Add Employment Instance (JOB_DATA_EMP)

• Workforce Administration, Job Information

• Workforce Administration, Personal Information, Organizational Relationships

Add a new employment organizational instance for a person who doesn't have applicant information in the system.

• (FPS) Hire Employee (EE_HIRE)

• (USF) Hire Employee USF (EE_HIRE)

(FPS) Workforce Administration, FPS Business Rules

(USF) Workforce Administration

Add a new employee who doesn't have applicant information in the system.

Template-Based Hire (HR_TBH_JOB)

• Workforce Administration, Template-Based Hire

• Manager Self-Service, Job and Personal Information, Add Template-Based Hire

Add a new hire by picking a pre-configured template and completing a simple data entry page.

Once the data is entered it can be saved directly to the database, submitted for processing or saved for later.

• Hire (HR_MANAGE_HIRES)

• (FPS) Hire

• (USF) Hire USF (ER_GVT_HIRE_LAUNCH)

Workforce Administration, Personal Information, Organizational Relationships, Manage Hires

Add a job applicant with information in the system, added through the Recruit Workforce business process.

When you use these components to hire an applicant, the information that you've already entered in the system becomes part of the worker's record, including the referral source information. All other fields on these pages are documented in this chapter.

Note. (USF) Federal users can find information on hiring job applicants in the Recruit Workforce business process.

(FPS) French Public Sector users can find information on hiring job applicants in the Recruit Workforce business process.

Add Contingent Worker Instance (JOB_DATA_CWR)

• Workforce Administration, Job Information

• Workforce Administration, Personal Information, Organizational Relationships

Add a contingent worker organizational instance.

Add POI Instance (JOB_DATA_POI)

• Workforce Administration, Job Information

• Workforce Administration, Personal Information, Organizational Relationships

Add a POI organizational instance for a person who does not comprise the workforce but for whom you require a job record.

• Add Additional Assignment (ADD_PER_ORG_ASGN)

• (FPS) Add Concurrent Empl Record FPS (HIRE_DATA_BIS)

• (USF) Concurrent Hire USF (EE_CONC_HIRE)

Workforce Administration, Job Information

Note. Access the Concurrent Job component from the Add Additional Assignment component (ADD_PER_ORG_ASGN).

Add an additional employment instance for an employee or contingent worker.

Job Data (JOB_DATA).

Workforce Administration, Job Information

Update (including adding temporary assignments) the job record of an employee, contingent worker, or POI.

Organizational Instance

Organizational Instance Record

0

Original Start Date

February 2, 2002

The system entered the effective date of the job data record as a default value, but the HR administrator overrides it to enter Bobby's start date at company XYZ.

Last Start Date

January 01, 2007

First Start Date

Note. This is the hire date used in all reports tracking hires.

January 01, 2007

Termination Date

blank

Org Instance Service Date

January 02, 2007

The system entered the effective date of the job data record as a default value, but the HR administrator overrides it to the date from which the company calculates service for acquired employees.

Organizational Assignment

Last Assignment Start Date

January 01, 2007

First Assignment Start

January 01, 2007

Assignment End Date

blank

Organizational Instance

Organizational Instance Record

0

Original Start Date

February 2, 2002

Last Start Date

January 01, 2007

First Start Date

January 01, 2007

Termination Date

blank

Org Instance Service Date

January 02, 2007

Organizational Assignment

Last Assignment Start Date

June 3, 2007

First Assignment Start

June 3, 2007

Assignment End Date

September 10, 2007

Organizational Instance

Organizational Instance Record

2

Note. Notice that the organizational instance record number does not follow in sequence with Bobby's other instance, but that it matches the ERN of the job data record created under the new instance.

Original Start Date

September 15, 2007

Last Start Date

September 15, 2007

First Start Date

September 15, 2007

Termination Date

blank

Org Instance Service Date

September 15, 2007

Organizational Assignment

Last Assignment Start Date

September 15, 2007

First Assignment Start

September 15, 2007

Assignment End Date

blank

Organizational Instance

Organizational Instance Record

0

Original Start Date

February 2, 2002

Last Start Date

January 1, 2007

First Start Date

January 1, 2007

Termination Date

January 15, 2008

Org Instance Service Date

January 2, 2007

Organizational Assignment

Last Assignment Start Date

January 1, 2007

First Assignment Start

January 1, 2007

Assignment End Date

January 15, 2008

Organizational Instance

Organizational Instance Record

2

Original Start Date

September 15, 2007

Last Start Date

September 15, 2007

First Start Date

September 15, 2007

Termination Date

blank

Org Instance Service Date

September 15, 2007

Organizational Assignment

Last Assignment Start Date

January 14, 2008

First Assignment Start

January 14, 2008

Assignment End Date

blank

Work Location

The default value for the Action field is Hire

The default value for the Action field is Add Contingent Worker

The default value for the Action field is Add Person of Interest

Work Location

Payroll Status

Job Status

Job Status

Payroll

Employee Type

Pay Type

Pay Type

Employment Information

Provider ID

Provider ID

Position-related fields are unavailable for entry in several Administer Workforce pages. When you select a position number for the person in the Position Number field, the system updates the position-related fields with the values associated with the position in the Position Data component.

The position-related fields are available for entry until you enter a position number in the Position Number field and move out of the field. The system updates the position-related fields with the values associated with the position in the Position Data component and makes them unavailable for entry.

April 1, 2008

Pay rate change

Merit

45883

94010333

April 1, 2004

Rehire

New position

45883

94010333

Rehired as full-time employee.

March 31, 2004

Termination

45883

20091

April 1, 2000

Hire

Temporary assignment

45883

20091

Hired as contingent worker.

May 31, 2006

Transfer

Completion of intercompany transfer

64096

90014278

Transferred back to home company.

May 8, 2005

Transfer

Intercompany transfer

64096

95034278

Transferred to host company.

April 1, 2000

Hire

New graduates

64096

90014278

Hired as a full time employee.

Go To Row

Click icon to enter a date or row number in which you would like to view.

Benefits Program Participation

Click to Access the Benefit Program Participation page.

Cross Border Worker

Select if the person lives in one country and works in another. These people have special tax and social security needs.

Employment Data

Click to access the Employee Information page.

Earnings Distribution

Click to access the Job Earnings Distribution page.

FA Holiday Type (festive advance holiday type)

Select the festive advance holiday type.

Festive Advance Eligible From

Select the date on which the person becomes eligible for the selected festive advance pay program.

Festive Advance Pay Program

Select the festive advance pay program for the person.

Job Data

Click to access the Work Location, Job Information, Job Labor, Payroll, Salary Plan, and Job Data - Compensation pages.

Military Status

Select the person's current military status.

Owns 5% (Or More) of Company

Select if the person owns five percent or more of the company. The system uses this field to identify highly compensated employees for the Non-Discrimination Testing – 401(k)/401(m) report (NDT004) in the Manage Base Benefits business process of PeopleSoft Enterprise Human Resources.

Regulatory Region

Select the regulatory region.

Religion

Select the religion. You set up religion on the Religions page.

Note. (AUS and NZL) Set this field to Not Applicable.

Security Clearance

If the person receives a security clearance, enter the level of clearance: Classified, Secret, or Top Secret.

Work Location

JOB_DATA1

• Workforce Administration, Job Information, Add Employment Instance, Work Location

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Work Location

• Workforce Administration, Job Information, Add Contingent Worker Instance, Work Location

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Work Location

Enter position and location information for a person's job, including the regulatory region, company, department, and location.

Job Information

JOB_DATA_JOBCODE

• Workforce Administration, Job Information, Add Employment Instance, Job Information

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Job Information

• Workforce Administration, Job Information, Add Contingent Worker Instance, Job Information

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Job Information

Enter information about a person's job, including status, employee class, shift, or standard hours.

Job Labor

JOB_LABOR

• Workforce Administration, Job Information, Add Employment Instance, Job Labor

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Job Labor

• Workforce Administration, Job Information, Add Contingent Worker Instance, Job Labor

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Job Labor

Enter National Labor agreement data if the employee or contingent worker belongs to a National Labor agreement.

Payroll

JOB_DATA2

• Workforce Administration, Job Information, Add Employment Instance, Payroll

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Payroll

• Workforce Administration, Job Information, Add Contingent Worker Instance, Payroll

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Payroll

Enter payroll processing data. The payroll system and pay group information that you enter here affects component compensation processing on the Job Data - Compensation page.

Salary Plan

JOB_DATA_SALPLAN

• Workforce Administration, Job Information, Add Employment Instance, Salary Plan

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Salary Plan

• Workforce Administration, Job Information, Add Contingent Worker Instance, Salary Plan

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Salary Plan

Enter information about a person's salary plan.

Compensation

JOB_DATA3

• Workforce Administration, Job Information, Add Employment Instance, Compensation

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Compensation

• Workforce Administration, Job Information, Add Contingent Worker Instance, Compensation

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Compensation

Enter compensation information.

Contract Change Prorate Options

JOB_CNT_CHG_SEC

Click the Contract Change Prorate Option link on the Compensation page.

Choose how to handle contract pay when there is a change to the contract amount.

Employment Information

EMPLOYMENT_DTA1

• Click the Employment Data link at the bottom of the Add Employment Instance component.

• Click the Employment Data link at the bottom of the New Employment Instance component.

• Click the Employment Data link at the bottom of the Add Contingent Worker Instance component.

Enter optional data, such as a worker's business title.

Job Earnings Distribution

JOB_DATA_ERNDIST

• Click the Earnings Distribution link at the bottom of the Add Employment Instance component.

• Click the Earnings Distribution link at the bottom of the New Employment Instance component.

• Click the Earnings Distribution link at the bottom of the Add Contingent Worker Instance component.

• Click the Earnings Distribution link at the bottom of the New Contingent Worker Instance component.

Distribute a person's compensation for one job among different departments, job codes, accounts, shifts, position numbers, or general ledger pay types. If the person's pay is regularly charged to more than one cost center, designate how much to allocate to each cost center.

Benefit Program Participation

JOB_DATA_BENPRG

• Click the Benefits Program Participation link at the bottom of the Add Employment Instance component.

• Click the Benefits Program Participation link at the bottom of the New Employment Instance component.

• Click the Benefits Program Participation link at the bottom of the Add Contingent Worker Instance component.

• Click the Benefits Program Participation link at the bottom of the New Contingent Worker Instance component.

Specify the benefit program in which a person is enrolled for benefits in PeopleSoft Enterprise Human Resources or PeopleSoft Enterprise Benefits Administration.

Person Checklist

PERSON_CHECKLIST

Workforce Administration, Personal Information, Organizational Relationships, Person Checklist, Person Checklist

To ensure that the human resources administrators perform all the required administrative tasks for a person, create a checklist listing all the items that need to be completed and the person responsible for completing them.

Person Applicant Information

PERS_APPL_INFO

Workforce Administration, Personal Information, Organizational Relationships, Person Applicant Information, Person Applicant Information

Define applicant referral information.

Person Assignment Checklist

EMPLOYEE_CHECKLIST

Workforce Administration, Personal Information, Organizational Relationships, Person Assignment Checklist, Person Assignment Checklist

To ensure that the human resources administrators perform all the required administrative tasks for an employee, create a checklist listing all the items that need to be completed and the person responsible for completing them.

Service Component

Indicate the employee's service type for their military service, such as regular, activity reserve, and so forth.

Component Category

Enter a service component category to further define for the service component for this person.

SSN Employer (social security number for employer)

Enter the company SSN, as assigned by the Spanish government, that applies to this person.

Internal EmplID (internal employee ID)

Enter the person's internal ID.

You can store an internal emplID if the company uses meaningful employee IDs, and those IDs themselves need to change with certain employee data changes such as employment type changes. Internal EmplIDs also appear on the JPN Job Summary page, and you can search the system by internal EmplID.

See Understanding Identification Assignment.

Intercompany Transfer Flag

Specify whether the data that you enter on the page is home or host company information. The system uses this value in conjunction with intercompany transfer-related action or action reason codes to check the validity of the entries. Values are:

• Home Company Information: Select if another company's worker joins the company in an intercompany transfer.

• Host Company Information: Select if one of the workers is on intercompany transfer to another company.

Select the blank value at the top of the list to remove all entries.

Company

Select the home or host company. The home or host company ID is a prompt value from the Company component (for internal company transfers) and the IC Trans External Company/Dept page (for external company transfers).

Business Unit

Select the home or host business unit for internal company transfers only. Your entry in this field controls the Department and Supervisor Level field values in the Internal Company group box due to setID functionality for business units.

Department

Select the home or host department. The home or host department ID is a prompt value from the Departments component (for internal company transfers) and the IC Trans External Company/Dept page (for external company transfers).

Supervisor Level (external supervisor level)

Select the home or host supervisor level. This value is a prompt value from the Supervisor Lvl Table component (for internal company transfers) and the IC Trans External Superv Lvl page (for external company transfers).

Transfer Start Date

If you enter host data, enter the start date of this intercompany transfer.

Don't enter a date if the action is RET (retirement) and the reason is PIT (permanent intercompany transfer).

Transfer End Date

If you enter host data, enter the expected end date of this intercompany transfer.

Don't enter a date if the action is RET and the reason is PIT.

The end date must be equal to or later than the effective date of the worker's current job record.

Job Code

If you have specified a job code for the position you associated with this person, the system enters a default job code and this field becomes unavailable for entry, unless you click the Override Position Data button on the Work Location page.

If you haven't assigned the person to a position, select the job code for this person.

Note. If you are attaching this person to a labor agreement on the Job Labor page and that labor agreement is associated with job codes, you must select a job code that is valid for the labor agreement.

PeopleSoft Enterprise Payroll for North America uses this field to create a pay line on a person's paysheets. The system creates a pay earnings record for each active job code on the person's employment record.

See Assigning Job Codes to Labor Agreements.

Entry Date

When you leave the Job Code field, the system displays the date on which the person is first assigned to this job code. If you are using position management, this field is unavailable for entry, unless you click the Override Position Data button on the Work Location page.

Supervisor Level

Supervisor levels are a class of position that represent levels of some managerial or supervisory significance and can be used as another type of employee identifier.

If you have specified a supervisor level for the position you associated with this person, the system enters a default supervisor level and this field becomes unavailable for entry, unless you click the Override Position Data button.

If you did not assigned the person to a position, select the supervisor level code for this person, if applicable.

See Defining Additional Employment Setup Data.

Supervisor ID

If you use position management, don't use this field. Use the Reports To field to identify the position number to which this person reports. This field is unavailable for entry, unless you click the Override Position Data button.

If you have not assigned the person to a position and you assigned a manager ID to a department in the Department table, a default supervisor ID appears.

If you did not designate a manager ID on the Department table, enter a supervisor ID here, if applicable.

Note. Specify the person's department code before you enter a new supervisor ID. If you enter a supervisor ID before you select a department code, the system overrides the ID each time that you enter or change the person's department.

Reports To

Displays the position number, title, and name of the manager associated with this position.

If you have specified a reports to number for the position you associated with this person, the system enters the default value and this field is unavailable for entry, unless you click the Override Position Data button.

If you have not assigned the person to a position and you assigned a reports to ID to a department in the Department table, a default reports to ID appears.

If you did not designate a reports to ID on the Department table, enter a reports to ID here, if applicable.

Regular/Temporary

Defaults from the position number you associated with this person, and this field is unavailable for entry, unless you click the Override Position Data button.

If you have not assigned the person to a position, the system displays the default value from the Job Code Table. You can override this value.

Full/Part

Defaults from the position number you associated with this person, and this field is unavailable for entry, unless you click the Override Position Data button.

If you have not assigned the person to a position, indicate whether the worker is full-time or part-time.

Note. The Manage Base Benefits business process uses the values that you select in the Regular/Temporary and Full/Part fields to determine eligibility requirements.

PeopleSoft Enterprise Payroll for North America uses the full-time or part-time information in conjunction with the holiday schedule. When a holiday falls within a pay period, Payroll for North America prorates the holiday hours for part-time workers. However, proration is based on the standard hours for the worker, not for the pay group.

Empl Class (employee class)

Select an employee class, which provides another method of grouping workers. Examples may include Assignee, Expatriate, or Intern. Employee classes are included in the Employee Class table. To override, access this page in correction mode.

The list of values depends on the regulatory region that is specified on the Work Location page and the setID values entered in the Employee Class component.

Note. (GBR) The Northern Ireland Fair Employment Monitoring report (UKNI001) uses the employee class to determine the classification of workers. If the organization submits this report, you must use the required employee classes for the report to work correctly.

(JPN) Select Host ICT (Hosting Intercompany Transfer) to flag those workers that are hired on an intercompany transfer basis when the company is the host company.

See (GBR) Meeting Regulatory Requirements for the United Kingdom.

Officer Code

Identify highly compensated workers for the Non-Discrimination Testing - 401(k)/401(m) report (NDT004). The default value is None.

Regular Shift

Defaults from the position number you associated with this person, and this field is unavailable for entry, unless you click the Override Position Data button.

If the worker is working shifts, select the appropriate shift. If the worker doesn't work shifts, leave the Shift Rate and Factor fields blank. The default value is N/A (not applicable).

Shift Rate and Shift Factor

If you selected the Specified at Employee level option on the Shift table, enter the shift differential for this worker and job.

Enter the shift differential as a rate (flat amount), a factor (percentage), or both. Use the first field to enter a flat amount and the second field to enter a percentage.

Note. To apply the same shift differential to a group of workers who work the same shift, enter shift information in the Shift table in Payroll for North America. If you specify the differential on the Shift table, the system does not use shift rate information from Job data.

See Setting Up the Payroll Process.

Duties Type

For jobs where the action or reason is temporary assignment, select the type of duties for the temporary assignment from the Temporary Duties Type table. You can use this feature only if the Automatic Job Suspension check box is selected on the Installation Table - Product Specific page.

Encumbrance Override

Select to override encumbrance processing at the job level when you create a new organizational instance or add a concurrent job for a worker date if the department uses Commitment Accounting.

Standard Hours

Displays by default the standard hours for the worker. Change the default value, if required.

Work Period

Select a standard work period, the time period during which workers must complete the standard hours.

The system uses the annualization factor of the standard work period in combination with the standard hours to calculate full-time equivalency.

FTE (full-time equivalency)

Displays the percentage of full-time work that the worker should normally work in this job. The system calculates this value based on the standard hours entry for this job and the standard work period. However, you can override the system-calculated FTE and enter any value. The system issues a warning if you enter a value that is greater than 1.0.

Combined Std Hours/FTE (combined standard hours/full-time equivalent)

Displays the total standard hours that are assigned to the worker for all active jobs combined and the worker's total FTE status for all active jobs combined.

For example, if a worker holds two jobs, one as a professor with an FTE of .5 and one as a physician with an FTE of .35, the worker's combined FTE is .85 (.5 + .35 ). You can't change or delete this information.

Note. The combined FTE that appears here may be different from the total FTE that is calculated for benefits administration eligibility. Combined FTE on this page is the sum of a worker's individual FTEs from active jobs only.

Contract Number or Next Contract Number

Select the worker's contract number or click the Next Contract Number to associate a contract with a person, if applicable.

Note. Existing contracts that have a value in the End Date field (the system displays this field on the prompt page) are not valid selections. The system populates the contract end date when the contract is terminated. If you know when the contract will end, enter the date in the Contract Expected End Date on the Contract Status/Content page.

Note. (ESP and FRA) This is a required field when the action is hire, rehire, or transfer for workers who belong to a Spanish or French regulatory region. View the prompt values in the Contract Number field to view all active contracts for that worker. If the worker has no active contracts in the system, click the Next Contract Number button; the system assigns a new contract number. When you save, the system warns you that you must update the contract information for the new contract number that is automatically created for this worker. Access the Contract Data component using the new contract number, and make the necessary updates.

Contract Type

Displays the contract type that is associated with the contract number that you select.

Job Family

Select a job family to categorize the job for this service member.

Function

Select the code that best categorizes the job for this person by function, such as administrative, legal, or management. If you change the job family after entering the function, this field will be deselected.

Subfunction

Enter a subfunction to further categorize the job function. If you change the job family for function after entering the subfunction, this field will be deselected.

Salary Packaged

Select to transfer the worker's salary packaging information into the job data component.

Payroll Tax State

Enter the code for the state in which the worker is paid and for which the organization pays the payroll tax.

Annual Contact Hours

Enter the calculated annual contact hours for this worker.

Type of Appointment and Appointment Duration

Select the type of appointment. If you select Limited, enter an appointment duration.

Teaching Weeks

Enter the number of teaching weeks for this worker.

Job Classification

Select the DETYA job classification.

Cross Border Worker

Select if the person lives in one country and works in another. These people have special tax and social security needs.

Contract Salary Type

Enter the contractual salary code for RAIS.

SEFIP Category

Select the worker category for SEFIP.

Occupation Code

Enter an occupation code based on the Brazilian Code of Occupation (CBO). Leave this field blank if the CBO that is associated with the position code is valid.

Note. Go to www.mte.gov.br to view a list of CBOs.

Membership Union

Enter the union code that details how to calculate and pay the worker's monthly union dues.

Function Code

Select the appropriate code for the worker.

Cross Border Worker

Select if the person lives in one country and works in another. These people have special tax and social security needs.

Industrial Activity

Displays the social security number (SSN) employer assigned to the employee. This industrial activity code defines the percent to calculate contributions for work-related accidents and occupational disease

Occupation Code

Assign a specific occupational code from the list provided by Social Security if the industry activity done by the employee doesn't match the general activity defined for the social security number he is assigned to. This occupational code determines the percent to calculate contributions for work-related accidents and occupational disease.

Note. This information replaces the social security risk code.

Matricula Number and Next Matricula Number

Enter or click the button to enter a matricula number. The Spanish government requires every worker to have a matricula number. Employers use this number to compile a matricula book that reports workplace statistics to the government. You maintain matricula numbers in the Location table.

Hours Type

Select the appropriate hours type from the list. Different hours type options affect a worker's compensation and standard hours.

This field is for information only. No payroll calculation is based on information in this field.

3 × 8

Indicates a shift work pattern. For example, in the manufacturing or industrial sector, production can continue around the clock. The production workers are split into three groups with each group working one after the other, eight hours a day. Periodically the workers shift to another group. Shift workers who are working the 12 p.m. to 8 a.m. shift move to the 8 a.m. to 4 p.m. shift. Because this type of work schedule implies a lot of constraints to a worker's personal life, these workers are often paid a shift bonus.

2 × 8

A shift work pattern that is similar to the 3 × 8 option, except that there are two work shifts instead of three.

STA

Work hours follow a regular pattern using the job's standard hours as indicated on the Job Date - Job Information page.

IND

Work hours follow a regular pattern that is different from the company's default standard hours. Indicate the number of hours in the Standard Hours field on the Job Date - Job Information page.

Paid Hours

Displays the number of hours for which the worker is paid. The system enters the value that is defined for standard hours (defined for the job code for this worker) as the default in this field only for workers who are part of a French regulatory region.

Paid Work Period

Select the period in which the worker should work. If the regulatory region to which the worker is assigned is French, the system inserts the work period that is defined on the Job Code Table - Job Code Profile page as the default value. Values are:

A: Annual

B: Biweekly

C: Contract

D: Daily

F: Every four weeks

M: Monthly

Q: Quarterly

S: Semimonthly

W: Weekly

Paid FTE

Displays the ratio of the paid hours to the standard hours reference for workers whose regulatory region is French. The system calculates and inserts a value for this field.

Hiring Category

If the worker is hired from a special hiring category, indicate the category here. Values are: CIG, Mobility, Protected, Unemployed, and Weak Wrap.

Type of Part-Time

If the worker is part-time, indicate the type. Values are: Cyclic (employed only for a certain period of the year, either full or reduced hours), Horizontal (employed five days per week with fewer than full-time hours), and Vertical (employed full-time on certain days but fewer than 40 hours per week).

Percentage

Define the percentage of part-time.

Turnover Action

Select the turnover action (for example, Layoff or Termination) causing the change in the worker's job. The value that you enter appears in the Equal Opportunities reports.

Turnover Reason

Select the reason for the turnover action. The value that you enter appears in the Equal Opportunities reports.

Productive Unit

Select the worker's productive unit. You use productive units to group workers based on agreements between unions and employers.

Work Day Hours

Enter the standard workday hours that are used for payroll and leave calculations.

Worker Type

Define the person's worker type. Values are: Construction Eventual, Eventual Worker, and Permanent Worker. This field is used for reporting the type of worker to the SUA.

IMSS Location Code

Specify the location code. This field is used to indicate the location of the worker to the SUA.

Week/Reduction Schedule (reduced weekly schedule)

Specify the reduced work schedule for the worker. Values are: 1 Day per Week, 2 Days per Week, 3 Days per Week, 4 Days per Week, 5 Days per Week, Complete Week, and Workday Less than 8 Hours.

IMSS Termination Date

Enter the IMSS termination date.

Salary Type

Select the salary type that the worker receives. Values are: All Salaries, Fixed Salary, Mixed Salary, and Variable Salary. This field is used for reporting to the IMSS.

Workdays / week

Enter the average number of working days per week. The default value is 5, reflecting a full-time job. Enter 0 for standby workers who are only working on demand.

You receive a warning if the number of working days is inconsistent with the full- or part-time parameter.

Note. From January 1, 2006, PeopleSoft Enterprise Global Payroll for the Netherlands no longer uses this field to calculate social security premiums for part-time workers. For further information refer to the PeopleSoft Enterprise Global Payroll for the Netherlands PeopleBook.

Tax Code

Enter the worker's tax code for the current tax year.

Tax Basis

Select the basis that is used to calculate the worker's tax.

FLSA Status (Fair Labor Standards Act status)

FLSA status indicates whether this job is exempt or nonexempt according to the Fair Labor Standards Act. FLSA status also helps determine benefits eligibility in PeopleSoft Enterprise Benefits Administration.

The FLSA status defaults from the position number you associated with this person, and this field is unavailable for entry, unless you click the Override Position Data button.

If you have not assigned the person to a position or you click the Override Position Data button and change the job code, then the system populates the fields by default from the job code. You can override the defaults

Work Day Hours

Enter the workday hours. The workday hours information is used in the FLSA calculation for the basic rate formula.

EEO Class (Equal Employment Opportunity class)

Displays a regulatory status for this job based on the job code that you assign the worker.

Tariff

Displays the tariff, which is a labor contract between the union and the employers' association. The default comes from the worker's location listed in the Location table. You can override this default.

Tariff Area

Displays the tariff area, which is usually associated with geographical regions in Germany. The tariff area comes from the worker's location that is listed in the Location table. You can override this default.

Performance Group

Select a performance group, such as blue collar or white collar.

Labor Type

Specify if a worker is management or nonmanagement. Depending on where this worker belongs, different sets of human resources laws and rules apply. One rule concerns which internal labor committee monitors personnel actions.

Spokesmen Committee ID

If you identify a worker as management in the Labor Type field, then the Spokesmen Committee is responsible for the worker, and this field appears. The Spokesmen Committee ID for this worker comes from the worker's location in the Location table.

Union Date

Enter the date on which the worker joins the union.

Works Council Function

If the worker is a member of the works council for the organization, select which role. Values are: Member, President, and Secretary.

Intercenter Works Council Function

Select the role that the worker has in the union group (comite intercentros). Values are: Member 1, Member 2, and Member 3.

Pay Union Fee andUnion Fee Amount

Select if the worker pays a fee to the union and enter the amount of the fee.

Fee Start Date and Fee End Date (fee end date)

Enter the first and last dates on which the union fee should be paid.

Exempted

Select if this worker is exempt from a certain amount of work duty to handle works council duties.

Hours/Month

Enter the number of hours each month that the worker is exempted from regular work to handle works council business.

Rate

Enter the minimum salary calculation rate for this category. The rate is a three-digit number that is used in certain collective agreements to calculate the minimum salary for the subcategories, as defined on the Labor Agreement Categories page for the category. A subcategory can be associated with several possible rates, but only one rate is associated with the worker.

Union Date

Enter the date on which the worker joins the union.

Union Position

Select the position that the worker holds in the union, if applicable.

Participation

Indicate the worker's level of participation in the union.

Membership Status

Select whether the worker's union membership status is active or inactive.

Member Category

Enter the member category. For example, Staff, Officer, or Workman Category.

Position Held

Enter the position that the worker holds. Some of the members of the union may hold office in the union as president, vice president, treasurer, or secretary; you enter this information here.

Pay Group

Select a pay group. Available values are the valid pay groups for the country selected on the Company table (not the regulatory region selected in the worker's job data).

Employee Type

Displays the employee type; the value depends on the pay group. The system completes the field with the default value from the Pay Group table. If an employee type doesn't exist for this pay group, establish one in the Pay Group table.

Holiday Schedule

If you defined a default holiday schedule for the employee's location, the system displays it here. If you left the holiday schedule blank on the Location Profile page and entered a default on the Pay Group table, the system displays it here.

Tax Location Code

Select a tax location code. Available values are the valid tax locations for the country selected on the Company table (not the regulatory region selected in the worker's job data).

Warning! Do not change a person's tax location code more than once for the same effective date (using effective sequence). The system creates tax records according to the first tax location change only. Tax records for the second tax location change on the same date are not created; instead, the system issues an error message.

Tipped

Indicate whether this worker receives tips. This field is available only if you define tips processing in the Company table. Values are:

Directly: Select for workers who normally receive tips directly from customers (for example, food servers).

Indirectly: Select for workers who do not normally receive tips directly from customers, but who might receive tips occasionally (for example, cooks and kitchen helpers).

Not Tipped: Select for workers who are not tipped.

GL Pay Type (general ledger pay type)

Organizations can use this field for customized general ledger interfaces. Payroll for North America does not use this field.

FICA Status

Indicate whether the person status is exempt, subject, or Medicare only.

Combination Code

(Optional) Select the appropriate labor distribution to which to post the hours and earnings for this person. Enter the general ledger combination code in the employee's job data only on an exception basis. If you do not want the employee's earnings charged to the default combination code that is mapped to the earnings code and department, you can enter a different combination code here. For example, you might want to temporarily charge the employee's earnings to a different department. Use Correct History mode to enter or remove the temporary combination code.

Combination Code

Displays the combination code that defines a combination of ChartFields.

Edit ChartFields

Click this link to access the ChartField Details page for selecting ChartField values.

Pay Group

Select a pay group.

The payroll system that you select on the Installation Table - Products page determines what value appears here. If Global Payroll is selected, the Global Payroll pay groups appear.

Note. The Global Payroll Pay Group field is different from the Payroll for North America Pay Group field. Pay group is very important in Global Payroll. Selecting Global Payroll as your payroll system on the Installation Table - Products page and selecting a pay group is what helps select a payee into the payroll process.

Use Pay Group Eligibility, Use Pay Group Rate Type, and Use Pay Group As Of Date

When you select a pay group, these check boxes are automatically selected.

Leave the check boxes selected to use the default values from the pay group definition. Deselect the check boxes to override the default values.

Note. PeopleSoft Enterprise Global Payroll stores the values at the Job level only if you override them here. If you add a new effective-dated row to the job record or change the pay group assignment, the system reverts to the pay group defaults.

Holiday Schedule

Enter a holiday schedule. If you leave this field blank, Global Payroll processing uses the holiday schedule assigned to the payee's pay group, but does not enter that holiday schedule here.

Eligibility Group

This field is blank if the Use Pay Group Eligibility check box is selected. If you want to override the pay group default, deselect the check box and select an eligibility group which specifies earnings, deduction, and absence elements that a payee might be eligible to receive.

Exchange Rate Type

This field is blank if the Use Pay Group Rate Type check box is selected. If you want to override the pay group default, deselect the check box and select the currency exchange rate type to use when performing currency conversions for the payee.

Use Rate As Of

This field is blank if the Pay Group As Of Date check box is selected. If you want to override the pay group default, deselect the check box and select the pay calendar date to use when retrieving the effective-dated exchange rate information during currency conversions. The Use Rate As Of field works with the Exchange Rate Type field to determine which effective date is retrieved to get the appropriate exchange rate for the calendar period being processed. Exchange rate effective dates include: Period Begin Date, Period End Date, and Payment Date.

Balance Group Nbr (balance group number)

Enter a balance group number. Balance group numbers identify which Global Payroll accumulator the system should store tax balances in. Tax accumulators are keyed by ID, empl rcd#, pay entity, and balance group number. You use balance group numbers to combine or separate tax balances for multiple jobs (where different tax rates apply) or to separate balances in the case of termination and rehire. A balance group ID for each payment summary is required at the end of the year. There must be a person tax data record for each balance group ID that the person has.

Balance Group Nbr (balance group number)

Enter a balance group number. When workers are terminated and subsequently rehired in the same or similar position in the same tax year (using the Job Data component in Workforce Administration), there is a legislative reporting requirement in Hong Kong to keep the periods of employment and earnings balances separately. PeopleSoft Enterprise Global Payroll uses the balance group number to ensure that the relevant periods of employment and balances of a worker in a tax year are stored separately in terms of payroll data. This enables a worker to have multiple tax balances if the worker is terminated and rehired in the same financial year.

When a worker is rehired in the same tax year, the balance amount is stored in the system variable CM VR BAL GRP ID, which is attached to each year-to-date (YTD) accumulator.

Every time you run the payroll process, the balance that is stored in the system variable CM VR BAL GRP ID is retrieved by the accumulator to resolve the earnings that are generated for each new position.

Balance group numbers are used to maintain earnings balances and are used as User Key 2 for all Hong Kong YTD accumulators.

Balance Group Nbr (balance group number)

Enter a balance group number. Balance group numbers identify which Global Payroll accumulator the system should store tax balances in. Tax accumulators are keyed by ID, empl rcd#, pay entity, and balance group number. You use balance group numbers to combine or separate tax balances for multiple jobs (where different tax rates apply) or to separate balances in the case of termination and rehire. A balance group ID for each payment summary is required at the end of the year. There must be a person tax data record for each balance group ID that the person has.

Balance Group Nbr (balance group number)

Enter a balance group number. Balance group numbers identify which Global Payroll accumulator the system should store tax balances in. Tax accumulators are keyed by ID, empl rcd#, pay entity, and balance group number. You use balance group numbers to combine or separate tax balances for multiple jobs (where different tax rates apply) or to separate balances in the case of termination and rehire. A balance group ID for each payment summary is required at the end of the year. There must be a person tax data record for each balance group ID that the person has.

Rank

Enter the service member's earned rank. Valid ranks are defined on the Military Service - Service Ranks page.

Rank Entry Date

Enter the date the member received this rank.

Worn Rank

Enter the service member's rank insignia while serving in a particular post.

The default value for this field comes from the Rank field but it can be overwritten. Changes to the Rank field value will also change the value in this field.

Note. To have the system display the worn rank in front of the employee's name at the top of the Personal Data, Job Data, and military pages, you must have Military, Event Manager, and Publish/Subscribe enabled in the system and the Domain status should be active. When a rank is changed on the current row, the event AssignmentMilitaryRankChanged is raised and the Event Manager triggers the handler to update the Names in Personal Data Component.

See PeopleSoft Enterprise Human Resources PeopleBook: Events and Notifications

Worn Rank Type

Indicate why the individual is on worn rank.

Skill Grade

Select the overall grade level for which the individual has been evaluated

Salary Administration Plan

Displays the salary administration plan code. This field will default from the position number you associated with a person, and is available for entry regardless if you click the Override Position Data button.

If you are not using position management and you associate salary administration plans with locations or job codes, the value that is in this field comes from either the Location or Job Code table, based on setID matching. You can override the default.

Note. If you have salary administration plans associated with more that one of these tables, the system uses the default from the last table value entered. For example, first you enter a location that is associated with salary plan KU02 where this salary plan defaults to this page. Then, you enter a job code that is associated with salary plan KU03, and the system will update the salary plan to KU03.

If you change the location after hire (and a salary plan is defined in the Location table), then the system does not automatically display a default value for this salary plan. Instead, the system checks if the existing grade and step are still valid for this new salary plan. The existing grade and step must also be defined for the new salary plan. If the grade and step are defined for this new salary plan, then the system displays by default from the Location table the value for the new salary plan. If the grade and step are not defined for this new salary plan, then the system does not change to the salary plan from the Location table.

To use auto-calculated premium processing for this person, select a plan that has Auto Calculated Premium selected and an absorbing or nonabsorbing (or both) premium rate code assigned in the Salary Plan table. The system displays auto-calculated-premium-related fields on the Compensation page only if you select an auto-calculated premium plan here.

Note. If this worker has a labor agreement and job code with a wage progression salary plan, the system populates this field by default and makes it unavailable for entry.

Grade

If you associate a grade with the person's position or job code, the system displays the default value from the appropriate table.

Note. If this worker has a labor agreement and job code with a wage progression salary plan, the system populates this field by default and makes it unavailable for entry.

Grade Entry Date

Displays the date on which the person first joined this grade. You can override this value.

Step

If you associate a step with the person's position or job code, the system displays the default value from the appropriate table.

Step Entry Date

Displays the date on which the person first joined this step. You can override this value.

Note. The system verifies the combinations of salary administration plans and grades that you select.

Includes Wage Progression Rule

The system selects this check box if the salary plan includes wage progression.

Target Comprate (target compensation rate)

Enter the compensation rate for the person if the person is being compensated at a rate that exceeds the default salary. Auto calculating premium may be:

Absorbing. Premium decreases when the compensation rate increases over time in order to maintain the target compensation rate.

Non-Absorbing. Premium does not change even when the compensation rate increases over time.

The system calculates the difference between this amount and the original job compensation rate and enters the difference in the premium components (the absorbing or nonabsorbing or both premium rate codes of the salary plan) of the person's compensation package. The system then recalculates the compensation rate with the premium component compensation rate.

If both an absorbing rate code and a nonabsorbing rate code are associated with the salary plan, the absorbing rate code initially receives the full, calculated amount of the difference between the target compensation rate and the originally calculated job compensation rate.

You can then enter some portion of the total calculated premium in the nonabsorbing rate code (in which case the absorbing rate code amount automatically decreases by the same amount so that the target compensation rate remains the same) or delete the nonabsorbing rate code. The system recalculates the job compensation rate, including the premium component compensation rate.

You cannot enter a target compensation rate that is less than the original job compensation rate without the premium components.

This field is available only if the person's salary plan (on the Salary Plan page) has auto-calculated premium enabled.

Don't Absorb Changes

Select to instruct the system to leave absorbable rate codes unchanged if there is a change in the default salary amount.

This option only applies to persons who have a target compensation rate and are assigned to a salary plan with the auto calculated premium function enabled and an absorbing premium defined.

Change Amount

Displays the change in the amount of compensation for the rate code.

Change Percent

Displays the percent of change in the compensation for the rate code.

Compa-Ratio (comparison ratio)

Displays the percent-through-range calculation, based on the salary plan and grade and the currency that the organization uses.

Job Ratio

Displays the percent-through-range calculation, based on the midpoint salary of the person's job code.

The job ratio is available only if the person's job code has job ratio information (midpoint salary, currency, and frequency) defined.

Default Pay Components

Click to:

• Carry out rate code defaults (excluding seniority pay) based on the current values of the designated job fields.

• Replace manual updates and old default values with the current default values.

• Recalculate the compensation package of affected persons, including the compensation rate, currency, frequency, apply FTE, percent (including current rate code groups), salary points, automatically calculated premium, and so on.

• Recalculate compensation-related fields, such as annual amounts or compa-ratio, on the Job Data record.

If you don't click this button after updating relevant job data fields, the system issues a warning when you attempt to save the new record. If you click OK, the system displays this page, where you can click this button and make any required changes. If you do not click this button, the component package doesn't appear by default until the next time that the default component logic is triggered (either when you click the button or through a batch update process).

(E&G) Contract Change Prorate Option

Click to access the Contract Pay Prorate Options page, where you choose how to handle contract pay when there is a change to the contract amount. Use this link only when the payment frequency is C (contract).

The link is active only when the row is available for data entry. The system displays the selected proration option to the left of the link so that you can review the settings even when the link is inactive.

See Defining Proration Options for Contract Changes.

Calculate Compensation

Click to have the system recalculate the person's compensation without carrying out any rate code defaults or replacing any default values. You cannot modify the person's pay components without recalculating the compensation.

Rate Code

Select a rate code. Rate codes are IDs for pay components. The system inserts any compensation information that is associated with this rate code in the pay components grid.

Note. If a seniority rate code, or group-based rate code, is inserted as a default, the values for these rate codes are display-only; you can't delete them.

Comp Rate (compensation rate)

Displays the compensation rate for the pay component.

Frequency

Displays the compensation frequency for the pay component.

Points

Displays the salary points that are associated with this rate code, if any. Set the points monetary value on the Company Table page. Associate point value (an integer) with rate codes on the Default Compensation and Non-Base Compensation pages, Salary Step Components page, and Compensation page. To use points, select the Salary Points check box on the Installation Table page.

Percent

If the rate type for this rate code is percent, the system displays the percent that is to be applied to the job compensation rate or to a rate code group (if you are using rate code groups).

Rate Code Group

Select a rate code group. A rate code group enables you to be more specific when calculating percentage-based components as part of a person compensation package.

Source

Indicates how the pay component gets into the pay components grid. Manual indicates that the pay component is added manually. Salary Step indicates that the pay component is retrieved by default from the salary step. Job Code indicates that the pay component is retrieved by default from the job code, and so on.

Manually Updated

This flag indicates whether the pay component is manually updated or the pay component contains only values that appear by default.

Default Without Override

Indicates whether you can change the default values of the pay component or the values for this rate code are default values and display-only.

Change Amount

Displays the overall change amount in this pay component rate.

Change Points

Displays the overall change amount (in points) for this pay component. This field is visible only if Salary Points is selected on the Installation Table page.

Change Percent

Displays the overall change amount for this pay component. This field isn't available for rate codes that have a rate code type of percent or points.

Converted Comp Rate (converted compensation rate)

Displays the converted compensation rate for this pay component. The system converts all base pay components to the currency and compensation frequency that you specify.

Apply FTE (apply full-time equivalent)

Select if you want the value that is associated with the rate code to be multiplied by the FTE factor for annualization and deannualization. FTE is the percentage of full-time that the worker should normally work in the corresponding job. This field isn't available for rate codes of type percent.

Organizational Instance Rcd (organizational instance record)

The number of the instance associated with this job data record. The organizational instance record number is the same as the ERN of the controlling instance.

You can only modify the organizational instance dates when you review this page for the controlling instance.

Note. When you review this page for a non-controlling instance, the system makes the rest of the fields in this group box display only because non-controlling instances inherit the instance dates from the controlling instance.

Original Start Date

Displays the earliest date that this job data record (emplID/ERN instance) was associated with the organization. The date is provided by default from the effective date of the job record with an action of Hire, Add Contingent Worker, or Add POI Instance. This is not the date the job was created in the system, like the Date Created field on the Work Location page. You can override this date to enter an earlier start date, for example if the person has previously worked for the company or an affiliate or, depending upon company policies, for special cases like jobs with probationary periods, mergers and acquisitions, and so on.

See Understanding Employment Information Data.

Last Start Date

Displays the most recent start date for this organization instance. The system populates this field originally with the effective date of the controlling instance's job data row with the action of HIR and then refreshes it with the effective date of job data rows with the actions REH (for employees) or RNW (for contingent workers).

This date is different from the first start date if this organization instance has been inactive and then reactivated.

First Start Date

Displays the first start date for this organization instance. The system populates this field with the effective date of the first job data row with the action of HIR (for employees) or ADD (for contingent workers) from the controlling instance.

The system uses this date as the hire date in reports.

Note. The system does not refresh this date again unless you enter a new row in the controlling instance with one of these actions. You would normally not do this unless you needed to reset the hire date.

Termination Date

Displays the effective date of the controlling instance's job data row with the action of TER or COM, if applicable.

If you rehire or renew a person's controlling instance, the system deselects this field.

Org Instance Service Date (organizational instance service date) and Override

Displays the effective date on which the service of a person commenced with the organization. The date is provided by default from the effective date of the job record with an action of Hire, Add Contingent Worker, or Add POI Instance. Select the Override check box to override this date to enter an earlier service date, for example if the person has previously worked for the company or an affiliate.

See Understanding Employment Information Data.

Provider ID

For contingent workers, displays the ID of the service provider.

Last Assignment Start Date

Displays the most recent start date for this assignment. The system populates this field with the effective date of the job data row with an action that reactivates the assignment. This date is different from the first assignment start date if this assignment has been inactive and then reactivated.

First Assignment Start

Displays the first start date for this assignment. The system populates this field with the effective date of the first job data row with an action that activates the assignment (such as HIR or ADD).

Assignment End Date

Displays the effective date of the job data row with the action of TER or COM, if applicable.

Home/Host Classification

For workers who are on assignments, this field specifies whether the current job is at the worker's home location or the assignment location. For a new hire, select Home.

Time Reporter Data

Click to review the PeopleSoft Time and Labor data for this worker. If you don't use PeopleSoft Enterprise Time and Labor, this link is unavailable.

Company Seniority Date or Engagement Date

This field normally displays as the Company Seniority Date field. However, when military functionality is enabled on the Installation Table and this person is a person associated with a rank, this field displays as the Engagement Date field. Based on the date that you enter here, the system calculates the number of years, months, and days of seniority or engagement for a person.

Benefits Service Date

Based on the date that you enter here, the system calculates the total years, months, and days of service for a worker, including any credit for military leave or the total amount of time that the worker works for multiple companies in the organization. This date is used to calculate benefits eligibility.

The system uses the original start date as the default value.

Seniority Pay Calc Date (seniority pay calculation date)

Enter the date that the system should use to calculate seniority-based pay.

The system uses the original start date as the default value.

Probation Date

Enter the date on which the worker is placed on probation.

Professional Experience Date

Displays the earliest date on which the worker started working in a job that required skills that are directly related to the worker's current position.

Last Verification Date

Displays the latest date on which the worker verified his or her personal data in the system.

Business Title

Enter the worker's official title, which might be different from the job title. If you drive part or all of the system by position, the system enters the default title for the position number that you assign to the worker on the Work Location page.

Position Phone

Track the worker's primary work phone number. You can also update this field by using the Add/Update Position Info pages.

If you drive part or all of the system by position, the system enters the default phone number for the position number that you assign to the worker on the Work Location page.

Early Promotion Date

Enter the earliest date this service member may be considered for the next promotion.

Personnel Registry Nbr (personnel registry number)

Enter the number under which the worker is registered in the personnel register.

INSS Days, INSS Months, and INSS Years (Instituto Nacional de Securidade Social days, months, and years)

Enter the number of days, months, and years that the worker makes social security contributions before being hired by the company.

Teaching Change Date

The system adds a new teaching change date row only if you choose to add one.

Insert a new row for each teaching appointment if the institution uses the same employee record number to record successive appointments. For the Part-Time Academic Teaching Survey, the system reports the Academic Teaching Employment record that is effective on the end date of the appointment or at the end of the period that is being reported.

Survey Report Flag

Displays the report flag value, as specified on the Job Code Table - Job Code Profile page. If the value is N/A, this record isn't reported in academic teaching surveys. You can override this default value.

Duties

Displays the duties value, as specified on the Job Code Table - Job Code Profile page. You can override this default.

Principal Subject

Select the principal subject that is taught by the worker.

Teaching Load

Enter the worker's teaching load during the academic teaching employment. For example, if the worker is teaching three full courses, enter 3.0. If the worker is teaching one full course and one-third of another, enter 1.33.

FTTE (full-time teaching equivalency)

Enter the ratio of the teaching load to the full-time teaching equivalency. For example, if teaching four courses constitutes full-time and the worker is teaching three courses, enter .75.

Collapse as FT (collapse as full-time)

Select if the employment can be collapsed into the reportable full-time job for the purpose of consolidating salary amounts from jobs that make up a full-time job.

Use this field only if the worker:

• Has two or more part-time jobs in different departments that function as a single full-time job.

• Receives an administrative stipend under another employee record number that doesn't accrue benefits but counts toward the worker's full-time salary.

Don't collapse reportable part-time jobs into a reportable full-time job. (The system doesn't report on the part-time job.) Instead, if you use this field, set up a separate employee record for part-time jobs.

Accrue Tenure Services

Select to activate the tenure accrual.

FTE for Tenure Accrual

Enter the FTE to be used in tenure accruals. FTE cannot be greater than 1.0. On multiple jobs, the sum of the FTEs of all the jobs selected to accrue tenure cannot be greater than 1.0.

Service Calculation Group

Select the service calculation group that represents a group employees who have the same calculation rules applied to their service accrual process.

FTE for Flex Service Accrual

Enter the FTE value to be used in prorating the worker's accrued service.

Educ Lvl-Adjsted Birth Date (education-level-adjusted birth date)

Select the worker's education-level-adjusted birth date. The day and the month are the organization's standard calculation birth date (SCB—usually April 1); the year comes from the worker's education-level-adjusted birth date (ELABi). Although the system calculates this date, you can overwrite it (for example, to give a worker credit for special work experience).

Years Months

Displays the worker's highest education level as specified in the Personal Data component. This education level is the starting point for education-level age-related calculations.

Ethnic Group and Religion

Displays the values that you enter on the Personal Data - Regional page.

Festive Advance Pay Program

Displays the value from the Job Code Table - Job Code Profile page. You can change this default.

FA Holiday Type (festive advance holiday type)

Select a festive advance type. Values are: Chinese New Year, Christmas, Deepavali, Hari Raya, and N/A.

The default value is the festive holiday that is appropriate to the ethnicity or religion that you enter for this person on the Personal Data - Regional page. You can change this selection. If a person chooses not to receive a festive advance, select N/A.

Festive Advance Eligible From

Displays the festive advance eligible from date. If the firm has a probation period that must be served before a worker is entitled to a festive advance, the probation period must be monitored.

When you set the probation period in the Festive Advance Pay Program, you set the number of days or months. The system adds this information to the worker's hire date to determine the festive advance eligible from date; this date appears as the default on the FA Employee Details page.

When you process the festive advances, the system checks the festive advance eligible from date against the date on which to pay the advance. If the festive advance eligible from date is not yet passed, the worker is not paid a festive advance.

Note. This date is used by the festive advance calculation process and the festive advance calculation rule to determine if the worker has served enough time to be eligible for a festive advance. The date is derived from the job commencement date and the probation period in the Festive Advance Pay Program.

Relation to Owner

Select the worker's relationship to the owner, as appropriate.

Accrue Tenure Services

Select to activate the tenure accrual.

FTE for Tenure Accrual

Enter the FTE to be used in tenure accruals. FTE cannot be greater than 1.0. On multiple jobs, the sum of the FTEs of all the jobs selected to accrue tenure cannot be greater than 1.0.

Service Calculation Group

Select the service calculation group that represents a group employees who have the same calculation rules applied to their service accrual process.

FTE for Flex Service Accrual

Enter the FTE value to be used in prorating the worker's accrued service.

Standard Hours and Work Period

If you are using position management and click the Override Position Data button, these fields become available. If you change these values on this page, it will also update the same fields on the Job Information page.

Earnings Distribution Type

Select an earnings distribution type. Values are:

• None: Select to indicate that you don't allocate earnings for this person. The system calculates and charges person compensation according to the information that is listed in the Job Data component. If you select this option, leave the other fields on this page blank.

  Note. You must select None if you want the system to use the proration rule that you select on the Pay Group Table - Paysheets page when prorating partial pay.

  See Understanding Pay Groups.

• By Amount: Available only for salaried workers. This enables you to apportion the worker's total earnings for a period on the basis of an amount.

  Select to instruct the system to total the amounts that are in the distribution lines and check the total against the total in the Compensation Rate field on the Job Data - Compensation page. The total earnings distribution amount must equal the compensation rate amount. If the amounts are not the same, the system generates an error when you try to save the record. You will need to resolve the discrepancy to save the Job Data record.

  For example, to charge 3,000 of a worker's regular earnings to the worker's regular department (on the job record), 544 to department 105, and 1,000 to department 10503, you set up three distribution lines:

  • On the first line, leave Department blank (so that the system uses the worker's regular department from the job record) and enter 3000 in the Amount field.

  • On the second line, enter 105 in the Department field and 544 in the Amount field.

  • On the third line, enter 10503 in the Department field and 1000 in the Amount field.

  The amounts that are in the distribution lines total 4,544, so the system checks that amount in the Compensation Rate field on the worker's job record equals this total.

• By Hours: Available only for hourly or exception hourly workers. Select to instruct the system to total the hours that are in the distribution lines and update the total in the Standard Hours field on the Job Data - Job Information page. The Standard Hours field that appears at the top of this page also changes.

  Enables you to apportion the worker's total earnings for a week on an hourly basis. The system totals the hours in all distribution lines and inserts the total in the Standard Hours field on the worker's job record.

  For example, if a worker works a 40-hour week, and you want to charge 30 hours of regular pay to the worker's regular department (on the job record) and 10 hours to department 103, you set up two distribution lines:

  • On the first line, leave Department blank (so that the system uses the worker's regular department (from the job record) and enter 30 in the Standard Hours field.

  • On the second line, enter 103 in the Department field and 10 in the Standard Hours field. The hours that are in the distribution lines total 40, so the system inserts 40 in the Standard Hours field on the worker's job record.

• By Percent: Available to all workers. The sum of the percentages that are in the distribution lines must equal 100.

  Enables you to apportion the worker's total earnings for a period on a percentage basis.

  For example, to charge 80 percent of regular earnings to the worker's regular department (on the worker's job record) and 20 percent to department 100, set up two distribution lines:

  • On the first line, leave Department blank (so that the system uses the worker's department from the job record) and enter 80 in the Percent field.

  • On the second line, enter 100 in the Department field and 20 in the Percent field.

Elig Fld 1–9 (eligibility configuration fields 1−9)

Enter values to further filter persons' eligibility for a specific benefit. These are client-definable fields.

Currency Code

Displays the code of the currency that is specified for the benefit program in the Benefit Program table.

Benefit Program

Displays the code that corresponds with the benefits program for the person's pay group, which you specify in the Pay Group table. You can override this value.

Checklist

Select the appropriate checklist. The system populates the list with the associated items.

Item Code

Displays the checklist item if you selected a checklist. To add items without a checklist, select the item.

Status

The system displays a status of Initiated for all new checklist items. Update the status from the following options as necessary:

• Completed

• Initiated

• Notified

• Received

Link ID

Displays a link to the component used to complete the listed item.

For example, the link ID for the item Emergency Contact is Emergency Contact, which links to the Emergency Contact component (EMERGENCY_CONTACT).

Checklist

Select the appropriate checklist. The system populates the list with the associated items.

Responsible ID

Select the person who is responsible for making sure the tasks on the checklist are completed.

Checklist Item Code

Displays the checklist item if you selected a checklist. To add items without a checklist, select the item.

Briefing Status

The system displays a status of Initiated for all new checklist items. Update the status from the following options as necessary:

• Completed

• Initiated

• Notified

• Received

Link ID

Displays a link to the component used to complete the listed item.

For example, the link ID for the item Emergency Contact is Emergency Contact, which links to the Emergency Contact component (EMERGENCY_CONTACT).

Job 1

0

0

Job 2

1

0

Job 3

2

0

Job 1

0

0

Job 2

1

0

Job 3

2

0

Job 1

0

0

Job 2

1

1

Job 3

2

2

Job 1

0

0

Job 2

1

0

Job 3

2

2

Add Additional Assignment

PER_ORG_INST_ASGN

Workforce Administration, Job Information, Add Additional Assignment, Add Additional Assignment

Enter additional worker assignments and access the Concurrent Job Data component to create new assignments.

Work Location

JOB_DATA1

Click the Create Assignment button on the Add Additional Assignment page.

Enter position and location information for a person's concurrent job, including the regulatory region, company, department, and location.

Job Information

JOB_DATA_JOBCODE

Click the Create Assignment button on the Add Additional Assignment page and access the Job Information page.

Enter information about a person's concurrent job, including status, employee class, shift, or standard hours.

Job Labor

JOB_LABOR

Click the Create Assignment button on the Add Additional Assignment page and access the Job Labor page.

Enter National Labor agreement data if the employee or contingent worker belongs to a National Labor agreement.

Payroll

JOB_DATA2

Click the Create Assignment button on the Add Additional Assignment page and access the Payroll page.

Enter payroll processing data. The payroll system and pay group information that you enter here affects component compensation processing on the Compensation page.

Salary Plan

JOB_DATA_SALPLAN

Click the Create Assignment button on the Add Additional Assignment page and access the Salary Plan page.

Enter information about a person's salary plan.

Compensation

JOB_DATA3

Click the Create Assignment button on the Add Additional Assignment page and access the Compensation page.

Enter compensation information.

Employment Information

EMPLOYMENT_DTA1

Click the Create Assignment button on the Add Additional Assignment page and click the Employment Data link.

Enter optional data, such as an employee's business title.

Job Earnings Distribution

JOB_DATA_ERNDIST

Click the Create Assignment button on the Add Additional Assignment page and click the Earnings Distribution link.

Distribute a person's compensation for one job among different departments, job codes, accounts, shifts, position numbers, or general ledger pay types. If the person's pay is regularly charged to more than one cost center, designate how much to allocate to each cost center.

Benefit Program Participation

JOB_DATA_BENPRG

Click the Create Assignment button on the Add Additional Assignment page and click the Benefits Program Participation link.

Specify the benefit program in which a person is enrolled for benefits in PeopleSoft Enterprise Human Resources or PeopleSoft Enterprise Benefits Administration.

Manage Hires

HR_MANAGE_HIRES

Workforce Administration, Personal Information, Manage Hires, Manage Hires

Manage hires. Displays a list of people who are ready to be hired. The list includes applicants who have been readied for hire in PeopleSoft Recruiting Solutions. The list also includes persons who have gone through the template-based hire process.

Manage Hires Detail

HR_MNGHIRE_DET

Click the name link for a person whose Source is Recruiting on the Manage Hires page.

Review hire details and initiate the hiring process. View detailed data for job applicants.

Type of Hire

Select Hire or Add Contingent Worker. The default value comes from the recruiting application.

Desired Start Date

Displays a default start date that comes from the recruiting application. You can override this value.

This date becomes the default effective date of the job record that you create when you hire this applicant.

Empl ID (employee ID)

If you have initiated the hire process and saved a personal data record for the person, the person's employee ID is displayed, but is not editable.

If the field is blank, then the system generates a unique employee ID when you save the person's personal data record.

If an editable value appears, the system uses this value as the employee ID when you create the person's personal data record. If the employee ID already exists, a warning appears when you click the Add Person button to begin the hire process.

PeopleSoft Recruiting Solutions provides a default employee ID if the applicant was associated with an existing employee ID (for example, the person is an internal transfer or a rehire). A text message on the page indicates whether the value provided by the recruiting application has been verified.

View Person Org Summary

If an employee ID exists, click this link to open the Person Organizational Summary page for the person in a new window.

View Job Offer Letter

Click this link to open the applicant's offer letter in a new window.

PeopleSoft Recruiting Solutions users can choose whether to make offer letters available for viewing. If no offer letter has been made available, then the link does not appear on this page.

Hire Comments

Displays any hire-related comments that were sent from PeopleSoft Recruiting Solutions. These comments can come from two sources:

• A recruiter manually enters comments when submitting the person for hire.

• The system generates a message when a recruiter submits a request to withdraw the hire request but the hiring process has already begun.

  This message advises the HR administrator to use the Delete ID process to roll back the incomplete hire.

Add Person and View/Edit Person

If you have not yet begun the hiring process, click the Add Person button to access the Personal Data component where you can add the person to the system. The system transfers applicant data to the Personal Data component to simplify data entry.

After you save the personal data record, the Add Person group box and button become the View/Edit Person group box and link. Click the link to open the personal data component and review or update the data.

Add Job

If you have created the applicant's personal data, but you have not yet entered job data, click the Add Job button to access the Job Data component where you can complete the hire process. The system transfers applicant data to the Job Data component to simplify data entry.

After you save the job data record, the applicant no longer appears in the Manage Hires page.

• Template Record/Field

• Template Category Table

• Template Section

• Template Creation:

  • Configuration

  • Sections

  • Person Rules

  • Test Transaction Log

• Copy Template

• Template-Based Hire:

  • Enter Hire Details

  • Enter Employee Information

  • Person Match Found

  • Select an Action

  • Confirmation

• Template Hire Status

• Manage Hires:

  • Manage Hire Details

  • Error Transaction

• Add Person

• Job Data

DFRT

Draft

The user has begun to enter data but saved to continue later.

SBMT

Submitted

The user entered all required data based on the template configuration.

ACTR

Action Required

The user decided to send the hire request to the HR administrator to review or complete the rest of the information.

EROR

Error

The user encountered some error while saving the data in to the system.

HIRE

Hired/Added

Once the HR administrator completes the hire process by adding person and job information into the system, the status of the row will change to Hire/Added.

COMP

Completed

Once the row is deleted by the user, the status of the row will change to Completed..

Template-Based Hire

HR_TBH_EULIST

• Workforce Administration, Template-Based Hire, Template-Based Hire, Template-Based Hire

• Manager Self Service, Job and Personal Information, Add Template-Based Hire, Template-Based Hire

Select a template or person to process a template-based hire.

Enter Hire Details

HR_TBH_ADD

• Select a template from the Select Template field on the Template-Based Hire page and click Go.

• Select a name link from the Name field on the Template-Based Hire page.

Enter hire details to start the template hire process for a person, such as the persons's job effective date.

Enter Employee Information

HR_TBH_DATA

Click Next on the Enter Hire Details page

Enter employee information details for the person being hired. Only the fields that have been defined on the template you associated with this employee will display for data entry.

Person Match Found

HR_TBH_SRMATCH

Click Save and Submit on the Enter Employee Information page.

Complete a hire when a person match is found. When saving and submitting the person to the database, if a match is found on the person's name or national ID, this page displays and allows you to select an existing person in the database or continue with the hire.

Select an Action

HR_TBH_ACTION

Click the Select button on the Person Match Found page.

Select an action if a matching person is found in the database.

Confirmation

Further Processing Required

HR_TBH_CONFIRM

Click Save and Submit on the Template-Based Hire pages.

Displays the type of confirmation after saving a template-based hire, based on the template level set up and the security access of the user's operator ID.

When the hire is saved successfully, automatic database updates is turned on, and the Show Update Contracts Link is selected for the template, the system will display the Update Contracts link, which enables users with security permission to the contract pages to enter contract information for a new hire.

Template Hire Status

HR_TBH_STATUS

• Workforce Administration, Template-Based Hire, Template-Based Hire Status, Template Hire Status

• Click the Template-Based Hire Status link on the Template-Based Hire page.

View the status of template-based hires for people with a pending, cancelled, or processed status.

Manage Hires

HR_MANAGE_HIRES

Workforce Administration, Personal Information, Manage Hires, Manage Hires

Displays a list of applicants or hire that have gone through either the recruiting process or persons who are going through the template-based hire process.

Manage Hire Details

HR_TBH_HIREDET

Click the name link for a person whose Source value is Template on the Manage Hires page.

View job details entered during a template-based hire and complete the hire process.

Manage Hire Details - Manage Hires

HR_TBH_HIRESM

Click the Search for Matching Persons link on the Manage Hire Details page.

Determine if a person in the Search/Match process matches the person you are hiring. You can also access the Person Organizational Summary component for the selected person from this page by selecting the Per Org Summary link. If a person does not match the person you are hiring, click the Not a Match - Continue with Hire link and the system returns you to the Manage Hire Details page.

Transaction Errors

HR_TBH_ERRORS

Click View Errors from the Manage Hire Details page.

View the errors that occur during the save of the hire.

EmplID

Displays the value NEW if you are adding a new person and are using system-assigned IDs. Otherwise, the system displays the value that you enter to access the page.

Select

If a match is found, the end user can select one of the existing people to continue with the hire. If the matching person selected is currently active in the system, the hire request will automatically be sent to an HR administrator to complete. If the matching person selected is currently inactive in the system, you will be presented different options on how to proceed depending upon how the template rules are set up.

Per Org Summary

Click this link to have the system open the Person Organizational Summary page in a new window to view more details about this person. This can be useful in deciding whether the person should be treated as a new hire, if this should be treated as a concurrent job for an existing person, or if this is a rehire of someone already in the database.

Not a Match - Continue with Hire

Click this button if none of the search results are a match.

Save for Later

Click this button to save this person in draft status and come back at a later time to decide whether the person is a match or not.

Cancel

Click this button to cancel this hire process. You will lose all data previously entered and the system will return you to the initial Template-Based Hire page.

Send to HR for Completion

Click this button to submit this hire to HR for completion.

Select Transactions Where

Select a value that will assist viewing and managing hires. Values are Status, and Type of Hire.

• Source – When selecting this option, the system displays the Equals field. Values in this field are Recruiting Solutions and Template-Based Hire.

• Start Date – When selecting this option, the system displays the From and To date fields. Enter a date range for hire requests submitted within a specified time period.

• Status – When selecting this option the system displays the Equals field. Values in this field are Action Required, All, Draft, Error, and Requested.

• Type of Hire – When selecting this option the system displays the Equals field. Values in this field are Add Concurrent Job, Add Contingent Worker, Hire, Reassignment, and Rehire.

Source

View hire requests submitted by Recruiting Solutions (Recruiting) or by the Template-Based Hire (Template) process.

Select and Cancel Selected Transactions

Select the check box for a person and click the Cancel Selected Transactions button to cancel the hire request.

Requested

Add Person (button)

Automatic updates is off.

The person has not been added to the system.

Requested

View Person (link)

Add Job (button)

Automatic updates is off.

Person has been to Personal Data.

The person still needs to be added to Job Data.

Draft

N/A

The HR administrator does not have the ability to add someone to the system who is in Draft status.

Action Required

Add Person (button)

Automatic updates is on.

This person was submitted to HR for completion.

Action Required

View Person (link)

Add Job (button)

Automatic updates is on.

Personal Data is not updated through Template-Based Hire when an active person is found.

The job information has not been added.

Error

View Errors (button)

Add Person (button)

Automatic updates is on.

An error occurred when attempting to save the record to Personal Data.

Error

View Errors (button)

Add Person (button)

Add Job (button)

Automatic updates is on.

The person has been added to Personal Data.

An error occurred when attempting to save the record to Job.

Search for Matching Persons

Click this link to see if there are matching person's in the system on the Manage Hire Details - Manage Hire page, which enables you to view a persons organizational summary to see if it is a match.

Person Organizational Summary

Click to open the Person Organizational Summary page if a person ID exists.

Organizational Instance and Instance Nbr (instance number)

Select which organizational instance and number should be used to add the job in the system. Options may include Create a new Org Instance or Use existing Org Instance depending. If a person exists and you wish to use an existing organizational instance, the Employee Assignment fields will appear.

Employee Assignment, Empl Record, and Action

Select the employee assignment, record, and action that should be used for this hire or rehire. These fields become available based on the options selected for the Organizational Instance fields.

Create a new Org Instance

Defaults to the next available instance number.

Defaults to the next available employee record number.

HIR

or

ADD

Use existing Org Instance

Select from the available values in the Instance Nbr field.

Select from the available values in the Empl Record field.

HIR,

REH

or

ADD,

RNW

View Errors

Click this link open the Transaction Errors page and view error messages.

View/Edit Person

Click this link to open the Personal Data pages and view or edit information for the person that was successfully uploaded to the system.

Add Person/Job or Add Job

Click this button to upload Personal Data or Job Data. You may view or update the data before saving it to the system.

Person Organizational Summary

PERSON_SUMMARY

Workforce Administration, Personal Information, Person Organizational Summary, Person Organizational Summary

Review a summary of a person's organizational relationships.

CAGED File/Report BRA

CAGED_RC_BRA

Workforce Monitoring, Meet Regulatory Rqmts BRA, CAGED File/Report BRA, CAGED File/Report BRA

Generate CAGED reports.

Employee Registry Report BRA

EMPL_REG_RC_BRA

Workforce Monitoring, Meet Regulatory Rqmts BRA, Employee Registry Report BRA, Employee Registry Report BRA

Generate employee registry reports.

Hire Report CAN

RUNCTL_FROMTHRU

Workforce Administration, Job Information, Reports, Hire Report CAN, Hire Report CAN

Run the CAN Hire List report (PER100CN). This produces a hire list that provides information on social insurance numbers, effective dates, and badge or payroll numbers that are within the date range that is provided.

Setup First Day Report NLD

EDM_TXR_NLD

Set Up HRMS, Product Related, Workforce Administration, Setup First Day Report NLD, Setup First Day Report NLD

For each company that submits first day notifications, set up the tax number suffix to use and specify the employee classes that are not included in the notifications.

First Day Notification

RUNCTL_EDM_NLD

Workforce Administration, Workforce Reports, First Day Notification NLD, First Day Notification

Use this page to search for employees who were hired or rehired within a given period, and generate the First Day notification for those employees. You can also adjust the list of hires and rehires before you run the report.

Notification Results

EDM_RSLT_NLD

Workforce Administration, Workforce Reports, First Day Notification NLD, Notification Results

View details of First Day Notifications that were previously generated using the First Day Notification NLD process.

Employee Classification

Select the employee classes that you want to exclude from reporting. Employee classes are defined by setID on the Employee Class page and assigned to employees on the Job Data - Job Information page.

Begin Date and End Date

Enter the dates for the reporting period. The system searches for hires and rehires that occurred within this period.

Company and Empl ID (employee ID)

Select a company to search for hires and rehires within that company, or select an employee if you want to run the report for a specific person.

Leave this field blank to run the report for all companies.

Selection

Select one of these values:

New (re-)hires: To include only those hires and rehires that have not been previously reported.

All (re-)hires: To include all hires and rehires that occurred in the period defined by the begin and end dates. Use this option if you want to rerun the notification for a period. For example if you have changed employee data and you need to recreate the notification, use this option to run the report.

Select with Matching Criteria

Click this button to search for employees who match the criteria you entered in the Search Criteria group box. The system displays matching employees in the Employees scroll area.

Hire Date and Rehire Dt (rehire date)

Displays the employee's hire or rehire date.

Action and Reason Code

Displays the action and reason code that were used for the hire or rehire. The system includes employees with the HIR (hire) action or REH (rehire) action codes only.

Empl Class (employee class)

Displays the employee class that is assigned to the employee on the Job Data - Job Information page.

Process Date

Enter a process date if you want to view details of the First Day Notifications generated on a given date.

Company

Select a company to view details of the First Day Notifications that have been generated for employees in that company.

EmplID

Select an employee ID to view details of that person's First Day Notification.

Message ID

Enter a message ID if you want to view the employees who were included in a specific message ID.

Select with Matching Criteria

Click this button to search for employees whose First Day Notifications match the criteria you entered in the Search Criteria group box.

Hire Date

Displays the employee's hire or rehire date.

Time Reported

Displays the time that the notification was generated.

Message ID

Displays the message ID. This is generated by the First Day Notification process by combining the message ID text you specified on the First Day Notification page, the company's employer tax ID, the tax number suffix, and the employee ID.