Lauren Hogan: Thank you everyone for joining us for today's webinar, JMT and ADP, A new human capital management solution for your nonprofit. My name is Logan i'm a regional marketing coordinator here at GMT we're very excited to have Ashley were gay and Donald garvey joining us today from adp.

And so just a couple of housekeeping notes, before I turn it over to Ashley and Donald if you have any questions during the webinar today, please go ahead, submit them into the Q amp a section, as you think of them.

will save them all until the end of the presentation, but don't hesitate to submit them as they come.

Also, just a reminder that will send you both some handouts, and the recording of today's webinar within 24 hours after it has concluded and with that i'll go ahead and turn it over to you Ashley to go ahead and get us started.

Ashley Ruggiri: Thank you so much lauren really appreciate it really excited to be here with my colleague donald's garvey today I am the sales consultants that works for adp and liaison with GMT so again excited to be here we're going to kick it off with who is adp.

We could just switch the slide.

So i'm sure, a lot of you have heard the name before we are quite a big organization we're normally known for our bread and butter, which is payroll and tax but we're so much more to that more than that.

We have over 700,000 clients are constantly reinvesting in ourselves and, as you can see we've been around for quite a long time.

Specifically, today we are going to be speaking about our workforce now technology and the great part about this technology is that it covers the re of our for excuse me.

areas.

So if you're looking at this suite of services workforce technology is used in our peo, which is a professional employment organization called total source.

Our bpm or managed services, which is what we call comprehensive services and then our traditional hcm technology called again just workforce now.

Within the technology which is cloud based and mobile capable, we are going to speak to our recruitment HR payroll tax benefit and time and Labor today but, as you can see, it covers a whole spectrum of of offerings for your organization.

Now the really special part about adp and the relationship with GMT is that we have an aarp connector.

It was built a few years ago and showcased in our adp marketplace and since then it's done so well that we've brought it in House if you'd like to say.

And we have the ability to connect to sage intact, but also a lot of other er piece, so if you're not a sage client sage intact client, then we still have the capability.

And now, our adp work adp marketplace how this is about 200 different vendors that have been prevented and secured and connects back to the technology.

We are now going to hop into the actual demonstration with my colleague, Donald today and as lauren said, you know feel free to put questions in your question box or chat on the side i'll be monitoring that as well, and then we can cover them at the end, Donald you can take it away.

Donald Garvey: perfect and good afternoon everyone i'm going to be walking us through the workforce now technology demonstration, my name is dominic garvey.

And what we're going to really jump into is a brief introduction of the portal and what the layout can look like for both US company leaders.

but also for your employees so i'm going to be sharing my screen here with you folks in just a moment and we're going to introduce that portal to you.

So at this moment, you should be seeing on your screen my web browser that i'm sharing with you this is an example of the adp.

homepage within workforce now, and this is something that we see our clients setting up to not only serve the needs of company leaders, but also to support a self service environment for their employees.

you'll see that you have the ability to not only configure and customize this database from backgrounds to logos but also for the content that you may want to place on this page.

You can see that you can company or you can brand this with your organization, as well as place pertinent information that both you as company leaders and potentially your employees may be looking to view or access.

Now this is entirely configurable so we understand that you may have a different homepage for your employees.

And there may be a slightly different view for that of your company leaders so you'll have the ability to manage that configuration based on how you want to roll this out, so it can truly serve as an Intranet for you and your employees.

Now, when we talk about this portal it's going to serve as an effective workspace for you to really manage all the employee related processes, but this is also going to be an effective tool for your employees.

To be able to stay connected to the organization so whether it is signing off electronically acknowledging company policies.

or reviewing employee related work life, information, this is going to be an area that they'll be able to access to not only perform some of those items related to.

Different processes, whether it be time and attendance related.

or benefits related, but they also would have the ability to come in here and view their own personal information so accessing an org chart directory with company information, as well as their personal pay.

and work related information, this is also a great snapshot to the HR is capability and what we are able to track within the solution from emergency contacts to company property.

But also professional background, knowing that you may have licensing certifications that need to be tracked.

So you are notified when they need to be renewed but also giving your employees, the ability to view and potentially update this record if appropriate.

So that is another layer of configuration that can be offered you have the ability to determine if employees are able to do or see certain things so again really helping to emulate the experience that you want to support for your different employees.

Now we'll talk a little bit more about self service as we go through the conversation, when we look at areas like recruitment or onboarding or benefits or even time and attendance, but I wanted to give you a good introduction to what they can do and potentially do on their end.

So let's expand upon some of those tracking pieces that we just saw in the employees profile.

Obviously, as company leaders we're going to have to make decisions and even track certain information for our different employees and that's where your HR is or your HR information system can come into play.

So under people and process, these are areas that are typically reserved for our administrators, or what we refer to as a practitioner or one of the chief users of the system.

This is an area where you can not only track personal information in a personal profile, similar to what we just viewed.

But you're also able to manage and track different statutory related items within your system here as well, so if folks fall under any particular statuses you're able to appropriately report on those items.

As well as have really anything related to some of your reporting that needs to be done when you hire someone, for example.

You see, that you have the ability to process Eo information which can connect directly to your reporting functionality, so you can pull some of these reports in a file level capacity.

which again is only going to help connect the dots between your HR information system, and some of your obligations as an as employers.

ust to switch things up here a little bit with another employee, you can also track OSHA and SLA cases down below just to help keep everything in one place is it refers to your system of record.

Now, lastly, we talked a little bit about professional background when we talked about what an employee can see.

we're also going to provide what's known as a talent profile, this is an excellent tool for you to track that background, as administrators it's also an effective.

tool for reporting so you're not only able to see all the information here that ties to a specific employee.

But you can be notified if something is expiring That way, you have the ability to either notify that employee or they are able to be directly notified of something that they may need to renew either on their own time or on organizational time.

Now this is also a great opportunity to highlight some of the reporting capabilities of the system.

With any HR information system, we know that you are needing to report on this information for all types of reasons.

So this is a way in which we are able to deliver custom reporting and an easy format that allows you to essentially turn any page within workforce now.

into a reportable function you'll see that I now have the ability to essentially pick data off of the page and put that into a report, so I can begin to understand what we may be looking to report on.

If i'm beginning to take these data points off the page and the system identifies hey you may be looking to process a similar report.

it's going to give me both the standard reports provided in the system by adp as well as any custom reports that I may have built in the past.

That way, if I know hey i'm looking to run that new hire report I don't have to reinvent the wheel, I simply reprocess that report so it's available to me, but again just a very nice easy and effective ways for you to report across the system, whether you are working out of one page.

or multiple pages, it will retain the data fields you've selected and allow you to select additional items to add to that report.

So with That being said, just to come out of our custom reporting tool here one last profile that I want to reference, and we will return to this when we talk about payroll.

is going to be a pay profile, so this essentially is going to be an indicator to each employee of not only the ability to access their pay summary year to date information.

but also their pay settings so any deductions direct deposit information, as well as tax withholding that will align to this employee for payroll purposes is available for viewing and maintenance in this particular profile.

Now, as we round out the HR is conversation we'd be remiss if we did not inform you around the ability to store documentation.

So, having the ability to not only manage the different tracking items is is wonderful, but we also know that you're going to want to have documentation to sometimes support these different tracking areas.

This is where you'll have a space, known as document cloud and for lack of a better way of describing it, this is essentially an electronic filing cabinet for each and every one of your employees.

So it will allow you to store items, it will also allow you to organize those items based on your organizational preferences.

you'll see that you can create categories as well sub categories that are going to support the different things that you may need to store in these areas.

And, like everything in the system, you have the ability to place security around these areas, so if there are certain categories subcategories.

or processing areas, all together, that are only available for certain employees or TEAM members, you have the ability to create that access permission to ensure that you're promoting the best security across your database.

Lastly, whenever it comes to electronic document storage, you may want accountability around these items, so we not only have the ability to push out and roll out electronic signature to the employee.

That may have a document being updated, but you also have an employee audit function, so this will essentially tell you from a transactional standpoint anything that has occurred in the space even someone simply viewing a document.

So again, this is a great way not only to promote an electronic HR system of record.

But it is also a great way to move in a more paperless direction within your processes, so we will talk about this document storage function as well as those tracking profiles and how those are populated on the front end.

In just a few minutes when we talk about recruitment and onboarding to adp.

So with That being said, let's take a look at the front end and how we are able to drive information into these respective areas.

that's always going to start with recruitment, so we do have a talent acquisition component to workforce now, this is something that will allow you to not only manage requisition.

But also applications and an applicant tracking function now, although we clicked on requisition this will all share a common recruitment space behind the scenes.

This is where i'm able to access all of my current open open jobs that we are looking to fill.

But this is not going to limit me to just those open jobs, you see, that I can create a new requisition at any time.

Or, I may have created those in the past and simply have those on hold, if they're seeking approval before we can advertise for those open positions.

or possibly a close requisition that I may hire for in the future, this can really serve as a function that not only helps to promote your open positions, but any position that you may need to hire from.

And because we would be occupying the system of record component from an HR perspective that data is going to be effectively used to help support these acquisitions and driving that tracking information into the respective profiles.

You can assign hiring managers to requisition and even partner with job boards to ensure that you're getting and really casting the net that is needed to land the candidates that you're looking to hire.

you'll also see again just basic tracking information that will let me know hey we have current open applications here that are being reviewed on the applicant tracking side, so that would allow me to click on my second tab above to travel to the applicant tracking side of the solution.

Before we do that I did want to quickly highlight that we do have the ability, like we stated earlier.

To not only manage the different job boards that you may be posting to, but we also have the ability, for you to take advantage of our national partnership with zip recruiter which allows you to cast either a very wide net for candidates or a very specific net depending on the position.

you'll have career centers that you can use to promote in places like your website, but also to promote an electronic application experience for your employees.

you'll also see that we can support referral programs, whether they have a monetary reward or not.

And then again down below you see our ability to allow you to leverage zip recruiter job slots or advanced candidate sourcing as part of our national partnership.

We also have a partnership with job target to help really expand the job sites that you may be posting to and then, of course, any job or.

social media sites that you may be using today to support your application processes can also be connected to the system.

Now we do have a few that are set up on a automatic feed so once you have approved a requisition that job posting can be delivered to that site.

But you also have the ability to link any other sites, you may use like career builder monster Facebook, or even linkedin.

And this will simply allow you to post a requisition from a single place so once you post the requisition from adp.

It is then sent to each respected site that you have connected to that requisition so not only do you get valuable job sourcing information from those sites, but it also will prevent you from having to duplicate those efforts on each respected site that you use.

So, now that we've discussed how we can manage and push requisition out to those different job sites let's take a quick glimpse at what that looks like for someone who would be applying for a position.

So when we talk about recruitment you're able to not only push out to those respective job boards, but you're also able to create what we refer to as a career Center.

Now this is something that allows you to take the URL that this is published to.

and put it in places like your website or any other types of digital media sites that you operate, you can customize the background the logo the header at the top.

You also can customize the content that you see screening up above.

And as we scroll down, it allows you to manage your prioritize positions based on what you're looking to fill.

candidates can also search for open positions, depending on what they may be looking for.

But you also can include additional information, like a talent Community so if they don't be an open position, but would love to join your organization and allows them to submit basic information, so you can reach out to them in the future.

And you also can include documentation videos and any other digital media sites that you manage.

To be included down below this is just a great way for you to really create an experience for a candidate, so they can learn as much about your organization.

If they find you on a job board and want to apply for a specific position, it will direct them straight to this page, so they can perform an online application.

And as to ashley's earlier point, a lot of what we are able to maintain for not only your active employees, but for prospective candidates is optimized for mobile use to this is also something that they can do directly on a mobile phone if they're most comfortable doing that.

Like most applicant tracking systems, we do want to allow you to control that application experience so that allows you to ask things like posting questions include any type of screening information that may be relevant to perform background checks or anything like that down the road.

And lastly, we will give them the ability to upload documentation, so if they're providing you with a resume cover letter transcripts.

licensing and certification that can all be uploaded and our system is able to parse that information from documents, like the resume update their candidate profile.

So let's take a look at what the candidate profile looks like upon completion of an application so we can walk you through what a hiring process can look like.

So in accessing our applicant tracking system.

you're going to essentially be operating on that second tab where you're able to see really all of the information related.

To the data behind your recruiting process you'll have application statuses that can be filtered on the left and you'll have sourcing efficiency on the right.

So we talked about being able to not only tie this to your process, but also to tie it.

To the job words that you're using so again, this is the ability to see what sources are most effective and potentially what sources you move away from in the future if you're not seeing the candidates coming from those respective areas.

you'll have a full population down below.

You also see that hiring managers can be listed out here as well, and that would give them visibility to only candidates and requisition that they are assigned hiring managers for.

So that's a great way to not only compartmentalize their view but to delegate these responsibilities out to team leaders.

And when it comes to accessing a specific application, you have the ability to you know select from your list view or you can filter it from the population up above.

If we click on an individual candidate it's going to bring together everything that we've created so far from the requisition and some of the tracking information behind it, as well as the information that was provided to us by the candidate when they filled out their application.

So, as we move down this page I have everything here that I may need to contact this candidate to engage them throughout the hiring process and even perform any types of checks that I need to check.

In hiring this candidate, I can see other positions that they've applied for, so if I need to coordinate with that hiring manager nobody's stepping on each other's toes.

But I also can see their profile information on the left hand column, and that would represent information that was parsed off of their resume.

That way i'm able to perform the verifications that I may need to perform in potentially following up with former employment or checking on any of their licensing and certification.

you'll see that you have the ability to schedule interviews and evaluations right through the system that way you're able to drive communication with templates.

you'll see our background screening and selection.

component just below that where again in partnering with adp we can help to manage that information for those candidates when the timing is appropriate to perform those checks.

And of course notes and communications are always track so that way as you send out any template communication that will be tracked down below so your process can always be consistently observed.

And, like everything we've discussed so far and adp.

Those are customizable so when you go to your actions, if you change an application status to move them into a new part of your hiring process it's very quick and easy.

for you to set up that status those can be customized, of course, and then you have the ability to drive that communication with templates so hiring managers or TEAM members are not having to guess what that has to look like.

And you also would have the ability to push those items out with a text message communication if the employee is willing to opt into that communication when they fill out their application so just a great way for you to meet your candidates through multiple channels that needed.

Now, lastly, when it comes to really reviewing a new hire or excuse me a candidate for hire you'll have the ability to not only export this record, if needed, but you can share it with members of your team.

And you're able to even manage the offer letter process completely electronically.

So this will allow you when they are in a make offer stage to bring that template up to customize it based on the offer letters that you can bring into our system, so it can be electronically communicated to that new hire where they are then able to electronically accept that offer.

Now, once accepted were able to hire this candidate.

Now this is one of the really nice aspects of a single database is that when you hire a candidate, we simply want to package, all of this information up so everything that we built in a requisition.

Everything that candidate provided to us in in their application and essentially communicate that to the onboarding side of the House, so when we hire this candidate.

It allows us to select a template that best represents the employee that we are hiring again, these are completely customizable outside of the quick hire template so you can really support the information that you need to bring into the system.

Now, one of the really nice part about this is we want you to continue this process so again all information that was captured during recruitment will be communicated to the new hire record.

That way, as we go through the onboarding process we really want you to go into the capacity of managing information and verifying it each step of the way and entering new information as you learn it rather than having to do that each and every time.

Now we open up a new hire record here you'll see that we can break this into multiple sections.

This is also a great way that if you have multiple members of your team some maybe in an HR capacity that will handle the personal and employment information.

And then maybe some on the payroll or finance side that would handle that respected task you can always delegate these individual steps out to ensure that everyone in your process can observe their role.

But like we stated earlier, most of the personal information can drive directly into this template and it will allow you to ask the new hire.

We have an ability to say hey if we're missing anything from your personal record here's your opportunity to supplement that and that is delivered through our electronic onboarding experience so that would allow you to send paperwork.

And policy related information to your new hire either prior to their first day of work electronically or it's something that they can simply do with you electronically on day one, replacing the paperwork and the folders that typically occupied that process.

Now, because of that we want to allow you to bring information over from the recruitment side.

But also again occupy the bare minimum of information that's needed to enter into this part of our process, so you can get that paperwork out to your employee.

they're not only able to be assigned an experience that represents their job title but you're able to customize those regardless of the position so that allows you to have unique experiences that may represent any potential role that you would support in hiring within your organization's.

Now of course you can also include checklist this would simply allow you to communicate internally.

Saying hey we have folks who are going to be starting next week, we may need to get xyz items together, and of course these are completely customizable.

Allowing you again just to centralize that communication when a new hire record is created, you can not only get out the paperwork for the new hire to complete, but you can send out any items to managers it or anyone else who may be gathering items for that employees first day.

So I want to show you a quick snapshot into what that onboarding paperwork looks like and some of the areas that we are able to to help support when it comes to completing that new hire paperwork.

So what we're going to do is log in as a brand new employee to not only your organization, but to the ATP workforce now tool as well.

Now, again, this is something that you can send out prior to their first day of work or it's something that you can do electronically with them on day one.

When they access the system for the first time, because they would be considered an in progress, new hire.

We are going to keep them in a siloed environment that way they have really just that onboarding activity that they need to be worried about.

And they are not going to be given access to the rest of the self service capabilities that we saw earlier for your active employees now upon completion of the new hire process, they will have that capability.

To view and manage work life, information, as you see fit.

But during the stage they'll have the ability to not only view video content understand who their TEAM members are that they will be working with every day, but they also can access a profile.

Where they can supplement their personal information with anything that may be missing.

Just like during recruitment, we want to give them visibility to voluntary self identification information.

But we also want to give them that opportunity here during onboarding so we have multiple ways to meet the employee, so they can give us this information prior to their start date.

As well as review their personal and contact information to ensure that we have everything correct on her record so far.

And of course paperwork, is an area where we want to be able to support a lot of your new hire processes from the I nine which we can support completely electronically in our system.

This would be section one that the new hire is completing you would have a dashboard to complete section two and even submit to e verify if you use them for verification of their identifying documents.

And that's something that can be completely driven through or excuse me compliant Lee driven through the workforce now solution from completion and access to long term storage.

Tax withholding information is also a big part of the onboarding process, and because we are managing things from a payroll and an HR information perspective.

All you need to do is enter in the lived in and worked in information and the system is able to align the tax withholding information based on those jurisdictions.

Now, of course, they can electronically sign off on company policies.

They also can electronically sign off on documentation like handbooks, so this is a great way for you to deliver those items within these respective spaces.

And as you saw earlier once completed those company policies are communicated.

So they're able to view those going forward as an employee and the documents would be communicated.

To the document storage function that we showed you earlier, so it's a great way to connect the dots administratively so you're not having to do that yourself once an onboarding process has concluded.

Lastly, payment options emergency contacts can be added in here by the employee if they are looking to receive direct deposit.

And if there are any documents that you want to request from that new hire here's your ability to request those different documents they can upload them to the activity, so you can access them as an organizational leader.

Lastly, this is something that is designed again to be sent out prior to their first day of work, so we want to keep tabs on their progress and we want to inform the new hire thurs anything that has been required by you.

The administrator that they still need to complete, we also want to allow them to quickly and easily download the mobile APP so they are able to remain connected to the organization, regardless of their location.

upon completion of the onboarding process and the start of their first week of work we are going to then open this activity, so they have regular access to the solution, just like your active employees would.

But this is a great way not only to acclimate them to electronic administrative processes, but also a great way to get them set up and have a dp ready to go.

So let's come back into our solution as administrators we're going to talk a little bit about.

How this process communicates from an electronic I nine perspective, I want to show you where that is stored and then we're going to talk about some of those things that follow an employee onboarding process like benefit enrollment.

So, in coming back into the solution, one item I always like to highlight is again your ability to promote an electronic I nine process within your system.

So as onboarding is being completed you're going to have an area where you are able to track these different items to completion.

One of which will be that I nine so you'll have an onboarding dashboard where you're able to not only see the current activities that are out there.

But also the progress of those activities, so this will give you great insight into anyone that you may need to send reminders out to or anyone that you may need to override if their start date or employment has changed.

This will allow you to see specific documents that they may or may not have may not have completed yet.

And again send out those reminders right from the screen.

Lastly, we want to bring accountability to this process as well, so down below you'll see that it will flag, anyone who has ever entered into your system, but was not assigned a paperwork activity.

That we can help to ensure that there are no gaps in this process and that individuals move from applicant to new hire to new employee as efficiently and effectively as possible.

Now, when it comes to your I nine process again like we stated earlier, you will have a management tool that not only will store.

Your active documents but also any that have been completed or any that you archive long term for storage reasons you also see that you have an expiring tab there as well, to help ensure that any documentation that needs to be renewed can be done in a very efficient manner.

And it also will have some compliance checks built in, so they will be unable to access section one is that, as the employees responsibility.

Until it's been completed, one section two is available, the administrator can go in, they can obtain the identify identification documents for that employee.

And really continue the process from there, you can review section one send it back to the employee if a correction needs to be observed.

If not you're able to move into section two in entering not only their identifying documentation the tracking information behind it and additional documentation, if required, but you also have the ability to upload the copies of those documents here.

And lastly, after completing the employer information and reviewing.

You are able to submit either to your statutory compliance profile, if you do not utilize the verify.

But again, we do have the ability to partner with you verify so that communication for photo matching can be sent directly to them, so you are able to verify that information and complete the document with that he verify case and submission information and tell.

Once completed everything will then go back into the statutory compliance profile, so we did mention that earlier as really being a chief compliance area for your employees you'll see that you have a block for your I nine and citizenship information.

And that is accessible here, as well as in that dashboard that we just traveled from.

So a great way to bring this process full circle and again we want to allow you to really take data handed off to the next steps in the process so you're more in the camp of adding new or additional information and verifying what you already have.

So let's just talk briefly around some of the next steps that a new hire may go through which could be tied to a benefit enrollment process.

So, within workforce, now we have the ability to administer and manage your benefits for your employees to not only view but also to participate in different events.

you're going to have a benefits dashboard that allows you to manage these different events from open enrollment to new hire to year round types enrollment.

I can also see my self service registration so that's a great way for me to know hey if i'm rolling out electronic open enrollment I want to make sure that there isn't a single employee who is not registered to use adp.

But I also can see my open enrollment event, specifically, I can view and remind employees who have not started the process, those who are in progress, and I also can view those completed enrollments as well.

You will have a dedicated open enrollment Center that you're able to really manage this event by itself, so that way again, it can be a less disruptive event for you and your employees, allowing you to efficiently and accurately manage that process.

Now you'll see down below that we have the ability to not only bring in your benefit invoices, but you also see carrier approval in there as well.

We do have the capability to perform what is called carrier connections, so we can communicate those enrollments directly to your carriers automatically after an event has completed.

But we also want to allow you to take advantage of broker access as well, and that would simply allow your broker or partner in your benefit space.

to access a limited reporting functionality that way they can get the census information that they need to effectively shop rates and plans for you and your organization.

Of course down below, because this is linked and part of your HR system of record it'll let me know if we have any new hires who may have enrollments coming up here shortly.

I also can see if anyone has been terminated from our employment that way, we know if we have to follow up with any of those related events that occur when an employee separates from us.

But will also provide employee enrollment comparisons Now this is very important for your reconciliation process because we bring your invoices in we want to allow you to compare those with your active system of record.

That way you're able to keep your carrier's honest they do admit to a clerical error rate, so if someone's showing up on an invoice that was terminated, a few months back it allows you to contest that particular issue.

So that can be reconciled with your carriers, but a great way again to just have an additional reporting layer to ensure that your invoices match your active system of record.

Now, when it comes to enrolling in these different processes, this is where your employees have two options, they have the ability to enroll in benefits from their mobile application, they also have the ability to come in.

They can access the benefit space and in both capacities they not only have the ability to see their current enrollments and benefits, but they also have the ability to participate in any open or active events.

So when I opened my open enrollment piece, the first thing that's going to tell me is information that you may be communicating to me as an employee around what has changed, what I should be aware of.

But also the ability to then go through and select my benefits, based on what I am eligible for I can compare plans, I can look at cost, and I can also determine the coverage level that I need for me and anyone else that i'm covering.

So with That being said, now that we've established employees and we've allowed them to participate in some of these events, we can talk about time and attendance and payroll.

So, from a time and attendance perspective, we have the ability to capture time in a physical time clock we have web based options that can be supported on computers and tablets, and we also have mobile functionality.

And these are all tools that you're able to use either very selectively or very broadly depending on how employees are going to best enter that information for you and the rest of the administration.

Time cards are always visible to employees, so they are able to not only view their time card, but approve it, if necessary, and that's something that's completely up to you as an employer on whether or not you would like an employee to do that.

you'll see like everything in the system, they can look back at historical information they can view scheduling information, as well as time off balances that may be aligned to them to us.

But when it comes to visibility for our leaders.

We promote what is known as a team dashboard now, this is a great place for leaders to not only manage exceptions and requests like time off requests or a missing punch on a time card.

But it's also going to give you vital information for what is currently going on.

in real time with your workforce who's working who's on break who's possibly working later, are there any missing punches that I need to address.

And this will turn your leaders into more proactive administrators, knowing that they can be notified when a missing punch happens so it can be addressed at that moment, rather than piling up towards the end of a pay period.

And having to go through multiple time cards to clean up those mistakes, it will always remind them of it, but by making them aware of it when it happens, it allows them to make those changes and address those issues as quickly as possible.

We want to bring visibility to any time off employees who are trending towards overtime, as well as the ability to quickly and easily approve time cards, if there are no pending actions that need to occur.

So that's another control that we want to put in place.

And this will go all the way up to payroll that we do not want time cards to be brought into payroll until they have been approved and corrected so it's a great way to ensure accuracy, when you perform your payroll process.

Of course scheduling reporting, as well as specific insights for things like overtime can all be part of the time and attendance process to ensure that you're observing everything that you need to track with respect to your employees.

Now, as we move towards the payroll process, this is something where, again we want our time and attendance information our payroll solution all living under one roof so as we move towards approving time.

We are able to have that part of our payroll process from the very beginning.

So we talked about the payroll profile that we referenced earlier that illustrated the pay settings for each of your employees.

This is where we're able to illustrate the pace settings for your payroll process, so we want to through implementation.

customize your payroll spreadsheet as well as the different things that you observed going into payroll.

But you'll also see that your time and attendance information is simply waiting for you here to add to that payroll cycle.

It will notify you to let you know hey we still have some time card errors out there some time off requests that need to be approved and those can all be leveraged by the payroll administrator if necessary were.

at certain point, they may simply check the box send out that friendly reminder to these leaders that they need to get in there, clean up these time cards and make their approvals.

Or if they are not wanting to wait on those managers, they have the ability to come in view each individual exception, as well as the scheduling information that they were supposed to support.

And they can essentially come in here and drop in the value of when they were supposed to have clocked in or clocked out based on the circumstance so again just a really nice way for you to have complete control of your time and Labor information before impacts your payroll.

Now, once reviewed you're able to add that to your payroll cycle and what it will do is it will then come into your payroll grid.

where you are then able to have the hours that were collected by employees associate with the earnings that they will be making so that particular pay period, and that is accessible here.

When you go into a payroll cycle, it is going to bring what we call a batch or your payroll spreadsheet into the payroll function.

Now, keep in mind that you may be simply processing payroll, but if you needed to include a bonus or an additional earning you can either build a column.

into your payroll grid, or it could be supported with a separate batch so if it needs to represent an additional separate deposit.

that's a great way for you to deliver essentially two payments to your employees, one for the regular pay one for their bonus, but this screen is your input screen so it's going to let you know.

From an HR perspective, did we add or subtract anyone that we should be aware of that we may or may not want to include in this payroll cycle i'll see my hours and earnings below that with access to that payroll grid once again.

And I also can see down below warnings and messages, so this is going to let me know hey we still have some time card errors, we still have pending time off requests, so I can address those were needed.

When we preview our payroll This allows us to go into our statistical summary information and our reporting information, so we are able to really manage the remaining steps of our payroll process before we hit accept and allow adp to generate that payroll.

And this is something that again will give you access to your reporting and statistical summary information without removing you from your payroll process, we want to have everything listed out here that you may need to access to successfully performed payroll.

So you're able to spot and identify anything that may seem off so changes can be made quickly and effectively before payroll is processed.

You can turn on historical information so if you want to view where your previous payroll ran.

it's a very easy way for you to spot any discrepancies between the previous payroll and the current payroll and then of course down below we will break down that statistical summary so you can drill into the details of those specific areas.

As well as access your register and download a report area in the lower right hand column.

Now, this will not be a replacement for what we call our general ledger function which essentially upon completion of a payroll process after we hit accept adp begins the money movement to your employees and fund delivery.

We want to communicate a payroll file to our general ledger function.

Now this is going to be a tool, under your reporting that's going to map your chart of accounts, so we want to understand your accounting Program.

And we want to be able to map those chart of accounts and accounting preferences, so when that report is processed, it is essentially identifying what those are and ensuring that everything is uploaded properly when brought into your accounting Program.

Now for anyone out there who is using sage for their general ledger we do have a connection that operates a little bit differently, and what this will do is simply automate the process where upon review and completion of your different payroll files.

You would be able to take your GL file apply the sage intact mapping.

and create that GL file.

And from here, you can directly transmit that.

To sage intacct, so you won't have to download the file and upload it into your accounting programs so again, that is one of the advantages to our partnership with sage intact in being able to directly communicate that information from payroll to your accounting Program.

Now, as we round out things on the workforce now side, I always like to highlight that everything we discussed today.

is tied to reporting functionality, so that means that whether it's payroll whether it's HR whether it's recruitment or onboarding related.

Everything will be tied to your reporting functionality, we we support, excuse me both standard reports, as well as custom reporting like we saw earlier.

And even a benchmarking analytics function that allows you to take that reporting to the next level and also utilize 80s access to data, not only do we do the job report.

For the private sector Wall Street, and the Federal Government but it's also a great way for us to deliver annual compensation information.

and internal benchmarking around certain areas that you may want to understand better as to how you may stack up with other individuals in your industry.

Now, just to review some of the final components around the sage intact integration.

I always like to highlight a particular view that identifies the different levels that you may use sage intact for whether it's expense reimbursement.

Time and attendance or general ledger information, you can see that we want to promote a harmonious flow of information through an API integration that keeps both systems of record updated.

Again, passing general ledger employee data expense reimbursement and outbound time to sage intact and allowing expense reimbursement inbound time.

And time sync information to come back into our system, so what again will help to promote the communication of information between your two systems.

To help support really a collective ecosystem among your different systems, but to actually earlier point, this is specific to sage intact, but we are also able.

To communicate and integrate with other the RPS for information systems is needed and what we simply ask is that you schedule a conversation with us for us to review the systems in question, so we can discuss how we can better tie those pieces together.

So I know we have about 10 minutes left, I want to bring Ashley back into the conversation, so we are able.

To answer some questions that you may have had throughout the conversation and again if you have any specific questions tied to you and your organization.

This is a great opportunity for you in the future to reach out to us, so we can schedule a one on one conversation to discuss your organization's needs further, but thank you all for your time and with That being said, Ashley would you like to jump back in so we can do some questions.

Ashley Ruggiri: Sure, so thank you so much, Donald that was amazing and i'm sure you need a drink of water by now.

I wanted to just point out a few things what you saw today was a highlight of our technology again it's called workforce now.

If you did want to explore at peace options, if you wanted to explore workforce, now we would definitely want to connect with you and hear from you what your needs for.

Our needs are, and then we would configure a demonstration to your liking, so if you've seen a dp in the past, if you've had a dp in the past, if this looks different it's because it's our version of what we wanted to show you today.

And I think I don't know if anyone has any other questions at this moment.

I answer one already, oh no see many others come.

Lauren Hogan: Through but don't hesitate to submit them.

Thank you so much Ashley and Donald for today's presentation.

And Just a little bit about JMT before we go.

See we love helping nonprofits that she's our mission, so if you know of a nonprofit who could benefit from our services or solutions, please send them our way through referral.

As the, thank you for helping us connect with them will send you a $25 Amazon gift card, and if they become a client will give you $500 for either yourself or a donation to your nonprofit.

just visit JMT consulting COM slash referral to learn more or submit your referral and then Thank you so much i'm not seeing any more questions come through, but if y'all do have any questions, we can always answer those if you submit.

Their just email us but Thank you everyone for joining today, I hope you have a great rest of your days.