Create Compensation Scorecards

Create eligibility rules for compensation.

Security: Set Up: Merit and Bonus
domain in the Advanced Compensation functional area.

Scorecards capture company, division, or department goals and their attainment. A scorecard can have 2 components:

Default scorecard goals

Scorecard profile goals

You can assign a scorecard to percentage- or amount-based bonus plans. You can use scorecard profiles to override default goals and weightings using eligibility rules.

Example: Create a default scorecard to monitor goals for the Sales Department. If your sales employees are in different locations, they can have slightly different goals and weighting for 1 or more locations.

Example: You can create a company performance scorecard where customer satisfaction has the heaviest weight:

Scorecard Goal	Weight
All Critical Issues Resolved	20%
On-Time Product Delivery	15%
95 Percent Customer Satisfaction	50%
100 Million Annual Sales	15%

Access the

Create Compensation Scorecard

task.

You can also import scorecard data into Workday with the Put Compensation Scorecard
web service.

Select the

Inactive

check box if you don't want the scorecard available for use.

If a process is already in-progress using this scorecard, it completes as normal.

In the

Default Scorecard Goals

section, enter a

Scorecard Goal Name

Scorecard Goal Description

, and

Weight

that you want to track.

The sum weight of the goals must equal 100 percent.

Rate the performance level for each criteria using the

Create Compensation Scorecard Results

task. Workday uses the results combined with achievement percentages to calculate the weighted results percent for the scorecard. If you include the scorecard performance in the bonus plan or when you initiate the compensation review process, Workday uses the weighted results when determining bonuses.

You can:

Update or delete the scorecard using the

Edit Compensation Scorecard

task.

You can edit or delete scorecards only if there are no performance results, or the current date is after the

Evaluation Date

of existing results. Example: If you have scorecard result sets from March 31 of this year and December 31 from the previous year, you can edit the scorecard only after March 31.

Use scorecards to monitor performance, to influence funding for a bonus plan, or to adjust the funding amount after bonus approvals.