More than 100 reports are available to managers. They can be found by clicking the Profile icon and selecting Favorites.
To add a favorite report, click on Manage Favorites (below the report list).
Then search for your favorite reports in the Favorite Custom/Standard Reports box.
NOTE: Reports you’ve scheduled or large reports that you’ve elected to run in the background (by clicking the Notify Me Later option) can be viewed by clicking the Profile icon and selecting My Reports. Some reports will auto-delete after 5 days.
You can also use the search bar to find the following standard and custom reports.
a. All Associate Transactions (able to search all manager’s transactions in Workday)
b. Anniversary/Birthday Report
c. CMP Ratings Report
d. Emergency Contact Report
e. Headcount & Open Position Analysis (Standard Report)
f. Incentive & One Time Payment (Standard Report)
g. I-9 Details Report
h. Insurance/Driver's License Tracking
i. My Org Chart (Standard Report)
j. Onboarding Status Summary (Standard Report)
k. Organization Members (Standard Report)
l. Overlap Workers (Standard Reports)
m. Position Summary - Filled positions, pending offers (Standard Report)
n. Promotion, Demotion, Transfer Detail Report
o. Retention Headcount
p. Union Associates
q. Vehicle Information Report
r. Worker's Job History (Standard Report)
s. Workers on Leave (Standard Report)
t. Workers Returned from Leave (Standard Report)
u. Workforce Report
NOTES: Use the blue hyperlinks inside a report to filter the results.
Reports are built into Workday and cannot be edited. However, you can export them to Excel to remove unwanted columns. If the report is one that you will run often and needs customization, or if you cannot find the report you need, reach out to HR Ops and request that a report be built for you.
To show you how reporting works in Workday, here are instructions for running the Anniversary/Birthday Report.
NOTES: If there is a delay to run a report, Workday will show a Notify Me Later button. This report will appear in your notifications. They can also be viewed by clicking the Profile icon and selecting My Reports.
Delegation is the assignment of any responsibility or authority to another person to carry out specific activities. Because your tasks do not time-out, Workday allows managers to delegate. The manager who delegates the work remains accountable for the outcome of the delegated work. Check with your manager and local HRBP prior to start this process. Delegation can occur before (if granted) and during a business process.
NOTE: Delegation will begin once approvals are finished. For immediate assistance, contact the Sysco Service Desk.
The following finance processes are available for delegation:
For information about job requisitions, please click the Organizational / Position Management topic on the left side of the screen.
All associates with access to Workday will input their CMP goals into the system beginning FY22.
The Workday CMP goal setting process is simple and streamlines our performance systems. The CMP goal template will be assigned to you at the start of each fiscal year. You will receive a communication via Sysco when it is time to begin inputting goals. To view the Goals Setting Video Tutorial click here.
Workday Homepage:
To input your goals:
1. Your homepage has two places to find your assigned CMP goal template. Go to your Inbox tile on the lower left side of the homepage or select the Inbox icon in the upper right corner of the page. (see above)
2. In your Inbox you will see the assigned template.
3. Select Add to begin creating your Strategic & Transformational goals.
4. Input your Strategic & Transformational goals:
5. To create additional goals, select Add
6. After completing all Strategic & Transformational goals select Next
1. Select Add to create a new development goal.
2. Input the competencies and/or skills to develop (needed to complete this year’s goals).
3. To create additional development goals, select Add.
4. After completing all Growth and Development Focus Goals, select Next.
1. Review all goals.
2. When done select Submit to send to your manager for approval.
Select Save for Later if you would like to come back your goals before submitting. Once you Submit your goals, you can no longer edit/add to them until after your manager has approved them.
3. After submitting, you will see a success message.
1. From the home page of Workday, go to your Inbox tile or the Inbox icon.
On the left-side of the Inbox page are all notifications that need attention.
2.Select the notification labeled Prepare for CMP Agree: [Associate Name]. When selected, the content to review will appear on screen in the Set Review Content pane.
3.Select Get Started to review.
4. Review the goal, ensure that it:
✓ Aligns to the team’s broader goals
✓ Is Specific, Important, and Measurable (SIMple)
✓ Aligns to the selected category
✓ Has Milestones (if applicable), rather than sub-bullets within the goal
5. When done, select Send Back, to send back to the associate,
You may go through steps 4 and 5 several times – as you review goals, edit and/or send them back to the associate to update or view changes.
As a leader of people, you may create one or more goals and cascade them to your team. This helps to ensure alignment and understanding of the year’s projects and focus areas. To view the Cascading Goals Video Tutorial click here.
1. To cascade a goal, type in ‘Add goal to associate(s)’
Your search results will look something like this:
2. Select Add Goal to Associates
3. Create a New Goal to cascade or select Copy Existing Goal if you have already created the goal you would like to cascade.
4. Designate who the goal will be assigned to by selecting from the category of Associates (specific associates within your reporting structure) or Organizations.
➢ An Organization would be used in the case of a Region President cascading a goal to the entire region (see image example).
5. When done select OK.
6. Input all the needed information, just like you would a personal goal.
7. When done, select Submit.
8. Once submitted, you can view the details of the goal. Select Done after reviewing.
9. (If editable) The associate will have the chance to add and edit the goal as needed. When done the associate will select Submit to confirm the goal.
Active Associate Goals
To see who has completed their CMP, you can run an ‘Active Associate Goals’ report or the My Team’s Goals Report. To view the Active Associate’s Goals Video Tutorial click here. To view the My Team’s Goals Report Video Tutorial click here. Follow the steps below to see how to launch the Active Associate Goals Report….
1. In the Search bar type ‘Active Associate Goals’
2. You can filter the report information based on Location or Company.
3. A notification will appear; you can wait for the report, or select Notify Me Later to create an excel file to download after the report is completed in the background.
4. The report will look like this within Workday:
1. Type in ‘Workforce’
2. Select Workforce Report
3. Input all needed fields and select Ok to run report.
Audit – Manager w/o Leadership Goals
1. In the Search bar type ‘audit – managers wo Leadership Goals’
The Options icon on the left allows you to filter the chart by selecting or deselecting options.
Use the arrows to move through levels.
Click a name to view that person’s profile.
The Print icon on the upper right allows you to export the chart to PDF, Powerpoint or Excel format.
You can view compensation details and request base salary changes or one-time payments for your direct reports.
To install Workday on your Android device:
To install Workday on your iPad or iPhone:
NOTES:
When asked for your employer name or Organization ID, type sysco, even if your employer uses a different name (such as Freshpoint or Buckhead Meats).
Contact the Sysco Service Desk if you encounter issues logging in. Email customer.support@corp.sysco.com or call 281-584-1190.
Managers can initiate the transfer of an associate to a receiving manager or to another position within their organization (i.e., Sales Trainee to Marketing Associate, Driver Trainee to Driver or moving an MA to a different DSM). If an associate is moving to another location or it is a competitive hire, the move will be managed by TA (competitive hire) or HR Operations (non-competitive hire).
NOTE: You can also manage job changes by clicking the My Team Management icon, then clicking Transfer, Promote or Change Job or Change Location in the Actions section.
NOTES:
Positions without Job Requisitions: These positions have not been requested to be announced or posted through Talent Acquisition.
Positions with Job Requisitions: If you have created a requisition for this position, you may choose this option.
Job Profile, Location and Cost Center: You are unable to change the Job Profile, because that is how the position was created and approved. Ensure that the Cost Center is correct.
Compensation: Adjust to salary or hourly as needed.
The date of change will default to the start of the next payroll period.
NOTE: Additional approvals are required. You can click on Details and Process and/or search the Archive in your Inbox to see the approval status.
Before creating a new position, make sure you don’t already have an open position(s).
If you need to create a new position, follow the instructions in the next section.
You can attach documents, such as performance appraisals or disciplinary warnings, to an associate’s profile. See below for information about document categories and who can view them.
The following summarizes the various documents that should be stored in Workday HCM and who has access to upload and view those documents.
Use your Sysco Network ID and password to log in to Workday. You can log in from a Sysco device or from your own phone, tablet or computer.
If you are logging in from a company device or from The Dish, you will use single sign-on to bypass the login process.
For more information, click here.
After a job requisition has been posted by the Primary Recruiter and candidates have applied for the position, the Primary Recruiter (or other members of the recruiting team) will conduct phone screenings.
Candidates who perform well in the phone screenings will then be sent to the hiring manager for review.
The hiring manager will receive an Inbox message for each candidate the Primary Recruiter has selected. The message will include the candidate’s application in its entirety, the application questionnaire, phone screen questionnaire, resume, etc.
A Supervisory Organization is a group of associates who report directly to a supervisor or manager. Anyone at Sysco who has direct reports will have a Supervisory Organization in Workday. Every associate is part of a Supervisory Organization.
Cost Centers and Job Profiles are tied to the Supervisory Organization, which allows many types of information to be filled in automatically. When creating positions, for example, Cost Center will default to the Cost Center tied to your Supervisory Organization (though it can be changed, if necessary).
When you initiate processes in Workday, your Supervisory Organization will be selected by default:
If you are initiating a process on behalf of someone else (one of your direct reports, for example), click on the Supervisory Organization field and select the correct organization.
NOTE: If there were multiple interviewers, each interviewer receives the Give Interview Feedback task. This information will be visible to the Primary Recruiter. The Primary Recruiter will then submit all the feedback to the hiring manager to review during the Make Interview Decision stage.
NOTE: Help text, comments, Federal Tax Elections, Payment Elections, Policies and some other functions (i.e., Favorites) are not available in the mobile app.
NOTE: To start a business process or task, click the My Team Management icon on the home page.
The Talent Acquisition team initiates associate transfers/changes of location/promotions through the Workday system if a requisition was approved. The managers and HRBPs will approve the change.
You can view the status of approvals in your Inbox Archive.
NOTES: If an associate is moving to or from a company where there is a Union Membership, the HRBP will receive an inbox notification to add or remove the Union Membership.
You can view compensation details and request base salary changes or one-time payments for your direct reports.
NOTE: The one-time payment must receive all approvals by the Monday before your designated Friday's payroll. The Effective Date entered should be a date within the pay period and will pay on the following pay issue date (for example, enter an effective date between Sunday, June 23 and Saturday, July 6 for the payment to be paid on the Friday, July 12 paycheck). Scheduled Payment Date will default to the Effective Date entered. Do not alter the Scheduled Payment Date, as it may cause an error in the desired date for payment.
A position is a unique “chair” or open seat within your Supervisory Organization. A position can be filled after opening a job requisition for that position. You may need to create a new position for your team due to increased headcount or an increase in your budget.
NOTES:
Job Posting Title: Type EXACTLY the same name as the Job Profile.
Availability Date is when the position is available to be seen and is effective in Workday.
Earliest Hire Date is when the position can be filled. YOU CANNOT HIRE BEFORE THIS DATE.
NOTE: Additional approvals may be required. You can view approval status in your Inbox Archive.
Only salaried associates’ time off requests can be viewed and approved in Workday. Hourly associates’ time off requests are viewed and completed through ADP eTime.
You can approve absence requests, deny them or send them back for revision. At this time, only salaried associates can request time off in Workday. Hourly associates will be able to request time off in Workday at a later date.
NOTE: You can also click the View Balances button to view the associate’s time off balances.
When interviews are complete, the manager will make a decision.
The Primary Recruiter will obtain a verbal acceptance of the offer before initiating the offer process in Workday. It will then go through two or three levels of approval:
The Primary Recruiter will then send the offer to the candidate. If the offer is accepted, the candidate will be sent through a background screening. The Primary Recruiter will then hire the candidate, and onboarding will be scheduled.
If a position a) has been approved, b) needs to be changed, c) does not have an open job requisition (you must close the requisition first) and d) there isn’t an associate occupying it, follow these steps to edit the position restrictions:
NOTE: Additional approvals are required. You can view approval status in your Inbox Archive.
You can request a base salary change for a direct report after a performance review or market adjustment.
NOTE: Additional approvals are required. You can click on Details and Process and/or search your Inbox Archive to see the approval status.
Required fields are marked with a red asterisk.
Fields with three bars on the right side allow you to browse or search for options.
Click inside the field, then use the arrows to browse, or type a keyword or name into the search box and press Enter.
Click the button next to an option to select it.
Actions buttons are used to access relevant actions, such as launching business processes, viewing reports or editing personal information.
Actions buttons are found on profile pages:
They are also found throughout the Workday system. Just place your cursor to the right of any blue text (such as a name). An orange Related Actions button will appear, giving you access to actions related to that text.
The Edit icon looks like a pencil and indicates that a piece of information can be edited.
Click the Team Absence icon on the home page to access the Team Absence dashboard, which shows upcoming time off for your team. Click the Time Off & Leave Calendar button to switch to a calendar view.
You can view your salaried team members’ absences at a glance on the Time Off and Leave Calendar.
If a candidate does not report to work on their first day, notify your HR Partner. He/she will notify HR Ops, who will do a same-day termination.
The manager must then create a new job requisition if they still wish to fill the position.
If there were other promising candidates in the interview process, the Primary Recruiter can move those candidates to the new requisition.
If you already have an approved, open position, you can select it during the job requisition process.
NOTES: Job Profile, Location, Cost Center, Company and Posting Title are defaulted to your Organization.
If this is a high-volume role (driver or outbound selector), you may create multiple positions with this requisition. Otherwise, you can only create one position per requisition.
The Recruiting Start Date is the date you wish your TAP to begin recruiting.
The Target Hire Date is the date you are targeting the new hire to start.
Do not use the Target End Date field for associate positions. (See the Contracting a Contingent/Non-Employee Worker section).
If you prefer, you can create a position at the same time you create a job requisition.
NOTES: Job Profile, Location, Cost Center, Company and Posting Title are defaulted to your Organization.
If this is a high-volume role (driver or outbound selector), you may create multiple positions with this requisition. Otherwise, you can only create one position per requisition.
The Recruiting Start Date is the date you wish your TAP to begin recruiting.
The Target Hire Date is the date you are targeting the new hire to start.
Do not use the Target End Date field for associate positions. (See the Contracting a Contingent/Non-Employee Worker section).
Error messages are displayed in red. They typically identify fields where information is missing or entered incorrectly.
Click the red box to view error details.
You cannot complete a task until all errors are fixed.
Alert messages are displayed in orange. They notify you of potential problems on a page. Alerts also display the location of missing or problematic information.
Click the orange box to view alert details.
Unlike errors, alerts do not prevent the task from being completed.
The Team Time Off worklet gives you access to absence-related reports for your organization, including Approved Time Off, Time Off Details, and Time Off Summary. You can also access the Time Off & Leave Calendar from this worklet.
On the left side of your Inbox, you’ll see two tabs: Actions and Archive.
The Actions tab shows current items that require your attention.
The Archive tab shows a history of the business processes you’ve initiated or been involved with. Every Workday process you have been involved in (process approvals, information changes, time off requests, etc.) is stored in the archive.
Items from the past 30 days are shown by default, but you can specify any date range by clicking the down arrow and selecting View More Processes.
You can use the Archive to view the status of business processes.
Demotion - Competitive: A demotion means the associate will have fewer responsibilities and will earn a lower salary. Competitive means the associate applied to be demoted and there is a requisition for the position.
Demotion - Reclassification: HR OPs use only
Demotion - Voluntary: For HR OPs / Manager use only
Lateral - Competitive: The associate applied for a lateral move and there is a requisition for the position (i.e., MA to Account Executive in the same OpCo)
Lateral - Non-Competitive: HR OPs use only (i.e., President positions)
Promotion - Competitive Promotion: A promotion means the associate will have more responsibilities and will earn a higher salary. Competitive means the associate applied to be promoted and there is a requisition for the position.
Promotion - Non-Competitive Promotion: HR OPs use only
Promotion - Normal Career Progression: Manager use only (i.e., Sales Trainee to MA)
Change Company: A company change that is neither a promotion nor a demotion. It must have a requisition and the associate must apply for this position.
Minimaster - Transfer: DO NOT USE
Move to Another Manager: Manager use only (i.e., MA moves to another DSM)
Re-Organization: HR OPs Only
MOBILE:
Click the Profile icon or the current profile photo three times. Your phone will prompt you to choose from your picture library or take a picture with your camera.
DESKTOP:
As a manager or HRBP, you will approve a variety of processes in Workday: time off requests, job changes, etc.
When you receive an approval request in your Inbox, you will see several options:
For some Inbox items, such as forms and questionnaires, you will see different options:
IMPORTANT NOTE FOR HR: If there is more than one person in the HRBP role, tasks go to each of their Inboxes. When one HRBP approves or submits an item, it is removed from all Inboxes. If an HRBP clicks Save for Later, the item remains in that person’s Inbox ONLY and is removed from the Inbox of all other HRBPs. This action indicates “I want to act on it, and I will act on it later.” If this person does not act on it, no one else will be able to either, causing bottlenecks in processing.
Workday makes it easy to search for people, processes, tasks, reports and business data using the Search bar.
For example, to find an associate, type a name (first, last or both) into the search bar and press Enter.
Click People from the Categories list on the left side of the page to filter the results to only display people.
Keep in mind that searches only find exact matches. While you may enter a partial spelling of a name or action, if you misspell the search text you will likely not see any results.
Here are some search phrases for common tasks and business processes:
personal information
create position
create job requisition
change job
request compensation change
request one-time payment
terminate associate
Frequently-used reports can be scheduled to run on a daily, weekly or monthly basis or on a specific future date.
To access your account settings, click the Profile icon in the top-right corner and select My Account. From there, you can change your password and account preferences, manage your account’s challenge questions and switch accounts.
Question mark icons indicate that help is available for that topic or task.
Once a job requisition has been approved, the manager will receive an Inbox item to complete the Equipment Provisioning.
NOTE: If no equipment is required, just click Submit without selecting any options. If an associate’s Job Profile is Outbound Selector or Driver, you will not receive this Inbox task.
While you will be able to see non-U.S. associates, please do not start any task or business process on any Canada/International or Minimaster associate. These associates can be recognized by viewing their profiles. In the Job Details section, the Job Profile will show HCM Minimaster Exempt.
If you end up not needing a job requisition, you can close it without closing the position associated with it.
You can close a job requisition without closing the position.
NOTE: Your TAP (Talent Acquisition Partner) must approve the change before the process is complete.
When an associate applies to an internal job posting, the manager (and ONLY the manager) will receive a Workday Inbox message asking them to confirm good standing.
The associate won’t see his or her application in the My Applications section of Workday and cannot be considered for the new position until the manager confirms good standing.
Denial of Good Standing ends the process. The associate will not be considered for the new position.
The associate does not receive a denial notification in Workday. The manager must deliver the message in person.
If you are not sure about an associate’s good standing, your HR Partner can help.
To temporarily suspend a job requisition during a budget freeze, you can freeze it.
When you are ready to unfreeze the requisition, follow the same steps as above but uncheck the Frozen box. Note that you won’t be able to unfreeze a requisition that you froze on the same day. You’ll have to wait a day.
You may have to terminate an associate after he/she has been asked to leave or has resigned.
NOTE: The associate is still considered active until midnight on the termination date.
UNION REINSTATEMENTS: If an associate is being reinstated after a union grievance, contact Support to “Rescind Termination” so the associate’s termination does not reflect in his or her history and the I-9 process does not initiate.
An associate who has been terminated will continue to have limited access to Workday. The access will end one year after termination.
Terminated associates will only be able to change their personal information and payment options.
NOTE: An associate will continue to have full access to Workday for 24 hours after the date of termination. The associate will receive an email with a new password as part of the termination process. Contact Support if access needs to be revoked immediately.
If a manager has Inbox tasks that were not completed before termination, the manager’s manager will receive an Inbox task called “Manage Business Process.”
NOTE: If you are reassigning a task to someone other than yourself, you must select someone else in the management chain for that position. If an associate is a No Show, you will receive their onboarding steps in your Inbox. Make sure to cancel all steps.
If an associate has a future-dated termination and the overlap option was selected during the termination process, you can create a requisition and hire someone into that same position.
NOTE: Job Profile, Location, Cost Center, Company and Posting Title are defaulted to your Organization.
NOTES:
Additional approvals are required. You can view approval status in your Inbox Archive.
While you are able to create a requisition for an associate who does not have a future termination, no one can be hired into the same seat as an associate who has not been scheduled for a termination or transfer.
Hiring a contingent/non-employee worker can be done only after a position has been created and approved. Sysco guidelines and policies for contingent workers must be followed. Check with your HRBP before you begin this process.
NOTE: Contract end date cannot be more than twelve months after start date.
NOTE: Steps 16 & 17 only apply if the Contingent Worker already has a Network ID. You can skip the step if this is not applicable.
For information about termination, please click the Organizational / Position Management topic on the left side of the screen.
You can extend a contingent/non-employee worker’s contract by editing the contract end date.
NOTE: If the contingent worker is moving to a regular Associate position, the contract must end at least one day prior to the start date.
You can terminate the contingent/non-employee worker by ending the worker’s contract.
NOTE: If the contingent worker is moving to a regular associate position, the contract must end at least one day prior to the start date.
Managers have the ability to view details about the staffing of their Supervisory Organization (a representation of the members of their organization), including open positions, requisitions, approvals, etc.
For quick access to a list of your open job requisitions or open positions, just click the My Open Requisitions and My Open Positions worklets on your home page:
For a more detailed view:
1. Type your own name into the search bar.
2. Click on the option that includes “Supervisory Organization”.
3. You will see a series of tabs, explained in the following pages.
Members Tab: Shows the names of your subordinates and the positions they currently hold (your filled positions).
Staffing Tab: Shows your available positions, with and without Job Requisitions.
Open positions with pending approvals are also included.
Unavailable to Fill Tab: Shows positions that have a future date as the availability date. A Job Requisition can only be requested on or after the date the position becomes available.
Positions with a future date will automatically move to the Staffing tab on the availability date.
NOTES:
Tabs are only visible when they have information to show. For example, the Unavailable to Fill tab will not appear if you do not have unavailable positions (positions with future dates).
An available position is a position that does NOT have a future date. The My Open Positions worklet will only show available open positions.
The Inbox Archive is a helpful tool to see if any approvals are needed. Go to your Inbox, click on Archive, then click the Process tab.
A new seat (position) is created using the Create Position business process, or it can be created as part of the combined process when the requisition is created.
Sysco's career site will have both legacy job requisitions (prior to go live) and new Workday job requisitions. Candidates applying to a legacy job requisition will be routed to SuccessFactors, and candidates applying to a new job requisition will be routed to Sysco Workday's external career site. No new job requisitions will be associated with SuccessFactors, and SuccessFactors will sunset in approximately 90 days.
Managers will be able to view candidates on requisitions who are at the Manager Review stage or beyond (i.e. Interview, Offer, Background). When a Manager opens their requisition, they will see the Candidates tab, which will provide a list of all the candidates in the Manager Review stage or beyond. They will have the ability to click on the candidates and review their application information. HRBPs can open job requisitions within the organizations they support, however they will not see the candidates unless they also wear the recruiter (TAP) hat.
Good standing is only for current associates. Former associates have a rehire status, which is set by HR.
If a type of one-time payment is configured in Workday, then Workday should be used for the payment. For examaple, sign-on bonuses can be submitted as one-time payments through Workday (as both grossed-up and not grossed-up). After they are submitted and approved in Workday, they flows to EV5 for payment. They can't be split into installments, but multiple one-time payments may be submitted.
Managers can upload interview notes to the candidate's application under the Attachments tab.
Talk to your primary recruiter.
The definition of good standing has not changed, and the definition will be included in the request to confirm good standing.
While most associates pay rates will be in Workday, SYGMA Drivers are unique. Therefore, their exact pay rate may be unavailable in Workday.
Hiring managers and approvers will receive Workday notifications for some events, such as when a candidate accepts or declines an offer. Typically, they only receive emails for items they need to take action on.
You can change the date of termination if the associate stays longer by working with HR Operations.
Yes, recruiters can manually include shift information on job postings.
You don't have to do anything outside of Workday. You'll receive an Equipment Provisioning Questionnaire in your Workday inbox, and your answers will automatically open a ticket with ServiceNow.
HRBPs can work with HR Operations to implement mass pay changes.
Yes, the resume will need to be re-attached or the information from the resume added to the Workday profile. It will not carry over from old systems.
At this time there is not a way to mass populate a one-time payment. Changes like market adjustments for large populations can be uploaded by HR Operations outside of the one-time payment process.
Managers may set up delegation when they will be out of the office. Delegation is enabled for the following recruiting stages/processes: Job Requisition (creation and approval), Manager Review, Interview, Offer, and Verification of Good Standing. If a manager is out of the office unexpectedly, contact AskHROps@Sysco.com for assistance.
The entire recruiting lifecycle will be managed in Workday, from initial application review through offer and background check.
Sysco's external career site URL will remain the same (careers.sysco.com). However, when a candidate clicks to apply on a job requisition that was initiated in Workday, the candidate will be routed to Sysco Workday's external career site and will be prompted to create an account.
There are a few efficiencies that will be gained when recruiting for high-volume roles. For example, approvals on Create Position and Create Job Requisition have been removed. Plus, positions may be created with requisitions, which includes the ability to create multiple positions with one requisition. Additionally, drivers and outbound selectors will skip the initial review stage and land directly in Montage Digital Assessment, where they can participate in an automatic screen.
Delegation is set for a business process, not a specific task. So if you delegate offer approval, your delegate can approve all offers.
When the Primary Location is added, the Primary Job Posting Location defaults to the same location. In some cases, you may want them to be different. For example, if the Primary Location is "Sysco Central Alabama Anniston Shuttle Yard" you may want the Posting Location to just say "Sysco Central Alabama."
The HR partner may view requisitions for the groups they support and will be able to view candidates at the offer stage. HR team members who also play a recruiting role in Workday will have full visibility for the organizations they support.
All requisitions created starting Jan. 27 and beyond will be handled in Workday. Old requisitions will remain in SuccessFactors, so it will still be active for approximately six months.
The manager can work with the HR Partner to determine good standing.
Yes, you can contact HR Operations to have the termination reversed.
When an associate's employment is terminated, final pay needs to be processed the same way you do today. The process hasn't changed.
Removal access from AS400 is done through the available form in ServiceNow.
Yes, the Refer button can be used for external candidates, as long as you know their name and email address.
This depends on the payment which the associate is receiving. The one-time payment options are configured when a Manager/HR Partner submits this form, as long as the Send to Payroll box is checked, information will be sent to the SBS Payroll department.
We recommend that you contact your recruiter to ensure the interview feedback is captured on the candidate record.
Time off requests are not populated in Outlook calendars, only in the Workday calendar.
Workday is replacing SuccessFactors. All postings will be managed via Workday beginning Jan. 27, 2020.
Yes, you would discuss that with TA. You can add a target pay of $17 when initially creating the requisition. However, you will have an opportunity to adjust compensation at the time of the offer.
Pay changes can be submitted for all associates.
Workday doesn't limit, but the Talent Acquisition team would prefer you freeze a requisition no longer than 30 days.
Good standing is associated with the application. Therefore, if an associate applies to more than one posting, each will require verification of good standing.
No, the system will not deny the associate's time-off request. It is up to the manager's discretion to approve the request.
At this time, only managers and Talent Acquisition can upload attachments on a candidate’s record.
Reach out to your HRBP who will contact HR Operations to reassign the tasks.
Understanding positions vs. requisitions is an important part of making Workday HCM work for you. Whether you're backfilling a position or creating a new position, start by having a conversation with your leader to make sure you have authority to add headcount or start the hiring process. Then, review the guide to position management here.
The request form is the task that you are initiating in Workday. If you have any local form policies, attach the document to the Workday request.
There is no need to reset your current Network ID and password. You will use the same Network ID and password you are using now.
This is currently an informational field in Workday HCM, and we do want it to be accurate as we will be implementing the Compensation portion of Workday in the future. Notify your HRBP about the discrepancy and they will work to get the bonus amount updated in the system.
Cost Centers and Job Profiles are tied to the Supervisory Organization. If you're unaware of if you have the correct one, contact your HR Business Partner.
Go to Inbox > Archive > Requisition > Process. From there, you can review what approvals are missing, if any. If all of the approvals have been completed, review SuccessFactors for your posting or check with your Talent Acquisition team member.
Workday HCM allows you to start the requisition or posting process, for a position while the current associate is still in place (such as when someone gives their notice, or has an upcoming retirement). To use the overlap feature when entering the termination of an associate, select the "This position is available for overlap" option.
A manager can request a change in an associate’s base pay, but you should discuss with your leader and HRBP first to determine whether the budget and circumstances allow for an increase. Off-cycle pay increases (outside the normal annual pay review process) route for approval in Workday HCM, and all approvals are made within Sysco’s compensation policy and guidelines.
Associates who move from one Sysco location to another or are transferring to a new role should not be terminated.
If the associate applied for the position (competitive move), then your TAP will initiate the job change or transfer.
Yes, all currently open positions will be transferred to Workday. Requisitions will remain with legacy applicant tracking systems until they are filled.
If your associate doesn’t know his/her Network ID, you can find it in your email Global Address book (look for Alias), or you can go to the Talent Central portion of SuccessFactors to see all of your associates and their Network IDs. To learn more about logging into Workday, click here.
When an associate has given their notice or has an upcoming retirement, you may enter a future termination date. This feature, combined with designating a position for “overlap” allows you to start the important process of hiring immediately. If you intend to backfill a position when you are working through the termination process in Workday HCM, do not choose to close the position.
Talent Acquisition team members will be able to update pay information after it has been submitted. The rate used in Workday will be the initial salary goal.
While updated in Workday immediately, updating the payroll system can take up to two weeks before direct deposit and W-4 updates take effect. Don’t close your current bank account until your paycheck has transferred to your new account.
For any urgent assistance, contact your Local HR Business Partner.
New hires at specialty companies will use Workday to complete onboarding tasks beginning Jan. 27, 2020.
As a general rule, you should leave a position open if you intend to fill the position in the near term (use 6 months as a guide). Open positions are your way of letting the company know what to project for headcount, so you should review open positions every month through the lens of whether you still envision filling that seat.
While you cannot hire a person into a role that has an active associate in it, you can start the requisition process once you have entered a future termination date (such as when an associate gives notice or has an upcoming retirement).
Search “Create a Job Requisition” and click “for Existing Position”. Then select the active associate.
The Quarterly Operations Incentive is the only incentive pay that can be initiated in Workday. All other incentive/commission pay plans are handled through Fusion/DIP/WIP/WASP.
You will have the ability to see the minimum, midpoint and maximum of the position’s pay range. This is a guide to help you in the hiring process. Candidates and associates do not see the range of pay for their own or open positions in Workday.
Incentive options are uploaded outside of the Workday system. Continue to follow the steps and procedures you do today (utilizing ETime and Horizon).
Workday will feed to both Horizon and Fusion (similar to SAP).
Any open positions currently in the process of being filled will transition to Workday HCM. If you did not have an approved requisition in Workday prior to Jan. 20, you will need to initiate a new requisition for the position in Workday. Going forward, you will need to create a new position or job requisition to backfill or create new positions for hiring.
Welcome Letters are not generated by Workday, so they will remain as is. New hires will continue to receive Welcome Letters as usual.
From the home page, click My Open Positions, and you'll see your open positions there.
If you show open positions that are not yours, or you don’t intend to fill in the near term (use next 6 months as your guide), close the position.
Time off for non-exempt associates will not move to Workday.
Phase 2 exempt associate time-off information that carried over to Workday includes:
If you are a salaried associate and entered your time through your prior time off recordkeeping process, that information was carried over into Workday. However, you should review your time in Workday to make sure your time off and resulting balance is accurate.
Once you have your cursor over the position title, click Actions > Job Change > Close Job Requisition. Once closed, you cannot reopen the position without going through the create a position or create a requisition process.
Requisitions will only have salary or hourly options.
Beginning Jan. 27, 2020, all activity for new requisitions will occur in Workday. Candidates for requisitions that were already approved in SuccessFactors will be managed there. SuccessFactors will sunset in summer 2020.
Workday gives you the ability to choose whether you would like one email for every task, or one email with all tasks bundled together each day. You can change your account settings anytime (Profile picture > Account Settings > go to the bottom of the page and choose “daily digest” or “email for every task”).
Yes, you can specify additional job posting locations in the job requisition.
The hiring manager is responsible for closing a requisition. The closing of the requisition then flows to the Talent Acquisition Partner (TAP) for approval.
Unlike SAP, when something has routed to you for approval, there is no “timing out” feature. The request for approval will stay in your inbox until you approve it or send it back to the requester. You can learn more about what transactions require approvals, and how approvals flow in Workday HCM by clicking here.
Every associate will be able to see the organization chart for any and every organization, all the way up to the CEO.
Sysco Service Desk representatives are available at 1-866-981-1190 or 1-281-584-1190 to reset your password. For non-urgent requests (expect 24 hours for a response), you can email servicedesk@corp.sysco.com.
A termination can be initiated by an associate’s immediate leader, other leaders in the associate’s management hierarchy and the HRBP at the associate’s location.
No, comments cannot be changed by others, but others can view and add additional comments.
Onboarding tasks will be available for new hires on their first day of employment.
New hires will now complete their onboarding tasks through Workday. Their welcome letter will include a username and password that they’ll need to use to log in to Workday.
You will initiate onboarding tasks through Workday.
Associates can see dates of employment by viewing their profile. Managers and HR can see dates of employment by searching for an associate, clicking their name and viewing their profile.
No one is notified if a document is added to an associate’s Workday record.
Based on their role, Manager, HR and associates will all see different parts of an associate’s record. HR has the ability to see documents related to every associate in their organization. See the Learn About Associate Records job aid to learn more.
Union information will not be automatically added to an associate’s record in Workday. The HR Partner will receive an inbox item to manage the union membership information.
All salaried associates will have access to track and submit vacation requests in Workday.
Only the associate can change his/her personal information in Workday.
Only the associate can upload their photo.
Onboarding processes require that an associate open and review each policy.
Photos should be uploaded during the onboarding process.
Forms completed during onboarding will be stored in Workday, so you don’t need to–and should not–print them.
An audit report is available to track when expiration dates are approaching for associates. This report can be scheduled for your review.
Type Control + a + space.
There are more than 100 reports available to managers. To learn more, click the Learn How To… tab above and select Custom Reports.
If it's just one or two associates, this can be easily managed within the Change Job transaction in Workday. Identify the associate then click Job Change > Transfer, Promote, or Change Job > Reasons > Transfer > Move to Another Manager. And then fill in the remaining details.
If it's a large number of associates, contact your HRBP.
SIU does not interface with Workday so if associates have access to the network, they should be able to access SIU. The SIU link is available through the Dish and by opening the External Links Worklet in Workday.
The Associate Onboarding Tasks only launch on the date of hire. Associates will not be able to complete any of these tasks prior to their date of hire.
Contact the Sysco Service Desk to open a ticket for missing welcome letters for new associates.
There is not a way to initiate a group email from Workday. However, you can run a report in Workday to access associate contact information. If you filter it correctly in Excel, you'll be able to email your associates through Outlook.
Transferred associates do not need new usernames or passwords. They will use the same Network ID and password they used at their previous location.
Time in position is the time in which you have occupied your job profile (current position) at Sysco. Your Service Date is your amount of time at Sysco, including if joined the company as part of an acquisition. Service Date may be adjusted if you have had a break in service.
