Staffing Models in Workday

Staffing Models

Staffing Models tells you how jobs are defined and filled. Staffing models determine:

• The level of control that can be placed on staffing
• How workers, jobs and positions can be moved between supervisory organizations
• Where hiring restrictions (aka criteria or eligibility) are set

There are Two staffing models in Workday: Position management and Job Management. There used to be Headcount Management in the earlier releases. But later this was deprecated.

Position Management

• A position must be open to hire, transfer, promote, demote a full-time or contingent worker into an organization.
• Separate hiring rules and restrictions for each position, 
• Specify number of positions to fill before a worker can be hired, (max of 100 positions can be created at a time)
• Positions can be closed if they are no longer needed
• Provides greater control over hiring 

Think of a table with chairs, if the chair has a person in it it's a position and its filled, if no one sits there then its unfilled.

Job Management

• Hiring restrictions apply to all jobs at the organizational level, Unlike in your Position Management you need to give definitive number of positions that you want to open.
• No requirements to set limits on number or positions to be filled,
• Workflow and approvals are used to control the number of workers and no ability to report on unfilled positions

Ex: Retail and seasonal jobs, Manufacturing occupations

Compensation Terms

Terms and Definitions

Compensation Element

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.

Compensation Plan
A component of pay that you use to assign monetary amounts to a worker's pay. For example, a salary, an allowance, or a bonus plan.

Some compensation plans, for example, a commission, are discretionary. You are not paid from these compensation plans in every paycheck. By contrast, other plans, like a salary plan, are included in every paycheck.

Grade Profile
A breakdown of a compensation grade by functional task, geographical region, or other categorization your business requires. A profile allows you to assign more granular compensation ranges to workers.

Compensation Rule
Guidelines for determining which workers are eligible for which components of compensation.

Compensation Step
A specific monetary amount within a grade or grade profile. Steps defined on a grade profile override any steps defined on the grade.

Reference Pay Range
A range of pay deemed appropriate for a compensation grade or grade profile. During compensation transactions, if proposed compensation for an employee extends beyond the limits of the range for the employee's grade or grade profile, Workday issues a warning yet still permits submission of the proposed compensation.

Compensation Package
A grouping of compensation guidelines (grades, grade profiles, and their associated steps) and plans that you can assign to workers as a set. Packages provide a quick view the eligible plans for a particular job or group of employees.

Compensation Defaulting Rule
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.

Compensation Basis
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.

Compensation Matrix
Defines the bonus,merit and stock increase range based on employees' overall performance rating, retention rating, eligibility rule, or their salary range quartile. You can use a compensation matrix to generate a bonus,merit or stock pool, giving you the basic cost forecasting necessary to pay for performance (bottom-up budgeting), or you can use the compensation matrix as reference guidelines only but have a separate pools (top-down budgeting)

Compensation Structure
The arrangement of compensation grades, grade profiles, plans, and packages you create to best fit your company's compensation needs. Administrators, partners, and managers can use these compensation components and compensation eligibility rules to assign and update a worker's compensation plans.

Frequency

Used in compensation and payroll to help calculate worker compensation and pay.

Accrual

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.

Annualization Factor
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.

Base Pay Element
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.

Merit Process
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.

Bonus Process
A sequence of one or more tasks related to defining, targeting, and awarding a bonus to employees. In this process, a compensation administrator creates the bonus plan definition. The administrator or manager assigns the bonus plan to employees through one of various means. Assignment of the plan determines eligibility for the bonus event. The administrator sets up the bonus process, which funds the bonus pool, and then launches the process on the specified event date. Workday creates bonus events for employees based on their organization. Managers review the target bonus for their employees and submit bonus proposals for review. Once approved, the employees receive their bonus.

EIB - Inbound Template Processing Instructions

Processing Instructions

While loading your file for EIB - Inbound, you will see the Processing Instructions Options to choose on your Overview Tab in the excel template.

Sample Hire Employee Template:

Here is the detailing on these BP related processing selection. Most widely used is Automatic Processing which avoids the approval workflow.

Functional Areas Report

Functional Areas Report

This is one of the Delivered report by Workday. This gives you a picture of which all modules were enabled and what are the related Domain and Business Processes associated with this.

You can see the security associated with Domains and BP's.

Custom Report Type: Advanced

Advanced Reports

Manage: All Custom Reports

You can create an advanced report that includes:

• Multiple levels of headings and subtotals.
• Related business objects.
• Sub filters.

You can also use one or more advanced reports in composite reporting as sub reports.

Advanced reports enable you to perform many actions on your data from primary business objects and related business objects, including:

• Counting
• Grouping
• Summarizing
• Totaling

You can include fields from the related business objects directly in your report without needing a calculated field. The fields from the related business objects must directly relate to the primary business object.

Some use cases for advanced reports include:

• Computing the average, minimum, or maximum value of currency and numeric fields.
• Creating outlines.
• Displaying grand totals and subtotals based on the group hierarchy setup in the report.
• Filtering and sorting data.
• Grouping data up to 9 levels.
• Including group headers and group names in your report to separate your data logically based on the group level hierarchy.
• Summarizing detail data rows.
• Summarizing or totaling currency and numeric fields based on the primary business object.
• Using 1 or more advanced reports as subreports in composite reporting.