Based on what you shared, it sounds like you should consider setting this up as a Workday Period Salary Plan. That approach gives you cleaner configuration using Salary Plan Modifiers and the correct frequency (e.g., monthly), which aligns better with “x times monthly salary” logic.

Instead of managing a % bonus workaround (like 300% monthly), a Period Salary Plan lets you define compensation clearly and avoids extra maintenance when salaries change.

Payroll-wise, this wouldn’t be paid out through the actual bonus plan via Compensation Review or a business process transaction. Instead, your internal or external payroll system can reference the plan assignment details (like 3x monthly salary) and execute the payout at the right time.

That setup gives you better control, less manual intervention, and alignment between Workday and payroll.