When configuring a compensation eligibility rule, the "Source External Field or Condition Rule" column is designed to accept either a Workday-delivered field or a pre-existing condition rule. To streamline the selection process and filter the search results to show only fields, you must use the prefix field:. This syntax explicitly instructs the system to exclude other condition rules from the search results, presenting only the relevant fields that match the subsequent search term. This is a standard Workday search operator used in various configuration tasks to specify the type of object you are looking for.

B. Enclosing an entry in brackets is not a recognized Workday syntax for filtering object types in this search context.

C. Using all capital letters for a search term does not filter the results by object type; it typically influences case-sensitivity.

D. An asterisk is a wildcard character used for partial text matching, not for filtering the search results by object type.

1. Workday Compensation Administrator Guide: In the section "Set Up Compensation Eligibility Rules

" the guide details the configuration of rule conditions. It specifies the use of search prefixes to narrow results in prompt fields. It states

"To search only for fields

type field: followed by your search term. To search only for other condition rules

type rule:." (Reference: Chapter on Compensation Eligibility

Section: "Creating Compensation Eligibility Rules").

2. Workday Pro - Compensation Core Training Manual: The module on "Configuring Compensation Components" includes a topic on "Advanced Eligibility Rules." This section explicitly demonstrates how to build complex rules and notes

"When building eligibility rules

use the field: prefix in the source column to isolate your search to only Workday-delivered fields

excluding other condition rules from the results." (Reference: Module 5

Topic: "Advanced Eligibility Rules

" Slide on "Rule Condition Syntax").

Workday determines an employee's primary compensation basis by evaluating all ranked compensation bases in ascending order of their rank number. The first basis for which the employee meets the eligibility criteria is designated as the primary.

In this scenario, the full-time, non-sales employee in Mexico is eligible for:

Total Compensation Non-Sales (Rank 20)

Total Pay (Mexico) (Rank 40)

Salary and Seniority (Unranked)

Workday evaluates Rank 10 (India) first; the employee is not eligible. It then evaluates Rank 20 (Non-Sales); the employee is eligible. Therefore, "Total Compensation Non-Sales" becomes the primary basis, and the evaluation stops. Unranked bases are never considered for primary basis selection.

A. Total Pay (Mexico): Although the employee is eligible, its rank (40) is higher than another eligible basis (20), so it is not selected as the primary.

B. Salary and Seniority: This basis is unranked and, by definition, cannot be selected as the primary compensation basis.

C. Total Compensation Sales: The employee is a support analyst, not a sales employee, and is therefore ineligible for this basis.

1. Workday Documentation: Compensation Core Guide. The section on "Set Up Compensation Bases" details the configuration and logic. It states

"Workday uses the rank to determine the primary compensation basis for a worker. Workday evaluates the ranked compensation bases in ascending order. The first compensation basis for which the worker is eligible becomes the primary compensation basis." (Note: Specific document versions and page numbers are dynamic in Workday's documentation system

but this principle is foundational in the "Set Up Compensation Bases" task documentation).

2. Workday Community: Article # 213787: How is the Primary Compensation Basis Determined? This article explicitly confirms the logic: "Workday evaluates the ranked compensation bases in ascending order (lowest to highest rank number). The first compensation basis for which the worker meets the eligibility rules becomes the primary compensation basis. Unranked compensation bases are not considered in this evaluation."

The Compensation Spreadsheet is a standard Workday report designed specifically for managers and compensation administrators. It provides a comprehensive, spreadsheet-style view of compensation details for all workers within a selected supervisory organization, with the option to include subordinate organizations. This report consolidates key data points such as total base pay, compensation package, grade, grade profile, and compa-ratio, making it the ideal tool for the scenario described. It is built for managerial oversight and review of team compensation.

A. Total Rewards: This is an individual statement generated for a single worker to view the total value of their own compensation and benefits, not a report for managers to view multiple employees.

B. Employee Compensation Details by Job Profile: This report aggregates compensation data based on job profiles for analytical purposes, rather than providing a view based on the managerial hierarchy of a specific organization.

D. Employee Compensation Audit: This report is used to track historical changes made to employee compensation plans and components. Its primary function is auditing, not providing a current-state summary for managerial review.

1. Workday Documentation

"Compensation Reports": The "Compensation Spreadsheet" report is detailed as a standard report available to managers and other specified roles. It is designed to display current compensation details for workers in a selected supervisory organization and its subordinates. The documentation specifies that fields like Total Base Pay

Compa-Ratio

and Compensation Package are standard columns in this report. (Reference: Workday Compensation Administrator Guide

Section: "Standard Compensation Reports").

2. Workday HCM Core Concepts Courseware: University-level and official Workday training materials on Core HCM and Compensation fundamentals describe the use of the "Compensation Spreadsheet" report for managers. The curriculum highlights this report as a primary tool for managers to review their team's compensation in a consolidated view. (Reference: Workday Pro Compensation Accreditation Training Materials

Module: "Compensation Reporting & Analytics").

The "Run Eligibility Rules when there is Requisition Compensation" setting in Edit Tenant Setup - HCM is specifically designed to address this scenario. When enabled, it instructs Workday to execute compensation eligibility rules during the Offer and Hire business processes, even if default compensation plans are already populated from the job requisition. This ensures that any changes to eligibility-driving criteria for the candidate, such as a change in location, will trigger a re-evaluation, resulting in the correct compensation package being proposed on the offer.

B. Select the Enable Defaulting Based on Changes to Guidelines setting in Edit Tenant Setup - HCM.

This setting controls whether compensation amounts default based on guideline changes, not whether eligibility rules for the plans themselves are executed.

C. Edit the Offer business process security policy.

Business process security policies govern user permissions (who can initiate, approve, view, etc.), not the underlying business logic of compensation calculations.

D. Select the Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles setting in Edit Tenant Setup - HCM.

This is a performance optimization setting that alters how rules are processed for speed; it does not control the fundamental logic of when to run eligibility rules.

1. Workday Documentation: Set Up Compensation. Section: Steps to Set Up Foundational Compensation. This guide details the tenant-level settings available in "Edit Tenant Setup - HCM

" including the specific function of the "Run Eligibility Rules when there is Requisition Compensation" checkbox. It clarifies that this setting is necessary to override requisition defaults when candidate-specific data changes.

2. Workday Documentation: Workday Recruiting Administrator Guide. Section: Job Requisition Compensation. This document explains how default compensation is configured on a job requisition and notes that tenant setup determines how this default data interacts with the Offer business process

referencing the need to enable eligibility rule evaluation to handle exceptions.

A Period Salary Plan is the standard Workday configuration for recurring payments, such as a legislatively required 13th-month salary, that are paid on a different frequency than the employee's regular base pay. This plan type allows you to define the payment amount as a multiplier of the employee's compensation basis (e.g., monthly salary). By setting the multiplier to one, the plan will automatically calculate and pay exactly one additional month's salary, ensuring compliance and scalability without manual calculations.

A. Create an amount-based allowance plan with plan profiles for each month.

This is inefficient for this requirement, as amount-based plans are typically for fixed amounts and would require manual updates whenever an employee's salary changes.

B. Create a percent-based merit plan.

Merit plans are designed exclusively for performance-based salary increases during a compensation review process, not for guaranteed, legislative payments.

C. Create a one-time payment plan.

This is used for ad-hoc, non-recurring payments. Using it for a predictable, annual legislative requirement would be administratively burdensome and is not the intended use.

1. Workday Documentation: Compensation Core Guide

Section: Set Up Compensation Plans > Period Salary Plans.

Content: This section details the configuration of Period Salary Plans

explaining their purpose is to "pay employees an amount on a different frequency than their base pay frequency." It explicitly describes using a multiplier against the employee's compensation basis

with 13th-month pay being a primary use case example.

2. Workday Documentation: Steps: Set Up Period Salary Plan

Step: 4. On the Details tab

in the Amount or Multiplier field...

Content: The documentation guides the user to enter a multiplier that Workday applies to the employee's compensation basis to determine the plan amount. This directly supports using a multiplier of '1' to calculate one month's salary.

3. Workday Documentation: Compensation Core Guide

Section: Set Up Compensation Plans > Allowance Plans.

Content: This section clarifies that Amount-Based Allowance Plans are for paying a specified currency amount for a defined period

which is not ideal for a payment that must dynamically reflect an employee's current monthly salary.