FY23 Year-End Talent and Compensation Process, Timings, and Job Aids Compensation: September 05-29

[Audio] Fiscal year end talent and compensation process, timings, and job aids..

[Audio] This is a reminder of the full year-end performance management process and timelines..

[Audio] This video reviews the activities to be completed at this step in the process..

[Audio] Logon to workday and navigate to your workday inbox. Open the "Compensation Review: Merit" task, then expand the task to full screen mode..

[Audio] As Compensation Reviewer, you may have multiple subordinate organizations to review. Click on the icon under "Sub Orgs" heading to review each individually or Click the pencil icon under "Propose" heading to review and assign awards holistically.

[Audio] This is a sample of the compensation review screen. It contains a summary of the merit and bonus budgets available to you. It includes the names and job profiles for each of your direct reports. It includes the fiscal year end performance rating for each associate. It also includes a summary of merit and bonus information, for you to review, evaluate, and make any necessary recommendations..

[Audio] Click on the merit tab. Selecting autofill will prepopulate recommended merit increases for each eligible associate. Please note, the autofill function will override any manual changes that you have previously made. If you are making manual adjustments, enter either the merit increase percentage or the merit amount. Please note, you will not be allowed to exceed your total available merit budget. Please also note, a smart panel will appear for each employee, containing relevant compensation information..

[Audio] There is a lump sum option available for employees with base compensation above the target range, and therefore not eligible for a merit increase. Lump sum payments will be counted against your merit budget. They are not over and above your merit budget. Lump sums may be entered as a dollar amount or as a percentage of the employee's base compensation..

[Audio] Navigate to the Workday Inbox. Open the "Compensation Review: Bonus" notification. Click to expand the task to full screen. Click on the bonus tab. Selecting autofill will prepopulate recommended bonus for each eligible associate. Please note, the autofill function will override any manual changes that you have previously made. If you are making manual adjustments, enter either the bonus factor percent or the bonus amount. You may click on the blue numbers, to see calculations related to the bonus targets; this will be shown on the next slide. Please note, you will not be allowed to exceed your total available bonus budget. Please also note, a smart panel will appear for each employee, containing relevant compensation information..

[Audio] If you click on the blue number, you will see the calculations related to the bonus target..

[Audio] Once you are satisfied with your recommendations for all the merit increases and bonus payments, click submit on each inbox item. On the next screen, enter comments if you feel they are required, then press submit. On the final screen, click done..

[Audio] Next level managers will receive an email and a Workday notification. Log into Workday. Navigate to the workday inbox, then open the compensation review notification..

[Audio] This is a sample of the compensation review screen that you will see, as a next level manager. It contains a summary of the merit or bonus budgets available to you. It includes the name of your organization and a clickable link, to open up your sub-organizations. You will see the current status of the compensation review process, the total number of associates included in the process, and the percentage of your budgets that have already been recommended by the managers that report to you..

[Audio] Click on the sub-organization symbol. You will now see a list of your sub-organizations and direct reports. The symbols appearing under view and status, will let you know the action you must take. If you see a pencil icon under view and the status is awaiting action; this individual is your direct report and you need to assign their merit and or bonus. If you see a pencil icon under view and the status is submitted; your subordinate manager has submitted the merit and bonus recommendations for their team; this item requires your review. If you see a search glass icon under view; your subordinate manager has not submitted their merit and bonus recommendations. Either the subordinate manager needs to make these recommendations, or you can complete this task on their behalf..

[Audio] To complete your review, click on one of the pencil icons. Complete the necessary merit recommendations, per compensation step 2 in this video. Complete the necessary bonus recommendations, per compensation step 3 in this video. Click continue. Please note, you will not have the option to click continue until all sub organizations have been reviewed..

[Audio] As previously stated, if you see a search glass icon under view, this means that a subordinate manager has not completed their merit and bonus recommendations. You may choose, or deadlines may require you, to complete this work on their behalf. Click actions and select complete on behalf. A new screen will open. Click confirm. Enter any comments that are required. Click complete on behalf. You will receive a message that says the task was successfully completed. Click done. This will return you to compensation step 6. You will see that the search glass icon has changed into a pencil icon. Click on the pencil icon and complete your review and recommendations..

[Audio] Once you have reviewed all your sub organizations, click on return to top level. Click submit to finish your review. Once you have clicked submit, you are no longer able to edit or make changes to your recommendations. Clicking submit automatically sends your recommendations to the compensation team for review and to initiate the approval process..

[Audio] This is a quick review of the remaining steps in the fiscal year end, performance management process..

[Audio] For additional support, you may contact your leader, HR support, or your HR business partner. You may now exit this video..