Domain Security Policies are the primary and most efficient method for controlling access to specific business objects like compensation data. Constraining the ‘Compensation’ domain to the ‘Manager’ role ensures managers can only see data for employees in their reporting line, aligning perfectly with the requirement without complex custom configurations.

If employees meet all the defined eligibility rules but are still missing, the issue is often related to security, not eligibility. A Domain Security Policy applied to the compensation plan or the underlying data (like the ‘Worker’ domain) could be preventing the analyst from seeing those employees, even though they are technically eligible. This is a common oversight during setup.

This scenario requires a two-part logic: a calculation formula (5% of salary) and a conditional trigger (company performance). A ‘Bonus’ plan with a ‘Proposed Payment’ basis of ‘Percent of Base Pay’ handles the calculation. The conditional payout is best managed by attaching the plan’s business process (like ‘Propose One-Time Payment’) to an event triggered only when the revenue target metric is met, ensuring payments are not proposed unless the condition is satisfied.

In a guideline matrix based on compa-ratio and performance, both factors are equally important. An ‘Exceeds’ rating would typically suggest a higher guideline, but if the employee’s current compa-ratio is already high (e.g., at or above 1.1), the matrix is designed to provide a smaller increase to manage internal equity and prevent salaries from rising too far above the market midpoint. This is a fundamental principle of compensation management.

The ‘Compensation Plan Summary’ report provides high-level aggregates (like total proposed spend) by plan. To break this down by cost center, you need worker-level detail, which is found in the ‘Worker Compensation Details’ report. Combining these datasets—either through a composite report or by joining the data externally—allows you to summarize proposed spend by cost center. Other options do not directly provide the proposed payment amounts from an active plan.

Vesting schedules are an intrinsic property of the equity award type itself. The ‘Award Rules’ section of a stock plan configuration (like ‘Restricted Stock Units’) is where you define the default vesting terms, including the schedule type (e.g., Cliff, Graded), duration, and frequency. This ensures every grant created from this plan type inherits the mandatory 3-year annual cliff structure.

Workday provides a straightforward ‘Adjust Proposed Payment’ action for individual employees within an active compensation event. This allows a manager (with the appropriate permissions) to modify the proposed amount, bonus, or equity grant without affecting the rest of the team’s submissions or requiring administrative intervention, as long as the event is still in a malleable state like ‘Proposed’.

While eligibility rules control who is *in* the plan, they don’t control when the plan is *active* for different populations. The most practical and clear method is to create two distinct plan instances (‘Merit_US’ and ‘Merit_EMEA’). This allows you to independently control the launch dates, deadlines, budgets, and participating organizations for each cycle, preventing confusion and ensuring managers only see the relevant cycle.

Compa-ratio is calculated as (Employee’s Salary) / (Midpoint of their Pay Grade Range). Therefore, for the compa-ratio to be a meaningful and calculable metric for use in the matrix, every eligible employee must have a ‘Pay Grade’ associated with their job profile. Without a pay grade, there is no reference midpoint, and the compa-ratio cannot be determined, causing errors or exclusions in the guideline process.

Domain Security Policies are the primary and most efficient method for controlling access to specific business objects like compensation data. Constraining the ‘Compensation’ domain to the ‘Manager’ role ensures managers can only see data for employees in their reporting line, aligning perfectly with the requirement without complex custom configurations.0