Glossary of Terms

Used in compensation and payroll to help calculate worker compensation and pay.

Job classifications are required for many kinds of job-related regulatory reporting and can be used to categorize job profiles. A job classification group is the means by which you group and maintain individual job classifications.

Identifies the events that trigger benefit enrollment, for example, open enrollment, new hires, or the birth of a child. It also identify the coverage types to make available to employees for when an event of this type occurs.

Defines the accrual frequency for a time off plan, such as annual or monthly (unless the plan has a custom frequency), and the start and end date of each reporting period. The period controls reporting of both accruals and time off requests.

Guidelines for determining which workers are eligible for which components of compensation.

Prorates employees' target compensation in a bonus or merit increase compensation event according to time-based criteria such as leave of absence or time since hire.

A grouping of job profiles, which in turn may be assigned to a job family group, so you can organize job profiles according to how your organization works.

Identifies workers who qualify for similar benefit plans and elections. Workday builds benefit groups dynamically based on eligibility rules that control group membership; all workers who meet the criteria specified in a group's eligibility rules are automatically assigned to that group. For example, you can create benefit groups by defining eligibility rules that assign executive management staff to one group, salaried employees to a second group, and hourly employees to a third group.

One of the three staffing models available to use in your organization. It provides the tightest control over hiring, as you can specify different staffing rules and restrictions for each position.

A specific monetary amount within a grade or grade profile. Steps defined on a grade profile override any steps defined on the grade.

A characteristic of a job profile that categorizes the amount of time required for the job or position, such as full time or part time. In Workday, the time type is specified in the Create Position, Create Headcount, or Set Hiring Restrictions tasks. The value defaults to the value defined on the job profile by the manager, HR Partner, or other authorized role.

A French word meaning a portion or slice of a bonus distributed to an employee over several payments.

The ratio of a worker's scheduled weekly hours to the business site's weekly hours. If a worker works 20 hours a week and the business site's weekly hours are 40, then the worker's FTE is 50 percent.

Categorizes job profiles (and their associated jobs and positions) based on compensable factors such as the level of education, experience, or training required to perform a job. Job profiles are assigned job levels, and those job levels are organized into a hierarchy.

Defines the following: • The coverage levels or amounts available to employees enrolling in an insurance, health care, defined contribution, or spending account plan. • The target populations for a plan (for example, employee, employee + spouse, or employee + children). • Eligibility for benefits, including which benefit groups are eligible for the plan. • Restrictions on the age of covered dependents. • Plan rates and costs.

Used in job requisitions to define rules and conditions for holding positions in a supervisory organization using position management as its staffing model. Position requirements enable you to: • Limit staffing to specific job families and job profiles. • Restrict the business sites where a position can be filled. • Define the required qualifications, experience, and skill levels of workers hired into a position. • Limit staffing for a position to a specific worker type (employees or contingent workers). • Limit staffing for a position to a specific time type (full or part-time workers).

The arrangement of compensation grades, grade profiles, plans, and packages you create to best fit your company's compensation needs. Administrators, partners, and managers can use these compensation components and compensation eligibility rules to assign and update a worker's compensation plans.

True Up

A type of bonus plan that can be paid out over multiple bonus plans, one-time payment plans, or both. Any remaining target amount can be paid in a final true up payment.

One of the three staffing models available to use in your organization. It provides the least control over the definition of individual positions: the hiring restrictions you define apply to all jobs in the supervisory organization, and you can define only one set of hiring restrictions per organization. In addition, with job management, you don't set specific limits on the number of jobs that can be filled. This model is particularly useful for organizations that prefer to define broad job requirements and rely on staffing workflows and approvals to control the number of workers in a supervisory organization.

Restricts the coverage options available to workers under a specific benefit plan. For example, you can restrict the maximum age of dependents covered under a plan or the maximum and minimum coverage amounts.

An undertaking that encompasses a set of tasks or activities having a definable starting point and well defined objectives. Usually each task has a planned completion data (due date) and assigned resources.

Used to segment your employee population for assignment of compensation plans: • Specify one or multiple target populations within a bonus or merit plan, defaulting compensation differently for each target. • Roll out compensation plans (allowance, bonus, commission, merit) to a target population of employees, or remove them.

Rules that prevent the entry of invalid time off requests or that trigger an error or warning message upon submission of an invalid leave of absence request. For example, a validation rule can prevent the entry of unpaid time off or requests of less than 4 hours. A validation rule for a leave of absence can ensure that an employee does not exceed the maximum number of leave days allowed each year.

A breakdown of a compensation grade by functional task, geographical region, or other categorization your business requires. A profile allows you to assign more granular compensation ranges to workers.

Defines generic features and characteristics—such as company insider type, pay rate type, and competencies and proficiencies—of a job and of a position that uses that profile. The more specifically defined a job profile is, the more specifically defined those jobs and positions will be, by default. Job profiles are the most specific element in the job catalog: job profiles make up job families, which make up job family groups.

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

A range of pay deemed appropriate for a compensation grade or grade profile. During compensation transactions, if proposed compensation for an employee extends beyond the limits of the range for the employee's grade or grade profile, Workday issues a warning yet still permits submission of the proposed compensation.

A rule that defines when employees become eligible for a merit or bonus plan. You base the rule on a single value, such a hire date.

A person who is either an employee hired by a company or a contingent worker contracted by a company.