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A salary plan uses an eligibility rule that evaluates whether the pay rate type is Salaried.
To minimize data discrepancies, what configuration should you complete next?
In Workday, pay rate type (Salaried or Hourly) is a foundational attribute used across staffing, compensation, and eligibility logic. When a salary plan's eligibility rule evaluates pay rate type, that value must be consistently defined at the job profile level to avoid mismatches or incorrect eligibility results.
Assigning pay rate types directly to job profiles ensures that employees hired into those roles inherit the correct classification automatically. This reduces reliance on manual data entry and prevents discrepancies during hire, job change, or compensation events.
Assigning salary plans to job profiles does not guarantee accurate eligibility if the pay rate type itself is not consistently defined. Modifying the eligibility rule weakens the control logic. Job requisitions may temporarily hold pay rate types, but job profiles are the source of truth for long-term configuration.
Therefore, assigning pay rate types to job profiles is the correct and Workday-recommended next step, making option D correct.