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Administrator Guide
Last Updated: 2023-06-23
Set Up Automatic Compensation Grade Step Progression Schedules

Set Up Automatic Compensation Grade Step Progression Schedules

  • Create compensation steps and their progression sequence for your grades and grade profiles.
  • Security:
    Process: Automatic Step Progression
     domain in the Core Compensation functional area.
Administrators can configure automatic compensation grade step progression schedules to ensure that regulatory or workplace policies for step progression occur on time. As a best practice, Workday recommends that you schedule the
Employee Compensation Step Progression
 and
Employees Eligible for Next Compensation Step
 reports to run at the same time as the step progression process. Doing so identifies the employees participating in parallel compensation events that can prevent them from progressing to the next step.
  1. Access the
    Schedule Automatic Step Progression
     task.
  2. Select a
    Run Frequency
     to determine when and how frequently to automatically progress your employees to the next step.
  3. On the
    Schedule
     tab, enter the applicable scheduling options, which vary depending on the selected
    Run Frequency
    .
    This tab doesn't apply to the
    Run Now
     option.
    Option Description
    Daily Recurrence
    How frequently the process runs in the
    Recurs Every x Day(s)
     field. The number you enter must range from 1 through 366.
    Example: To schedule a recurrence for every day, enter 1; for every other day, enter 2.
    You can select
    Recurs Every Weekday
     to run the process every day from Monday through Friday.
    Weekly Recurrence
    How frequently the process runs in the
    Recurs Every x Week(s)
     field. The number you enter must range from 1 through 52.
    Monthly Recurrence
    How frequently the process runs in the
    Day of the Month
    , or
    Week of the Month
     and
    Day of the Week
     fields.
    Start Time
    The time of day to start the background process.
    End Date
    You can't schedule a process to run more than 5 times after the end of the next calendar year.
    Example: a process that runs daily starting on 4/22/2013 must end no later than 1/5/2014.
    As a best practice, set the end date no later than 12/31 of the next calendar year.
  4. (Optional) Select 1 or more employees to include or exclude from the step progression schedule using either an eligibility rule or by selecting employees individually.
The process scans all employees with compensation steps and evaluates whether the interval/period or the step progression rule on the current step applies. If so, Workday progresses these employees to the next grade step. Upon completion, the process updates compensation history for these employees.
  • If you assigned a progression rule to the step, the effective date of the compensation change is the date of the scheduled run. If you associated the step with an interval/period, the effective date of the compensation change is the date employees meet the time requirement.
  • If employees are participating in a parallel compensation event, Workday doesn't progress them to the next step. You can view a list of these employees by running these reports:
    • Employee Compensation Step Progression
    • Employees Eligible for Next Compensation Step
    The next time you run the process, it includes those employees. The date of the step change is the start date of the new step no matter when the process advances the employee.
Example: An employee is eligible to progress from Step 1 to Step 2 on July 1 but is part of another compensation process on July 1. The automatic step process ignores that employee and logs them on the
Employee Compensation Step Progression Audit
 report. Each run, the process attempts to progress that employee to the next step until successful. The date of step change remains July 1, no matter when the process finally succeeds.
For employees managed by a compensation basis total, Workday processes salary plans in different ways, depending on whether the plan allows overrides:
  • If the salary plan doesn't allow overrides, Workday treats the salary increase associated with step change as a fixed amount and doesn't alter it.
  • If the salary plan does allow overrides, Workday allocates the plan as necessary.
In both cases, Workday performs a partial calculation for any plans that depend on the salary plan. Workday then adjusts the Primary Compensation Basis.