HR BootCamp!

Presented by:

Mark McDonald – OA Solutions

Monday July 13th, 2009 - 10:45am to 11:45am (Room U001)

• Presentation Overview (touch on the following with the goal to introducing or reminding you of the functionality)– Val Codes– HR Statuses– Earn Type Exception rules– Fixing Dates– Bargaining Units– Stipends– Workloads

• Valcodes and Code Files– Drop down = Val Code. Modify with VAL

• Some are system delivered and non modifiable

– dot dot dot (…) is a code file, there will be a separate mnemonic

– Don’t delete if it is in the system• Use ‘Do no use’+desc for old ones

– If you don’t use codes, clear/clean them up– You can add more– What are your reporting needs?– CORE (school wide?) or HR

• HR Statuses VAL Codes– Special Processing 1

• Y = Allowed to hold a position (default)• N = Can have a position

– Special Processing 2• Value determines the rate that a person with this

status will earn ‘benefit service years’ 1= 1:1 (1 is default)

– For statuses that should not accrual BSY, enter 0

• Calculating Benefit Service Years– Use STAS to review statuses– Use CSTI to change a person’s status– Use PSTA to adjust service years– Relevant Fields are:

• PERSTAT.SERVICE.YEARS (all statuses=1)

• PERSTAT.BENEFIT.YEARS• PERSTAT.START.DATE

– From program• X.YEAR.FACTOR = 365.25 • X.YRS = (X.DAYS / X.YEAR.FACTOR) * X.SVC.FACTOR

Earn Type Exceptions

• Fixing Dates– Correct Start End or last pay date of a persons position. CPOD.– Change an employee’s start date (status date). CSTD– Maintain employment Anniversary dates. DATE.– Employee’s Termination date CTED– Change Benefit/Deduction Dates. CBED

• Fixing Dates– Maintain employment Anniversary dates. DATE.– Change Benefit/Deduction Dates. CBED

• Fixing Dates– Employee’s Termination date CTED

Bargaining Units (BARG screen)

- Can be used even for non union groups or institutions. Can then be used for reporting.

- Consider using it as a classification indicator.

- Consider creating an Admin Classification (BARG).

• Can also be used with salary tables

• How are you paying unusual payments? For example Retro pay.– PPGS adjustments?– Stipends?

• Consider Stipends (they are more HR centric)– they create a separate record that can be easily

reviewed (STPS)– don’t distort the ‘HR’ view of things (eg. start dates

can be the true start date, not when payments started at that rate)

• Workload– Can Institutional research use your FTE or workload

numbers intelligently? Are they wanting to?– Many institutions leave FTE set to 1 for virtually all

positions, this makes it useless for reporting purposes.

• How many hours does the position teach, and what is Full time in that position?

– Position Budgeting requires FTE to be set– Using Stipends… (next page)

• Workload reporting wage records vs. stipends.– Wage Records require significant position

maintenance to get FTE/workload set for each person. It can be difficult for term type instructors

– Stipends allow the stipends to be attached to a course, the teaching and contact hours can be entered

Use Other Hours for extra ROE hours (eg. office hours, marking…)

• Workload (stipends)– Now you are linked directly to the course

sections taught by each term instructor. So their FTE/Workload can be easily calculated.

– Serendipity is that you now have a link from HR to ST that you can use for additional reporting.

If you use Stipends, you still need to give the employee a position. What Workload will you assign (zero?) or guess… / estimate… (recommend consider zero, then calculate workload from stipend hours as it should be most accurate)

• BONUS:– Withholding cycles (for Monthly calculated benefits

collected bi weekly). BACT screen • Note this is for the BENDED not the PERBEN, this means

that you might need separate benefits set up for employees on a semi monthly vs a bi weekly pay cycle.

– Entering Exempt vs Non-exempt on POSD position setup.

• Note that Web Time Entry overtime will not be calculated on exempt. (Many Cnd sites ignored this field in the past and considered it a USA only field, so you may need to revisit it prior to implementing WTE).

• Merit pay (no NWDUG pun intended)– Merit pay and Overtime can be entered on

PWAG.

Inherits the Earn type from the position. Allows you to break this costs out, AND these amounts are not included in a batch wage update – so they allow for one time (life of the wage record) adjustments (example use might be an extra fixed amount being paid during a job classification, that will not be subject to annual increases). ** Merit and O/L get included in Annualized Amount, but not Comparable Amount [this can effect your Insurance benefits].

HR BootCamp!

Presented by:

Mark McDonald – OA Solutions

Monday July 13th, 2009 - 10:45am to 11:45am (Room U001)