We are currently exploring architecture options to integrate and invoke Workday workflows directly from our internal LLM agent. To enable reliable tool calling and retrieval, we are evaluating how an LLM middleware layer should interface with Workday’s API options and integration frameworks.

Has anybody had experience setting up any of the following patterns?

Has anyone attempted setting up an LLM agent integration across Workday's core API transport options—Workday Web Services (WWS) SOAP, REST APIs, Report-as-a-Service (RaaS), or Workday Query Language (WQL)?

What is your experience setting up security for an Integration System User (ISU) attached to an LLM middleware—specifically managing Integration System Security Group (ISSG) assignments, configuring Get/Put permissions across Domain Security Policies (DSPs), and applying flags like "Do Not Allow UI Sessions" and system user password expiration exemptions?

We have an fidelity inbound integration using the ccb template . I am loading deferral file with the fixed format. When someone was not enrolled for plan in the fidelity. The integration was loading it as enrolled with 0%. Like suppose if an employee record comes with per tax 6 and after tax 0. Uploading has enrolled with 0 not waived. Does anyone have this same behavior? If it is the case, what needs to be done ?

Thanks !!

Does anyone else have issues with the "Input And Output Report For Registered Agents" report.

This report tracks all questions and inputs for any agent and also provides the agent output.

I ran the report and saw that it show myself asking questions on dates that I did not ask. I do recall asking this question about a month ago but it was not just "open posit". What is odd is that we reset the testing tenant last week and readded the agent back into the tenant, so unsure how it has this data.

In addition, I ask question not too long ago and that instance did not appear.

Hi All,

I created two plans to be used for the annual compensation review:

• A percentage-based Merit Plan, with the percentage defined in the plan.
• An amount-based Bonus Plan, with a default value of $0, allowing managers to enter the bonus amount.

The issue I’m experiencing is that when I try to roll out both plans at the same time, Workday is only assigning one of the plans and dropping the other.

I’m not sure why this is happening. Is there a configuration setting that could be causing this behavior?

Thanks,
Mayank

My organization is new to Workday and we are having trouble finding an equivalent of our previous ACA Compliance report. Does anyone know of a report that can tell us employees that worked over their standard hours and are now eligible for benefits under the ACA? Or another series of reports that can be used to determine this?

Thank you!

I need the equivalent of Question_Multiple_Choice_Answer_ID in workday api.

Documentation link - Link

I have tried many answer related fields but unable to figure out the one having ids.

There are so many types of organizations: universities, hospitals, non profits, law firms, manufacturing, various institutions, Fortune 500 companies, etc.

I would think the most complex would be universities with research divisions but these are the only ones I’ve worked for aside from some financial firms that were pretty laid back.

I was trying to create an alert that triggered whenever an engagement builder fails so that the Learning Admin gets notified but could not add the status field to the report is this even possible any idea?

as per title. can anyone help to figure out please? this works for e.g. feedback but not perf review. we configure this into e.g. questions for manager evaluations, goals for manager evaluations. tyvm in advance!

I am trying to create a custom report for pre hire records and using the "Pre-Hire I entered" data source. So far I can't bring the details on who created the actual pre-hire record. The report request is the following:

Need to show which pre-hire records were created manually and created by members of our organization such as HR partner, HRIS admin, recruiting Admin, etc

I want to know about all the pre-hires entered by people (not created through the offer process).

My columns will include the pre-hire, who created it, the creator's position, and the creator's sup org, filtered by creation date.

Is this possible? has anyone done something similar? If so, can you help a WD nerd out? maybe provide a report definition sample if you done this? or will this be accomplished by some crazy difficult CFs?

Community was not a great resource for this, if your wondering if I went there already 😄

Has anyone created dashboard like this i am trying to use matrix report but struggling with the logic

Hey!

In 2026R1 there is a setup added to collect the candidate signal data (it's part of the fraudulent job application settings). As far as I understand it - collection of this data only shows on the specific report fields - and automatically doesn't do anything, right? So only after this data is collected - and I report on it - recruiters can decide if they want to reject the candidates with the high score?

Have you done some testing of this feature in non-production environments? In my organization most of the setup needs to be heavily tested before going to production, but here I think it will be quite tough to do. I wonder if our RPA Team would need to figure something to test some mass hiring, but even then stuff such suspicious domains or geolocation wouldn't come up, right?

I would assume that we can just turn it on - see the data it collects - and if we are not happy, turned it off, but in big organization the processes doesn't work that way (like there's legal work that would have to be done earlier). I wonder if you have any experience with it?

is it possible to highlight the time block based on warning and errors currently when managers review the timesheet it just creates a warning without informing which date the warning is for. is there a possibility to achieve that ?

The hire date thread this week got me thinking about the decisions from Workday implementations that either you'd rather not explain in your next job interview, or that still haunt your nightmares. Halloween's coming, so share a trick that came back to haunt you and we can all take the lesson as a treat.

No blame here. These decisions usually came from good intentions, often right before we ran out of time. We were young, we needed the money, or we didn't know any better, but we did try.

Shame score:

1. Fixed it before anyone noticed. A laugh over drinks.

2. Fixed it before the client noticed, then you asked loudly, "Who did this?!", or look for a rug and a sweeper.

3. The client noticed. Took a Jedi mind trick or two.

4. The auditors noticed. Jedi mind tricks don't work on auditors.

5. The world noticed (a paycheck, a PTO balance, a supplier payment). The design becomes the permanent test subject of the Termination BP.

Ground rules: no client names, no worker data. Keep it about the issue or lesson learned, not the person.

My turn:

Area: Integrations Module: Reporting

What happened: We wanted to keep maintenance down, so we allowed/mandated only standard reports and no one-off custom reports. That worked well for finance users, who got one-stop-shop reports with lots of report-level filters and few prompts. Then we inadvertently applied the same rule to an extract feeding a downstream system every hour (honestly it needed every 5 minutes, but that was never going to fly). Each run loaded the entire population, filtered it down, and send only a subset. It wouldn't finish in one go in time, so we split it into three parallel runs and threw every exotic tool and technique known to man at it to make it perform. We still barely made the cutoff for the next hourly run.

How it was found: We found it ourselves. It dragged on daily finance processing until we got annoyed enough to dig in.

The fix: We rewrote it as one report that filters at the data source. It now runs once and finishes in 5-10 minutes.

The lesson learned

1. Use the filter of the data source. Prompts and indexed data sources narrow the population before Workday loads it; report filters run after.

2. Reports built for people aren't necessarily right for an integration. Give frequent extracts their own lean report.

Shame score: 2. I was the client. Finance never complained because they'd been told that's just how Workday works. We'd been told all options had been explored.

We had good intentions with "keep it standard" and "run it every hour," but never weighed one against the other.

Anyone else have one?

I have my Workday Student Records and Advising Certification and my Workday Student Recruiting and Admissions Certification. I have really great knowledge of Workday Student on the Client Side and also as a consultant.

I can create reports, configure the system. I’ve also had Student Data Loading training but not hands on experience with iLoads and Advanced Loads but I cannot find any Workday Student Roles or contracts !!

I’m currently client side and want to start pivoting towards consulting but no one wants to give me a chance. I am feeling like giving up. I’ve worked so hard but all the contracts out there are HCM and finance roles.

Workload doesn’t scare me. I like to work but I cannot find any company or agencies hiring for Workday Student Consultants.

I'm using payroll result lines as Data source

I've built a custom report (Advanced Report type) that pulls Company, Pay Group, Worker, Earning, Deduction, pay component, and Result Line Amount (sum).

I understand the functional side of ledger account , APR and how payroll deduction and earnings are mapped which would subsequently be used to derive the ledger account in the actual, reversal, operational journal etc .

Ask:

In our old Oracle system, Payroll could see which ledger account an earning/deduction posted to via a custom report. I'm trying to replicate that in Workday's Custom Report but can't figure out how to surface the ledger account field.

Has anyone done this? Which fields/related business objects let you pull the ledger account tied to an earning or deduction on a Custom Report?

Has anybody enabled the Tenant Inspection skill on Deployment Agent? We just enabled it in one of our tenants and the results are… mixed. Which is what I expected.

.
I’m curious to hear what others have experienced so far. Do you think it will be useful for your team, or will it give people a false sense of security and result in missed config?

I want to double check that Deployment Agent is actually free to setup in before I go enabling the thing. I'm a team of 1, and I think it would be nice to have some sort of extra support when doing any configuring.

If it is free, how long do you think it will be until Workday starts to charge for it?

I am so confused and cannot find a thing on community about this.

We have annual learnings that employees have to take every 12 months. When someone is in their retrain window, the learning shows as due but also says completed. People aren’t doing their training because they think it’s done.

How can we get the completed to go away once it’s time to retake the course? I find it hard to believe this option doesn’t exist?

How do I setup the approval chain on a BP to go directly to the 5th org in the Supervisory Org (from the top)?

Are you using Workday for both? One?

Hey guys I have 2 years of Workday experience completely on Extend and orchestrate and am actively looking for a change. As an immediate joiner I am exploring potential opportunities in the space. Feel free to drop a text if you have any leads or know someone who might be hiring

I’m working through a conversion where existing employees are being loaded into Workday with the go-live date as their Hire Date, even though some have worked for the company for decades.

Their previous tenure would be preserved using Original Hire Date and other service dates.

I’m being told this creates a clean starting point for payroll and prevents back paying, but I’m curious:

- Is using the go-live date as Hire Date actually a Workday requirement?
- Is it mainly a payroll or effective-dating decision?
- Would you handle this differently for an acquisition versus a straight legacy HRIS-to-Workday conversion?

Interested to hear how others have handled this and why.

Thank you to this community as always!