For Paycom users in behavioral health
Comparing DATIS e3 and Paycom?Start with a funded vacancy.
Paycom offers position management and labor allocation. DATIS e3 is designed for behavioral health and human services teams that plan around positions, programs, and funding. Bring the same workforce scenario to both demos.
- Start with your funded roles. Test how each platform handles an approved vacancy, role requirements, and a replacement hire.
- Ask for the full scope. Confirm allocation rules, integrations, implementation, and pricing for your proposed configuration.
Why compare DATIS e3 with Paycom?
Map the systems you use
Ask how clinical, training, and finance data would move between each HCM platform and the tools your organization uses. Confirm any supported integration in your proposed scope.
Trace the funded position
DATIS e3 centers workforce planning on approved roles and funding. Paycom also offers Position Management. Ask both teams to show a vacancy, a transfer, and the next hire with your program structure.
Compare the actual proposal
Request written pricing, implementation scope, services, and any dependencies from both vendors. Evaluate the configuration your team would use.
One vacancy. A useful test for both platforms.
A fictional case manager leaves a funded outpatient role. Ask DATIS e3 and Paycom to show how each proposed configuration handles that vacancy.
DATIS e3
Paycom
Fictional staff and an illustrative scenario, not a tested Paycom configuration. Confirm current capabilities and terms directly with each vendor.
DATIS e3 vs Paycom: which HR
platform fits your organization?
Paycom documents Position Management and Labor Allocation. Use the same funded staffing and payroll examples to see how each proposed setup meets your needs.
Ask this one question first
Which staffing and funding workflows must your HCM system support?
Follow the approved role. In DATIS e3, explore how position control supports your funded vacancies, program assignments, and role requirements. Ask Paycom to demonstrate those same steps in its Position Management configuration.
Follow the work through payroll. Test allocations, approvals, reporting, and handoffs in both products. Paycom supports labor allocation; ask each vendor how your grants and cost centers would be configured.
Show approved positions, vacancies, and program funding in DATIS e3.
Position and vacancy model
Show the same workflow in Paycom Position Management.
Show how an approved vacancy and budget context are tracked.
Funded vacancy tracking
Ask Paycom to show the vacant position, retained details, and next hire.
Model time and cost across your programs, grants, and cost centers.
Labor allocation methods
Test Paycom Labor Allocation with the same split assignment and reports.
Trace a cross-program assignment through time entry and payroll.
Payroll complexity
Ask Paycom to demonstrate pay rules, exceptions, and allocation setup.
Document the clinical and finance data flows your team needs.
System connections
Ask what integrations, data exchange options, and services are included.
Review role requirements and credential tracking after a transfer or hire.
Credential rules
Ask Paycom to show how requirements follow the position and employee.
Run sample program, payroll, and cost center reporting questions.
Reporting and visibility
Ask Paycom to show the same views and what configuration they require.
Show workflows for behavioral health and human services programs.
Organization fit
Evaluate Paycom’s proposed fit for your programs and staffing model.
Bring your funded staffing model to the evaluation.
DATIS e3 includes position control, HR, payroll, time and attendance, and workforce reporting. Check your proposed modules, data flows, and services with both vendors using the same examples.
Confirm features, integrations, services, and terms for your own organization.
How position control supports workforce planning
Use this article to prepare questions for your HCM evaluation.
Compare how each platform supports your funded positions.
Bring a real vacancy, a cross-program assignment, and your reporting questions. Ask both vendors to show the workflow and document what is in scope.
“What happens to a funded position after the person in it leaves?”
