Short review.
Updated August 02, 2024

Short review.

Cecilia Alsaadi | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User

Overall Satisfaction with Dayforce

HRIS system and timekeeping. Our old system was paper. DF put mostly everything in a paperless environment that is easier to track than before. Timesheets are a major plus to the paper system we had before. However, there are some items that remain on paper due to system limitations.

Pros

  • Pay policies.
  • timesheets
  • schedules
  • Mobile access.

Cons

  • FMLA and leave tracking, no formal system.
  • 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.
  • Reduced reliance on paper.
  • Keeps everyone consistent with policies.
  • Increased efficiency.
Automate tax withholdings, policies, and procedures, state laws. Configurable pay policies for labor union automates almost everything.
It has helped us tremendously. Managers can access information easily. More secure than sending through email.
We had a home grown system before. Some locations used ADP.

Do you think Dayforce delivers good value for the price?

Yes

Are you happy with Dayforce's feature set?

Yes

Did Dayforce live up to sales and marketing promises?

I wasn't involved with the selection/purchase process

Did implementation of Dayforce go as expected?

Yes

Would you buy Dayforce again?

No

There are multiple items that are missing in functionality. FMLA and leave tracking is one of the bigger items. I don't see that has moved for several years in the AHA portal.

Dayforce Feature Ratings

6.9
Employee demographic data
10
Employment history
8
Job profiles and administration
8
Workflow for transfers, promotions, pay raises, etc.
5
Organizational charting
8
Organization and location management
6
Compliance data (COBRA, OSHA, etc.)
3
7.8
Pay calculation
7
Support for external payroll vendors
10
Off-cycle/On-Demand payment
10
Benefit plan administration
6
Direct deposit files
Not Rated
Salary revision and increment management
6
Reimbursement management
Not Rated
8.5
Approval workflow
7
Balance details
10
Annual carry-forward and encashment
Not Rated
10.0
View and generate pay and benefit information
10
Update personal information
10
View job history
10
View company policy documentation
10
Employee recognition
Not Rated
Not Rated
Tracking of all physical assets
Not Rated
7.0
Report builder
7
Pre-built reports
7
Ability to combine HR data with external data
7
Integration with other HR capabilities ()
Not Rated
Not Rated
Performance plans
Not Rated
Performance improvement plans
Not Rated
Review status tracking
Not Rated
Review reminders
Not Rated
Multiple review frequency
Not Rated
Not Rated
Create succession plans/pools
Not Rated
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
Not Rated
9.0
New hire portal
9
Manager tracking tools
9
Not Rated
Corporate goal setting
Not Rated
Individual goal setting
Not Rated
Line-of sight-visibility
Not Rated
Performance tracking
Not Rated
Not Rated
Job Requisition Management
Not Rated
Company Website Posting
Not Rated
Publish to Social Media
Not Rated
Job Search Site Posting
Not Rated
Duplicate Candidate Prevention
Not Rated
Applicant Tracking
Not Rated
Notifications and Alerts
Not Rated

Using Dayforce

6000 - All of our employees use Dayforce in some aspect. Whether as an employee, manager, admin, or SME. Subject matter experts access the system to manage certain modules or features of the system. We have SME for learning, recruiting, and compensation. Everything else goes through our system admin team. We also have HR and Payroll teams who access the system to perform their daily job duties.
5 - We have 3 people that support the HR side and 2 people that support the payroll side. The system is very complicated and one must understand most aspects of the modules to be able to support it. It is hard to find someone that can do that. Right now it is mainly one person with a back up for the HR side. 2 payroll contacts that back each other up.
  • Timesheets/Schedules
  • HR
  • Payroll
  • Compensation
  • Recruiting/Onboarding
  • Learning
  • We've had to go around the system not being able to track leave
  • Go around the system for write ups
  • Attendance points are not tied to reviews
  • Shift bidding
  • shift trading
  • mobile benefit enrollment
We will continue to use Dayforce for our HR/Payroll needs.

Evaluating Dayforce and Competitors

Yes - We had a homegrown program called AS400 that we used for HR and payroll. It was antiquated and required alot of manual manipulation of data. No real timekeeping system. We also are replacing our ATS system BalanceTrak with the Recruiting module.

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