UKG Reviews

We primarily use the solution for payroll, HR, recruiting, and onboarding. 

The solution has improved our organization by helping us cut hours and lessen our labor force. It saved us probably over $100,000 in just the last couple of years. 

The solution has been working really well with the company for a while. Overall, the entire solution is helpful for our purposes.

It's so easy to use and the reporting is very nice as well. 

The integrations between different parts of the system are perfect. They're easy to work with. For example, the master file records and payroll integrate well with GL, the onboarding, the recruiting modules. etc. They all talk to each other and work with each other very well and that's very important for us. This is the opposite of, for example, ADP, where they're a little bit separate and the have separate maintenance. However, basically, it's a one-stop shop.

The biggest advantage is it saves us a lot of money because it's so easy to use and it streamlines protocol for us.

There are some improvements needed as it's still a growing technology. Improvements with regard to some of its functionality need to be extended out a little bit further.

The solution could use better reporting with standard reports. We use the Cognos platform in BI for a lot of our reporting. However, they need to have more robust standard reporting available to their user base.

We've been using the solution for seven years now.

It's stable. However, the solution is still young and growing. The functions need to be extended further to make it even better.

The scalability is very relational to specific use cases. Our company, for example, is growing. The solution, so far, is able to expand with us and offer us what we need. That said, it's hard in our business to determine the answer with regard to scalability, due to the fact that there are so many different factors that could affect scalability and its usefulness as well. 

The initial setup was not straightforward. It was complex. However, it went well. We had the right people on it.

We used one of our consultants. They assisted us with the initial implementation and made sure it went smoothly for us. They were great.

We're simply customers. We're not resellers of the solution, and we don't have a partnership with the company. 

We take a client who's moving off of ADP, for example, on to UltiPro, and we act as a liaison. We get very in-depth and build a relationship with their project manager, their systems consultant, technical consultant, time and attendance, etc. 

We're very involved with the solution and have a lot of contacts at the company. We just don't have a pure partner profile with them. They know who we are, they know what we do, however, I'm not willing to sign up to be a partner with them due to the fact that a lot of our jobs and a lot of our opportunities come from other UltiPro partners who have gone in and failed at proper implementations. In those cases, we go in and fix things. I'm not interested in becoming a partner. They've been begging me for five years now and I'm not going to do it.

Our people are very advanced and I don't have any of them certified on the solution. And yet, we can run circles around other certified users. The certification process is nothing but a moneymaker for Ultimate, in my opinion.

I'm not sure which version of the solution we're currently using. We do have an agreement with them to where it's always at its most current version status. Therefore, it should be whatever the latest version is.

I'd rate the solution eight out of ten.

• Being able to calculate and immediately see results in the payroll gateway

It is a huge timesaver and having all our info in the same platform is fantastic.

I would like to see more consideration in the web to sports teams' payroll.

Currently in Ultipro Web, there is no place to enter contract information that will then feed other areas for the employee such as job history or pay.

Also, the field “No. of Games” doesn’t display in Pay Data Entry in web, so even if I import the game information into Web while I’m processing payroll, I still have to log into Back Office in order to make adjustments.

Also, the expression for BDUES doesn’t work. It should be $80 per duty day, which normally is either 15 or 16 days per pay period but the expression doesn’t work, so I import that information from a spreadsheet also.

Apportioning days per state for state withholding (not SUI) is also a challenge. I frequently have to override that information in pay data entry.

I have used it for seven years.

We have encountered deployment issues, but partly due to lack of experience with the implementation specialist.

We have never encountered any stability issues.

We have not encountered any scalability issues.

Customer service is excellent from the account manager; not so great from UTA.

Technical support is very good.

We previously used ADP. We switched because of the lack of flexibility, the mainframe processing, and the constant need to upgrade to new platforms.

Initial setup was complex due to having to clean up data and convert it to Ultipro's format.

An in-house team implemented it.

Make sure you really investigate all the licenses you'll need to be efficient.

Before choosing this product, we also evaluated Workday, ADP Workforce, SAP, Kronos, and Oracle.

Just understand the difference between a payroll service bureau and a software company that services payroll.

• Cognos
• Benefits management
• Workflows

• Using to eliminate spreadsheets
• Creating reports to help us manage data on a timely basis

• Compensation management

I have used it for eight years.

We encountered a few deployment issues, but not many. Some modules or features that we have added have been a bit of an issue, like open enrollment.

We did not encounter any stability issues.

We did not encounter any scalability issues.

Most of the time, customer service is very good.

Payment services continues to be our biggest area of concern.

Technical support is excellent.

We previously used a different solution. We switched because of integration with HR, multi-state and scalability, along with the cost.

Initial setup was straightforward.

An in-house team implemented it.

I don't know what the ROI is.

Pricing is much better than what we were paying before, especially for multi-state. Also, doing multi-year committments helps to reduce costs.

Before choosing this product, we also evaluated ADP and Paychex.

I would love to see more flexibility in many of the tools so that Ulti becomes our tool of choice.

I love UltiPro. We have been a customer since 2004. At one point, we had nearly all of the modules, but our management made a decision to move to other solutions for Recruiting and Compensation Planning. This was primarily due to the availability of advanced features at that time. I'd love to have them take another look at UltiPro once those contracts come up for renewal in 2019.

We have improved efficiency in several areas. Employee self-service and workflow processing have been phenomenal improvements. We have also utilized event studio to automate notifications to interested parties. We are saving time, paper and money!

I am excited about the development of a job description component. I had asked about this several years ago!

Since 2004 (our company) and for me personally since 2006.

I missed the initial install, but subsequent modules were installed without incident.

None.

None.

10+!!! Ultimate's support team is by far the best I have ever worked with. Great people who are easy to build relationships with!

Same as above. They rock!

We used Dataease. I'm not sure what prompted the transition, but I'm glad it happened.

Wasn't there for it :(

I believe we used a consultant.

To lock into rates if possible by signing a contract. Your rates are definitely better than those of your competitors.

Yes - Lawson and PeopleSoft.

The ability to get data in and out of Ulti is seamless and easy. This feature has helped us to integrate with legacy systems as well with systems not supported by HRIS.

We have been able to get finance data into our lawson system without us having to us the Lawson HR/Payroll product. We have also been able to run our physician contracts through BI and Ulti Documents. It has been a great time saver that keeps us from having to track down paper and to have to file them.

Documents upload and the way it is used for life events, it is too many steps to process. The documents go one place and the life event approval is in another place. Same as other situations that require documents.

Since 1996!

Not at all. We have moved from DOS to Windows as well as adding other companies on to the system as we have grown. We actually did a conversion from a mainframe system during 9-11 and we managed to get it all done remotely.

Not at all.

Not at all, we continue to add new companies all the time!

I have watched customer service grow over the years, as they have implemented the customer portal and the direct access to support.

Good, have been very responsive when needed, which is not to often.

Paper system to Dos ult, the other half of the company was on a mainframe system. We merged companies and did an RFI and determined that Ulti was the best solution for us.

lol..complex back in the DOS days, but easier as we went to Windows, asp, .net and now SaaS.

We used Ulti and they were awesome.

Makes sure you have the employee count correct, we use our database to store employees that we do not pay, so they are not included in our count.

We have evaluated HCM several times, first in 2000, then in 2007 then as recently as 2016. We have continued to show that Ulti has been the best choice for our organization.

This product continues to grow and improve, which you don't see that happen often with HCM companies. They also listen to their customers.

• Payroll
• Employee self-service
• Manager self-service
• Intuitive
• Ease of use

• Eliminate papers
• Provides employees and managers direct access to their information and the ability to make changes.
• Advanced reporting

Ultimate is growing fast and this has occasionally impacted response time with the customer support team.

One year.

Deployment was extremely successful. I really like the Ultimate model of in-house deployment staff. It eliminates all the finger pointing created by outsourcing implementation.

No issues.

No issues.

Customer Service:

Good. Response times has been a bit slow occasionally.

Technical Support:

Good.

Yes. I switched because I needed a cloud-based system with richer functionality.

The initial setup is very straightforward with the help of Ultimate staff dedicated to the success of the project.

In-house - the best solution by far.

About 18 months.

Negotiate for the best price you can. Make sure you include the number of BI (Cognos) licenses that you will need to perform custom reporting.

SAP, Oracle, ADP, Ceridian, and Fairsail.

This is by far the best solution for the price. A vendor that is solely focused on HR and payroll solutions is perfectly suited for ongoing enhancements ensuring long-term strategy for results.

• BI
• Payroll
• UTM

With UTM, we have saved so much labor hours by reducing the manual data entry into Excel and then to import into payroll batches.

UTM use has reduced paycheck errors by almost 99.9%.

The UTM option to have the option to allow a supervisor to approve only the hours worked in their department when an employee has worked in multiple jobs.

My suggestion to have the option in UTM to allow supervisors to approve only the shifts that an employee had worked for his/her own department when this employee had transferred hours (shift) to another department.

And to allow the supervisor for the department where the hours were transferred to be able to approve those transferred hours only.

Example: Employee #003894 has hours worked at her own Dept. 67 and also worked hours in Dept. 53.

Currently, at the end of the period, if a supervisor in Dept. 67 is the first one to approve the timesheet, then supervisor in Dept. 53 is not able to approve the hours transferred to his department.

The same happens if a supervisor in Dept. 53 approves a time sheet first, then the supervisor in Dept. 67 is not able to approve his own hours.

Since supervisors complain when they are not able to approve hours because the time sheet was already approved by the other supervisor.

I have used it since May 2014.

We have encountered a few deployment issues, but they have been solved.

We have not encountered any stability issues.

We have not encountered any scalability issues.

Customer service is 100% based on my own experience interacting with critical issues, to tax services, UTM and BI.

Technical support is 99% (just to leave some room for improvement).

We previously used just the manual paper time sheet. We switched to save time, save labor in payroll and increase accuracy.

Since it was my first time with UTM, but with previous experience using Core HR Payroll, the setup and learning was not that difficult.

An in-house team implemented it.

I do not have a specific amount for ROI, but I am sure it has been worth every penny to our company.

Consider the your needs and the pricing.

I became involved after implementation.

I like the ease of use with the system and the integration between HRIS and payroll.

We have one system of record for the domestic employees.

Export of time takes too much time; would like to be able to push through some changes once we open payroll; would like to "undo" an import after submit and calc without having to start over from the start; benefits feeds; negative deduction refunds without earnings and improved communication from Ulti to tax filing.

I have used it for 1 1/2 years The company has used it for 2+ years.

I wasn't employed at the time it was deployed.

We have encountered stability issues on occasion.

We did encounter scalability issues.

Customer service depends on the time of year; sometimes a 9/10 and other times, a 5/10.

When a technical need arises, if you get directly to the technical team, they are fabulous!

We previously used ADP. We switched because it was an older system and we needed the ability to do more.

I was not employed at the time it was set up.

I'm not sure whether a vendor team on an in-house one implemented it.