Create Salary Plans

Set up compensation components and grades.

Security: Set Up: Base and Plan
domain in the Core Compensation functional area.

Create a salary plan that you can then assign to eligible employees.

Access the

Create Salary Plan

task.

In the

Details

section, select the

Inactive

check box if you don't want the plan available for use with new processes. Processes already in progress using this plan complete as normal.

In the

FTE

section, consider

Opzione	Descrizione
Apply FTE%	If selected, Workday prorates the bonus for part-time employees assigned to this plan based on their FTE. You can enable Paid FTE in the Staffing section on the Maintain Localization Settings task. If enabled, Workday prorates using the paid FTE override on the position. Otherwise, Workday calculates FTE by dividing Scheduled Weekly Hours / Default Weekly Hours when proposing compensation during these business processes: Offer . Employment Agreement . Hire . Change Job . Edit Position . Add Job . Start International Assignment .
Use Assigned Value in 100% Calculations	For amount-based plans only. This option doesn't apply to workers Managed by Basis Total (MBT). If selected, Workday uses the assigned amount on the plan as the fixed proration value and the 100% value in calculations. If not selected, Workday divides the assigned amount by the employee's FTE for 100% FTE calculations. Example: You assign a worker with 50% FTE amount-based Salary Plan A for 1,000 and amount-based Allowance Plan B for 1,000. You select the Use Assigned Value in 100% Calculations for Salary Plan A and None of the above for Allowance Plan B. The 100% FTE value calculated for Salary Plan A is the assigned amount of 1,000. Workday doesn't divide this amount by the worker's FTE. The 100% FTE value calculated for Allowance Plan B is 2,000, which equals the assigned amount (1000) divided by the employee's 50% FTE (0.5): (1000/0.5 = 2000).
None of the Above	Workday doesn't apply FTE% and doesn't use the assigned plan value in 100% calculations.
Rounding Rule	Displays only when you've selected Apply FTE% and the worker's FTE% is less than 100%. For MBT workers with prorated compensation, Workday ignores any rounding rule on the salary plan. In addition, Workday doesn't round the salary amount for any Compensation business process that doesn't have an associated Pay Group . Workday calculates Salary Assignment from the worker's Pay Group Frequency for the position being evaluated, rounds, and converts the value to Plan Frequency .

In the

Salary Defaults

section, select a

Compensation Element

Compensation elements store the earnings associated with compensation. If you select a compensation element designated as base pay, Workday includes the compensation in the employee's base pay calculation.

In the

Plan Eligibility

section, select 1 or more eligibility rules.

Eligibility rules determine which employees are eligible for this plan. If you select multiple eligibility rules, Workday evaluates each rule independently to determine employee eligibility for the plan. Employees are eligible if they meet the qualifications of any 1 rule. You can only use individual rules once in the plan and profiles.

Select the

Exclude from Merit

check box if you don't want this plan to be available when you initiate a compensation review process.

You can:

Assign the plan to employees on the

Request Compensation Change

task or web service.

Add the plan to a compensation package on the

Create Compensation Package

task.

Access the

Salary Plan

report for detailed information on a specific plan.

Access the

Edit Salary Plan

task.

You can update default values only for plans not yet assigned to employees. You can, however, update the

Compensation Element

field regardless if the plan is assigned or not.

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