|
General HRMS Enhancements
|
Web-based architecture. Browser based deployment.
|
Continued
global expansion of HRMS solutions, adding new countries to the list of
supported locations and enhancing our products in those regions already
familiar with PeopleSoft
Improved
PeopleSoft HRMS Collaborative Applications for better, faster decision making
at the desktop by including self-service features and integrating more
content from industry leading suppliers.
PeopleSoft Recruiting Solutions combines
several applications to provide a fully integrated, end-to-end recruitment
tool.
|
PeopleSoft 8.8 HRMS features portal
navigation, a new and more intuitive way to navigate around your HRMS application.
PeopleSoft 8.8 HRMS provides enhanced
address formatting for all countries as well as address search functionality.
|
§
Person
Model – PeopleSoft has
redesigned the HRMS architecture to support the storing and tracking of all
person types, including contingent workers and persons of interest, within
one centralized repository.
§ Configurable Search/Match – HRMS 8.9 delivers a
company-configurable search and match wherever people can be added into the
application. The search results page is also configurable.
§ Configurable Action/Reasons – HRM 8.9 delivers configurable actions and
action reasons. Actions have been moved from the translate table and
relocated to their own table.
§ Row-level security – Row-level security for HRMS 8.9
includes features that enable organizations to align their security strategy
with their business model and corporate culture.
§ New Country Functionalities – France.
§
Configurable
Matrices – configurable
matrices, which allows the user to customize input and out, put criteria. Types
of matrices that can be created are; Market pay matrix, Rate matrix, Salary
increase matrix (Setup HRMS>Common Definitions>Configurable
Definitions).
§
Security
Enhancements – Row-level
security for HRMS 8.9 includes features that enable organizations to align
their security strategy with their business model and their corporate
culture.
§
Plan
Salaries – The name of
Plan Salaries to Base Compensation and Budgeting changed with 8.9.
|
|
HRMS Core Table Changes
|
|
FSA Claims Administration – select to activate these different types of
benefits functionality.
Automatic Job Termination – setup to automatically terminate any job
that has an end date. The system will insert a termination row for this job.
Installation
Table - Automatic Job Suspension – select to activate substantive job
suspension for employees working in temporary assignments.
EMPLID Field Length – enter the number of characters to be used for
Employee IDs.
|
Company Table – new
Rules Definition page for the defining of FTE rules.
|
Installation
Table – Multiple Jobs Flag has been removed.
Company
Table – on the Default Settings page, the
Tax Details link is renamed from FICA/Tax Details, and the FEIN field is
located under the USA flag/section.
Establishment
Table – A location can no longer be
associated on this table. Once the location table is updated with an
Establishment, the Establishment table will show the coordinating location by
effective date.
Department
Table – on the Department Profile page,
the Manager ID field has been moved to the Manager Type section where the
user can indicate if the manager is a person or a position.
Comp Rate
Code Table – new Calculated By Field that is
used in conjunction with matrices.
Salary
Plan Table – new Wage Progression Plan check
box that can be used to associate a wage progression rule to the salary
plan. The Salary Plan Table also has a
new Attach File section where you can attach a salary planning document to
the plan and the Auto Calculated Premium group box that allows user to
indicate if employees assigned to the salary plan are eligible for a salary
premium above the amount calculated by component defaulting.
Salary
Step Components page – has a
new Step Description field and a new Totals section where the total value of
the pay components assigned to the step are displayed. Also on the Salary Step Component page, if
the hours based as the increment type function is checked, the special
accumulator and hours to next step fields become visible.
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|
Performance Enhancements
|
|
Deferred processing mode, enabling you to enter data quickly and
efficiently without losing any keystrokes or waiting for processing:
·
Hire
·
Add Non-Employee
·
Add Concurrent
Job
·
Personal Data
·
Job Data
·
Current Job
Data
·
Health Benefit
Elections
·
Life/ADD Elections
·
Disability Benefit
·
Savings Plans
Elections
·
Leave Plans
·
FSA Benefits
(U.S. and Canada)
·
Retirement
Plans
·
Pension Plans
(U.S. and Canada)
·
Vacation
Benefit
·
Health Care
Claims Entry (U.S. and Canada)
·
Dependent Care
Claims Entry (U.S.)
·
Retirement
Counsel Claim Entry (Canada)
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|
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Base Benefits
|
·
Support for 403(b) savings plans has been
included in the general release. This feature will include the projection and
monitoring of the complex Maximum Exclusion Allowance limit, as well as
alternative limits for 415(c).
·
Enhanced
limit testing to handle most regulatory limit types, such as 401(a)(17),
402(g), 415, and 403(b).
·
The
earnings used for calculating the employee’s contribution has been “unlinked”
for applying the regulatory limits so that you’ll be able to use different
special accumulators for the two processes.
·
Clarification
of the reporting of amounts not taken due to limiting
·
Support
has been added for employer-only plans and employer-matching or non-matching
contributions using threshold percentages.
·
Support for “$0" elections within savings plans
to enable users to suspend and restart contributions throughout the year.
·
Validations for Dependent/Beneficiary Court Orders
·
Support
for when life insurance or savings plan benefits “waivers” when benefits are
not assigned to a spouse
·
PeopleSoft
will extend the functionality of the “court orders” record to generalize it
to handle a variety of “riders,” including spousal waivers.
·
The
Benefit Plan table will allow the definition of a “minimum spousal
beneficiary allocation.”
·
An
audit report that identifies potential violations of court-ordered coverage
requirements or spousal beneficiary allocations will be available.
·
PeopleSoft Benefits Community Integration
|
·
The multiple-page Health, Life, Savings, and
Pension enrollment components have been consolidated into single pages each,
and a new Enroll All feature has been added to enable the user to enroll all
eligible dependents or assign all eligible beneficiaries with the click of a
single button.
·
When employees change their marital status to
divorced using Change Marital Status self-service transaction, the system
generates a COBRA trigger when PeopleSoft Benefits Administration does not
manage the employee.
·
Regulatory
compliance testing now includes Section 457 Savings Plans. Section
457 Savings Plans are deferred compensation plans for state and local
government and tax-exempt organizations.
The deduction calculation process checks to see if the savings plan
falls under the 457 Limit and calculates the deduction according to rules
established by the limit. This
provides you with greater plan design and a wider array of support for
regulatory compliance testing.
·
To ease the maintenance of
regulatory limits, the Limit Table has been modified to remove Benefit
Program as a key. What that means to
you is that now you only create a limit code, not a limit-benefit program
code combination.
·
You can also create user-defined
limits on the Limit Table. This
enables a consistent application of limits against populations of deduction
codes for any plan type.
·
Description field on the Calculation
Rules table.
·
Ability to define dependent and
beneficiary relationship typed (child, domestic partner, etc.).
·
Enrolling of dependents in benefit
plans is simplified with these new features; the Enroll all Dependents
button, Employees and dependents are enrolled using the same page and the
rollover and beneficiary data is on one page for savings plans.
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Benefits Administrative Contacts
New Benefits Administrative Contacts record and
component allows the tracking of contact information within a benefits
department or for third party administrators such as:
·
Name
·
Title
·
Address
·
Email
This component replaces the COBRA Administrator setup
component, and is used during printing of HIPAA certificates.
Employee Savings Plans
Identify age 50 extensions process
·
Identifies employees in PeopleSoft Payroll for
North America who are age 50 or older
·
Creates extension records to increase the
402(g) and/or 457 limits for elective deferrals
Special Accumulators for a Deduction Code
Special accumulators enable the user to combine specific
deduction codes to be used during payroll processing. You can designate which
deductions should add or subtract from a bucket of earnings.
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With Multiple Jobs functionality always “on” with 8.9,
the BRN (benefits record number) is visible to all users.
With 8.9, the HIPAA Report Date fields are no longer on
the Health Benefit elections page. You can view HIPAA information for
employees and dependents on the Notification Letters page.
Benefit System Options
Provides capability to track and separate employees,
contingent workers, and persons of interest within benefits.
·
Benefit System on Benefit Program
Participation page can now be set to Not Managed in PeopleSoft
filtering out individuals where there is not sufficient employment and job
data information for benefit enrollment.
Dependent/Beneficiary Enhancements
Record is now effective dated providing more
comprehensive reporting and tracking capabilities.
·
Provides internal control for compliance with
QMCSO, and QDRO
The following information on the Dependent/Beneficiary
page is effective dated:
·
Name/Address
·
Gender
·
Marital/Disabled Status
·
Student/Smoker Status
·
Relationship
Dependent Relationship Table
Now has two additional fields:
·
Covered Person Types - Dependent Relationships
are now linked to a covered person type.
Relationships such as son, daughter, stepson, and stepdaughter can all
be linked to a covered person type of child.
·
Age Limit Flag – used for the COBRA admin
process in processing over age dependents by indicating which dependent roles
should have the over age rule applied.
Multiple Annual Base Benefit Rates
Ability to define and use an unlimited number of Annual
Base Benefit Rates by providing the capability to:
·
Provide for the entry and maintenance of
multiple ABBR’s.
·
Enable the user to specify which ABBR to use
for a benefit plan.
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|
Benefits Administration
|
Through Self Service, Employees will be able to view their current
benefit enrollments online, update personal data for their dependents, and
modify beneficiary allocations and savings plan contributions throughout the
year, even when a benefits event (such as Open Enrollment or a recent job
change) is not in progress. The system
can also guide users through the Open Enrollment process with our new
"enrollment wizard," thereby reducing confusion and errors during
the enrollment process.
·
Enhanced web
access allowing employees to change elections as well as update dependent
information. In prior versions benefits information could only be reviewed.
·
New
on-demand event maintenance functionality allowing individual employee
processing
·
Improved
data entry panels for participants and dependents
·
Event
maintenance has been redesigned to increase efficiency as well as allow for
processing of passive events and the ability to review, insert, and delete
unprocessed events.
·
New
eligibility debugging tolls have been created to assist in troubleshooting
participant enrolment issues.
·
Cross
Plan Validation functionality allows the system to perform checks for
‘prerequisite’ plans and coverage amounts when it’s determining eligibility
for enrollment in another plan.
·
Eligibility
Rules based on Geographic Location provide an increase in the range of
flexibility for determining plan participation.
·
Eligibility Rules have also be
enhanced to incorporate an Eligibility Rules Table allowing eligibility based
on FLSA status, Regulatory Region etc.
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With the 8.3 release,
the eligibility fields (Elig Config 1-9) appear on this page only if Benefits
Administration has been activated on the Installation Table.
Improved Election
Entry – The BAS Election Entry pages have been redesigned
to facilitate more rapid keyboard-only Entry of employee enrollments by
presenting the available plan choices as a continuous long page rather than
plan-by-plan. PeopleSoft also enables the user to defer the enrollment of
dependents and beneficiaries until after the employee’s choices have been
entered.
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New fields have been
delivered on the Event Class Table:
§ Use Suppress Forms – field to specify the printing of
enrollment forms or confirmation statements.
§ Use Enrollment Forms – Days to Print field to set the
number of days (prior to an event) that an enrollment form should print.
Within v8.8, there is a Allow Dependent/Beneficiary Addition checkbox
on the Event Rules Table page. This check box determines whiter an employee
can add new dependents through the eBenefits enrollment process.
Ben Admin Schedule Table – the “No New Events” field in new with the 8.8 release. Select the No
New Events field if you don’t want any new events assigned to the
schedule. Existing events assigned to
the schedule will continue to be processed.
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Event Rule Table - within the 8.9 release, the rules that apply to an
employee’s participation in a benefit option following an event have been
moved to their own page, The EOI and Level Rules page.
ERISA Enhancements – with the 8.9 release, new security requires that
changes in elections have to be consistent with the actual life event. For
example: to increase coverage, the event must be an increase in the number of
eligible dependents, such as marriage, birth, adoption, or placement for
adoption or a coverage decrease would only be allowed for divorce, annulment,
legal separation, death of spouse or dependent, or loss of dependent
eligibility. You would use the functionality/fields within the Event Rules
and Coverage Code Table to specify how benefits may change with each class of
work/life events.
Changes to Validation
Messages – error messages are
consistent with the new coverage code parameters and also consistent with
Benefits Administration data entry content.
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Time & Labor
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New Employee Time Reporting self-service Web
applications will enable employees to report their time as elapsed hours worked
or based on "clock" time such as the actual hour and minute that
work began and ended. Additionally,
employees will be able to specify the type of time they are reporting
(vacation, overtime, and so on) as well as the related project or task information. Employees will also have the ability to
view their work schedule. Managers
will be able to generate a list of the people who report to them in order to
view, approve, or modify this information.
Additionally the following changes will also be incorporated:
§ In PeopleSoft 8, the most significant
enhancement we’ll deliver for PeopleSoft Time and Labor is the replacement of
the key Daily Time table with three separate tables—Scheduled Time, Reported
Time, and Payable Time.
§ Globalization of the PeopleSoft Time
and Labor application
§ Add flexibility to time reporting
through several robust new data entry pages that you can customize for each
type of time reporter.
§ Simplified batch processing to take
advantage of the new data architecture by having one batch process prepare
reported time for payroll rather than multiple processes as in previous
releases. Additionally, the approval
process will be optional, eliminating yet another batch process.
§ Processing time and labor is
customarily considered part of the payroll-processing window. The batch process changes that we’ll make
in the PeopleSoft Time and Labor system will increase your organization’s
payroll-processing efficiency by narrowing that window of time.
§ PeopleSoft 8 Time and Labor will
shift from the template-based approach for executing processing rules to an
object-based approach. To implement
the object-based rules approach, we’ll create a set of tools that you can use
to easily define most of your rules. This will even include the most
complicated algorithms.
Redesigned processing to afford integration to any payroll
system including global payroll., we’ll change the PeopleSoft Time and Labor
integration architecture. We’ll
provide a seamless integration with our PeopleSoft North American Payroll as
well as our PeopleSoft Global Payroll applications. If you use third-party payroll systems,
you’ll be able to use our Application Messaging technology to export payable
time and import and distribute actual labor costs.
|
Primary enhancements
to Time and Labor include:
§ Online Rules – used to
define online rules using delivered rule templates and immediately estimate
the effect of applying these rules to weekly elapsed and punch time.
§ Restartability
of Batch Process – when all temp tables have been used, batch
processes no longer terminate with a temp table allocation error.
§ Time Reporter
Status – before or after you run the Time Administration
batch process, you can use the View TR Status page to check the status of a
time reporter or a group of time reporters.
§ Global rules
enhancements – PeopleSoft delivers several new rule templates and
accumulator functionality that can be used by an organization that needs to
track and compensate overtime hours against a maximum number of hours for a
single week, multiple weeks, or on a yearly basis.
|
Employee and Manager Self-Service Search Functionality - the
navigation method for employee and manager self-service time reporting is
modified for:
§ Employee
Self-Service Navigation for Time Reporting – the navigation
method for employee self-service time reporting is modified for ease of use.
§ Manager
Self-Service Search page functionality – after navigating to the Select
Employee search page, a manager can view an employee’s time entries based on
reporting method with just two clicks.
§
Improved Manager Self-Service Group Time Approval
Functionality – managers can now view a list of employees who have
submitted time for approval by selecting Approve Time by Group from the
portal navigation menu. Once the Approve Time by Group-Select Employees page
appears, the system displays all of the time to be approved without requiring
a specified date range.
Additional Self-Service Enhancements
§ Self-Service
Overtime Management – enables managers to better plan their overtime
needs and allocate overtime more equitably based on employees’ availability
and the amount of overtime they’ve already worked.
§ Self-Service
Time Reporting by Period – new time reporting by period functionality provides
easy-to-use, self-service pages that employees and managers can use to report
elapsed time.
§ Self-Service
Manager Time Calendar View – self-service manager time calendar view
provides managers with up-to-the-minute scheduling information for
individuals and groups, including which employees are scheduled to work,
which employees actually worked, which employees are available to work on an
ad hoc basis and which employees are scheduled to leave.
§ Self-Service
Home Pages – there are home pages for both employee and manager
self-service. Links to pages with a common function are grouped together on
each home page.
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Time and Labor Scheduling features enhancements:
§ Fixed schedules – companies
can now support centralized standard schedule definitions and ad hoc
manager-specified work patterns. All schedule building blocks, including
shifts, workdays and schedule definitions, are optional.
§ Rotating
schedules – a set of rotations, with relative start days, can
be defined on a schedule.
§ Dynamic
schedules – a generic interface to the open scheduling architecture
loads optimized work schedules or data from other systems, including training
data from PeopleSoft Enterprise Learning Management.
§ Employee access – Time and
Labor 8.9 enables employees to view their monthly schedules, including work
and shift information, planned absences, holidays and training.
Time Reporting enhancements provide:
§ Pre-population
and configurability – users can specify what task related data should
appear on the main time reporting tab or a secondary tab. Fields that are used
frequently can be placed on the main tab, and overrides can be placed on the
secondary tab.
§ Visibility to
useful information – employees and managers have easy access to leave
balance and schedule information from within the timesheet. Users can view
daily and period running totals by time categories.
§ Task completion
improvements – punch-time reporters and adjusters report punch and
elapsed time on a single page, users automatically access the timesheet based
on today’s date.
Time and Labor 8.9 includes new and improved
self-service timesheets that feature pre-population and configurability,
visibility to useful information and task completion usability improvements.
Enhancements to business process controls include:
§ Timesheet
approval and controls.
§ Payable time
approval enhancements.
§ Manager
self-service.
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User Interface
|
§ New
for PS8 is NO PeopleSoft client software.
§ Working
with pages versus Panels
§ Web
Browser is all you need to access PS8
§ No
Java applets or plug-ins required
§ Portal
technology providing a foundation for navigation and content aggregation from
different systems.
§ Use
of browser hyperlinks and favorites for ease of user navigation.
NO MORE scroll bars
|
Several
pages collapsed to one page view. For example Federal tax data and state tax
data.
New Breadcrumb navigation shows the
navigation path to the current web page location.
Toolbar Button Changes – toolbar buttons of
“Notify” and “Refresh” have been added.
|
Eliminated
breadcrumb navigation and enhanced with new portal navigation functionality.
|
§ Return
of Breadcrumb navigation.
§ DFAN (default Functional Area
Navigation) Page – a page of categories and links to
enable the user to efficiently navigate and matches the information
architecture on the left menu.
§ CFAN (Collection-based Functional
Area Navigation) page – A navigation page that does not
match the information architecture on the left menu. These pages are
alternative categorizations of navigational items that are made available to
improve the user’s experience.
§
Toolbar
Button Changes – new toolbar of “CANCEL” and
redesign of Toolbar Buttons..
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|
Globalization and Multilingual
functionality
|
Add
country-specific functionality for Italy, Spain, and Switzerland. This will include a full set of customary,
regulatory, and best-practice HR features for the new countries. Enhancements have also been made for countries supported in previous
releases, such as the U.S., Canada, Germany, France, Netherlands, and UK.
Currency
support for the Euro and a generic
currency conversion utility that will enable you to convert your
organization’s base operating currencies to the EMU common currency is
included
|
Add country-specific functionality for
Australia, Hong Kong, Malaysia, Mexico, New Zealand and Singapore. Enhancements for previously supported countries,
such as Belgium, Germany, Netherlands, Switzerland, and the UK
|
|
Added
country-specific functionality for France (FRA).
|
|
Recruit Workforce
|
Employees
and external applicants will be able to apply for specific jobs by completing
an online resume. Managers will be
able to generate job requisitions and handle a variety of hiring process
transactions on the Web. These
transactions will include viewing all of the applicants linked to their
requisitions, reviewing applicants who have been screened and routed to the
manager, entering interview results, and requesting offer letters. Security will be added to applicant data based
on two roles: hiring manager and recruiter.
We’ll also streamline the recruitment process and will provide
automated screening of applicants. Tighter integration with the Manage
Competencies module will populate competencies in the job requisition thereby
eliminating reentry of this data. Flexibility in this enhancement will enable
the user to keep the original competencies for that job or choose to add or
delete competencies as required.
|
Common
changes made to Recruiting Solutions:
§ Interview enhancements
§ More flexible status values.
§ Multiple job offer components.
§ Self-identification for Equal
Employment Opportunity Commission reporting.
§ Automatic population of Apply for
Job.
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|
PeopleSoft
Enterprise Human Resources Recruit Workforce and PeopleSoft Enterprise
eRecruit Manager Desktop were combined and renamed PeopleSoft Enterprise
Talent Acquisition Manager.
PeopleSoft
Enterprise eRecruit was renamed PeopleSoft Enterprise Candidate Gateway.
Talent
Acquisition Manager and Candidate Gateway combine to make up PeopleSoft
Enterprise Recruiting Solutions:
§ New architecture and packaging.
§ Enhanced candidate experience.
§ Reviewing the interview schedule.
§ Enhanced usability.
§ Enhanced integration.
§ Additional core features.
As
parting of Recruiting Solutions 8.9, major changes were made to the data
model and organizing components into components, as well as merging and
enhancing functionality. Two tools are available for use with configuring the
application:
§ Message Catalog
§ Text Catalog
By
using these tools, you can change instructional text, button labels and links
to match specific business needs. You can also segment the application actions
by internal and external candidates or by SetID.
General
Usability Enhancements:
§ Applicant and job opening activity pages – these components were redesigned to improve and
rationalize user interface. These pages enable managers and recruiters to
view all of the information related to a job opening.
§ Referral source improvements – ability to define your own referral sources.
§ New recruitment templates – using these templates, you can define the series of
pages presented to hiring managers and recruiters creating a job opening and
to applicants applying for jobs.
§ Recruiting installation table – a new recruiting specific installation component
configures both Candidate Gateway and Talent Acquisition Manager.
§ Recruiting location table – this is a new table linked to the HRMS table, but
enables you to configure different locations.
Ability
to integrate with specialized vendors.
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|
One-line
reports view
|
Ability to view reports in PDF format and
Email reports to users.
|
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|
Administer Workforce Self Service
|
Managers
will be able to generate a list of the people who report to them and view
their employees’ information.
Specifically managers will also be able to:
·
request
or approve status changes for an employee’s location change
·
request
an employee promotion or transfer
·
hire
or terminate an employee
·
change
an employee’s full- or part-time status
·
initiate
a pay rate change
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§ Ease if use.
§ Online payslip – Global payroll.
§ ePerformance Multi-source
functionality (360-degree and multirater capabilities).
§ ePerformance user interface
enhancements.
§ ePerformance employee-initiated
performance process.
§ ePerformance writing tools.
§ ePerformance improved administrative
capabilities.
|
Manage Professional Compliance
|
|
New
functionality enabling you to manage the certification requirements of
employees and non-employees in professional service organizations.
·
Defining the certification
requirements established by a regulatory authority—the body or organization
that defines the compliance rules, standards, and regulations for certifying
that individuals are qualified in a particular field. The regulatory
authority can be either an external organization or entirely internal to a
company.
·
Setting up classifications used to
define the status of regulated individuals (for example, an individual can be
classified as compliant or non-compliant with the requirements for
certification).
·
Assigning regulated individuals to
compliance managers/supervisors.
·
Defining development plans and
enrolling regulated individuals in these plans.
·
Assessing the progress of regulated
individuals relative to professional compliance requirements.
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Absence Management
|
Enhancements
have been made that will enable you to define holiday schedules by regulatory
region.
|
Two new online
features make evaluating and projecting absences easier. First, a new balance inquiry function,
launched through the Forecast Balance page, enables users to view current
absence balances and project absence balances and related values as of a future
date. Second, you can now forecast and
process upcoming absence events from the Absence Event Entry page. For example, you can immediately see if an
employee has enough entitlement to cover an absence.
Other new features:
·
Use
the new Absence Types page to create an unlimited number of absence types,
such as vacation, illness, personal, or maternity, for all countries or for
specific countries.
·
An absence type is linked to each
absence take element. Using this new
functionality, you can classify multiple absence takes according to the absence
types that are most relevant to your organization.
·
Define one or more absence reason
codes for each absence type.
·
For example, you might want to track
specific reasons for absences reported with the absence type of illness, such
as cold, flu, or back problems. You can select a reason code for each absence
event that you enter.
·
Add details about an absence event
in a Comments field during absence entry.
·
Complete up to 16 user-defined
fields when recording absence events on the Absence Event Input Detail
page.
·
Enter
additional characters in the user-defined fields on the Take - Calculation
page.
·
Specify the rate and amount for
generated positive input when defining a take element on the Take - Day
Formula page.
- During
the Take process, this information automatically populates the rate and
amount values for earnings or deductions.
|
|
PeopleSoft
Enterprise Absence Management has been enhanced with the following new
features:
§ Additional employee and manager
self-service functionality.
§ Highly configurable request approval
functionality and absence accrual functionality.
§ Highly configurable absence consumption.
§ Ability to export computed absence results
to PeopleSoft Enterprise Payroll for North American and PeopleSoft Enterprise
Payroll Interface.
§ Ability to export computed absence to
PeopleSoft Enterprise Time and Labor.
Absence
Management handles absence processing and enables the user to fine tune
design of their system. Using a browser environment, PeopleTools and a
rules-based system, you can configure your absence system online without
writing or changing the source code.
Absence
Management delivers a robust feature set to assist organizations in all their
time-off management activities and processes. In a single installation,
Absence Management 8.9 enables organizations to automate the processes around
planning for, and later compensating, paid time off for their entire
workforce.
Absence
Management provides highly configurable absence accrual functionality. For
example, with each user-defined absence entitlement, you can indicate whether
it accrues per period (such as biweekly) or per absence (such as 180 days per
maternity leave). You can also define eligibility rules that govern when each
accrual should occur (based on hours worked, longevity, etc.).
Absence
Management provides highly configurable absence consumption functionality or
absence takes. For example, with each user-defined absence use, or take, you
can indicate how it draws down one or more accruals and with what priority.
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|
Administer Workforce
|
Enhancements
to the personal, job, position, labor, and absence information include:
·
Multiple addresses and multiple National ID numbers
for an employee.
·
A system for specifying employee categories and
subcategories as regulated by national labor agreements.
·
Enhanced grievance and disciplinary action tracking
capabilities.
·
New Badge Information
functionality
·
Position Management - A new position description
field, a health check field, and a signature authority field.
·
Position Management – dynamic updates to position
pages when movement occurs in the tree manager.
|
·
Personal Data has now been enhanced
to include the ability to store the marital status and marital status date as
separate information.
·
Temporary Assignment functionality
enables you to assign employees to positions or roles for a temporary period
while maintaining their substantive positions or roles. The temporary assignment takes on the
payroll characteristics of the substantive position that remain applicable to
the temporary assignment, such as bank accounts and allowances, while
allowing you to override such things as compensation when there is an
increase associated with the temporary assignment.
·
Default Pay Components and Calculate
Compensation buttons are new with the 8.3 release.
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Manage Positions Enhancements:
§ New
Default Values – when you create a new position, PeopleSoft Enterprise Human
Resources uses data that was entered in the Department, Location and Job Code
tables to insert values in some of the position data fields:
§ Standard
Hours field comes from the Salary Admin Plan table based on the location, or
from the Job Code table.
§ The
Position Title field value comes from the Detailed Position Description
field.
§ The
Salary Plan field comes from the Location table or the Job Code table
(Location table takes preference).
§ The
FLSA Status field comes from the Job Code table.
Update
Incumbent Enhancements:
§ Standard
Hours
§ Salary
Administration Plan
§ Grade
§ Step
Position
Cloning – use the Initialize button on Position Data – Description page to
clone an existing position. The Initialize button is only visible when adding
a new position.
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PeopleSoft HRMS
8.9 contains the following changes to the Job Data component in the
Administer Workforce process:
§ The
Absence System field on the Payroll page – this new field is part of the
separation of the Absence Management business process from Global Payroll.
§ The
Wage Progression Rule check box on the Salary Plan page – the system selects
this check box if the salary plan includes wage progression.
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Names
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Name fields have been
separated in Personal Data
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For organizations operating in multiple
countries, this information must be available in multiple formats. We’ve modified the Names History page to
handle numerous format requirements with ease. Once you select the specific country, the
system uses the formatting rules to display the appropriate fields in the
correct layout.
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Multiple Jobs
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Multiple Jobs functionality has been improved to
enhance the performance, consistency of use, and integration of multiple jobs
between a number of HRMS applications.
Specifically;
·
By enabling you to define which jobs contribute
earnings towards certain benefit deductions and control how the system takes
an employee’s benefit deductions when multiple jobs are paid by a single
check or individually
·
Allowing you to specify which job (or group of jobs)
controls benefits eligibility and how multiple jobs should combine to satisfy
eligibility criteria
·
You’ll be able to produce a single check for employees
with multiple jobs within a company, across pay groups. New system processes will do the correct
limit checking for deductions and taxes. Redesigned our FLSA calculations
will consider all of an employee’s when calculating.
·
You will be able to process employee job data
according to pension plan eligibility and support pension plan participants
with multiple positions in situations where not all of the positions are
covered by the pension plan as set up in the Plan Eligibility definition.
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The Multiple Jobs Flag has been removed from the
Installation Table causing the multiple jobs functionality to be always “on”
and the BRN (benefits record number) visible to all users.
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Non-Employee Information
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Tracking
and processing of non-employee data in PeopleSoft has been significantly
enhanced. Non-employees will be maintained in the Administer Workforce
menu. In addition Payroll, Stock
Administration and Pension Administration have all been enhanced to include
non-employee information.
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PeopleSoft
has redesigned the HRMS architecture to support the storing and tracking of
all person types, including contingent workers and persons of interest,
within one centralized repository. This new architecture enables personal
data to be stored once, with one ID that is retained for the duration of a
person’s tenure with the organization, regardless of changes to that person’s
working status.
Contingent
Worker – a
person who provides services to your organization under terms specified in a
contract on a non-permanent basis or who do not have a legal employee
relationship.
Person
of Interest – a
person who is not an employee or contingent worker but is of interest to the
organization and requires a job record (COBRA participants, Stock payees,
Pension payees, etc.).
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Multiple Components of Pay
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We’ll enhance the Multiple Components of Pay feature
to satisfy salary-tracking requirements for various countries. We’ll add
additional classes of components such as seniority components. To complement these new component classes,
we’ll add new automated calculations such as seniority-related payments.
These automated calculations will enable you to add a seniority component (%
of Base Pay) that is based on the amount of time an employee has spent in the
company.
Additionally, we’ll enhance our standard hours
definition. In PeopleSoft 8, we’ll
link the standard hours field to a standard frequency field that will enable
you to track the number of hours an employee has worked over a period of time
that you define. For instance, you’ll
be able to arrange for your company to track the number of hours worked per
year or per month. This feature will be very useful for organizations with
seasonal activities. We’ll also improve the flexibility of FTE
calculation by basing it on the standard hours per standard work periods that
you define. You’ll be able to specify
the default values for these variables and override them at the employee
level. You’ll also be able to choose
to apply FTE to pay components in the compensation calculation.
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PeopleSoft HRMS now includes a
comprehensive and rules-driven defaulting architecture at the salary
component level to support European salary structures. We have expanded the functionality of the
Multiple Components of Pay by adding the following features:
·
A default salary component
functionality that includes a default from location or a combination of
defaulting criteria, including the existing job code and salary defaults.
·
A Job Ratio functionality that
enables you to compare salary information based on job-related activities.
·
A Default Compensation button lets
you control when the system performs the defaulting calculations.
·
The Refresh Employee Compensation
process compiles a list of affected employees and triggers compensation
defaulting. A new report compiles a
list of previous compensation changes already performed on the affected
employees.
·
The Auto-Calculated Premium feature
enables you to accommodate any additional salary above what the industrial
tariff and other compensation defaulting rules grant to the employee.
·
The Target Compensation Rate on the
Job Data component monitors the Job Compensation rate, ensuring that job
compensation is equal or greater than the target.
·
A Rate Source Indicator identifies
the source of the compensation component in an employee’s compensation
package. Possible sources include
manual insertion, Salary Step component default value, Job Code component
default value, and Seniority Pay default value.
Rules-Driven Component Defaulting
functionality enables you to define flexible defaulting rules at the rate
code level and by linking rate codes to fields and field values from the job
record. When you enter a value on the
Job Data component that is tied to a rule in an employee’s job record, the
system will automatically update that employee’s compensation data based on
that rule.
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Monitor Health &
Safety
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As part of the delivery of Occupational
Health and Safety functionality in PeopleSoft 8.3 HRMS, we’ve added setup
tables and fields for Medication, Immunization, and Allergy to the Health
Card 2 page.
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Manage Competencies
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Manage Competencies will have redesigned competency
assignment pages. Assigning
competencies will be much simpler and more flexible with a clearer
distinction between role and individual.
Effective dating at the proficiency level will be added so that
employers can better track when their employees reach certain levels of
proficiency. Also new will be the
ability to customize the rating scales and have different scales for
different competencies.
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In PeopleSoft 8.3 HRMS you can maintain
information on the competencies and accomplishments of your employees. By
maintaining information on employee competencies and accomplishments, you can
easily consider successions based on employee experience and specific
knowledge
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The new Assign/Approve Merit Increase
component enables the user to:
§ View
the approved and completed review results for a group of employees.
§ Calculate
merit increases for a group of employees based on the review results and a
merit increase ID.
§ Adjust
the merit increases calculated by the system.
§ Approve
or deny merit increases for individual employees in the group.
§ Load
the increase information into the Job table.
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Plan Carriers and
Successions
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In the Plan
Careers business process, Geographic preference now prompts from a
table. The Plan Careers menu now
includes Geographic Preference, where you can enter your desired list of
regions.
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Administer Training
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New functionality
will support cut-session training
courses enabling you to schedule courses that do not run on consecutive days
from start to finish. A new course
session planner will give you the ability to check on the availability of
trainers and training rooms before you schedule a session. And we’ll add a group enrollment feature
that will enable you to enroll a group of employees and non-employees defined
with the new Group Build module.
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Group Build
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The
Group Build module provides a centralized area of functionality that gives
you the flexibility to define a group’s membership based upon any
user-defined criteria. The groups you
define can contain both employees and non-employees.
Once you’ve defined a group, you can use the same group throughout all
of the other PeopleSoft Human Resources compensation modules (Salary
Planning, Variable Compensation, and Total Compensation) to manage the
various aspects of employee compensation.
You’ll also be able to use the new Group Build features in the
Training Administration module in PeopleSoft Human Resources (to identify and
administer a group of workers eligible for training) and in PeopleSoft Stock
Administration (to identify a group of members eligible for the allocation of
stock awards).
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The
HR_PER501 app engine was used in release prior to 8.9 during implementation
to recalculate compensation-related JOB fields. The HR_PER501 app engine used
SQL statements to do the compensation calculation. In order for the Job Data
PeopleCode to recalculate compensation related JOB fields, the application
engine should use a component interface to open Job Data.
The
HR_PER501A application engine uses a component interface that opens the Job
Data component for each employee ID/employee record number to be processed.
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Variable Compensation
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We’ll
revise the Variable Compensation module to enhance the basic usability and
functionality of the module. These enhancements will provide for variable
compensation plan administration by groups (using the new Group Build module)
and by individuals, as well as on an ad-hoc basis. The Variable Compensation module will
support multiple plan types such as funded (top-down or bottom-up) or
non-funded plans, prorated or non-prorated plans, hierarchical and
non-hierarchical plans, monetary or non-monetary plans, stock-type programs,
and formula-driven or performance-driven plans. The Variable Compensation will also support
budgeting for variable compensation awards by plan and by defined
groups.
Also
new to the Variable Compensation module in PeopleSoft 8 will be the support of Goals Matrix plans, enhanced
management reporting, tracking of guarantees, and the ability to administer
carryover awards.
In the PeopleSoft 8 Group
Build and Variable Compensation modules, we’ll even extended our group
functionality to include the ability to develop a user-defined hierarchy of
groups. This feature will enable your
organization to administer incentive awards by a hierarchy other than its
department structure.
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Enhancements to the Manage Variable
Compensation business process now allow integration with PeopleSoft Global
Payroll. A new interface transfers variable compensation payment details to
PeopleSoft Global Payroll for processing in the next pay run.
Using application messaging functionality, award information can be
pulled from the Manage Variable Compensation business process directly into
the positive input record structure in PeopleSoft Global Payroll.
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Salary Planning
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The Salary Planning module will support budgeting and
salary planning by groups defined in the Group Build module. Enhanced
budgeting capabilities will enable you to create several budgets for the same
group and budget period.. Individual or multiple reviewers will be able to
review individual employees or groups. You’ll be able to resolve the total
points an employee receives in a review into a standard review band, and
you’ll be able to compare and adjust “actual” and “desired review” results
distributions.
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New features using multiple components of
pay, as well as new frequency factors, have been introduced for the Plan
Salaries business process.
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North American Payroll
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§ FLSA calculation enhancements will
enable you to accurately pay overtime across pay periods. In addition, organizations whose pay
periods are monthly or semi-monthly will also be able to take advantage of
this new cross-pay period processing of FLSA.
§
In
PeopleSoft 8, we’ll use API technology to exchange expense data between an
expense system (PeopleSoft or a third-party product) and the PeopleSoft North
American Payroll application. We’ll
include functionality to create pay sheets for these expenses and enable the
system to pay them through the payroll.
§
Using
API technology, which will enable the PeopleSoft Payroll system to process
employee and employer deductions and send them to accounts payable (both
PeopleSoft Payables and third-party systems) for payment to third parties.
§ We have modified the final
calculation process to lock the pay sheet from further updates once the
process has begun, thus enabling users to continue to modify employee
data. The system will provide a waning
message to the user Alerting them the payroll is in progress if changes are
being made
§ The Contract
Pay feature delivered in earlier Education and Government releases to provide
the ability to manage benefit deductions for contract pay employees who are
paid over the term of their contract.
§ Added functionality to the existing
Contract Pay feature to allow lump sum, retroactive contract payments. With this enhancement, the system will
calculate and pay the lump sum amount owed to the employee, then take that
lump sum payment into account for all future payments for the contract.
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Special Accumulator Processing
Payroll processing has been enhanced to
allow for the designation of deduction classifications to add or subtract
from special accumulators.
Accumulators are virtual “buckets” into which you can store amounts
for future use. Taxable benefits or other before-tax deductions affect the
special accumulator so that the calculation of deductions such as 401(k) and
Canadian pension plans that use the accumulator are correct.
Expanded Check Number Field
For PeopleSoft customers with a high-volume
payroll, the check number field used throughout the system has been expanded
from seven to 15 digits. This will
enable sufficient unique check numbers within a four-year period. (Most banks set a time frame of four years
after the original issue date for a check number to be reused.)
Bond Addresses
The Bond Spec Data page has been modified
to allow either an employee address or the dependent address to be selected
as the delivery address for the bond.
If a dependent is the bond owner, co-owner, or beneficiary, the
dependent address can be selected. If
the bond is to be sent to the employee’s address, an address type must be
selected. The selected address will
appear on the page for verification purposes before the page is saved.
Integration for Employee
Referral Program Awards
Companies use several methods to recruit
new employees. One of those methods is
an employee referral program, wherein current employees refer friends,
family, and former co-workers for open positions. When an employee refers someone for a
position and that person is hired, the employee may become eligible for a
referral bonus.
These bonuses are taxable income to the employee
and are paid through the company’s payroll system. For those PeopleSoft
Payroll for North America customers using PeopleSoft’s employee referral
functionality, we now provide the ability to integrate employee referral
program awards from PeopleSoft eRecruit and Recruit Workforce to PeopleSoft
Payroll for North America.
Publish/subscribe technology is used to process awards through the
payroll cycle and to record costs in HR job requisition expense data records.
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Rapid Entry Timesheet
PeopleSoft 8.8 Payroll for North America provides a
new rapid entry paysheet that will enable quick adding of basic payroll data
such as exception time reporting (illness, vacation), overtime, commissions,
and bonuses. This functionality is in addition to the paysheets feature that
currently exists in PeopleSoft Payroll for North America. Following
Bank
Transit Number Validation
We now validate U.S. bank transit numbers
entered when setting up company bank tables, employee direct deposits
(including self-service), and USF deduction and garnishment distributions.
The validation utilizes check digits to verify the transit routing number
using an algorithm published by the American Bankers Association.
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§ Sales Incentive Management – to facilitate incentive payments,
there is now a bi-directional data interface between Sales Incentive
Management and Payroll for North America.
This interface includes functionality to configure the data
integration and then manage the ongoing exchange.
§ Alternative Overtime – California legislation requires an
employer to pay overtime at the rate of one and one-half times an employee’s
regular rate of pay for hours worked over eight in a workday and twice an
employee’s regular rate of pay for hours worked over 12 in a workday. New
configuration table to define states for alternative overtime. New FLSA
translate value of “Alt OT”, attached to employee’s JOB record for
calculation of alternative overtime.
§ General Ledger Integration – enables synchronization between
PeopleSoft Enterprise Payroll for North America and PeopleSoft EnterpriseOne
General Ledger.
§ Standard Chartfield Configuration – enables consistent use of
ChartFields between General Ledger and Payroll for North America, It enables
the synchronization of ChartField configuration between the two PeopleSoft
applications, thereby providing the information necessary for more detailed
reporting of labor costs.
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Global Payroll
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PeopleSoft
Global Payroll is an innovative new payroll system that will give you control
over all aspects of your payroll operation in a multinational
environment. PeopleSoft Global Payroll
is composed of two complementary pieces:
A core payroll application that will include:
·
A payroll
rules-based engine. Our payroll
rules-based engine will provide a flexible tool that defines and executes
payroll and absence calculations.
PeopleSoft Global Payroll won’t embed payroll-specific logic or
computations in application code.
Instead, it will specify all business application logic, such as
earnings, deductions, absences, and accumulators, in terms of payroll
rules. PeopleSoft Global Payroll will
enable you to work in your preferred language or currency.
·
A
payroll-processing framework. Our
payroll-processing framework will provide a flexible way to define and
execute payroll and absence processing flows using components such as
calendars, run types, pay periods, and process lists.
·
Country
extensions. Our
country extension will:
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Be built using the core payroll application.
§
Consist of statutory and customary objects (such as
payroll rules, payroll processes, reports, and self-service applications)
that are specific to individual countries.
The
first targeted country extensions are the UK, France, Germany, and
Switzerland. These extensions will be
delivered on the PeopleSoft 8
platform in the fourth quarter of 2000 through off-cycle deliveries, meaning
that they will not be tied to the ERP calendar release. We’ll add additional country extensions to
this list in off-cycle releases following PeopleSoft
8.
The
core payroll application will be available in all the languages that
PeopleSoft supports. We’ll deliver the country extension
database objects in English and in the native languages of the target
country. We’ll deliver local statutory reports in the native languages only.
PeopleSoft
North American Payroll and PeopleSoft Global Payroll are two separate applications, each
built using the same technology (PeopleTools) and are designed to coexist in
the same database.
PeopleSoft 8 will give you the ability to run both PeopleSoft North
American Payroll and PeopleSoft Global Payroll on the same database.
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Several new features expand the
functionality of earnings and deduction processing in the PeopleSoft Global
Payroll core application. You can do the following:
·
Override the value of a supporting
element that’s used in the definition of earnings, deduction, absence take,
or absence entitlement element. Enter
these override instructions on the Supporting Element Overrides page that’s
now part of the earnings, deduction, and absence take, and absence
entitlement components.
·
Use the PRORATE system element to
prorate an earnings, deduction, absence take, or absence entitlement element
when there is no segmentation.
·
Assign an element, rather than a
numeric value, for an arrears payback amount on the Deductions - Arrears
page.
·
On the Calculation page of an
earnings or deduction component, enter instructions to execute a preprocess and/or a post process formula immediately
before or after the resolution of the earnings or deduction.
·
On the Element Name page, you have
greater flexibility in designating whether you want to store earnings and
deduction results that resolve to zero.
Positive input
refers to earnings and deduction data that are entered for a single pay
period. The data—such as hours worked
or a one-time bonus—is specific to a payee and can change each period. Currently, you can enter positive input for
one payee at a time. Enhancements to
this feature provide a faster, easier option for data entry.
·
The new Positive Input - Calendar
page enables you to enter positive input for multiple payees. You access the component by specifying the
calendar and pay group. In addition,
you can use the PI - Bulk Template page to create templates that identify
just those elements or supporting element overrides included on the Positive
Input by Template data entry page. Templates are especially helpful when you
have a lot of data for the same type of earning or deduction—for example,
quarterly bonuses or overtime hours.
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Payroll Interface
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§ Pay System flag has been moved from
the Employment record to the Job record
§ Payroll Interface check box has been
added to the Installation table
§ Multiple jobs will be supported by
Payroll interface
§ Enhanced effective dated logic in the
Payroll interface to provide the ability to export multiple effective dated
rows In order to support retroactivity needs.
§ Improved
performance with the addition of an enhanced selection process and compare
data only for employees who have had changes made in PeopleSoft HRMS since
the last time the data was exported.
§ We’ll also add the ability to write the
PeopleSoft Payroll interface export files to database tables instead of the
external files.
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