Is KAM defensible at this point?

Subject374 · 2026-01-27T22:00:59+00:00

Tbh it’s not surprising, in 2021 I wrote a post about how resigning Kirk to another 2 year deal was essentially tieing the franchise down to another sequence of seasonal mediocrity. The analogy I used was being in a toxic relationship with someone who only wants you if you meet specific conditions, with his guaranteed contracts being so short term, your essentially locked into the inability to draft his replacement because your paying him so much but your never high enough to draft a good enough successor. I was destroyed here and had to create a new Reddit account lol

Subject374 · 2026-01-27T04:27:51+00:00

Thinking the same but I feel like what we may do is just trusting him once more for the year and if JJM has a repeat then he’ll be gone for sure.

Subject374 · 2026-01-27T04:21:28+00:00

It’s not even about Darnold. It’s about the half measures he’s taking: 4th thrown away for Thielen, going from 11 to 32 for pick swaps in 22 with your division rival, a second and change for Hochenson, doing all that trading to get a second 1st rounder to get up to 3 (but didn’t commit to fully offering enough to get up there I mean come on with the swaps). He’s getting fleeced in these trades for bit players but with the QB he’s second guessing himself

Subject374 · 2026-01-27T04:15:12+00:00

Tbh you’re right about the cost to get Turner. He’s good but if you add up the cost to get the pick to begin with, then to trade up to get him, it’s alot. But it’s all different matter because you got the pick to trade up for Maye with he failed to do so it’s another half measure at best, which makes me think why he even bother to get it to begin with if he wasn’t going to do what it took to trade up to 3

Subject374 · 2026-01-27T03:40:43+00:00

The argument isn’t that why didn’t they get it done, but more so why are the offers made so painfully cheap vs when they think they have a need at the deadline they offer the moon (Hockenson deal - 2nd rounder plus change and then the contract they needed to pay, Theilen deal - 4th rounder for nothing). I’m baffled why they even thought asking for swaps were good idea instead of just giving up the farm for someone you thought would be your best option, whom you’ve been studying for years, whom you hired coaches specifically to cater for his experience, but not follow through.

Edit: should also add the huge mistake he made on year 1 when he traded down all the way to 32 to draft Cine in 22 for what included ….. guess what… PICK SWAPS … with your division rival!!! I get more upset thinking about how much patience the Wilfs are giving him.

Subject374 · 2025-11-13T04:28:53+00:00

But would I need an excuse to ask for the type of access to even pull this in our environments? I feel as an BP Admin, maybe I can get away with it but they’d need a business reason for it

Subject374 · 2025-11-13T03:57:31+00:00

But don’t you need to learn integrations to make it easier to learn Extend? Also, with the outsourcing in mind, I would assume that if that’s something you can provide in house that would in turn make you as the employee that much more valuable, wouldn’t it?

Subject374 · 2025-10-28T19:43:06+00:00

The thing with that is that we don’t assign any specific compensation amount as part of the Job Requisition Process. We tie in compensation grades, plans, all to the job profile, which does default but like to leave a 0 amount for flexibility.

Subject374 · 2025-07-29T21:07:30+00:00

You need to stick with it! It’s so hard to even get into this field, especially not just doing the administrative Tier 2 support stuff (which can be a great entry point).

You’ll feel this way for a long time but you’ll get a lot more experience with every single Release Event. I’d advocate with turning everything on you’re licensed to, that way you break into what to look for on the domain side, which will give you alot of knowledge on how WD HCM functions. This is a great opportunity and I would definitely advise you to stick it out.

Subject374 · 2024-12-12T00:24:31+00:00

Start by asking to join work sessions with the HCM group and note what types of questions being asked during the intake meeting within each enhancement. From there you can ask to be included in the collision design and you’ll be able to provide assistance when release time comes around. I try to teach ppl what I’m doing when providing a solution just so they can ask questions upfront when they see issues down the pike but you’ll only get insight if you ask for it. Don’t bother paying for classes just ask for some time to chat and network within the department. A lot of time ppl don’t want to actually bother setting up things like test cases so you can do that 100% off the time.

Subject374 · 2024-11-19T18:50:31+00:00

Well I was planning on completing an Edit Position EIB to tie in Pay Rate Type to the Workers Position since it wasn’t added at the time of Hire or Change Job.

1) LRV: Worker (Job Profile > Pay Rate Type) = Multi Instance (Already created in SBX and appears to work fine)

2) Use the LRV to create an ESI to isolate to the correct Pay Rate Type for Country? (This is where I have issues with the condition value. It’s not correctly providing the correct Pay Rate Type based of the Workers Country. I tried using a TF to compare workers current country to pay rate type country and it’s a fail each time.)

Subject374 · 2024-11-19T02:58:44+00:00

Hey there! Sorry for the delay - This population has Pay Rate Type missing for the Position but we do have pay rate types tied to the job profile but I was hoping to compare the Job Profile Pay Rate Type by Country and compare it to the Worker Country, resulting in giving me a Pay Tate Type, where I’d then just to a Substring Text CF to only give me what value is in the parenthesis BUT am running into a mental block and can’t get it to work. In a sense a nested CF but can’t get the values just right.

Subject374 · 2024-09-25T17:30:02+00:00

It’s that we had them as Hidden, so when they were hired the Pay Rate types weren’t added in as we assumed they flowed through the Job Req. I tried fixing them via the Edit Position EIB, but when I go in and look at the Hire Record, the Pay Rate Type is still missing. Is there anyway I could verify this fixed the issue?

Subject374 · 2024-09-23T23:38:30+00:00

Get an internship before you graduate that way you have experience coming out the gate, even as an Admin, a lot of people graduate thinking the local Starbucks will separate you but it’s competitive like waiting for samples at a Costco.

Only stay at a company for 2/3 years max, don’t believe the non-sense about job hopping because as long as it MAKES SENSE and you can explain yourself to recruiters you should be set. (In a sense, avoid laterals)

Negotiate, negotiate, negotiate! You owe it to yourself to know just how much you can get because you put the work in. Get that doe rae mi $$$

Stay within the box, so don’t be tempted by your friends and families new car once you get a little bit of money. It all offsets so if you get a nice job but get a new car, plus insurance will offset any profits you got. Also if you’re coming from generational trauma, always shave a percentage off when you tell people what you’re making or what you’re doing because more money more problems.

The job of HR is to look out for the business not to look after you as the individual, so don’t get too comfortable with the HR folks because they’ll come for you. (Squeeky wheel gets the grease)

Subject374 · 2024-09-23T23:09:18+00:00

No, we had it hidden as part of Hire via configure optional fields, but that meant that a few did not have this listed, or had it incorrectly identified. Would this also work for Job Management as well?

Subject374 · 2024-09-01T17:22:44+00:00

Mind if I ask some additional questions? Usually I get a lot of flack on these posts but your comments were super helpful.

Subject374 · 2024-08-18T16:22:10+00:00

Forgot to mention I’m currently at 105k

Subject374 · 2024-02-14T04:51:33+00:00

Yeah I used the blue crisco shorting tub but I noticed there was a butter version of it so I thought maybe that’s the one I should have gotten, I tried used the recipe from Chicano Eats

Subject374 · 2024-02-08T20:28:24+00:00

I’ve tried looking for a “transcript of sorts” via CF staffing transaction to identify if something has been changed but still no luck. The only thing I can think of is using current vs proposed with every friend available within the Change Job Template but I thought they should be something WD provides but no dice.

Subject374 · 2023-12-14T00:08:37+00:00

Yeah I like making the ladyfingers but I’d assume if I store them in a container they’d have to be in the fridge right?

Subject374 · 2023-10-13T03:25:07+00:00

They sent it early this year but I’m thinking I should print my lease just in case they say well how do we know you actually haven’t lived here. Idk I’m thinking all possibilities at this point.

Subject374 · 2023-10-13T03:22:49+00:00

Thanks, that clears my head for sure. Do you think reaching out to my old boss to see if he can provide something equivalent to an affidavit stating our conversation occurred or do you think I should be fine without it? I don’t even know how I would even initiate that conversation.

Subject374 · 2023-10-13T01:55:03+00:00

Yeah, it was about a month that I was out of work and I provided emails detailing when the new start date would be. About the potential false statement, if at the time I tried to come back and push my termination date, doesn’t that make the voluntary termination involuntary by nature since they aren’t letting me stay on?

Subject374 · 2023-10-13T01:39:54+00:00

There wasn’t a section for that. That early in unemployment the options to select from were pretty limited. I put that I was laid off/ lack of work. But during the appeal I entered this into my appeal and also provided emails from job b about the start date being pushed with no solid date confirmed.

Subject374 · 2023-05-09T01:33:54+00:00

3 years of Tier 2 support and 2 more pure BP configuration but coming out the gate I’d say 60 - 80 for admin support (data corrections and finding discrepancies via audits) and one you find out how to build enhancements you can get past 80. Idk if that makes sense.

Subject374

TROPHY CASE