Workday for Managers - Maine · Online Inquiry Timekeepers can view details about an employees...
Transcript of Workday for Managers - Maine · Online Inquiry Timekeepers can view details about an employees...
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Workday for Managers
Workday Maine
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• Name
• Position at State of Maine
• Exposure to Workday
• Fun fact about you
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Introductions
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Ground Rules and Guidelines
Refrain from engaging in
side conversations.
Silence cell phones, turn off
chat tools, and minimize
internet usage during
training.
Please check your e-mail
during breaks only. Stick to
the schedule for breaks.
Ask questions, participate,
and share your experiences.
Parking Lot will be created to
record follow-up items.
Take notes and focus on the
purpose for training.
Follow the agenda and do
not work ahead during
activities.
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Agenda
Overview
Managers Responsibilities in Workday
Workday Fundamentals
Lesson 1: Time and Absence
Lesson 2: Initiating Processes
Lesson 3: Merit Increases
Lesson 4: Creating Requisitions
Lesson 5: Workday Mobile
Getting Help
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Overview
Let’s get started!
Workday Maine
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The purpose of this training is to enable participants to get started using
Workday.
• Learn Basic Workday Concepts
• Perform Day 1 Essential Tasks
• Get An Introduction To Automated Business Processes, Actions And Approvals
• Learn Where To Access More Workday Training/Tools
Training is just the beginning!
Training Purpose
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What is Workday?
• Cloud-based solution for HR data management
• Unified Financial Management and Human Capital Management system
• Business processes and tasks designed for the way we do business
• Mobile functionality to help you view information and complete tasks “on the go”
When you think Workday, think:
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Why is Workday Maine being implemented?
• Workday Maine will be the State’s first major HR system upgrade in 30 years.
• It is a modern, user-friendly, cloud-based system that will streamline HR-related processes.
• Benefits of using Workday:
• Move away from paper-driven processes• Increase reporting capabilities• Increase access to employee information• Standardize processes across the State
• Modern system with recognizable icons
• Visibility of a transaction’s status in the approval process
• Reporting and Data Visualization
• Constant State of Improvement
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Onboarding
Benefits
Compensation
Absence
Time Tracking
Payroll
Your HR/Payroll System Tomorrow
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Who has Workday?
Workday has been implemented at many County and State clients
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Manager Responsibilities in Workday
Workday Maine
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Lesson Objectives
• Define who are considered Managers in Workday
• Identify how Managers will benefit from Workday
• Describe a Managers tasks in Workday
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After completing this lesson, you will be able to:
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Switching to Workday is going to require a bit of a paradigm shift for all of us.
The biggest change is that a lot of the paper processes of the past will now be done in one system.
EMPLOYEES
• Employees will be able to change addresses, update bank information for payroll, see their schedule, request time off, and more!
MANAGERS
• Managers will be able to do most of their employee-related work in Workday too!
• Whether it’s posting a job, onboarding a new employee, writing staff schedules, approving time and PTO requests, our direct supervisors will now have the ability to do these things directly in one place.
Paradigm Shift
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Managers in Workday
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Single system for most employee actions/data; easy and accurate
Visibility to the process and status of transactions that matter to you
Less email and slow-downs, clearer on what requires action in Workday
Powerful reporting at your fingertips:
• 1000+ standard reports - filter and drill
• Real-time access to data
How Will Managers Benefit?
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Workday will empower managers by allowing them to directly do common things they need to do leading others.
Examples include:
• Approve time sheets
• PTO request management
• Kick off recruiting an open position
• Quickly onboard new hires
• And much more!!!
Empowering Leaders with Manager Self Service
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Related Actions Icon
Allows users to take actions: like approve time, approve leave, create requisitions, compensation changes (approval needed), and more!
What Managers Can See/Do With Employees?
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Workday Focus Areas For Managers
Day 1 Focus For Managers
1. Prioritize Inbox approvals and To-Dos
2. Approve Timesheets
3. Approve Absence Requests
4. Initiate Merit Increase
5. Initiate Create Requisition
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Lesson Objectives
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During this lesson, you have learned how to:
• Define who are considered Managers in Workday
• Identify how Managers will benefit from Workday
• Describe Managers’ tasks in Workday
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Workday Fundamentals
Workday Maine
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Lesson Objectives
• Navigate in Workday
• Define Workday Core Concepts
• Describe Supervisory Organizations
• Identify Security Roles
• Discuss Business Processes
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After completing this lesson, you will be able to:
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Navigation
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Demonstration 1.1
• Workday Navigation
Watch the video
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Workday Key Concepts
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Supervisory Organizations
Security Roles
Business Processes
Three Core Concepts of Workday
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Supervisory Organizations
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Common organizations you will see in Workday are:
Cost Center
Supervisory
Organization
Foundational structure
that groups workers into a management hierarchy
Cost Center
Tracks financial activity
related to HR transactions
Note: Cost Centers are organized into hierarchies for reporting and
organizational purposes.
Organization Types
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• Define who reports to whom – groups employees into a management hierarchy
• Employees are hired into supervisory organizations
• Drive business process routing (initiation and approval)
• Organizational roles have responsibilities within them
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The foundational organization structure in Workday
Supervisory Organization (Sup Orgs)
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Security Roles
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• Security roles are:
• A collection of permissions in Workday
• Assigned to sup orgs, and cost centers
• A person can have more than one role
• Multiple people can hold the same role (even within the same supervisory
organization)
• In Workday, Manager is a Security Role
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Determine what you can see and do in Workday
Security Roles
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• Manage personal information
• Employees can view benefits, request leave and time off, and enter time worked*
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Workers
Employee
Non-Employee
Managers
Manager
• View team metrics
• Manage Team Time and Absence
• Manage personal information
All State of Maine Supervisory Orgs
Roles
Employee Employee Employee
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Business Processes
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• Set of steps that people initiate, act upon, and complete
• Only users with an appropriate role can initiate a process
• Once initiated, processes route to the appropriate role for action
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Request Time Off ApproveTime Off Balance
Updated
Example: Request Time Off
Employee Manager Completion
Define the specific steps needed to complete a process
Business Processes
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Effective Dates Event Statuses
• Determine when data from
business process events are active
• Consider the effective date
of events when initiating other events for an
employee
• Determine when a process is
completed and data is available for Payroll, external
systems or reporting
• Event statuses include: “In Progress” or
“Successfully Completed”
Pay attention to the Effective Date and the Overall Status of business
process events that are initiated or approved for employees
Effective Dates and Statuses
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Note: Use the Worker History or Business Processes of Type Awaiting Actionreport to monitor the status of events
Completed HR Events
Payroll ProcessingPayment to Employee
Includes approved hires, job
and compensation changes,
etc.
Includes completed and
fully approved
HR events only
Considers effective dates
entered
Payment to employee on
scheduled pay date
Ensure that HR events that effect an employee’s payment
have adequate time to route through approval
Process Completion and Payroll Impacts
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Lesson Objectives
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During this lesson, you have learned how to:
• Navigate in Workday
• Define Workday Core Concepts
• Describe Supervisory Organizations
• Identify Security Roles
• Discuss Business Processes
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Lesson 1: Time and Absence Processes
Workday Maine
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Lesson Objectives
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• Explain the Benefits of Timekeeping and Absence in Workday
• Identify the Timekeeping and Absence Processes
• Describe Timekeeping and Absence Roles and Responsibilities
• Approve Timesheets and Absence Request
After completing this lesson, you should be able to:
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Time and Absence Overview
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TimekeepersEmployees
Who Enters Time?
Managers
Most employees will
be responsible to
enter their own time.
Timekeepers will
continue to enter
time for their Agency.
If the employee is not
able, Managers can
enter time on behalf
of their employee.
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Timekeeping and Absence Processes
Used to request future time off from work for
• Full days
• Partial days (hours)
• Consecutive days ( days or weeks)
Note: Leave Balance are tracked automatically
Used to initiate a Request or Return from a Leave of Absence.
This includes:
• Paid/Unpaid Leave
• Medical Leave
• Administrative Leave
Used to enter time for :
• Full days
• Multiple jobs
• Grants and Projects
Note: Shift differentials, On-Call Pay etc. are set-up in the Job
Profile and are automatically added to the timesheet.
Enter Time
Request
Absence
Request /
Return
From
Leave of
Absence
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Common Tasks in Timekeeping an Absence
Inbox
Timekeepers use the Inbox to access tasks that require their attention such as:
- Approvals of timesheets / leave requests entered by a Manager/Supervisor
- Timekeeping events sent back by approver for correction
Notifications
Timekeepers receive notifications when HR events have occurred that impact
Timekeeping such as hires, transfers, FTE changes, reclassifications, and
comp changes, etc.
Time Entry
Timekeepers and Managers can enter time and absence on behalf of an
employee.
Absence
Requests
Absence Partners and Managers can enter absence on behalf of an
employee.
Report and
Online Inquiry
Timekeepers can view details about an employees reported time (e.g., time
reported by employee, timesheets pending approval, unsubmitted time, etc.)
and leave (e.g., vacation, sick, leave of absence, leave balances) in Workday.
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Timesheet vs. Absence Calendar
Enter Time on the Enter Time page (timesheet)
using Time Types when reporting*….
• Time worked for the day
• Training
• Court Time
• Worker’s Comp
• AWOL
• Jury Duty
Where do I Enter Time and Request Absence?
Enter Absence on the
Absence Calendar using
Absence Types when….
• Requesting partial or full day(s) off (e.g., one or more full days off)
• All absence (including past, current and future dates) should be entered on the Absence Calendar
NOTE: This is not a full list of Time Types Available.
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Manager Responsibilities
Key Responsibilities:
• Approve Timesheets for direct reports
• Approve Absence Requests for direct reports
• Enter Time on behalf of employee• Request Absence (Time-Off) on behalf of employee
• View Absence Calendar and Absence Balances
Managers
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Time Entry Process
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Timekeeping Process Overview
Time EntryApprove
or Deny
Timesheet
goes to
Payroll
Processed by
PayrollPayday
NOTE: * Approvals depends on who entered the request into workday.
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Managers can enter time on behalf of employees
• The Enter Time process is used to enter time for employees and contingent workers:
• Regular 40 hours per week workers
• Part-Time workers
• Compressed Schedule workers
• The timesheet can track
• Employees with Multiple Jobs
• Reported time to projects or grants
• Shift Differentials
• Availability Hours
Enter Time on Behalf of Employee
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State Holidays and Emergency Closings
State HolidaysEmergency
Closings
• State Holidays are
preloaded in Workday
• Workday will automatically
prefill holidays on the
timesheet for the entire
year
• No need to manually enter
hours; unless you worked
on a holiday.
• During emergency closings,
employees will be advised on
which Administrative Leave
time type they should enter on
their absence calendar
• The employee must enter the
amount of hours for the
Administrative Leave
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Entering Time for Workers with Multiple Jobs
Workers with multiple jobs will record all hours on one timesheet.
• Their timesheet looks similar to any other worker’s
timesheet. They will:
• Select the Time Type
• Report their Hours Worked based on job profile
• On the Enter Time window, there will be an
option that says Position
• The Timekeeper will select the appropriate
position to record hours worked.
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How is time calculated?
The system automatically calculates reported time.
• Total work and leave hours for the week
(based on the in and out times or
quantity entered).
• Overtime and Comp time earned based on an employee’s job profile and
employee type
• Shift differentials, on call hours or Hazard
Pay
• Time for holidays (except for 24/7
employees).
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Alerts and Error messages appear to help prevent entering invalid time entries
Common Alerts and Error Messages
Alerts display as warnings that may appear during time entry, absence request and submission, but do not prevent you from saving or submitting time.
Common Alerts are:
• Regular hours not entered for a day
• Comp Time has been earned
• Leave is entered on a Holiday
• Weekly hours are less than 40 (full-time employees)
Errors display as warnings that may appear during time entry absence request and submission, and will prevent you from saving or submitting time.
Common Errors are:
• Absence requests that exceed their available balance
• No time entered on a row (row is blank)
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Absence Process
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Request Absence Process
Absence
Request
Approve
Or Deny*Balances
Reduced
Calendar
Updated
NOTE: * If it is denied, the process does not move forward. The employee
will receive a notification of the status.
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Requesting Absence
• Days that are requested on the Absence
Calendar are automatically added to the
employee’s corresponding timesheet(s) and
will display as absence(leave).
• The time off does not have to be manually
entered on the timesheet.
• There is no need to request Holidays as Time Off unless you work in a unit that has pre-
scheduled holidays.
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Absence Types
Time OffLeave of
Absence(FML)
Other Balance
Types
❑ Admin Snow Day
❑ Bereavement
❑ Compensatory
❑ Personal
❑ Sick❑ Unpaid
❑ Vacation
❑ Childbearing/Adoption
❑ FML
❑ Compensatory
❑ Health
❑ Sick❑ Intermittent Family and
Medical Leave
❑ VEIP Consistent Leave
❑ Parental Leave
Absence Types available on the Absence Calendar are based on job profile
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Approvals in Workday
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Who Approves Timesheets and Absence Requests?
Entered by Approved by
EmployeeManager or
Manager’s Manager
TimekeeperAutomatically
Approves
ManagerAutomatically
Approves
Entered by Approved by
EmployeeManager or
Manager’s Manager
Absence PartnerAutomatically
Approves
ManagerAutomatically
Approves
Timesheets Absence Requests
NOTE: For Top Level Managers, Time Approvals will be done by HR
Partners and Absence Approvals will be done by Absence Partners.
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Approving Timesheets and Absence Requests
Time Entry and Absence Request events that require approval will
route to the Manager for approval.
InboxReview
Time
Managers can approve actions individually
by accessing the Workday Inbox
Managers can mass approve actions by
accessing Time and Absence application
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Approval Actions
An action performed in Workday to approve a task or event. When
an approver approves a task or event, it certifies that the task or
event has been reviewed and verified and is correct.
An action performed in Workday to send a task or event back to
the initiator for corrections. When the approver sends back a task
or event, the approver must enter a comment. For example,
guidance on correcting timesheet. The action may be updated
and/or changed and resubmitted by the initiator.
NOTE: Items that are resubmitted to the approver are noted in the approver’s Inbox as “Requires Your Attention as Information Has
Been Changed”
An action performed in Workday to deny a task or event. When
the approver denies a timesheet or Time Off Request, the action
does not route back to the initiator for changes. However, the
timesheet can be updated or corrected and resubmitted.
NOTE: It is recommended that the approver use the Send Back
function (instead of denying) to request changes to a timesheet or
Time Off Request.
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Viewing the Absence Calendar
Submitted absence requests
entered on the Absence Calendar will appear gray
until approved
Approved absence
requests will display with a green check mark on the
Absence Calendar
• The system indicates if the request is:
Approved or Submitted.
• You must modify all unapproved Absence on the
Absence Calendar.
• All approved absence should be corrected on
the Absence Calendar.
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Demonstration 2.1
• Approve Timesheets
Watch the video.
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Demonstration 2.2
• Deny Absence Requests
Watch the video.
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Lesson Objectives
63
During this lesson, you have learned how to:
• Explain the Benefits of Timekeeping and Absence in Workday
• Identify the Timekeeping and Absence Processes
• Describe Timekeeping and Absence Roles and Responsibilities
• Approve Timesheets and Absence Request
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Lesson 2: Initiating Processes
Workday Maine
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Lesson Objectives
65
• Explain Initiating Business Processes in Workday
• Describe how to update and cancel a Business Processes
After completing this lesson, you should be able to:
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Initiating Processes In Workday
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Common Frustrations
• Email overlooked or
misunderstood
• Complex approvals required
• Unclear information
requirements, related slow-
downs
• Ambiguous processes (with no
way to track progress)
First - Why Would Managers Want To Initiate A Process?
These Frustrations Are A Symptom Of Inefficiencies Or Waste In Our
Processes. Together We Can Eliminate The Frustrations, By Using Workday.
Workday Advantages
• Workday reminders
• Soft or hard warnings for
missing information
• Automatic routing to correct approvers
• Inbox Archive to see the
process and next steps
Managers can use Workday to eliminate some common problems they
experience day to day:
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• In Workday, managers have expanded visibility and control over
basic processes. Managers can initiate processes within Workday.
• Managers win by using Workday, and it requires no more effort
than today’s approaches. Rather than sending your usual email,
put that same information into Workday and the system will guide
your request to completion – saving you valuable time.
What Managers Gain
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Workday doesn’t replace your interaction with your HR Partner, it is a new tool that will be
central to your communication and collaboration:
❑ Initiating a process is how you can send your HR Partner a request for action.
❑ Workday asks you all the right questions, save time emailing to fill in missing details.
❑ Actions don’t leave your HR Partner’s Inbox until they have been addressed, avoiding
overlooked requests and unnecessary delays.
❑ Actions route to the correct Approvers, preventing confusion and delays.
❑ Check your Archive to monitor progress and see who needs to take action next.
What Managers Gain continued
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Managing Business ProcessesEditing and Canceling Events
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71
The status of a business process determines whether you can update or
cancel the event. Identify the status of the Overall Process:
In Progress or Successfully Completed
If event is In Progress…
• Approver can Send Back the event to the initiator for updates*
• Initiator and specialist roles in Central HR or Shared Services can Cancel the Overall Process
*Note: Approvers updates without sending the process back to the initiator in
standalone processes only (e.g., Request Compensation Change)
If event is Successfully Completed…
• Process will be communicated
• Contact your HR Department for guidance, if needed
Updating and Cancelling Processes
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72
• Displays events related to employee only
• From related actions go to Business Process > Cancel
Worker History Supervisory Organization
• Staffing tab displays in progress staffing events
• From related actions go to Business Process > Cancel
Cancel the Overall Process for an “In Progress” event
from one of the places listed below.
Tip: Click the event link to verify the Overall Process, if
unsure.
Cancelling an “In Progress” Event
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Lesson Objectives
73
During this lesson, you have learned how to:
• Explain Initiating Business Processes in Workday
• Describe how to update and cancel a Business Processes
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Lesson 3: Merit Increase
Workday Maine
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Lesson Objectives
75
• Identify Compensation changes
• Explain how to initiate a Merit Increase
After completing this lesson, you should be able to:
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76
• General salary increase
• Promotion
• Merit
• Salary adjustments
Base Pay ChangesAllowances
(supplemental pay)
• Recruitment retention stipends
• Uniform allowance (if applicable)
• Non-standard differential
• Specialty Team Membership
(K-9, Dive, etc.)
Request Compensation Change is used to modify the base salary
or to add allowances for an employee’s compensation plan
Request Compensation Change
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• Managers will complete the evaluation, routing through the
review/approval process outside of Workday Maine.
• Managers will initiate the Request Compensation Change
task in Workday for employee Merit increases.
• HR Partner and Compensation Partner will review and
approves the request.
Request Compensation Change Merit Process
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Demonstration 3.1
• Merit Increase
Watch the video.
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Lesson Objectives
79
During this lesson, you have learned how to:
• Identify Compensation changes
• Explain how to initiate a Merit Increase
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Lesson 4: Creating Requisitions
Workday Maine
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Lesson Objectives
81
• Describe the Recruiting process
• Explain the Job Requisition process
• Describe the Candidate Management process
After completing this lesson, you should be able to:
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Recruiting Process Flow
Create Job Requisition
Approve Job Requisition
Post Job Requisition
Candidate Management
Ready for Hire
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Initiating a Job Requisition
83
• When there are open positions that need to be competitively recruited, a Workday Job Requisition needs to be created.
• The Workday job requisition is used to communicate positions that are “available to fill” in Workday.
• To create a Workday job requisition, available positions without an open job requisition in one of ways to view them:
‒ View the Staffing tab of the supervisory organization and find the position in the "Positions without Job Requisition" section.
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Create Job Requisition Process
84
Create Job Requisition
Recruiter/Hiring Manager/ HR Partner
Approvals
Bureau Director and Commissioner
Review
HR Partner assigns primary recruiter
Post Job
Primary Recruiter or Recruiter
Recruiter posts
job internally
and/or externally
to recruit
applicants
Two levels of
approval: Initial
approval
Executive Director
(Bureau Director)
Final approval
from Appointing
Authority
(Commissioner)
Enter recruiting and
job details
justification, and
posting instructions
HR Partner &
Hiring Manager
may go back &
forth on job
posting
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Organizations
Job Requisition Details
When a job requisition is created, you must enter requisition
information.
Reason the
position is
vacant,
recruiting start
date, target
hire date,
recruiting
instructions,
Title, Justification,
Job Profile, Job
Description,
Internal/External
Questionnaires
Funded by
Accounts that
fund the
position
Upload
attachments
Job
Information
Recruiting
InformationAttachments
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Recruiting instructions indicate how and where jobs should be
posted
Create Requisition- Recruiting Instructions
• Post agency promotional only: This tells the recruiter that the job should be posted to the internal career site. Since it will be visible to all state employees the recruiter will need to indicate the specific agency on the job bulletin.
• Posting not required: Use this if the position is being filled as an acting cap, temp comp vacancy fill, appointed etc.
• Post internally and externally: This tells the recruiter that the job should be posted to the internal and external career site.
• Post internal only: This tells the recruiter that the job should be posted as a statewide promotional only.
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Create Requisition- Dates
• Recruiting Start Date: This is the date that the requisition request starts, it defaults to the day the request was kicked off.
• Target Hire Date: The date you wish to have the position filled, this date will not open and/or close the job posting.
• Target End Date: Optional - used only when the position is a limited period position.
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Create Requisition- Job Details
• Job Posting Title: This field allows you to add a working title. For bargaining unit positions, you should use the title given.
• Justification: This field is not required, but many of our Commissioners expect this to be completed. When this is kicked off by a hiring manager, they should write why the position needs to be filled. Agency protocol should be followed.
• Job Profile: This is the job profile title/code-should not be changed
• Job Description Summary: The HR Partner will add the benefit information and salary ranges in this field (as we do today on all bulletins).
• Job Description: You will use this field to copy and paste the job bulletin.
• Additional Job Description: Any additional information you may need to add to the bulletin
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Demonstration 3.1
• Create Job Requisition
Watch the video.
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Candidate Management
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Candidate Management Process
Candidate Applies
Review Screen InterviewMove to
OfferReady for
HireReference
Check
Applicant ACTIVE CANDIDATE Pre-Hire
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Interview
Candidate Applies
Review Screen InterviewMove to
OfferReady for
HireReference
Check
• Hiring Manager schedules interview
• HR has the ability to schedule interviews
• Rates interview
• Makes decision & enters justification
ACTIVE CANDIDATE
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Scheduling Interviews
The Schedule Interview task allows you to add or remove interviewers & select an interview date
❑ When a candidate is moved to the interview stage, a notice is sent to the hiring manager to
review and confirm they have read the Armstrong memo.
❑ Once manager completes feedback form, the recruiter receives a task to approve and move
candidate forward.
❑ Moving candidate forward will remove the feedback form
❑ When recruiter moves candidate to Interview stage, the hiring manager will receive an Inbox Task to
schedule the interview
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Manager’s
Role
❑ The manager will document notes on
the interview feedback form and add
comments to document notes from
interview
❑ Interview Feedback goes on the
justification form
❑ Can upload written notes
❑ All feedback goes to the recruiter for
approval
Recruiter’s
Role
❑ Recruiters can take the following
actions:❑ Reschedule Interview (not likely)
Send Back (If manager needs to
correct verbiage in feedback form)
Submit (feedback is accepted)
❑ All feedback from the entire interview panel( if selected) need
to be received before the
candidate can Move Forward
Notes need to follow HR Guidelines in case of audit.
Interview Feedback
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Reference Check
Candidate Applies
Review Screen InterviewMove to
OfferReady for
HireReference
Check
• Hiring Manager
records reference check(s)
• Recruiter moves candidate to next stage
ACTIVE CANDIDATE
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Recording Reference Checks
• The Reference Check Reminder is a To Do task.
• If the candidate is not a State employee, indicate in Comments and click
Submit.
• The reference check form is built inside of Workday.
• The recruiter moves candidate to Reference Check & then Hiring
Manager receives 3 tasks (one at a time) in their Inbox to complete
Questionnaire for each reference.
• Can be submitted without completing.
• Candidate can be moved straight to Offer
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Move to Offer
Candidate Applies
Review Screen InterviewMove to
OfferReady for
HireReference
Check
• HR approves compensation
o Hiring manager makes verbal offer
o Workday generates offer letter
o Processes Background Check
o Recruiter makes decision
ACTIVE CANDIDATE
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Initiating Offer Process
• Manager will communicate with recruiter regarding who they want to hire
• HR will review Feedback Form to ensure candidate is justified against seniority & other qualifications
• Recruiting will initiate offer
• Manager will enter compensation/step requested
• Recruiting will approve or deny step request
• Hiring Manager receives/submits To Do task to extend verbal offer
The Offer step is a partnership between recruiter &
Hiring Manager
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Initiating Offers
• Once manager completes the reference check, the recruiter will receive an inbox task with option to either move candidate forward or decline.
• Generate Offer Letter
• Complete the following task outside of Workday once the candidate has accepted the verbal offer
• Initiate Background Check
Initiate Offer task is used when you are ready
to extend an offer to the candidate
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Offer
• Once the offer is extended, external candidates will receive an offer letter in the Candidate Home Account
• The Ready for Hire task initiates the following Hire events
• Change Job – internal candidate is changing positions (Internal Candidates)
• Hire Employee – new candidate
Note: If you are unable to move the candidate to "Ready for Hire" you need to
make sure the Job Requisition has been unposted, the posting has been open
for 10 calendar days and the candidate is not barred or a duplicate.100
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Lesson Objectives
101
During this lesson, you have learned how to:
• Describe the Recruiting process
• Explain the Job Requisition process
• Describe the Candidate Management process
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Lesson 5: Workday Mobile
Workday Maine
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Lesson Objectives
103
• Explain the benefits of Workday on the Go
• Identify how to access Workday Mobile
After completing this lesson, you should be able to:
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Workday on the Go
• Workday’s mobile solutions are accessible on
any smartphone or tablet through mobile web
browsers (e.g. Safari, Chrome, etc.).
• Workday Mobile enables employees to spend
more time completing tasks by providing
applications they can access while on the go.
• Workday for mobile gives you access to
valuable information about your team or
individual employees from anywhere at any
time.
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Managing Tasks on Mobile Devices
• View timesheets/absence requests
• Submit requests for time off
• Approve time and absence
• View Worker Information
• View Team Time Off
• View Reports
With Workday for mobile, Managers can …
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Accessing the Mobile App Download
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Downloading Mobile App
Download the Mobile App by scanning the QR code with your phone
or get it on the App Store or Google Play
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Lesson Objectives
108
During this lesson, you have learned how to:
• Explain why Managers initiate business processes
• Identify the Advantages of Workday to Managers
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Resources
The following resources are available to you:
• Workday Maine Website – https://www.maine.gov/workday
• Workday Quick Reference Guides
• Workday Job Aids
• Workday Walkthrough Videos
• Guided Practice Workshops
• Open Labs
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Available Workday Courses
Workday for Recruiters ILT Course
Workday for Human Resources ILT Course
Workday for Benefit Partners ILT Course
Workday for Timekeepers and Absence Partners ILT Course
Workday Maine