Glossary of Terms

A headcount plan forecasts the number of workers necessary to achieve business goals in a specified period of time. This is a foundational component of workforce planning. You can create headcount plans with different statistic types, dimensions, and time frames; link to financial budgets; and pre-populate headcount plan data. Headcount plan reports help you understand whether organizations are hiring to plan, headcount is allocated correctly, and you have the right workforce to support your goals.

The user-defined type of provider organizations for a health care plan, such as PPO, EPO, HMO, and DHMO. It is informational only.

A functional or technical ability that is needed to perform a job. In Workday, you can associate competencies with job families, management levels, job profiles, and positions.

Categorizes job profiles (and their associated jobs and positions) based on the management level to which they belong. For example, a particular job or position may belong to the Supervisor, Manager, or Individual Contributor management level. Job profiles are assigned management levels, and those management levels are organized into a hierarchy.

Any event that changes an employee's position or job, for example, a hire, transfer, or promotion. Staffing events usually trigger an opportunity to change benefits elections.

A worker's work location. This value influences many processes, including compensation and staffing.

Use hiring restrictions to define rules and conditions for holding jobs and positions in a position management, headcount management, or job management organization. Hiring restrictions enable you to: • Limit staffing to specific job families and job profiles. • Restrict the business sites where a job or position can be filled. • Define the required qualifications, experience, and skill levels of workers hired into a job or position (position management organizations only). • Limit staffing for a job or position to a specific worker type (employees or contingent workers). • Limit staffing for a job or position to a specific time type (full or part-time workers).

A worker who is not an employee. You can use contingent worker types, such as contractor or consultant, to categorize and track contingent workers in your organization.

A sequence of one or more tasks related to defining, targeting, and awarding merit pay to employees. In this process, a compensation administrator creates the merit plan definition. The administrator or manager assigns the merit plan to employees through one of various means. Assignment of the plan determines eligibility for the merit compensation event. The administrator sets up the merit process, which funds the merit pool, and then launches the process on the specified event date. Workday creates merit compensation events for employees based on their organization. Managers review the target merit increases for their employees and submit merit increase proposals for review. Once approved, the employees receive their merit increases.

Defines how jobs and positions are created and filled in a supervisory organization. Workday supports three kinds of staffing models: • Job Management • Headcount Management • Position Management

The maximum amount of time off employees can carry over from one balance period to another.

Used in China, a hukou is a type of residency permit used to grant eligibility and rights. Workers with a local hukou are entitled to the full spectrum of social rights and welfare benefits. Without a local hukou, workers can hold only a temporary residency certificate. Temporary residence certificate holders are referred to as non-locals.

See Intermittent Leave.

Insurance coverage based on multiples of salary, for example, 1x, 2x, 3x, 4x, 5x, or 6x salary.

A sequence of one or more tasks related to defining, targeting, and awarding stock grants to employees. In this process, a compensation administrator creates the stock plan definition. The administrator or manager assigns the stock plan to employees through one of various means. Assignment of the plan determines eligibility for the stock event. The administrator sets up the stock process, which funds the stock pool, and then launches the process on the specified event date. Workday creates stock events for employees based on their organization. Managers review the target amounts for their employees and submit proposals for review. Once approved, the employees receive their stock grants.

Enables you to track which employees are considered company insiders for reasons of stock purchasing. You can track company insider status on job profiles and, by extension, each worker with that job profile.

Either an individual target assigned to a worker in worker compensation (different from the plan target) or the target for each employee calculated by Workday during the bonus or merit process, based on configuration options.

Political entities (such as states, provinces, cities, or other legislative entities) where specific laws and regulations require companies to track and report on unique kinds of worker and job information.

A type of enrollment event; the other is a benefit event. This event controls the benefits open enrollment process. Unlike benefit event enrollment, which is triggered by an event in a specific employee's life or work, an open enrollment event applies to an entire, chosen employee population.

Any compensation paid in addition to an employee's regular wages that includes, but is not limited to, severance or dismissal pay, vacation pay, back pay, bonuses, moving expenses, overtime, taxable fringe benefits, and commissions. In Workday, only supplemental earnings can be grossed-up.

Lists and weights each criterion used to evaluate company performance. You can use scorecards to track company performance as standalone information or to influence funding up-front for a particular bonus plan.

A single leave of absence taken as separate blocks of time. To facilitate tracking, you can coordinate time offs with leaves of absence. Validation rules and supporting data for coordinated leaves and time offs can reference combined balances. For example, eligibility and validation rules can check to see if an employee has a sufficient balance across coordinated leave types and time offs to take all days in a leave of absence or time off request.

Defines whether a specific health care plan or insurance plan can be used by only the employee or also by the employee's dependents, entire family, spouse, and so on.

An organization refers to a grouping used to organize people, resources, workers, and other organizations. Organizations provide management, visibility into, and reporting (roll-up) structures for resource allocation. Organizations can be defined for application uses like defining departmental hierarchies, project teams, etc. They can also be used to define cost centers and geographic or regional reporting structures.

Defines the rules that apply to a specific type of time off. Identifies the time off type, whether adjustments are allowed, and validation rules that prevent users from entering invalid requests. Can also define eligibility rules and limits that differ from the time off plan.

Defines how much time off employees can accrue, the timing of the accrual, and other rules. Can define eligibility rules, a frequency, and limits that differ from the time off plan.

A user-defined grouping of compensation components; such as the sum of salary, allowance, commission, bonus, future payment, stock and retirement savings plans. Workday enables you to specify which compensation plans should be included in the compensation basis calculation. This calculation can be used to view employee compensation in Workday and in the bonus process to provide target pools and individual target amounts.

Indicates the type of data that Workday will receive from or export to an external system and its location. Workday supports five types of data sources including attachments, external files, standard reports, custom reports, and REST endpoints.

The record of an integration process. Every integration—current or past, involving the import or export of data, successful or not—gets recorded as an integration event. The integration event contains all the information about the integration process, including its status.

An integration component that specifies how values in Workday map to values in an external system. For example, Pay Rate Frequency is a type of map in third-party payroll integrations.