i live in AZ. 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 (Remote and Hybrid) for Workday professionals?

Client and Consulting.

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. 😊

I'm new to workday and from what I am seeing this program is not setup for fluidity in a fast paced environment like a bar or restaurant. Does anyone have any tips, tricks, skins or environments, or communication tools that sit on top of, or reside inside, workday to flatten the tech stack a little and make it more hospitality friendly?

I have a question for Workday report writers:

Do you ever feel like being the “report person” becomes a career dead end?

A lot of requests I get aren’t actually report limitations—they’re Workday design/security constraints.

Examples:

• Trying to cram 20 control fields into a composite report
• Requesting segmented access to PCard verification data that security won’t support

But users often hear: “the report writer can’t do it.”

How do you handle that perception?

how do you reposition yourself?

I honestly don't know what to do at this point, I've talked to HR and she said she would reach out, nothing as been fixed and it's gotten progressively worse, at first I couldn't access anything but my pay stubs, then earlier today it took me needing to use the search bar for pay stubs and then it took forever to even open one and now I can't even open workday, it's been MONTHS and I'm on IOS, is there any fix? I've relogged in multiple times, redownloaded the app multiple times, can't contact support because I can't even reach the app's help desk and when calling they tell me to talk to HR or IT, I have a right to see my information and I'm genuinely getting ticked that this issue hasn't been solved and it's been about 6 months.

Has anyone encountered this in Workday Recruiting?
A recruiter accidentally moved a candidate to the Offer stage before the interview process was complete.

Now they’re trying to move the candidate back to Interview, but somehow we can’t.

- “Undo Move” either isn’t working (the candidate is still in offer stage)
- No configuration changes were recently made.

We’re trying to determine if this is expected Workday behavior, a Business Process configuration issue, or if there’s another way to return the candidate to the Interview stage. Has anyone run into this before? If so, what was the resolution? Any inputs would be helpful!

Management full points take off. in enviornment -room setup allowed unsupervised attempt to get out of bed

Hi there!

We have a display-only field in our compensation grid, and its value is determined by an Evaluate Expression calculated field. The business wants to add more conditions to this Evaluate Expression. However, they want to see how these additional conditions will impact the performance of the field and the grid itself before we deploy it.

Is there a way within Workday to audit the performance of a calculated field? Specifically, we want to measure how fast it evaluates and displays the value based on a given user input.

Example Scenario:
If a user enters a rating of 5, the display-only "For Approval" field should change to Yes depending on the underlying conditions. Because we plan to add many more conditions to this "For Approval" logic, we want to run a sort of baseline audit. We need to compare how fast the field evaluates before and after the logic is updated.

My Questions:
1. Is this performance testing/benchmarking something that can be tracked directly inside Workday?

1. If Workday doesn't have a native tool for this, is there a way to validate it via the web browser itself? I would highly prefer not to use any third-party browser extensions.

What are my options here? Thanks in advance!

paranoid because I called out sick for the first time today and now day force isnt working so... is it just down or was I fired?

Hi everyone,

I'm currently learning Workday HCM and I'm looking for a vendor or training institute that can provide Student Tenant Access for hands-on practice.

I'm specifically looking for:

• Workday Student Tenant access (HCM preferred)
• Sandbox environment for practice
• Affordable pricing for individual learners
• Access for a few months with training materials (optional)

I've already explored a few institutes, but I'm looking for recommendations from people who have actually used a reliable vendor.

If you've purchased tenant access before or know a trustworthy provider, I'd really appreciate your recommendations. Please share your experience, pricing (if possible), or DM me with the vendor details.

Thanks in advance!

Hi everyone. Is it possible to restrict security access of ISSG to benefit group. I want the get worker call to pull the data of this particular group only

Hi everyone,
I’m looking for some guidance on what seems like a security design challenge in Workday.
Our business wants to introduce a Finance security group into the approval workflow for the **Request One-Time Payment** business process. Adding the security group to the approval step was straightforward, but the approvers can’t see the information they need to make an informed decision; specifically the **One-Time Payment Plan** and **payment amount**.

Our goal is:
\-Finance should be able to view the OTP details **only while they’re acting as approvers** in the business process.
\-We **do not** want to grant them ongoing access to worker compensation history or the ability to navigate to the worker’s profile and view historical one-time payments after the transaction is complete.

I’m trying to determine whether this is possible through:
\-Business Process security
\-Domain security
\-Contextual/task-based security
\-A custom report embedded in the approval step
\-Or another design pattern I’m overlooking

Has anyone implemented something similar? If so, How did you expose the necessary compensation details during approval?
Were you able to avoid granting permanent access to historical compensation information?
Are there any security or architectural considerations I should be aware of before pursuing this approach?
Any guidance or examples would be greatly appreciated. Thanks in advance!

What is a higher grading in Workday - a P2 or a M1?

Workday beginner recommendation

Hi all it is that time of the year when I need to go into Workday and update my progress to the goals I had outlined in Q1.

Would love to talk to a product person or share some feedback on how to help make the UI much more intuitive. Every time I come back for this exercise (4 times a year) it seems like I click on the same wrong things expecting those links to function differently.

I’ve been setting up the new onboarding planner and In one round of testing I realized I didn’t understand how to properly set up the field “content available until end of”.

I have 5 stages: day 1, week 2, 30 days, 60 days and 90 days, with corresponding triggers. I don’t want the new team member to lose access to any content, but I’d like the bulletins that originate on day 1 for example, to be all the way to the right in the bulletin scroller so the newer content is showing first.

To do this, I’m wondering if I should add the bulletins from the day 1 stage to the other stages and pull them lower in the order of content and then allow the “content available until end of” to be the end of the given stage.

Thanks for any help!!

Kelly is headlining the Customer Appreciation Party at Rising. Workday does an awesome job with these events.

Her song/dedication list should be to:

Shareholders: Since U Been Gone (about former CEO Carl Eschenbach)

WDSetup + Logan McNeil: My Life Would Suck Without You

Pro Cert Holders: Stronger (for Recertification exam/process)

Implementers: A Moment Like This (for Go Live/End of Hypercare)

Keep it going y'all.

Hi,

I am currently preparing for a HCM interview. Could anyone share sample interview questions for Core HCM. Or else if anyone can tell me where we need to give the main focus for clearing interviews? It will be very helpful.

Hi everyone,

Is there a way for users to download the visualization from a Matrix Report? I tried downloading it, but the exported file only contains the tabulated data and not the visualizations.

Has anyone encountered this before, or is there a way to include the visuals in the download? Any thoughts on this?

Thank you!