Steps: Set Up Compensation Components
Configure compensation frequencies, elements, and eligibility rules for your
organization.
- Define frequencies for use in compensation and payroll calculations.
- Access theMaintain Units of Measuretask.Define the units of measure for compensation plans with unit-based targets.Security:Set Up: Unit of Measuredomain in the Common Financial Management functional area.
- Compensation elements establish the link between compensation and payroll.
- Define the rules that determine the employee groups eligible for compensation plans.
- Assigning compensation components to an eligibility rule enables Workday to automatically populate default compensation values during business processes under certain conditions.
- (Optional) Steps: Manage Compensation Basis.
- Set up security:
- Segmented security: Set Up Segmented Security by Compensation Plans.
- Intersection security:Workday doesn't recommend using intersection security for Compensation because it doesn't apply to all situations. One case where Workday can't evaluate intersection security is exclusion criteria, which depend on organizations. Many compensation components, including plans, grades, and pay ranges aren't associated with organizations. Managers can't have security over compensation components through organizations and roles the way they can for employees.