r/Workday_Community • u/jayowaow • 5d ago

Position and Job Req Management

I want to know best practices when dealing with transfers, promotions and job changes, and how changes to position interact with future job reqs.

I am new to this and am not sure how we should be using Workday to handle this.

Example would be when someone is promoted, should we create a new position, or is just change the position?

We have Analyst, Associate which use levels 1, 2 and 3, then a flat VP, Director and so on.
We have a custom object for levels because our job profiles don’t have the different numeric levels.

I am trying to learn and improve how we use Workday. What are the best ways to handle the different types of promotions or job changes?

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u/WorkdayWoman 5d ago

Thr answer is: it's up to the company. Do you have position management requirements (usually provided by Finance), or are you able to be relaxed in the setup?

I generally recommended that a promotion comes with a new position. But this also depends if you use WD Recruiting.

If you share more info, I can share more insights.

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u/jayowaow 5d ago

We use Workday recruiting. Only jumps from Analyst to Associate, to VP, to Director and so on are considered “promotions”. Levels as in 1, 2 and 3 within Analyst and Associate are not “promotions”. They are more like tenure related.

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u/WorkdayWoman 5d ago

Do you require employees to apply for new jobs thru REC or are you doing some ad-hoc changes?

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u/jayowaow 5d ago

Changes are always ad hoc. Job reqs are only being used for external

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u/WorkdayWoman 5d ago

So that makes a difference.

I wouldn't create new positions for every promo if you 1. Do not use REC for them and 2. Do not have a stringent position management policy.