1. Boston Medical Center Webinar
Lisa Kelly-Croswell, Senior Vice President and Chief Human Resources Officer

2. Today’s Presenters Becky Adams, Strategic Healthcare Industry Advisor
18 years of healthcare enterprise software experience
Leading Workday’s Healthcare market development strategy and initiatives
Lisa Kelly-Croswell, Senior Vice President and Chief Human Resources Officer
Joined Boston Medical Center in 2013
Responsible for leading all Human Resources functions
More than 25 years of experience in a wide range of global HR leadership roles
Executive sponsor for the HCM project
Put intro on one slide- SD to do
Workday Confidential

3. Boston Medical Center
A private, not-for-profit, 547 licensed bed, academic medical center, located in Boston's historic South End – opened in 1864
The largest and busiest provider of trauma and emergency services in New England
General Statistics:
$3.8B Health System including a managed care plan
Outpatient Activity 1,100,00
Inpatient Volume 25,000
Physicians and Licensed Practioners 750
Residents and Fellows 700
Hospital Employees 5,800+
Labor contracts 8
Minor edits- Lisa will make. I.e.: owning an insurance plan, 8 labor contracts, etc. tailor to audience- Lisa to add, hospital was opened in 1864, can tie into complexity story
Workday Confidential

4. Challenges Before Workday
Poor Workforce Visibility
Heavy Reliance on Paper
Manual and Inaccurate Reporting
Compliance Risk Mitigation
Comfort Zone and Disbelief
Still on paper time sheets. What was an overall strategic approach, or what were the challenges driving the strategy behind the Workday implementation in the related areas?
Workday Confidential

5. Key Message
“Migrating to the cloud and Workday allowed us to rebalance our time and reframe the question
from what’s the best technology to achieve our organizational priorities,
to how will our key organizational priorities be achieved leveraging the best technology. “
Still on paper time sheets. What was an overall strategic approach, or what were the challenges driving the strategy behind the Workday implementation in the related areas?
Workday Confidential

6. Goal and Organizational Priorities
Ensure laser focus on our patients, core purpose and transformation agenda.
Organizational priorities:
Operational Efficiency
Compliance
Growth
Healthcare Reform
Financial Stability
Culture
Lisa to think through section and add minor edits
Minimal IT Support: In the midst of an $80M implementation of the Epic electronic medical records system (EMR), and needed a solution requiring minimal IT support
Cost & ROI: Since BMC is Boston’s “safety net” hospital (i.e. BMC is given the majority of Medicare and Medicaid cases that will not be taken by top hospitals), cost and ROI were a major concern
Workday Confidential

7. Why Workday
Ensure laser focus on our patients, core purpose and transformation agenda.
Organizational priorities:
Workday Capabilities:
Operational Efficiency
Integrated fundamentals, cloud technology
Compliance
Accurate, auditable
Growth
Configurable, consistent upgrades
Healthcare Reform
Speed, leverage
Financial Stability
Reporting, transparency
Culture
Self service, intuitive, accessible
Workday Confidential

8. Deployment Overview - Products
Product Solution
Workday HCM
Core Employee System of Record
Recruiting
Compensation
Performance Appraisals
Absence Management
Onboarding
Employee & Manager Self Service
Benefits Administration
Workday Delivered Reports
Workday Payroll
Kronos Time and Attendance
Kronos Scheduling
SAP 2001
Taleo
Kenexa
Ansos
Word Documents
Excel Spreadsheets
Paper
Home Grown Information Portal
Overall systems that were replaced? SAP 2001, with basically no upgrades, ie: system consolidated. SD check for SAP listing through PPT.
Timing
Phase 1 went live September 21st, 2015 for 7900 employees
Phase 2 for U.S. Payroll and Effort Certification went live December 2015
Phase 3 for Time Tracking, Benefits and Compensation July 2017
Workday Confidential

9. Deployment Overview - Timing
Vendor
2015
2016
Month 1 2 3 4 5 6 7 8 9 10 11 12
Workday HCM
Workday Payroll
Kronos Time and Attendance
Kronos Scheduling
Phase
Plan & Architect
Configure & Prototype
Test
Overall systems that were replaced? SAP 2001, with basically no upgrades, ie: system consolidated. SD check for SAP listing through PPT.
Timing
Phase 1 went live September 21st, 2015 for 7900 employees
Phase 2 for U.S. Payroll and Effort Certification went live December 2015
Phase 3 for Time Tracking, Benefits and Compensation July 2017
Workday Confidential 9

10. Lessons Learned A great time to re-imagine business processes
Don’t let the perfect be the enemy of the good
Deploy optimal number of modules simultaneously – no more, no less
Leverage what’s in the box
Optimize control of input data – “gigo”
Understand existing operating system
This not your mother’s HRIS system!
Lisa to add and make edits
Workday Confidential

11. Q&A
Workday Confidential