Yes! BlueComp is supported by Blue Whale Compensation LLC and by agreement with users. BlueComp is a freeware application; however, a setup fee may apply depending on the user. For more information on setting up your compensation plan in BlueComp, contact us using the form below.

• For companies wishing to upgrade their compensation plan from a spreadsheet process, we offer BlueComp installation services. A setup fee may apply depending on the user. For more information on setting up your compensation plan in BlueComp, contact us using the form below.

• Follow these instructions to enter a new manager when updating or entering a new employee. First, under the drop-down menu, select “New Manager” and proceed to enter or edit the employee record. Then, go to the employee record, and click on the employee’s name to open the detailed employee info screen. There you can update the employee’s manager, department, and location.

• Yes. For new jobs, BlueComp users with a Total Rewards or Integrated plan may use BlueComp’s market calculator. Clients with other plans may contact Blue Whale for market data assistance.

• Follow these instructions to enter a new department when updating or entering a new employee. To enter a new department, when updating or entering a new employee, under the drop-down menu, select “New Department” and proceed to enter or edit the employee record. Then, go to the employee record, and click on the employee’s name to open the detailed employee info screen. There you can update the employee’s manager, department, and location.

• When updating or entering a new employee, follow these instructions to enter a work location or site. To enter a new work site or location, when updating or entering a new employee, under the drop-down menu, select “New Loc/Site” and proceed to enter or edit the employee record. Then, go to the employee record, and click on the employee’s name to open the detailed employee info screen. There you can update the employee’s manager, department, and location.

• A critical feature of BlueComp is its dynamic market tracking. This feature allows users to obtain the most accurate, up-to-date market information for the jobs within the user’s account. BlueComp uses the Employment Cost Index (ECI) published quarterly by the Bureau of Labor Statistics. The index is the leading indicator of wages and salary movements by industry, employee type, geographic area, and employment size. BlueComp analysts use the latest ECI information each quarter to adjust clients’ market data. The percentage change is reported and used by BlueComp to calculate the latest market data for each position within the user’s account. For additional information on ECI, click here https://www.bls.gov/eci/home.htm

• Generally, ranges should be updated at least every two years. However, many factors could affect adjustments, including market conditions, internal costs, recruiting strategy, and staffing needs. Also, adjustments may be required sooner if the ranges were created based on a market pricing strategy only.

• With BlueComp, users with employees in multiple markets can create grades and ranges for every location. For example, employees in high-paying areas, like NY and SF, may be assigned to ranges that are competitive to their market. However, suppose the job is located in a lower-paying market. In that case, users may create an additional labor market where the ranges align with that market.

• Yes. As needed, BlueComp can be set to organize jobs and bands according to predefined indexes, like job leveling or based on point total job evaluation. For more information, contact us at support@bluewhalecomp.com

• Job leveling and point total evaluation are related concepts, but they are not exactly the same.
• Job leveling is grouping jobs within an organization into different levels based on their complexity, responsibilities, and required skills. This is typically done to create a structured job classification and compensation framework.
• Point total evaluation is a method used within job leveling to assign a point value to each job based on specific factors such as knowledge, skills, and experience required for the job. The point value assigned to each job is then used to determine its level within the organization’s hierarchy and set its corresponding pay level.
• So, while point total evaluation is often used as part of the job leveling process, job leveling encompasses a broader set of activities, including defining job roles, responsibilities, and requirements and creating career paths and development plans for employees.

• For new jobs, BlueComp users with a Total Rewards or Integrated plan may use BlueComp’s market calculator; see Guide #5. Others may contact Blue Whale for market data assistance.

• BlueComp does provide market data as part of a service, either per position or as part of the consulting assignment. For more information, contact us at support@bluewhalecomp.com

• Data from detailed reports can be downloaded. Use the download option on the top right-hand side of the detail report.

• Download visualizations from detailed reports can be downloaded. Use the download symbol on the visual page’s top right-hand side.

• Yes. On the login page, the change password option can be found.

• Since ranges were calibrated based on the market analysis, changes to these ranges need to be coordinated with Blue Whale Compensation. Generally, there are no fees or charges; however, depending on other factors, fees may apply.

• The options under the “Employment Status” section are system-defined. Unlike user-defined options, like departments, managers, and locations, system-defined options are limited. If there is an option that should be included, let us know. Contact us at support@bluewhalecomp.com