Name: A Cost-Effective Approach to Deploying Workday for Smaller Institutions
Uploaded: 2026-09-01T19:16:37.620Z
Duration: 1 h 1 min 12 s
Description: A Cost-Effective Approach to Deploying Workday for Smaller Institutions

Transcript for "A Cost-Effective Approach to Deploying Workday for Smaller Institutions": Good afternoon, everybody. Thanks for joining us for today's webinar. We're talking about, you know, really a solution that Workday and our partners at ERPA have developed, to bring Workday to smaller institutions. And it's something that we're very excited about. My name is Steve Adams. I'm the director for higher education here at Workday. We'll we'll walk through a little bit about the program, about the why. We'll get into a little a little demonstration, a brief demonstration of Workday for those who haven't seen it. And most importantly, we'll have our our partner, you know, representative from ERPA, Art, join us at the end and talk about sort of the how this happens, right, and how we can bring Workday and the power of Workday to institutions of all sizes, you know, in a very cost effective, time effective, and resource effective manner. So, with that, I'm gonna move forward here. Again, Steve Adams, director of higher education here at Workday. I've been here for going on twelve years. I actually came over from the teaching and learning side of the house in in technology when we announced we were, one, going to have a a higher ed vertical, which was the first vertical here at Workday, but also that we're building a student product. And I thought, you know, being able to impact student experiences on campus is what I'm passionate passionate about, and that's why I I joined here twelve years ago. You know, talking you know, when you see topics around what's impacting Hire today, I would argue that the majority of these haven't changed over the last twenty years, but maybe the magnitude of them have changed aside from AI. Right? But institutions of all shapes and sizes are are feeling financial pressure, whether it's, you know, publicly state funding or, you know, obviously, we finally have hit the enrollment cliff where this year will be the the most 18 year olds in the population for the next stretch of years where we finally hit that. And there's there's a lower volume of students that that can go to college and that can be enrolled. You know, the rise of AI, that's been the buzzword for the last twelve to eighteen months. Right? And every institution I work with, maybe they're using some of it on the teaching and learning side. Maybe they're putting together a strategy of how to to layer it on campus. Maybe they're trying to understand how it can make them more efficient operationally. But I find that institutions are in a, you know, a wide array, of of maturity when it comes to AI, and how do we use that and leverage that on campus in all aspects for faculty, staff, and students. The historical system limitations, we're doing a lot of work manually. We're we're working in silos. The data doesn't talk to each other. We need to make decisions in a more timely fashion, and it's and it's harder for us to do that because of where all the data lives. A lot of institutions are are facing whether you're closer to a a large metropolitan area and yet there's a lot of competition for talent or you have a a workforce that is hitting retirement age and you're concerned about being able to replace that skill set, or that process that lived in a person, because it was manual and only they understood it. Right? And why it is the way that it is. And then students' expectations are constantly evolving. Every every year, every decade, student expectations are drastically different, and how can we meet them where they are? Right? And I think, you know, when we talk about that, you know, we listen to a lot of our customers that are coming through here, and we built this program designed specifically for smaller institutions, not just to allow you to meet the the the needs and the and the challenges I share on the previous slide, but working with them to say, okay. We've done this over you know, we have over 650 hired institutions. We've deployed them literally hundreds and hundreds of times. How can we take that knowledge and make this more impactful, right, and make this more efficient for our for our institutions and our partners? And part of that is through the mechanism that we use. Right? From our higher ed customer community, we have things like design partner groups where we're listening to them. What do they want in a new feature, and how can they help us as we're literally designing, that feature to deliver it? And I know you'll hear you'll see a little bit or hear a little bit about that today with things like the student administration agent where we have over 13 institutions that are currently early adopters and giving us active feedback on that agent's use before we release it, generally available to all of our customers, things like advisory council, community ideas of how can we make Workday better. You know? And one of those, is you know, I was speaking with a number of CIOs and leaders at our smaller customers about five years ago, and they had specifically said, look. Workday is we love Workday. We love our experience. We wish it was easier and faster to deploy. It was less of a burden on our internal resources, our people, because they we can't backfill, and they're gonna have multiple jobs they've got to hold while we're going through deployment. Obviously, they wish that it was fiscally more efficient. It didn't take as much an investment to get there because, obviously, smaller institutions that, you know, you're not doing more with more. You're being asked to do more with less, and how can we meet you where you are? And this is what came directly out of you know, an increased rely giving our customers and smaller institutions a reliable foundation for which they can build on. And today, that also means a reliable foundation in which you can be the springboard of your campus wide AI and agentic AI strategy along with HR, finance, IT, student, something that's, you know, continue it allows them to take uptake continuous innovation and not just a partner that's gonna roll out a lot of new features every every six months, but also the tools that allow them to absorb those features, right, and take those out into the faculty, staff, and students, understand what's important to them and how can they turn them on when it makes sense, and innovating around not just what we deliver, but how we deliver it. And also put that in reach. Don't just show a lot of shiny objects that they act that they never are able to reach because it's fiscally unavailable or something that they can't, they don't have the the bandwidth to deploy. But, you know, improve that time to value, reduce the subscription and deployment cost associated with it, reduce the the implementation burden and timeline, but also the ownership experience. And we've wrapped all of these things into this program specifically designed for smaller institutions. We've taken all that knowledge of our cost over 650 customers, and we're we've we've created a very informed starting point, what that that institutions can launch themselves off from and also turn off all, you know, those current systems and those peripheral systems that they've bolted on, because they haven't been able to keep up with their or their current legacy systems haven't kept up with the need they've had. I talk about AI, and it wouldn't be a webinar without talking AI. Right? So I know we're all using it, and campuses are using artificial intelligence in different ways. A lot of it is on the teaching and learning side of the house. When we think about the administrative and operational side of the house, we're all using maybe ChatGPT or Gemini or Claude in our personal lives. Right? We're writing emails or we're ingesting information and and summarizing it. But you still are looking through that to make sure that that email is accurate or that information you're getting is accurate before you send that off or before you use it, even in your personal life. And so the problem with institutions is how how are they gonna leverage AI on the operation and administrative side or or student facing side and have that confidence that it's going to be accurate. Right? A a colleague of mine said, if something is almost always right, then it's always wrong. You're processing payroll or financial close or guiding your students. Accuracy. Right? You know, 9095% accurate isn't good enough. Right? We need to be, we need to be more accurate and have I don't know if I'm frozen if my if there we go. What you're seeing on the screen right now apart twenty years ago when we started. And, honestly, no one has caught up to, at this point, the ability to have actionable, a unified object data model that is actionable in real time analytics with a built in security that spans HR, finance, student technology, and with that business process engine that is interconnecting all of it. Right? This is us understanding the context of how your institution does work, who you are within your within the institution, and what you can see and do, and, obviously, having that native reporting that's built in at the core. On top of that, we layer on the applications that Jasmine will be showing you here in a second, whether it's HR, finance, payroll, student, you know, grants, you know, supply chain for our academic medical centers. This is you know, these are the functional areas that that are built on that foundation. And it just so happens when you start to think about agentic tools, that technology foundation is, is really efficient for training agents, whether they be Workday built agents. And we'll show you a number of those to like, self-service or or business process optimization. We've delivered a number of agents just in the last six months to our customers that they're leveraging. And be you can we can do it at speed because of that foundation. And then also taking it a step further, we know that Workday is never going to replace all the systems you have on campus. So why can't we just to to look through, and to and to navigate all those other ancillary systems? Right? One entry point, whether it's Workday or are those other systems on campus, all of this is just part of Workday. Right? And we talk about this small this small in a small institution program, you still get all of that goodness with Workday that comes along with it, But we're we're we're giving you an informed starting point that's prescribed based on our history, that is, you know, efficient and fast. Right? No. You know, we don't need why do we need to take two, three, four years to deploy Workday? Let's do this efficient and fast and give you that that quick time to value, and then allow you can grow within that Right. So with that, I'm gonna turn it over to Jasmine, and let her start, giving you a little tour. Again, for those who haven't seen Mark that this is gonna be a great first look. This is not meant to be any type of in-depth demonstration. We'd love to follow-up with that, but this will give you an idea. I think, Jasmine, your mute is working perfectly. Wonderful. My screen should be showing in just a moment. Alright. And if we can confirm that you all can see my screen here. Alright. Thank you for the claps. I see that. Alright. Okay. You should be able to see my screen and hear me. If there are any issues, please do put those in the chat. I also, while we get started here would just love to have folks put in the chat like where you're coming from or what institution you're representing. We would love to know who's here. And by way of who I am, I am Jasmine Omorobe, one of our senior solution consultants. I have a background working in admissions, multicultural affairs, and student affairs at institutions up and down the East Coast. So very happy to be here with you all and thank you Steve for getting us started, there. In terms of what you're going to see over the next, twenty five minutes or so, we are going to look briefly, as Steve mentioned, at the student experience, the faculty experience, and the administrator experience just really quickly to see, some of the ways that Workday is transforming this for campuses across the across the country. We have over six fifty higher ed institutions that are using the software that you will be seeing today, which brings me to our product statement. What you're seeing, is is live in the product. There are some agents as, Steve talked about that I will be showing. Some of them are in early adoption. Some of them are, generally available. But please, if you're making any purchasing decisions of Workday stock, please do so based on what's in the product today. And if you have any questions, please do share those, in the chat. But I would love to see in the chat where you all are coming from. Please do share your questions as we go along. We are going to jump into the student experience. We're going to look at our student named Liberty Barrera today. And we are going to take a look at how easy it is for her to manage not only her academics and her finances, but also being a student employee. Now what happens on a lot of campuses today is that students have to log in to one portal and two portals and three portals to do all these different things and take these actions, and I am excited to show you how all of that looks in Workday. So here we are logged in. I'm also curious in the chat if you can share whether you've seen Workday before. I know we have some folks that are customers that already own Workday. You may not own Workday students specifically. But I'm curious if you own Workday, if you've never seen Workday before, do let us know in the chat. And my colleague, Michael Culpepper, is here to also manage, questions as well. But we'd love to just hear from you all who's in the room. And by way of introduction, this is our student, Liberty Rivera. This is her home page, what she sees when she logs into Workday. And note that across the top here are these quick actions, and your institutions could set those up based on what students need to see first or what employees need to see first. But I will highlight that in Workday there is one login. So not only is Liberty a student, so she can see things related to her academics or her financials. She can also see things related to her campus job. In this case, things like time or any learning courses that she needs to take. It's all in one place. So when we think about the user experience and the way that Workday is already transforming it, she doesn't have to toggle between profiles. She doesn't have to sign in and sign out or have three screens up. She logs into one place and she can see and access all the things that she needs to. So we are going to take a few moments here to take a couple actions, self-service actions at Liberty but do know that these actions are available whether you are an employee, whether you're an administrator, you're the president of your institution. They're all logging into Workday and what they see here in these menus is going to be dictated by security. Right? So if you leave here with a couple things, couple messages, know that Workday is enhancing the user experience and also security. Because what she sees in the reports, the names, the titles, the fields, all of that are going to be dictated, by security in her role. So let's first jump in and start with her as a student. I will say in terms of getting ready for registration, we know that that can be think of your first year students on your campuses. Sometimes there's some trepidation. There's some anxiety. I know a lot of folks are moving in and meeting new people and all those things. So when it comes to registering for the first time or, you know, even once a semester, Workday's offering things like this this journey. And a journey is a curated package of steps that you all can configure to guide people through a process. So in this case, before it's even time for Liberty to register, we're saying hey here are some steps that you need to take. You can see those on the right hand side here. Step one is to understand the basics. Here's an article that will show her how she actually needs to register. We also have a video here that can explain hey here's what you need to click on. It might be we know TikTok and those social media platforms are very possible. It might be students teaching other students how to register, for classes in Workday. The next step would be to resolve her holds. And we'll take a look at what those look like. But doing things like making sure she is set up for success that when she registers it's going to be simple and easy. And the last thing here is drafting her schedule, looking at her academic plan, meeting with an advisor, all of those things, she's able to go ahead and start to take care of. So let's start with this case. We are going to notice that this these journeys can be articles, videos, links within Workday, tasks as well. And if Liberty wants to see her holds because of the experience that Workday is enhancing, she can see them. The administrators can also see that currently, she has a past due balance hold. Right? And there is not only we're gonna zoom in here. We're showing her what the hold is, what why it's called and why it was applied. And the big benefit here, which a lot of systems do not show, is how to resolve the hold. Right? What you need to do to get that hold off. So not only are we giving her more insight, but we're giving her the steps that she needs to take. So we are going to go ahead. Now that we see that she has a hold, I will call out too that in terms of her registration, she won't even be able to see the button to start to register because she currently has a hold. And that could be a financial hold. It might be a, hey. You need to meet with your adviser first hold. All those sorts of things can be managed within Workday. But in this case, she has a past due balance hold. We are just going to go ahead and pay that off for her. And if she wanted to pay partial of it, she could, etcetera. We're gonna make it smooth and easy. She'll pay the whole thing. And now once we refresh here, that hold will be gone. And she can see other updates pertinent to her financial aid, starting to register, all these other things that are pertinent for her to know about. So that's another, big key in terms of the experience is that once something is completed, it goes away. She doesn't have to wonder whether it went through or check on it or call someone to manage it. She can, in real time, see that that hold is now gone. There's also a record that there was a hold applied, what it was for, when she resolved it, all those things so the administrators can also see that side. So now this is an example of her academics hub. Across the top there you may have messages, greetings, things about culture at your institutions, etc. Also on the right hand side here, important contacts. Who does she need to know at the institution? A lot of times those students are in trouble. They don't know maybe who to come who to talk to, what office to go to. This is an example of a report that actually came from, the University of Rochester, one of our customers there that created this. And then we we have it here in our environments just to show how easy it is to share there. But now she has a face, a name. She can click on those folks, request an appointment, with one of them very easily throughout the Workday system. Other big pieces on this sort of, homepage of the academics are her registration appointments. She knows the moment her registration appointment will open. I know at other campuses in the past it has been a piece of paper. People will mention having to stand in line and wait. Or maybe wondering when that appointment will open. It's right there front and center for her. She knows she's not taking any current classes as well. Now should she carry a check she can also very easily see things like her academic record. Some things that would be featured on a transcript. Right? How many credits she's taking, what her GPA is, her standing, all sorts of pertinent information that may be helpful. But what we're gonna go to now is as part of the planning process, this is where Workday sets ourselves apart. This academic plan is where we can see for all the time that she plans to be at her institution, what courses she plans to take, whether or not she has passed them on the right hand side, whether she planned to take and actually did it whether or not she has passed them on the right hand side, whether she planned to take and actually didn't enroll in the course, etcetera. But think about being a first year student, you may not be sure exactly what to take. You can sit with your advisor and plan out your two or your four years. Right? Depending on your institution type there. You can plan it out. You can understand what courses you're eligible for. And we are actually about to enroll her in twenty twenty six fall. She's a little behind or let's say school starts today and she's also registering today. But on the the left hand side here, we can see for fall semester the courses that are in her plan and whether or not she's eligible. Now for example, let's say for 2028 here, she has a course in her plan that she is not currently eligible. Well, at your institution today, they may wonder, well, why am I ineligible? What do I have to do to be eligible? Well, in Workday, we have what's called these related actions where she can find out more information. And she's able to see here that she is not eligible and because she hasn't taken the following courses. Right? So we're gonna tell her what she needs to do to be eligible. Now these may be prerequisites that she'll take before she gets there, but as of right now, she has not satisfied those requirements and thus cannot register in that course. So all sorts of information that she doesn't have to go in and wait for an advising appointment to get or to ask about etcetera. We can plan out her time, but also we can register from this plan. Or if you have blocks of students who need to register from a specific plan because they have a cohort or a a set sequence of courses, you can assign them the plan, they can register straight from here. Or also we can look at things like her saved schedule. Now in this case, this is where she has come in and said for fall as an economics major, she has a first choice, a backup choice, etcetera. Maybe her best friend is in one course and if they don't get the same time because it's not available they need to go to the second choices, etcetera. But she has come in and identified the course and the sections that she wants to take. Now at this time, Workday has also created the ability to look at any conflicts to make sure that she's eligible for each of those courses and even things like alerts. So this is an example of a time conflict that says, hey. You can't register for these two courses because they both are at the same time. So there's a whole shopping experience to a shopping cart sort of experience that you can go to to add the courses, and we won't have time to look at that today. But do know that Workday is identifying those sorts of things and alerts at the point that she's going through the planning process, not waiting until it's actually time for her to register and then servicing those. What that means for your students is that it's a lot faster to register in Workday. So I'm gonna show you now what that looks like. We're gonna go with her backup option here. And here is that experience where I mentioned on the left hand side. If she wanted to now add a course at this point, she could search for courses, etcetera, update her plan. But this is where she has gone through already and identified the course. We can see the description and whether or not she's eligible for this course, and then which sections she's signing up for, whether it's in person, online, etcetera. And whether there's a wait list that's as well. Workday does also have wait list management. So these are the courses she's going to take. We already know that there are no alerts. So registration has just happened. If you blinked, you might have missed it. It was just that fast. And know that this can be done on the Workday mobile application as well or in a browser that's that's responsive as well like we have on the desktop here. But what happens is registration is so fast in Workday because we've already done the work of comparing the courses, making sure she's eligible. All of that has been taken care of, and now she is registered in each of those courses. However, let's say she wants to change a course, she wants to swap it out, she can drop or swap a course up until the add drop deadline and then at when that date comes, these buttons are no longer available. Right? It may turn into a withdraw button, for example. So your policies and your rules are already gonna be built in here to Workday. So we're gonna keep it moving there. That's one of the pieces what we've done so far as, Liberty is register for courses. Also just want to highlight some things with her financials. Thinking about enhancing the experience for students. And I have a in my background I work specifically with first generation students or students from rural areas. Sometimes there are opportunities for them to be confused. Right. When you come to a campus no matter how small or large the school is, there are some sort of acronyms that they may not be of tuned to or that they may not be able to know. So being able to see things very clearly and very easily is going to be key. And Workday makes that simple. One way that you'll see that up here is the account balance as well as the due now. Now she she may owe 26,000 but what's due right now is 8,000. And she may say, well, what's that? Why why is that the case? Well, know that Workday is also going to do things like breaking down definitions. Right? Because something that's current due may be different than an anticipated payment that's going to come and pay that thing for her. But knowing that she'd be anything that's blue in Workday is a clue, by the way. So she can click in here, see those different payments, what's been applied, what hasn't been, and see her entire summary as well. So we're always going to make sure that the student has insight into where they are, what they need to do. We're breaking down the definitions. We're doing a lot of things even just in the system that, could shorten and cut down on the number of appointments students may need. Or at least when they do have the appointment, they have a different level of language about what to ask or they're not like questions like, hey, what is my balance? So for example here, when we look at financial aid, we're able to see the language that Workday is using, things like out of pocket with loans, out of pocket without loans. Right? So using language that is common that students and families can understand. There's also on the right here some reports. Right? Reporting and analytics is not just for administrators. Here students can see things like okay what's her loans, her employment, how much she's going to be making there, as well as what the estimated cost and things are. She can accept or decline more awards through Workday as well. All sorts of information here. So for the ease of, for the sake of time, I'm going to keep moving there, but now we've gone through her academics, her financials. The last piece I wanted to highlight was things like related to her campus job. In this case, let's say she has entered her time for the week and she needs to now submit it to her manager. Well, she can auto fill her schedule. She can fill it from a prior week. She can add it ad hoc. Let's say she's worked some hours she didn't expect to. She can enter her time and note that there also are alerts. So things like, hey, she's a work study student. Workday is letting her know how many hours she has remaining. And Workday is also letting her manager know how many hours she has remaining. And students have multiple jobs. All of that is fine. In Workday, you can route your time to one manager or another, etcetera, through through the system, and it's all going to be routed based on security. So she is going to review this and say, yep. She's entered in her time. If she wants to add commentary for her manager, she could. And now as submitting this time, she is kicking off a business process. Her manager is up next in this business process, Brian King. And we also know that a warning was here in terms of how many hours she has left. We're gonna take those twenty hours, out of what she already had remaining. So she always has an idea what her balance is and isn't gonna work and say, hey. I accidentally worked a hundred extra hours. Well, Workday has kept her manager abreast the whole time, kept her informed as well. All of that is going to work within the system. So that is where we are going to pause as Liberty for today. What we just looked at really briefly were things like her academics. Being able to look at her transcript, look at her holds, and know how to resolve them. To have those reporting in and analytics, related to her academics in terms of her progress, her plan, and academic progress is what degree audit is and other systems. The same sort of messaging here. But being able to register in seconds, which is much faster than in a lot of systems. After that, we looked at her finances, looking at her balances, making a payment. She could also set up a payment plan and also seeing where her financial aid is and maybe accepting declining those awards if she would like to in the system as well and being guided along that whole process. Then lastly, in terms of her campus job, being able to see or enter her time, she could clock in, clock out as well in the system. So there's a lot, to be done there. But this is an example of, Simmons Institute of Technology, one of the schools in New Jersey, which is where I live actually. And I would like to just highlight that they talked about increased student accessibility with the mobile application, which is again, if something happens in the mobile, it happens on the desktop. There's no IT batching that has to happen, waiting overnight, it's all happening in real time. So now we're going to look at a couple things from the faculty perspective. And we'll look at teaching and advising. We know oftentimes faculty hold multiple roles. So we're going to look at Doctor. Hodges here. Doctor. Hodges is an instructor. She's also an advisor and she's also a chair and a manager. So she's logging into working in one place and being able to access all of those different elements and aspects of her identity on your campus, from there. So teaching and advising, leading her team, and managing tasks. So we will log out and log in as Doctor. Audrey Hodges here. And this is where we're going to see some of the agents come into play that Steve had mentioned previously. All righty. So now we are in as Doctor. Hodges. Now notice that she has different menu items, than Liberty did of course as a student or a student employee. So know that these are responsive. There could be different branding, etcetera, different announcements. Maybe your faculty need to submit something or you want to tell, students what's in the cafeteria. You can have these announcements segmented as well. So we'll look at a couple different pieces. Let's start with Audrey's profile. And again, everyone in Workday has a profile. What the elements that they see is going to depend on their role. But in terms of Workday being specifically built for higher education, which was our first vertical, as Steve mentioned, this is what I'd like to highlight. So being able to track information such as whether she is nine over 12 for her work period, being can accommodate 10 over 12, 12 over 12, whatever you would like can be, designated in Workday. And also when we look at things specific to academics, she can have her current appointments. Maybe she has a primary appointment. In this case she is not only a professor in multiple areas, right, bioengineering and within the Robert Roberto Gonzales professorship. She's also the chair of natural sciences. And we can track the percentages, when her appointments start and end, when her academic review, and all of those things are all taking place, as well as things like her teaching history. What courses has she taught? What courses will she be teaching? And this all this is a report. She's very busy and we could of course change the view of this to make it look a little bit better there. But being able to recognize all of her different assignments, whether she's tenured or not, etcetera. As well as, which is very important for faculty members, being able to look across the top here and see all of her different credentials. What certificates does she have? What publications or professional affiliations are, are working with or for her as well? So we're keeping track of all these sorts of things. So when her academic review does come up, we already have a record of what she has been doing, whether that be educational achievements gained before she became a worker at your, excuse me, a member at your institution or afterwards as well. So we're tracking all those sorts of details as well. Lastly here, I'll call out things like committee service. Right? If she has been invited to committee, she's working on committees, whether those be recruiting committees, research committees, we can also do things like keeping up with those and keeping track of who's on the committee, what the roles are, what's happening as well. So on the left hand side, you'll see a number of other options. We won't go through all of them. But even keeping track of company property. When we think of the finance side and saying, okay, which laptops have been, given? Who has a credit card or a p card? And we can manage all those sorts of things in here as well. So lots of things that she can do as herself, right, as an employer, employee self-service is here. So this is an example of a dashboard and you'll see at the top here we have it segmented by her various roles. And we can see at the, on the first one for the dean, chair and coordinator versus her role as a faculty instructor or faculty advising, each of these tabs has different pieces of information that may be relevant to each of those roles. I know that's a little bit small but what I want to show you is the some of the reports that are on here. So first her as a chair of natural sciences, she's looking at her course section enrollment. So she can see for all the she can sort it by academic period to look at different ones, but she can see information about where each of those sections will be. If we go a little bit deeper now, going into course sections that may need attention. So once we open this report a little larger, this is going to be very important to think about for chairs or for registrars, etcetera. We can see on the left hand side the course section which academic period it's for, but we can see that these ones at the top at least are missing an instructor. So at this point, now here's where the agents can come to play and help us out here. We're gonna showcase our core reporting agent. And what the agent is now doing is assessing the information that is in this report. And before Audrey even has to come up with, hey, what do I need to do here or what sort of questions should I ask, the system is already creating questions. Right? So if we look over here and it's gonna offer five different questions. So how does this distribution work? What are the most common meeting patterns that require scheduling attention? Let's look at are there any instructors who are frequently assigned to sections that need attention across different periods? So this is key and I wanna pause and highlight this that our agent or think about your your agents as a virtual assistant here before we even know what questions to ask about the report, it's surfacing the questions and also going to give us the answers to those various questions. So you don't even have to know. Right? You you may have reports that you're not quite sure, can't quite digest. All of that is going to still be covered and available here. Now while this is analyzing, I'll just show you I have some history here. Where I have asked about this is previously loaded here, but identifying trends. And it'll show me the consistent sections over time. It shows where it got the information from and then list those different sections and maybe now Audrey doctor Hodges takes action and talks to, those different departments or those different instructors to see, hey, how do we get the information, that we need filled out there? And here's the answer to our question that is just loaded there about identifying instructors. And then, you know, we can give feedback because it's gonna learn over time as well. Are these is this a good response, a bad response, etcetera? And we could continue on from there. So that's an example of the core reporting agent. Another way we can use an or a different agent here would be through faculty advising. So what we're looking at here are doctor Hodges' Doctor. Hodges' advisees. So we have things like their pictures, whether or not they receive accommodations and you can maybe show that sort of field only to certain folks, whether these students have holds or not, what their GPA is. Notice all these visual indicators that give her a quick glance at what she's, what she maybe needs to take action on. The red flags, right, if a student is not enrolled in this period or in a future period and we see their GPA is trending down, well maybe we have a conversation with Carlos. And those conversations can be initiated through Workday as well. Things like student appointments for example. And there is Liberty. She has an appointment coming up tomorrow with Doctor. Hodges. And let's say Doctor. Hodges wants to prepare for that conversation. Well, here is where things like the student administration agent can come into play. And she can say I have a meeting with Liberty, etcetera. For the sake of time, I've already done this where I said doctor Hodges, asked about Liberty. What's her recent academic performance? And Workday is going to surface her GPA, what her major is. Think about when you're going to a meeting and let's say your advisors probably have tons of students they're meeting with every day. Well now we get a quick refresher. I asked about her most recent grades and there those are. And then let's go one step further. I said give me three talking points to discuss with her. So now Workday is looking at trends, looking at red flags, things to discuss, celebrate her, also discuss her upcoming progress and goals. And we can continue to have this conversation, through this student administration agent. Right. So we're thinking about the ways that this is not only enhancing the experience in terms of taking away some of the administrative workload of comparing calendars and scheduling the appointments, but also saying, hey. What should we even talk about? Right? The student may not know exactly what they need to talk about or what they need to see in those appointments. And now Workday is servicing that for the students as well. Now really briefly, I know we're coming to a close in just a few minutes here. But beyond those agents and things, wanted to highlight that that as a system, a unified system, we have the HR pieces, the finance pieces, and the student pieces all together. So when we think about finance, Doctor Hodges has her call center manager, and she can look across her own, because this is all gonna be based on security, her own call center or her own department. And she can see very detailed information here. We're gonna look at this budgetary balance by account report, and we can see across the top here very key information. So not only this is all going to be real time. Remember that. Right? Because it's a unified system. So there's no more we are going to a meeting and Steve has one set of numbers and Michael has another set of numbers. Art has different numbers and we're all going back and forth. There's one source of truth. People can see the same numbers. We can drill into them so we can see what's remaining in the budget, what the budget is set at, whether or not there's money in pre encumbrances or encumbrances, money that's been committed or earmarked for specific things, and also what has been sent. And we can drill into any of these numbers that you'll see here. I'll just drill in a little bit to show you. And actually, let's go to travel here. We have $279 that's been spent. We can look at it by all of these different dimensions. And let's say, oh, we know now that $279 has been spent on taxis, trains, and shuttles. Alright. And if we wanna get to the actual expense report, we can or get to the operational journal and see all the way but from this high level report, we're drilling in to see the general ledger. Right? So here we're looking at where this came from. This was a specific expense report, came from our CFO in our system, Matthew Fong. And we can see the different, journal entries as well as which department it's come from, which fund, etcetera. If there are additional work tags, those are going to be ways that we can report upon this information. So not like similar to hashtags. Right? If we wanted to look at this by program or by office supplies or by employees, we could drill in and look at this multiple different ways. But remember that we got to this information from a high level report all the way down to seeing whether it's been reconciled or balanced as well. Right? The debit's gotta equal the credits. That's as much as I know about finance here. But let's continue. Know that the call center manager is there. We have our student appointment. Also, as a an adviser and instructor, etcetera, I just wanted to highlight too that we can click on Liberty's name and get over to her student profile. So now doctor Hodges can see all the information, even housing assignment information, which is not necessarily hosted in Workday. We don't have a housing management system, but we can bring that information in and still have it be reported upon in Workday. As well as her financial aid, the academics, the things that we were able to see as Liberty, the student. But because she is an administrator in this case, she can see her things like her stat history or her appeals etcetera. Any action items and holds and we see the one that we had just resolved a few minutes ago. Right? Those holds are gonna be in there or action items that the student needs to take. Liberty is all clear in this case. So what we've done really briefly looking at student administration, looking at things from a chair perspective, whether that be scheduling courses and using the core reporting agent to assess or ask questions. We also, of course, we didn't go through this too much here, but the open faculty positions, being able to now look at positions and requisitions and where the hiring is all going. We can do that as well as looking at her courses that she's teaching and the students that she is advising. So a lot of different pieces of information within Workday. And now I'm going to wrap up shortly, but I do wanna just show one more thing here if Art will get ready to come come up on stage with me. We just looked at the faculty experience from teaching, advising, leading a team, managing those tasks, and I wanted to highlight that. But Nel talked about how much the automation increases accuracy and saves time, across their campus. And I'd like to highlight this first one, greatly improved collaboration. HR, finance, student, all in one system. Everyone's working together. Lastly, on this administrator experience, as we think about the way that we can transform support and adoption in Workday, I wanted to just highlight the administrator experience. We'll log in as a file person here. And Art from ERPA is going to talk a little bit about the deployment methodology and strategy, but what we wanted to show showcase was how easy it is for folks to find answers themselves in Workday. And this is gonna be different from a lot of other systems that that many of you are likely using today and different, in terms of the Workday perspective. The welcome art, the deployment agent. Right? And so this is included as part of core HPM. And what this is is going is a way to be able to ask questions. Let's say your teams, your administrators have a question about something within the system and they wanna know how to create a certain report or for example. Now we don't have to wait for IT. We don't have to ask IT to create those sorts of reports. And you can, of course, where there's gonna be collaboration with IT. But the idea here is that let's say Brian King, he's the dean of enrollment, and he comes into our deployment agent, which is a tool to get answers to questions about Workday. All of our documentation and things are loaded here. And so let's say he needs a report. I need a report that shows every admitted student who hasn't paid their enrollment deposit yet, grouped by intended major, sorted by days remaining until their deposit deadline. He has an idea for a report, and he can come in to the deployment agent, and Workday's deployment agent will walk him through the steps that he needs to take to get that, right, to get that sort of report. And it'll go through the different fields, etcetera. So this is growing and changing, and I just wanted to highlight the ways that it is very, very helpful. That's gonna load here. And while I do, I will just invite Art. Are you on stage here with me? There you go. Okay. As a deployment agent loads up, it may take a second here, but I will say that it's also provide you can provide feedback of, hey. That was a great answer. It wasn't, and those agents are gonna be consistently learning and changing over time. Looks like that's taken a little longer than I wanted it to, but this is what it looks like in the upper right hand corner of, hey. I have a question about how to remove a report. Workday's gonna walk through those steps, and we see that our customers are already sharing that the deployment agent is a magic bullet. Go to the agent in five minutes, have an answer. Don't have to wait for support. Don't have to call, etcetera. All of that takes place. So we are going to wrap up there. Just wanted to finish with the how matters. I talked a little bit about the unified data's model, all three, HR, finance, student being in one place. You saw business process and action really quickly with Liberty submitting the time. Reporting, we've talked about the technology platform AI being built in, not bolted on. We'll talk a lot more about the rest of this, but just wanted to leave you with Workday being purpose built for higher education. And with that, I will stop sharing, and I will invite Art to introduce. yourself. Perfect, Jasmine. Amazing job. That's a lot to cover in a short amount of time. I know normally that could take a number of days. So, let me just launch here my screen. A a few slides that I'm gonna be showing, and then I just wanna put them in bulk presentation mode. Okay. So, we're gonna spend the rest of our time together, this morning. It's morning for me. I'm in California. Afternoon for a lot of you to introduce you to a program called Optima. Optima was codeveloped between Workday and ERPA and launched a year ago. And the whole design of Optima is targeted at small to medium sized institutions to be able to have an entry point into acquiring Workday. So it's getting Workday live at a lower cost that has been historically a barrier. And also, it doesn't stop there also being able to thrive on Workday, after going live. So I'm Art Rustin. I'm a senior vice president of sales with the RPA. I lead our sales organization, which includes a dedicated team, that works with higher ed institutions. I have over 30 in the software and services business. The last thirteen years, I've been a big part of the Workday ecosystem. Now before I get into the details of Optima, I just wanna spend just a couple of minutes on ERPA because it has context in terms of the relationship between Workday and ERPA and how Workday chose ERPA to be one of the select partners in the smaller market with this program. So really, there's a lot on this slide, but really the three main points I want to make is the history of ERPA. We've been a firm that's been around for more than twenty five years, helping higher education institutions optimize and modernize their ERP and student information systems. So, you know, over the course of those twenty five years, we've developed a very sound understanding of the business, the challenges and the operational realities that higher ed institutions face. We started out twenty five years ago as more of a PeopleSoft focused ERP provider, including campus solutions for for PeopleSoft. Obviously, as the as the market shifted over the years towards cloud, Workday became, frankly, the global dominant cloud ERP system in the world. Our business also shifted over to Workday several years ago. We still support quite quite a few institutions still on PeopleSoft, but we're, we're working a lot more and more now, you know, certainly around the Workday area specifically with with this Optima program. So number one, the history. Number two, the approach. Our approach has always been as a long term partner, not just a partner that just goes in and deploys a piece of work or a project and then moves on to the next project. So we we we meet our customers where they're where they're at, you know, whether it's you know, they're trying to sustain and keep the lights on on a certain part of their ERP system, or do they truly really wanna modernize and and and look at a system like Workday? So we're there for the not only the strategy phase of it and the deployment stage to get them live, but also the stabilization and just as important the optimization. And then the last piece, which is usually one of the most important things, is the people. So we have a staff of about five hundred five hundred associates, a big staff of folks that are in higher education. And our higher education team, on average has seventeen years of experience in the higher ed space. So, they come with that very specific domain knowledge, across, you know, the registrar's office, financial aid, etcetera. Not only, do we have a, a large breadth of higher ed experience, but, overall, our Workday practice is quite sizable. A 100 consultants in our Workday practice, And on average, they have some of the most seasoned or tenured consultants that you could find in the Workday ecosystem. And then finally, as a smaller organization that's more boutique focused, we can be very nimble and customer focused, And, and hence, we have a Net Promoter Score of 73, which is top of the class, in the industry. If you know anything about Net Promoter, that is a very robust score. So now onto really the the good stuff is I'm gonna take you through really what what is Optima and how does it work. The where Optima where Optima starts and begins is that it's it's the standard methodology, to implement the that very first phase of Workday, and there's four stages to that. There's plan, configure, test, and deploy. The plan phase, you know, consists of, certainly all of your pre project planning activities, getting your government's model put together, who is gonna play what roles, at the college or or university during the project. We start really getting into what's the date what's the data conversion strategy. We get ahead very early of the organizational change management strategy. We don't wait till later in the project to address that. So that comes at day one, really having a plan around what's gonna happen when this new technology is going to be rolled out to your end users and your students. Again, as your partner, we're very focused on working with you and all those things. The configure, stage is the next phase. That's really where you get into the design, to your, institution's uniquenesses. Now 80% of what comes pre delivered in Workday through business processes, rules, configuration is can be adopted. You have the, you know, you have the, the beauty of doing what hundreds of other institutions have done before you. Why create something from scratch, you know, when it's already been pre prebuilt at Workday? If it's worked for these other community colleges, for example, you know, 80% of it should work for you, so if you're a community college. But we do focus on, like, that 20% of the uniquenesses that have to get configured. But what comes pre delivered in Workday gives you such a head start that you're spending a lot less time as you typically would be in an ERP implementation on actually doing, like, whiteboarding sessions and configuration. And then there's also a lot of, prebuilt integrations that come with Workday to, like, benefit providers. That's a perfect example that already are preconfigured. So setting up those third party integrations is is a much less intensive of a task when there's hundreds of them already prebuilt and worked. Now you get into testing. Testing is usually the most laborious part on the customer's end, during an implementation, but we come with some, accelerator tools that I'm gonna talk about in a few moments that is gonna help expedite that part of the phase in order to get to the deployment stage and do all the cutover activities to, you know, to get live. So what what really this means is like an implementation for, let's say, a platform implementation for Workday, which historically has been core HR, payroll, finance. Just put student for a side aside for a second. Typically, those implementations that have taken roughly twelve months can be accomplished now within within a six month time period at a much lower cost. But with deployment, so that initial phase one, that is only the first milestone in the Optima program. So that is the initial go live of the workday. There is other, stages that come after that. So immediately after you deploy, you get into the stabilization phase where ERPA is there to ensure that the system is operating properly. We're helping you with any, you know, trouble fix issues. We're focused on adoption, you know, on the employees using the system right out of the gate. There's also some areas where we continue to do hand holding around your first several payrolls that you're processing on Workday, your first two financial or two or three financial monthly closes. So we're there with you all through that stabilization, phase after you after you deploy. Then comes the adopt and optimize. So when we we we advise that when you go through the deployment, that initial stage, you're not biting off too more too much than you could chew, and you're really focused on getting live with that core functionality that's needed to to run the business. There's all these other things that, you know, you you're gonna get with Workday, you know, talent optimization and things called if you're not familiar with Prism or Extend or other things like that, those can all come afterwards in that adopt optimized phase. So you're continuing to grow into the system, enhance the system over time. And then, ultimately, you know, in that other that last stage there, Workday is continuously cutting out, you know, with new features, new new functionality. So you're gonna always continue to to grow into Workday. What's not there today, for something, you very likely will be using eighteen months from now. As your partner, ERPA, we're there every step of the way to make sure that you're optimizing the system and taking advantage of your full investment in Workday. A couple of things I'll just mention here about the no drop off one partner, information on the bottom. The implementation team, that you work with, at ERPA is the same team that stays with you for the duration. So we don't hand you over to a different team after you go live that may not know your your functionality or your configuration, may not know your culture. So it's the same team that stays on, which really that's a big trigger in, leading to that 73 net promoter score that I that I mentioned earlier and and, and for customer satisfaction as well. I just wanna highlight really quickly. I, you know, I know we only got a few minutes left, but, these are key areas where we leverage AI. We're also an AWS partner. So between those between those two areas, we bring tools and accelerators to these projects where number one, it reduces risk, in areas like data conversion. It speeds up time, to be able to convert that data. I mentioned the test, the testing earlier. That could be an intensive area. The test accelerator that we've developed also helps shorten that testing cycle. You know, when a testing cycle might, you know, take for twelve weeks, shorten to eight weeks, because of the accelerators and the AI tools that are utilized. So, again, you know, a twelve month typical deployment now would take, you know, six months through all of these different tools and all and and through and through this different you know, through this new approach. And then just really a takeaway for you, there's three different packages for OPTIMA. We don't have our pricing on here for the purpose of today just because there's different variables in terms of what goes in, you know, to the each of these four packages. But we have packages that go from more simplistic, like an Optima core package. That could be an example where, you know, you're a college and you're running, you know, your HR and payroll and benefits on the traditional payroll service bureau. You're not looking to change your student information system, but you are looking to just change those pillars. You wanna, you want you're, very interested in going to Workday. That could be a that's gonna be a more speedy, more cost effective implementation, you know, that can get you up and running on Workday within six months. The Optima Plus takes that a step further, where you're you're looking at more of a strategic road map road map road map right beyond that initial first, you know, first phase or first wave. You know, we've we work with you to identify specific Workday functionality that's going to be rolled out over the next course of two years, three years. There might be some additional support that you could benefit from over that, and that's a higher level, more focused on growth and adoption. And then finally, optimum advantage, that is that is for really, colleges and universities that do have more complex more more complex needs, possibly, you know, because of unions and collective bargaining agreements. You might have specific pay requirements that may be different. Obviously, if you're implementing the student information system, for of Workday, we're also be really looking more at, like, an Optima Advantage type model as well, longer timeline. So the the the takeaway here is it's it's there's flexibility. The packages could be right sized based on the customer's need. And frankly, we just work very closely with our prospective customers on what the right packages based on some validation and conversations we have here. And then I'll lastly just end really here quickly with a couple of case studies. Dunwoody was actually the poster child, for Optima. This was a deployment that we did before we actually developed the program to prove that it could work. And so they went live on Workday, HCM payroll and finance and their initial wave. That live at the end of, 2025 for a January cutover. They're now continuing on with their Workday student implementation. They've solved quite a bit just in their initial first, rollout of Workday, you know, by consolidating some disparate systems that didn't have any integrations to each other, better reporting. And then Samuel Merritt, similar type of situation. They're already live on Workday, Samuel Merritt, but they went and did a separate student, implementation. And ERPA did that for them. They went live in June. And, again, we we we utilize some of the the practices of Optima to, to, you know, to deliver that student implementation on time and on budget. So and I believe we're out of time, right at noon. So, I will stop sharing and we could wrap up. I wanted to thank Art for coming out. I know some of you are probably looking to see pricing here. We're happy to share that as a follow-up, and talk about, you know, the packaging and how that can work for your specific institution. But thank you again for your time, and we look forward to hopefully having future conversations.