r/Workday_Community

So, I'm [away from my work laptop, and not logged into my 'Learning' so i'm forgetting the official name of the class] doing the WD Platform for Administrators training.

Today i was cruising along (at home) and suddenly around mid day, the tenant was down. Then i realized it was going away tomorrow, UTC time, which isn't until 9 pm EST tonite!

I have no training coordinator contacts, they dont extend the tenant access, i feel like i'm SOL. Then i thought - can i just use our in house training tenant? I cant imagine why not if it's there for us to mess around and test with.

I'm 3/4 of the way through the training, and realize the tenant access expires tomorrow morning after having the issues today - totally blanked out. I've had a whole month to do this, but every day i go into the office there's are endless bs meetings. Then I'm tasked with building/updating/maintaining WD reports (we're not even live yet! 1 month to go of this nonsense), etc etc. I should have ignored all requests not to and just remain home for a week to crack it out, but no.

so here i am.
fwiw - i'm just venting about the work/life situation. I could have managed my time much better, but life has been life-ing between family emergencies, deaths, funerals, all the good stuff happening in the month i decide to do this.

also, is this cert worth the effort? My workplace doesnt do promotions, it's an educational institution and so with all the grant cuts, yearly raises were a joke.

I’m trying to set up a super users across regions in my organization. This space seems quite new to me and I would like to support , guidance and mentoring on how to get it through . I open to any form of negotiation because I would like to learn and have this as part of my portfolio

Thanks

I'm looking for insights on how other companies manage the offer changes & updates in workday. Where I work it is absolutely crazy and takes 9 months to get clauses/verbiage amended, logic created/fixed, etc.

We have 2 people dedicated to managing the changes and this is not enough clearly. Or they need to grant more people access.

Curious if others have insights on how long offer changes take for you and how difficult it is. I was under the impression you do it by managing document templates, creating new clause/text block & logic, adding language

Has anyone successfully negotiated down the partner cert clawback? Leaving the eco system entirely and firm is requesting $7400. I can elaborate more if needed but it’s a lot to type on my phone.

I have 1.5 year of experience in workday and 2+ total years of experience at Deloitte. I belong to EAAS domain. I really want to try switching to workday Implementation side, could someone help me how to?

Has anyone successfully gotten Microsoft Entra Workday to On-Prem AD provisioning to automatically rename existing AD accounts?

In our testing:

displayName, mail, and sn update correctly

cn, sAMAccountName, and UPN do NOT update

The mappings for cn and sAMAccountName exist, but provisioning logs never show those attributes in Modified Properties. The AD object is matched correctly by employeeID/WorkerID.

Example:

Workday PreferredNameData = Sherlock Watson

AD after sync:

CN = Sherlock Holmes-IT

sAMAccountName = sholmes-it

displayName = Sherlock Watson

Does Entra provisioning treat cn/sAMAccountName/UPN as immutable after account match, or is there a supported way to enable rename processing for existing users?

Hello, I feel that creating positions are kind of repetitive task in workday.
How are our processes currently- Firstly, we deal the budget for positions outside workday and then if approved we create a position in workday>then open requisition to integrate with Greenhouse and the recruiters start hiring in GH>once they find the candidate and click hire in GH then the candidate is pushed to Workday through integration.

My desire is to there is any way we automate position creation or do something around this as we just keep on creating positions whenever we need one!

Help! Question for the forum. We are trying to test this for our upcoming review season and I been tasked if this is possible when a manager launches the Employee Review Template. Is the system sophisticated enough to handle logic branching type questions? For example we want the following:

Question 1. How likely is this person to leave in the next review period?

Risk of Loss options:

• Low
• Moderate
• Elevated
• Imminent

If a manager selects:

• Elevated
• Imminent

Then a secondary drop-down question would appear:

How detrimental would this person’s departure be?

Impact of Loss options:

• Minimal
• Manageable
• High
• Critical

Question 2. Is this Crew member ready to be considered for promotion?

Hi All! We are currently experiencing an issue related to the Employee Review PDF Output.
After printing PDF for the Employee Review, the Manager Calculated Rating is displaying "0" instead of the expected calculated rating visible within the review process in WD.
Has anyone experienced a similar behaviour?
Any suggestions or guidance would be more than appreciated!
Thank you in advance for your support!🪐🙏

Hello,

We are trying to limit the visibility of termination reasons and we want to make sure managers cannot see any termination reasons that HR Partners have entered while processing the termination.
We have unchecked the box for Manager Reason for all voluntary and involuntary term reasons, but the managers can still see the term reasons when viewing the worker history and termination event details or when running the Terminations report (standard report).
When running the task Configure Optional Fields, the only option for reasons is Secondary Reasons, but even after hiding those, Managers can still see them in worker history and reports.

Is there anything we can do to hide the termination reasons from managers that we are missing?

Thanks!

I need guidance regarding my Accenture onboarding situation.

I cleared ASE assessment/interview and received an offer letter in March 2026. I completed Touchpoint onboarding and DOJ was showing as 22 May 2026.

Later I suddenly received a Workday mail saying I was “no longer interested in pursuing the application” even though I never withdrew it.

After contacting HR/onboarding:

* one HR said my profile would be reactivated * Workday status changed back to “Interview Completed”

Now:

* no rejection mail received * BGV team is still actively asking for documents and clarifications * onboarding support only gives generic replies * no new onboarding action items received yet

Has anyone faced:

* accidental/system withdrawal, * reactivation, * Workday stuck at “Interview Completed,” * or onboarding regeneration later?

Did you eventually receive revised onboarding/DOJ?

Hi Team,

I was wondering if i could get your advice on how to build the below report.

Essentially we need to export Workday data in a SCP II format, or a Slowly Changing Dimension table,

Desired Outcome, Calculate employee attributes such headcount or position, at any given point in time for analysis in Power BI and modeling to other data sources.

Structurally needs to handle rehire and termination scenarios and all position attribute movements, into a single table.

The sample below is what I'm seeking, but i need guidance on best practice for developing this report in Workday.

If anyone has a template, they are willing to share as a starting point, i would really appreciate your help.

Thank you

Employee ID	Employee Name	Hire Date	Termination Date	Location	Effective From	Effective To
E001	John Smith	2022-03-15		Sydney	2022-03-15	2023-05-31
E001	John Smith	2022-03-15		Melbourne	2023-06-01
E002	Raj Patel	2020-01-10	2023-04-30	Brisbane	2020-01-10	2023-04-30
E003	Tom Wilson	2018-07-01	2020-12-31	Sydney	2018-07-01	2020-12-31
E003	Tom Wilson	2022-09-15		Sydney	2022-09-15	2024-01-31
E003	Tom Wilson	2022-09-15		Perth	2024-02-01
E004	Aisha Hublot	2019-04-01	2021-08-15	Melbourne	2019-04-01	2021-08-15
E004	Aisha Hublot	2023-01-10	2024-09-30	Melbourne	2023-01-10	2023-10-31
E004	Aisha Hublot	2023-01-10	2024-09-30	Sydney	2023-11-01	2024-09-30
E005	David Lee	2024-05-20		Brisbane	2024-05-20

Trying to fire off a notification based on answers in referral questionnaires. No luck. Any pointers? I can get the t/f calc field, lrv or esi none of them seem to be consistent.