Deputy is a rostering, timesheet and HR software that is used by businesses to schedule and connect their employees. I was the lead designer, working with a PM and a team of engineers to rebuild an engine that calculates how shift workers are paid.
Up to x10 decreased the number of pay policies used in customer accounts
Decreased implementation time from days to hours
1,300+ pay polices and 1,400+ pay rules created by customers
Old pay rate experience
The current pay rate engine is 13-years old and relied on DeXML scripts. Customers required heavy hand-holding from partners and internal teams at Deputy to create these unique scripts to cater for even the simplest pay requirements. The implementation process was slow and not scalable.
01 /
Eliminate the usage of DeXML scripts
02 /
Create a self-serve experience that allows customers to configure their own pay rules
03 /
Provide a greater range of labour laws and Awards to customer accounts
Compliance hand-holding
In general, customers do not have extensive knowledge of Australian Awards and expect Deputy to handle all the calculations and compliance.
More control with pay
When it comes to customising pay, customers are looking for minor adjustments to existing legislation such as adding their own pay rules, or modifying multiplier rates.
Complex pay engine
Customers have little understanding on how Deputy calculates pay and the complexities with pay logic. Incidents arise when customers conduct audits and discover that they have paid employees incorrectly.
Not scable
Implementation consultants spend a considerable number of hours modifying pay policies when there are regulation updates.
"Need to be able to have penalties like overtime and night rates to hourly wages. At the moment the lack of this ability means that all wage cost reporting for management of the business is not accurate, and therefore worthless."
— Deputy customer
"The challenge probably from a team-wide is that we really require our consultants to have a high level of aptitude with API and Java script to actually succeed in the role, which limits our ability to hire, like who might be good candidates if they, if they, if they don't have an appetite for API or JavaScript, like they just are going to struggle at a role"
— Internal implementation consultant
Redefined the structure of Deputy's pay policies
We changed the fundamental structure of a pay contract, bringing pay rules inside of pay polices for clearer hierarchy. This considerably reduced clutter and made it easier for customers to find what they are looking for.
Produced content that is easy to understand
With so many complex settings available, it was critical that clear and concise language was used for education and explanation. This was very important for customers who were looking to create their own pay policies.
Allowed quick modification
Duplicating pay policies enabled self-serving customers to make minor changes to exisiting Awards and labour laws. This allowed them to be on the latest version of the regulation whilst still allowing for flexibility.
Future-proofed for scalability
Pay polices are can now be assigned to more employees compared to the old engine. This reduces maintenance and allows for greater serviceability.
