For teams evaluating ADP and Workday
Compare ADP, Workday, and DATIS e3.Start with your funded positions.
ADP, Workday, and DATIS e3 offer different approaches to workforce management. ADP acquired WorkForce Software in 2024; Workday is a separate company. DATIS e3 focuses on positions, funding, and the day to day workforce needs of behavioral health and human services organizations.
- Follow the funded role. Ask how an approved position, its vacancy, and its program budget remain visible when an employee leaves.
- Compare the same workflow. Bring a real staffing scenario to each vendor and confirm the modules, setup, and services in scope.
Where DATIS e3 fits an ADP or Workday evaluation
One unified workforce platform
Payroll, scheduling, position control, HR, and credential tracking live within DATIS e3’s unified workforce platform. Confirm the capabilities and commercial scope for your organization.
Workforce data across programs
DATIS e3 uses a single codebase so data can flow across functional areas. Follow program assignments, time entry, payroll, and reporting within the platform.
Purpose-built for behavioral health
Grant funding, multi-program structures, and credential tracking are supported in DATIS e3. Bring Medicaid-related reporting and compliance needs to the demo to confirm the right configuration.
One vacancy. Two ways to evaluate your options.
An illustrative role becomes vacant. Bring the same scenario to DATIS e3, ADP, and Workday and ask each to show what remains visible.
DATIS e3
ADP and Workday
Illustrative evaluation with fictional staff, not a tested ADP or Workday configuration. Verify current capabilities and terms directly with each vendor.
DATIS e3 vs ADP and Workday: which HR
platform fits your organization?
Workday documents organization management and grant management, while ADP offers broad HCM and workforce tools. Compare the workflows proposed for your organization, not an assumed feature gap.
Ask this one question first
What determines how your organization budgets, hires, schedules, and pays staff across programs?
Follow the position. Start with approved roles, vacancy history, funding, assignments, and role requirements. Ask every vendor to demonstrate the same transition.
Follow the work. Start with time, scheduling, payroll, HR, and reporting. Ask every vendor to show setup, dependencies, and the resulting views.
Show how approved positions, vacancies, budgets, and role requirements appear when a person changes roles.
Position and vacancy structure
Ask ADP and Workday to show the approved position, vacancy, and funding context in the proposed configuration.
Follow a staff member working across positions, programs, grants, and cost centers.
Multiple programs and funding
Ask how assignments and allocation rules are modeled for your funding structure.
Trace an approved schedule and time entry through payroll and reporting.
Payroll and scheduling
Ask each vendor to demonstrate approvals, exceptions, and configuration.
Review credential records, expiration reminders, and role requirements.
Credential tracking
Ask how current and expired credentials appear after a transfer or hire.
Review relevant views for HR, payroll, finance, operations, and leadership.
Reporting and visibility
Ask what each team can see and export using sample reporting questions.
Review how your clinical and training systems would connect to workforce workflows.
Integrations
Ask what integrations and services are in scope for your organization.
Document the capabilities, setup, and services needed for each sample scenario.
Implementation scope
Ask for a written implementation plan and commercial scope.
Bring behavioral health staffing, funding, and program requirements. Confirm how each platform supports them in writing.
Organization fit
Use the same scenarios and written criteria for every vendor.
Built for nonprofit behavioral health and the roles your programs fund.
DATIS e3 offers position control alongside HR, recruiting, time and attendance, payroll, scheduling, credential tracking, and workforce analytics. Ask to see these workflows with your own positions and program structure.
Use your own scenarios to validate features and services in scope.
How position control supports workforce planning
Review the position-first approach before choosing scenarios for your HCM demo.
Choose HCM around the roles and programs you fund.
Bring your real staffing, funding, scheduling, and reporting requirements. Ask DATIS e3 and each other vendor to show the same workflow end to end.
“What does the same funded vacancy look like in each platform after a staff transition?”
