Updating Employee Information With Data Mapping Version 2

Updating Employee Information
With Data Mapping
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Course Details:
Duration: 2 hours
Release: 61
Delivery Methods: Instructor-Led Training
Country: US, Canada, UK, Australia, New Zealand, Ireland
610201
Copyright © 2022 Ceridian HCM, Inc. All Rights Reserved

Updating Employee Information with Data Mapping Contents 3
Contents
Overview ........................................................................................................................................... 5
Learning Objectives....................................................................................................................................... 6
Prerequisites ................................................................................................................................................. 6
Available Resources ...................................................................................................................................... 6
Our Training Scenario ................................................................................................................................... 6
Data Mapping Overview..................................................................................................................... 7
Data Mapping in Action ................................................................................................................................ 8
Primary Location Pay Policy Rule – NY ................................................................................................. 11
How Data Mapping Rules Work .................................................................................................................. 13
Qualifiers .............................................................................................................................................. 14
Mapping Values .................................................................................................................................... 15
Using Data Mapping Rules ................................................................................................................... 16
Simple Data Mapping Rules .............................................................................................................. 22
One Qualifier, One Mapping ....................................................................................................................... 22
Multiple Qualifiers, Multiple Mappings ...................................................................................................... 26
Multiple Qualifiers ................................................................................................................................ 27
Multiple Mappings ............................................................................................................................... 29
Complex Data Mapping Rules ........................................................................................................... 33
Cascading Rules........................................................................................................................................... 33
Employee Exceptions .................................................................................................................................. 37
Common Data Mapping Errors and Best Practices ............................................................................. 42
Incorrect Rule Application .......................................................................................................................... 42
Conflicting Rules.......................................................................................................................................... 45
Accidental Cascading Rules ......................................................................................................................... 48
Maintenance ............................................................................................................................................... 49

Updating Employee Information with Data Mapping Overview 5
Overview
Welcome to Updating Employee Information with Data Mapping. This course discusses the use of
data mapping rules to simplify the process of assigning HR elements to employees. You will learn
how to set up data mapping rules and use them to apply HR record elements when employee
records are created or updated. You will also learn how to troubleshoot errors that frequently
occur when setting up or modifying these rules.
Employee HR records store all of an individual’s personal and professional information in Dayforce.
They are used throughout the application in many important processes, including payroll
processing, determining benefit options, and populating year-end tax forms. It is therefore
important to ensure that all the elements that make up an HR record are assigned properly during
configuration so that all Dayforce modules will work correctly.
The following sections are included in this course:
Section Description
Data Mapping Overview Provides a review of HR record functionality in
Dayforce and introduces data mapping functionality.
It describes the components that make up data
mapping rules and when these rules are applied.
Simple Data Mapping Rules Explains how basic data mapping rules work and how
these rules are configured within Dayforce.
Complex Data Mapping Rules Illustrates examples of complex data mapping rules,
including cascading rules and rules with exceptions,
and explains how these rules are configured within
Dayforce.
Common Data Mapping Errors and This section describes common errors that occur
Best Practices when setting up and maintaining data mapping rules
for your organization. It provides steps for avoiding,
resolving, and troubleshooting these errors. Finally,
scenarios during which support should be contacted
are also discussed.

6 Overview Updating Employee Information with Data Mapping
Learning Objectives
By completing this course, you will be able to:
• Understand the HR record setup process within Dayforce and how data mapping rules help
with this process
• Describe the components of a data mapping rule
• Describe circumstances in which data mapping rules are applied
• Set up simple data mapping rules
• Set up cascading data mapping rules
• Set up a data mapping rule with exceptions
• Anticipate and troubleshoot a variety of data mapping errors
Prerequisites
Certain Dayforce courses are required as prerequisites prior to attending this course. The following
courses will provide the foundational knowledge you need to understand the key Dayforce features
discussed in this course.
• Administering Employee HR Information – Discusses the information found within

employee HR records and how to use HR records once they are configured.
• Defining Security and Global Settings – Discusses how to configure roles, users, and global
settings, which are processes referenced throughout this course.
Available Resources
A variety of supporting guides are available through support.ceridian.com. Talk to your
organization’s support user or Implementation Consultant for help with obtaining these guides,
depending on if you are in implementation or live.
Support Downloads > Admin & User Guides:
• Admin and User Guides
o Dayforce Implementation Guide (DIG)
o Manager Guide
o Employee Guide
Our Training Scenario

The best way to learn about Dayforce is to use the application. The following sample company is
used throughout the class to reinforce concepts and processes.
XYZ Company is an electronics distributor that is expanding and adding a new location in New York
City.

Updating Employee Information with Data Mapping Data Mapping Overview 7
Data Mapping Overview

In Dayforce, each employee at an organization has what is known as an HR Record. This record
contains all personal and work-related information for the employee, including:
• Personal information such as address, contact info, date of birth, etc.
• Work-related information like start date, work assignment, rates and hours, etc.
• HR information such as policies applied to the employee, like the punch policy or holiday
group
• Payroll information like payroll elections, tax definitions, garnishments, etc.
This information is indicated on an employee’s HR record using the provided lists of elements. Each
of these elements is available for every employee at your organization, but the rules applied using
the elements may differ for each employee. For example, the Base Rate element, used to enter an
employee’s rate of pay, is available in the HR record for every Hourly employee but the actual rate
value entered differs for each employee according to his or her rate of pay.
Even a very small change to the HR record has the potential to change information across the
application since the HR record serves as the basis for employee information within all modules.
For example, a change to an Hourly Employee’s Base Rate value might be applied when you
calculate an employee’s time-driven pay in the WFM module, record a quick entry in the Payroll
module, or elect benefits in the Benefits module.

8 Data Mapping Overview Updating Employee Information with Data Mapping
Because HR record information impacts a lot of activities within Dayforce, it’s very important to
maintain this information regularly. Whenever changes are made to employee HR records, such as
when an employee is hired or when an employee’s work assignment changes, it’s important to
ensure that all elements reflected on the employee’s HR record are still accurate. For example, if an
employee’s Pay Class is changed from Part-Time to Full-Time, that change may also mean the
employee’s Pay Policy or Payroll Policy needs to be updated. Additionally, when changes are made
to the rules, groups, and policies themselves, HR professionals need to ensure that these changes
are accurately reflected across all employee records.
As you can imagine, manually updating all the fields on an employee’s record would be a tedious
process. Data Mapping Rules can be used to automatically assign values such as policies or
classifications to the HR records of employees who qualify for them. When an HR Record is
updated each Data Mapping Rule looks at an employee’s new HR record data and determines
which additional values should be assigned. Managers and HR professionals can rest assured that
the appropriate information is added to or updated within HR records without having to manually
make these changes themselves.
Data Mapping in Action

Path: People > Forms > Available Forms > Professional > Position and Compensation Change
The easiest way to illustrate how Data Mapping Rules work is to test one, such as in the example
below.
Abby Anderson currently works as a Shipper-Receiver at XYZ Company’s Distribution location in

Princeton, NJ. The company has promoted some of the Princeton employees to the new retail
division at the New York location. Abby has accepted this offer and is starting a new position as a
Shipper-Receiver at the New York retail location.

Right now, the Work Assignment in Abby’s HR record reflects her current position (Warehouse
Shipper-Receiver) and location (Princeton Warehouse). Her Employment Status also reflect this
work assignment.
Use the Position and Compensation Change form to record Abby’s new work assignment.

Abby’s new work assignment (Warehouse Shipper-Receiver in the New York Warehouse
department) is added, and the change is effective as of this upcoming Monday. Click Submit to
submit this form and update her record.
Once the form has been processed, Abby’s new work assignment is indicated in her HR record. To
view the change to her record, locate the change within the History. However, another change has
also occurred – Abby’s Pay Policy has changed from USA-NJ-HNE to USA-NY-HNE.
There was no change made to her Pay Policy on the Position and Compensation Change form, so
why was the pay policy updated? The answer lies in the Data Mapping Rule configuration.
Before Promotion After Promotion

Primary Location Pay Policy Rule – NY

Path: HR Admin > Employee Data Mapping Rules
Pay Policies assign Rules and Qualifiers to employees’ time and pay information. These Policies
ensure that an employee’s time-driven earnings are compliant with regulations in their own
jurisdiction, such as overtime and premium pay rules. XYZ Company has created a separate Pay
Policy for Hourly (Non-Exempt) employees in each state. It wants to ensure that the state-specific
Pay Policy assignment is consistent with the site location for each employee’s Primary Location (as
defined in his or her work assignment).
XYZ Company has configured a Data Mapping Rule called Primary Location Pay Policy Rule – NY to
ensure this consistency for employees working at the New York retail location. Whenever an
employee’s work assignment lists the New York retail location as an employee’s primary location,
the USA-NY-HNE Pay Policy is automatically applied to his or her HR record. This rule was activated
when Abby’s primary work assignment was changed to the New York retail location.
The above screenshot illustrates what the Primary Location Pay Policy Rule – NY looks like in
Dayforce. All configured Data Mapping Rules for your organization appear in the left side panel.
The details of the Rules appear to the right once it is selected, including any Mapping Values for
the Rule.
To view any qualifiers that may be configured for a Data Mapping Rule, expand the Rule and then
click Qualifiers. There, you’ll see any Qualifiers and any Employee Exceptions listed.

After configuring any Rule, you’ll want to be sure to select the Active checkbox in the General
section to publish it for use.
This section discusses HR record elements such as Pay Policies, Punch Policies, and Entitlement
Policies. These are applied to the HR record in order for other modules to function properly. We’ll
be referencing these elements throughout this section to provide realistic examples of employee
data mapping. A brief explanation of new elements will be provided as part of the examples, but
you don’t need to worry about how these elements are configured.
Activity: Submit a Form to Trigger a Data Mapping Rule

Time: 5 minutes
Login: systemadmin
Abby Anderson currently works as a Warehouse Shipper-Receiver at the Princeton, New Jersey site.
She has opted to transfer to the New York retail site to work as a Shipper-Receiver, effective
Monday of next week. Submit the Position and Compensation Change form for Abby to update her
work assignment. Review her HR record afterward to ensure that the data mapping rule has been
applied.
Details:
• The new work assignment is effective as of next Monday
• The new work assignment is a promotion
• The new location she will work in is New York Warehouse
• Abby’s title should remain Warehouse Shipper-Receiver
Solution:
Complete the Position and Compensation Change form for Abby:
Path: People > [Load Abby Anderson] > Forms
1. Click the Job Assignment and Compensation Change form.
2. For the Effective Date, select As Of.
3. Enter next Monday’s date as the Effective Start date for the new work assignment.
4. From the Location list, click New York Warehouse.

5. From the Reason list, click Promotion.
6. Verify the Position Title is set to Warehouse Shipper-Receiver.
7. Click Submit.

Review Abby’s HR record:

Path: People > [Load Abby Anderson] > Employment > Employment, Compensation and Policy
Settings
8. For the record that is dated Effective From 1/1/2014, in the Employment Status section,
review Abby’s Pay Policy.
9. Click the record for the change to Abby’s record that is effective as of next Monday.
10. Review Abby’s HR record and ensure that the change to the Pay Policy to USA-NY-HNE has
been applied.
How Data Mapping Rules Work

Now that you have seen how a Data Mapping Rule is applied, it’s important to understand what
makes these rules work.
There are two essential components of a Data Mapping Rule:
• Qualifiers – Determine which employee(s) are considered eligible for the rule based on the
information in his or her HR record
• Mapping Values – Determine which elements are modified on the eligible employee’s HR
record
In addition, you can also assign Employee Exceptions to a Data Mapping Rule. Employee Exceptions
are discussed later in the course.
Whenever a change is made to an employee’s HR record, the data mapping process is triggered
within Dayforce:
1. Dayforce systematically checks the information on the employee’s HR record against the
Qualifier(s) for each of the configured Data Mapping Rules.
2. When the information on an employee’s HR record satisfies the Qualifiers for a Rule,
Dayforce applies the Mapping Values associated with the Rule.
• No Mapping Values are applied if the Qualifiers are not satisfied.
3. Once Dayforce has checked every Qualifier against the employee’s HR record and applied
all necessary Mapping Values, the data mapping process is finished.
When the Overwrite Existing Data checkbox is selected for a Data Mapping Rule, the application
will overwrite the employee data users provide, or the values specified in an HR import, with the
values specified in the Mappings section of the rule for any eligible employee.
In order for the Data Mapping Rules to update the correct information, it’s important that both the
Qualifiers and the Mapping Values for each Rule are accurate. Let’s take a closer look at both
Qualifiers and Mapping Values to learn how they are set up in Dayforce. We’ll consider these
components by taking another look at the Primary Location Pay Policy Rule – NY that updated the
Pay Policy field in Abby’s HR record.

Qualifiers
Qualifiers determine which employees at your organization are eligible for a Data Mapping Rule.
Qualifiers operate in a binary fashion, meaning that there are only two outcomes to a Qualifier –
Yes (TRUE) or No (FALSE). Once the data mapping process is triggered, Dayforce checks each
existing Data Mapping Rule against the information found in the employee’s HR record to
determine whether the information satisfies the Qualifier.
If the information does satisfy the Qualifier, it is determined to be TRUE. If the employee’s HR
record information does not satisfy the Qualifier, it is determined to be FALSE.
The Primary Location Pay Policy Rule – NY used to make the change to Abby’s record has one
Qualifier. If the Primary Location (the location associated with the employee’s primary work
assignment) is the New York site, the employee is eligible for the Mapping(s). Some rules have
more than one Qualifier – mapping rules with multiple Qualifiers are discussed later in the course.
After Abby’s record is updated, her primary location is New York. As a result, the Primary Location
Qualifier outcome is TRUE for her. If an employee’s primary location were at another location, such
as Princeton or Minneapolis, the Qualifier outcome is considered FALSE.
Qualifiers in Dayforce
The Qualifier details allow you to define one or more qualifier values that the employee must have
to be eligible for a rule.

There are two fields shown for each Qualifier:

• Mapping Object – This determines what element of an employee’s HR record is considered
when determining employee eligibility for a rule.
• ShortName-XRefCode – This determines what value must be displayed for the Mapping
Object in order for an employee to qualify. For some Mapping Objects, the values available
will be XRefCodes while for others the values available are names (sometimes known as
ShortNames).
The above screenshot shows the Qualifier configuration for the Primary Location Pay Policy Rule –
NY. The Primary Location is selected as the Mapping Object, and the New York location is selected
as the ShortName-XRefCode value. This indicates that the Qualifier is looking for the Primary
Location element on the employee’s HR record, and if the value entered within this element
matches the ShortName-XRefCode value of New York, the employee satisfies the Qualifier.
Mapping Values
If an employee satisfies the Qualifier(s) for a rule, Mapping Values determine what changes are
made to the employee’s HR record as a result.
We now know that Abby qualified for the Primary Location Pay Policy Rule – NY. Therefore,
Mapping Values are applied to her HR record. In this case, there is only one Mapping Value which
indicates that all qualified employees should be assigned the USA-HY-HNE Pay Policy.

Mapping Values in Dayforce

The Mapping Values section of the Employee Data Mapping Rules screen is used to determine
which values the Rule should assign to qualified employees.
There are two fields shown for each Qualifier:

• Mapping Object – This determines the element of an employee’s HR record where a new
value will be applied
• ShortName-XRefCode – This determines what new value will be applied to the selected
Mapping Object field. For some Mapping Objects, the values available will be XRefCodes
while for others the values available are names (sometimes known as ShortNames).
Here, the Pay Policy is set as the Mapping Object, indicating that the Mapping looks for the Pay
Policy element on the employee’s HR record. The ShortName-XRefCode value is set to USA-NY-
HNE, indicating that the USA-HY-HNE Pay Policy should be assigned.
If an Employee Property that you’ve created is selected as the Mapping Option, the Value will
become a third field that becomes available so you can enter override values for the property.
Note that the Value field refers to a specific type of information and does not refer to any of the
ShortName-XRefCode values discussed in this session.
Using Data Mapping Rules

Data Mapping Rules are triggered when any of the following changes are made to an employee’s
HR record:
• Information on the HR record is manually updated
• Hiring a new employee using a New Hire Form
• Employees are added or updated using an HR Import
This section discusses how these changes trigger Data Mapping Rules in detail.

Update the Employee HR Record

Path: People > [Load Employee] > Work > Work Assignments
Managers and administrators at your organization can make changes to the information on an
employee’s HR record. The Data Mapping Rules configured for your organization are triggered
when the HR record is saved with the new information.
The HR record changes may be entered using one of two methods:
• Submitting a form to update information
• Updating the fields on the HR record directly
You already saw how forms can be used to update employee information when you submitted the
Position and Compensation Change form. However, the same position change can be made on an
employee’s HR record if your role assignment allows the proper access.
Cathy Jenner is another Shipper-Receiver at the Princeton distribution location who was promoted
to the New York retail location. Instead of submitting the Position Change form, an HR
administrator adds the new work assignment directly in her HR record.
When the new Work Assignment is saved, an Data Mapping Triggered notification appears to let
you know that her Pay Policy has been updated. Click OK to close the notification.

An Informational message will appear to indicate Cathy’s taxes have been updated as well. Click OK
to close that message.
Review Cathy’s HR record to ensure that the Data Mapping Rule has been applied.
Normally, a change applied within the work assignment history does not populate to the
Employment Status section of the HR record. However, because the work assignment change also
triggered a change to status information, a new historical record appears within Employment >
Employment, Compensation and Policy Settings > Employment Status.
Edit Feature
Depending on your role configuration, you or others at your organization may have access to Edit
multiple HR records in the People feature.
This tool is used to make an update to a group of employees’ HR records at one time. You can
either Edit All Filtered Results or Edit Selected records.

For example, if a new Pay Policy was to be assigned to all part-time employees at the Atlanta site,
you could make this change to all affected employee records at once using the Edit Feature.
It is very important to note that changes made to employee HR records with the Edit feature do not
trigger Data Mapping Rules. This is to prevent confusion, as editing a single field for a group of
employees could trigger very different Data Mapping Rules for each employee based on the other
data in his or her HR record. If you do want Data Mapping Rules to be applied, you should update
employee HR records individually, either within the record itself or by using a form.
Activity: Update the HR Record and Trigger Data Mapping Rules

Time: 5 minutes
Login: systemadmin
Cathy Jenner is another Shipper-Receiver out of the Princeton location that got promoted to go
work at the New York Retail location as an Administration Shipper-Receiver. Update Cathy Jenner’s
work assignment directly in her HR record, effective Monday of next week. Once you update her
record, confirm the change to a new Pay Policy occurs.
Details:
• Cathy’s new position is Administration Shipper-Receiver
• Cathy’s new location is New York Administration
• Her new work assignment takes effect on next Monday
• The work assignment is a promotion
Solution:
Add a new work assignment for Cathy Jenner:
Path: People > [Load Cathy Jenner] > Work > Work Assignments
1. Click Add.
2. From the Job Assignment list, click Warehouse Shipper-Receiver.
3. From the Location list, click New York Warehouse.
4. Click the Primary checkbox.
5. In the Effective From field, enter next Monday’s date.
6. From the Reason list, click Promotion.
7. Click Save.
8. Review the Data Mapping Triggered window and click OK.

9. Click OK to close the Informational window.

Review Cathy’s HR record:

Path: People > [Load Cathy Jenner] > Employment > Employment, Compensation and Policy
Settings > Employment Status
1. Click the record that is was Effective From 1/1/2014.
2. Review Cathy’s Pay Policy (USA-NJ-HNE).
3. Click the record that is effective next Monday.
4. Review Cathy’s record to ensure that the USA-NY-HNE Pay Policy has been applied.
Hire a New Employee

Path: People > Action > Hiring > New Hire
New employees are typically added to Dayforce by hiring managers or HR administrators using the
New Hire form found in the Action list in the People feature.
Once the New Hire form is completed, it will create an HR record for the new employee. Some of
the fields found on this form are mandatory and must be completed in order for the employee’s HR

record to be created. These mandatory fields correspond with key HR record elements and
essential personal information for the employee.
Data Mapping Rules are triggered once the New Hire form is submitted. Dayforce checks the
existing Data Mapping Rules against the employee’s new HR record information and applies any
Mappings for which he or she qualifies.
If your organization has purchased the Recruiting module, the New Hire form is not available in the
People feature. Instead, a New Hire form pre-populated with personal information from the
employee’s job application is displayed when you hire a candidate using the Recruiting module.
Once this form is submitted, an HR record is created in the same manner as with the New Hire form
in People, and Data Mapping Rules are also triggered based on this information.
The HR Import
Path: System Admin > HR Import
HR Imports are used to add or update many employees in the system at once. This commonly
happens when Dayforce is not the HR system of record, during implementation, or during times of
expansion for an organization.
HR Imports can be configured with Data Mapping Rules in the application, that will define what
assignments are automatically made during the import.

22 Simple Data Mapping Rules Updating Employee Information with Data Mapping
Simple Data Mapping Rules

So far, you have only looked at applying an existing Data Mapping Rule that has been configured
for XYZ Company. Now it’s time to try setting up some new Data Mapping Rules of your own.
This section discusses how to add new Data Mapping Rules to your organization. The examples
provided are simple rules that will help you become comfortable with setting up and using data
mapping functionality.
One Qualifier, One Mapping

The simplest Data Mapping Rule contains only one Qualifier and one Mapping. The Primary
Location Pay Policy Rule – NY is an example of such a rule.
XYZ Company now needs to configure a similar Primary Location Pay Policy Rule – MN to apply a
different Pay Policy to employees working at the Minneapolis store.
Employees qualify for a Data Mapping Rule if the Primary Location on their HR records is
Minneapolis. A Pay Policy Mapping is then applied to update the Pay Policy to USA-MN-HNE in the
HR records of qualified employees.

Updating Employee Information with Data Mapping Simple Data Mapping Rules 23
Click Add to add a new Data Mapping Rule to your organization. Enter a Name and Description for
the new rule. In this example the Primary Location Pay Policy Rule –MN is added.
Next, the appropriate Qualifier must be added to the Rule to determine which employees are
eligible. Expand the Rule and click to select the Qualifiers for that Rule. Click Add in the Qualifiers
section.
Select the appropriate Mapping Object from the list provided, narrowing your search results using
the search bar. For the Primary Location Pay Policy Rule – MN, Primary Location is set as the
Qualifier Mapping Object.
Add the required ShortName-XRefCode value to determine which value will register a ‘TRUE’
response for the Qualifier. The values available within the ShortName-XRefCode field depend on
the Mapping Object selected. You can narrow the results available in the ShortName-XRefCode
field using the search bar here as well.

For example, when the Primary Location Mapping Object is chosen, the ShortName-XRefCode list
displays all sites at your organization. The list values or data entry method change if you select a
different Mapping Object. For example, some Mapping Objects may require you to type a value for
the ShortName-XRefCode instead of selecting the ShortName-XRefCode value from the list.
Select the Minneapolis site for the ShortName-XRefCode.
Next, you will want to create the Mapping Values that are applied to the HR records of eligible
employees. Select the Rule in the left side panel and click Add in the Mapping Values section.

Select the required Mapping Object from the list provided. For the Primary Location Pay Policy Rule
– MN, Pay Policy is set as the Mapping Object as this is the field on the HR record that the rule will
update. Once a Mapping Object is selected, the options associated with the Mapping Object are
populated in the ShortName-XRefCode field. For the Pay Policy Mapping, select the USA-MN-HNE
Mapping from the ShortName-XRefCode list provided.
Finally, a Data Rule must be active in order for it to be checked against employee HR records when
Data Mapping Rules are triggered. Select the Active checkbox to activate the rule.
This is what the Primary Location Pay Policy Rule – MN looks like when it is configured. Click Save
when finished.
Activity: Add Primary Location Pay Policy Rule – MN

Time: 5 minutes
Login: systemadmin
XYZ Company would like to have a new data mapping rule set up for employees that work in the
Minneapolis location. Those employees should be mapped to the USA-MN-HNE Pay Policy.
Details:
• Name and Description of the new Data Mapping Rule: Primary Location Pay Policy Rule -
MN
• Qualifier for the rule is the Primary Location is Minneapolis
• Mapping for the rule is to the USA-MN-HNE Pay Policy
• The Primary Location Pay Policy – MN Data Mapping Rule should NOT overwrite existing
data
• The new rule should be Active

Solution:
Add the new Primary Location Pay Policy Rule for Minnesota:
1. Click Add.
2. In the Name and Description fields, type “Primary Location Pay Policy Rule – MN”.
3. Click the Active checkbox.
4. Click Save.
Add the Qualifiers:

5. Click to expand the Primary Location Pay Policy Rule – MN Rule.
6. Click Qualifiers.
7. From within the Qualifiers section, click Add.

8. From the Mapping Object list, click Primary Location.
9. From the ShortName-XRefCode list, click Minneapolis.
10. Click Save.
Add the Mappings:

11. From within the Mapping Values section, click Add.
12. From the Mapping Object list, click Pay Policy.
13. From the ShortName-XRefCode list, click USA-MN-HNE.
14. Click Save.
Multiple Qualifiers, Multiple Mappings

Many Data Mapping Rules contain multiple Qualifiers or Mapping Values at once. Multiple
Qualifiers help narrow down the pool of eligible employees to ensure that Mapping Values are only
applied to the employees that need them. Multiple Mapping Values are used to change more than
one element on qualified employees’ records simultaneously.

XYZ Company wants to ensure that full-time, hourly employees are assigned to the appropriate
Time Off Policy and have the correct Normal Weekly Hours entered in their HR records. The FT
Policy Rule is added to locate these employees and apply the correct policies.
Multiple Qualifiers
The FT Policy Rule must identify full-time, hourly employees within the organization. No one
Qualifier accurately captures the scope of this group, so multiple Qualifiers are used to locate the
eligible employees.
The first Qualifier for this rule searches for any employees whose Pay Type is set to Hourly (Non-
Exempt). Once it locates all employees with this Pay Type, it then further narrows down the group
by applying a second Qualifier – employees whose Pay Class is set to FT (full-time).
AND Condition for Multiple Qualifiers

When multiple Qualifiers are used, Dayforce tests them against employees’ HR records using an
AND condition.

Here, employees must have the appropriate Pay Type AND the appropriate Pay Class in their HR
records to qualify for this rule. Employees must satisfy all Qualifiers for a Data Mapping Rule to
apply. If an employee only meets the criteria for one of the two Qualifiers, the Data Mapping Rule
is not applied.
OR Condition for Multiple Qualifiers

Qualifiers are usually tested against HR records using the AND condition. But under specific
circumstances, Dayforce will switch and use an OR condition to apply the Qualifiers instead.
In the example above, this rule has two Qualifiers, but both Qualifiers are looking for a specific Pay
Class. An employee cannot have more than one Pay Class assigned at a time, so no employee at the
organization can fulfill the Qualifier requirements for this rule when it is applied with AND logic. To
prevent this conflicting Qualifier scenario, Dayforce automatically switches to an OR condition in
this circumstance. It checks to see whether an employee’s Pay Class is FT OR PT. If the employee
satisfies one of these Qualifiers, the Data Mapping Rules are applied. If the employee fails to satisfy
either of these Qualifiers, the Mappings are not applied.
Dayforce will switch to the OR condition when two or more of these Qualifiers for a single rule
share the same Mapping Object but different ShortName-XRefCode values.
OR logic is only used to differentiate between the Qualifiers with the same Mapping Object values.

In the above example, the Data Mapping Rule contains three Qualifiers. Two of these Qualifiers
share the same Mapping Object values (Pay Class) and the third checks for a different Mapping
Object (Pay Type). In this case, Dayforce switches to OR logic when checking for the Pay Class
Qualifiers, but still uses AND logic when applying the third (Pay Type) Qualifier. So, in order to
qualify for this rule, an employee would require a Pay Class of FT OR PT, AND his or her Pay Type
must be Hourly (Non-Exempt).
Multiple Mappings
Let’s return to the FT Policy Rule example. Multiple Mappings have also been configured for this
rule. This results in an update to more than one element on the HR record.
Here, two fields are updated on the HR records of any employees who qualify for this rule:
• The Normal Weekly Hours value is updated to 40, indicating that these employees typically
work 40 hours per week
• The Time Off Policy is updated to FT-Default

Keep in mind that when multiple Mapping Values are configured, all of the Mapping Values are
applied to qualified employees’ records. If you would like only one of the two Mapping Values
applied to some of the qualified employees’ records, separate rules must be configured.
Setting up a Rule with multiple Qualifiers and Mapping Values follows the same process as adding a
Rule with only one of each component.
Add the new FT Policy Rule. Next, you’ll want to Add the first Qualifier to your Rule, ensuring that
the appropriate Mapping Object (Pay Type in this example) and ShortName-XRefCode (Hourly
(Non-Exempt) in this example) are indicated.
Add the second Qualifier. An additional row is added to the Qualifiers list. Indicate the second
Mapping Object (Pay Class) and ShortName-XRefCode (FT) for the second Qualifier.
Since these Qualifiers use different Mapping Objects, they are applied using AND conditions. When
AND logic is used, the order in which the Qualifiers are added and applied has no effect on
employee qualification. Employees must always meet all the Qualifier criteria in order for the
Mappings to be applied to them.
Next, you’ll want to add the Mapping Values to the Data Mapping Rule. First, click on the Rule to
which you wish to add the Mapping Value. Click Add in the Mapping Values section. Next, ensure
that the appropriate Mapping Object (Normal Weekly Hours) and ShortName-XRefCode (40 in this
example) are selected. To add a second Mapping Value, click Add once the first one is complete. An
additional row is added to the Mapping Values list. Indicate the second Mapping Object (Time Off
Policy) and ShortName-XRefCode (FT-Default).

Finally, conclude the rule configuration process by selecting the Active checkbox. Click Save when
finished.
Activity: Add FT Policy Rule

Time: 4 minutes
Login: systemadmin
XYZ Company wants to set up a new data mapping rule to ensure that full-time, hourly (non-
exempt) employees have their normal weekly hours set to 40 hours. They should also be assigned
to the FT Default Time Off Policy. Set up the new FT Policy Rule for XYZ Company.
Details:
• Name and Description for the new Data Mapping Rule: FT Policy Rule
• Use the following for the Qualifiers:
o Pay Type – Hourly Non-Exempt
o Pay Class - FT
• Use the following for the Mapping Values:
o Normal Weekly Hours - 40
o Time Off Policy – FT Default
• Do not select the Overwrite Existing Data checkbox for this rule
• This Data Mapping Rule should be Active

Solution:
Add the FT Policy Rule:
1. Click Add.
2. In the Name and Description fields, type “FT Policy Rule”.
4. Click Save.
Add Qualifiers:
5. Click to expand the FT Policy Rule.
8. From the Mapping Object list, click Pay Type.
9. From the ShortName-XRefCode list, click Hourly (Non-Exempt).

11. From the Mapping Object list, click Pay Class.
12. From the ShortName-XrefCode list, click FT.
13. Click Save.
Add Mappings:
14. Click the FT Policy Rule in the left side panel.
16. From the Mapping Object list, click Normal Weekly Hours.
17. In the ShortName-XrefCode field, type “40.”

19. From the Mapping Object list, click Time Off Policy.
20. From the ShortName-XrefCode list, click FT-Default.
21. Click Save.

Updating Employee Information with Data Mapping Complex Data Mapping Rules 33
Complex Data Mapping Rules

Now that you are familiar with the function and setup of Data Mapping Rules, it’s time to consider
more complex examples. This section discusses how rules can cascade and how to set up rules with
exceptions.
Cascading Rules
Once your organization has configured a few Data Mapping Rules, you may begin to see examples
where an employee qualifies for one rule based on the information in his or her HR record, and
when the resulting mappings are applied to this record, the employee then qualifies for a second
rule. This scenario is known as cascading rules.
In the previous exercise you configured the FT Policy Rule. There were two Qualifiers for this rule:
• Pay Type must be Hourly (Non-Exempt)
• Pay Class must be FT

34 Complex Data Mapping Rules Updating Employee Information with Data Mapping
Employees who qualify for this rule will have the following Mapping Values applied to their HR
record:
• Normal Weekly Hours are updated to 40 hours per week
• Time Off Policy is updated to the FT-Default Policy
Now XYZ Company is adding another Data Mapping Rule that is influenced by the FT Policy Rule.
The NY Entitlement Policy Rule applies an entitlement policy, which determines how employees
earn vacation and overtime, to full-time employees who work at the New York retail location.
This rule has two Qualifiers:
• Time Off Policy must be FT-Default
• Primary Location must be New York
When employees qualify for this rule, the Entitlement Policy field on their HR records is updated to
USA-NY.
Rebecca is a new employee who is starting work at the New York retail location. When she is hired
and her HR record is created, Dayforce detects that she is eligible for the FT Policy Rule. Once the
mappings for this Rule are applied to her HR record, her new Time Off Policy combined with her
existing primary location (New York) makes her eligible for the NY Entitlement Policy Rule. The
associated Entitlement Policy Mapping is then applied. However, if she doesn’t satisfy the
Qualifiers for the first rule here, she also won’t satisfy the Qualifiers for the second unless the FT-
Default Time Off Policy is applied to her HR record in some other way (by another rule or manually
by an administrator).
The first Rule in this example, the FT Policy Rule, is already configured. The NY Entitlement Policy
Rule must be added in order to set up the cascading scenario.
Click Add to create the new Rule and enter the appropriate Name and Description.

Add the two Qualifiers to the new Rule.
• For the first Qualifier, select Time Off Policy for the Mapping Object and FT-Default for the
ShortName-XRefCode.
• For the second Qualifier, select Primary Location for the Mapping Object and New York for
the ShortName-XRefCode.
Then, Add the new Mapping Values to this Rule. Click Entitlement Policy in the Mapping Object
list and click USA-NY in the ShortName-XRefCode list. Finally, ensure that the Active checkbox is
selected for the new Rule. Click Save when finished.
Now that both of these Rules have been configured, the cascading Rules will take effect once a
scenario like Rebecca’s occurs.
In this scenario, you have knowingly created a cascading rule scenario to assign required elements
to employees under specific conditions. However, once you begin to create many Data Mapping
Rules you may find that unwanted cascading rule scenarios also arise. Ensure that you review all
Data Mapping Rules carefully to avoid any conflicts, and it is recommended that you test the
behavior of new Data Mapping Rules in different scenarios in a test environment prior to adding
them your live environment in order to prevent accidental cascades.
Activity: Add NY Entitlement Policy Rule to Create Cascading Rules

Time: 3 minutes
Login: systemadmin
XYZ Company needs to set up a new Data Mapping Rule to ensure that employees who have the
FT-Default Time Off Policy and the New York Primary Location specified on their HR records are
also assigned the USA-NY Entitlement Policy.
Once configured, this rule will create a cascade with the FT Policy Rule.

Details:
• Name and Description for the new Data Mapping Rule: NY Entitlement Policy Rule
• Use the following for the Qualifiers:
o Time Off Policy – FT Default
o Primary Location – New York
• Use the following for the Mapping Values:
o Entitlement Policy – USA - NY
• This Data Mapping Rule should be Active
Solution:
Add NY Entitlement Policy Rule:
1. Click Add.
2. In the Name and Description fields, type “NY Entitlement Policy Rule”.
4. Click Save.
Add the Qualifiers:

5. Click to expand the NY Entitlement Policy Rule.
8. From the Mapping Object list, click Time Off Policy.
9. From the ShortName-XRefCode list, click FT-Default.

11. From the Mapping Object list, click Primary Location.
12. From the ShortName-XRefCode list, click New York.
13. Click Save.
Add the Mappings:

14. Click the NY Entitlement Policy Rule in the left side panel.
15. Within the Mapping Values section, click Add.
16. From the Mapping Object list, click Entitlement Policy.
17. From the ShortName-XRefCode list, click USA-NY.
18. Click Save.

Employee Exceptions
There is a third, optional component that can also be added to your Data Mapping Rules. Employee
Exceptions are used to exclude specific employees from a Data Mapping Rule that would otherwise
qualify.
For example, XYZ Company wants to configure a Data Mapping Rule to help with hiring new
managers for the new Retail locations. The Manager job at XYZ Company is configured as a generic
job that can be used across multiple departments. Managers can be found working in the
distribution, retail, and head office divisions of the company. However, the actual duties performed
by someone with a manager job in each division differ greatly.
Managers in the distribution and retail divisions of the organization are responsible for overseeing
all front-line employees at their assigned site. They must use WFM features in Dayforce to schedule
employees, approve requests, and manage timesheets. They need to have the Manager with WFM
role assigned to them to do this, and also need to have management authority and visibility for
their location applied to their HR records.
Managers at the head office, however, are more focused on business activities and manage only a
small team of directly assigned employees. They do not need to use WFM features. Therefore, they
should not have the Manager with WFM role assigned and they do not need management visibility
for a particular location.
You can configure a Data Mapping Rule with an exception that applies the Manager with WFM role
and management visibility to all managers at your organization except for the managers who work
at the head office.

The Qualifier for this rule determines whether an employee holds the Manager job. Dayforce
checks an employee’s HR record to determine whether he or she has been assigned the Manager
job. If this job is found, the appropriate role and visibility Mappings for WFM are applied to his or
her record.
Abigail and Nathan, the two managers who hold positions at the head office, should not have this
assignment despite that they do qualify for the rule based on the Manager job assigned in their HR
records. They can be added as exceptions to this rule to ensure that they do not receive the WFM
Mappings.
When an exception is configured, Dayforce performs a second check to ensure that the qualified
employee is not on the exception list. If he or she is listed as an exception, the mappings are not
applied. If he or she is not listed as an exception, the appropriate mappings are applied as usual.
The Employee Exception list can only be used to exclude specific employees from a Data Mapping
Rule. You cannot add an exception for an entire group of people, such as a Pay Group or Location.
Instead, each member of the group must be added to the Employee Exception list individually. In
addition, you should remember to maintain the Employee Exception lists for your Data Mapping
Rules.
For example, if XYZ Company added a third manager position at a head office location, this
manager should also be added to the Employee Exception list for this Rule prior to when his or her
HR record is added to Dayforce.
Adding a Rule with Employee Exceptions follows the same process used to add any other Data
Mapping Rule.
Add the new rule and enter the appropriate Name and Description.
Add the following Mapping Values:
• For the first Mapping Value, click Role in the Mapping Object list and Manager with WFM
– MANAGER_WITH_WFM in the ShortName-XRefCode list.
• For the second Mapping Value, click User Org Visibility in the Mapping Object list and
Employee Assigned Site – Assigned Site in the ShortName-XRefCode list.

Next, expand the Manager Role and Visibility Rule and click Qualifiers. Click Add in the Qualifiers
section. Then click Job in the Mapping Object list, and Manager in the ShortName-XRefCode list.
Finally, you’ll want to add the necessary Employee Exceptions to the rule. Click the Employee
Exceptions list to add a new exception.
The Choose Employees list displays all employees at your organization. Use the search field to
locate a specific employee. Click an employee’s name to add him or her to the Employee
Exceptions list.
The selected employee’s name is populated within the Employee Exceptions field.
Once all exceptions have been added, ensure that the Active checkbox is selected for the new rule.
Click Save when finished.

Regular review of the Data Mapping Rules is critical to ensure that any Employee Exceptions
added to Rules remain valid.
Activity: Add Manager Role and Visibility Rule

Time: 4 minutes
Login: systemadmin
XYZ Company needs a new data mapping rule to ensure managers are assigned visibility to the site
they are assigned to, as well as a Manager with WFM role so that they can approve their
employees’ timesheets.
There should be two exceptions to this rule, however. Abigail To and Nathan Tsai are both
managers at the company’s Head Office location and should be excluded from this rule, as they
don’t require the visibility to any site.
Details:
• Name and Description of the new Data Mapping Rule: Manager Role and Visibility Rule
• Use the following for the Qualifier:
o Job - Manager
• Use the following for the Mappings:
o Role – Manager with WFM – MANAGER_WITH_WFM
o User Org Visibility and Management – Employee Assigned Site – Assigned Site
• Two Exceptions should be added to the Rule:
o Abigail To
o Nathan Tsai
• This new Data Mapping Rule should be Active
Solution:
Add Manager Role and Visibility Rule:
1. Click Add.
2. In the Name and Description fields, type “Manager Role and Visibility Rule”.
4. Click Save.
Add the Qualifiers:

5. Click to expand the Manager Role and Visibility Rule.
8. From the Mapping Object list, click Job.

9. From the ShortName-XRefCode list, click Manager.
Add the Exceptions:

11. From within the Employee Exceptions section, click the Choose Employees list.
12. From the Choose Employees list, click Abigail To.
13. From the Choose Employees list, click Nathan Tsai.
Abigail To and Nathan Tsai should now appear in the Employee Exceptions section.
14. Click Save.
Add the Mappings:

16. From the Mapping Object list, click Role.
17. From the ShortName-XRefCode list, click Manager with WFM – MANAGER_WITH_WFM.

19. From the Mapping Object list, click User Org Visibility and Management.
20. From the ShortName-XRefCode list, click Employee Assigned Site – Assigned Site.
21. Click Save.

42 Common Data Mapping Errors and Best Practices Updating Employee Information with Data Mapping
Common Data Mapping Errors and Best Practices

Each organization is unique, and the Data Mapping Rules applied within your own Dayforce
environment must be configured to suit your needs. As more Rules are added, and as Rules
become more complex, you may find that problems arise with the data mappings in use at your
organization. This section discusses some of the most common errors that occur during data
mapping configuration and how to identify them. It also discusses best practices that can be
applied to prevent these issues from occurring and how to solve them when they do.
The following errors and issues are discussed in this section:
• Incorrect rule application
• Conflicting rules
• Accidental cascading rules
In addition to troubleshooting problems during the initial configuration of your Data Mapping
Rules, you must also maintain your Data Mapping Rules over time to ensure that they continue to
work appropriately. Maintenance tasks associated with Data Mapping Rules are discussed at the
end of this section.
Incorrect Rule Application

If Qualifiers and Exceptions are not configured correctly, one of two problems might occur:
• Mappings are not applied to employees when they should be applied
• Mappings are applied to employees when they should not be applied
Though these problems seem simple to understand, the solutions required to fix them can quickly
become complex. Each Data Mapping Rule is different, and the specific reasons why rules are
applied incorrectly may vary. However, the following rule of thumb can be used to troubleshoot
Data Mapping Rules:
Scenario Likely Issues

1. Mappings are not applied to employees Qualifiers are too specific; too many
when they should be applied exceptions have been added
2. Mappings are applied to employees Qualifiers are too broad; exceptions have
when they should not be applied been omitted
The examples below illustrate how Data Mapping Rules may be inappropriately applied and how to
these problems can be corrected.

Updating Employee Information with Data Mapping Common Data Mapping Errors and Best Practices 43
Scenario 1: Too Broad

XYZ Company wants to apply a specific Schedule Rule Policy to all of its full-time employees that
work at the New York retail location. However, the current Data Mapping Rule used to facilitate
this is applying the USA-NY-FT Schedule Rule Policy to employees outside of this location. This is a
problem because the USA-NY-FT policy is specifically configured to comply with employment
legislation in New York but may not comply with rules in other states.
This error is occurring because the Qualifier for this Data Mapping Rule is too broad and does not
accurately capture the group of employees that should be eligible for this policy. There is currently
only one Qualifier configured – if an employee’s Pay Class is FT, he or she satisfies the Qualifier and
the USA-NY-FT Schedule Rule Policy is applied.
Because there isn’t another Qualifier to specify that this mapping should only be applied to full-
time employees working in New York, the mapping is being applied to anyone with the FT Pay Class
at the organization, regardless of jurisdiction. The Qualifier for this Rule is not specific enough.
To correct this issue, another Qualifier is added to the Data Mapping Rule. Since these Qualifiers
have different Mapping Objects, they are applied using the AND condition. Employees must have
the FT Pay Class assignment AND work at the New York location in order for this Mapping to be
applied.

Scenario 2: Too Narrow

XYZ Company wants to ensure that employees are added to the Holiday Group that corresponds
with their state or province. Holiday groups add the correct holidays to an employee’s schedule,
and also ensure that an employee receives the appropriate pay premiums if they do work on the
holidays.
XYZ Company has set up a Data Mapping Rule that applies the appropriate Holiday Group, USA-NY-
HOL, to any employees whose Primary Location is the New York retail store. Though this does
apply the appropriate holiday group to the New York retail employees, it hasn’t applied the holiday
group to all employees who need it. XYZ Company’s USA Head Office location is also in New York,
and this Rule excludes all the head office employees from the holiday group assignment. The
current Qualifier is too narrow and does not capture all of the employees that it should.
To correct this issue, the Qualifier for the Data Mapping Rule needs to be changed
The Primary Location Qualifier looks for any employees who primarily work at the location named
New York, which is excluding the USA Head Office employees. The Location State Qualifier,
however, checks the physical address associated with an employee’s primary location for an
address in New York State. Employees at the head office would not satisfy the Primary Location =

New York Qualifier but will qualify for the Location State = New York Qualifier because the physical
address of the USA Head Office is in New York.
Any employees whose Location State is New York are now eligible for this Mapping, which assigns
the USA-NY-HOL Holiday Group to their HR records.
Solutions and Best Practices

Incorrect Rule Application
• Consider the function and application of each Data Mapping Rule before it is configured
o Do the Qualifiers include all employees that should be eligible for this rule?
o Do the Qualifiers include any employees that should not be eligible for this rule?
• Consider all current and future data mapping scenarios – will this rule continue to include
the appropriate employees if organizational changes (new positions, new departments)
occur?
• Consider solutions to incorrect application of Data Mapping Rules
o Can broad rules be broken down into multiple rules? Can Qualifiers be added to
make rules more specific?
o Can very specific Data Mapping Rules be modified or replaced to capture a wider
group of eligible employees?
Conflicting Rules
Because organizations configure many Data Mapping Rules, scenarios can arise where some
employees may qualify for two rules that both attempt to map the same value to a particular field
or element.

In this example, two rules have been configured that update an employee’s Normal Weekly Hours:
Rule 1 Rule 2
Qualifiers Qualifier
• Pay Type = Hourly (Non-Exempt) • Job = Driver
• Pay Class = FT
Mapping Values Mapping
• Normal Weekly Hours = 40 • Normal Weekly Hours = 35
• Time Off Policy = FT - Default
The first Rule indicates that any full-time, hourly employees should have their normal weekly hours
set at 40 hours per week. The second Rule indicates that any employees who work a position with
the Driver job should have their normal weekly hours set at 35 hours per week.
This causes a conflict because there are employees at XYZ Company who satisfy the Qualifier
criteria for both of these Rules. If a full-time, hourly driver’s HR record is added or modified, both of
these Rules try to apply different values to the same Normal Weekly Hours field.
When a conflict like this occurs, the order in which the Rules are listed determines the value that is
applied to a qualified employee’s HR record.

Dayforce reads and attempts to apply the list of Data Mapping Rules in top-to-bottom order.
Therefore, the Rule that is processed last will be applied last. In this conflicting Rule situation, the
FT Hourly EE to 40 hours per Week Rule is processed and applied first, meaning that the Normal
Weekly Hours value of 40 is first applied to the qualified employee’s HR record. The FT Drivers to
35 Hrs per Week Rule is processed second, which means that the Normal Weekly Hours value
applied by the FT Hourly EE to 40 Hrs per Week Rule is now overwritten by the FT Drivers to 35 Hrs
per Week Rule. The final Normal Weekly Hours value shown on the qualified employee’s HR record
is 35, as indicated by that second FT Drivers to 35 Hrs per Week Rule. If the intention was to apply
the Normal Weekly Hours value of 40 to this employee instead, this mistake might impact his or
her pay.
You can use the Move Up and Move Down icons to reorder the list of Data Mapping Rules and
change the order of processing. However, conflicting Rules are considered a poor practice in
general and should be avoided altogether. Be sure to review your Data Mapping Rules to check for
and correct instances where rule conflicts may occur.

Conflicting Rules
• Review and test all Data Mapping Rules carefully to avoid conflicts
• Consider all current and future data mapping scenarios – the conflict may not affect any
employees now, but might it become an issue in the future?
• Use exceptions or more complex Rules to accurately capture the qualified group

Accidental Cascading Rules

Though there are many occasions where cascading rules are beneficial to your data mapping setup,
scenarios may also arise where Data Mapping Rules cascade when they shouldn’t. When this
occurs, adding or updating an employee’s HR record may result in unwanted changes to his or her
information. So, when adding Data Mapping Rules before other rules, we must ensure the new rule
does not have an unintended effect regarding the Qualifiers in subsequent rules.
For example, consider the cascading Rules you configured earlier for XYZ Company.
When an employee qualifies for the first Rule shown, the Time Off Policy on his or her record is
updated to FT-Default. Because the FT-Default Time Off Policy is a Qualifier for the second Rule,
any employees who qualified for the first Rule and also works at the New York location will have
the USA-NY Entitlement Policy Mapping from the second Rule applied to their HR records. If XYZ
Company did not intend for this cascading Rule to occur, the resulting Mappings may incorrectly
assign some employees to the wrong entitlement policy.
Be very careful when considering cascading Rules at your organization. Thorough testing is required
to ensure that new Rules do not trigger incorrect cascading in any scenario. Furthermore, as more
Data Mapping Rules are configured, the likelihood of accidental cascading Rules increases.


Accidental Cascading Rules
• Conduct thorough testing each time a new Data Mapping Rule is added to ensure that no
unintentional cascades have occurred
• When intentionally configuring cascading rules, ensure that only the desired rules are
included
• Use exceptions or multiple rules to avoid a conflict
• Keep your Data Mapping Rules as simple as possible
Maintenance
As your organization grows and changes, the Data Mapping Rules used by your organization must
also be maintained to reflect current Qualifiers, Mappings, and Exceptions.
It is important to review Data Mapping Rules after making changes to any of the HR record
elements. Even a small modification to one policy may completely change your data mapping
requirements, and careful review is the best way to prevent these changes from resulting in HR
record errors. You should always review your Data Mapping Rules when the following
circumstances arise:
• A change is made to the organizational structure (departments, sites, other organizational
units are added, removed, or modified)
• New jobs or positions are added or removed
• Changes are made to HR Record key elements
• Changes are made to any of the policies, classifications, or properties that your
organization assigns to employee HR records
• You are planning to add a large number of employees at once using an HR Import (such as
during a merger or seasonal hiring process)

Contact Support
Most changes to Data Mapping Rules can be made independently. It is, however, strongly
encouraged that you thoroughly test the application of new rules in a variety of scenarios prior to
rolling them out in your live environment.
However, sometimes more complex issues arise that may be difficult to address independently.
You should contact Support for help with the following:
• Troubleshooting data mapping errors if you cannot determine the cause of the error
yourself
• Adding new Data Mapping Rules to an organization that already has many highly complex
rules configured
• Adding a large number of new employees to your organization or using an HR Import
• Drastically modifying your organization’s Data Mapping Rules from the existing
configuration
You are also encouraged to contact Support if you do not feel comfortable creating Data Mapping
Rules independently.

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Updating Employee Information

With Data Mapping

Written activity for the student to perform.

Instructor demonstrates a process.

Where to find more information on the subject.

Failure to heed the warning can lead to loss of data.

Solution to a computer-based or written activity.

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• Administering Employee HR Information – Discusses the information found within

Our Training Scenario

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Data Mapping Overview

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Data Mapping in Action

Abby Anderson currently works as a Shipper-Receiver at XYZ Company’s Distribution location in

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Before Promotion After Promotion

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Primary Location Pay Policy Rule – NY

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Activity: Submit a Form to Trigger a Data Mapping Rule

4. From the Location list, click New York Warehouse.

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Review Abby’s HR record:

How Data Mapping Rules Work

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There are two fields shown for each Qualifier:

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Mapping Values in Dayforce

There are two fields shown for each Qualifier:

Using Data Mapping Rules

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Update the Employee HR Record

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Activity: Update the HR Record and Trigger Data Mapping Rules

8. Review the Data Mapping Triggered window and click OK.

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Review Cathy’s HR record:

Hire a New Employee

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Simple Data Mapping Rules

One Qualifier, One Mapping

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Select the Minneapolis site for the ShortName-XRefCode.

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Activity: Add Primary Location Pay Policy Rule – MN

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Add the Qualifiers:

7. From within the Qualifiers section, click Add.

Add the Mappings:

Multiple Qualifiers, Multiple Mappings

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AND Condition for Multiple Qualifiers

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OR Condition for Multiple Qualifiers

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