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Attachments

Attachments

Notes: 

• There are 160 tables from Peoplesoft; deltas go daily to replication db as is.
• There are a number of impacted dms / mini marts stewarded by CIT that haven't surfaced as impacted by HR/Payroll until we saw Dave's daigram
• Some have extensive impact and other have minor impact
• In all cases shown in the diagrams data is moved/copied, transformed and inserted into those tables
• There is no clarity (written, definitive statements) from the Workday project on the representation of level 9s org data
• All users of the marts will have to be the ones to explain how the various org roll ups work and why they are needed.
• There are various possibilities of getting the representation done in Workday:
  • custom  fields
  • ‘containers’
• IN any case, the department tree is used broadly in the feeds from PS HR/Payroll
• workday: delivers exports in a ‘flat manner’: 
• In WD everything is position based.  ex: Vicky, Patrick and Tim roll up to Steve.  Put a supervisor container in front of Steve and then CIT Applications can roll up to CIT Applications.  The supervisor container is not included in the roll up. And, then use multiple containers for CIT and also for dual appointments.

Big questions:

• what are the data conversion implications of org data?
• what are the implications of various Workday org representations and transformations from that to the pre-Workday org structures and representation?

Things that need to be organized and pursued:

1. Estimate, define and get approval for and schedule BI for Workday Discovery project:
   1. categorize the impact in terms of size and complexity and impact/risk
      1. feeds/transformations
      2. reports
      3. models
   2. decide who owns talking to campus about downstream impacts / campus extracts and uses and their own reports
   3. make sure time collection is included in reporting needs (it's not just HR)
   4. elaborate on the diagram with..
      1. the basic purpose and use of each DM
      2. owners and users of each DM
      3. data extracts, transformations, and extracts for each DM
2. For Workday to do:
   1. estimate the work to extract the same data now taken out of PeopleSoft (the 160 tables' worth of data)
   2. map out the canned Workday jobs extract with the PS jobs table used for 80% of the right hand side of the diagram
   3. supply a meta data model (fields definitions,types, uses, examples of fields)
3. For analytical work in the discovery project:
   1. define minimal functionality
   2. define historical longitudinal reporting
   3. plan for simple ad hoc access to an extract and PAIDS data
   4. plan for updated APDB reporting solution
   5. plan for how to align efforts in HR with efforts in other topics -> keep enterprise warehousing in mind.
4.  Discovery projects should consider or include
   1. research outside solutions
   2. gaps in what Workday delivers and what CU needs for HR and Payroll
   3. longitudial
   4. compliance
   5. Enterprise model - for new work
   6. acceptable day 1, day n
   7. remediation - see picture
   8. Need overall BI strategy for project
   9. 2 discovery projects, 2 implementation projects:
      1. day 1 discovery project
      2. end goal discovery project
      3. each would have subsequent implementation work