oneusg UNIVERSITY SYSTEM OF GEORGIA Shared Services and Standardization of Administrative Systems, Practices and Procedures
|
|
- Kerry Young
- 8 years ago
- Views:
Transcription
1 oneusg UNIVERSITY SYSTEM OF GEORGIA Shared Services and Standardization of Administrative Systems, Practices and Procedures Town Hall Meeting April 28, 2015 Middle Georgia State College, Macon, GA
2 ABOUT THIS PRESENTATION Portions of the Town Hall presentation content are forward-looking and are subject to change based on scope, resources or timeline requirements 2
3 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures WELCOME 3
4 AGENDA 10 AM - NOON Welcome Craig Golden Today s Schedule and Speakers Why oneusg? Craig Golden Chancellor Direction Policies and Procedures Update Project Timeline, Scope & Governance Craig Golden & Diane Kirkwood Functional Leads Current Focus New Technologies Paula Casey & Alex Mackintosh HR/Faculty Events Paula Casey Payroll Adel Riyad Commitment Accounting Carrie Vallone Time & Labor Barney Woods Absence Management Alex Mackintosh Benefits Administration Amy Russell Break for Lunch 4
5 AGENDA 1:15 4:00 PM Third Party Vendor Update Debbie Lasher Technical Update Steve Liquori Change Management Kari Peterson Breakout Session by Functional area Functional Leads & Audience HR & Faculty Events Paula Casey Commitment Accounting Carrie Vallone Time & Labor, Payroll Barney Woods, Adel Riyad Benefits Administration, Absence Management Amy Russell, Alex Mackintosh Question & Answer Session Craig Golden Closing Craig Golden 5
6 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures WHY? 6
7 WHY? Need to Rebid/Replace ADP Software as Service Poor Contract Terms Vendor Alternatives Did Not Enjoy Full HR Spectrum of Services Lessons Learned: Varying Procedures Remained at Institutions Movement of the System to Common Financials (COA) Stabilization of Shared Services Organization Rapidly evolving technology alternatives on- or off-premise service alternatives competitive market for business system products and services Investment in multiple tools / platforms (ADP, PeopleSoft, other third-party) Regulatory, Functional and Technical Environment are Quickly Evolving Affordable Care Act Cloud Computing 7
8 WHY? HR - PeopleSoft Georgia Tech HR - PeopleSoft Georgia Regents HR - Mainframe University of Georgia HR - ADP Georgia State, State Colleges and Univ, Comprehensives Financials - PeopleSoft Georgia Tech Financials - PeopleSoft Georgia Regents Financials - Mainframe University of Georgia Financials - PeopleSoft Georgia State Financials PeopleSoft State Colleges and Univ, Comprehensive 3 Technical Platforms PeopleSoft Mainframe ADP Six Support Organizations Sandersville (Call Center & Support) University of Georgia (HR & Financials) Georgia Tech (HR & Financials) Georgia Regents (HR & Financials) Georgia State (Financials) Georgia First (Financials) Disparate Business Practices and Policies Multiple Third Party Relationships i.e. - Cobra Administration, Garnishment Processing, Tax Filing, Non-Resident Alien Reporting oneusg 8
9 WHY? Time Entry Deltek Kronos (Multiple Versions) E-Time Paper Non-Resident Alien Software Glacier Windstar COBRA Administration Discovery Benefits ADP Manual Recruiting PeopleAdmin Taleo PeopleSoft HireTouch Tenure Calculation Varies Across Many Institutions Background Checks Varies Across Many Institutions Effort Reporting Custom bolt-on Application Paper / Spreadsheet 9
10 WHY? If you started the University System of Georgia today. What would this picture look like? HR - PeopleSoft Georgia Tech HR - PeopleSoft Georgia Regents HR - Mainframe University of Georgia HR - ADP Georgia State, State Colleges and Univ, Comprehensives Financials - PeopleSoft Georgia Tech Financials - PeopleSoft Georgia Regents Financials - Mainframe University of Georgia Financials - PeopleSoft Georgia State Financials PeopleSoft State Colleges and Univ, Comprehensive 3 Technical Platforms PeopleSoft Mainframe ADP Six Support Organizations Sandersville (Call Center & Support) University of Georgia (HR & Financials) Georgia Tech (HR & Financials) Georgia Regents (HR & Financials) Georgia State (Financials) Georgia First (Financials) Disparate Business Practices and Policies Multiple Third Party Relationships i.e. - Cobra Administration, Garnishment Processing, Tax Filing, Non-Resident Alien Reporting oneusg 10
11 WHY? HR - PeopleSoft Research, State Colleges and Universities, Comprehensives Financials - PeopleSoft Research, State Colleges and Universities, Comprehensives One Technical Platform PeopleSoft One Support Organization Shared Services Harmonized Business Practices and Policies One Set of Third Party Relationships Serving all Institutions oneusg 11
12 WHY? Today is our time to. Address industry trends (cloud computing, service alternatives, mobile devices etc.) Leverage corporate/vendor relationships Create culture of collaboration, continuous improvement, effectiveness Consider evolving workplace and work force Capitalize on expertise throughout the system Leverage USG and campus efforts to date 12
13 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures HOW? 13
14 HOW? one Mission the USG is committed to pursuing operational efficiencies and being a model steward of resources Consolidate multiple support organizations into oneusg Unify all institutions on the oneusg technology platform (PeopleSoft) Standardize the language used to describe human resources, financials and supply chain transactions the USG is committed to timely and thorough review of programs, services and policies for currency and relevance Supplement, retire and re-author board policy, business procedures and HR practices in support of oneusg Extend shared services mission to innovate oneusg solutions beyond the existing footprint Deploy a governance model that sustains the oneusg solution Goal: address immediate systems needs while maintaining focus on future needs and vision oneusg 14
15 HOW? Lessons Learned from ADP Implementation Avoid Big Bang Pilot solutions to ensure mature business processes and proper training for support staff before rolling out to all institutions Transparent Communication is Critical People resist what they don t know or fully understand Address Pain Points 10 Month Faculty Benefits Over 12 Months Joint Staffing Incomplete Accounting Model Silo d Service Offerings Policies and Procedures Must Support Service Offering oneusg 15
16 HOW? Proposed Roadmap ADP Replacement Deployment - Pilot (Phase 1) In Process Transition 2 Institutions off ADP to PeopleSoft v9.2 Identify / Deploy ADP Replacement Services Collaborate to Define Standardized Business Practices to Deploy Across All Institutions Pilot Solutions in a Controlled Environment Build / Execute a Repeatable Change Plan Recruiting and Onboarding (Phase 2) Initializing Evaluate and Select Enterprise Solution for Recruiting and Onboarding 16
17 HOW? Proposed Roadmap ADP Replacement Deployment (Phase 3) Not Started Transition Additional Institutions off ADP All remaining institutions except GSU and GPC ADP Replacement Deployment (Phase 4) Not Started Transition / Consolidate GPC & GSU off ADP Research Institution Deployment (Phase 5) Not Started Transition Georgia Regents Research Institution Deployment (Phase 6) Not Started Transition Georgia Tech Research Institution Deployment (Phase 7) Not Started Transition UGA 17
18 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures PHASE 1 PILOT IMPLEMENTATION 18
19 PILOT INSTITUTIONS Georgia Gwinnett University System Office 19
20 PILOT SCOPE Institution oneusg oneusg oneusg oneusg oneusg oneusg Institution oneusg Institution Talent Acquisition Onboarding Human Resources & Faculty Events Payroll Time & Labor Benefits Administration Self Service Sponsored Research / Effort Reporting Salary Distribution Performance Management HCM Project scope (Phase 1) limited to core functionality HR &Faculty Events Payroll Time & Labor Benefits Administration Self Service Future initiatives will extend the oneusg solution (as prioritized by the executive council) oneusg 20
21 PILOT SCOPE GGC Current Phase oneusg Platform Transitions BOSS (Benefits) to PeopleSoft EV5 (HR, Position Management, Payroll, Faculty Events) to PeopleSoft etime (Time Entry and Leave Management) to PeopleSoft New Functionality (PeopleSoft) Employee & Manager Self Service Future Phase PeopleAdmin (Recruiting & Onboarding) to Enterprise Solution Existing business processes and technology platforms would stay in place until moving to Enterprise Recruiting and Onboarding Solution Selected Performance Management to PeopleSoft Effort Reporting to PeopleSoft Identity Management to GLUU Document Management to Enterprise Solution Profile Management Commitment Accounting (Payroll Distribution and Encumbrance Projection) Third Party Services Cobra Administration > RFP Selected Vendor Garnishment Processing > RFP Selected Vendor Tax Filing > RFP Selected Vendor Note: The slide illustrates a concept / approach and not scope decisions made at this point Benefits Billing > RFP Selected Vendor 21
22 PILOT SCOPE GGC one challenge scope containment one design map disparate business processes to packaged software deliver a solution that scales from a state college to a research institution one conversion map existing system language to the new standardized language one integration build interfaces to integrate with existing technology solutions at all institutions one training every employee and retiree is impacted by the HR deployment existing Sandersville staff and institution practitioners must be retrained one support deploy a new functional / technical support organization oneusg 22
23 PILOT SCOPE GGC What about Recruiting and Onboarding? Existing Recruiting and Onboarding Solutions Not Integrated with HCM Application (except GRU) Identified as a Priority by Leadership Team Enterprise Solution Identification Required First Project Independent of oneusg Pilot Deployment Project Resourced Separately from oneusg HCM Can be Deployed Stand Alone Integration with HCM at a Future Date (Not required if PeopleSoft selected) Note: No Plans to Build Integration with PeopleAdmin or HireTouch oneusg 23
24 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures PHASE X RESEARCH IMPLEMENTATION 24
25 RESEARCH IMPLEMENTATION SCOPE GRU Current Phase oneusg Platform Transitions PeopleSoft 9.1 to PeopleSoft 9.2 HR Position Management Payroll Benefits Time and Labor Recruiting Emplloyee and Manager Self Service Effort Reporting New Functionality Future Phase PeopleSoft Recruiting to Enterprise Solution Assumes PeopleSoft isn t selected as enterprise solution Document Management to Enterprise Solution Absence Management Smart Hire Templates Existing Technology Integration Identity Management Integration Document Management Integration Third Party Services Cobra Administration > RFP Selected Vendor Garnishment Processing > RFP Selected Vendor Tax Filing > RFP Selected Vendor Benefits Billing > RFP Selected Vendor Note: The slide illustrates a concept / approach and not scope decisions made at this point 25
26 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures TAKEAWAYS 26
27 TAKEAWAYS No Institution loses functionality when transitioning to oneusg Some lateral movements may be required Changes to business processes / procedures Similar software functionality (eg. Time Entry) Some functionality / integrations will be grandfathered in order for institutions to recoup investments made to date When functionality / integrations grandfathered Sunset timeline will be agreed to and communicated No additional investments will be made in existing solutions Future investments directed at enterprise solution eg. Recruiting and Onboarding 27
28 TAKEAWAYS When new solutions are needed. oneusg will Partner with institutions to identify / select enterprise solutions Author contracts in such a way that all institutions will benefit from solution Work with governing bodies to prioritize deployment Collaborate with system office to align policies and procedures with enterprise solution 28
29 TAKEAWAYS the spirit of oneusg in action Recruiting and Onboarding Selection Affordable Care Act Software (Shared Services Initiated) SciQuest Contract Standardization Oracle Renegotiations Non-Resident Alien Software (System Office Initiated) Affirmative Action Software (Georgia Regents Initiated) ADP Replacement Services Time Clock Replacement Background Checks (Georgia Tech Initiated) 29
30 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures APPROACH 30
31 APPROACH Business Process Review and Standardization Collaborate with Institutions to Design Solution Submit Business Policy Changes to Governing Body Project Initiation Establish Governance Assemble Project Teams Train Project Team Negotiate Software licensing Solution Build (Fit/Gap & Development) Define Standard Data Elements Map Software to Business Processes Build Interfaces and Conversions Configure Software Integrate Existing Systems to Future State Testing Exercise Conversion Process Verify Security Test Deployment Train Users Pilot Institution Legacy Retirement Phased Rollout oneusg 31
32 APPROACH - FIT GAP DEFINITION The task to formally determine how a system meets or fails to meet documented business requirements Fit/Gap should be an interactive facilitated session to analyze and compare the business practices and requirements with delivered PeopleSoft functionality Fit: Business Requirement is satisfied using delivered system functionality Gap: Business Requirement isn t met using delivered system functionality
33 APPROACH - FIT GAP OBJECTIVES Design a solution that will support the most complex business processes Develop a solution to enable the transition off ADP Deploy system functionality when needed ie. Prioritize development effort by phase No institution should take a step backwards when transitioning to oneusg
34 APPROACH - FIT GAP Fit/Gap Goals Configure future state system Marry future state business process design to PeopleSoft Identify system requirements (R)eports (I)ntegrations / Interfaces (C)onversions (E)nhancements Design solution for the most complex Prioritize requirements by deployment phase (ie. when is functionality needed) Fit / Gap Process Facilitated / Lead by Implementation Partner Business Process / Scenario Based Leverage the Business Process work completed with Accenture Supplement requirement s to address Gaps Collaborate to determine oneusg solution When Gap identified, evaluate Georgia Tech and Georgia Regents solution Assemble business requirement s and processes Protoype Functionality / Solutions Map business process to software Catalog configuration and conversion requirements 34
35 APPROACH Design Core Foundation Core is defined as What does ADP do for us today Design Research Institution Approach Address R1 Complexities Future Phases Design Institution Specific Approach Localize Interfaces Integrations Grandfathered Functionality
36 TEAM ASSIGNMENTS Human Resources Duane Ritter (UGA) Diane Kirkwood (SSC) Karen Iler (GSO) Laurie Jones (CSU) Felecia Donald (GSU) Shalonda Cargill (GT) Crystal Matthews (NGCU) Morgan Chavous (GRU) Eyvon Mitchell (GPC) Tonya Brooks (GGC) Lindsey Van Note (UGA) Marie Ballard Myer (USO) Benefits Travis Jackson (UGA) Dorothy Young (SSC) Karen Elliott (USO) Amy Phillips (KSU) David Smith (GGC) Annette Brown (CSU) Morgan Chavous (GRU) BeNedra Williams (GT) Stephanie Marshall (SSC) Natalie McCarley (USO) Payroll / Time and Labor Julie Camp (UGA) Ann Dinkheller (SSC) Collette Long (GSW) Rodney Byrd (WGU) Deborah Francis (GSO) Mary Nevill (CCG) Eddie Yates (GRU) Sandy Schneider (GGC) Dan Hann (GCSU) Diane Strenkowski (SSC) Valerie Harper (GPC) Jacqueline Sargeant (GT) Lindsey Van Note (UGA) Robert Elmore (GSU) Jennifer Cannida (SSC) Angela Petty (GT) Financial Accounting & Budget Prep Claire Arnold (USO) Kim Brown (GSO) Vanessa Snavely (GGC) Nick Henry (DSC) Tracey Cook (USO) Marissa Wester (SSC) Jan Fackler (VSU) Connie Clark (GSO) Debbie Lasher (USO) Layne Francis (USO) Laura Craft (GRU) Chad Cleveland (UGA) Mary Renfroe (GSU) Donell Nixon (GGC) Lynn Hobbs (USO) Debbie Farmer (USO) Collette Long (GSW) Ruth Berger (GGC) Eric Clark (SSC) Blake Waldrop (UGA) Faculty Events Laurie Bush (GRU) Lynn Lamanac (KSU) Susan Donoff (USO) Kristine Lesher (SSC) Lindsey Van Note (UGA) Laurie Jones (CSU) Reid Tankersley (GSU) Sharri Peck (GRU) Jane Smith (UGA) Policy and Procedures Sherma Francis (USO) Erika Gravett (KSU) Marion Fedrick (USO) Diane Kirkwood (SSC) 36
37 APPROACH - DELIVERABLES Requirements Matrix SharePoint > Lists > Requirements Configuration Matrix SharePoint > Lists > Configuration Fit / Gap Matrix SharePoint > Business Processes > Fit Gap Future State Business Process Flows Attached to Fit/Gap Business Processes Reports, Interfaces, Conversions and Enhancements SharePoint > Lists > RICE PeopleSoft Prototype HPLAY environment (Configure GGC Company) Issues, Risks, Policies and Procedures (Decision Points) SharePoint > Project Management > Decision Points Assumptions SharePoint > Project Management > Assumptions
38 APPROACH - DELIVERABLES 38
39 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures DECISION SOCIALIZATION 39
40 DECISIONS SOCIALIZATION Not all institutions will be represented in a fit/gap session therefore, key decisions will be socialized. These include Policy / Procedure Recommendations Shared Configuration Settings Installation Options Foundational Decisions (ie. Decisions that will impact future deployments) Socialization Process Fit/Gap Group Recommends & Documents Solution Human Resources Steering Committee Endorses Recommendation Institutions Concur, Concur with Suggestions or Do Not Concur with Recommendation
41 DECISION SOCIALIZATION Decision Document Format (template to be provided) Issue Background / Metrics Options Recommendation Decision Date Expectations Executive Summary Format Fit/Gap Participants will be Asked to Draft Decision Documents and Present to Steering Committee
42 DECISION SOCIALIZATION
43 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures GOVERNANCE 43
44 GOVERNANCE oneusg Executive Council Executive Sponsor Chancellor Huckaby HCM Steering Committee Vice Chancellor Human Resources Accounting and Sponsored Research Accounting and Budget Prep Benefits Practitioner Payroll Practitioner HR Practitioner Chief HR Officer X 4 Chief HR Officer Academic Affairs System Office Leadership Team John Brown Vice Chancellor - Fiscal Affairs Marion Fedrick Vice Chancellor - Human Resources Curt Carver Chief Information Officer Houston Davis Chief Academic Officer Steve Wrigley Vice Chancellor Administration Shelly Nichols Vice Chancellor - Planning Project Advisors John Fuchko (USO) Audit Kimberly Ballard Washington (USO) Legal John Scoville (USO) Technology Becky Prince (USO) Shared Services Project Leadership Craig Golden Project Manager (Consultant) Kurt Collins Project Advisor (Consultant) Diane Kirkwood HR Functional Lead Lynn Hobbs Financials Functional Lead Debbie Lasher Project Financials Steve Liquori Technical Lead (Consultant) Sponsored Research TBD Policies and Procedures Sherma Francis - Lead Human Resources Paula Casey - Lead Payroll Adel Riyad - Lead Conversion / Integration TBD Enterprise Data TBD Faculty Events Paula Casey - Lead Payroll Accounting / Budget Carrie Vallone - Lead Reports / Development TBD Change Management Kari Peterson - Lead Benefits Amy Russell - Lead Absence Management Alex MacIntosh - Lead Workflow TBD Implementation Teams Security TBD Time and Labor Barney Woods - Lead Technical Infrastructure Glenn Leavell - Lead Third Party Vendors Debbie Lasher - Lead Cross - Functional Teams
45 EXECUTIVE COUNCIL Role and Responsibilities: Define strategic direction for oneusg program within goals and direction set by the Chancellor and Board of Regents Additional shared services to deploy Approve project budget, scope and timeline Define Enterprise Roadmap Oversee implementation project(s), shared services execution, and Shared Services Center Champion oneusg initiatives with peer groups Function: President/Chancellor may serve or designate an institution participant Participant responsible for coordinating with subject matter experts at institutions when decisions are needed Replaces existing Shared Services Governing Council Rotating members serve two or three-year terms
46 EXECUTIVE COUNCIL Participating Institutions University System Office (Permanent) University of Georgia (Permanent) Georgia Institute of Technology (Permanent) Georgia Regents University (Permanent) Georgia State University (Permanent) Georgia Southern University (Rotating) Valdosta State University (Rotating) Georgia Gwinnett College (Rotating) University of North Georgia (Rotating)
47 HCM STEERING COMMITTEE Role Implementation project oversight and issue remediation Approve functional design approach and the deployment of standardized business practices Submit policy recommendations to Executive Council (or appropriate governing body) for consideration and approval How it functions Comprised of thought leaders from institutions and the System Office Mixture of director and practitioner resources Monthly meeting bi-weekly or more during solution design sessions
48 HR STEERING COMMITTEE Members Marion Fedrick (USO) Vice Chancellor Human Resources Carol Gibson (GT) Accounting and Sponsored Research Julie Peterson (KSU) Accounting and Budget Prep Karin Elliott (USO) Benefits Practitioner Robert Elmore (GSU) HR Practitioner Rebecca Carol (AA) Chief HR Officer Susan Norton (GRU) Chief HR Officer Linda Noble (USO) Academic Affairs Juan Jarrett (UGA) Chief HR Officer Katharine Kyle (GGC) Chief HR Officer - Pilot Tom Gausvik (CSCU) Chief HR Officer Kim Harrington (GT) Chief HR Officer Linda Nelson (GSU) Chief HR Officer Quint Hill (USO) Chief HR Officer - Pilot
49 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures POLICIES & PROCEDURES UPDATE 49
50 POLICY AND PROCEDURE Establish Policies in support of the standardization of HCM business practices Provide practitioners with system office guidance to discourage exception business practices Address disparate solutions to HR business issues Provide clarifications to ambiguous terminology or business practices Deliverables Board Policy Business Procedures Manual Human Resource Administrative Practices (HRAP) 50
51 POLICY AND PROCEDURES Potential Board Policy 12 month pay schedule for all employees 7/5ths transition to 3 Monthly Premiums Withheld in Last Month Pay Calendar Standardization Workweek and Overtime Pay Standardization Leave Standardization on How Leave is Earned and Accrued Comp Time vs. Overtime Background Checks Mandated for All Employees Time Entry and Approvals Proxy System Office Standardization of Voluntary Benefits Reduction in Tax Sheltered Annuities Centralization of Retiree Administration Off-Cycle Pay Criteria Eligibility Test Standardized Hire Start Dates Standardized Benefit Start Dates Standardization of Effort Reporting Money Movement Benefit Liability Wash oneusg 51
52 oneusg Shared Services and Standardization of Administrative Systems, Practices and Procedures FUNCTIONAL LEADS 52
53 oneusg Manager Dashboard Fluid User Interface Work Centers Forms Builder NEW TECHNOLOGIES PAULA CASEY & ALEX MACKINTOSH 53
54 MANAGER DASHBOARD 5/1/
55 FLUID USER INTERFACE The PeopleSoft Fluid User Interface introduces a number of important new features: Homepages Search Titles Notification Actions Navigations PeopleSoft Engagement Via Mobile Phone Tablet TouchScreen Computer 5/1/
56 FLUID INTERFACE Mobile Enablement 56
57 FLUID EMPLOYEE SELF SERVICE 57
58 FLUID MANAGER SELF SERVICE 5/1/
59 FLUID - ANALYTICS 5/1/
60 WORKCENTERS Standard delivered pagelets: My work My Links Queries Personalized User specific work items for review or completion Critical daily tasks Important application components Personalizations Access queries or pivot grids Output viewed in transaction panel Reports and Processes Report console, Key Reports 5/1/
61 WORKCENTERS 61
62 FORM BUILDER Configurable tool to create forms and specify approval process to follow Eliminate paper and based approaches PeopleSoft forms are: Auditable Electronically Approved Immediately Accessible 5/1/
63 FORM BUILDER oneusg 5/1/
64 oneusg Profile Management Smart HR Templates HR / FACULTY EVENTS PAULA CASEY 64
65 PROFILE Profile Management allows User to define Tables & Fields without customization Profile Management integrates to Smart HR Templates Profile Management provides the ability to capture institutional data without customization Provide data to 3 rd party systems without customizations oneusg 5/1/
66 PROFILE In addition to competency type information, Profiles can be created to capture any non -delivered value that needs to be attached to an employee or a non-person entity Types of field attributes that can be captured include: Effective Date Dates Integers Decimals Percent Y/N Check Boxes Rating Models Text Fields Audit Date & Timestamps Approval Status Configurable selection values oneusg 5/1/
67 PROFILE Non-Person Profiles capture attributes / values for non-person entities such as Locations, Positions, Departments, Job Codes, Assignments and Business Units, etc. Aren t attached to EE s directly, but EE s that are associated to these non-person entities can inherit their attributes & values Examples: Non-Person Department Profile used to capture Client Specific attributes and Specialists. Non-Person Position Profile used to capture Skills & Competencies associated with a Job or Position oneusg 5/1/
68 PROFILE Integrated Employee / Manager Self-Service Functionality User Friendly, Intuitive Design with step-by-step on page Instructions Less Training; Fewer Help Desk Calls; Greater Acceptance Flexible Configuration: Easily configured with effective dated Client specific content No more One Size Must Fit All pages may be different but retain similar look & feel Fewer Customizations; Less Dev & on-going maintenance Smoother, Faster Upgrades Secure: Access to Sections - secured by Profile Role Audited by User ID & Date/Time Stamp Secure Data Access & Data Integrity Built-in Approval Functionality: Workflow routing & approval can be defined by Profile. Unique Approval Routings can be accommodated in PM Native Reporting Capability: XML Publisher - configure reports using MSWord templates Reports can be maintained by less Technical personnel oneusg 5/1/
69 SMART HR TEMPLATES Formally referred to as Smart Hire Template Leverages templates for any person, job, profile transactions in the system Multiple data types can be consolidated into 1 template oneusg 5/1/
70 oneusg Payroll Integrations and Processing Paycheck Modeler Retro Pay Processing Retro Benefits Deductions PAYROLL ADEL RIYAD 70
71 PEOPLESOFT INTEGRATION 71
72 PROCESSING STEPS 72
73 PAYCHECK MODELER Paycheck modeling enables employees to simulate changes to their paycheck without updating the production tables. The goal of self-service paycheck modeling is to empower the employee with the ability to make payroll-related decisions without calling the payroll department or help desk. The end result is to increase employee satisfaction while reducing the workload of the payroll department Paycheck modeling is useful to quickly and accurately calculate and simulate paychecks for various scenarios, including: The employee is due a bonus or a commission and would like to estimate the net take home pay The employee is working large amounts of irregular overtime and would like to estimate a check with the overtime pay included The employee received a large IRS refund and would like to adjust their withholding status accordingly and estimate the net take home pay The employee would like to modify various benefit costs to determine net take home pay during Open Enrollment or a Life Event change 73
74 PAYCHECK MODELER 74
75 PAYCHECK MODELER 75
76 PAYCHECK MODELER 76
77 PAYCHECK MODELER 77
78 PAYCHECK MODELER 78
79 PAYCHECK MODELER 79
80 PAYCHECK MODELER 80
81 PAYCHECK MODELER 81
82 PAYCHECK MODELER 82
83 PAYCHECK MODELER 83
84 PAYCHECK MODELER 84
85 PAYCHECK MODELER 85
86 RETRO PAY PROCESSING 86
87 RETRO BENEFIT DEDUCTIONS A retroactive change to employee or benefit-related data has an effective date prior to the last confirmed pay end date of the employee's pay group. Retroactive changes to benefits and deductions might become necessary for a variety of reasons: late paperwork, dataentry errors, modified union contracts, and changes to employment laws Triggering Individual Retroactive Benefit/Deduction Requests: 87
88 RETRO BENEFIT DEDUCTIONS Retroactive Benefits Deductions Changes Retro Ben. Requests Created by Trigger Processing for on-line changes Review Retroactive Requests Created by Mass Request Process for SQL changes Calculate Retroactive Benefits Review Calculation Results Load Retro Benefits Calculation to Paysheets/Arrears Review Paysheets/Arrears Calculate and Confirm Payroll Cycle 88
89 oneusg Big Picture System Highlights COMMITMENT ACCOUNTING CARRIE VALLONE 89
90 COMMITMENT ACCOUNTING Terminology Combination Code - shortcut used in HCM that represents a valid chartfield string Department Budget Table Assign funding allocation Budget A plan for expenses related to staffing Encumbrance A claim against funds. A projection of future expenses. Pre-Encumbrance An encumbrance that occurs before the employee/employer relationship occurs. For example, you would pre-encumber for funds for a new position that has just been approved but not filled. Actuals The actual amount of the encumbered portion that you have spent to date. An encumbered amount becomes an actual when an encumbered amount is paid. In HCM, these are the payroll expenses. Retro Distribution Retroactively reallocate payroll costs 90
91 COMMITMENT ACCOUNTING Definition What is Commitment Accounting? Assign Funding Sources to a Position or Employee Funding Sources are used for the GL Interface and Encumbrance processes Run Encumbrance Process to encumber the annual salary or preencumber vacant positions Run Actuals Distribution to attach funding sources to payroll costs 91
92 COMMITMENT ACCOUNTING HR Payroll Commitment Accounting Funding HR Encumbrance Processing Start HR Payroll GL Interface To Finance End 92
93 COMMITMENT ACCOUNTING 93
94 COMMITMENT ACCOUNTING 94
95 COMMITMENT ACCOUNTING Key Features Budget Retro Retroactively reallocate payroll costs by retroactively changing funding (Department Budget Table) Allows users to review transactions before being posted to the General Ledger Displays original transactions and new transactions and requires approval Process to GL 95
96 COMMITMENT ACCOUNTING Key Features (Cont d) Direct Retro Search for payroll costs and provide instructions Review the old and new transactions Approve transaction Process to GL Retroactive payroll costs will flow from HCM to your Financials system Funding pages are kept separate from HR pages (define separate roles for each) 96
97 COMMITMENT ACCOUNTING Key Features (Cont d) Integrated Chartfield Messaging Setup new chartfield combination in Financials and instantly message changes to HCM 97
98 COMMITMENT ACCOUNTING 98
99 COMMITMENT ACCOUNTING Key Features Contd. GL Interface processing You have the flexibility to force benefits and taxes to not follow earnings Defined at position level Department Budget Table 99
100 oneusg Integration Time and Labor Flow Task Reporting Commitment Accounting (Payroll Distribution) Integration TIME & LABOR BARNEY WOODS 100
101 HIGH-LEVEL CONFIGURATION Time Period Calendars Coordinates with the Payroll Calendars Defines the begin and end days for the work week The Day Break Defines the End Point for each day and Instructs the system where to post reported hours 12:00 Midnight Hours worked before 12M post to Day 1; hours after to day 2; Shift Begin Posts all hours to the day that the shift begins Shift End Posts all hours to the day that the shift ends Employee Work Schedules Defines the assigned daily work schedule for each employee Used by Absence Management to determine total daily hours for time off reporting and days off 5/1/
102 HIGH-LEVEL CONFIGURATION Rounding Rules Used to define consistent segments of time; tenth of an hour, quarter hours, etc. Time and Labor Rules Used to define and apply special pay practices to reported time Calculates Overtime, Comp Time, Shift Differential, etc. Workgroups A group of rules that defines how employees will be compensated All employees must be assigned to a Work Group Similar function as Paygroups 5/1/
103 PROCESS FLOW PeopleSoft Time and Labor Process Flow Employee HR Specialist Hire / Assign Time Reporter & Absence Data Report Time & Request Time Off Manager / Approver Approve Work Time & Time Off TL & AM Administrator Run Time Administration & Absence Calc Processes Payroll Analyst Load TL & Absence Data Process Payroll oneusg 5/1/
104 Time Transfers to Different Funding Sources TASK REPORTING 5/1/
105 TASKGROUPS Use Taskgroups to assign time reporting Task Profiles to time reporters who perform ad hoc work for other departments/areas. Profiles allow selection of an alternate / appropriate funding source for specified hours of reported time. Custom rules ensure OT is applied to the appropriate fund source oneusg 5/1/
106 oneusg 5/1/
107 oneusg 5/1/
108 Integration Points COMMITMENT ACCOUNTING & TIME AND LABOR 5/1/
109 TIME AND LABOR & COMMITMENT ACCOUNTING Task Reporting TL integrates with CA functionality through Task Reporting. Time and Labor uses the combination codes to allocate to the appropriate Chart-Field. Time Administration Process Verifies that the Taskgroup is defined for Commitment Accounting. Prepares Allocated Payable Time for Payroll processing Commitment Accounting / Labor Distribution Distribute costs associated with Tasks Chart-Fields information. oneusg 5/1/
110 TL INTEGRATION SUMMARY HR => Time and Labor Absence Management => Time and Labor Time and Labor => Payroll Payroll => Commitment Accounting Commitment Accounting => General Ledger Again, our Time and Labor word of the day is Integration! oneusg 5/1/
111 oneusg Overview Functionality Process Flow ABSENCE MANAGEMENT ALEX MACKINTOSH 111
112 OVERVIEW Absence Management Short Term Leaves Extended (Long Term) Leaves Short Term Leaves Sick Vacation Personal Time Off (PTO) Extended Leaves FMLA Military STD/LTD Leaves of Absence (Unpaid) Educational/Professional Leaves oneusg 5/1/
113 ABSENCE MANAGEMENT - FUNCTIONALITY Leave Accruals Calculation Managing Leaves Balances Forecasting Leaves Requesting Leaves Approve Leaves Integrated Approval Framework with Delegation Processing Leave Requests Tracking Extended Leaves Leave Sharing/Donations Secure Document Storage (Attachments) Administering Extending Leaves (HIPAA Compliance) oneusg 5/1/
114 STRUCTURE Leave Sharing Short Term Leaves Sick Vacation PTO Forecasting Extended Leaves FMLA STD LTD Military Educational/Professional LOA Workmans Comp oneusg 5/1/
115 REGULAR LEAVE REQUEST oneusg 5/1/
116 REGULAR LEAVE BALANCES oneusg
117 LEAVE BALANCES oneusg 5/1/
TECHNICAL HIGHLIGHTS. September 16 th,2015 Oglethorpe D. oneusg
TECHNICAL HIGHLIGHTS September 16 th,2015 Oglethorpe D oneusg Constitution one set of uniform business procedures, policies and practices one technical platform / software solution one support team and
More informationDepartment of Human Resources
Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational
More informationCopyright 2014, Oracle and/or its affiliates. All rights reserved.
1 This Isn t Your Parent s PeopleSoft: PeopleSoft Today and Tomorrow Marc Weintraub Senior Director, PeopleSoft Product Strategy 2 Safe Harbor Statement The following is intended to outline our general
More informationCopyright 2013, Oracle and/or its affiliates. All rights reserved.
1 The Value of PeopleSoft Human Capital Management 9.2 Marc Weintraub Director, PeopleSoft Product Management 2 Safe Harbor Statement The following is intended to outline our general product direction.
More informationDepartment of Human Resources
Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational
More informationABT Program High Level Business Design (HLBD) Recruit/Hire Business Process
ABT Program High Level Business Design (HLBD) Recruit/Hire Business Process Business Process Description The recruiting and hiring process refers to the steps to identify, screen, select and hire people
More informationPeopleSoft HCM 9.2. Interaction Hub. by Information. Copyright 2013, Oracle and/or its affiliates. All rights reserved.
PeopleSoft HCM 9.2 Key Concepts Intuitive Usability Redefining How Work Gets Done Efficient Workcenters and Dashboards Continuing Web 2.0 User Experience Strengthened Self Service Experience Next Generation
More informationOracle Fusion and PeopleSoft Human Capital Management: A Novice's Guide to Making the Right Choices
Oracle Fusion and PeopleSoft Human Capital Management: A Novice's Guide to Making the Right Choices Jaynie Martin, Emtec, Inc. Session #106530 Tuesday, April 9 4:30-5:30 PM ABOUT We are a dedicated team
More informationFacilitator: Julie Harris. Call using Computer or Dial In: 1 415 655 0001 Access Code: 641 980 197 08/05/2015
Facilitator: Julie Harris Call using Computer or Dial In: 1 415 655 0001 Access Code: 641 980 197 1 Your questions and feedback are encouraged Chat your questions using the online chat feature If calling
More informationSchedule 740966.1. Archive 740964.1. FYI: New Portal with same DocID. Generic Advisor Webcast Note 740966.1. before. now
FYI: New Portal with same DocID Schedule 740966.1 Archive 740964.1 before Generic Advisor Webcast Note 740966.1 now 1 Copyright 2012, Oracle and/or its affiliates. All rights reserved. Insert Information
More informationCopyright 2012, Oracle and/or its affiliates. All rights reserved. Insert Information Protection Policy Classification from Slide 13
Copyright 2012, Oracle and/or its affiliates. All rights reserved. Insert Information Protection Policy Classification from Slide 13 PeopleSoft Human Capital Management Roadmap Ronnie Toerien ECEMEA Competency
More informationAppendix G: Organizational Change Management Plan. DRAFT (Pending approval) April 2007
Appendix G: Organizational Change Management Plan DRAFT (Pending approval) April 2007 Table of Contents TABLE OF CONTENTS... 1 INTRODUCTION:... 2 ABT ORGANIZATIONAL CHANGE MANAGEMENT SCOPE... 2 PEOPLESOFT
More informationWORKFORCE MANAGEMENT SUITE
solutions WORKFORCE MANAGEMENT SUITE For Small and Midsize Businesses Enterprise-Class Workforce Management. Simplified. UNIFIED WORKFORCE MANAGEMENT: One database. One user experience. One employee record.
More informationHuman Capital Management (HCM) Module Overview
Human Capital Management (HCM) Module Overview HCM Leads HCM Lead: Andrew Peña Functional Leads: Human Resources/Recruitment, Irma Lopez Benefits, Armida Ruiz-Martinez Payroll and Time & Labor, Olaya Hernandez
More informationPayroll Reps meeting. April 9, 2015 9:30-11:30 SSW Auditorium
Payroll Reps meeting April 9, 2015 9:30-11:30 SSW Auditorium Human Resources Agenda Onboarding Updates and Reminders (Juliet Dickerson) Electronic I-9 (Jackie Ball) Financial Services (Susan McKechnie)
More informationFixed Scope Offering for. Oracle Taleo EE Saas Implementation
Fixed Scope Offering for Oracle Taleo EE Saas Implementation Agenda Company Profile Business Challenges Business Objectives Solution Proposal Scope Modules and Functionalities Implementation Approach Project
More informationQUADRANT HUMAN RESOURCES
HUMAN RESOURCES QUADRANT AUTOMATES ANY PROCESS WITH EASY NAVIGATION THROUGH TO COMPLETION The Quadrant HR module was designed recognizing that all organizations have processes that are unique to them one
More informationBanner Initiatives Talent Management Project Definition. Project Statement: Talent Management. Program: Banner Initiatives
Project Statement: Talent Management Program: Banner Initiatives Created and submitted by: Vic Kiel Process Owners: Chyerl Wolfe-Lee Date Created: April 2, 2014 Date Modified: December 5, 2014 Version:
More informationHR Technology Strategies that Work in Healthcare. Background
HR Technology Strategies that Work in Healthcare Shawn Davis Intermountain Healthcare Background Shawn Davis Director, HR Workforce Solutions & Analytics IHRIM Board of Directors (2009-2011) HRIP Certification
More informationTo-Be Process Review Workshop
To-Be Process Review Workshop Human Resources Garnishments, Termination, and Deceased Employee Payments Location: ROSS Building Room: 130 Time: 8:00 am 12:00 pm Date: 8/18/05 1 Welcome! Introductions of
More informationFixed Scope Offering for Oracle Fusion HCM. Slide 1
Fixed Scope Offering for Oracle Fusion HCM Slide 1 Today s Business Challenges Adopt leading Global HCM practices. Streamline the HCM processes and achieve measurable efficiencies. Achieve HR excellence
More informationPayroll Operations and Information Management and Payroll Services Alliance Management Office Annual Report. November 2007
Payroll Operations and Information Management and Payroll Services Alliance Management Office Annual Report November 2007 1. Initiative Overview 2. Status Update 3. Appendix A: Contract Objectives 4. Appendix
More informationMaximizing Your Operational Effectiveness: HR Technology and Service Delivery. Ryan McDaniel William Bonner Kurt Dorschel
Maximizing Your Operational Effectiveness: HR Technology and Service Delivery Ryan McDaniel William Bonner Kurt Dorschel Speakers Ryan McDaniel Ryan has worked with more than 20 educational and healthcare
More informationTO MEMBERS OF THE COMMITTEE ON LONG RANGE PLANNING: DISCUSSION ITEM EXECUTIVE SUMMARY
L3 Office of the President TO MEMBERS OF THE COMMITTEE ON LONG : For Meeting of July 22, 2015 UCPATH PROJECT UPDATE DISCUSSION ITEM EXECUTIVE SUMMARY UCPath was launched in 2010 as a systemwide UC strategic
More informationHuman Capital Management
Human Capital Management Global Human Capital Management Solutions Manage and organize your global workforce from a single, unified, HR management system. Ignite s NuView Human Capital Management Solution
More informationFinal. North Carolina Procurement Transformation. Governance Model March 11, 2011
North Carolina Procurement Transformation Governance Model March 11, 2011 Executive Summary Design Approach Process Governance Model Overview Recommended Governance Structure Recommended Governance Processes
More informationStreamline your staffing process with a vendor management system that fits your business
Peopleclick VMS Streamline your staffing process with a vendor management system that fits your business Peopleclick VMS is web-based, enterprise-wide vendor management software that automates, tracks
More informationPayroll Systems: Finding the Right Fit for your Business
Payroll Systems: Finding the Right Fit for your Business A 10 step guide to system selection and implementation. 10 Steps to Successfully Selecting and Implementing a New System 1. Select a project committee
More informationFIXED SCOPE OFFERING FOR ORACLE FUSION TALEO CLOUD
Vijay Karthick Kumbeswaran Head - Enterprise Human Capital, Finance & Supply Chain Management Practice Email : marketing-communication-in@altimetrik.com Altimetrik is a Business Transformation and Technology
More informationProcess Validation Workshops. Overview Session
Process Validation Workshops Overview Session 2 Session Objectives: Prepare staff for participating in a Process Validation Workshop Clarify the Purpose of Process Validation Workshops Clarify Expected
More informationPractical Cost Savings Strategies
Practical Cost Savings Strategies Eileen G. McLoughlin, Assistant Vice President of Finance and Budgeting Kelli Perry, Assistant Vice President for Finance and Controller Ron Moraski, Director of Procurement
More informationAdministrative & Student Information Systems: Refresh Strategy & Roadmap. Treasurer s Town Hall Rutgers University New Brunswick May 13, 2015
Administrative & Student Information Systems: Refresh Strategy & Roadmap Treasurer s Town Hall Rutgers University New Brunswick May 13, 2015 Purpose The integration with University of Medicine and Dentistry
More informationORACLE FUSION HUMAN CAPITAL MANAGEMENT
ORACLE FUSION HUMAN CAPITAL MANAGEMENT STRATEGIC GLOBAL HUMAN CAPITAL MANAGEMENT KEY FEATURES Support for multiple work relationships that employees or contingent workers may have with multiple legal employers,
More informationHuman Resources Leadership Team
Human Resources Leadership Team Janet May - Chief Human Resources Officer Don Washington - Director, Employment Services Hina Naik - Executive Director, Compensation, Benefits & HRIS Kathy Engle - Director,
More informationAdministrative & Student Information Systems: Refresh Strategy & Roadmap. Treasurer s Town Hall Rutgers University Newark June 19, 2015
Administrative & Student Information Systems: Refresh Strategy & Roadmap Treasurer s Town Hall Rutgers University Newark June 19, 2015 Purposes The integration with University of Medicine and Dentistry
More informationNuView HRMS & Payroll Training Courses
NuView HRMS & Payroll Training Courses Learning & Development NuView Systems recognizes the importance of a knowledgeable and efficient HR and Payroll staff, who must manage the complexities involved with
More informationPittsburg State University ERP Vendor Demonstration Scripts Human Resource & Payroll
NOTE TO VENDORS: The following list of functionality is not exclusive. Vendors should be prepared to demonstrate other functionality included in the base product that is not specifically identified below.
More informationPayroll 101 Toolbox Resource
Payroll 101 Toolbox Resource Policies & Procedures Every HR Campus User Should Know Formerly known as HRMS/Payroll Overview For help with training, send an email to: Pay.ask@ohr.gatech.edu Georgia Georgia
More informationHelping Midsize Businesses Grow Through HR Technology
Helping Midsize Businesses Grow Through HR Technology As a business grows, the goal of streamlining operations is increasingly important. By maximizing efficiencies across the board, employee by employee,
More informationHow To Integrate Hr
Houston Compensation & Benefits Post-Deal Integration Planning for Compensation & Benefits Wednesday, April 22, 2015 Agenda Deal Timeline/Background Integration of Compensation and Benefits Medical/Retirement
More informationCARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by:
CARLETON UNIVERSITY POSITION DESCRIPTION Position Title: Manager, HR Systems Position No.: 298879 Reports to: Department: Assistant Director HR, Talent Programs Human Resources Approved by: (Incumbent/Date)
More informationManage and Automate PeopleSoft Applications and Business Processes: Employee Onboarding, Personnel Actions, and Procure-to-Pay
Manage and Automate PeopleSoft Applications and Business Processes: Employee Onboarding, Personnel Actions, and Procure-to-Pay Doris Wong, CEO Dan White, VP of Product Strategy SNUG Farmington, CT October
More informationMeeting the Challenge of PEO/ASO Client Accounting in HRPyramid
TRAINING COURSES Monday, October 21 Meeting the Challenge of PEO/ASO Client Accounting in HRPyramid October 21, 2013 9:00 am 12:00 pm Robert Clarke Topics Covered This class is designed to give you a better
More informationNEO: New Employee Onboarding Building a Strong Foundation at OSU. Staff Training: March 20, 2015
NEO: New Employee Onboarding Building a Strong Foundation at OSU Staff Training: March 20, 2015 Agenda Introductions Expectations Background Information Essential Notice & Welcome Email Welcome Video Workflows
More informationHitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud. March 27, 2015. Better
Hitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud March 27, 2015 Better Chris Buri Chris Buri is the Vice President and CIO of Hitachi Consulting and joined
More informationBUSINESS ESSENTIALS AND ADVANCED MANAGEMENT
Introduction People drive business results; amplify their impact and you can achieve greater success. At Microsoft, we believe that when people are equipped with the right tools, they can surmount even
More informationPEOPLESOFT HUMAN RESOURCES
PEOPLESOFT HUMAN RESOURCES Created by industry veterans, Oracle s PeopleSoft Human Resources applications combine advanced technology to support complex business process with the simplicity of familiar
More informationIntegrating Project Management and Service Management
Integrating Project and Integrating Project and By Reg Lo with contributions from Michael Robinson. 1 Introduction Project has become a well recognized management discipline within IT. is also becoming
More informationGOLD LEVEL. PROPOSED LIST OF SERVICES AND PRICING AZNHA Members and Associate Members SERVICES
GOLD LEVEL PROPOSED LIST OF SERVICES AND PRICING AZNHA Members and Associate Members SERVICES DHR is pleased to offer the following services to members and associate members of AZNHA Payroll Services,
More informationHR Service Delivery: Campus Initiatives
HR Service Delivery: Campus Initiatives David Odato, UCSF Jeannine Raymond, UCB Ramona Agrela, UCI Karen Hull, UCD Facilitated by: Scott Bolman, Mercer University of California Human Resources December
More informationHow To Plan Out A University Pension Plan
1 Benefit Administration Human Resources Ross Building Room 136 8 a.m. 12 p.m. September 19, 2005 2 Welcome! Introductions of Group Name Department Regional campus staff joining us 3 Workshop Logistics
More informationPatrice Randle, City Auditor Craig Terrell, Assistant City Auditor. Group Health Fund Follow-Up Audit April 2012
Patrice Randle, City Auditor Craig Terrell, Assistant City Auditor Group Health Fund Follow-Up Audit April 2012 Group Health Fund Follow-Up Audit Table of Contents Page Executive Summary...1 Audit Scope
More informationCompany A Project Plan
Company A Project Plan Project Name: Close Optimization Project Example Prepared By: David Done - Project Manager Title: John Doe -Project Manager Date: March 17, 2011 Project Plan Approval Signatures
More informationHuman Resources & Labor Relations Committee Meeting
UNIVERSITY OF MAINE SYSTEM Board of Trustees Meeting at the University of Maine System Human Resources & Labor Relations Committee Meeting Present: Committee Members: Marjorie Medd, Chair; Samuel Collins
More informationWorkday Human Capital Management Suite
Workday Human Capital Management Suite Modern businesses operate in highly competitive, complex global environments. An organization must thoroughly understand its global workforce in order to make quick
More informationDivision of Human Resources. Strategic Plan For a Culture of Excellence
Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC
More informationBusiness Process Optimization (BPO) Report Payroll Operations Assessment. Presented by: Roberta L. Gordon January 30, 2014
Business Process Optimization (BPO) Report Payroll Operations Assessment Presented by: Roberta L. Gordon January 30, 2014 Today s Objective & Agenda Close the Loop Project & Guiding Principle Reminder
More informationUCPath Project Status Report
UCPath Project Status Report Report Date August 23, 2013 Project Director Anthony Lo Anthony.Lo@ucop.edu Executive Sponsors Nathan Brostrom Peter Taylor Project Summary Tony Lo has resigned as Project
More informationNCOE whitepaper Master Data Deployment and Management in a Global ERP Implementation
NCOE whitepaper Master Data Deployment and Management in a Global ERP Implementation Market Offering: Package(s): Oracle Authors: Rick Olson, Luke Tay Date: January 13, 2012 Contents Executive summary
More informationState of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time
State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3
More informationUniversity of Hawaii Information Technology Services Strategic Plan May 22, 2015. Looking Forward to 2020 and Beyond [V15-1]
University of Hawaii Information Technology Services Strategic Plan May 22, 2015 [V15-1] I. Introduction This Information Technology Services (ITS) Strategic Plan, Looking Forward to 2020 and Beyond, updates
More informationFixed Scope Offering for Implementation of Sales Cloud & Sales Cloud Integration With GTS Property Extensions
Fixed Scope Offering for Implementation of Sales Cloud & Sales Cloud Integration With GTS Property Extensions Today s Business Challenges Adopt leading CRM practices and stream line processes Take advantage
More informationHR Inquiry and HR Ad-Hoc Report training will be combined and offered as a tutorial.
Effective September 2013 HR Inquiry and HR Ad-Hoc Report training will be combined and offered as a tutorial. Use this training guide for overview information. The tutorial can be access from the OHR Training
More informationIntro to Human Resources @ Georgia Tech. Training inquires: adminsystraining@gatech.edu
Intro to Human Resources @ Georgia Tech Training inquires: adminsystraining@gatech.edu Georgia Georgia Tech Tech Human Human Resources Resources Tutorial Objectives Overview of OHR and Internal Departments
More informationTheFinancialEdge. Converting to Payroll 7
TheFinancialEdge Converting to Payroll 7 101811 2011 Blackbaud, Inc. This publication, or any part thereof, may not be reproduced or transmitted in any form or by any means, electronic, or mechanical,
More informationHow to Set Up and Use PeopleSoft Procurement and Supplier Contracts
How to Set Up and Use PeopleSoft Procurement and Supplier Contracts Keith Olander Director Product Management SCM PeopleSoft Copyright 2014 Oracle and/or its affiliates. All rights reserved. Oracle Confidential
More informationProject Update. September 2012
Project Update September 2012 What is PeopleSoft? Why the Change? What is UT Share? PeopleSoft Terminology What s Changing What s Not Changing What s New UTEP Project Team Next Steps Training How You Can
More informationAdvisors, Inc. Q 6. An Employee Benefits Capabilities Presentation. Q 6 Advisors, Inc.
Q 6 Advisors, Inc. An Employee Benefits Capabilities Presentation Q 6 Advisors, Inc. Q 6 Advisors, Inc. Strategic Guidance for Intelligent Decisions 333 Earle Ovington Blvd., Suite 402 Uniondale, NY 11553
More informationSupporting HR Transformation with PeopleSoft HelpDesk for Human Resources
Supporting HR Transformation with PeopleSoft HelpDesk for Human Resources Jay Zuckert Principal Product Manager The following is intended to outline our general product direction.
More informationPositioning Pima County Community College District s Human Capital Management for the Future
Positioning Pima County Community College District s Human Capital Management for the Future February 4, 2015 Baker Tilly refers to Baker Tilly Virchow Krause, LLP, an independently owned and managed member
More informationInvesting in People IMF HR Web
Investing in People IMF HR Web Peggy Schoen, Laurie Husak, Tracy Lyall, Smitha Raju, Erik Churchill, Steve Clements, John Cass / International Monetary Fund / Washington, D.C. NEED/OPPORTUNITY Multiple
More informationHuman Capital Update
Finance & Administration Committee Information Item IV-A July 10, 2014 Human Capital Update Washington Metropolitan Area Transit Authority Board Action/Information Summary Action Information MEAD Number:
More informationCopyright 2013, Oracle and/or its affiliates. All rights reserved.
1 Who Am I? 2 PeopleSoft Update and the Value of PeopleSoft 9.2 Marc Weintraub Director, PeopleSoft Product Management 3 Safe Harbor Statement The following is intended to outline our general product direction.
More informationOnboarding Program FAQ s For Managers
Onboarding Program FAQ s For Managers Table of Contents AUTOMATED PRE-EMPLOYMENT ONBOARDING SYSTEM....2 ORIENTATION 4 DEVELOPMENTAL ROADMAP..6 MENTORING...7 SURVEYS..10 1 Automated Pre-Employment Onboarding
More informationWeb Function & Design Project Charter UCSC Web Presence & Services Program
Web Function & Design Project Charter UCSC Web Presence & Services Program 5/21/2009 Final Author: ITS Project Management Office THINKING AT THE EDGE Table of Contents 1 PROJECT BACKGROUND... 1 1.1 The
More informationState of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008
State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic
More informationCabinet Secretary of Human Resources and Administration. Agency Management PeopleSoft Implementation Briefing
Oscar B. Jackson, Jr., Administrator Secretary of Human Resources and Administration Brad Henry Governor STATE OF OKLAHOMA OFFICE OF PERSONNEL MANAGEMENT Serving Equal Opportunity Employers OPM 03-37 DATE:
More informationiapps Consulting DWC LLC Fixed Scope Offering (FSO) For Taleo Recruit and On-Boarding Drive Transformation Create Value
iapps Consulting DWC LLC Fixed Scope Offering (FSO) For Taleo Recruit and On-Boarding Drive Transformation Create Value 18-05-2015 1 About Us We are a technology and business consulting firm, focused on
More informationBest-In-Class HR, Benefits, and Payroll Solutions for the Public Sector. trusted efficient responsive best practices
Best-In-Class HR, Benefits, and Payroll Solutions for the Public Sector trusted efficient responsive best practices The ADP Advantage Best practices are critical when you are challenged to do more with
More informationPeopleSoft Enterprise HelpDesk for Human Resources
PeopleSoft Enterprise HelpDesk for Human Resources Colin Spilak Senior Sales Consultant The following is intended to outline our general product direction. It is intended for information
More information04 Executive Summary. 08 What is a BI Strategy. 10 BI Strategy Overview. 24 Getting Started. 28 How SAP Can Help. 33 More Information
1 BI STRATEGY 3 04 Executive Summary 08 What is a BI Strategy 10 BI Strategy Overview 24 Getting Started 28 How SAP Can Help 33 More Information 5 EXECUTIVE SUMMARY EXECUTIVE SUMMARY TOP 10 BUSINESS PRIORITIES
More informationHuman Resource Management and Payroll for Microsoft Dynamics GP
Pre-sales Requirements Assessment Questionnaire This document is designed to assist you in understanding the client s organizational requirements for Human Resource Management and Payroll, which in turn
More informationHR LOB Shared Service Center Catalog Department of Defense - Defense Finance and Accounting Services (DFAS)
HR LOB Shared Service Center Catalog Department of Defense - Defense Finance and Accounting Services (DFAS) Contents 1. Functional 1.1. Core Services 1.2. Non-core Services 2. Business 2.1. Organization
More informationRequest for Proposal. 4261P PeopleSoft HCM Functional Consulting Services
Request for Proposal 4261P PeopleSoft HCM Functional Consulting Services 1. Introduction The City of Richmond proposes to engage the services of a PeopleSoft Human Capital Management System functional
More informationEXECUTIVE SUMMARY...5
Table of Contents EXECUTIVE SUMMARY...5 CONTEXT...5 AUDIT OBJECTIVE...5 AUDIT SCOPE...5 AUDIT CONCLUSION...6 KEY OBSERVATIONS AND RECOMMENDATIONS...6 1. INTRODUCTION...9 1.1 BACKGROUND...9 1.2 OBJECTIVES...9
More informationThis page was left intentionally blank.
This page was left intentionally blank. Workforce Planning Model Steps What This Step Accomplishes 1. Define the Scope Determines our focus could be long or short term could be a specific business unit
More informationNASCIO. Improving State
NASCIO 2011 Nomination Submission Improving State Operations Initiative The State of Tennessee Project Edison, State of Tennessee s ERP solution Project Manager: Stephanie Dedmon 1 Executive Summary The
More informationUCPath Project Status Report
UCPath Project Status Report Report Date May 17, 2013 Project Director Anthony Lo Executive Nathan Brostrom Anthony.Lo@ucop.edu Sponsors Peter Taylor Project Summary Scope Schedule Budget Resources Implementation
More informationTheFinancialEdge. Payroll Processing Guide
TheFinancialEdge Payroll Processing Guide 101811 2011 Blackbaud, Inc. This publication, or any part thereof, may not be reproduced or transmitted in any form or by any means, electronic, or mechanical,
More informationQlik UKI Consulting Services Catalogue
Qlik UKI Consulting Services Catalogue The key to a successful Qlik project lies in the right people, the right skills, and the right activities in the right order www.qlik.co.uk Table of Contents Introduction
More informationBeyond Spreadsheets. How Cloud Computing for HR Saves Time & Reduces Costs. January 11, 2012
Beyond Spreadsheets How Cloud Computing for HR Saves Time & Reduces Costs January 11, 2012 Introductions Carl Kutsmode Partner at talentrise Talent Management and Recruiting Solutions Consulting firm Help
More informationSummary of Changes to the Online Policy Guide: Effective April 16, 2014
Summary of Changes to the Online Policy Guide: Effective April 16, 2014 TIME AWAY FROM DUKE Paid Parental Leave Policy 1: Policy updated the FMLA language to be consistent with the FMLA Policy changes
More informationExplore the Possibilities
Explore the Possibilities 2013 HR Service Delivery Forum Best Practices in Data Management: Creating a Sustainable and Robust Repository for Reporting and Insights 2013 Towers Watson. All rights reserved.
More informationintegrate 2: Business Process Redesign
Nevada System of Higher Education integrate 2: Business Process Redesign Executive Summary TABLE OF CONTENTS I. BACKGROUND AND OBJECTIVES 2 II. METHODOLOGY AND APPROACH 3 III. PROJECT OUTCOMES 5 IV. MAJOR
More informationOracle E-Business Suite and Oracle Cloud: Practical Coexistence Scenarios
Oracle E-Business Suite and Oracle Cloud: Practical Coexistence Scenarios Nadia Bendjedou Senior Director, Product Strategy E-Business Suite Development Oracle Corporation Safe Harbor Statement The following
More informationHuman Resources & Payroll Solutions
Human Resources and Payroll needs are as diverse as the people you employ; your people and their skills are the most valuable asset in your organization. Being able to manage important people information
More informationWorkday Integration Cloud Connect
Workday Integration Cloud Connect With Workday as the core system-of-record, companies are faced with the need to connect to multiple third-party systems and applications to satisfy key business functions
More informationCOST/FUNDING SOURCE: $549,050/FY2014 and FY2015 Uniform Rate
AGENDA ITEM C3 DATE: April 7, 2014 TO: FROM: SUBJECT: Matt Jordan, General Manager Charles H. Carden, Chief Operating Officer Computerized Maintenance Management System Implementation Services Award Contract
More informationCCAS, Inc. August 2014
HUMAN RESOURCES PAYROLL HRIS (HR INFORMATION SYSTEM) EMPLOYMENT EMPLOYMENT COMPLIANCE EMPLOYEE BENEFITS EMPLOYEE RELATIONS EMPLOYEE DEVELOPMENT RECRUITING AND HIRING CCAS, Inc. August 2014 Payroll HRIS
More informationMedIT Strategic Plan. Mission: To support excellence in health education, research, and service with innovative and sustainable technology solutions.
MedIT Strategic Plan 2010 2013 Mission: To support excellence in health education, research, and service with innovative and sustainable technology solutions. The UBC Faculty of Medicine and MedIT work
More information