Destination Workday News, Notifications & Announcements
Welcome to the exciting world of Workday at the City of Milwaukee! We are thrilled to share how we are revolutionizing the delivery of essential business services and providing seamless end-to-end functionality for every City department through the power of Workday. Our Workday Enterprise Resource Planning (ERP) system is set to transform the management of HR, Payroll, Financials, Recruiting, and Talent/Performance data, enabling faster and better access to crucial information. Join us on this incredible journey as we harness the potential of Workday to elevate our city services to new heights!
Destination Workday Newsletter
Catch up on the latest editions of the Destination Workday Newsletter! The June/July 2026 edition is available. Here are previous newsletters as well: April/May 2026 and February/March 2026 edition.
June/July 2026
The June and July 2026 edition provides information regarding the new go-live date for the City of Milwaukee, the Specialty Train the Trainer Workshops, an introduction to the City’s new Workday Project Manager, Rhonda Sinclair, and payroll and time Workday terminology.
Registration for Workday Specialty Train-the-Trainer Workshops Coming Soon!
The City of Milwaukee’s Workday Train-the-Trainer program is gaining traction after the recent Employee Self-Service (ESS) and Manager Self-Service (MSS) workshops. A big thank you to our volunteer trainers for their participation and feedback, which is crucial as we prepare to launch the system.
Feedback was largely positive, with many praising Workday's intuitive interface and self-service capabilities. The search bar was highlighted as a key feature for users.
As we move forward, trainers should remind employees that mastering Workday takes time and that the training tenant, MKE2, may have data inaccuracies. The Proxy feature will only be available for training purposes.
To continue developing as trainers, participants are encouraged to practice in the training tenant and utilize available resources. Collaboration among trainers is essential for effective delivery.
Looking ahead, Specialty Train-the-Trainer Workshops are planned for summer 2026, focusing on key areas like Timekeeping, Financials, and Operational Processes. Visit mint.milwaukee.gov/workdaytrainer to learn more!
Welcome Project Manager, Rhonda Sinclair!
Please join us in welcoming Rhonda Sinclair to the City of Milwaukee’s Workday Project team as Project Manager. Rhonda brings strong project leadership and analytical expertise to the role, including experience as a Six Sigma Black Belt and a passion for continuous improvement.
As interim Project Manager, Rhonda will focus on supporting all workstreams and helping ensure the project’s reset go-live timelines stay on track. She also believes that targeted training, education, and follow-up support are key to preparing a Workday-ready workforce.
We are excited to have Rhonda on the team and look forward to her contributions. At the same time, we extend our sincere thanks and best wishes to Jill Price, who will retire on June 6 after 36 years of service to the City of Milwaukee. We thank Jill for her dedication and wish her all the best in retirement.
|
Workday Terminology: Payroll & Time Tracking/Time Entry Off Cycle: A payment, such as a manual payment or on-demand payment, made outside the regularly scheduled payroll run. Reversals and history payments are also classified as off cycle. Off-cycle manual and on-demand payments enable you to issue additional or replacement payments. On Cycle: A scheduled payroll run. On Demand Payment: An off-cycle payment that replaces, or is issued in addition to, a worker's on-cycle pay. Pay Component Group: A collection or combination of related earnings, deductions, or pay component-related calculations that are combined to simplify payroll calculations. Examples: Employer-Paid Benefits, Pre-Tax Deductions and Federal Taxable Wages. Pay Component: An earning (such as base salary or bonus) or deduction (such as federal withholding taxes or medical) that applies to a worker's gross-to-net pay calculation or tax liability. Quick Add: A time entry method that enables you to create a time block and copy it to multiple days in a week. Time Entry Calendar: A set of self-service pages that you use to enter, edit, and view time. Time Off: Reported time that is not worked. Common types of Time Off include sick leave, jury duty, and vacation. Time Type: The type of time off an employee enters in his or her time entry calendar. Time Type is selected from a list of Time Off Plans available to an employee, such as maternity, annual leave, sick leave, etc.
|
April/May 2026
The April and May 2026 edition provides further information regarding Train the Trainer, and Workday Performance—including a related crossword puzzle and terminology table.
Train the Trainer: Readiness
Over the past few months, we’ve built strong momentum around the City of Milwaukee’s Workday Train the Trainer (TTT) program—from recruiting in December and January to the well-attended Information Session in February. In March, the momentum continued with the Train the Trainer Kickoff session. 75 engaged participants attended marking an important milestone as we officially launch the program.
The Kickoff session built upon the program details from our earlier sessions and aligned trainers on what to expect next. During the meeting, we covered:
|
|
|
|
|
|
With the Kickoff complete, trainers will now begin focusing on pre‑learning activities to prepare for the Trainer Workshops scheduled for the week of April 27th. These activities are designed to help trainers build confidence, develop familiarity with Workday concepts, and feel ready to participate in the upcoming workshops.
If you’re interested in becoming a trainer—or would like to recommend a colleague—there is still time to get engaged. Please reach out to Hakimah Terry at [email protected] if you would like to learn more about participating in the Train the Trainer program.
Thank you to everyone who has contributed so far. Together, we’re building a strong foundation for consistent, effective Workday training across the City—and we look forward to continuing the momentum.
Workday Performance
Workday Performance brings priorities, feedback, and reflections together in one place to support consistent, transparent performance conversations City-wide. Employees and managers use Workday to set priorities, capture ongoing feedback, reflect on progress, and support meaningful performance and talent discussions throughout the year.
The Workday Performance process is designed to build upon how performance conversations already happen. Workday will implement a streamlined, trackable approach. Employees and managers work together to establish priorities, share feedback along the way, and reflect on outcomes, establishing a partnership of progress and impact. Performance evaluations are completed in Workday and supported by documented priorities, feedback, and reflections.
By replacing paper forms and disconnected documentation, Workday Performance creates a more accessible and efficient experience designed to ensure performance discussions are aligned, informed, and consistent city‑wide.
What Makes Workday Performance Different?
Workday introduces a more dynamic and ongoing approach to performance through three key elements:
- Priorities: Clearly define goals and track your impact throughout the performance cycle
- Feedback: Share and receive real-time input from managers and peers to recognize strengths and achievements
- Reflections: Capture progress, outcomes, and key accomplishments to support meaningful conversations
A Streamlined, Transparent Process
The Workday Performance process is designed to be simple and collaborative. In a typical process flow, employees and managers may:
- Discuss and set priorities together
- Complete performance evaluations in Workday
- Review and acknowledge evaluations collaboratively
- Meet to discuss outcomes and next steps
- Finalize results in the system
This structured yet flexible process ensures clarity, consistency, and alignment across the organization. (continued)
What This Means for You
With Workday Performance, you can expect:
- Greater clarity around goals and expectations
- More frequent feedback to support your growth and success
- Improved transparency in how performance is evaluated
- Easier access to your performance information anytime
February/March 2025
The February/March 2025 edition outlines our transition to Workday HCM and key benefits, updates regarding Workday Mobile Readiness, and introduces more commonly used terms.
From PeopleSoft HRMS to Workday HCM: Transforming our Workforce Experience!
In today's fast-paced world, our City of Milwaukee team needs tools that enhance efficiency and empowers employees to thrive. Enter Workday's Human Capital Management (HCM) system—a game-changer in managing our workforce with a modern twist.
City employees will greatly benefit from the self-service capabilities that Workday offers! From name changes to personal information updates, staff can manage their profiles at their convenience. This autonomy fosters ownership and promotes an inclusive culture where employees feel empowered to communicate their needs.
Safety and incident reporting are also made simple. With employee self-service options, managing incidents is streamlined, enabling quick resolutions and keeping everyone informed.
Imagine a work environment where delegation isn't a hassle but a breeze. With Workday's streamlined delegation process, approvals are just a few clicks away. Leaders can easily submit and manage requests online, allowing department teams to focus on what really matters—achieving great results together!
Workday will Move Milwaukee Forward and create an environment where employees can thrive, have a voice, and continuously grow. With its innovative features and user-friendly interface, Workday is not just a system; it's a partner in building a brighter, more productive workforce. So, let's embrace this change and revolutionize the way we work—together!
The Key Benefits of Workday HCM
We’re excited to begin introducing the Key Benefits of Workday in our newsletter! For this issue, we will cover the Key Benefits of Workday Human Capital Management (HCM), or HR.
Currently, HCM encompasses many manual processes, including new employee account generation, the resignation/transfer processes, and a lack of self-service tasks. This presents significant challenges for us all. These challenges involve inefficiencies, delays, and potential disruptions to operations.
In Workday, Milwaukee will benefit from streamlined processes, enhanced self-service capabilities, and improved data accuracy.
Within Workday, new employees will be efficiently onboarded and the integration with JobAps will reduce manual efforts. The resignation process will be simplified, and employees and managers will have access to user-friendly tools and training.
Security-based dashboards, mobile access, and accurate organizational charts will further enhance operational efficiency.
Additionally, proactive management of compensation entries will ensure timely and accurate adjustments.
Workday Mobile Readiness Update
During Q4 of 2024, the Workday ERP project team engaged leadership from 29 city departments, reaching a total of 89 employees. The purpose of these meetings was to provide insight into Workday’s mobile capabilities, demonstrating how these features could enhance operational efficiency, streamline workflows, and improve accessibility for employees in their respective organizations. These discussions aimed to ensure department leaders understood the potential benefits and how Workday’s mobile functionality could support their teams' day-to-day processes.
After being introduced to Workday Mobile, departments provided insights into their current mobile usage and identified potential future use cases that could enhance their operations. These discussions helped highlight how mobile functionality could support key processes, improve efficiency, and address department-specific needs as they transition to Workday.
The project team's findings and analysis on Workday Mobile adoption within city departments revealed the following key insights:
-
Current Mobile Usage: Departments with city-issued devices primarily use them for voice and email communication related to official city business.
-
Standard Use Cases: The most common Workday Mobile functions are already supported and will require minimal configuration and testing before deployment.
-
Department-Specific Needs: More specialized use cases, such as inventory requests, receiving, and restocking, will be addressed through department-specific training sessions to ensure proper implementation.
-
Personal Device Concerns: Although employees can access the Workday Mobile App on personal devices, there may initially be a reluctance to use personal devices for city-related tasks.
-
Training Approach: Training will focus on the most common use cases and will be delivered either as standalone sessions or integrated into functional area training based on department needs.
-
Adoption Trends: Initial resistance to using personal devices for Workday-related tasks may decrease over time as employees recognize the convenience and efficiency gains.
-
Device Allocation: ITMD will not issue city-owned mobile devices specifically for Workday Mobile use.
-
Voluntary Participation: As anticipated, the use of Workday Mobile will remain optional, allowing departments and employees to adopt it based on their needs and comfort levels.
Based on the findings and analysis, a targeted action plan has been developed to address the challenges, opportunities, and department-specific needs identified during the assessment of Workday Mobile adoption. This plan is designed to ensure a seamless transition, enhance usability, and provide departments with the necessary resources and support to effectively integrate Workday’s mobile capabilities into their operations.
The action plan focuses on key areas, including security and compliance, training and testing, user adoption strategies, and help desk support to drive a successful rollout across all impacted departments.
Key Action Items:
-
Draft Security & Compliance Policy – Develop mobile security and compliance guidelines along with required training for employees.
-
Engage Departments with Unique Processes – Follow up with departments that have specialized workflows to explore how mobile capabilities can improve efficiency.
-
Develop & Execute Testing Plan – Create a structured test plan and conduct thorough testing of the Workday Mobile App to ensure functionality and reliability.
-
End-User Training Development – Design a training plan with content tailored to both common and department-specific use cases.
-
Create Job Aid for Getting Started – Develop an easy-to-follow job aid to help employees set up and navigate Workday Mobile.
-
Draft Help Desk Support Materials & Training – Equip the help desk with clear support materials and training to assist users with mobile-related issues.
-
Encourage Mobile Adoption & Address Resistance – Identify strategies to motivate adoption and proactively address concerns or resistance to mobile use.
This action plan will serve as the foundation for a structured and well-supported implementation, ensuring that Workday Mobile is effectively integrated and widely adopted across departments.
Allowance plan
Allowance plans are used to pay employees as part of their regular paycheck. This may include things such as work out of class (WOC), leadwork or a bilingual differential. They can be prorated based on full-time equivalent (FTE), or be based on unit (e.g., per meeting).
Approve
A step in a business process that allows a user to review and approve data. The user cannot make changes at this step, but they can send the data back for further review or approve.
Business Title
A descriptive job title of the employee’s job.
Candidate
Candidates include both prospects and active candidates.
Change job
Workday uses the change job process to move employees to different jobs between agencies or within agencies. This is the business process for employee actions such as promotions, transfers, et cetera.
Closed
Refers to a position that is closed indefinitely and cannot be reopened. This can happen for a number of reasons, including reorganization, funding cuts, or when the position is eliminated.
Compensation Grade
Grades define the standard compensation range for a given job or job level. More than one compensation basis and pay range can be associated with a grade.
Compensation Package
A bundled group of compensation plans. A grouping of compensation guidelines (grades, grade profiles and their associated steps) and plans.
Compensation Step
A specific amount of money within a grade or grade profile. Grades define the standard compensation range for a job or job level.
Costing Allocation
A way to specify how an employee’s position is funded and for how long. It’s used to override payroll funding sources.
Critical Job
An essential position. Essential positions are important for operations during closures or curtailments.
Event
A business process transaction that occurs within your organization, such as hiring or terminating an employee.
Evergreen Requisition
An open job posting that can run indefinitely. It’s a strategic hiring tool that helps build a pool of candidates for roles that are consistently needed.
External Learner
A person who is not an employee of the organization but still needs to complete training through Workday Learning. This could include contractors, partners, or suppliers.
Hire Date
The Hire Date is populated from most recent hire (or contract contingent worker) business process.
Homepage
The Workday homepage is the central location for starting work in Workday, and is where users can access their profile, inbox, notifications, search bar, and applications. The homepage is designed to help users organize and complete tasks and is configured based on the user's role.
Initiate
The first step of a business process. Only users who can start a process can see the “initiate” step.
Job Profile
The generic features and characteristics of a job or position, such as management level, pay rate type, compensation, skills, and other qualifications.
Manager
The role designated to the direct-line manager over one or more workers.
My Tasks
Users can find their tasks in the My Tasks menu in Workday. The My Tasks icon in the top right corner of the Workday homepage shows a number of pending tasks.
Notifications
Workday's notifications feature provides information about processes that are relevant to you, such as absence requests or corrections. You can access your notifications by clicking the bell icon in the top right corner of the homepage.
Pay rate type
Defines whether the worker is paid a salary or a certain amount per unit of time; for example, hourly or weekly.
Pre-hire
The status of your top selected candidate post offer, prior to starting their first day.
Probation Period
A time when employers evaluate new hires’ performance and suitability for a role.
Supervisory organization
A hierarchical structure where all employees belong to a supervisory organization and each organization has a manager.
Worker
An employee or a contingent worker.
December 2024 - January 2025
This edition of our Destination Workday: Moving Milwaukee Forward newsletter outlines the benefits of our recent Workday Customer Confirmation Sessions (CCS) and introduces more commonly used terms. But first, we want to introduce you to the Workday Change Ambassador Network (CAN)!
Workday Change Ambassador Network (CAN)
The Change Ambassador Network (CAN) is a friendly and proactive community of staff members from the City of Milwaukee committed to supporting our transition to Workday from PeopleSoft, our Human Resources, Payroll, and Finance system. As a grassroots team, Change Ambassadors are vital in promoting open communication between departments and the Destination Workday project team.
These amazing Change Ambassadors are at the forefront of understanding the new business processes, policies, and system changes that come with our Workday implementation. They are here to help their colleagues get ready for and embrace the upcoming changes!
CAN is all about helping employees stay informed and ready to use Workday in their everyday jobs. Change Ambassadors make a big difference in this exciting journey by enhancing collaboration and promoting a culture of adaptability. They dedicate just 2-3 hours each month to ensure the success of the Workday initiative.
Launched in August 2024, the Change Ambassador Network will continue to be a valuable resource throughout the entire implementation process. We're excited to have you on this journey with us!
Connect With Your Department's Change Champion
Assessor's Office
Emmeline Tomtschik
Common Council - City Clerk
Renate M. Hense
Maggie Turner
Deferred Compensation Plan
Kimberly Kuehn
Department of Administration
Zachary Allen
Chris Blaha
John Enos
Nathaniel Haack
Markiesha Henderson
Diane Lopez
Jill Price
Ted Protasiewicz
Ann Scaglione
Joe Siler
Department of City Development
Vanessa A. Armstrong
David Schroeder
Department of Emergency Communications
Matthew Malcom
Donnell Rushing
John Whitman
Megan Hart
Tristan Brodie
Department of Employee Relations
Jennifer Zillmer
Department of Public Works
Nicole Anderson
Terry Ignatowski
Anita Martinez
Aaron Saeugling
Lisa Sommer
Thomas Woznick
Fire & Police Commission
Nicole Fleck
Mayor's Office
Patty Doll
Milwaukee Fire Department
Lisa Marchese
Bethany Julson
Milwaukee Health Department
Rebecca Andersen
Maggie Benson
Lauren Berger
Sarah Wallisch
Milwaukee Public Library
Molly Fonk
Naomi Kraut
Jerod Reetz
Naomi Reigh
Municipal Court
Anne Stibor
Nuducha Yang
Office of the City Attorney
Sharon Crowe
Tawauna Swanigan
Mary Schanning
Office of the Comptroller
Terri Spidell
Lisa Garza
Office of the City Treasurer
Catherine Bono
Cara DiMonte
Samantha Jackson
Erika Martinez
Pa la Yang
Port Milwaukee
Selena Cole
Workday Customer Confirmation Sessions (CCS)
In November, the Destination Workday Project Team participated in Workday Customer Confirmation Sessions (CCS) for Human Capital Management (HCM) and Payroll applications. City of Milwaukee project leads teamed up with Accenture consultants to present departmental subject matter experts with a detailed walkthrough of Workday's coming features and functionality.
The immersive experience explored Workday's inner workings, enabling attendees to envision improvements, familiarize themselves with the user interface, and make decisions that will aid the final configuration of Workday. Why are the CCS a big deal? CCS helped us:
1. Introduce Workday key concepts to resources to confirm the overall design direction.
2. Provide visualization to select end users and showcase work to date.
3. Validate decisions and assist in configuration finalization. Configuration is approximately 25% complete at this time
4. Facilitates / Supports change management.
It's all about empowering our City of Milwaukee daily users, the subject matter experts, by using best practices that work in government enterprise resource planning. Kudos to the presenters and partners: Molly, Stephanie, Kristin, Nathaniel, Sarah, Chris, Robyn, Megan, Aoife, Charlie, Katherine, and Joann.
November 2024
Looking Ahead to Open Enrollment in 2025: Exciting Enhancements on the Horizon!
With the conclusion of the 2024 open enrollment period this week, employees can look forward to a transformative experience with Workday this time next year! This cutting-edge platform will redefine how employees select and manage their benefits, and we couldn't be more excited to share the key highlights.
HR administrators will use Workday's flexible setup to configure various benefits plans and eligibility criteria, ensuring employees see only relevant options. This personalized approach enhances the enrollment experience. Workday also sends automated notifications for enrollment periods, deadlines, and life events (e.g., marriage, birth) that affect eligibility, keeping employees informed and engaged.
Utilizing the same convenient, self-service access we've all come to expect, but with mobile access options, Workday's portal will also provide:
Real-Time Cost Calculations: Workday Enrollment provides real-time cost calculations for each benefit selection, helping employees understand the financial implications of their choices before finalizing enrollment.
Life Event Management: Employees can easily report life events (such as marriage, divorce, or the birth of a child), and Workday automatically adjusts their benefit options and enrollment eligibility based on these changes.
Integrated Compliance: Workday Enrollment is designed to support compliance with regulatory requirements, such as the Affordable Care Act (ACA), and it automatically adjusts benefits and eligibility to remain compliant with applicable laws.
Embedded Educational Resources: Workday allows administrators to embed educational content, FAQs, and links to help employees make informed choices during enrollment, enhancing decision-making.
With these innovations on the horizon, our annual obligation is shaping up to be an exciting opportunity for employees to take charge of their benefits like never before. Get ready to embrace a new era of enrollment with Workday!
We’re excited to introduce a preview of Workday’s homepage. As a modern, cloud-based system, Workday features a user-friendly and intuitive interface. You’ll always land on the homepage upon logging in, which serves as your launch pad for accessing information and initiating tasks.
Workday provides timely, relevant information on a customized Milwaukee homepage. Here, you'll find highlights, quick links to pending tasks, updates, important dates, announcements, and team highlights for managers. From the homepage, you can easily access your apps, search Workday, or view your personal profile and inbox. If you ever feel lost in Workday, just click the City of Milwaukee logo along the top of any page to return home. Enjoy the video.
Great Transformation is One Year Away!
We are excited to share that our new Workday Human Capital Management (HCM) system will go live for City of Milwaukee employees in the last quarter of 2025!
Workday HCM is built using the best and most advanced technology and promises to enhance the employee experience and streamline various processes. What's in it for you? Let's take a look at some of the key features that will benefit all City of Milwaukee employees:
Self-service tools: A better self-service experience for employees to access, navigate, view, and update all employee benefits, payroll, and leave information
Reduced logins: Workday's integrated tools eliminate the inconvenience of multiple logins to HR, and Learning Management Systems (LMS) will be a thing of the past. The single sign-on system will make accessing the information you need more convenient, saving you time and allowing you to focus more on your work.
Centralized access: All necessary tools and benefits information, such as payroll and time tracking, will be available in one centralized location. Workday makes it simpler to manage and update your benefits coverage.
Improved communication: The new system will enable managers and teams to communicate about compensation and benefits easily, promoting better transparency and understanding. Plus, with Workday for mobile, you can manage your work information from anywhere, whether in the office or on the move.
Automated compliance checks: Workday Benefits will help us remain compliant with applicable laws and regulations, ensuring that City of Milwaukee employees are always taken care of in accordance with the latest requirements.
We look forward to the Workday HCM system's positive impact on the City of Milwaukee and the overall employee experience. Get ready for exciting and transformative changes!
* Workday Finance will launch as the City's second phase in December 2025, integrating all HR and Finance functionalities into one unified system. Stay tuned for more updates on Workday Finance.
New Mobile Functionality with Workday = Efficiency on the Go!
We are thrilled to forecast the highly anticipated Workday mobile functionality! Whether you're a City of Milwaukee employee managing your time off, updating personal information, or completing tasks in real time, Workday's mobile experience will elevate your efficiency and flexibility.
What is Workday Mobile?
Workday for mobile provides a simple and intuitive way to access your work-related data anytime, anywhere. With Workday's mobile capabilities, your tasks are cloud-based, ensuring you always have the most up-to-date information at your fingertips. From approving expense reports to updating your contact information, the app offers a seamless experience, whether at your desk or on the go.
Workday Mobile is here to boost productivity, enhance convenience, and help you work smarter! Get ready to embrace the future of work with us.
How Mobile Supports Current Work Activities
While our current work processes require most tasks to be completed via desktop, imagine having the ability to complete actions like submitting a time-off request or approving expenses while away from your desk. This functionality can be a game changer for employees who work regularly in various locations and worksites throughout the city.
Future Opportunities with Workday Mobile
With Workday Mobile, you can manage personal tasks like changing your address or approving a colleague's feedback with a few taps. Leaders can manage team performance and compensation directly from the app, enhancing decision-making speed. Our future workforce will be more mobile, and Workday supports this transformation by providing employees and managers with access to essential functions, even while away from the office.
Departmental Needs & Adoption Timing
We understand that different departments have unique needs, and the mobile rollout will be tailored to support these. HR, Finance, and field-based employees are key adopters of the mobile app. The rollout will occur over the next few months, and we'll work closely with each team to ensure a smooth transition. Stay tuned for more information about training and launch dates!
August 2024 E-Notification
E-Notification: Workday, Yay! Let's Journey to Better Together
From: [email protected]
Sent: Tuesday, August 6, 2024 11:14 AM
We are excited to announce that the City of Milwaukee has begun an innovative project to replace our current PeopleSoft system with Workday. Our project name is Destination Workday: Moving Milwaukee Forward.
Background
Preliminary efforts began in January 2023 as we explored a new enterprise resource planning (ERP) system. Workday was selected, a citywide interdepartmental project team was formed, and we have recently completed the pre-project Business Process Alignment (BPA) phase involving nearly 100 of our colleagues. On August 3, 2024, we officially kicked off the Design phase.
Destination Workday: Moving Milwaukee Forward is a business transformation initiative that will replace PeopleSoft's financial, human resources, and payroll systems with Workday. Workday is a modern, cloud-based platform that supports our business operations. Our vision is to streamline human resource and financial business operations, delivering a seamless user experience to all City of Milwaukee employees.
Watch Mayor Johnson's Workday message
Enhancing Efficiency with Workday!
This implementation will improve efficiency by addressing business processes involving manual, time-intensive steps. The goal is not simply to replace and recreate the processes in PeopleSoft and other systems but to help reimagine and reinvent them so that they are streamlined, transparent, inclusive, innovative, and adapt to the city's needs while improving operations and services.
Launch Dates: Workday Human Resources will go live on October 1, 2025, and Workday Finance will go live on January 1, 2026.
Your Engagement is Key to our Success!
A key project guiding principle is Collaboration and Communication. The Workday Project Team will facilitate community engagement, comprehensive communications, and feedback avenues, providing more information in the coming months. Please visit the project website on MINT to learn about project mkERP: Moving Milwaukee Forward and check back often to stay up to date.
We invite you to stay engaged, ask questions, and keep an open mind. We are all working together to move Milwaukee forward.