Ceridian Dayforce HCM is a cloud-based platform encompassing HR, payroll, benefits, and talent and workforce management. It provides companies with a scalable framework and real-time data, such as continual pay calculations, to enable efficient decision-making.
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Spiff
Score 9.2 out of 10
Mid-Size Companies (51-1,000 employees)
Spiff headquartered in Sandy offers their sales commission engine and automation platform, providing a personalized performance dashboard for individual contributors, commission plan building tools, approval workflow for commission plans, and integrations with payment (e.g. Stripe, Paypal), as well as CRMs and ERP systems.
Spiff is the first commission tool I've used. At other companies, they would manually create spreadsheets that we needed to always make sure were right. And most of the time, they were not.
We like Dayforce. It's our core HR system that we use many modules in. Dayforce is our payroll provider and handles all of our year end reporting and ACA forms and W2s. In fact, we are a managed services client and we ask Ceridian to handle committing our payroll and benefits module.
Spiff is well suited for a company that has complex commission structure (e.g tier-based + extra kickers) and that is growing. The reason is because its functionalities allow us to create logic or formulas that are quite flexible and able to accommodate any change in the commission calculations and enable admins to filter the data with sets of logic that Spiff feeds from without having to change the data in the original source
Attendance management. Points cannot be edited from AM; you have to constantly unlock timesheets to update points.
Attendance management link to forms for write-ups. Write-ups are still a manual form process. There is no link from AM to HR incidents.
Supports lack of urgency. Some cases drag out due to no response from support. Then you get flopped to another support person and have to start over at the beginning.
End-dated entitlements should not be seen on the ECP screen. New policies should not be seen until the start date.
An easier way to create forms. Drag and drop.
Write-ups should have workflows with digital acknowledgments from employees and managers.
Benefits - medical support orders should be able to lock employees' dependents so they cannot be removed from benefits.
Transfers - schedules and pay should auto-update to the new ECP info.
Headcount as a qualifier on pay policies.
Workflow visibility on forms. Easy way to see whose approval is still pending. When printing forms, workflow approvals need to show on the printout.
Although reporting has been improved, it's an area that I feel could use more development (which they are doing).
Exports are good but to make them great, being able to customize the formatting and data that shows and which data doesn't show would be a great improvement.
The backend can be somewhat confusing with statements and obligations and which should be used when and so on, just as one example. With that being said they are very willing to teach and also just do the updates for you if needed, but if it was a little more intuitive without that help would make it better.
We are highly invested in Ceridian's Dayforce product. It give us the flexibility and scaling that our growing company needs. Its potential reaches beyond the basic HR functions to the decision making that our Management Team needs. Ceridian is always innovating the employee and employee experiences to offer cutting edge options.
I enjoy using it and it is easy to see where you stand, the issue is still no live tracking, or at the very least, twice daily updates. You have the update in the morning, but I would like to see where I stand at the end of the day as well
I think it's very usable for the employee. I don't think it is as easy for the HR/PR admins - especially if there is an issue. There are so many setup screens that need to be looked at to try to figure out why payroll isn't calculating properly, hours aren't feeding over correctly, or benefits are not calculating properly. For the most part, they can't do their own troubleshooting. The same is true for the managers. Our managers find it cumbersome to go into make any schedule changes after the schedules have been generated.
Spreadsheets are a thing of the past. It is so hard to keep track of all your work and on top of that the commissions you are going to make. Spiff puts all that in one easy dashboard for you to navigate and have a clear understanding of where you are at and where you are going to end up at the end of the quarter.
We have never experienced a total/unplanned outages that effected our ability to process payroll. However, there are times when the application's speed is significantly effected - and processing a payroll may take up to twice as long as normal.
In all my time using Spiff, I only recall it being unoperational (outside the times when there is scheduled maintence. During those times, Spiff does a good job at communicating when their services will be offline and why). The times when I do get a small error, 9 times out a 10 a simple refresh of the browser will fix the issue.
We haven't noticed any slow-down due to the integration of Dayforce WFM with our Ceridian HPL products (HRIS and Payroll). The new HTML view of the timesheets don't load as quickly as the old Silverlight view - however, we have gotten used to the change.
Pages load quickly, dashboards update numerous times throughout the day, and the integrations are seamless and operate without a hitch. On occasion, commissions will be delayed in calculating corrctly by a day or so, but that is quite rare. I don't find that delay to be a huge hinderance anyways.
Most of the time the support is great; it's not always super efficient but I always get the help I need. Occasionally it takes a lot longer than we had hoped or get conflicting responses. We had one ticket recently where we were told we would have to pay the service team to support us on the project and then another person called the next day with the solution to our query and was able to find a solution easily. Generally, though, the response is great and they either walk me though how to do something via a Zoom Meeting or they email step-by-step instructions on how to do it and say if I have questions we can set up a meeting to discuss further.
I needed my account to be set up and there seemed to be some technical issues with onboarding and a customer service rep made herself immediately available to liaison with our IT department to get me up and running. I did not expect them to tend to our request with such urgency.
The online training is very good, there is a wide variety of topics offered and several dates and times. The instructors are very knowledgeable about the subjects they are teaching. There are so many ways to program Dayforce that just the basics seem to be covered in the class.
The training was conducted by our Spiff Account Manager and they would even create recorded videos we could send to the sales team so when they log in, they would understand how to use Spiff. Account managers at Spiff are a huge reason why I like that company.
Have a strong internal team. Communicate with your implementation team - they are there to make it work for you. Take the time to really think about how you want the system to work for you - in some cases, you may need to rethink your own business practices to see if you are working harder when the system could do it for you
All of the info for Payroll, HR updates, employee updates, Time worked and PTO are in a single application, with a single login, updated in every screen or module in real time. There is no lag in data from screen to screen or from user to user, its almost instant.
The team at Spiff made it easy to choose their platform, they were extremely diligent and made the process seamless. They had worked with us on pricing and we were extremely satisfied with the end result. The user interface and simplicity was also a driving factor in choosing spiff and made onboarding a breeze.
Overall, we are extremely happy with the Dayforce WFM module. Our biggest pain point is concerning the twice annual software upgrades - which is the only reason I haven't rated them as a '10'. Because every customer is configured differently, the upgrades can sometimes have adverse effects on our current configured policies/rules. And although they roll-out the upgraded version in a test environment several weeks before go-live, not all testing is accurate in that environment. Some issues do not present themselves until you are working with live punches.
We have a fairly large Enterprise sales team (200+ people and growing). Back when I first started at my organization this number was actually around 100 people. We've doubled in size since then and we have had zero problems adding these additional users.
Performance Reviews/Comp used to be handled via paper and tracking/reporting was a nightmare - having all of that in the system is so much more efficient and provides huge ROI
Our organization used to have big problems with hiring managers going rogue and hiring positions that aren't approved by Finance - we built an approval workflow in the system that triggers before any req is approved which has completely solved this problem
Dayforce Wallet has been a huge perk for our employees - it's heavily used and our crew love it
