      Termination dates populate the Position End Date, and compensation reporting will reflect values only up to the end of that month. After that, the values are shown as null.

   So, the budgeted last day is found in the Termination Date on the employee profile, under the Scheduled label, after the Terminate action is performed.

If salary calculations are not working in the 2026 scenario, here are the key steps to troubleshoot and resolve the issue in Planful Workforce Planning:

1. Go to Maintenance > Structured Planning > Planning Templates and verify that the HR - Workforce Planning template is properly mapped to the scenario and correct Budget Entity.

2. Confirm that Workforce Defaults have been configured under Maintenance > Workforce > Workforce Planning Setup > Workforce Defaults. Defaults must be set before salary calculations can run.

3. Verify Salary Calculation Basis.

   1. Go to Define Workforce Planning Budgeting Criteria Define Workforce Planning Budgeting Criteria configuration.

4. Ensure a valid Salary Calculation Basis is selected (e.g., Workdays or Hours/Period).

   1. If Workdays is selected, confirm Workdays Setup is complete.

5. Make Sure Compensation Items Are Mapped

   1. Each employee must have appropriate compensation items (like Base Salary) mapped.

   2. Go to Employees > Employee Profile and check if the necessary compensation items are assigned.

6. Check Scenario Status

   1. Ensure the scenario is not locked. If locked, salary calculations or data processing may not occur.

7. Process the Scenario

   1. After confirming setup, go to Structured Planning > Planning Control Panel, select the scenario, and click Reports > Publish to process the scenario and dimensions.

   2. Reprocess Employees if Needed.

8. If changes were made to compensation items or attributes:

   1. Go to Maintenance > Workforce > Workforce Planning Setup > Employees.

   2. Use the Process option to reprocess employee records.

   3. If you're using Data Load Rules (DLRs), make sure employee data for scenario, example, 2026, was actually loaded into the scenario. Check for exception reports indicating missing or invalid compensation data. Invalid actions or unmapped items can block calculations.

Here are some possibilities and limitations:

• There is no mention of a “clear” or “reset” function for allocation data in either the Workforce Planning or Workforce Pro sections.

• You can delete or revert advanced planning actions such as promotions, transfers, and terminations by navigating to the employee profile and using the respective revert/delete options.

• Mass updates and inline edits are supported only for certain employee profiles (e.g., latest promoted position, transfer-in) and not for others like transfer-out or termination profiles.

• Deleting a Transfer-In or promoted position automatically resets associated data such as Position End Date on the original profile.

If by "clearing allocations data" you mean removing all planning actions or resetting employee allocations, this would involve:

• Manually reverting/deleting each action (e.g., promotion, transfer, termination).

• Deleting associated positions or employee profiles which would reset related data fields.

There is no direct toggle in Planful to disable salary increases. However, if you want to suppress salary increases for all employees in a specific department, there are a couple of manual configuration options:

• Do not assign budget raise percentages to employees in that department.

• Exclude those employees from any custom compensation plans that apply merit or other increases.

If you're using custom compensation logic, you can also simulate this behavior by explicitly excluding the department from merit or adjustment calculations.

Contact your Planful administrator or support team with the exact MDX expression and report context. They can help debug the underlying query issue.

This may be due to access restrictions or large data volume.

• Verify report access: Ensure you have Workforce Reporting Access enabled via Maintenance > Administration > User & Role Management > Security Options > Workforce Reporting Access.

• Use filters: Apply filters in the report to reduce the data size and then try exporting again.

Currently, you cannot track changes to the “Notes” field in the audit log in Planful Workforce Planning.

If an employee is tagged as CAD but needs to be paid in USD, you must update the Budget Entity associated with that employee. The Budget Entity drives the currency used for payroll in Planful Workforce Planning.

How to Update the Budget Entity

1. Go to Workforce Planning → Employee.

2. Search for the employee.

3. Click Edit on the employee row.

4. In the Budget Entity field, select the appropriate USD-based entity.

5. Save your changes.

When configuring the "Manipulate Input File" step in the DLR for uploading Workforce data with both single and multiple raise types:

1. Include the Raise Date 1 and Raise Date 2 columns in your input file.

2. For single raise types, use the Raise Date 1 column.

3. For multiple raise types, use Raise Date 2, or additional raise date columns as needed (e.g., Raise Date 2, Raise Date 3, etc.)

Yes, you can use.

You can view this using the Headcount Rollforward report in Planful.

Requirements:

1. Workforce Planning Pro must be enabled.

2. Custom Compensation Formulas (for Termination, Transfer Out, etc.) must be correctly defined and mapped.

3. Workforce actions (terminations, transfers) must be properly performed in the system.

4. Once set up:

   1. Planned last day shows under Terminations by month.

   2. Actual end is reflected when the employee no longer appears in the Ending Headcount.

Linking Workforce Planning (WFP) data to templates such as SG&A means that compensation or headcount data planned in the Workforce Planning module can be automatically posted to the relevant lines in that template. This is done by mapping the appropriate GL accounts in the template. Once mapped, WFP values—such as salaries or employee-related expenses—flow into the corresponding lines of the SG&A template, allowing for integrated planning and accurate budgeting. This setup functions similarly across both SG&A and COGS templates when configured correctly.