Compensation Planning Tool

The University of Toronto has implemented a new compensation planning tool with a “made @ U of T” approach to better meet departmental and divisional needs.

The Planning & Budget Office and EASI have implemented a “made @ U of T” approach to compensation planning, with improvements to the existing SAP tool (B6). This solution delivers many of the improvements sought by U of T’s financial planning community, while retaining the robust security, performance and familiar interface of the SAP platform.

This solution better meets departmental and divisional needs for accurate, multi-year compensation planning, and improves U of T’s long-range operating budget process – a process that accounts for 70 percent of the University’s total expenditures.

Beyond maintaining the core functionality of the current SAP B6 application, this tool supports a more efficient compensation planning process and provides the flexibility for future expansion as U of T’s needs change.

This solution launched on February 14, 2022 for the 2022-23 budget planning process.

U of T crest on building

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  • The B6 was developed at a time when U of T’s budget was a much more centrally-managed process (25 years ago) – divisions and departments now have greater responsibility for long-term planning.
  • Planning & Budget and EASI are working to develop a tool that will meet the needs of a decentralized community of administrators with a diverse range of budgeting processes. As well, this tool will set the stage for future improvements.
  • By partnering with divisions in the upfront development, we expect to increase efficiency, reduce risk, and avoid duplication of resources.


Benefits of the new compensation planning tool include:  

  • An improved, intuitive user experience, data analysis and validation that builds on the familiarity of the existing B6 tool.  
  • Long-range compensation planning with a six-year planning outlook and salary increase projections.  
  • A holistic view of compensation, which expands beyond the current data on appointed staff to include  appointed hourly and non-appointed staff.  
  • Salary increase scenario planning, which allows divisional users to input long range increase assumptions for various employee groups 
  • Simplified compensation projections by automating  USW grid step salary increase provision calculations (e.g. ATB, PTR, Merit, Grid etc.).   


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The tool includes: 

  • A multi-year compensation plan. 
  • A holistic view of appointed and non-appointed staff, hospital-based faculty, benefit costs and salary increase projections. 
  • Compensation scenario planning. 

Note: PTR pool calculations will be launched separately. 

This tool does not include:

  • Overall financial modelling (non-compensation, capital, restricted funds). 
  • Reconciliation to financial accounts. 
  • Implementation of PTR or other salary increase processes. 


  • A – Task: Development, Starts July 2021, Ends February 2022
  • B – Milestone: Technical Go-Live, Occurs January 2022
  • C – Milestone: Launch, Occurs February 2022
  • D – Task: Business Requirements, Starts July 2021, Ends September 2021
  • E – Task: Quality Assurance, Starts October 2021, Ends November 2021
  • F – Task: User Acceptance Testing, Starts November 2021, Ends November 2021
  • G – Task: Train the Trainer, Starts November 2021, Ends December 2021
  • H – Task: Department User Training, Starts December 2021, Ends March 2022


Executive Sponsors:
Jeff Lennon 
Executive Director, Institutional Planning & Budget Administration

Cathy Eberts
Director, Enterprise Applications and Deputy CIO

Project Leads
John Ogg
Senior Manager, Financial Information Systems, EASI

Jenny Cheng
Manager, Budget Administration, Reporting, and Information Systems, Planning & Budget

Darshan Harrinanan
Project Manager, EASI


Darshan Harrinanan
Project Manager, EASI