Payroll Accounting Adjustments (PAA):

  • Effort reports include all PAA(s) approved and submitted for the applicable certification period, before the effort report being generated.   
  • If a PAA(s) is not included in the effort report, the Effort Certification Partner (ECP) must do the following:
    • Manually reflect the PAA on the effort report
      • Failure to update will result in a recertification of effort
    • Add details of the PAA in the comments field; i.e. applicable pay period and percentage effort
    • Attach supporting documentation when applicable

Cost Shared Effort:

  • Any costing allocation that includes FD120 and a grant worktag is captured on the effort report, and represent cost shared effort.
  • If a costing allocation includes FD120 and no grant worktag, the cost shared effort will NOT be captured on our effort reports, and it must be manually reflected on the effort report.  
  • Any cost sharing from funding sources other than FD120; e.g. FD400, FD600, is NOT captured on our effort reports, and it must be manually reflected on the effort report.

Note: When costing FD120 the default Expense Purpose Code is 1000 Instruction. You must change back to a Sponsored Project Expense Purpose Code (i.e., 1210, 1230, 1080, 1060)

Faculty Effort on Sponsored Funding During Sabbatical Period:

  • If a faculty is contributing committed effort on a sponsored award during their sabbatical, the sabbatical pay costing allocations must include FD120 and the grant worktag & Expense Purpose Code associated with the grant in order to be captured in sponsored activities section of the effort report.
  • If FD120 and/or grant worktag is not included on the costing allocation, the ECP needs to manually reflect the cost shared effort on the effort report.
  • If a faculty member’s only source of funding is sabbatical pay and FD120 and grant worktag are not included on the costing allocation, no effort report will be generated.
  • In these cases, the ECP must contact the Effort Certification Manager (ECM) in order to generate an effort report.

Faculty with Sponsored Funding that Spread Pay over Twelve Months:

  • Faculty with 9 or 10 month appointment can spread their pay over 12 months; however they cannot allocate Exempt Academic Year (AY) Pay during July and August in advance of contributing effort to a sponsored award(s).  
  • Doing so represents charging salaries, fringe benefits, and related indirect costs in advance of work being performed in the academic year which is not allowed by our sponsoring agencies.
  • Complete the Faculty Spread Costing Allocation Worksheet for any faculty that spreads their pay over 12 months to determine the pay allocation percentages for the summer months and academic year.  
  • Attach the completed form to the costing allocation in Workday
  • Due to system limitations, the percentages on the effort report are required to total 100%.
  • There is no “effort attributable to the pay allocations that represent the spread of academic year salary”, therefore the percentages noted do not represent effort and this needs to be noted in comments field.

Salary Cap

  • Faculty salary that exceeds a sponsored imposed salary cap requires an adjustment to the effort report.  The ECP must:
  • Select Salary Cap as the change reason code
  • Adjust the effort percentage to reflect actual effort
  • The certified effort should be consistent with the approved costing allocation included on the salary cap worksheet

Multiple Changes to Effort/Multiple Change Reasons

  • Workday Effort Reporting does not allow for multiple change reason codes; i.e. only one change reason code can be selected
  • In cases where there are multiple reasons related to a change of effort percentage, the ECP must do the following:
  • Modify the certified effort percentage field to reflect actual effort
  • In the comments field explain the details associated with each of the each of the change reasons
  • For all PAA changes, the ECP must include the details of the PAA in the comment field.  The details must include the amounts being moved, grant(s) impacted, and resulting effort percentages.  
    • This level of detail is needed so that the ECM can reconcile the PAAs to the respective effort report.
    • Attach all applicable supporting documentation

Terminated Worker Effort Reports

  • Effort reports for terminated workers are routed to the ECM.
  • The ECM will provide the ECP with instructions and a completed ‘Terminated Worker Effort Report’ template detailing the terminated worker’s effort for the respective period
  • The ECP will review/make changes (if needed)
  • PI/someone with first hand supervisory knowledge of the work performed by the worker will certify the template

Providing Additional Supporting Documentation to the Certifier

In many cases, the ECP may want to include supporting documentation to provide additional information to the certifier.  To attach supporting documentation:

  • After retrieving/opening the effort report, select ‘Change Effort’
  • Attach supporting documentation via the ‘attach’ feature (select paper clip icon)
  • Include comments explaining the document that was attached

The certifier will be able to open the attachments when reviewing/certifying their effort report(s).

Summer Salary and Effort Reporting

Best Practices:

  1. Meet and communicate frequently with your PI/faculty to review and discuss costing allocations, new awards, award(s) where effort will be reduced and/or salary modifications.    
  2. Reconcile your accounts (monthly).  To reduce the >90 day cost transfers, stay ahead of the 90 day allowance to process costing changes.  
  3. When waiting for an account to be set up, create an Advance account in the interim to ensure effort is captured and reported.
  4. Generate the Effort Certification Summary Report on a frequent basis to effectively manage your portfolio of effort reports.  Follow-up with the respective certifiers for all effort reports ‘In Process’ to avoid delinquency.  
  5. Effort reports containing grants managed by different ECPs will route to each ECP simultaneously.  Before taking action, the ECPs should discuss what, if any, changes need to be made to the report and which ECP will take action on behalf of them both.