• Long-Term Care

• Medical

• Legal Services

• Wellness Credit

• Vehicle

• Uniform

Base Benefits Dependents/Beneficiaries
• Child
• Employee
• FostChild
• Grandchild
• DPAdult
• Dom Partnr
• DPChild
• Other
• OthQ Dep
• Stepchild Child
• Spouse
• ExSpouse
(Provide any manuals or reference procedures if applicable)
I am sure anyone who has conducted informational/discovery sessions will have information and questions to add to this blog. Please feel free to send additions or comment.

4. Does the time collection system allow time entry for groups of employees or for one employee at a time?
5. Do you have staff, such as timekeepers, who collect and post time? Please provide details of the process of collecting time and who collects and posts time.
6. Is there a restriction on who can enter hourly employees’ time versus salaried employees’ time?
7. Can employees enter their own time?
8. Can employees inquire and view their entered work hours?
9. Is time approved? If so who approves time? What is the procedure for approving employee time? Can time be approved electronically?
10. How is time capture for both electronic and paper timecards: hours per day or punch time ins and outs or are employees paid a standard schedule and only exceptions are captured or all three depending on the employee?
11. Currently, where is time entered corrected if there is an error? At the data entry level or is it corrected in the payroll process?
12. What is the input of incremental time, such as half days for vacation, etc. currently allowed?
13. If standard hours are used, what are your employees’ standard hours?

14. If time capture differs for different employees, explain the business process on what determines how the employees’ time will be captured.
15. Can retroactive time and labor adjustments be made once a time period has ended? Describe any situations that require you to pay employees hours and/or amounts from the prior period.
16. How are new employees set up for reporting time? Please describe the business process for “enrolling” your new hires in your existing time management system.
17. What are the beginning and end days of the time period? How does this relate to the payroll cycle?
18. What are the beginning and ending times for a 24 hour period?
19. Describe all of the specific time codes that are used in recording time in the current system, including any recorded hours for unpaid time, such as Unpaid Sick, Unpaid Vacation. Does the present system track absences or tardiness?
20. What are the Public Holidays offered to the employees? Are the same Holidays offered to all employees’ or are there different Holiday Schedules for different employees.
21. If more than one Holiday Schedule, what determines which Holidays are offered to an employee?
22. What are the specific business processes that must be adhered to for time reporting, such as Education leave must have at least 1 hour keyed to a maximum of 8 per year?

23. Aside from capturing hours, do you also record data elements such as dollar amounts or units? Such as flat dollar bonus amounts or units like 30 cents per mile.

Cost Allocation, Schedules and Shifts Processes
1. Is your timekeeping system used for allocating costs? Do you define how and/or where an employee time is spent? Are there certain tasks that are grouped together? Please describe how your costs codes are structured and how they are assigned to the time reported by employees.
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2. Does the organization use Work Orders to capture information about labor costs? How is the information used?
3. Do your employees work shifts? What are they?
4. Is an employee assigned to one shift or are they allowed to work multiple shifts? Can they work multiple shifts in a day and/or in a week?
5. How many shifts make up a workday?
6. Are shift employees paid a differential? How is the differential calculated?
7. Describe your FLSA processing requirements? What days constitute the definition of your workweek? (E.g. Mon – Fri, Sun – Sat). Are FLSA requirements union driven?
8. Do all employees work the same schedule or are they flexible work schedules? Please describe all the different schedules that employees work.

9. Are employees allowed to work several jobs in the same week? In the same day?
10. If an employee is working out of his/her job classification, is their different rate of pay and how does the timekeeper or payroll representative determine the rate of pay?
11. Are employee’s represented by Unions/Bargaining unit(s)? If so, how many Unions/bargaining units?
12. When do these unions bargain? What are the bargaining seasons?

Time Administration Processes
1. What are the time processing rules currently used today? For example: How is Overtime calculated, only hours worked or does the calculation included Vacation, Holiday etc? Is it overtime after 8 hours in a day or after 40 hours in a week? Are these rules the same for all employees or different for each class of employee? If so, please describe each rule being used.
2. Are leave balances maintained at time entry level? If so, list all types of leave that are maintained.
3. If leave balances are maintained at time entry, describe what happens when the employee’s leave requested is greater than the employee’s leave balance or are the employee’s allowed to carry a negative balance?
4. If employees work flexible schedules, are the hours paid for vacation, holiday and sick based on the flex schedules.
5. How is the entered time validated? For example, if total time entered exceeds standard hours, does the current system provide red flags for the approver to review?

6. List any reports that are used to validate this time. Please submit an example.
7. Are control totals used to reconcile employee time entry? Describe the process. Please identify and give an example of any reports used for reconciling.
8. What are the mechanisms for correcting error data? Please describe the business process for correcting data that your time collection system has invalidated.
9. Do you have any audit needs regarding who has changed or approved time?
10. What employee information is available for time entry personnel?

Compensatory Time Management Processes
1. Are Client employees allowed to report Compensatory Time (Comp Time)?
2. How is Comp Time earned? Can the accruals be recorded in the existing time collection or payroll systems?
3. How do employees take their Comp Time?
4. Are Comp Time balances maintained automatically by the existing system?
5. Are Comp Time balances adjusted at the end of the year? How is that adjusting done? Manually? Electronically?

6. Can Comp Time expire? What are the conditions under which Comp Time would be considered to have expired?
7. Can Comp Time be bought, sold or donated? How are these transactions handled?

Time and Labor Integration with Payroll, Human Resources, and Projects
1. Is the timekeeping system electronically integrated with an automated payroll system? Please describe the process of integrating the two systems.
2. Which system calculates the time rules, such as Overtime, shifts and such?
3. How often is time collected and uploaded to payroll? Do the time periods, used for capturing time, follow the payroll period?
4. What is the current deadline that time must be entered and calculated so payroll can be processed in a timely matter
5. If time does not load to payroll, what are the procedures for investigating, rectifying, re-approving and paying for that time?
6. Describe how your Time and Attendance business process integrates with human resources and payroll? Does your existing T&A system interface electronically with your payroll and HR systems?
7. Aside from Payroll, does your current time keeping system interface to any other system (internal or external)? Such as a Project or Funds. Please list those interfaces and describe what they do.

Reporting/Outbound Data
1. Are there reports generated to balance and prove employee time entry?
2. Are time reports generated to be sent back to time originators/collectors?
3. Are time reports generated for managers to approve time?
4. Please list and describe all time reports that are generated from the current system. Please submit an example of all the reports.

Policies and Procedures
Please provide any policies and procedures manuals and desk references currently being used by your department for time management.

Some information that has been gathered includes some facts:

It is the third release since the acquisition

It has 1350 new features approximately

It has 28,000 or more page enhancements

It has Web 2.0 Capabilities

Approximately 300 new web services

And a large number of industry specific enhancements

Like many new releases, there is a new look and feel to the product. You still have the My Favorites area and in addition there is a recently used area on the menu.  In addition the navigation menu is only visible when pulled down.

9.1 also includes mouse over functionality on the menus.  In going through some of the changes and talking with clients one of the features they seem very happy with is the ability to use zoom grids for more working space with drag and drop, grid scrolling and column locking capability.  The grids are also sortable.

Some of the other items include an updated style sheet, a rich text editor, mouse-over pop ups as mentioned previously and an instant message capability with Yahoo and Beehive.

Some other features include out of the box role-based dashboards and reports.  The fact that it uses PeopleSoft  security is not a change.

There are some nice HR analytics dashboards including: workforce profile, Recruitment, Leave and Absence, Learning Management (a favorite mine), HR Performance, Compensation, Retention and Workforce Development.  Some of these are new and some enhanced.

So why would you want to upgrade?  Well, if you are on 8.8 you are going to have to get extended support which certainly is a financial reason to upgrade.  Others are increasing the effectiveness of your workforce by ensuring compensation rewards top performers and you have pay for performance capabilities.  Making sure that you have a strong pipeline for key talent is critical to any organization and maintaining this internally is a cost saving for recruitment.  Nine one will provide executives with the ability to make better informed decisions with metrics available.    Eliminating interfaces could reduce IT expenses and eliminating customizations during the upgrade usually results in cost savings and additional efficiency.

Some links that will provide additional information include:

http://www.oracle.com/education

Http://www.oracle.com/pls/psft/homepage

http://www.oracle.com/applications/peoplesoft-information-portal.html

If you are interested in some great decision trees, read this article from Gartner, it is packed with good information and would be helpful in deciding if you want to go to 9.1.

When customers are planning a new installation of PeopleSoft, Gartner suggest to implement version 9.0. “Gartner believes that v.9.1 will be released during 2H09, but most customers will not want to be the first to take on a new release. If you need the newest functionality right away (such as compensation management or succession management in HCM), then implement v.9.1 as soon as is practical for your organization. If you don’t need the new functionality, then implement v.9.0 until v.9.1 has more market traction and proof points, which Gartner expects within 12 to 18 months of release.”

Read the full article.

Source: Gartner (July 2009)

This year Oracle released new versions of PeopleSoft (8.50) and Applications (9.1). Will customers start upgrading to 9.1 in 2010? If customers follow Gartner they will wait. My opinion is that the evolution steps between the PeopleSoft versions aren’t that big. Loads of fixes, patches, bundles and maintenance packs from previous versions have been included in this new release. Big functional changes haven’t been made in 9.1. The risk between upgrading to 9.0 or upgrading to 9.1 isn’t that big. If your customers are multi language users, you might want to consider the upgrade to 9.1 as it is unclear when the language pack will become available.

Do you have the Deltas?  Have you started implementing 9.1?  Add Comments or follow RSS.

Client Executive:  The client executive is responsible for the overall relationship with the customer.  This is the role that would address and resolve issues that cannot be resolved at the  vendor level. They keep the customer aware of new products, services, and software updates as they become available.  They are also the ones who look for opportunities where they can add value to the customer’s business.

Program Manager: The Program Manager may support the Client before and after their software acquisition, especially on large complex projects.  Sometimes called the Enterprise Manager, they would be a part of the Client’s Steering committee and should help shape the project success through the use of best practice, project and business practice.

The Enterprise Manager participates on the Steering Committee, and helps drive the project through to success.  They use industry best business process and practice.  They provide advice that will minimize risk and accelerate the implementation or upgrade.  Many organizations use the engagement manager and project manager interchangeably, however, their responsibilities re significantly different.

Project Manager: The individual in this roles provides the leadership for the project team and produces the status reports, plans, budgets and formal methodology (such as CSC, Compass, Rational) and resourcing.  The Engagement Manager supports the Project Managers both client and consulting in all aspects of project planning and control, and supports the design,development and deployment of a strong quality program.  The Project Manager is responsible for the “care and feeding” of the consulting and client project team members and for supporting the client Project Manager.

Process Specialists (Functional and Technical) Functional specialists are charged with guiding the project team through those steps that require detailed applications functional knowledge and related industry best practices. This consulting-sourced role is usually a full-time member of the project team.

The Technical Specialist executes the technical steps by providing support in the design and management of databases and in tuning the system and architecture. This is a consulting sourced role working in lock step with the client role.

System Engineer The System Engineer designs and creates technology solutions in response to business requirements. They are brought into a project when the solution requires some specific knowledge in the emerging technologies. Skills include: Workflow,  Electronic Commerce; Security including OLAP, Multi-dimensional modeling, compare report decisions, eApplications and solutions to customization requests.

Education Representative This person is responsible for working with the customer to make sure they use the education resources available to them in the most effective manner. This includes executing training plans, setting up on-site classes, and making the customer aware of alternate training formats including stand up training, interactive training, webinars and other venues. It is also the responsibility of this role to have a clear understanding of the business processes used and reflect those processes in User Productivity Kit or Tutor development.

Second to constraints would be assumptions.  You make assumptions regarding many aspects of the project.  Assumptions represent opinions that have not or cannot be readily or easily proven; yet they are expected to be true.  An assumption that is often made in organizations is that the executive team is on board and giving total support to the project.  Sometimes an assumption is made that the organization has a specific requirement, only to find out in the fit/gap that the system cannot support the requirement.

So far we have covered many discussion topics in Day 2 and it is important to facilitate interaction and participation by the team.  The one week workshop packs a great deal into the first week that not only sets the stage for the project but also ensures the success of the project.  Think about the deliverables that will be produced as a result of the workshop.

Identify the leader who will begin to develop the change plan.  How will the team be structured to complete this deliverable.  A draft should be completed by the end of the week and a group will need to work on the content and strategy for that deliverable.  You can facilitate discussion in the large group and then assign a small group to work on the deliverable.  Or you can have several groups assigned to change and communication items for the plan.  Don’t hesitate to assign homework so this is completed and ready for presentation by the end of the week.

What are some of the creative ways to communicate to the organization?  Do you want to develop a web page? a newsletter, tweet program, blog, regular program for sending emails?  Will the communication look different for each group?  Let the group help stimulate this discussion and get a feel for the culture of the organization and how it communicates.  My experience in organizations demonstrates how communication differs, a small organization may communicate only by email, others may have formal presentations and still others may have comprehensive web sites.  Stimulate the group to come up with all the venues that they think will work for their organization and then assign a small group to incorporate the ideas into the plan.

One more step in the starting week of implementation/upgrade planning.

A template with a rough draft of some of the Charter information will be complete with time for review.  It is also important that team members understand they may have homework such as reading through draft documents and making comments or edits.

So what do you think should be included in a project charter?  I would suggest the following:

1. A mission statement for the project

2. Project Objectives and measuresments to establish when those objectives have been met.

3. A strategy for the project

4. A critical element is the Scope statement.  More projects fail from scope creep than probably any other factor.

5. An Issue Resolution methodology with initial issues identified

6. A Risk Resolution methodology with initial risks and level of risk identified.

7. The resource plan with roles, responsibilities and rules.

8. Constraints, Assumptions and a plan for next steps

9. An initial project plan at a high level which identifies critical milestones.

So at the end of the first day the team has started to develop the deliverables and resolve some of the issues that are open.  This is the time when the Project Manager should schedule a time for a presentation to the steering committee or management team.

Communication with the team and leadership is critical and the fourth day should be used for that communication with a sold presentation in place.  We have discussed the first day and what will be addressed. The timeline for the workshops may vary depending on how extensive in terms of modules and functionality the implementation or upgrade is determined to encompass.

Please make additional suggestions or comments to enhance this program.

The second question was around variable comp and formulas.  If you have any standard formulas that you may be using on an implementation, I know a consultant who would appreciate some help.

So what projects are back in play and what old standards continue.  I’ve heard DIMHRS is into testing and continues to continue.  Lot’s of organizations looking at upgrades to 9.0 but making a decision to move forward is often a slow process.

Please feel free to comment and watch as we add eBooks and other interesting information to the blog. 

Human Resources Enhancements

Talent Management Enhancements

Self-Service Enhancements