In brief
If your employer runs its HR systems on Workday, the number you see most often is your base salary. It is also the least interesting number in your compensation. The rest — bonus targets, equity grants, and one-time awards — lives in different parts of the portal, and some of it does not live in the portal at all.
This guide is about assembling the full picture from what your employer's portal shows you, and knowing what you have to get from the paperwork instead.
What the portal usually shows
In most Workday configurations, the Compensation section of your profile shows your base pay, your pay grade or compensation package, and sometimes your bonus target as a percentage. The Payslips or Pay section shows what has actually been paid, which is the only record that matters for bonuses already received.
Equity is rarely here. If your company grants RSUs or options, those usually live in a separate system run by a stock plan administrator. The portal may link to it, or it may not mention it exists.
What you need the paperwork for
The portal shows current values, not terms. The terms — vesting schedules, repayment clauses, exercise windows, and performance conditions — are in the documents you signed: the offer letter, the bonus plan document, the equity grant agreement, and the plan that governs it.
If you did not keep them, ask HR for copies. You are entitled to your own grant agreements, and asking for them is unremarkable.
Continued
“The portal shows you a number. The paperwork tells you what the number is worth.”
Putting it together
Total compensation is base salary, plus your bonus target (not last year's actual), plus the annualized value of your equity vesting, plus any one-time awards still to pay out. Add them up yourself. No system your employer runs will do this addition for you, because each piece is administered by a different team with a different budget.
Once you have the pieces, the staypay calculator can tell you what you have actually earned so far, and what is still on the table.