Workday · Module
Compensation: the promise payroll keeps
Pay is designed here and spent in payroll, and most companies cannot connect the two. This module publishes the design, prices every change against its band, and proves the plan against posted wages to the cent.
◆ Start here
If you read one page, read the salary-versus-payroll reconciliation. It takes the two numbers that never match, the comp plan and the wage account, and names every cent between them. The rest of the module exists so that page can be rerun any month.
◆ Pages in this module
Live
The reconciliation that ends the argument: the promise, the posting, and 119,633.33 of named one-times between them.
Live
Compa-ratio and range penetration for all 351 workers, rolled up as money over money with the distribution kept.
Live
Six grades with spread and step, midpoints proved centered, and the three workers off structure counted openly.
Live
Base and target variable by department: a 51,821,890.00 target cash promise, design kept apart from payout.
Live
298 awarded, 28 passed over, 25 not yet eligible; 48,090.00 a month that the payroll bridge confirms.
Live
Pool minus spend equals remainder, by department, and the 22,920.00 left over becomes a named decision.
Live
A 96.4 percent year that splits to 105, 80, and 90 by department, with money on both sides of every ratio.
Live
Six May moves priced against their destination bands, every landing inside range, no hiding in the average.
Live
The append-only ledger: 316 May events with reasons and both dates, including the retro payroll met.
Live
A daily snapshot fact and a change event fact on the catalog’s shared dimensions, ranges versioned and joined as-of.
◆ What this module answers
| Question | Who asks it | Answered by |
|---|---|---|
| Why does payroll never match the comp plan? | Finance partner, controller | The salary-versus-payroll reconciliation, every gap named |
| What did the merit cycle actually cost? | Compensation lead, finance | The cycle report, monthly, confirmed by the payroll bridge |
| Are we paying inside the bands? | Compensation lead, calibration | Compa-ratio with the distribution; the off-structure count |
| What did that promotion pay? | Manager, compensation partner | The promotion report, each move priced against its new band |
| Who changed this worker’s pay, and when? | Auditor, payroll manager | The change ledger: reason, effective date, entry date |
◆ The one rule underneath all of it
Keep the design and the spend in one model. Pay is a daily snapshot, every change a dated event, every band versioned, all of it joined to the same tables payroll costs against. Design that payroll can confirm is design you can defend.
Use case
Problem
Compensation designs pay in one tool and payroll spends it in another, and nobody can reconcile the plan to the ledger or explain a cycle’s cost.
What we build
The two-fact compensation star on shared dimensions: ratios, mix, cycle, budget, payouts, promotions, and the change ledger, tied to payroll to the cent.
What you get
A module where every number has a receipt: the plan reconciles to posted wages monthly, and every change carries its reason and both dates.
Want a comp model payroll can confirm?
We build the star, the reports, and the monthly reconciliation, reconciled against Workday before go live.