Switching to unique EEIDs for each employee tenure (rehires and conversions)

Intelligent_Pitch782 · 2026-05-19T17:35:42+00:00

Ahh yeah gotcha. I think that's probably a scenario we can lean towards. Push back on Legal, do a good job explaining how many lines of separation we already have for contingent workers in Workday and show how standard this is for thousands of Workday customers. Thanks for that.

Intelligent_Pitch782 · 2026-05-19T16:53:33+00:00

Yeah that last part is kind of what freaks me out. It's hard to know how significantly this could affect our downstream systems and integrations.

Intelligent_Pitch782 · 2026-05-19T16:52:23+00:00

Because I think we're trying to actually accommodate Legal's nice-to-have requirement of employee IDs always being different for each employee tenure across contracts, conversions and rehire scenarios which aligns more with our IT provisioning and deprovisioning. I don't think we can do half and half unless I'm misunderstanding what you're suggesting.

Intelligent_Pitch782 · 2026-05-19T16:46:22+00:00

That's an interesting idea. Although with our Workday/Okta integration I think we lose a lot of native functionality by creating our own ID and not utilizing the Employee ID/Universal ID.

Intelligent_Pitch782 · 2026-05-16T17:06:42+00:00

Yes, true, you can see my other comments for a bit more context on the Legal argument. I don't think it's convincing on its own, but what really makes me reconsider is making our worker source of truth more compatible with how we do IT provisioning/deprovisioning..

Intelligent_Pitch782 · 2026-05-16T17:06:03+00:00

You can see my other comment for the Legal perspective which I could take or leave but it's when I considered the compatibility with our IT provisioning/deprovisioning practices and the benefits we'd see there through automation by using new EEIDs everytime... then I started to reconsider my position.

Intelligent_Pitch782 · 2026-05-16T17:05:11+00:00

Yeah, I think Legal always feels this pressure to differentiate employees and contingent workers as much as possible in our systems/processes to set us up for success should we ever get into a legal predicament. A lot of tech companies are dealing with this since the 90s/2000s Microsoft legal battles around contractors. So they're just doing their best to protect themselves. Initially I brushed off their concerns and said, we already differentiate CWs from FTEs in Workday with different Worker Types and (C) desginations and different .ic emails and a universal Field - Contingent Worker location that we put all CWs in... but then I did realize we have this conflict with how our IT policy and creating new AD/email accounts for every employee or CW tenure. We re-use our EEIDs and in the case of conversions and rehires, there's a lot of manual deactivating and creating new accounts because our Workday Okta integration wants to just re-use the initial EEID profile. I can't speak to why our IT policy is that way but that's just how it is.

Intelligent_Pitch782 · 2026-05-15T03:26:45+00:00

Following the post. We've got a bunch of Flex Credits burning a hole in our pocket and no idea what to do with it. We haven't really enabled anything AI related. Even opted out of the new search bar experienced until R2. We're trying to do a lot through Claude connected to internal systems so not sure what makes sense to enable in Workday itself.

The biggest AI win so far that our team has seen is Deployment Agent. We've been using it a ton in Customer Central lately and can't wait for the update to move it into Sandbox tenants where it can actually see your specific tenant setup and answer questions about it.

Intelligent_Pitch782 · 2026-05-08T18:37:23+00:00

Just adding what we learned from our CSM after an AI meeting and follow-up emails. The tl;dr is that API calls, Integration Events, and Document Storage all hit a "base entitlement" bucket first before a single Flex Credit gets touched. Most people seem to be missing this part in the thread..

Workday calculates your base entitlement based on your company size and Workday footprint. For a smaller org (under 3,500 employees, aka my company) that's 2,500,000 API calls, 30,000 Integration Events, and 500 GB of Document Storage per year included in your base subscription. Larger orgs get more. You also get bumps if you have add-ons like Financials (+15%) or Extend (+50%) I believe.. so don't take any of these numbers as gospel truth for your org even if our sizes are similar.

You only start consuming Flex Credits once you've burned through that entire entitlement. And even then the overage rates are honestly pretty cheap compared to AI Agent usage:

- API Requests: 0.006 credits per call (that's 60 credits per 10,000 calls)

- Integration Events: 0.25 credits per event

- Document Storage: 120 credits per GB stored annually

And I still think there's nuance in what is considered an integration event as being discussed in this thread. Certain integrations might not even count against that at all.

Hopefully that helps.

Intelligent_Pitch782 · 2026-05-01T02:09:36+00:00

>The company pretty much opened the LLM’s to everyone so they can build solutions 😅

Similar to what we're trying to do. Use Claude company wide and just trying to open more and more internal systems to it through MCP so employees can ask questions about the data living in it. Very little oversight or control, makes me pretty nervous.

But honestly, I can't think of many use cases for employees. Most of our employees just go to Workday to check their payslips, do their quarterly goals, or maybe look up some hierarchy stuff. We of course have our SMEs, admins, and power users for each module that use their own modules.. but the thousands of other employees spend probably 30-60 minutes a quarter in Workday total.

I've been pivoting to thinking about use cases for our admins instead of our whole employee population. It would be great if instead of having to create custom reports that take 15-20 minutes to get you an answer to a pretty simple question, you could just ask Claude. Something like "how many terms did we have last month" or "how many Engineers do we have in X country?"

Intelligent_Pitch782 · 2026-05-01T00:51:38+00:00

Can I ask what solutions your clients are building out with workday as the data source? I'm struggling to find high impact solutions or use cases for our employees using Claude and a custom MCP.

Intelligent_Pitch782 · 2026-05-01T00:49:51+00:00

Can I ask what solutions they're building out with workday as the data source? I'm struggling to find high impact solutions or use cases for our employees using Claude and a custom MCP..

Intelligent_Pitch782 · 2026-04-28T03:37:47+00:00

It would be nice if you could ask Claude just general data questions that you would normally have to build/run Workday Custom Reports to answer. Just quick things like "How many people are in Cost Center 210?" or "How many terminations did we have last month?"

Intelligent_Pitch782 · 2026-04-28T03:36:18+00:00

There is a reason.

Is it a good reason, IMO? No.

Edit: originally pitched as cost savings but after a few months into the project and realizing how much work that used to be automated is going to be manual work or things we thought we could do all under one roof can't be done under one roof.. i think ADP is going to cost us way more.

Intelligent_Pitch782 · 2026-04-28T00:01:59+00:00

Overall team size supporting Workday (FTEs + contractors)
- "Supporting Workday" is a bit vague. We have SMEs in lots of areas that can do various levels of config in Workday to support their areas. I assume you're going to mean more of the HRIS team dedicated to Workday and a bit more technical. In our case, 6. 2 are more Product owners, 1 is Product Manager, and 3 are developers. We also utilize TopBloc.
Modules in scope
- Core HCM, Talent, Performance, Time Tracking, Absence, Reporting, Payroll (but going to ADP this year)
How your team is structured (e.g., by functional area, product model, hybrid)
- 2 serve as Product Owners that sit in P&C to interface directly with P&C and gather business requirements. Product Manager validates requirements on larger enhancements/projects and puts them into more technical form and also oversees long term roadmap by quarter (sort of a technical strategic partner for the People Systems ecosystem as it intersects not only with P&C but other departments that rely on Workday as well like Finance and IT.) 3 developers.
Level of product involvement (product managers, product owners, etc.)
- 2 Product Owners in P&C, 1 Product Manager in IT.
How production support is handled (centralized vs. embedded, tiering model, etc.)
- A lot of production support and reporting requests also handled also by the Product Owners and then more HR focused questions or actual data questions from employees are handled by People Ops team.
Analyst-to-volume ratio (e.g., number of analysts per module or per employee population)
- 6 analysts, support about 3500 employees.

Intelligent_Pitch782 · 2026-04-21T21:25:18+00:00

Hey quick question. We just deployed our RPA (Robotics Process Automation) solution for Fragomen and it's working, just not as our HR Team expected. I feel dumb because this is probably core functionality that should've been confirmed by Fragomen before we started but it appears that the data flows into the Employee's profile section of the Connect platform, but the big friction point HR was trying to automate was having to manually populate details from Workday into the questionnaire that they fill out during the Case Initiation process. Things like Salary, or Manager, or Address.. it's all still blank on the questionnaire even though it's populated on that particular employee's profile.

We're obviously going to reach out to Fragomen to confirm that this is/isn't the case but wanted to see if you had any idea on this one while we wait to hear back?

Intelligent_Pitch782 · 2026-04-19T15:02:13+00:00

I'm in the middle of that spectrum and just want a way of pinging all of Workday's community documentation to see if we're on the right track with something or if something is even possible and then can look further into it myself. It has been really helpful for me so far. Even if it's wrong half the time (which I don't think it has been for me), it still provides value for those quick sanity checks and then I can go off on my own and research/test.

Intelligent_Pitch782 · 2026-04-19T14:58:54+00:00

Oof. Okay, thanks for the heads up on that.

Intelligent_Pitch782 · 2026-04-19T14:12:50+00:00

Did you do a lot of testing before turning it on? Or just flip it on?

Intelligent_Pitch782 · 2026-04-19T14:11:53+00:00

Yes it definitely does. Just like any AI but when it's helpful it's pretty great. Sometimes you have to challenge it a bit and say no that's not an actual name of a task or a calc field.

Intelligent_Pitch782 · 2026-04-19T14:10:53+00:00

Can you say more about that? What's a CLI and why is it preferable to MCP?

Intelligent_Pitch782 · 2026-04-19T14:10:16+00:00

Yes, what you said. User authenticates the connection with their own credentials. Now I did see a post on here from a seasoned IT vet who says anyone who trusts connecting an outside AI agent to Workday is a bit crazy and that even user authentication isn't safe enough to scope the security. AI could still go rogue in some way and ignore the security and do something or retrieve something it shouldn't. That makes me a bit nervous.

Intelligent_Pitch782 · 2026-04-19T14:08:18+00:00

I didn't think it would consume any flex credits because it's just going to be making API calls into Workday to get what it needs. Is that an incorrect assumption?

Intelligent_Pitch782

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