UKG Reviews

• HR Core
• Cognos BI

Allows us to keep HR functions centralized.

Better integration between UTA and Recruitment/Onboarding.

4 years.

N/A, deployed before I started.

No.

Somewhat. Often run into the custom zone for any needed features which could be considered standard.

Very Good, responsive.

Good after several days, would be better if they could get to the resident expert on the module on day one.

No.

We were able to save time by utilizing the Pending Pay feature.

Hours are saved each payroll period on data entry. We were able to eliminate a headcount in the payroll department and utilize it in the HR department.

Reporting capabilities in UTM.

Two years.

No, our implementation team was excellent.

No we did not.

No issues.

Excellent.

Excellent.

Yes, we were using the HR/Payroll module of our accounting software and it did not fit the needs of HR.

It was pretty straight forward.

We had help from a 3rd party vendor for the core portion of the implementation.

Was not involved in this piece.

Yes, we were looking at ADP and Ceridian.

• Reporting 
• Payroll processing

We are able to report on all HR data with ease. Training is streamlined and data gathering is made easy.

Additional customer support reps are needed.

11 years.

There are always issues when implementing a new solution, but nothing out of the ordinary.

No issues.

No issues.

Customer Service:

Customer service is okay. In some areas, they really excel, and in others, they have room for improvement. They have grown quickly and may need a few more reps to keep up with the high volume.

Technical Support:

The first level of tech support is very out-of-the-box, but once you are past that level, they are very knowledgeable.

Yes, we used Ceridian. Ultimate provided more user-friendly processes and reporting.

No initial setup is straightforward, when moving from one system to another. There is a lot of mapping and back and forth around ensuring what you are doing makes sense.

In-house.

Not applicable.

Know what you want and ask for it.

Yes, but it was long ago and I can't recall.

Payroll processing is very solid. Ultimate handles all tax updates for Federal, State, and Local changes. Gross to net is very straightforward and can be set up in logical steps.

All aspects of the employee lifecycle can be handled within the Ultipro system: Recruiting/onboarding, employment validation, payroll processing, performance plans and reviews, and salary planning. The product was staged to simplify a lot of our separate processes and provide a tool to align our various companies policies.

Benefit administration is probably the weakest part of the system. Open enrollment is not very flexible for different plan designs, nor is the life events process for new hires or qualifying life events.

Since October 2013, I have run all annual W2 information from Ultipro and run open enrollment via the OE product for 2018.

No issues with stability.

No issues.

Ultimate has grown very fast in a very short period of time. They are struggling with keeping up on their support structure, service requests, and help ticket issues.

Our old system was Total HR, which we owned. It was not scalable, and not very compliant because of the flexibility to do whatever you wanted in the data or system. It resided on an obsolete platform, which was not easily secured or could be accessed remotely.

Initial setup was very dependent on what system you were coming from, your previous structure/setup and the expert level of consultants that were used. Our setup was complex as we had to rethink all of the company structure, accounting setup, and process steps. We did hit our go-live date with no check errors from day one.

Ultipro is SaaS and a PEPM fee schedule for the parts of the program that you want to use. Negotiation is the key to getting a good pricing based on what you want to use.

Yes, we did a full RFI and RFP process for Workday, ADP, and PeopleSoft.

Choose your consultants wisely. Pre-plan what you want your organization to look like for HR reporting, as well as financial reporting.

• 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.

Pending pay and retroactive pay are the most valuable features.

• Less manual entry

Time management and the screen showing punches

Not showing on the same page when you use all fields, even when you down size your screen

The only way to see all the fields is by making the screen smaller and it is not readable. We change depts., jobs, projects , HR depts. and Activity.

I have used it since November 2016.

We encountered many deployment issues. Our implementation team had no idea about healthcare and its complexity; would have been nice to have a team that understood healthcare.

We did not encounter any stability issues.

We did encounter some scalability issues with the setup of our home healthcare.

The implementation team was less than desirable.

Customer services for cases has been awesome!

Technical support is 8/10.

There was too much manual entry in the old system, and the HR and payroll systems were different.

Initial setup was complex because the team we have did not have healthcare experience.

An in-house team implemented it. I would not rate them even a one out of 10.

Determining ROI is not part of my job description.

Before choosing this product, we also evaluated Kronos.

Make sure your implementation team has experience with the industry they are setting up.

• Self-service

It has helped with data entry and errors.

I would like to see better platform config and benefits admin.

I have used it for three years.

We encountered deployment issues with security.

We did not encounter any stability issues.

We did not encounter any scalability issues.

Customer service is very good.

Technical support is very good.

We did not previously use a different solution.

Initial setup was complex.

An in-house team implemented it.

Before choosing this product, we did not evaluate other options.

We are a new customer, still implementing. The implementing staff has been very friendly.

I am looking forward to the new workflows.

More explanations on the required spreadsheets for implementation; explanation of each field in the spreadsheet.

We are still in the implementation stages.  There are several spreadsheets that we use to upload info into ACT.  When we are having our info calls, they touch base on each of the columns and give examples of what that column represents or what you are looking for in this column.  But, when we go to enter this info in, it become a foreign language and we are left feeling frustrated.  We have to skip those columns and ask again what they are for.   It would be nice if when we go to fill out these fields that we could hover over the column header and read a description what you are wanting in that column.    Also, if 85% of your clients come from ADP, why not have a more customized spreadsheet for ADP rather than a generic spreadsheet?   We were discussing Data conversion and some of the columns came over on the ADP dump and some didn’t.  Making a spreadsheet for ADP would give you the option of saying at the top of the column that this comes over from ADP data conversion and not needed unless you want to change that info.  Honestly, why isn’t it assumed that everything in your current system is accurate?  I just adds confusion to the data conversion saying you can add this field and change it if it’s not accurate in your current system.

We are not using it yet, July 1.

We are still deploying it.

We previously used an older version of ADP.

Initial setup feels complex at the moment.

An in-house team is implementing it.

Before choosing this product, we did some demos.