Post on 10-Feb-2016
description
Florida International UniversityHR Liaisons Meeting
February 20, 2009
AGENDA•HR Liaison Confidentiality
•Employee Classification – FICA Alternative Plan
•TimeSaver Enhancements
•Recruitment Process Re-Design
• Recruitment Consultative Model
•PeopleAdmin System Enhancements
•Training Process & Roll-out to University
Employee Classification – FICA Alternative Plan
SAL_ADMIN_PLAN DESCR001 LL Temporary Non-Students002 AF Temporary Faculty012 OF Overload Faculty013 OA Administrative Overload014 OU Staff Overload021 AP Phased Retirement051 Graduate Assistant052 Graduate Teaching
Assistant053 Graduate Research
Assistant054 Graduate Assistant in Fin
Aid061 Adjuncts091 SA Student Assistants092 CW College Work Study210 Administrative220 Faculty230 Staff240 Executive Service
Primary relationship with University – StudentEmployment – Part TimeSS/Med Taxes – ExemptFICA alternative Plan – Not eligible
Primary relationship with University – EmployeeEmployment – Part time or Full TimeSS/Med Taxes – Non-exemptFICA alternative Plan – Participant
TimeSaver Enhancements
What to Expect
-The new TimeSaver Environment will go live on March 3, 2009
-Time Card Editor enhancements now allow you to manage Time Card Editor transactions within the grid instead of navigating to a separate page.
-Time Entry enhancements now allow an employee to manage transactions within the Time Entries grid instead of navigating to a separate page or tab.
Timecard Editor Enhancements
-Perform inserts, updates, and deletes inside the time card grid rather than navigating to a separate page for each task.
- Perform tasks such as viewing employee information, viewing benefit balances, and confirming numerous time card tasks on movable popup windows. The popup windows add convenience because you do not have to navigate to another web page, and you can see the Time Card Editor grid in the background as you perform the task.
- Print a list of pay codes you can use for entering or editing transactions.
Time Entry Enhancements
-Insert, edit, and delete transactions within the Time Entries grid.
-Now you can enter punch times quicker by typing one digit of a punch time and tabbing out of the field, except for afternoon and evening times that require a “p” after the digit. Previously, you were required to enter all four digits.
-Perform tasks such as confirming time entry punches; inserting, editing, and deleting transactions as well as approving and un-approving time cards on movable popup windows. The popup windows add convenience because you do not have to navigate to another web page, and you can see the Time Entries tab in the background as you perform the task.
Live Demo
Recruitment Process Re-Design
CURRENT PRE-POSTING PROCESS
10/21/2008NEW POSITION REQUEST PROCEDURE
HR Liaison/Department and Executive Budget Manager
determine new position requirements and submit New Position Request Form to HR
HR Liaison/Department submits New Position Request Form to HR
electronically.
On receipt of approved form HR Liaison/Department keys
in position details into PeopleAdmin
HR receives email notification and finalize position
description and update Org. chart
If HR Liaison/Department decides to recruit for vacant
position, an email notification is sent to HR for action.
HR evaluates and assigns position title, job category, class code, FLSA, conducts a salary
comparative analysis and pay grade.
The New Position Request Form is duly completed by HR and returned
electronically to HR Liaison/Department.
HR Liaison/Department communicates intent to HR
before completing New Position Request Form
PROPOSED PRE-POSTING PROCESS
10/21/2008NEW POSITION REQUEST PROCEDURE
Hiring Official/HR Liaison has discussion with Compensation
Administration to:- Discuss departmental needs
- Establish appropriate classification-Establish target salary range
EABM assigns position number and HR Liaison submits Position Description to Compensation for
approval and transition to Recruitment.
HR receives email notification and finalize position
description and update Org. chart
If HR Liaison/Department decides to recruit for vacant
position, an email notification is sent to HR for action.
Hiring Official has discuss with Area VP to:
-Discuss approved position-Get signature approval for
recruitment of candidate within target salary range
PROPOSED CHANGES TO “CREATION OF NEW POSITION” PROCESS
STEP 1- Conversation begins with Compensation Administration to:
•Discuss departmental needs
•Establish appropriate classification
•Establish target salary range
STEP 2- Conversation with area Vice President to:
•Discuss proposed position
•Get signature approval for recruitment of candidate within target salary established
STEP 3- Final Step:
•Assignment of position number by EABM
•Submission of position description to Compensation Administration for approval and transition to Recruitment
IMPROVEMENTS & EXPECTED EFFICIENCIES
A Re-Designed Front-End Process which will Enhance Communications and Streamline the Overall Process
Single Signature Routing Process to Authorize Target Salary Range, Posting, Selection and Hire
Empowerment & Accountability of Management
A Seamless Transfer of Information between Compensation and Recruitment
RECRUITMENT CONSULTATIVE MODEL
“Client-Centered” Approach
Recruiters serve as:ConsultantsAdvisorsBusiness Partners
EEO Guidance and Advisement
RECRUITMENT CONSULTATIVE MODEL
•Discuss EEO/AA Hiring Goals
•Review Position Attributes
•Select appropriate Recruitment option
•Provide Policy & Procedural Overview
•Set Recruitment Timeline
•Solidify recruitment plan
•Advertise positions
•Pre-screening applicants
•Interview and Select Finalists
•Background & Reference Checks
•Set salary & Extend Offers
•Start On-boarding Process
INTRADEPARTMENTAL RECRUITMENT PROCESS (VACANT POSITION)
STEP 1- Recruitment Consultation initiated
STEP 2- Three-Day Posting
STEP 3- Interview qualified candidates
STEP 4- Select candidate and offer position
STEP 5- Continue process
INTRADEPARTMENTAL RECRUITMENT PROCESS (NO VACANT POSITION)
STEP 1- New description evaluated by Compensation
STEP 3- Three Day Posting
STEP 4- Interview qualified candidates
STEP 5- Select candidate and proceed with promotion
*For Promotions at Coordinator level and above
INTERDEPARTMENTAL RECRUITMENT PROCESS
STEP 1- Recruitment Consultation initiated
STEP 2- Five-Day Posting to University community
STEP 3- Interview qualified candidatesSTEP 4- Select candidate and proceed with transitional conversation with current supervisor
STEP 5- Offer position
IMPROVEMENTS & EXPECTED EFFICIENCIES
Created a Model to Empower Recruiters as “Business Partners”
Reduced the “Time-to-Fill” Vacancies
Improved Communication with Applicants
Reduced Internal Applicant Frustration by Introducing Intra-Departmental Process
PEOPLEADMIN SYSTEM ENHANCEMENTS
Bundling Project•Streamlined process for end-users
•Create seamless transfer of information from Compensation to Recruitment
•Enhance Applicant communications through increased email notifications
TRAINING PROCESS & ROLL-OUT
• Upcoming Training:
• All HR Liaisons & EABM
• 2 Training Sessions-1st & 2nd week in March
• Hands-on
• Roll-out of new site by March 31, 2009
RECRUITMENT PROCESS RE-DESIGN
QUESTIONS?