1. Compensation Plans Human Resources Administration Rachel Levy

2. Compensation Plans Daily Audits of all Active Compensation Plans Show Consistent Errors Please review Compensation plans reference guide located on the HRA homepage: www.usc.edu/hrawww.usc.edu/hra Check by employee type what plans are allowed Check by plan what employee types can use the plans

3. Compensation Plans Most Consistent Issues Con’t: Postdocs and their comp plans- Any Postdoc which has a job profile that contains “Restricted Use” is the grandfathered Postdoc which should be treated as Staff Ideally the employee type for these Restricted Use Postdocs is Staff- Fixed Term Grandfathered Postdocs get Base Pay comp plans (just like exempt Staff) Postdocs who do not have “Restricted Use “ in the job profile have an employee type of Post Doc and should have the compensation plan Postdoctoral

4. Compensation Plans Most Consistent Issues Con’t: Faculty comp plans- Faculty with spread pay (e.g., 9/12) must have a compensation plan that matches the dates of the DPP. E.g., 9/12 faculty must have a compensation plan that is effective 7/1 to 6/30 New hires have the same requirements for spread pay Start working 8/16 (contract) Hire date is 7/1 Comp plan exists 7/1-6/30 Summer plans should only be active 5/16-8/15 Please make sure summer plans (e.g., summer research supplement) are removed and non-summer plans (e.g., research supplement) replace them as applicable and vise versa Core Pay and Core Pay Part Time Core Pay and Sabbatical

5. Compensation Plans Most Consistent Issues Con’t: Actual End Date vs. Expected End Date- new Workday item Please no double entry Expected end date should be blank If you are making comp changes, please remove dates from the expected end date and ONLY have information in the actual end date

6. Compensation Plans Most Consistent Issues Con’t: Ending compensation without actually ending comp Actual End Date is the last day the compensation plan is active Effective Date of the comp change is the 1 st day the compensation plan doesn’t exist Payroll Services and the End Compensation Task

7. Compensation Plans Most Consistent Issues Con’t: One-Time Payments Be very careful with the effective dates All approvals must be completed before payroll runs Will not pay out One-Time Payments that were completed after payroll ran

8. Compensation Plans Most Consistent Issues Con’t: Housing Allowance- Sharon Haymond Do not let any Housing Allowance get removed during a data change Includes Transfers/Promotions to other jobs Workday 25 and no more automatic removal of compensation plans

9. Compensation Plans How to Be a Super Auditor, Just Like Me: What I look for (and YOU CAN TOOOOOO! Using the HCM Data Validation report(s): Compensation Plans that do not match the exemption, employee type, and/or frequency guidelines of the employee’s position(s) Issues between job code and employee type (e.g., student employee type has a job code we consider a student). Audit Students, Postdocs, Resource Employees, and Per Diem employees.

10. Compensation Plans How to Be a Super Auditor, Just Like Me (Con’t): Teaching Overload job and/or comp errors In Add Additional Job, click on additional details to expand to reinsert TOVLD in front of job title (defaults to job profile name)

11. Compensation Plans How to Be a Super Auditor, Just Like Me (Con’t):

12. Compensation Plans How to Be a Super Auditor, Just Like Me (Con’t): Scheduled hours are 0, time type is Part Time Comp plan is Teaching Overload Pay - Exempt (Non-Faculty) or Teaching Overload Pay – Hourly depending on the exemption of the job

13. Compensation Plans How to Be a Super Auditor, Just Like Me (Con’t): Regular Overload job and/or comp errors Same as above but with OVLD Comp plan is Staff Overload Pay (Exempt)

14. Other Auditing Awesomeness Other Daily Audits That Aren’t Comp Plans (but hey, where do I put this?) Job Change Reasons- rolling week of audits- checking reason against effect of job change Please review reasons in Guide to Change Job, Overlap, and PeopleAdmin Change Employee Type Transfer - Non-Competitive Hire (Restricted Use) Terminations in progress with a term date prior to date entered Fixed term employees with expired end date RL- Fixed Term with End Date Compensation Plans with Actual End Dates

15. Other Auditing Awesomeness FIN