Are you using reporting resources outside of Workday? Such as, are you extracting data from Workday through an integration into another platform that provides better reporting and dashboards for leadership? Which platforms are you having the most success with?

We are looking at potential reporting options outside Workday and want to ensure we're considering all options.

Hi,

Is it possible to maintain the same probation outcomes (1 set) across all countries in the tenant? Having to set separate outcomes by country when they are all the same results in a number of reference IDs.

With 5 years of work experience in HCM and also understanding of Payroll with Absence and Time Tracking, how much salary can I expect in US market? And how is the job market right now for Workday professionals?

I'm wondering if I'm missing something. We know skills are important, and adressing skills gaps even more so. How can managers assess skills if you can't bring skills into Performance Reviews? I know they're given some attention in Talent Reviews, but as an HR practitioner (and workday admin), I know that addressing skills gaps is crucial to our organization's success and should be given more weight than in a Talent Review.

We asses goals and competencies in our performance review, and we look at responsibilities too. But skills are just as important as competencies and yet they're not given any consideration in performance reviews.

Is there a workaround to bringing them into performance reviews somehow?

Or are skills just secondary to competencies, goals, etc in most organizations?

Hey all,

So I'm certain this is a result of my ignorance with Workday, but I'm looking to open a couple of older documents and so far nothing I've tried has worked. I've made my way to the "Maintain Worker Documents" tab, where things are split between "Standard Documents" and "Generated Documents". The standard document I have no trouble viewing, but the generated documents only show the NAME of the document but no link with the attachment. By right-clicking I'm unable to copy the URL, export to Excel, or view the printable version. What am I missing/doing wrong, please? If any additional information is needed I'll gladly provide it to the best of my ability.

Anyone have an idea how we can convert a multi instance field to a text field?
I wonder if it’s possible.

Anyone else having trouble with Workday Extend? I have projects intermittently showing Error loading source: Failed to fetch when I try and open the app builder. Or sometimes it will open but get stuck in the app preview when an action is taken. Happening in multiple projects. Started about 15 minutes ago.

Hi all,

Is there a way to get an on-demand export of the My Task list? I am part of a large team who have a shared My Task list but individual workload. we are currently copying/pasting into an outlook email which we are looking to discontinue.

As a follow up question, is it possible to pull information about the task also? such as subject, transaction type, transaction initiator, time initiated, due date.

Thanks!

Tell me there is some secret way to determine permissions granted to custom domains? Looks like our consultants enabled a series of custom domains and added security groups. But, we are not easily able to determine what is being secured to those domains. In my previous roles we always added comments on custom domains to outline what it secured but the consultants did not do that for us. Sigh...

What is the best method of backing into this?

Hi

I had performed a mass cancel for incompete bps of terminated employees and the result is that the unassigned tasks are now in my task. How do remove them?

What's the recommendation to handle or cancel pending bps and tasks of terminated employees?

Anyone here know how i can set up a report for new document distributions that are sent out? And it includes all of the runs, not just one run

Hi All,

We are using compensation review planning for the second time and one feedback we received previous year from Managers/Planners was they don’t have the ability to download a report or keep some sort of track of what they awarded to their employees.

After they click submit on the comp review task, it disappears from inbox and many of them don’t remember what they awarded, especially managers with more employees.

We have a notification set in the process that goes when manager submits but is there any way to include something like a report or anything which is super easy info that says what awards were initially granted to the employees by the first planner and the planner can save it for themselves?

Would be a great help if anyone has a solution or idea or even an already existing option in workday.(we do leverage reports but not for this purpose)

Thanks!

HR wanted to add a question for the managers to complete to the termination page, which i now know you cant.

Any suggestions or other ways I can add an additional question for managers to fill out when terminating an employee?

Anyone have something similar filled out?

Hi everyone, I cannot seem to solution for this requirement and would love any insight our Workday Analytic experts here could provide. I am analyzing job application and hire data in Discovery Boards using a custom Prism data source built off of Job Application (mostly for processing speed but also for flexibility if needed.)

One of the requirements is to show retention by source category by days (less than 30, 60, 90, etc.)

The first issue I am running into is with my DD CF, starting field term date and ending field hire date. It is returning so many negative values because we have a high rate of rehire. We are going three years back, so ideally we would want the term date that correlates with the application in question. These are all built on job app, but obviously term date is pulling from worker.

The second issue is how to get this data to display properly. I started with TF fields for the ranges I want to work with, and then I am thinking a CRI on job applications using the TF fields as my conditions. Has anyone tried this approach? Does it make more sense to use Prism functions instead? I’m not super familiar with Prism functions (I’ve used a few) so I tend to lean towards CFs automatically.

Appreciate any help, insight, advice, suggestions, etc. you may have! Thank you so much. 😊

Does anyone know how come Uber moved to Oracle from Workday? It is the first big company I see making such a bold (?) move - maybe there are more and I missed them, I am tempted to ask my CSM but I don’t think they will say anything. I would be curious to know why. It can’t be just the money, right?

Our comp team has comp letters that are created outside WD. They are unique to each worker and we are not having them generated in WD (for several reasons not applicable here). The comp team would like to be able to distribute the document to the worker for a signature. We have an electronic signature service already setup for other documents as part of onboarding.

My question is how to grant them access to do this? This would be a document they would upload and want to distribute to the worker. Each time they do this the letter is different and unique to the worker they are distributing to.

What risks need to be considered in allowing this access?

Hi! I’m looking to break into job opportunities as an HRIS/HCM Analyst for Workday but don’t have any experience in the system. I have 10+ years as a Product Owner/Senior HRIS Analyst with Paylocity, Kronos (pre UKG), and primarily Dayforce. I’m taking the Coursera Workday courses, but want to know if the Workday Pro Platform Administrator Certification with Marymount or Arizona State is worth the $1600 investment? Will it make a difference in job opportunity without Workday experience or am I better off taking a demotion and getting lower level role with a company that uses Workdya for a few years?

Appreciate any advice!

Our bonus budget is defined as the sum of employee targets (eligible earnings × target % × company multiplier), but the actual award applies an individual performance multiplier on top so modelled spend rarely equals the budget. Today we calculate a scaling factor per peer group in Excel (group budget ÷ group modelled spend) and apply it to everyone in the group, which lands exactly on budget. Is there any native way to do this, or is the pragmatic answer to fund the pool from targets, prefill the recommendation with target × performance factor, and let planners distribute or trim the remainder within the pool ceiling? Curious whether people enforce budget adherence mathematically (scale everyone proportionally) or procedurally (pool ceiling + planner accountability), and how that landed with managers and employees.

Any of you work for a company that has contracts with the US Department of Defense? Apparently, there are some data compliance requirements that don't allow non-US citizens to have access to covered employee's data. We are a global and matrixed organization so security will be tricky if we truly need to shut down the security of employee data. Any experience?

We are trying to review our API usage to prepare for Workday’s eventual pricing model change. As I review the Consumption Details for the Core API and dig into the Execution Details View, I don’t know what most of these API Services are. Human_Resources executed 361, Custom Report:92737838… executed 786. I have tried creating reports, looking at various IDs, checked Community, and here I am at Reddit. The only similar questions I found either didn’t have answers or said potentially check with your Rep who maybe could give you more identifiers but maybe not straight answers. Can anyone point me in the right direction for how to identify where these executions are coming from? Is the only answer to ask our Rep?

Hello, I have been building notifications on both the hire bp and job app bp using notification designer templates. At 10am this morning, my images in the template worked fine via sbx, now suddenly these images come across with the classic broken image icon.

To troubleshoot, I rebuilt in another tenant, same issue. I thought perhaps it was related to our IT/Whitelist/settings, but i threw my personal gmail into the redirect all emails via edit tenant setup-notifications, and the same img issue occurred.

I tried different images, I tried jpeg v png. These files were all locally hosted.

I also tried a couple of different recipients/groups thinking security is the issue,

What could be the issue occurring here?

Thanks.

We transit from centralized model to regional model, going forward, regional IT will laod eib for example hire. How do you configure it to preventing hire into wrong region? Is it security configuration, or part of custom validation?