Name: Moving to a Modern ERP for Small and Medium Governments
Uploaded: 2026-05-07T18:16:15.749Z
Duration: 1 h 20 s
Description: Moving to a Modern ERP for Small and Medium Governments

Transcript for "Moving to a Modern ERP for Small and Medium Governments": Hi, everyone, and good morning, good afternoon. We're gonna give everyone maybe one more minute to get logged in, and then we'll get started. Alright. I see a lot of folks logging in, so I'm I think we're gonna get started. Hopefully, everybody's here today. First off, good morning, good afternoon, depending on where you are today, and thanks for making time to join us today for Workday Live, moving to a modern ERP for small and medium government. I'd like to introduce myself first. My name is Brian McGowan. I'm an enterprise architect here at Workday, and I help customers across our public sector state and local space with architecture design and platform questions. And I've got two of my very good friends with me today that that are gonna help with our discussion, Josh and Kylie. I'm gonna give them just a second to say hello, if you guys don't mind saying hi. Hi, everyone. My name is Kylie McJesney. I'm, I'm gonna handle our HCM side of the house, a little bit of payroll, content as well for you today. Been here at Workday for going on three years now and, excited to to meet and, and share the Workday, Workday system with you all today. Awesome. And hi, everybody. My name is Josh Sanchez. I'm a senior solution consultant here at Workday. Been at Workday also going on three years. But prior to this, I was at, Oracle for about five. I'll be walking through some of the financial components as it relates to AI. So, again, my pleasure to be here with you all today, and I look forward to jumping in. Thanks, Josh, and thanks, Kylie. And welcome again, everyone. Really quick, just to give you a quick introduction, I wanna talk just for a moment about the platform, then I'm gonna turn it over to the talented solution consultants who are gonna show you some great demos today. But for those of you who haven't met Workday or haven't had a chance to use Workday in the past, Workday is a modern cloud solution for ERP, for managing your people and your money. Workday was built from the ground up with a couple of really core concepts. We had seen how the market evolved. Our founders were actually founders at PeopleSoft as well, and they saw what worked in the space, but also what was challenging. And so when we invented the Workday solution, we started with a clean sheet of paper and a couple of really core fundamental, beliefs. The first belief was that all of our customers should be on the same version of Workday and should always be able to move forward. That meant building a cloud platform that could support customers with many different types of needs for protecting and storing data and processing data, but having a structure that applied to all of them and and only leveraging configuration inside of your tenant, not customization. So there's no custom code in Workday. Everything you do is configuration based, which means everything can move forward into the next release without you having to worry that your system might be out of date or might not meet the requirements or maybe have customizations that would block you from being able to uptake new features. So at the core, one Workday for all of our customers. And to support that one Workday for all of our customers, we looked at ways to store your data in new and innovative ways. And we've decided that the most the most relevant way was to store that data in an in memory object graph, which is a modern way of storing data, different from a database where you have rows and columns and you store data in a relational format. We store it in an object format, and those objects have attributes and fields, and those objects have pre built relationships to store that data, again, so that as you move forward in the Workday system and as you potentially add customization or configuration changes to your tenant, your object model is always structured in a way that it can always move forward. So it's the core foundation of everything. Your data stored in your in memory object model protected by Workday's encryption and, data resiliency technology that allows you to to modernize your platform. And then on top of that, we've built our human capital planning and financial management solutions, All of them completely integrated with the object model to provide real time reporting and integrations right in the system, which is super powerful for your users. As your users become comfortable with Workday, they can build their own reports. They don't have to ask for reports. They don't have to understand a database structure in order to be able to design a report. They can simply navigate the object structure starting with the most simple objects, which are usually the workers in your organization, and then moving through those relationships to build reports, and then use those reports to automate into integrations, whether that's flat files or whether it's APIs, or taking advantage of Workday's agentic and, and a an AI functionality and framework. We're one platform. We're open. We allow customers to build up build onto this platform, but also maintain that structure so that you can always move forward, you can always adopt those features. And just looking a little bit at that core in memory object model, all customers sharing the same version, all data transactions fully audited at all times. So by default, all changes, all all all updates and inserts and, changes to the data model are completely audited, and all of that history is stored inside of your Workday instance. So you always have a full audit history. Again, no need to bolt on an audit tool or any kind of audit framework. It's all included in the platform. And it all has that always on security context. Every user in your organization evaluated in real time when they access the in memory object model based on their own permission set, which is a combination of where they sit in the organization, what their role is, and how security is defined for that user, allowing them to move through the system freely and also share data with other users without worrying that security impacts might be there. And that applies across all parts of the platform, HCM, financials, planning, all protected by that same governance, security, and compliance. And then like I said, we add AI features and functions. Workday is excited to move to the next, the next version of work. And where we really see that is is meeting you with AI features and functions that support your workforce where they can use them and where they make the most sense. And AI is built right into our platform. It's part of our design and build process. It's also part of our audit and security and compliance processes. We give you a full platform of tools that you can take advantage of, Workday deployed agents, things like agent builder, where you can build your own agents, our agent gateway, which allows you to connect to third party agents and third party AI solutions, All of that then still passing through that same security configuration and compliance framework to make sure that you're always secure and that your data is always protected. So I'm gonna hand it over to Kylie to give you a chance to see some of these features in actions. Kylie, it's a good spot for you to take it away. Yeah. Thank you, Brian. Appreciate it. You are welcome, and I'm gonna stop my screen share. Alright. So with that lovely intro, we're gonna dive into product here pretty darn quickly. But first, I wanna go ahead and share quick agenda of what we're gonna be covering today. So what those pieces are, the real focus of today is how we're gonna talk about on the HR side, how we're gonna help lean government teams stop from fighting those manual fighting fires and become more strategic. And for a lot of medium sized local governments, what we see is not necessarily a problem of lack of effort, but there's a lot of hats that we're typically wearing. That's HR, payroll, finance, often having to work across disconnected systems, spreadsheets, follow-up emails, and a lot of, non real time data that we're working off of that we're having to sluice out where's the where the issue lies. Now that's gonna create reporting gaps. That's gonna create payroll errors, and a lot of dependence on the knowledge that's being passed down from people that have been in the seat for ten, fifteen, sometimes twenty years leaving and now having someone else in that seat, that has knowledge gaps. Right? So how do we alleviate some of those pain points? So what we're gonna show you today is how Workday is gonna catch some of those issues a lot earlier. We're gonna reduce some of those painful handoffs and then give teams better answers without adding headcount necessarily. A lot of that has to do with some of these AI features that we're bringing to surface those issues earlier. So in the next twenty minutes or so, I'm gonna really focus on three core things. The first is how we're creating that modern system for everybody at every level of the organization and allowing people to find quickly what they need all in one place. That is that unified system approach. So one source of truth, one entry point for every employee, with security kind of built throughout. Now the second piece is Workday's architecture and how it is truly built different with that business process framework. That's gonna allow us to make changes within the system, one time and allow for our processes to follow those changes as we grow, as we change, and become more strategic. And then last time last thing is is real time reporting. So across HR, across payroll, across finance, leaders are gonna have that impact immediately through that real time reporting. Being able to sluice out the actual story behind the data that they're seeing, not just the data living in spreadsheets that that really don't tell the background behind it. That makes us go and hunt for that additional context. So with that, let's go ahead and jump into the actual platform. So as we log in to Workday, the first thing that you're gonna notice, throughout and and whether this is your first time seeing Workday or this is your seventeenth time seeing Workday, The UI is gonna remain the same across every single employee, and what that allows us to do is make sure that what does change is maybe the visibility. So what do we have access to? I'm logged in as Jill Jones. She is the ultimate wearer of hats. She does all of the things in the system here. So we're gonna see her with a whole lot more access to reports, to functionality, things like finances that she can even see, details into even though she doesn't live within that on a regular basis. Right? So what we are gonna see is one unified system, one unified experience across controls, but security is gonna follow us throughout. Now the second piece I wanna talk to is really that main core functionality of one unified system, which is our search functionality. So, if I am looking for anything in the system, I am able to source it out with using that functionality, using AI, using natural language processing in our search feature. Now what that's gonna do is in a modern platform, that allows us to not search in a million different places for where the data we're looking for lies. We can search in the search bar and find people, find reports, find actions, directly in one place. So when I search for, you know, Ben, that might be a benefits manager. That might be employees named Ben. That could be tasks and reports that I'm specifically looking for. Now the important thing to note here is security is following us. So because I am logged in as an admin, I'm gonna have a whole lot more access to things like a benefit census that our employees aren't going to see. If I'm logged as an employee and I search the same exact functionality, I might get, hey. Make a benefits change. Right? I might get something like every employee named Ben in the system. It's gonna allow me to only get the data that makes the most sense for who I am in my current role. Now if I take a detour here and I say, hey, I need a day off. Now obviously, we don't have a task named day off in the system, But that natural language processing, that AI built into the search engine, this is where the power of that lies. Because now as an employee, I don't need to go and reach out and find someone to help me with a specific task. The search functionality actually takes me from searching to actually doing. So here, it's looking at that, that context of I need a day, and it's filling in the gaps and saying maybe you need some time off. Here is your absence balance. Here's the actual task that allows us to take that time off. Right? So for lean government teams, that matters because now every routine question that can be answered in the system, maybe you have articles and sources all over the place to help your employees find this data. Now this means it's one less email. It's one less call to our benefits administrator, to our leave administrator. The system is actually helping them make the decisions, find the find the information they need, find the task they need all in one place, allowing for less dependency on a few power users and more of that allowance of self-service approach. So that's gonna create a, downstream effect of less work on the administration side. And now Workday is only able to do this because of that framework, because it is one connected system. So when we talk about disconnected systems and the issues that come from them, Workday's approach to solving this is at the root cause of HR and payroll headaches. It's through security. It's through things like eligibility rules. It's through things like business processes. So when we look at the platform, we can see really the inherent data storage that is, just by looking at a specific employee. So when we come to an employee's profile, you're gonna see the housing of data that exists within the system simply on the employee profile by looking at all of the different contextual data that exists all in one place. Right? We can see compensation information, performance data, career data, and all of this has a constant audit trail. So we're able to see every change that's ever occurred within every single employee, who kicked it off, when they kicked it off, and who made the final approvals. Now if we take a look at, say, let's, let's take a look at John's position here. We're all gonna we're also gonna see the the building blocks, that foundation of who this employee is and how we build those business processes, how we take a look at something like eligibility rules and build it into the system. So when we take a look at his position here for John, we're seeing things like the cost center that's associated. This all lives within the position. That means when we're looking at things like time tracking and someone's logging time, we're able to report back to finance the cost center that that time is associated with, the fund that's funding that specific time, maybe that grant information that's funding that employee's time as well, all of that is built within the position itself. Now if we take a closer look at the position restrictions here, we can see some additional data that's built within this position. So same thing of organizational assignments, but let's take a look at our default compensation. This is where we're gonna see some more of those eligibility rules kinda playing a part here. Because not only are we seeing, his actual assignments, but if we take a closer look at this general compensation package, what we can start to see is the building blocks of that eligibility determining who gets paid what. So I don't have to go into every employee and issue these kind of things, compensation pack packages, allowance packages. I'm using eligibility rules. So this is looking at every employee that's not a teacher. But you might say, hey. John's not a teacher. Sure. But he has other intricacies to who he is and how he should get paid. And that is where we build those eligibility rules on. So he is gonna get assigned this compensation grade of protection and safety as a police officer. Why? Because he is part of a job family group of protection and safety. That is all living within the position itself. Compensation plans, same thing. So when we look at some of these allowances, like a uniform allowance, cleaning allowance, why is he getting assigned those? He's automatically getting assigned those based off of a job profile that he lives within, which is police. Now when we see his overall compensation, we can see how that all lays out for us. We can see he's got that compensation grade we talked about, the projection and safety. We can see he's got these allowance plans that were all issued at the point of hire. Again, this is an manual step that needs to exist for him. And the last piece that we'll show is that compensation grade profile. Again, he's qualifying for that based on eligibility that he is in law enforcement specifically, and now we can see eligibility based on some other factors. So we've got him set up on a step progression, but set up for specific intervals to automatically push him through to the next step in that progression. We also can set rules based on talent and performance data to make sure that there are safeguards before they move on to that next step. So that's looking at eligibility from a different part of the platform entirely to determine whether somebody can move on to the next progression. Now what does this mean? Well, this means when HR updates a worker, a position, if they're updating a compensation profile, they can effective date it, make that change one time, and that's gonna affect everything within the system. So I can come in and make a change to the protection and safety compensation grade, and I know that that's gonna permeate down to every employee that fits within that eligibility. That means I don't have to go individually into every single employee and make those changes. Again, that creates a whole lot of bottleneck that we're getting rid of. Now in order to make a change, the second piece of this, say we're not making a mass change and we're doing something that's more of a singular change, say we come back to John So to here. Now in order to make any changes in the system to a specific employee, we're gonna come into their related actions. And, again, this is all based off security. So if I was logged in as a manager, I wouldn't have all of these actions that are available to me. So this is all, again, based on security and what I'm allowed to do. But if I come in and make a quick compensation change, what we're gonna notice is, again, I'm able to effective date. You're gonna see that throughout the platform, this concept of effective dating. So I don't need to wait until I wanna make that change. If we have something like a union negotiation that is backdated changes, I I can go ahead and make that retroactive change, to something like a compensation change. And we're just gonna make a quick ad hoc change here. And now what you're gonna see is some additional reporting populating here for us. Now this is incredibly impactful because this means I am now getting data that is things like, market data being brought to me. I'm understanding his overall pay percentile that he falls within, his compensation compared to peers. I'm seeing things like talent data, being brought up here. Right? I can bring and surface some of this additional data at the direct point of entry for me making some of these changes. That alleviates me going into other systems and searching for this, opening up other tabs, and trying to find reports. I can surface this data at the point where I'm actually making these changes, make an educated decision faster and more reliable because this is, again, all real time data that is being surfaced to me. This is all current based on what he is making right now. Now if I wanna come in and make this change, it's as simple as coming in, making, the edit, and I'm gonna advance him over to step seven. Hit save. Now I'm gonna be able to see all of those changes and how that affects his comp ratio. I'm gonna see how that affects his, his new assignments, what was modified, and be able to verify all of this information. Now once I hit submit, that's gonna kick off that business process. So what I mean by business process is that step of approval. So today, that might look, a variety of different ways for you, but who does that next person in the line that needs to get visibility into this? What does that look like? The business process is how we kind of manage that, more automated process of making decisions. And that's gonna kick off with any change we're making in the system. So we're gonna go ahead and take a quick look at our business process for a comp change. And take a look at what that looks like. So what we're seeing here, and I'm gonna show this diagram view, is really a swim lane view of if then logic. This is not involving IT. This is a process that you can build and modify as you grow as an organization, as you become more strategic with how you wanna approach certain changes that are happening. And understanding if then based on who kicked this off, who does it need to go to next? What steps do I need in the process? Whether it's approvals, whether it's budget checks. So if we come back here, we can see some of the more highlighted details within this. Right? If then is pointing to who is the approver. If it's the compensation, partner or if it's not the compensation partner, then the compensation partner needs to go ahead and take a look at this step and make that approval. If we need a budget check, who's it being sent to? If the manager didn't make the initial, initial request, then they need to have eyes on it. Then we might need to go to a controller. We might need to make sure benefits is aware of the changes that this compensation increase might make from a, a a benefit perspective and what we're costing. Now what you will notice is every one of these groups is not a specific individual. It's not a name. That means that when we have someone leave the organization, very easily someone else can step into their place. This is based on the organizational hierarchy that you've built within the system, which means there is no crossover of information, data lag. There is no conversation that needs to take place on best practices and what we do today and how we pass that off to the next person. The business process framework is handling that for you. And this is a big shift for our lean governments because instead of relying on those side spreadsheets, that memory, of what we what we do today and what we wanna do tomorrow, those manual rechecks, the system is now standardizing these processes. And, again, similar to that change we we, we saw within compensation, if I make that change to a compensation, if I make that change to a business process, that's gonna permeate to every future business process. So the Workday system allows you to change strategically and easily because I can come in, make that one change, and know that every other, compensation change that happens in the system is gonna flow through that new process efficiently. Now once those changes are governed, once we create that process that we want to be repeatable, the next question is whether payroll and finance is gonna be able to trust those changes that they're seeing before the money starts exchanging hands. And that's where our payroll command center is really gonna take the center stage. So as a payroll admin, having one system that that takes a look and is able to report on data from all areas of HR is incredibly powerful. First off, we're able to surface reports and let you know before you start running payroll what has gone on in the system since the last time we ran payroll. For instance, do we have everybody's time that we need? Right? I can very easily dive into who hasn't reported time, and I'm gonna be able to surface exactly who I need to go and get on, whether it's their manager that I need to send, send a message to or the direct rep, employee themselves that hasn't submitted time. I'm able to alert here on those missing times automatically. I don't need to chase them down. I can have the system automatically do it for me if they haven't submitted their time in a certain time before we start running payroll. I can see things like hires, termination. So if there are massive changes that are occurring in the system and for the organization that are gonna impact payroll, I already have eyes on it before I start to run, run some numbers here in our payroll calculations. Last couple pieces before I start running payroll are gonna be things like overtime costs. Should I expect a massive variance in overtime calculations and hourly pay, that we're gonna see in our pay calculations? Other pieces, employee changes that impact payroll. Right? Maybe this isn't a hire. Maybe this isn't a a time related, metric that we're looking for. Maybe this is a benefits change, a life event. Maybe this is a a a a compensation change that's occurring. Right? We want real time reporting that's gonna allow us to see some of these data changes that are being made that allow us to then have a more introspective view and a more proactive view of our payroll. So when we jump into our in progress tab, we can see I've already got payroll kinda running. I've already run a pay calculation for these periods. Now what that's gonna allow me to do is get some additional real time reporting for our pay cycle before I complete it. So when we run our pay calculation, I'm immediately gonna get reports like our compare periods reports. It's gonna allow me to see degrees of change, a percentage of change in the difference between prior periods and our selected periods. Now if I went to that, those pre payroll reports and saw some of these things in advance, I would know that I'm expecting an increase in hourly pay. I'm expecting maybe, an increase in some of our benefits. But now I'm not as shocked about some of those those numbers and their variances. The other piece to this that this the system is gonna allow you to do is run additional audits. So I've got our, payroll audit pulled up here on the side, and I'm gonna run a quick audit. This is pulling all of those factors that as a payroll, admin, you might be looking for today. Right? So when we're talking about things like 10% variance in pay, of gross to net pay. Right? Some of those factors that you are already looking for when you're looking and that you are already looking for when you're looking and combing through with a fine tooth comb of your payroll results, Workday is gonna allow you to see some of those immediately. We can see how many that we've listed as critical changes, informational, or just surface warnings that are in progress, haven't been resolved, and we can make sure that we systematically approach the right changes in the system. Maybe we have someone with a compensation change. That's not necessarily something that, that that's a problem. It's not a critical error. But for those that don't have any pay, that might be a critical area we we wanna dive deeper into. This allows us to do so. It allows us to track down the employee, the specific error that's occurring for the specific time period, and dive deeper into it. Maybe we're seeing specific trends with certain workers that are having more errors. We can go and populate the specific errors, that are occurring on a worker by worker basis. Now in addition to that, if I come back to our pay cycle command center, you're also gonna have an pay anomalies report. This is a huge difference maker. This is something where, we can use AI to pre surface after running several runs through your payroll. It's gonna pick up some of those anomalies automatically. So without us even running the audit report, it's gonna point out some of those differences of saying, hey. This person has no pay. They're not on leave, and they didn't submit time. It can focus us on those specific errors, allowing us to, again, be more strategic with how we approach some of these factors. Now the other piece that I wanna point out that brings us over to the unified system for payroll, HR, and for finance is as we are running these pay calculations, you are already going to be surfaced with an accounting summary. We're able to dive deeper in and understand before we close out that payroll and address some of the issues that we might be noticing, within our ledger accounts. I can dive even deeper into this doing, pulling a report like our, payroll accounting by company and dive deeper into a specific segment of the population. This allows me to see the ledger accounts and drill even deeper. Again, I mentioned earlier how we wanna be able to tell that story behind the data. All your reports, if you see blue on a report, you're going to be able to drive or dive deeper into that specific item. So here I can see our ledger account summary. I can see the specific earnings and the employees that these are entries are all tied to. And I can even come in and and view this by, let's say, cost center, right, and see exactly where some of these items are coming from. If I'm noticing, an alarming amount here in a specific cost center, I can drill down and see what those entries are. So, again, the stories that you're looking for, these reports that are out of the box are gonna allow you to drill in and find the details behind it easier and, again, all real time. So with this real time in-depth reporting, that hand off to finance becomes a more connected process. It becomes a conversation before it gets finalized instead of a reconciliation project after the fact. Now if you take one thing away from this HR side of the house, Workday is gonna help you from that manual firefighting. Right? Going back and making fixes after the fact after it's too late. Right? It's gonna allow you to have a more strategic service approach to HR, to payroll, and to finance with that one shared foundational layer. Now this means that your routine questions that you're asking, are easier to answer. There's one source of data, one place to find the data that your employees need, your managers need, your administrators need. Those workforce changes are governed earlier. Right? We can make some of those changes at a more mass level rather than individually going into every single employee. And we can manage those changes through a business process, making sure that they're following the same sequential steps every time based on certain factors. We can alert the right people if something looks wrong and prompt that based off of the business process automatically. We can address some of those payroll issues and catch them sooner when we have pre payroll reports or in payroll in progress reports, noticing some of these things that look a little bit off. Right? And reporting that holistically across the platform, not just within payroll, but within every single set of the Workday population is gonna allow you to get that real time data to understand what is happening today and allow you to make those, those residual changes to it. So with that, I'm gonna go ahead and hand it off to Josh. I know he's got a lot to show here, and we'll give him some time. Awesome. Thanks, Kylie. That was great. So switching gears here to more of the financial side of the house. When talking with some of our customers, we realized that, you there are quite a few things that are top of mind as it relates to AI for the Office of Finance. It falls into these three main buckets: being able to surface deeper insights, being able to redefine productivity, and adapting with confidence. Essentially, can we do more with less and can we trust the data that we're, that we're using or feeding into AI? And so with Workday, as we'll see, as it relates to finance, we'll be able to leverage the system to really do more with less, to be able to unlock insights that typically happen in Excel or manually. With that, let's go ahead and jump right in and showcase some of the functionality here within Workday. Here on my homepage, the first thing that I want to emphasize is going to be on the top right hand side of the screen. This right here is our self-service agent. Now, there's many ways to use this. In this case, you can use this agent to request things like time off. So I can come in here and using natural language, simply come in and ask the system what I want it to do. In this case, we're going to request some time off. The system would ask me, well, what kind of time off do you want to do? And I can just go through these steps and at the bottom, I can approve or reject. Again, really just helping employees do things on their own and have the system function in an automated fashion. First of all, I just wanted to point that out. But to switch gears a little more, when we think about how we can do more with less, before joining Workday, I was an auditor as well as a consultant at another organization. I would get people all the time come to me and ask me, hey, what's the status of X, Y, and Z invoice? What are all the supporting documentation for a certain invoice? What I would have to do is go my filing cabinet or somewhere offline, pull those documents, maybe an email, maybe, you know, paper copy and compile that and put it together. With Workday being the system of record, you'll be able to do all that, but leveraging AI and also leveraging natural language. What we're going to do here is an audit request asking for that specific thing. Notice that as we come in here to do this, it's all in natural language. What we'll do here is request some supporting documentation for a few invoices and have the system really go out, query it, and bring that back for me and present that in a drillable format. Let's come in here and give a name to this request. We'll just do Workday Live AP Request and the description of what I want. Again, simply leveraging natural language to do this. Essentially, return all supporting documents for the following invoices. Pretty straightforward. But if we think about the power of this, if anyone's coming to you asking for documents, asking for statuses of invoices, you'll be able to leverage a tool like this to do that in an automated fashion quickly and easily and also with links to drill down into those source documents. Just bear with me while the system goes ahead and does its thing here. Here, if we scroll down, now the system is going to ask us, what types of documents would you like to be returned? Do you want all the POs associated, all the receipts, supplier contracts, etc? For the sake of the demonstration, we'll just select all of those and confirm the request. Again, like I mentioned, the system will now go out and search for all that information and present that to me. Here we can see for supplier invoice 2341, I have all of the supporting documents right here. If you see blue on any one of these, that means we also have the ability to drill down into those source documents. If I ever wanted to go in and see, hey, what was the PO that was associated with this? All I have to do is drill down to see that information. Here, we have a link to that PO and all the information associated with it, including the lines. As you can see here, let's go ahead and refresh this. As you can see, by simply going into Workday, leveraging some of our agents, using natural language, the system will allow us to go in and do this in an automated fashion. The other thing that we can do, especially as it relates to auditors, if you ever have auditors come in and request for supporting documentation, you can use this tool to do just that as well. You can generate a package which essentially would compile all of the transactions that you see here into a PDF format that you could then send off to your auditors as soon as it's ready. Again, being able to do a lot more with less, something that would typically take a little bit of time to do, would happen in a matter of seconds or even minutes with Workday. Once this package is generated, you'll be able to send that off to whoever's requesting that. Switching gears a little bit, still on the AP side of the house, we'll go ahead and navigate over to our supplier accounts tab. So before I was an auditor, I used to also manage AP for a production company. One thing I would have to do every single day was take all of the emails that I got with attached PDFs and recreate invoices in the system manually. I would have to go in, key it in, hope I didn't make any mistakes, and then enter in those AP transactions. With Workday, however, all we have to do is upload documents in PDF or Word format. As an example, let's come in here and drag and drop a invoice here. We'll select the date that we received it and we'll simply click Okay. Now what the system will literally do is take that PDF of that invoice and recreate it inside of Workday automatically. Now, once this gets done, it would be sitting in my work queue, so we got to wait for this to process. But when we go into our work queue right here, we'll be able to see any and all documents that are associated with that PDF upload. Here we have five. Notice here that we also have a few columns. We have columns for things like invoice exceptions. So for any invoices that come in, we have validation rules always running on the back end. In this case, fund is required for this. We need to add a cost center or a program. Now I have the ability to go in and edit that information. With a tool like this, what it allows you to do is manage it by exception. I can upload many documents at once, have the system recreate those transactions for me, and then I can simply go in and manage them by exception. The other thing that you can do is that you can link purchase orders to these invoices that come in. Here we have one PO that was automatically linked from the upload of the supplier invoice. Again, a question I get asked all the time is, hey, can we link POs? Can we detect duplicates? The answer is absolutely yes. You can definitely link POs. In addition, we have a column here for possible duplicates. If anyone on accident uploads a duplicate invoice, the system will automatically detect that and it will also tell you what transaction could be a possible duplicate. Let's go ahead and click Refresh here. The document that I just uploaded is now in the system and here we can see that there is a possible duplicate. I did that on purpose just to let you know exactly how the system would point this information out. Here we have a links to those possible duplicate transactions where we can then go in and manage those, cancel them out, or whatever we need to do. But all of this is being powered by AI. Optical character recognition, taking what's in that PDF and recreating that transaction inside of Workday. Now, once these transactions are in, we can always go in and view the transaction. With this, we can take a look at it in a side by side view. Here on the left hand side, we have the transaction created inside of Workday. And on the right hand side, we have the invoice that we uploaded. Here we can see exactly what's being pulled from that PDF or Word document into Workday, and we can verify this information and approve it, make any changes we need to, and then go off on our way. The main thing with this is it allows you really to do a lot more with less. Instead of having to manually key in these transactions, you can simply upload them into Workday and the system would do all the heavy lifting for you in recreating that transaction and then allowing you to simply manage it by exception. Now switching gears a little bit, what we'll do now is we'll transition to more of the bank reconciliation side of the house. We'll come over here to our bank statement reconciliation dashboard. Now, with AI and as it relates to bank reconciliation, as your transactions are coming in, we'll be able to not only integrate with your bank, but also we can have the system do auto reconciliation for you. And this is all being powered through Workday's AI tools. If we take a look at this first bank statement here, we have 39 lines that came in that are sitting in unreconciled status. Let's drill down into this bank statement here. And what we can simply do first is we will go ahead and run the auto reconciliation. So like the name implies, is the system will go ahead and take what's on your bank and reconcile it to Workday transactions. Now, notice that we have a few columns here. The first one that I want to point out is that we have 28 transactions that were automatically reconciled by our matching engine. Workday allows for one to one, one to many, or many to many relationships when it comes down to the matching engine. We also have transactions reconciled by first notice rules. What this rule here is, is things like bank fees, things like interests. These are things that are on your bank statement but may not necessarily be inside of Workday. The system will literally create those transactions in the system and then reconcile them to this transaction that's coming in from your bank. There's nothing that you have to do on that front. All you have to do is review it, prove it, and we're off on our way. From this reconciliation, we see that we have about 30 that were reconciled automatically. Now, if we come back into our bank right here and we want to go ahead and manage what's left unreconciled, we can simply come in here and run the manual bank rec. Now, the name implies manual, but really what's happening behind the scenes is that we're having AI scan through all of these transactions and surface up possible matches for you. Again, giving you the ability to do a lot more with just the same data, with the same system. Here we have most of these transactions that have AI match suggestions. Here we can take a look at these. Let's take a look at one of them. So as you click on AI matches there, what's being surfaced up to you is number one on the left hand side. These are gonna be, transactions from your bank statement. We see we have a check that we received, and on the right hand side, we have a reconcilable item. This is being surfaced up to us by AI. Here we have a supplier payment that we have created in the system that we can easily reconcile to this bank statement line. If we scroll down though, we see that we have a couple of options. So for that same transaction, maybe we have some debit and credit transactions that are hitting that same, that same supplier, let's say. And so the net effect of this will still be the $6.25, and then we're still able to reconcile that to that payment that we received. So in order to reconcile this, all we have to do is come in here, click that reconcile button, and the system will do that for us. And so now, simply and easily, we're able to have AI search through any and all unreconciled documents that are sitting in our bank statement and have AI bring those up and provide suggestions for AI matching. Again, being able to really now manage this by exception. Instead of having to go in and manually figure out what ties to what, the system can do that for us and it can suggest things based on amount and based on reference document information. Based on a variety of things. Giving me the tools to really come in and manage this by exception. Things that typically take some time to do can be done within minutes or seconds inside of Workday. Just to sum this all up here, I want to go back into my PowerPoint and just emphasize the three main things, is that now we can gain deeper insights. We saw this throughout all the three things that we showed, which was the AI financial audit agent as it relates to AP. We're able to surface up documents quickly and easily using natural language with links to that information, to that source transaction, we're able to be a little more productive with this. Having AI do a lot of the heavy lifting for us, but still having someone on the back end to verify that information, we saw that when we showed the OCR upload that's powered by AI. We saw that through the financial audit, AI agent and also with the bank reconciliation. Then one thing we hear a lot is, can we trust the data? Well, you saw throughout all of those different processes that we have links to the source transactions. It's not summarizing the information for me only, it's also bringing in the actual transactions so we can be confident that what we're doing and what AI is doing for us is actually going to be accurate. With that, I will go ahead and pause and stop sharing my screen and I'll pass it back to Brian to go ahead and take us home. So Brian, I'll go ahead and pass it back to you. Definitely. As it relates to the finance side of the house, Workday can absolutely handle all AP, all AR, and also provide you with with reporting in in one tool. So to echo what Brian said, absolutely, Workday does solve for all that. And just add from the from the HR side as well. So not just on the finance side. The payroll reporting will be able to be handled in all in Workday. And, and, again, those are delivered through standard reports and then the ability to create those, customized reports as well for yourselves. The other thing I would like to sorry, Brian. The other thing I'd like to point out here is, so we had a question about seeing some reports on how accurate these AI agents are. Piggybacking off of what Brian said, definitely, we have some of that. But we also have the ability to win, let's say, an AI agent does return to you those results, in real time, you can actually give it feedback and say, Yep, this is what I was looking for, or No, this is not what I was looking for. It would actually coach up the system, to reinforce positive answers and also tell it, Hey, this is a bad answer, so next time, bring me something else. The system is always learning and it's always getting better with time and with more feedback that we give it as well. Just wanted to make that point too. That's a great point. Two more questions. One of them was, if this is in the cloud, can we run reports right on our desktop or or your platform? Sorry. Question jumped. And then to our computer. So everything that happens inside of Workday is is processed inside of the Workday environment. Everything's hosted in the cloud. All the reports are defined inside your Workday instance. They're executed in your Workday instance. By default, we would like you to share them in the Workday instance because that enforces our security model when you share that report. There are, of course, options for you to export reports if you wanted to store them, in a PDF format, for example. But at that point, the security protections that are in place around your Workday data are are no longer, applied to those documents. It's now on a file that could be shared. So, of course, your mileage may vary. Right? We we we would like you to use our platform. Report sharing is is easy and simple. You can click and share, and then the security model ensures that the user who's sharing that report only sees the data that's applicable to them. Can you describe your integrations with licensing, permitting, and land development software for a local government? It's probably a longer conversation, than we could have today, but there are integration options available. There are there are there are, kind of a a range of integration options available from simple integrations, things like file based integrations. Those are just included in your subscription. There are some prebuilt connectors depending on the type of integration you're looking at. Those are available to, to utilize, or there might be an add on, something like a benefits connector. As you get a little bit more sophisticated, there could be more interesting conversations, especially, things like you you mentioned developments. If I'm thinking GIS or or land management software, that could be a little bit more complicated. Maybe something that we could have a a further discussion. But in general, integrations are included in the platform, and are provided as part of the way you connect to outside systems. And then the last question I see is, is the system learning based on everyone or just my entries and feedback? I'm assuming that refers to the AI features and functions that we looked at, at so a couple of things I'll answer. Right? Workday, leverages some public models for doing the language processing. So when you ask a question, the AI interpreting what your question is and how to answer that, Those do use publicly available models. Workday licenses those models. Our connections to those models are handled through a secure licensed connection, and those models are not allowed to train off of your question. So as you're asking questions, the model's not being trained. Those are pre trained models that Workday uses when they do the interpretation of your questions. There are some other AI features that are more specific to you as a customer that may have a model that's pre or that's trained on your data that's used for your data only. Again, we would not train models that, that multiple customers use using customer data. Hopefully, that answers that question. Yeah. And before we we close down, I see one more question that I just did wanna address based off of the the, comment you made previously, Brian. We're not saying that you can't the question is downloading reports. Are you still able to do that? Yes. You absolutely can download reports. The the point there isn't that you can't download reports, is that the security follows those reports as long as you are in within Workday. And more specifically, what the power of the Workday when it comes to reports is you can create one simple report with as much complex data as you need. And the security is not just at the report level, but also at the field level. So I can share that same report and say it has some really protected information like salary data that we don't want maybe a manager to see. I can share that report and because managers can't see that salary data just based off the security of that field, I know that that data on that report is not only real time data that they can trust is accurate, but I also know within that one singular report that they're only gonna be able to see what they're permitted to see. So that is the power of sharing a report within Workday and not letting it leave the system. So we can make sure that all of those those builds that we've made intentionally are still staying and remaining. Thanks, everybody.