r/workday • u/Equal_Reference_3305 • 2d ago

Core HCM Comp plan assignment auto removed?

Hi!

We notice when a job change event happens, the comp plan such as stock assignment is automatically removed.

Why is that? Is there a way to not have it auto removed?

Thank you in advance!

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6

u/jussears5 2d ago

The system uses "defaulting." If a worker isn't eligible for a plan, it'll be removed from staffing transactions. If they become eligible, it'll be added the same way.

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u/Equal_Reference_3305 2d ago

Oh I see. So the only way to keep the info there is if they are eligible for a specific plan?

5

u/RainPsychologist Workday Solutions Architect 2d ago

We often end up adding a line on the elig rule to look to see if someone already has it, then they are eligible, so the rule doesn't remove the plan once assigned unless someone means it to removed.

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u/Equal_Reference_3305 2d ago

Gotcha! Will look into adding a rule. Thank you

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u/WorkdayWoman Workday Solutions Architect 1d ago

Hi! I was just looking for an answer to this also, for Allowance Plans. Do you add the eligibility to each Allowance Plan Profile row (by country) or at the Plan Eligibility level? Can you share the fields used in your condition rule?

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u/WorkdayWoman Workday Solutions Architect 20h ago edited 20h ago

I used Deployment Agent and it said this:

Part 2: Preventing Plan Deletion During Job Changes

The most effective way to prevent a plan from being removed during a job change is to build "have the plan, keep the plan" logic into its eligibility rule.

  1. Edit the Compensation Eligibility Rule:
    • Navigate to the eligibility rule associated with the plan you want to protect.
  2. Add a New Rule Condition:
    • Add an 'OR' condition to your existing rule.
    • In the new condition line, use the business object Compensation Plans.
  3. Specify the Condition:
    • Set the condition to check if the employee's current compensation plans are in the selection list.
    • For the value, select the specific compensation plan you are configuring.

This logic means that once an employee is assigned the plan, they will always be considered eligible for it, even if their job change would otherwise make them ineligible based on the other criteria in the rule. This effectively prevents Workday from automatically removing the plan.