BlueComp Support - Blue Whale Compensation

BlueComp Online Help

Blue Whale, a leader in freeware compensation management solutions, has assembled several technical support for its valued BlueComp user community. We understand the importance of having robust resources to manage compensation programs effectively, and that’s why we have prepared a range of technical support guides for our users.

Our comprehensive guides provide step-by-step instructions on various system features, enabling our users to take full advantage of BlueComp’s capabilities. Moreover, we have created an easy-to-use index of BlueComp tables that includes detailed field descriptions and usage instructions, making it easier than ever for our users to navigate and understand the software.

At Blue Whale, we believe in empowering our users to manage their compensation programs efficiently. Our Frequently Asked Questions (FAQ) section offers quick tips and suggestions for managing compensation programs with BlueComp, ensuring our users are always up-to-date with the latest best practices.

We also recognize the importance of prompt technical support, which is why we have added a user ticket system for our users to ask questions and receive timely assistance from our dedicated support team. In addition, our support team is always available to address any questions or concerns our users may have, ensuring they can easily manage their compensation programs.

In addition to our technical support guides, we have created instructional videos that provide a comprehensive overview of BlueComp’s key features. These videos will be regularly updated, allowing our users to stay informed about the latest updates and features of BlueComp.

At Blue Whale, we are committed to providing technical support and empowering users to manage their compensation programs easily. Join our BlueComp user community today and experience the difference!

BlueComp Guides

Topic Index

Guide #1: How To Add A New Job Classification& Edit the Market of An Active Record
Guide #2: How To Add An Employee Record
Guide #3: How To Edit / Delete a Job Classification
Guide #4: How To Edit An Employee Record
Guide #5: Market Salary Calculator
Guide #6: Assigning User-Defined Records
Guide #7: Merit Budget Planner (MBP), User Guide

FAQs

BlueComp Support – Create a Ticket

Guide #1: How To Add A New Job Classification & Edit the Market of an Active Record

Log into your account.
From the directories in the top toolbar, select “Comp Table Mgr.”
From toolbar, select “Market Manager”
The “Add a New Classification” form will open. Use this form to provide the following information.
From the drop-down menu, select the desired Geo Comp
Next, enter the a job code for the new position. This field only accepts numeric values and must be a unique code – do not enter the job code of an existing classification. For reference, the job codes for active classifications are listed below.
Enter the “Job Title” of the new job classification.
Next, from the drop-down list, select the grade. The grade should correspond with the range that you wish to assign the position. To decide the range, check the existing range’s midpoint and choose the one closest to the market for the new job. Enter the grade of the range. Do not leave this field blank. For help, contact us at support@bluewhalecomp.com
Next, enter the annual base market of the new classification. The market is assumed to be the prevailing market that was ascertained for the job classification based on the job description. For help, contact us at info@bluewhalecomp.com.
If market bonus information is available, enter the annual amount
If available, enter the bonus as a percent of salary.
If available, enter the annual commission for the classification.
Next, upload the corresponding job description.
For “Job Grade Unit”, enter the unit used to evaluate the position. This field only applies if you have an “Integrated” or a “Total Rewards” plan. Otherwise, leave it blank.
Finally, enter the point total obtained from the job evaluation of the position. This field only applies if you have an “Integrated” or a “Total Rewards” plan. Otherwise, leave it blank. Review Blue Whale’s plans at www.bluewhalecomp.com/compensation-plans
Once the information has been entered, click “Submit” to enter the new job into your compensation table.
Check the record to ensure it’s listed in the assigned grade and with the corresponding range assignment.
If the record does not appear in your table, contact us at support@bluewhalecomp.com
Once the record has been added, the job will be assigned an effective date. The effective date is used by BlueComp to track and apply market changes to the classification. In addition, BlueComp used BLS’s Employment Cost Index to determine the appropriate movement of salaries and wages for your organization.
To edit the market for an active record, use “Edit Active Market Data” link at the bottom of the form and follow the next steps.
From the form, type the title of the job classification that you wish to edit.
Once the title is selected, the market data will be populated in the form.
Update the market data as necessary.
Once the data has been updated, click “Update”.
Go back to the main table, and refresh the page. The new market data will be available in the main table.

Guide #2: How To Add An Employee Record

Log into your account
From the directories in the top toolbar, select “Add New Employee.”
Proceed and enter the information as requested. Fields with an asterisk are mandatory.
Under “Employee Status,” select the appropriate employee status designation.
Based on your compensation plan, your company may have multiple labor markets. Each labor market has specific job classifications. Under the “Geo Comp” tab, your plan’s labor markets will be listed. When adding an employee, select the appropriate labor market for the employee, and then, from the list of jobs provided, assign the job classification.
If a job classification is not listed, one may need to be added to your compensation plan. See Guide #1: How to add a new job classification to a labor market.
For “Annual Base,” do not include incentives, extra pay, overtime, or shift differentials. All amounts should reflect annual base compensation. For part-time employees, be sure to annualize amounts. For example, if the job is hourly, multiply the hourly rate by 2080.
For “Annual Target Bonus $,” and if available, enter the annual bonus targeted for the position. Enter annual amounts only.
For “Annual Target Bonus %,” enter the annual bonus targeted for the position. For example, if the percent is 5 percent of base, enter 5, no percent symbol.
For “Department Manager,” assign the employee to one of the managers in the list provided. If the manager is not listed, select “New Manager.” Once the employee record is submitted, follow Guide #6: Assigning User-Defined Records”.
For “Department Name,” assign the employee to one of the departments in the list provided. If the department is not listed, select “New Department,” Once the employee record is submitted, follow Guide #6: Assigning User-Defined Records.
For “Division/Site,” select the division or site to which the employee will be assigned. If the division or work site is not listed, select “New Loc/Site.” Once the employee record is submitted, follow Guide #6: Assigning User-Defined Records.
For options under “EMPLOYEE STATUS,” select from the options provided.
Once records have been entered, submit data by clicking “Submit .”The employee record is available and active in the system.
Follow Guide #4: How to Edit an Employee Record if changes are needed.

Guide #3: How To Edit / Delete a Job Classification

Log into your account
From the directories in the top toolbar, select “Comp Table Mgr”
Find the record by searching by job title name or by the job code number
Once the record is identified, click the “Edit” button on the right-hand side. The record may be listed across multiple geographic areas if the user has multiple geographic areas. Make sure to select the appropriate record and corresponding Geo Comp code.
Users may assign the job classification a new grade, update the job evaluation information, assign a new job code*, update the title, update the Market Group, update the market salary, add or remove the job description, and update or add a Geo Comp to the position.
Caution: If the job classification is assigned a new job code, existing employees’ job codes will need to be updated with the latest job code; see Guide #4: How to Edit an Employee Record
Users also have the option to delete a job classification from their table.
To delete the record, identify the classification and use the “Delete” option on the right side of the record*.
If the job classification is assigned a new job code or if the job is deleted, existing employees’ job codes will need to be updated with the latest job code; see Guide #4: How to Edit an Employee Record

Guide #4: How To Edit An Employee Record

Log into your account
From the directories in the top toolbar, select “Employee Status Update”
Use the “Update Employee Record” search box to retrieve the employee whose records need to be updated by selecting the name or employee ID.
Once the employee record is retrieved, you can update the following fields:
- a. Employee Status
- b. Job Classification
- c. Annual Base
- d. Annual Target Bonus information
- e. Assigned Division/Site
- f. Department Manager
- g. Department Name
- h. Pay Class
- i. Employee Type
- j. FLSA
- k. EEOC Classification
Under “Employee Status,” select the appropriate employee status designation.
If the employee is being assigned to a new classification, check the “New Classification?” box, select the appropriate labor market for the employee, and then, from the list, select the appropriate job classification. If you don’t see a corresponding job classification for the chosen labor market, one must be created. See Guide #1: How to add a new job classification to a labor market.
For the “Annual Base,” do not include incentives, extra pay, overtime, or shift differentials. All amounts should reflect annual base compensation. For part-time employees, be sure to annualize amounts. For example, if the job is hourly, multiply the hourly rate by 2080.
For “Annual Target Bonus $,” and if available, enter the annual bonus targeted for the position. Enter annual amounts only.
For “Annual Target Bonus %,” enter the annual bonus targeted for the position. For example, if the percent is 5 percent of base, then enter 5, no percent symbol.
For “Department Manager,” assign the employee to one of the managers in the list provided. If the manager is not listed, select “New Manager.” Once the employee record is submitted, follow Guide #6: Assigning User-Defined Records”.
For “Department Name,” assign the employee to one of the departments in the list provided. If the department is not listed, select “New Department.” Once the employee record is submitted, follow Guide #6: Assigning User-Defined Records.
For “Division/Site,” select the division or site to which the employee will be assigned. If a division or site is not listed, select “New Loc/Site.” Once the employee record is submitted, follow Guide #6: Assigning User-Defined Records.
For options under “EMPLOYEE STATUS,” select from the options provided.
Once the record has been updated, complete the update by clicking the “Update” button at the bottom of the form. The new employee will now be available and active in the system.
To enter new employee records, follow Guide #08: How to add an employee record.

Guide #5: Market Salary Calculator*

For an “Integrated” or a “Total Rewards” plan, BlueComp provides a salary assessment for a new classification. This feature provides users capability to obtain estimated market data for a new classification. To obtain market data, follow these steps:
Log into your account.
From the directories in the top toolbar, select “Comp Table Mgr”
From the menu bar, select and click “Market Salary Calculator.”
A pop-up screen will appear.
The market is estimated based on the job evaluation point total given to the new position.
Enter the job point total.
BlueComp provides two estimated annual base on the job evaluation point total.
The “Prevailing Market, Annual Base:” represents the estimated market for the job. Use this figure for jobs that are generally not aggressively market-driven
If the job is highly competitive in the market, users may consider using the results from “Prevailing Market, Annual Base (Aggressive).” 11) The “Market Salary Calculator” is based on the job analysis, point total, and the compensation market analysis used to set up the user’s compensation plan. Users with an “Integrated” or a “Total Rewards” plan can access this feature.
- *This BlueComp feature is unavailable to users with Basic or Advantage plans. For more information, contact us at support@bluewhalecomp.

Guide #6: Assigning User-Defined Records

Unlike pre-defined records within BlueComp, there are three employee record fields where users can manage the records. These fields include fields to assign department Managers, departments, and work locations. When an account is created, BlueComp will create records based on the information provided by the user, including managers, departments, and work locations. The options can then be assigned to new or existing employees. If there is a new manager, department, or work site, a record will need to be added to the appropriate database. Follow these steps to add a new user-defined record for a manager, department, or work site.

Log into your account.
From the directories in the top toolbar, select “Add New Employee” and follow Guide #2: How to add an employee record.
For “Department Manager,” assign the employee to one of the managers in the list provided. If the manager is not listed, select “New Manager.”
For “Department Name,” assign the employee to one of the departments in the list provided. If the department is not listed, select “New Department.”
For “Division/Site,” select the division or site to which the employee will be assigned. If the division or site is not listed, select “New Loc/Site.”
Once the employee is added to the employee census, go to “Dynamic Market Tracker – Employee.”
Find the employee record and click on the employee’s name.
A pop-up screen with additional employee information will appear, including editable windows to change the employee’s manager, department, and work site.
Update the record and click update.
Return to the main page.
The new manager, department, or work site is now part of the account’s system and will be available as an option.

Guide #7: Merit Budget Planner (MBP), User Guide (New Five Point Performance Scale Now Available!)

BlueComp’s default MBP, was designed to help companies manage their merit increase program. With the MBP, a company can test various merit increase scenarios, including increases based on employee performance and market position. The system will apply the increases with each scenario and calculate each employee’s new annual base. Employee performance is categorized into three levels: Exceeds, as exceeding performance, Meets or meeting performance; and Unsatisfactory. Employee increases are calculated based on two factors: (1) The employee’s annual base pay and position to its midpoint and (2) employee performance. The system provides the projected annual increase plus actual and project market position, comp-ratios, and position in the range of these two. At the top of the page, the system calculates the estimated costs associated with the projected plan increases. These figures show the total per entire data set and the average increases based on the employees in the selected data set.

To setup

Log into your account
From the directories in the top toolbar, select “Merit Budget Planner.”
The Merit Budget Planner requires that users enter a merit increase number for the following groups: For employee performance, “Exceeds,” “Meets,” and “Unsatisfactory.” The setup also allows users to distinguish merit increases based on the market position. For example, users may decide that employees above the market get a smaller increase than those below the market. For those employees near the market, the user may determine an increase’ between the other two. Deciding what increases is critical as increases and performance are closely correlated to employee satisfaction and morale.
Once the amounts are entered, click the “Update” button to lock the increases.
The next step requires all employees to be categorized among the three performance levels in BlueComp. For each employee, select the appropriate performance rating.
As employees are categorized according to performance, BlueComp automatically provides the annual increase amount the employee will receive. Again, the amount is based on employee performance and market position.
BlueComp provides summarized costs – these can be viewed at the top of the employee table. For example, under the “Projected $ Increase,” BlueComp provides the total annual cost related to the projected increases plus an average annual increase for the employees listed in the table.
BlueComp provides several necessary calculations to help users examine the increases and how they will impact an employee’s compensation. For example, it projects the new annual salary, provides a current and merit increase percent difference to the market, and pre and post Compa-Ratios, and range positions.
Users can also override the calculated merit increase for employees and enter a different amount if needed. To override the estimated increase, select the record and click edit. Next, check the box under the “Override Increase?” column. Next, enter the desired annual amount for the employee. If no increase is given, do not leave it blank, a “0” must be entered.
Users can project costs associated with specific increases and, based on desired cost estimates, can update the merit increases accordingly.
Customization: Other performance management forms are available, including user-defined forms. For more information, contact us at support@bluewhalecomp.com.
Five Point Performance Rating Scale (NEW, 2024): As an alternative BlueComp provides a five point performance rating scale; for more information, including setup, complete the form below to contact us.

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