Create Stock Plans

Set up compensation components and grades.

Security: Set Up: Stock Plan
domain in the Advanced Compensation functional area.

Access the

Create Stock Plan

task.

Consider:

Option	Bezeichnung
Amount Based Plan	Targets based on a fixed monetary amount.
Percent Based Plan	Targets based on a percent of salary.
Unit Based Plan	Targets based on a number of shares.

In the

Award Calculation

section, consider:

Option	Bezeichnung
Allow Target Override	Select this check box if you want to enable overriding the default plan or profile target amount, percent, or shares. Example: For top performing individuals, you want to double the target.
Hide Target from Security Groups	Select 1 or more security groups from which to hide funded plan targets. Workday hides the funded plan target beginning on the effective date of the plan. Reports that display plan assignments hide plan targets only when the plan is in effect. Workday doesn't hide funded plan targets during the Initiate Compensation Review Process or during the Offer or Employment Agreement business processes in the Task Consolidation context.
Compensation Matrix	Select a compensation matrix if you want to give an individual employee stock grants based on a performance rating, retention rating, pay range quartiles, or eligibility rules.
Use as Reference Only	Available if you select a compensation matrix. Select if you don't want Workday to calculate the individual target or pool amount using the selected compensation matrix. Workday displays only the percentage when proposing the employee award.
Rounding Rule	Available for amount-based and percent-based plans only. During the Update Stock Grant business process, Workday calculates the number of shares by dividing the grant's currency amount or percent by the grant price. Workday applies the rounding rule to the number of shares granted.
Compensation Basis	Available if you select the Percent Based Plan option. Select the compensation basis Workday uses to determine the target amount (for employees not managed by a compensation basis) for this plan. For employees managed by a compensation basis, Workday doesn't exclude this plan when calculating the target amount. If you select a compensation basis that includes this plan, Workday excludes this plan when calculating the employee's target amount. If you select a subtractive compensation basis, Workday subtracts the subtractive basis amount from the employee's Primary Compensation Basis before calculating percentage-based target amount. You can't change the selected compensation basis if the plan is part of compensation basis that has the Manage Basis Total check box selected.
Use Target Currency for Grant	Available for amount-based plans only. Selecting this check box causes stock grants to display in the currency of the employee's plan target.

In the

Stock Plan Defaults

tab, consider:

Option	Bezeichnung
Target Amount/Target %/Target Shares	The default recommendation for an employee assigned to this plan.
Currency	This enables you to manage a stock plan in a single currency, but still accommodate employees who use a variety of currencies.
Grant Type	Any grant type created using the Maintain Stock Grant Types task, such as ISO, RSU, or Cash. Cash vests over time just like stock. In reports, Workday displays Cash grants under the Long Term Cash category.
Vesting Schedule	You can select a schedule for each Grant Type for both Stock Plan Defaults and Stock Plan Profiles .
Expiration Date Rule	Select a rule for each Grant Type for both Stock Plan Defaults and Stock Plan Profiles .

In the

Stock Plan Profiles

tab, enter values that differ from the defaults.

You can:

Assign (roll out) the plan to employees on the

Rollout Compensation Plans to Employees

task.

Add the plan to a compensation package on the

Create Compensation Package

task.

Access the

Stock Plan

and

Stock Plans

reports.

Access the

Edit Stock Plan

task.

Hide the compensation plan type from specified groups of workers using the Worker Data: Compensation Plan Type
domain in the Core Compensation functional area.