Setting Up Base Benefits Core Tables

This chapter provides an overview of the core tables for PeopleSoft Manage Base Benefits and explains how to:

Click to jump to parent topicUnderstanding the Core Tables for PeopleSoft Manage Base Benefits

Before you can begin building your benefit programs and entering your benefit plan information, some core tables must be set. This chapter discusses setting up these tables.

Click to jump to parent topicSetting Up Benefit Providers

A benefit provider is a vendor. It is the entity that sponsors the benefit plan that your company offers your employees. For example, if your company offers a Blue Cross/Blue Shield health insurance plan, Blue Cross/Blue Shield is the provider. If your organization has a self-funded medical plan but uses a third-party administrator (TPA) to handle administrative functions such as eligibility and claims, the TPA can be considered a vendor.

You use the Provider/Vendor Table component (PROVIDER_TABLE) to set up an ID for each vendor.

To include a benefit provider in the HIPAA (Health Insurance Portability and Accountability Act) EDI File Creation process, you must specify the vendor's Federal Employer Identification Number (FEIN).

Warning! If your organization uses PeopleSoft Enterprise Payroll for North America or PeopleSoft Enterprise Payroll Interface to pay a benefit vendor, add the vendor using the Payables Vendor table, not the Base Benefits Provider/Vendor table.

See Also

Setting Up Vendors

Setting Up eBenefits

Click to jump to parent topicSetting Up Dependent Relationships

Use the Dependent Relationships Table (DEPBEN_TYPE_TBL) component to define dependent relationships.

This section provides an overview of dependent relationships and discusses how to define dependent relationships.

See Setting Up eBenefits.

Note. Beneficiary relationships are not tracked because they do not have the same legal ramifications as dependents.

Click to jump to top of pageClick to jump to parent topicUnderstanding Dependent Relationships

You define the relationships—for example, child, grandparent (grandmother or grandfather), nephew, or niece (other relative)—that qualify as dependents according to your organization's rules. You cannot enroll dependents in benefits if their relationships are not defined. For example, if you had not defined child as an allowable dependent type, you couldn't enter an employee's son as a dependent. The characteristics that you apply to the relationship will be used later by the system to validate the relationship.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Dependent Relationships

Page Name

Definition Name

Navigation

Usage

Dependent Relationships Table (dependent relationship)

DEPBEN_TYPE_TBL

Set Up HRMS, Product Related, Base Benefits, Dependent Relationships Table, Dependent Relationships Table

Define dependent relationships.

Click to jump to top of pageClick to jump to parent topicDefining Dependent Relationships

Access the Dependent Relationships Table page (Set Up HRMS, Product Related, Base Benefits, Dependent Relationships Table, Dependent Relationships Table).

Relationship to Employee

Displays the relationship that you selected to access the page.

Effective Date

Enter the date on which the dependent relationship goes into effect.

Status

Select whether the dependent relationship is Active or Inactive.

If the status is Inactive, the relationship is no longer considered a valid dependent relationship.

Covered Person Type

Select the covered person type you are using to define the relationship.

The delivered values are:

  • Employee

  • Spouse

  • Child (child, grandchild, domestic partner child, other child, step child, foster child)

  • Other Qualified Dependent

  • Domestic Partner

  • Non-qualified Dependent

  • ExSpouse

Age Limit Flag

When the COBRA process for overage dependents runs, the system uses this check box to indicate which dependent roles should have the overage rules applied.

 

Certificate ID

Select to define a certification form for a relationship. The certificate ID defined here appear in the Oracle's PeopleSoft eBenefits Self-Service application.

 

Mutually Exclusive

Select to limit each participant to one dependent with a relationship that has been flagged as mutually exclusive at one time. The system allows the participant to save more than one mutually exclusive dependent in eBenefits, but makes the dependent a beneficiary. An informational message appears to the employee.

 

Gender Validation

Values include:

  • No Gender Validation: Select for no gender validation to occur.

  • Opposite Sex Only: Select to ensure that when a dependent is added or a relationship changes, that person is the opposite sex from the participant.

  • Same Sex Only: Select to ensure that when a dependent is added or a relationship changes, that person is the same gender as the participant.

Note. Certificate ID and gender validation can affect benefits certification.

See Also

Setting Up Benefits Certification

Click to jump to parent topicSetting Up Coverage Codes

To set up the coverage code that defines who can be covered by a benefit, use the Health Coverage Codes (COVERAGE_CODES) component.

This section provides an overview of coverage codes and discusses how to define coverage codes.

Click to jump to top of pageClick to jump to parent topicUnderstanding Coverage Codes

You define and manage coverage codes for your benefit programs using the Coverage Code table. You will attach these coverage codes to your benefit plan options on the Benefit Program table.

PeopleSoft Manage Base Benefits delivers nine basic coverage codes for which you define a minimum and maximum allowable for each eligible covered person type. These delivered coverage codes are described in this table:

Delivered Coverage Code

Employee Minimum / Maximum

Spouse Minimum / Maximum

Domestic Partner Minimum / Maximum

Other Qualified Dependent or Child Minimum / Maximum

Other Nonqualified Dependent Minimum / Maximum

1

Employee Only

1 / 1

not allowed

not allowed

not allowed

not allowed

2

Employee + Spouse

1 / 1

1 / 1

not allowed

not allowed

not allowed

3

Employee + Dependents

1 / 1

not allowed

not allowed

1 / 99

not allowed

4

Family

1 / 1

1 / 1

not allowed

1 / 99

not allowed

5

Domestic Partner Adult

not allowed

not allowed

1 / 1

not allowed

not allowed

6

Domestic Partner Child(ren)

not allowed

not allowed

not allowed

not allowed

1 / 99

7

Domestic Partner Adult + Child(ren)

not allowed

not allowed

1 / 1

not allowed

1 / 99

12

EE + Domestic Partner

1 / 1

not allowed

1 / 1

not allowed

not allowed

14

EE + Domestic Partner + Child(ren)

1 / 1

not allowed

1 / 1

1 / 99

not allowed

You can also define coverage codes to validate enrollments against a total number of eligible covered person types, for example, a coverage code that allows enrollment of the employee plus one dependent. The dependent can be either a spouse or a child. The system will sum the allowable covered person types defined for the coverage code rather than look at the minimum and maximum defined for each individual covered person type.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Coverage Codes

Page Name

Definition Name

Navigation

Usage

Health Coverage Codes

COVRG_CD_TBL

Set Up HRMS, Product Related, Base Benefits, Plan Attributes, Health Coverage Codes, Health Coverage Codes

Define coverage codes.

Click to jump to top of pageClick to jump to parent topicDefining Coverage Codes

Access the Health Coverage Codes page (Set Up HRMS, Product Related, Base Benefits, Plan Attributes, Health Coverage Codes, Health Coverage Codes).

COBRA Coverage Set

A 2-character code that is used to group coverage codes together for COBRA eligibility purposes. When an individual experiences a COBRA event, the system must adjust the range of coverage codes available to each qualified beneficiary. By restricting itself to a specific set of coverage codes, COBRA processing can more accurately determine which benefit options to present to a participant who is eligible for COBRA coverage. If COBRA coverage sets are not established, then COBRA processing may encounter multiple equivalent coverage codes, and eligibility determination may fail.

Total Covered Persons

Select to activate the total covered person types functionality for this coverage code.

Total Minimum Covered and Total Maximum Covered

These fields are visible only when the Total Covered Persons check box is selected.

Enter the allowable minimum and maximum covered persons. Include the employee in this count.

Allowable Covered Person Types

Covered Person Type

Select from the following values to define the relationship you have to the dependent.

Child, Domestic Partner, Employee, ExSpouse, Non-Qualified Dependent, Other Qualified Dependent, Spouse.

Note. The coverage code controls for covered person type are used in PeopleSoft Enterprise Benefits Administration.

See Defining Basic Rules for Event Classes.

Minimum Covered

Enter the minimum number of covered persons allowed.

If you selected the Total Covered Persons check box, this field is not editable.

Maximum Covered

Enter the maximum number of covered persons allowed.

If no limit applies to the number for this coverage code, enter 99.

If you selected the Total Covered Persons check box, this field is not editable.

Click to jump to parent topicSetting Up Coverage Group Codes

To set up coverage group codes, use the Life and AD/D Coverage Groups (COVERAGE_GROUP_TBL) component.

This section provides an overview of coverage group codes and discusses how to enter coverage group code information.

Click to jump to top of pageClick to jump to parent topicUnderstanding Coverage Group Codes

Life insurance and accidental death and dismemberment (AD/D) plans use coverage group codes to establish the maximum lifetime coverage allowed.

For example, if you define a coverage group code with a 500,000 USD maximum, then enter that coverage group code for a supplemental life plan and a group life plan, and associate both benefit plans with a benefit program. If you were to enroll an employee in both of those plans, the system would ensure that the employee's total coverage by both plans does not exceed 500,000 USD.

If the total coverage for a participant exceeds the coverage maximum, the system reduces the total coverage to meet the coverage maximum. When the system processes the deduction, it accumulates the coverage amounts and begins reducing coverage when the coverage group maximum is reached. The system processes plans in order of deduction priority, and if more than one plan has the same priority, it processes in increasing plan type order.

Note. Oracle's PeopleSoft Payroll uses the effective date to determine which coverage maximum to use for a particular processing cycle, according to the pay period end date.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Coverage Group Codes

Page Name

Definition Name

Navigation

Usage

Life and AD/D Coverage Groups

COVERAGE_GROUP_TBL

Set Up HRMS, Product Related, Base Benefits, Plan Attributes, Life and AD/D Coverage Groups, Life and AD/D Coverage Groups

Enter the coverage group code information that sets the maximum total life and AD/D coverage for a group of life and AD/D benefit plans.

Click to jump to top of pageClick to jump to parent topicEntering Coverage Group Code Information

Access the Life and AD/D Coverage Groups page (Set Up HRMS, Product Related, Base Benefits, Plan Attributes, Life and AD/D Coverage Groups, Life and AD/D Coverage Groups).

Effective Date

Enter the effective date for the coverage maximum.

Payroll uses the effective date to determine which coverage maximum to use for a particular processing cycle, according to the pay period end date.

Coverage Maximum

Enter the maximum total life and AD/D coverage.

This amount applies to all the life and AD/D benefit plans that you associate with the coverage group code and that you associate with one benefit program.

You connect a life or AD/D plan with a coverage group code using the Life and AD/D Plan table.

Click to jump to parent topicSetting Up FEGLI Codes

To set up Federal Employee Group Life Insurance (FEGLI) codes, use the FEGLI Code Table (GVT_FEGLI_TBL) component.

This section discusses how to enter FEGLI code information.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up FEGLI Codes

Page Name

Definition Name

Navigation

Usage

FEGLI Code Table

GVT_FEGLI_TBL

Set Up HRMS, Product Related, Base Benefits, Plan Attributes, FEGLI Code Table, FEGLI Code Table

Enter FEGLI code information.

Click to jump to top of pageClick to jump to parent topicEntering FEGLI Code Information

Access the FEGLI Code Table page (Set Up HRMS, Product Related, Base Benefits, Plan Attributes, FEGLI Code Table, FEGLI Code Table).

Click to jump to parent topicSetting Up the Service Step Table

To set up the service step table, use the Service Step Table (SERVICE_STEP_TABLE) component.

This section provides an overview of the service step table and discusses how to enter service step table information.

Click to jump to top of pageClick to jump to parent topicUnderstanding the Service Step Table

When you set up savings plans, you can define your organization's employer match according to the employee's years of service. The Service Step Table defines the different intervals, tax classification, and amount of match.

You can also define deduction classifications based on either a percentage of the employee's gross salary or a percentage of the employee's contribution amount.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up the Service Step Table

Page Name

Definition Name

Navigation

Usage

Service Step Table

SERVICE_STEP_TABLE

Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Service Step Table, Service Step Table

Enter service step table information that links the rate of employer matching contributions to an employee's length of service.

Click to jump to top of pageClick to jump to parent topicEntering Service Step Table Information

Access the Service Step Table page (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Service Step Table, Service Step Table).

After Months of Service

Enter the number of months the employee must be employed to receive the employer match.

Deduction Class

Enter the tax classification for this match.

Up to % of Employee Earnings (up to percent of employee earnings)

Enter the maximum amount of the employer match contribution percentage.

% of Employee Investment (percent of employee investment)

Enter the percentage amount of the employee contribution that the employer will match.

Example of Before-Tax and After-Tax Matching

Assume you have a 401(k) plan that's set up to match:

Here's how you set this up:

Deduction Class

Up to % of Employee Earnings

% of Employee Investment

Before

3

50

Before

6

100

After

2

25

After

4

50

After

6

100

Example of After Months of Service Rewards

This example shows how to use the After Months of Service field to create multiple service steps to reward employees for staying with the company.

After Months of Service

Deduction Class

Up to % of Employee Earnings

% of Employee Investment

0

Before

3

50

0

Before

6

100

0

After

2

25

0

After

4

50

0

After

6

100

24

Before

10

100

24

After

2

50

24

After

4

75

24

After

6

100

Click to jump to parent topicSetting Up Benefit Rates

To set up benefit rates, use the Benefit Rate Types (BN_RATE_TYPE) and Benefit Rates (BN_RATE_TABLE) components.

This section provides overviews of benefit rates and percent of gross limits and discusses how to:

Click to jump to top of pageClick to jump to parent topicUnderstanding Benefit Rates

Benefit rates are used by plan types AX (Simple Benefits), 1X (Health Benefits), 2X (Life and Accidental Death), and 3X (Disability). The Benefit Rate table defines rates in terms of flat amounts, percentages of compensation base, or rates per-unit-of-coverage. It also defines the criteria to use to select an individual rate from the table, such as age, gender, coverage code, benefit plan, or compensation range. The structure of a set of benefit rates (the rate terms and the selection criteria) is defined in the Benefit Rate Types page, while the rate data is entered in the Benefit Rates page. Benefit rate types enable you to mix and match criteria and rate terms to create benefit rates that best fit your business needs.

Click to jump to top of pageClick to jump to parent topicUnderstanding Percent of Gross Limits

Some states set a limit on the amount an employee pays for certain benefits, especially health insurance. This limit is based on a percentage of the employee's gross pay, and the percentage is defined on the Calculation Rules Table. However, this limit applies only to the portion of a benefit cost that represents coverage for the employee—the cost to cover a spouse or other family members is not subject to the limit. In general, the benefits rates do not break out costs per person. Therefore, the Benefit Rate table has a special entry area for defining what portion of the overall employee rate is subject to this optional limit.

If the percent-of-gross limit is, in fact, defined, then the system applies this limit by calculating benefit costs like this:

Lesser of [(EE Premium Amount Subject to Limit) or (Gross Pay × Limit %)] plus (Total EE Premium Amount − EE Premium Amount Subject to Limit)

Suppose that a monthly-paid employee is enrolled in family medical coverage, which has a flat rate of 300 USD per month. The amount of the employee's portion is 125 USD. The following example shows how to apply a 1.0% of gross pay limit to the employee-only coverage:

Total EE Premium Amount = 300 USD

EE Premium Amount Subject to Limit = 125 USD

Limit = 1.0% of Gross Pay

Gross Pay = 10,000 USD

The deduction is calculated as:

[Lesser of (125 or (10,000 × .01))] + (300 − 125)

= [Lesser of (125 or 100)] + (175)

= (100) + (175)

= 275 USD

The amount of the employee premium in excess of the limited deduction is 25 USD (300 − 275). This excess amount is added to the employer-paid premium.

Here's another example. Instead of the employee's single-coverage portion of the premium being a flat amount of 125 USD, assume that this is 30% of the premium amount:

Total EE Premium Amount = 300 USD

EE Premium Amount Subject to Limit = 30%

Limit = 1.0% of Gross Pay

Gross Pay = 10,000 USD

The deduction is calculated as:

[Lesser of (300 × 30%) or (10,000 × .01))] + (300 − 125)

= [Lesser of (90 or 100)] + (175)

= (90) + (175)

= 265 USD

In this case, 35 USD (300 - 265) is added to the employer-paid premium.

You can define limits on the employee's portion of a benefit premium by specifying a percent of gross limit on the Calculation Rules Table.

For example, current legislation in Hawaii requires that employers charge no more than 1.5% of an employee's gross wages for medical coverage. Only the employee's personal coverage is subject to this limit.

If the rate table indicates that the employer pays part of the premium, then any premium in excess of this final employee deduction amount (in this case, 1.5% of gross wages) is redirected (added) to the employer-paid portion of the premium. If the employer does not pay part of the premium, then no redirection occurs.

Click to jump to top of pageClick to jump to parent topicPages Used to Define Benefit Rates

Page Name

Definition Name

Navigation

Usage

Benefit Rate Types

BN_RATE_TYPE

Set Up HRMS, Product-Related, Base Benefits, Rates and Rules, Benefit Rate Types, Benefit Rate Types

Define benefit rate types.

Benefit Rates

BN_RATE_TABLE

Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Benefit Rates, Benefit Rates

Enter benefit rate information.

Amount Subject to Limit

BN_RATE_LMT_SEC

Click the Specify Optional Limit link on the Benefit Rates page.

Define the percent-of-gross limits.

Click to jump to top of pageClick to jump to parent topicDefining Benefit Rate Types

Access the Benefit Rate Types page (Set Up HRMS, Product-Related, Base Benefits, Rates and Rules, Benefit Rate Types, Benefit Rate Types).

Rate or Percent

Select Rate if you are specifying either flat amounts or rates per-unit-of-coverage, or Percent if the rate is calculated as a percentage of compensation.

Uses Compensation

This field is automatically selected if either the rate type is Percent or any of the key fields that are used will use the employee's compensation data to determine the rate.

Uses Demographics

This field is automatically selected if any of the key fields that are used will use demographic data to determine the rate.

Rate Keys

Key Nbr (key number)

The key number controls the order in which the keys appear when you create a rate table.

Field Name

The application field to use as a key in the Benefit Rate table. This list of available fields is fixed and limited to:

Note. The source of any biographical information is determined by the Source of Demographics field on the Calculation Rules Table page.

  • Age (in years): The covered person's (employee, spouse, or other dependent) age, calculated using their birth date and the Age-As-Of field on the Calculation Rules Table.

  • Benefit Base: The employee's compensation base, calculated using the several benefit base-related attributes in the Calculation Rules Table.

  • Benefit Plan: The employee's enrolled benefit plan.

  • Coverage Code: The employee's enrolled coverage code.

  • Covered Person Type: The covered person type (Employee, Spouse, Domestic Partner, Child, and so on) of the individual whose rate component is being calculated.

  • Gender: The covered person's gender.

  • Months of Service: The employee's length of service, calculated using his or her service date and the Service-As-Of attribute in the Calculation Rules Table.

    Note. The service calculation is frozen as of a termination date.

  • Smoker Status: The covered person's smoker status.

Matching Operator

Specify the type of comparison operation the system uses when attempting to match a value with the keys of a benefits rate table. Use this field to resolve each key ("=" for discrete keys such as codes, and ">," ">=," "<," and "<=" for numeric brackets.)

Note. You can define only one numeric bracket, and it must be the last key.

Delivered Benefit Rate Types

Benefit rate types delivered with your system are:

Click to jump to top of pageClick to jump to parent topicEntering Benefit Rate Information

Access the Benefit Rates page (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Benefit Rates, Benefit Rates).

Warning! PeopleSoft Base Benefits delivers a set of rates with an ID of IRS. PeopleSoft Enterprise Payroll for North America uses these IRS rates to calculate imputed income. The IRS table ID set should not be changed.

Benefit Rate Table

Use the Benefit Rate Table group box to define the structure of the rate table.

Benefit Rate Type

Select from one of the system-delivered or custom rate types.

This controls the overall structure of this rate table, especially the keys in the Rate Data section

Premium Frequency

Define how you quote the cost of benefit rates.

If the employee's pay frequency differs from the premium frequency, the system annualizes the coverage rates and divides by employee pay frequency to determine the pay period rate.

Rate per Unit

  • For a flat rate, select None.

  • For a rate that applies to each $100 of coverage, select Per Hundred.

  • For a rate that applies to each $1,000 of coverage, select Per Thousand.

Currency Code

(Optional) Select a currency code to indicate the currency in which the rate data is specified. This is for informational purposes only—the system does not perform any currency conversion during deduction or cost calculations. However, the system does use this information when you are in the Benefit Program Table pages to match available benefit rates against the currency code associated with the benefit program.

Specify Optional Limit

Click to access the Amount Subject to Limit page.

See Defining the Percent of Gross Limit.

Rate Data

Use this group box to enter either composite rates or detail rates. Composite rates are based on a specific dollar amount. Composite rates define rates as either Employee or Employer without defining a tax class. The actual tax class used is determined dynamically during processing based on the tax classes defined within the applicable deduction code. Tax classes A and B (after-tax and before-tax) are employee classes, and classes T and N (taxable and nontaxable) are employer classes. The deduction code cannot define more than one employee tax class or employer tax class unless a GTL (group term life) or DPL (dependent life) effect is involved, in which case both N and T are allowed because the T class will be managed by the imputed income processing.

You can enter rates using either the Composite method or theDetail method, but not both.

Composite Rates

Enter the rates that are based on a specific dollar amount. The appearance of the grid is based on the benefit rate type.

Age (>)

You can enter the keys based on your criteria from the benefit rate type.

Total Rate

Enter the total cost of the coverage. Include any administrative fee that you may charge.

Employee Rate

Enter the rate charged to the employee and deducted through the paycheck. This is either after-tax or before-tax, depending on the deduction code definition.

Employer Rate

Enter the rate the employer pays to subsidize the cost of a benefit. This is either taxable or nontaxable, depending on the deduction code definition.

Employee Percent

Enter the employee's portion of contribution. If you've specified a percent, this represents the percentage of base that the employee pays for the benefit.

Employer Percent

Enter the percentage of base that the employer contributes towards the benefits.

Note. The fields that appear in the Rate Data group box depend upon the rate type that you select.

Detail Rates

Access the Detail Rates tab on the Benefit Rates page.

Use the Detail Rates grid to split employee premiums across Before and After Tax, or to split employer premiums across taxable and nontaxable.

An example is premiums for domestic partner health coverage in the US, where the cost for qualified individuals can be Before Tax, but non-qualified individuals are After Tax.

Before-Tax Rates, After-Tax Rate, Non-Taxable Rate, and Taxable Rate

Allocate the total rate across the tax classes as desired. The classes here have the same meaning and impact as those specified in the deduction code. Any given tax class rate will be taken only if the deduction code being processed also has that tax class defined. You should not specify a taxable rate component for use in plans that are subject to imputed income. The system expects to generate the taxable cost for these plans.

Before-Tax Percent, After-Tax Percent, Non-Taxable Percent, and Taxable Percent

Allocate the percentages across the tax classes as desired.

Warning! Oracle's PeopleSoft Base Benefits delivers a set of rates with an ID of IRS. PeopleSoft Enterprise Payroll for North America uses these IRS rates to calculate imputed income. The IRS table ID set should not be changed.

Click to jump to top of pageClick to jump to parent topicDefining the Percent of Gross Limit

Access the Amount Subject to Limit page (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Benefit Rates, Benefit Rates), click the Specify Optional Limit link on the Benefit Rates page.

Specify the portion of the benefit rate to be subject to the percent-of-gross limit defined in the Calculation Rules Table page.

Amount Subject to Limit

Select whether the limit amounts is:

  • Entire Rate Amount

  • Flat Amount Limit

  • Not Applicable

  • Percent of Rate

Flat Amount Limit

This field is available if you selected Entire Rate Amount in the Amount Subject to Limit field.

Enter the amount that is subject to the limit.

Percent of Rate Limit

This field is available if you selected Percent of Rate in the Amount Subject to Limit field.

Enter the percentage amount of the employee rate that is subject to the limit.

Click to jump to parent topicSetting Up Annual Benefits Base Rates

Some benefits, such as life and disability insurance, can be based upon the employee's compensation rate or an annual benefits base rate (ABBR) that you define for the employee.

To set up annual benefits base rates, use the Annl Benef Base Rt Type Table (ABBR_TYPE_TBL) component.

This section discusses how to define annual benefits base rates.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up ABBR Types

Page Name

Definition Name

Navigation

Usage

Annl Benef Base Rt Type Tbl (annual benefits base rates table)

ABBR_TYPE

Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Annl Benef Base Rt Type Tbl, Annl Benef Base Rt Type Tbl

Define annual benefits base rates.

Click to jump to top of pageClick to jump to parent topicDefining Annual Benefits Base Rates

Access the Annl Benef Base Rt Type Tbl page (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Annl Benef Base Rt Type Tbl, Annl Benef Base Rt Type Tbl).

Click to jump to parent topicSetting Up Calculation Rules

To set up calculation rules, use the Calculation Rules Table (CALC_RULES_TABLE) component.

This section provides an overview of calculation rules and discusses how to define calculation rules.

Click to jump to top of pageClick to jump to parent topicUnderstanding Calculation Rules

You use calculation rules to define how deductions are calculated for each benefit plan. Calculation rules relate only to rate-based plans or plans that require a compensation base, not a coverage base. When determining calculation rules, you need to understand:

Compensation Base Versus Annual Benefits Base Rate

Calculation rules use an employee's compensation as part of the definitions. If you are going to base the employee's compensation on an amount other than the employee's regular compensation rate, you can enter an amount in the Annual Benefits Base Rate field on the Compensation page of the Job Data component.

The term Base Benefits is a generic reference to the compensation to be used, whether it is the annual compensation rate on the employee's job record or an alternate annual benefit base rate, and whether it is a single rate from a single job record or an aggregate across multiple jobs.

If a calculation rule specifies that the ABBR should be used, but the employee has not been assigned an ABBR, the system uses the employee's regular compensation rate instead.

See Increasing the Workforce.

(USF) Compensation Base

The compensation base is set through the Personnel Action Request (PAR) process. You can:

The system uses the regular adjusted compensation amount for benefit processing. The exception to this rule is FEGLI plans: you can have the system use a different base rate when processing FEGLI plans by overriding the FEGLI base. The FEGLI base mirrors the quoted total pay until it is overridden.

See (USF) Adding an Employment Instance.

As-Of Dates

The Calculation Rules Table has several as-of-date rules that you can define to control the calculation of age, service, and benefits base. These rules give flexibility in defining the reference date the system uses for interval calculations, such as age and service, or flexibility in the determination of the effective date when retrieving the base compensation data. The following rules are available:

The Age As-Of rule has the following additional options:

If you use Multiple Jobs functionality, you must also tell the system which jobs to use when calculating the employee's earnings.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Calculation Rules

Page Name

Definition Name

Navigation

Usage

Calculation Rules Table

CALC_RULES_TABLE

Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Calculation Rules Table, Calculation Rules Table

Define calculation rules by specifying salary, age, and service as of dates, as well as coverage, calculation, and rounding options for the rule.

Click to jump to top of pageClick to jump to parent topicDefining Calculation Rules

Access the Calculation Rules Table page (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Calculation Rules Table, Calculation Rules Table).

Effective Date

Must be the same as or prior to the effective dates of the one or more benefit program and benefit plan combinations that you associate the calculation rules with.

Demographics

Use Age As Of

Used to calculate rates for life plans that you associate with age-graded rates.

Use Service As Of

Used to calculate rates for plans that you base on months of service.

Source for Demographics

Designate whose personal information to use. Values are:.

  • Covered Dependent: This is useful for dependent life plans defined as sum of dependent coverage because each covered dependent has an independent coverage amount, and the premium is typically based on that individual's age, gender, and smoker status.

  • Employee

  • Spouse/Partner: This is useful for spousal life plans.

If the system cannot locate a birth date for a dependent or spouse, it generates a warning that a birth date was not located and uses the employee's age instead, while still retaining the dependent's sex and smoker status.

Benefit Base

Use Benefits Base As Of

Enter the date to use when retrieving the employee's salary if the system needs to use an employee's salary to determine a rate (for example, a compensation-banded rate table or a percent-of-salary rate table).

Source

Annual Rate

Select to make calculations using the regular compensation base entered on the Job Data - Compensation page.

Annual Benefits Base Rate

Select to make calculations using an annual benefit base rate (ABBR.)

The ABBR selected can be either the primary ABBR found on the Job Data - Benefit Program Participation page or any alternate ABBR from the ABBR Update page.

Note. For federal users, ABBR corresponds to the Total Pay field on the Expected Pay page of the PAR Compensation Data component.

Multiple Jobs

Combine Base for Multi Jobs

Select if you want to aggregate salary from multiple jobs as a basis for a rate determination. Selecting this rule activates the Group Method options.

Group Method

If you selected Combine Base for Multi Jobs, select the group method to use for selecting jobs to contribute to the total benefit base. Choose from:

  • All Flagged: All flagged jobs, regardless of benefit record number, are included in the calculation.

    Note. Flagged means that the job has the Include in Deductions check box selected on the Maintain Primary Jobs Flags page.

  • Flagged BR: All flagged jobs within the current benefit record number are included in the calculation.

  • Primary: Only the primary job within the current benefit record number is included in the calculation.

Consider Active Jobs Only

If you selected Combine Salary for Multi Jobs, select this option to have the system look only at jobs with a status of Active in the Job Data components.

Optional Rate Limit

Max Deduction % of Gross Pay (maximum deduction percentage of gross pay)

If you have employees in Hawaii, state laws mandate that employers charge no more than 1.5% of gross wages for employee-only coverage.

Use this field to establish a calculation rule with the maximum deduction percent of gross pay set to a value of 1.5 or lower. This rule will be attached to the cost row of the benefit plan coverage code associated with employee-only coverage.

This deduction calculation is performed when:

  • The Pay Calculation process is being run.

  • The plan type is Health.

  • The coverage code is Employee Only.

  • The calculation rule ID is defined.

  • The values for maximum percent of gross pay, deductions, and gross pay are all greater than zero.

The maximum deduction percent of gross pay calculation looks like this:

Deduction = (Max Percent of Gross Pay) × (Federal Taxable Gross Pay) ÷ 100.

The smaller deduction appears on the paycheck.

Click to jump to parent topicSetting Up Deduction Codes

To set up deduction codes, use the Deduction Table (DEDUCTION_TABLE) component.

This section provides an overview of deduction codes and discusses how to create deduction codes.

Click to jump to top of pageClick to jump to parent topicUnderstanding Deduction Codes

The Manage Base Benefits business process in PeopleSoft Human Resources is designed to work with PeopleSoft Enterprise Payroll for North America and PeopleSoft Enterprise Payroll Interface. Calculating deductions accurately is an important payroll function.

To set up benefit deductions:

The Deduction Table component enables you to select a plan type, enter a deduction code, and set up the deduction processing rules that enable you to specify processing details such as deduction priorities, deduction tax classifications, deduction pay period schedules, and other special payroll process indicators. The Benefit Program Table component enables you to set up the deduction calculation rules, actual rates, rules, and routines to use to determine the cost of the deduction. To calculate benefit deductions, payroll uses both the deduction processing rules from the Deduction Table component and deduction calculation rules from the Benefit Program Table.

Note. To set up the Benefit Program Table, you must enter deduction codes. Deduction codes are set up on the Deduction Table component through either PeopleSoft Payroll for North America or PeopleSoft Payroll Interface. However, if you are not using a PeopleSoft payroll application to calculate deductions, you can set up dummy deduction codes using other pages in PeopleSoft Human Resources.

Designing a Deduction Strategy

When setting up deductions, you need to make some basic decisions about your strategy before you set up deduction rules, and these decisions depend in part upon how you want to report deductions to employees.

Here's a quick reference that shows the basic benefit deduction pay stub reporting options and how to make them happen:

You Want to Report

Do This

Result on Pay Stubs

The amount for each benefit plan.

Define a deduction code for each benefit plan.

Itemized descriptions and deduction amounts appear for each chosen plan type.

One total for a plan type.

Define a deduction code for a specific plan type.

The total deduction of a plan type appears.

One total for all deductions.

Modify your pay check print program to print the total deduction for several plan type series.

For example, you might print the total deductions for all health and life plan type series, while still showing a separate deduction for a savings plan, such as 401(k).

You must modify your system because you can't automatically roll up to a higher level than plan type.

The total deduction of all plan types you modify appears.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Deduction Codes

Page Name

Definition Name

Navigation

Usage

Deduction Table - Setup

DEDUCTION_TABLE1

  • Set Up HRMS, Product Related, Payroll for North America, Deductions, Deduction Table, Setup

  • Set Up HRMS, Product Related, Payroll Interface, Deductions, Deduction Table, Setup

Create deduction codes.

Click to jump to top of pageClick to jump to parent topicCreating Deduction Codes

Access the Deduction Table - Setup page (Set Up HRMS, Product Related, Payroll for North America, Deductions, Deduction Table, Setup).

To create a deduction code, enter the effective date and the long description.

If you are using PeopleSoft Payroll for North America or Payroll Interface, refer to the documentation for those products for information about how to set up the Deduction Table component (DEDUCTION_TABLE).

See Defining Deductions.

See Setting Up Deduction Data.

Click to jump to parent topicSetting Up Special Accumulators

To set up special accumulators, use the Special Accumulator Table (SPCL_EARNS_TABLE) component.

This section provides an overview of special accumulators and discusses how to enter special accumulator information.

Click to jump to top of pageClick to jump to parent topicUnderstanding Special Accumulators

Sometimes you need to define an employee's earnings based on specific types of earnings rather than total gross earnings. Special accumulators act like a bucket, accumulating only the earning types that you want included when determining the employee's earnings.

Special accumulators are used during deduction calculations and limit testing. You might have a benefit deduction that you base on an earnings amount other than total gross.

For example, you might use a special accumulator to identify all the separate earnings to include when accumulating employee earnings for 401(k) deductions.

Typically, you want to define a special accumulator for qualified savings plans, such as 401(k), that are subject to limit testing.

You first name the special accumulator using the Special Accumulator Table. The next step is to tie specific earnings types to that special accumulator.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Special Accumulators

Page Name

Definition Name

Navigation

Usage

Special Accumulator Table

SPCL_EARNS_TABLE

Set Up HRMS, Product Related, Payroll for North America, Compensation and Earnings, Special Accumulator Table, Special Accumulator Table

Enter special accumulator information.

Click to jump to top of pageClick to jump to parent topicEntering Special Accumulator Information

Access the Special Accumulator Table page (Set Up HRMS, Product Related, Payroll for North America, Compensation and Earnings, Special Accumulator Table, Special Accumulator Table).

Click to jump to parent topicSetting Up Limits for Qualified Savings Plans

To set up limits for qualified savings plans, use the Limit Table (LIMIT_TBL) component.

This section provides overviews of limits, lists common elements used in this section, and discusses how to:

Click to jump to top of pageClick to jump to parent topicUnderstanding Limits

Certain qualified benefit savings plans may be subject to government regulations. Limits are tied to deduction codes. When your payroll department runs the pay calculation process, the system checks whether a deduction has any limits associated with it. If it does, the system runs the testing calculations and makes the limit adjustments to every affected employee's records. If a deduction cannot be taken, it is reported with the appropriate reason-not-taken code.

Click to jump to top of pageClick to jump to parent topicUnderstanding 401 Limit

The 401 limit is designed to eliminate the tax advantage that highly compensated employees have by participating in qualified plans. This limit sets up a maximum cap on the employee's annual earnings during the calculation of the employee's contribution. When calculating the employee annual earnings, the system applies the 401 limit against the Special Accumulator field defined on the Savings Plan tables, not on the Special Accumulator field on the Limit Table.

Click to jump to top of pageClick to jump to parent topicUnderstanding 402 Limit

The 402 limit imposes a flat dollar annual limit on the amount an employee can contribute as an elective deferral.

Click to jump to top of pageClick to jump to parent topicUnderstanding 403 Limit

The 403 limit defines the parameters that extend the maximum amount of the elective deferrals that an employee (with 15 or more years of service) in a qualifying organization can contribute to the 403(b) savings plans. In addition to the 403 limit, 403(b) savings plans are also subject to 401, 402, and 415 limits.

To calculate this amount:

  1. Multiply the employee's eligible earnings by 20%.

  2. Multiply the figure by the employee's total years of service.

  3. Subtract the prior year's pretax contributions.

Click to jump to top of pageClick to jump to parent topicUnderstanding 415 Limit

The 415 limit restricts the total amount an employee as well as an employer can contribute to defined savings plans. 401(k) plans are the most common type of defined savings plans to fall under Section 415, but other types include profit-sharing, money purchase pensions, stock bonuses, thrift savings, and target benefit plans.

Employee year-to-date contributions cannot exceed either of the following amounts:

If, for a given payroll, the employee's and employer's contribution exceeds the limits, the contribution must be reduced to fall within the limits. Use an other common ID when you need to keep your companies separate for tax purposes but need to maintain accurate current employee balances across companies for calculating Section 415 limits.

Click to jump to top of pageClick to jump to parent topicUnderstanding 415Z Limit

This is identical to the 415 limit with the exception that it applies to 403(b) plans only.

Click to jump to top of pageClick to jump to parent topicUnderstanding 457 Limit

Section 457 plans are deferred compensation plans offered by state and local governments and employers that are exempt from federal income tax. The amount deferred annually by an employee cannot exceed a specific flat amount or 100% of the employee's taxable income, whichever is less.

Note. Section 457 plans are not qualified plans and are not subject to the tax code's nondiscrimination and related requirements. However, they are subject to deferral limits and mandatory distribution rules that apply to qualified plans.

Click to jump to top of pageClick to jump to parent topicUnderstanding Limit Extensions

Employees who meet specific eligibility criteria and elect the applicable option can increase their elective deferrals in savings plans subject to certain limits. The increase is handled with limit extensions for which, in general, the sum of the limit table amount and the extension amount is used instead of the limit table amount. Limit extensions are stored on the Savings Management (SAVINGS_MGT_EE) record.

The limit extensions are:

See Also

Managing Savings Plans

Click to jump to top of pageClick to jump to parent topicCommon Elements Used to Define Limits

Deductions Subject To Limit

Select the deduction codes for any and all benefit plans that fall under the specified limit. This list should be as comprehensive as possible. Both general deductions and benefit plans can be specified.

To associate a limit with a deduction, enter the plan type, benefit plan, general deduction code, and deduction class.

A single plan type may require more than one deduction classification. You may have to insert rows for aftertax, beforetax, nontaxable benefit, and nontaxable pretax benefit classifications for a single 401(k) plan.

Deductions Which Add to Spcl Accum (deductions which add to the special accumulator)

Enter deductions to add to the special accumulator. These are the taxable benefits that the IRS stipulates can be included in the calculation of the limits.

The system increases the employee's eligible earnings by the total year-to-date plus the current amount of the taxable benefits that you enter here before calculating the employee's current limit.

To add a deduction to a special accumulator, enter the plan type, benefit plan, general deduction code, and deduction class.

Deductions Which Subtract From Spcl Accum (deductions which subtract from the special accumulator)

Enter the deductions that subtract from the special accumulator. These are deductions that the IRS stipulates must be excluded from the calculation of the limits. (Ordinarily, these are before-tax deductions, but you may encounter exceptions.)

The system reduces the employee's eligible earnings by the total year-to-date plus current amount of the deductions that you enter here before calculating the employee's current limit.

For each taxable benefit, fill in the plan type, benefit plan, deduction code, and deduction class.

Maximum Benefit Base

The amount that you enter in this field is determined by IRS regulations. It determines the maximum cap on the employee's annual earnings during the calculation of the employee's contribution.

Max Percent of Accumulator (maximum percentage of accumulator)

Enter the percentage amount to use when the system calculates the maximum amount that the employee can contribute.

Maximum Yearly Deduction

Enter the flat cap on yearly contributions.

Rollover Allowed

Select if you want any contribution amount that exceeds the limit to roll over to another plan type or tax class. The actual destination of the excess funds is defined on the Savings Plan Table.

Special Accumulator

Used to determine which year-to-date and current employee earnings are eligible for limit testing.

Click to jump to top of pageClick to jump to parent topicPage Used to Set Up Limits for Qualified Savings Plans

Page Name

Definition Name

Navigation

Usage

Limit Table

LIMIT_TBL1

Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table

Identify the rules that apply to the 401, 402, 403, 415, and 457 limits.

Click to jump to top of pageClick to jump to parent topicSetting Up 401(a) Limits

Access the Limit Table page for 401(a) limits (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

Click to jump to top of pageClick to jump to parent topicSetting Up 402(g) Limits

Access the Limit Table page for 402(g) limits (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

Limit Table page for 402(g) limits

Click to jump to top of pageClick to jump to parent topicSetting Up 403(b) Limits

Access the Limit Table page for 403(b) limits (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

403(b) Service Prorated By

Select the proration method to use for the 403(b) service year calculation in the Projection process. This information is taken from the employee's job record.

Elect 402(g) Cap Expansion

Select either Automatic Election, No, or Yes.

402(g) Per Year Max Average, 402(g) Annual Cap Expansion, and 402(g) Lifetime Cap Expansions

All of these fields are determined by IRS regulations. Enter the current approved standards.

Click to jump to top of pageClick to jump to parent topicSetting Up 415 Limits

Access the Limit Table page for 415 limits (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

Click to jump to top of pageClick to jump to parent topicSetting Up 415(c) Limits for 403(b) Plans

Access the Limit Table page for 415(c) Limits for 403(b) (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

Click to jump to top of pageClick to jump to parent topicSetting Up Deduction Class Order for 415 Limit Tables

If you are setting up the 415 Limit Table, access the Installation Table to set the deduction class order.

Access the Installation Table (Set Up HRMS, Install, Installation Table, Product Specific).

Benefits Deduction Class Order

EE After Tax Then PTax Benefit

When applying the 415(c) limit, the system applies the reduction first to the employer before tax contribution, then to the employee after tax contribution.

 

PTax Benefit Then EE After Tax

When applying the 415(c) limit, the system applies the reduction first to the employee after tax contribution, then to the employer before tax contribution.

Click to jump to top of pageClick to jump to parent topicSetting Up 457 Limits

Access the Limit Table page for 457 limits (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

Max Annual 457 Catch Up (maximum annual 457 catch up)

Section 457 plans have a catch-up rule. Within three years of retirement, a participant can increase the amount contributed to the savings plan. This field is determined by IRS regulations.

Click to jump to top of pageClick to jump to parent topicSetting Up User-Defined Limits

Access the Limit Table page for User Defined limits (Set Up HRMS, Product Related, Base Benefits, Rates and Rules, Limit Table, Limit Table).

User Defined Per Check Limit can be used to limit a deduction across two plans. For example, the table can be set up to limit the employer contribution across two plans.

Note. Unlike the other limits, User Defined Per Check Limit is set to limit in one pay check period. The others are set to limit plan balances.

Click to jump to parent topicSetting Up Earnings for Leave and Vacation Buy/Sell Plans

Earnings types are the various ways in which an employee might receive income. The benefit-related earnings that most concern earnings types are leave plans and vacation buy/sell plans.

To have the system process these earnings during the payroll process, you'll use the Earnings Table to create these codes. The Earnings Table stores the business rules that define how to calculate employee earnings.

Click to jump to top of pageClick to jump to parent topicSetting Up Payroll Information for Leave Accruals

This section assumes that your payroll department uses PeopleSoft Payroll for North America. If your organization uses another payroll accounting system, you'll need to ensure that the proper information is provided to the system for the correct processing of leave accruals. Follow these basic steps, making appropriate choices from your options.

  1. On the Earnings Table - Special Process page, enter the leave plan type for the leave plan you are defining in the Leave Plan Accrual group box.

  2. Select the appropriate Add To Accrual Balance check box.

    The Add To Accrual Balance selection is important during the PeopleSoft Payroll Confirm process. It enables you to indicate where the accrued hours will be posted as unprocessed data on the employee's Leave Accruals pages.

    You can choose to add hours to the Taken, Service Hours, Adjusted, Bought, or Sold accumulator.

    The Leave Accrual process retrieves data from these sections to calculate the leave accrual award and the resulting leave accrual balance.

  3. Select Taken when you want these hours to reduce the accrual balance (as in taken vacation hours or sick hours—but not regular hours).

    Select Service Hours when the associated leave plans accrue a leave balance based upon the number of hours worked, and the hours for this earnings code should be considered in the accrual calculation.

    Select Adjusted to define a special earnings type that adjusts accrual balances by adding to or subtracting from employee accrual balances.

    Select Bought or Sold only when you are using this earning as the Vacation Buy or Vacation Sell earning.

See Also

Managing Leave Plans

Click to jump to top of pageClick to jump to parent topicSetting Up Vacation Buy and Sell Earnings

Organizations typically allow employees to buy or sell vacation once, at the beginning of a plan year, based on vacation buy and sell earnings, deductions, and benefit plan rules.

To set up vacation buy/sell earnings:

  1. Access the Earnings Table - Special Process page.

  2. For Vacation Buy plans, select Bought in the Add to Accrual Balance group box.

  3. For Vacation Sell plans, select Sold in the Add to Accrual Balance group box.

See Also

Managing Vacation Buy/Sell Plans

Click to jump to parent topicSetting Up Benefits Certifications

To create a benefits certification, use the Certification Definition (BN_CERTIF_SETUP) component.

This section provides an overview of benefits certification and discusses how to define benefit certification forms.

Click to jump to top of pageClick to jump to parent topicUnderstanding Benefits Certification

The Benefits Certification contains a series of statements that you, as the administrator, need to define for a participant to answer.

You can present three types of questions, or statements, to the participant in the Benefits Certification display:

The Yes/No Question

Each Yes/No statement appears as a single statement with a radio button displayed next to it. The default display value for each response is left blank. For each statement, the resulting answer is whatever value the administrator enters as a response value multiplied by the weight value, if any.

The Rating Question

Each rating statement appears as a single statement with a set of radio buttons. This form appears similar to a typical polling statement. The default display for each response in the set is Not Selected. When evaluating each of the responses, you must select one radio button. Each radio button in each statement can have a predefined numeric value. The following example results in answers of 5, 4, 2, and 3 (assuming that they are in a sequence of 5–1).

The Multiple Choice Question

Each multiple choice statement appears as a single statement with a check box that has a designated value or rank. The default display for each response in the set of options is Not Selected. You can select one or more of the options in each statement. In the subsequent example, the statement results in an answer of 6 (assuming that they are in a sequence of 1–5).

Reviewing the Certification

When you have created your benefits certification, you can preview it by clicking the Test Certificate button on the Certification Definition page. This certificate, if assigned to a particular benefit plan or dependent relationship, will appear in eBenefit self-service to the participant.

See Also

Setting Up Dependent Relationships

Setting Up eBenefits

Click to jump to top of pageClick to jump to parent topicPage Used to Create Benefit Certification Forms

Page Name

Definition Name

Navigation

Usage

Certification Definition

BN_CERTIF_SETUP

Set Up HRMS, Product Related, Base Benefits, Certification Definition, Certification Definition

Define benefits certifications.

Click to jump to top of pageClick to jump to parent topicDefining Benefit Certification Forms

Access the Certification Definition page (Set Up HRMS, Product Related, Base Benefits, Certification Definition, Certification Definition).

Passing Value

Enter a minimum value for the certification to pass.

Apply Weighting

Select to control the display of the Weight field in the Questions group box below.

Values are:

  • None (the default)

  • Multiply: Because the answers to the questions are weighted, or have values, the system multiplies these values by a multiplier (defined here) to enable the administrator to assign more weight or importance to various questions. The Weight field is required when you select Multiply.

Test Certificate

Select to display the Certification Definition page, which appears to the participant in the eBenefits self-service application when enrolling in benefit plans. You can also test the certificate to verify that the values of the answers and the certificate are calculating properly.

Instructions

Enter instructional text to display to the participant. This is optional.

Agreement

Type

Select from Accept, Agree, and N/A. The agreement text box can be left blank, but the type needs to be defined.

Questions

Type

Select from the following values to determine the display of the Available Responses group box.

  • Yes / No: Single statements are displayed.

  • Rating: Statements with several options appear. The sequence number needs to be specified and must be unique. This type allows one or more response rows to be created; they will appear as radio buttons on the certificate. Only one answer is allowed.

  • Multiple (choice): Select from one or more statements. The sequence number needs to be specified and must be unique. This type allows one or more response rows to be created and they will appear with check boxes, so multiple responses can be selected.

Sequence Number

Enter the number next to the entry that specifies the order in which it will appear to the participant.

Weight

Enter a number that the system uses when applying weighting. The system multiplies the response by 1.

Question Text

Enter a statement for the participant to respond to.

Available Responses

The system automatically displays either:

  • Sequence Number: The system enters the sequence number.

  • Label text: Yes, No, or anything within the field size limit.