Glossary of Terms

One of the three staffing models available to use in your organization. It allows you to create one set of hiring restrictions that applies to all positions in the headcount group. As a result, headcount management does not provide the same level of control over individual positions that you have with position management. This model is particularly useful for organizations that hire large numbers of workers into the same or similar jobs with the same or similar requirements and restrictions.

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 kind of benefit event that occurs in the employee's personal life, for example, getting married or having a child.

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.

An ability that is acquired through job experience. In Workday, skills are a quick and easy way to tag employees with particular abilities that make them stand out.

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.

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.

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.

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.

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.

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.

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

The umbrella term for compensation packages, grades, grade profiles, and plans.

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.

Limits the coverage options available to workers during an enrollment event based on their choice of other benefit plans and coverage amounts. For example, you can limit coverage in a specific plan to a percentage of the total coverage in one or more other benefit plans.

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 multiplier, which you set, used to calculate an annual amount of compensation for compensation plans. Each compensation plan has a frequency of payment, and each frequency has an annualization factor.

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).

Establishes the criteria for how compensation components default to worker compensation during staffing transactions (hire, promote, demote, transfer). Compensation defaulting rules ease data entry by automatically defaulting compensation components (packages, grades, grade profiles, and plans) to worker compensation for employees who meet the rule's eligibility requirements.

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

A type of benefit plan where employees make contributions to 401k and 403b accounts. You can establish defined contribution plans and add these plans to benefits programs. Your employees can make or change defined contribution elections at any time, and those changes are sent to payroll for the periods in which the elections are effective.

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.

The compensation components that will be included in the calculation of base pay for the purposes of determining the compa-ratio and target penetration. For example, you can choose to include both base pay and bonuses in the base pay for purposes of determining the compa-ratio.

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.

The smallest unit of compensation for a worker in a specific position. Workday uses compensation elements to determine the amount, currency, frequency, and other attributes of a worker’s compensation. Compensation elements are linked to compensation plans. For example, Base Pay, Car Allowance, and Commission can be mapped to any compensation plan, but not to merit plans. Payroll earning codes linked to a compensation element allow Workday Payroll and Payroll Interface to include the applicable compensation in payroll. A Compensation Element Group is a collection of compensation elements. For example, the group Standard Base Pay can be comprised of multiple compensation elements. Compensation elements do not need to be grouped, and groups are optional.

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.

Specify one or more criteria that categorizes workers into a group that is used to qualify them for participation in an HRrelated task. For example: Benefit Plan, Compensation Plan, Employee Review.

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.

A type of benefits coverage. For example, you can define Medical, Dental, Vision, Group Term Life, Long Term Disability, and Short Term Disability benefit coverage types. Each type can contain one or more specific benefit plans. You can set rules for benefit elections at the benefit coverage type level. For example, you can restrict an employee to selecting only one plan of a specific coverage type. You can also specify which coverage types are available for employee election during which benefit events.

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.