Setting Up Jobs

This chapter discusses how to:

Define job subfunction and job function codes.
Define job families.
Classify jobs.
Define job tasks.
Set up holiday schedules.
Set up pay groups.
Run job code and pay group reports.

Defining Job Subfunction and Job Function Codes

To define job subfunction codes, use the Job Subfunction Definition component (JOB_SUBFUNC_DEFN). To define job function codes, use the Job Function Table component (JOB_FUNCTION_TBL).

This section provides an overview of job subfunction codes and function codes and discusses how to set them up.

Understanding Job Subfunction and Job Function Codes

Use job subfunction codes to create subfunctions that can then be assigned to job function codes. For example, you can create a job subfunction code of Payroll that can then be assigned to the job function code of Finance and Accounting. It is also possible to set up profiles for job subfunctions and job functions, if desired.

See Also

Managing Profiles

Page Used to Define Job Function and Job Subfunction Codes

Page Name	Object Name	Navigation	Usage
Job Subfunction	JOB_SUBFUNC_DEFN	Set Up HRMS, Foundation Tables, Job Attributes, Job Subfunction, Job Subfunction	Set up and define job subfunction codes.
Job Function Table	JOB_FUNCTION_TBL	Set Up HRMS, Foundation Tables, Job Attributes, Job Function, Job Function Table	Set up and define job function codes. Define the relationship of subfunctions to job functions.

Setting up Job Subfunction Codes

Access the Job Subfunction page.

Setting Up Job Function Codes

Access the Job Function Table page.

(ITA) INAIL Code ( Istituto Nazionale per l'Assicurazione contro gli Infurtuni sul Lavoro code)

The INAIL code classifies jobs according to the level of risk that is associated with the job and the related insurance that is required by the employer.

Defining Job Families

To define job families, use the Job Family Table component (JOB_FAMILY).

This section provides an overview of job families and discusses how to group jobs into families.

Understanding Job Families

Create job families to group similar jobs. Using Manage Profiles you can create profiles for job families that describe all the jobs in the family.

Page Used To Set Up Job Families

Page Name	Object Name	Navigation	Usage
Job Family	JOB_FAMILY_TABLE	Set Up HRMS, Foundation Tables, Job Attributes, Job Family Table, Job Family	Create job families.

Grouping Jobs Into Families

Access the Job Family page.

Important! The job family effective date must be effective as of the relevant job code effective dates.

Classifying Jobs

To classify jobs, use the Job Code Table component (JOB_CODE_TBL). Use the CI_JOB_CODE_TBL component interface to load data into the tables for this component.

This section provides an overview of job codes and discusses how to:

Add new job codes.
Assign points to job evaluation criteria.
Enter salary survey information.
Associate salary plan information and base pay rate codes with a job code.
Associate non-base pay rate codes with a job code.

Understanding Job Codes

In HRMS, you identify jobs by job codes, and you maintain information about jobs independent of the person or group performing that job. For example, you assign salary grades and standard hours to a job regardless of who holds it.

When you save a job code, the system creates a rate code defaulting rule for the salary step, with the Rate Code Source Indicator equal to the job code. The system uses rate code defaulting rules (instead of the Job Code and Salary Step setup tables) for the compensation defaulting.

Understanding Job Codes and Positions in HRMS

In HRMS, job codes are different from positions: Within a single job code, you can have a number of positions. For example, you can have a job code representing Administrative Assistant, and within that job code, you can have different Administrative Assistant positions—one in your Marketing department, one in Research, and one in your Compensation group. You use positions to track details on a particular job in a particular department or location. Positions usually have a one-to-one relationship with workers. Job codes have a one-to-many relationship with workers.

You still use job codes to create general groupings or job classifications in your organization if you drive PeopleSoft Enterprise Human Resources by position in your organization. You then use the Job Code groupings as the basis for default job data for positions.

Note. If you use PeopleSoft Enterprise Pension Administration, set up jobs, and not positions, for your pension payees. You can use Manage Profiles to set up profiles for your job codes.

See Managing Profiles.

(JPN) Using Job Codes and Capability Grade Management in Japan

The Job Code field on the Job Details Page of Job Requisition Data is a required field. If your organization has adopted a human resources management system based on capability grade, you may not want to associate a job code with your job requisitions. However, to satisfy the requirements of that page, you need to have a dummy job code that you can enter in the Job Code field. The dummy job code has no processing associated with it. The Job Code Profile page, on which you create the dummy code, has only six required fields, but of these fields, five take default values, so you need to enter only a Job Title. We recommend using a job title that clearly indicates that this is a dummy job code.

See Also

Setting Up Positions

Pages Used to Classify Jobs

Page Name	Object Name	Navigation	Usage
Job Code Profile	JOBCODE_TBL1_GBL	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table, Job Code Profile	Add new job codes to the system and define job family, compensation, and regulatory information for each job code.
Business Units by Job Code	JOBCODE_BU	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table, Job Code Profile Click Business Units that use this setID on the Job Code Profile page.	View all business units associated with the SetID for this Job Code.
Evaluation Criteria	JOBCODE_TBL2_GBL	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table, Evaluation Criteria	Assign points to certain job evaluation criteria. You can use this information to rank job codes in your company and to assess salary grades, steps, and exempt and nonexempt categories for personnel.
Market Pay Match	JOBCD_MP_SAL_SURV	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table, Market Pay Match	Associate a market pay matrix to a specific job code.
Default Compensation	JOBCD_COMP_RATE	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table, Default Compensation	Associate salary plan information and base pay rate codes with a job code. By associating rate codes with job codes, you define compensation packages that can be associated with a worker’s Job record on the Job Information page.
Non-Base Compensation	JOBCD_NON_BASE	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table, Non-Base Compensation	Associate non-base rate codes with a job code.

Adding New Job Codes

Access the Job Code Profile page.

Job Code

A unique code that you associate with a specific job in your organization.

(USF) Occupation Series, Official Posn Title Code (official position title code), and Organization Posn Title Cd (organization position title code)

Select from the list.

Job Family

Select a job family to categorize a job code into a more general grouping. For example, you might group a trust analyst and an operations analyst into a job family called Analyst.

Job Function Code

Select the code that best categorizes the job by function, such as administrative, legal, or management.

Job Subfunction

Select the code that best categorizes the job's subfunction.

Standard Hours

Enter the default number of hours in a standard work period for this job. The Standard Hours value that you enter on this page becomes the default for all workers who are associated with this job code. You can modify the standard hours for an worker on the worker’s Job Data pages (JOB_DATA).

The value that you assign for Standard Hours must fall between the minimum standard hours and the maximum standard hours defined in the Primary Permission List Preferences table. If no minimum standard hours and maximum standard hours are defined on the Primary Permission List Preferences table, the system uses the values on the Installation table.

Standard Work Period

Select the time period in which workers must complete the standard hours. Maintain these values in the Frequency Table page (FREQUENCY_TBL).

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

See PeopleSoft Enterprise Components for PeopleSoft Enterprise HRMS and Campus Solutions 9.0 PeopleBook

Workers’ Comp Code (Workers’ Compensation code)

Enter a code to specify the workers’ compensation plan to which this job code belongs.

Manager Level

Select the level of management associated with the employee.

Comp Freq (compensation frequency)

Select the frequency in which the compensation is quoted. The default value is the frequency that you specified on the Installation table

Medical Checkup Required

Select if this job code requires a onetime medical checkup when the worker is hired into the job.

Note. If you’re tracking a German workforce, also indicate whether the job requires ongoing medical surveillance in the Job Code Profile section for local German functionality, especially if the worker comes into contact with hazardous conditions or materials on the job.

Union Code

If you’re defining a job code that is associated with a union, select a union code.

Updated On

Last updated timestamp for this jobcode.

Updated By

Last updated by user information

(SGP) Singapore

Festive Advance Pay Program

If you set up one or more festive advance pay programs that each cover all the festive holiday types (using the Festive Advance Pay Program page), associate a default festive advance pay program with a specific job code here.

The program details for each festive holiday can be the same or different from each other. One pay program can have many festive holiday types and can be associated with many combinations of earnings elements, deduction elements, and probation periods.

This job code, in conjunction with the ethnic group and religion, are responsible for the defaults on the FA Employee Details (SGP/MYS) page.

(CAN) Canada

National Occupational Classif (National Occupational Classification)	Select a Canadian National Occupation classification code.
Seasonal	Select if the job is seasonal.
BPS Activity (Business Payrolls Survey activity)	If you are participating in the Statistics Canada Business Payrolls Survey, select the job code’s business activity.
Report Flag	Select the appropriate option if the job code is to be reported in one of the Statistics Canada Academic Teaching Surveys. This field is for Canadian higher education degree-granting institutions only.
Duties	Indicate whether the duties of the job code consist of Teaching only, Teaching & other resp (teaching and other responsibilities), or Research. This field is required if you selected the Report Flag check box. This field is for Canadian higher education degree-granting institutions only.
Province	Enter the province that you report to when you perform WCB (Workers’ Compensation Board) reporting for this job code. WCB reporting in Canada is always done at the provincial level; there is no national WCB level.
Rate Group	Select a rate group for this job code. Each industry is assigned a rate group for assessment purposes, based on the type of industry and the accident/injury level in that industry in that province.
Classification	Select a WCB classification for this job code. The classification indicates the industry that applies to this job code. Note. The rate groups and classifications can be obtained from your provincial WCB. The rates and rate codes may vary from province to province.

(DEU) Germany

Medical Surveillance Required

Select if ongoing medical surveillance is required for this job code. For instance, some jobs require workers to be in contact with hazardous materials, and health and safety regulations require that workers receive periodic medical checkups as long as they are in that job.

(GBR) United Kingdom

UK SOC Code (United Kingdom Standard Occupational Classification code)

Enter the appropriate UK Standard Occupational Classification code. This code is required for Northern Ireland Fair Employment reporting.

(ITA) Italy

INAIL Code

Select the job code's INAIL code from the list of options. This code classifies jobs according to the level of risk that is associated with the job and the related insurance that is required by the employer.

(MYS) Malaysia

Festive Advance Pay Program

This job code, in conjunction with the ethnic group and religion, are responsible for the defaults on the FA Employee Details (SGP/MYS) page.

(USA) USA

Union Code	If you’re defining a job code that is associated with a union, select a union code. Define union codes as a part of the Manage Labor Relations business process in PeopleSoft Human Resources.
EEO Job Categories	Select a job category. The EEO-1 code is also the Federal Occupation Category (FOC). To retrieve valid job codes for EEO-1 reporting, select a EEO-1 job category that is not equal to No EEO-1 Reporting.
Standard Occupational Classif (Standard Occupational Classification)	If your company has operations in Alaska, you can enter a Standard Occupational Classification (SOC) code for use in unemployment insurance reporting. You enter U.S. SOC codes in the U.S. Standard Occupational Classification Table.
EEO Job Group	To further classify the job categories, enter the EEO job group to which this job belongs.
FLSA Status (Fair Labor Standards Act status)	Enter a code to indicate whether this job is exempt or nonexempt according to the FLSA. This value becomes the default for the FLSA status on all worker job records that are associated with this job code. Example values are Administrative, Executive, Nonexempt, and Professional.

(AUS) Australia

ASCO Code (Australian standard classification of occupation code)

Select the ASCO code.

Package Template ID / Package Rule ID

Use these fields to associate this job code with the package rules and templates you set up as part of salary packaging for Australia. These IDs act as defaults for this job in employee salary packaging modeling. These fields are also available on the Position Table; the Position Table fields take precedence over the fields here.

By associating templates and rules with job codes, package components are automatically assigned to workers during the package modeling process. Using templates can save time by ensuring that you use the correct template and rule when modeling.

Note. You set up package templates on the Package Template page. You set up package rules on the Package Rule page.

(AUS) Higher Education

These fields are available when you select the Australian Public Service box on the Country Specific page of the Installation component.

Job Function	Select the default job function for the organization.
Type of Work Performed	Select the default type of work performed for the organization.
Annual Contact Hours	Enter the number of contact hours. This depends on the type of work performed. See “Determining Contact Hours” to calculate this value.
Teaching Weeks	Enter the default number of teaching weeks.

(USF) U.S. Federal

These fields are available when you work in a federalized (U.S. Federal) database:

Bargaining Unit

If the job code is associated with a union, select a bargaining unit.

Pay Basis

Enter the pay basis for which you quote salaries for this job code; for example, Per Annum, Per Hour.

Override NFC Indicator

Select this check box to override the value in the NFC Update Indicator field.

NFC Update Indicator

Status of the transaction in relation to NFC, as maintained by the user or system. Options in this field include:

In Process – This Jobcode has been run through the export program and will be sent to NFC.

Not Ready – User intends to exclude this Jobcode from export to NFC.

Other – Status maintained by system user.

Ready – User intends to include this Jobcode in the next NFC export.

SINQ – This Jobcode has not successfully passed NFC's PINE Edits and needs correction.

NFC Function Code

Identifies the task to be performed by NFC on a master record. Options in this field include Add, Change, Delete, Inactivate, and Reactivate.

Classification Authority and Classification Factor

The system displays the classification authority and the classification factors that are associated with the classification standard.

Target Grade

Enter the target grade of the job, if applicable.

Official Title Prefix

NFC-defined list of title prefixes.

Factor Level

Enter a classification factor level for each classification factor that is associated with this classification standard.

Points, Grade Points, and Total Points

The system displays the points that are associated with the classification standard.

Weight (%)

The system displays the weight percentage of the points that are associated with the classification standard.

OPM Certification Number (office of personnel management certification number)

Enter the OPM certification number that is associated with this job code.

Position Classification Stds (position classification standards)

Enter the position classification standards that are used.

(BRA) Brazil

Brazilian Occupation Cd (Brazilian occupation code)

Enter the appropriate Brazilian Code of Occupation (CBO - Código Brasileiro de Ocupações) from the official table.

Codes effective before December 31, 2002 should be in the format 99999. Codes effective from January 1, 2003 onward should be in the format 9999–99.

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

See Also

PeopleSoft Enterprise Human Resources 9.0 PeopleBook: Manage Profiles

PeopleSoft Enterprise Human Resources 9.0 PeopleBook: Administer Compensation

Setting Up Positions

Setting Up Festive Advance

Setting Up Salary Packaging

Understanding DETYA Calculations and Reference Dates

PeopleSoft Enterprise Payroll for North America 9.0 PeopleBook

Assigning Points to Job Evaluation Criteria

Access the Evaluation Criteria page.

Knowhow

Enter points that represent the worker’s knowledge required to perform the job.

Accountability

Enter points that represent the worker’s ability to do the assigned job.

Problem-Solving

Enter points that represent the worker’s ability to work out solutions despite obstacles.

Total Points

You determine the points by comparing each of these factors to every other job in your company. The greater the know-how, accountability, and problem solving for this job, the higher the points. For example, you would probably assign more accountability points to a controller than to a secretary because the controller has more responsibility.

The system calculates Total Points and the Percent, or relative importance, of each factor. For example, if Knowhow receives 33.2 percent of the total points, Accountability receives 33.7 percent, and Problem-Solving receives 33.1 percent, then all three factors are almost equally important.

However, if Knowhow receives 54.4 percent of the total points, Accountability receives 9.2 percent, and Problem-Solving receives 36.4 percent, then Knowhow is of greater importance than Accountability or Problem-Solving, and Accountability is of little significance.

Used by Position Mgmt? (used by position management?)

Select if this job code is used by a position. If you specified full or partial position management on the Installation Table, this check box is selected by default.

A selected check box tells the system that you’re budgeting for the job code at the position level. It does not restrict your ability to attach positions to a job code or attach workers to a job code. If this check box is clear, you can still set up a position with the job code. If the check box is selected, you can still enter the job code on the worker’s job data record.

When you clear this check box, the Pre-Encumbrance Indicator and Encumber Salary Option fields appear.

Pre-Encumbrance Indicator

Indicate if you want the system to encumber this job code immediately (Immediate), not at all (None), or upon requisition (Requistn).

Encumber Salary Option

If you are using Commitment Accounting to encumber salaries, the system uses the option that you select to determine the salary amount when it encumbers the salaries of vacant positions.

Encumber Salary Amount

If you select User Specas the Encumber Salary Option, enter the salary amount to encumber.

(FRA) France

Employee Category

Select the employee category for the job code. This code is required for these statutory reports:

Personal Register
Annual Survey by Nationality
French Accident report

INSEE Code

Link this job code to an INSEE code for use in the French Disability report.

Job Category Code

Select a job category code, required for the Single Hiring Statement report.

(DEU) Germany

BA Code (Bundesanstalt fuer Arbeit code)	Select this job code's BA code, if applicable.
Technical	Select if this job code is technical.

(FRA) French Public Sector

Job Type	Select whether this job is public, private, or public private combination.
Contract Worker Compensation	Select the salary grade table type and salary grade table that apply to contract workers in this job. See Setting Up Salary Grades.
Job Outside Coll Lbor Agrment	Select this check box if the job code is not covered by a collective labor agreement.
Regulatory Region	Select the job code's regulatory region. Note. Labor agreements are grouped by regulatory region. If you are assigning a labor agreement to this job code, ensure that the regulatory region matches that of the labor agreement. See Defining Labor Agreements.
Labor Agreement	Select the labor agreement that covers this job code. See Defining Labor Agreements.
Labor Agreement Category	Select the labor agreement category for this job code. See Defining Labor Agreement Categories.
Auto Hire Validation	Select to have the system automatically validate the newly hired person's qualifications with the job requirements.
Match Competencies	Select to have the system match the competencies associated with this job code with the qualifications of the person assuming the job.
Occupation Code	Select an occupation code for this job code.

Training Program

Training Program

You can associate a training program with this job code, which you’ll find helpful in career planning. When you set up training and development programs for workers in this job code, you can use the default training program as the basis for an individual career-training plan.

See Also

Setting Up Positions

(FRA) Meeting Regulatory Requirements for France

Associating Market Pay Matrices to Job Codes

Access the Market Pay Match page.

Matrix Name

Select the market pay matrix that you want to associate with this job code. The effective date of the matrix must be less than or equal to the effective date of the job code.

Edit Matrix

Click this button to access the Data Content page where you can view and edit values associated with this matrix. Any other job code linked to this same matrix will be impacted as well.

See Also

PeopleSoft Enterprise Components for PeopleSoft Enterprise HRMS and Campus Solutions 9.0 PeopleBook, “Using Configurable Matrices”

Setting Up and Working with Market Pay

Associating Salary Plan Information and Base Pay Rate Codes with a Job Code

Access the Default Compensation page.

By associating rate codes with job codes, you define default compensation packages that will be associated with a worker’s job record on the Job Information page.

Job Ratio

The job ratio calculates comparative salary information for workers who perform similar work activities in countries where plan/grade/step data is used to support industrial tariffs. If you use plan/grade/step data for job-related activities, you do not need to use the Job Ratio fields.

The worker’s compensation rate (as specified on the Compensation page of the Job Data component) is converted to the currency and frequency defined in the Job Ratio group box. The result is divided by the job code midpoint salary.

Minimum Salary, Midpoint Salary, Maximum Salary, Currency, and Frequency

Enter the minimum, midpoint, and maximum salary amounts according to the frequency (which appears by default from the Job Code Profile page but can be overridden here) that is available to this job code. Indicate the currency of the salary amounts if it is not the same as the default.

Sal Plan/Grade/Step (salary plan/grade/step)

If your company has established compensation programs, select the codes that represent the default salary plan/grade/step for this job. You define these codes in the Salary Plan Table, the Salary Grade Table, and the Salary Step Table.

Sal Plan/Grade/Step

Select a salary plan, grade and step. Note that all three fields are optional. If you do set defaults, the system populates the rest of the Salary Administration Plan fields on the page and the Salary Step Components grid with hourly, monthly, and annual midpoint pay rates that are associated with the grade.

When you assign a worker to a job code on the Job Information page (JOB_DATA_JOBCODE), the system enters these values as a default on the Salary Plan page (JOB_DATA_SALPLAN).

Note. If you have associated a salary plan with the location code assigned to the worker on the Work Location page (JOB_DATA1), the system will use the location salary plan as a default on the Salary Plan page instead of the job code salary plan.

See Tying Salary Plans to Job Codes, Locations, or Labor Agreements.

Military

Service	Select the military service to which this job belongs. This becomes the military service default value in Manage Positions when you associate this job code to a position.
Rank	Select the military rank to which this job is classified. This becomes the military rank default value in Manage Positions when you associate the job code to a position.

Salary Step Components

Details	Click to review the description, comp rate type (compensation rate type), and rate code class that are associated with the rate code.
Frequency	The system displays the compensation frequency of the rate code as the default frequency. Rate code frequency is defined on the Comp Rate Code Table page. See Setting Up and Working with Frequencies.
Apply FTE (apply full-time equivalency)	Select to indicate that the compensation rate for this rate code is multiplied by the FTE in calculating the job compensation rate.
Points	The system displays the points that are associated with this rate code, if applicable.
Percent	If the rate code 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.

Note. Column order for grids may vary by implementation. All columns may not be visible. Use the page’s horizontal scroll bar as necessary to view all the columns.

Job Code Base Components

Select one or more rate codes that will make up default base compensation for this job code. The default values for compensation rate, currency, and frequency come from the Rate Code Definition page, but you can set different values if required.

Note. If a rate matrix is associated with the rate code, the compensation rate field will be unavailable. In this case, the rate will be set dynamically based on employee data when this rate code is added to the employee's compensation record.

Setting Up Base Compensation and Budgeting

Associating Non-Base Pay Rate Codes with a Job Code

Access the Non-Base Compensation page.

The system doesn’t use non-base pay rate codes as default values on any HRMS pages. The codes are used for payroll processing.

Defining Job Tasks

To define job tasks use the Job Task Table component (JOB_TASK_TABLE) Use the JOB_TASK_TABLE component interface to load data into the tables for this component.

This section provides an overview of job tasks and discusses how to define job task codes.

Understanding Job Tasks

Define job task codes, such as Data Entry, and assign it to a Job Code on the Job Code Task Table. On the Job Code Task Table, indicate the importance and frequency of the task. You can use Manage Profiles to set up a profile for a job task.

See Also

Managing Profiles

Pages Used to Define Job Tasks

Page Name	Object Name	Navigation	Usage
Job Task Table	JOB_TASK_TABLE	Set Up HRMS, Foundation Tables, Job Attributes, Job Task Table	Define job task outcomes. For example, if a job requires an worker to pick up heavy boxes and move them, then define moving heavy boxes as the essential job task. Because a worker with a disability could use a forklift to move them, do not define the job task as lifting heavy boxes.
Job Code Task Table	JOBCODE_TASK_TABLE	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Task Table	Define job tasks associated with each job code.

Defining Job Task Codes

Access the Job Code Task Table page.

Jobtask SetID

Select a job task setID from the available options. Valid values are stored on the TableSet ID page.

Job Task

Select a job task from the available options. Valid values are stored on the Job Task Table page.

Imprtce (importance)

Select the importance of the job task to the particular job code. Valid values are in the Translate Table.

Freq (frequency)

Enter how often the job task occurs for each job code. Valid values are in the Frequency Table.

Cons (consequence)

Select the result that occurs if the job task isn’t performed. Valid values are in the Translate Table.

% Time Spnt (percentage time spent)

Enter the percentage of time that is spent on the job task.

Total Percent Time Spent

The system calculates and displays this when you move out of the % Time Spent field. The total cannot exceed 100%.

Note. Once created, this information is particularly useful for discussing job requirements with applicants. Although the ADA prohibits you from asking applicants if they have disabilities, you can show them a job’s task list and ask them if they might have difficulties in completing the tasks. This way, you offer the applicants the opportunity to describe their disabilities and any accommodations that they need to perform the job tasks.

Setting Up Pay Groups

To set up pay groups, use the Pay Group Table component (PAYGROUP_TABLE).

This section provides an overview of pay groups and discusses how to:

Set up and describe pay groups.
Set up process controls for pay groups.
Set up payroll calculation parameters for pay groups.
(USA) Specify the FLSA period definition.
(E&G) Enter additional E&G earnings codes.

Understanding Pay Groups

When implementing a payroll system for use with HRMS, one of your major tasks is to set up pay groups. For example, you might create different pay groups for employees with different sets of benefits or earnings.

While pay groups may seem specific to payroll processing, you also need this information for Human Resources, to set up job records and benefit programs. Many of the default field values on the Administer Workforce pages are based on the pay group values that you specify on the Pay Group Table component (PAYGROUP_TABLE). Set up at least one pay group for each company that you established in the Company component (COMPANY_TABLE) or the Agency USF component (AGENCY_TABLE) for U.S. federal users.

See Entering Company Information.

See (USF) Entering Agency Information.

Setting Up Your Pay Group

Where you set up your pay group depends on which payroll application you use:

PeopleSoft Enterprise Payroll for North America.

If you use PeopleSoft Payroll for North America, use the Pay Group table pages discussed in this section as well as additional pages of the Pay Group table that are documented in the PeopleSoft Enterprise Payroll for North America 9.0 PeopleBook.

See Setting Up Pay Groups.
PeopleSoft Enterprise Payroll Interface

If you use PeopleSoft Payroll Interface, use the Pay Group Table pages discussed in this section as well as additional pages of the Pay Group table that are documented in the PeopleSoft Enterprise Payroll Interface 9.0 PeopleBook.

See Setting Up Payroll Schedules.
PeopleSoft Enterprise Global Payroll.

If you use PeopleSoft Global Payroll, use the Pay Group component in that application.

See Defining Pay Groups.
Pay system other than a PeopleSoft payroll application.

If you are not using a PeopleSoft payroll application, use the Pay Group table pages discussed in this section.
PeopleSoft Enterprise Pension Administration.

If you use PeopleSoft Pension Administration, also set up pay groups for your pension payee companies. Pension Administration doesn’t use pay groups for paying pension benefits.

See PeopleSoft Enterprise Pension Administration 9.0 PeopleBook

Note. If you use more than one payroll application (for example, Payroll for North America and Global Payroll), set up the pay groups required for both applications. Otherwise, set up only the pay groups required for the application you are using. The company and pay group keys must be unique to the payroll application; do not use the same combination of keys for multiple payroll applications.

Using the Pay Group Table

The Pay Group Table component consists of nine pages. For Human Resources, enter information only on the first three pages of the component, because that information is used across all HRMS applications. The last six pages in the component are used with Payroll for North America, and to a lesser extent, with Payroll Interface.

Pages Used to Set Up Pay Groups

Note. Do not use this component with PeopleSoft Enterprise Global Payroll. Additional pages of the Pay Group Table component are documented in the PeopleSoft Enterprise Payroll for North America 9.0 PeopleBook and the PeopleSoft Enterprise Payroll Interface 9.0 PeopleBook. The pages listed below are also documented in the PeopleSoft Enterprise Human Resources: Administer Salaries for the Netherlands 9.0 PeopleBook.

Page Name	Object Name	Navigation	Usage
Definition	PAYGROUP_TABLE1	Set Up HRMS, Product Related, Payroll for North America, Payroll Processing Controls, Pay Group Table Set Up HRMS, Product Related, Payroll Interface, Payroll, Pay Group Table	Set up and describe pay groups.
Process Control	PAYGROUP_TABLE2	Set Up HRMS, Product Related, Payroll for North America, Payroll Processing Controls, Pay Group Table Set Up HRMS, Product Related, Payroll Interface, Payroll, Pay Group Table	Establish employee type options for a particular pay group.
Calc Parameters	PAYGROUP_TBL3	Set Up HRMS, Product Related, Payroll for North America, Payroll Processing Controls, Pay Group Table Set Up HRMS, Product Related, Payroll Interface, Payroll, Pay Group Table	Define further payroll processing parameters for pay groups.
FLSA Period Definition	FLSA_PERIOD_SBPNL	Set Up HRMS, Product Related, Payroll for North America, Payroll Processing Controls, Pay Group Table Click FLSA Period Definition on the Calc Parameters page. Set Up HRMS, Product Related, Payroll Interface, Payroll, Pay Group Table Click FLSA Period Definition on the Calc Parameters page.	(USA) Specify FLSA period definition and other parameters for the pay group’s FLSA calculation.
Education and Government Additional Earnings Codes	PAYGRP_TBL3_HP_SEC	Set Up HRMS, Product Related, Payroll for North America, Payroll Processing Controls, Pay Group Table Click Addl Educ/Govt Earnings Codes on the Calc Parameters page Set Up HRMS, Product Related, Payroll Interface, Payroll, Pay Group Table Click Addl Educ/Govt Earnings Codes on the Calc Parameters page	(E&G) Add earnings codes for education and government

See Also

Setting Up Pay Groups

Creating and Maintaining Pay Groups

Setting Up and Describing Pay Groups

Access the Definition page.

Note. This page is not required for USF users.

Pay Group

The Pay Group value that you specified in the entry dialog box is displayed.

Note. On employee job records, the Pay Group default is from the company level.

SetID

Select a setID for the shift table used by the employees in this pay group. For pay groups that don’t use a shift table, use a generic setID.

Retiree Pay Group

Select for a separate retiree pay group. PeopleSoft recommends keeping retirees in their own pay group. There is no processing associated with this check box.

PI Configuration ID (Payroll Interface configuration ID)

Select, if appropriate. The PI Configuration ID is set up using the Configuration Table component (INTRFC_CONFIG) in Payroll Interface. You must set up that component first, or leave this field blank for now.

Note. You must enter a value for Payroll Interface. If the PI Configuration ID is not set up correctly, payroll processing in Payroll Interface will not function properly. Refer to the PeopleSoft Enterprise Payroll Interface 9.0 PeopleBook for more information.

Deduction Priority

Enter a deduction priority number for your pay group. The deduction priority is used for multiple job employees when the single check option is not selected for a company.

Employee Type Default

Select the most common employee type within the pay group. The system uses this value as the default for the pay group’s employee job records. The default you enter on this page is edited against the Benefit Program table. You need either to set up that table first or leave this field blank for now. Values are as follows:

Salaried: Select for employees whose earnings are based on an amount per pay period, rather than accumulated hours. You can still enter exceptions on the pay sheets.

Hourly: Select for employees who don’t work the same number of hours each pay period. Typically, an hourly employee requires positive time reporting. In this case, you enter the hours worked on the pay sheets.

Exep Hrly (hourly exceptions): Select for employees who work a set number of hours each pay period. Enter only exceptions to their schedule on the pay sheets.

Not Appl (not applicable): Select if this field isn’t applicable.

(CAN) Wage Loss Plan Default

Specify a wage loss plan default value for the pay group. This default value assigns employees the appropriate wage loss plan on the Canadian Income Tax Data page whenever the system automatically creates employee tax data records.

Frequency

Pay

Select the pay period frequency.

Note. If the employee’s compensation rate on the Compensation page is quoted with the same frequency type as the pay period (for example a monthly frequency), you must use the same frequency ID (same annualization factor) for both the pay frequency and the compensation frequency.

Daily

Select the frequency used by Payroll for North America to calculate the daily pay rate. Only frequencies on the Frequency table with a frequency type of daily are available for selection.

Monthly

Select the frequency used by Payroll for North America to calculate a monthly pay rate. Only frequencies on the Frequency table with a frequency type of monthly are available for selection.

General Ledger Use

PeopleSoft Enterprise General Ledger uses these fields.

Rate Type	Select the appropriate value from the list provided.
Conv Date (conversion date)	Values are Check Date, Pay End Date, and Today’s Date.

See Also

Setting Up Deductions

Understanding Frequency in Payroll for North America

Setting Up Process Controls for Pay Groups

Access the Process Control page.

You establish options on this page before you assign employee types on employee records. For example, you might want to group only salaried employees in your monthly pay group and group hourly and exception hourly employees in a biweekly pay group.

Continue with Errors

Continue With Errors

Select to enable the Pay Confirmation process to proceed even if the Pay Calculation process encounters nonfatal calculation errors. The system moves the paysheets in error to a designated off-cycle calendar to be corrected in a separate off-cycle run.

Note. All pay groups attached to a single pay run ID must have the same setting in the Continue With Errors option on this page. If this condition is not met, the system cannot transfer any errored paysheets for the pay run ID.

Error Pay End Date Option

This value is used by the Pay Calendar build process to set up the pay calendar. Select the date of the off-cycle calendar to which erred paysheets are moved.

If you select Next Day, the Pay Calendar Creation process creates one cycle pay calendar for each on-cycle pay calendar that is created. The pay end date for the off-cycle calendar is one day after the pay end date for the on-cycle pay calendar. For example, if the pay end date for the on-cycle calendar is May 31^st, the pay end date for the off-cycle calendar is June 1^st.

Warning! If you enter your own end date, you must ensure that a pay calendar has been built for that date before attempting to calculate transferred pay lines.

Processing Control

Industry	Select your organization’s primary business industry, such as Core, Education, Government, Retail, and so on.
Industry Sector	Select None, Core, Public Sct (public sector), or US Federal.

Employee Type(s) for Paygroup

Employee Type	Select the options—Hourly, Exception Hourly, or Salaried—that are valid for this pay group. If you use PeopleSoft Payroll for North America, you also need to designate payroll processing parameters. Otherwise, for employees being paid with PeopleSoft Payroll for North America, leave Print Paysheets selected as the default. Note. If a specific employee type is not defined on a pay group, a user can’t set up that type of employee. For example, if a pay group does not have an employee type of salaried, when an employee is hired, the user can’t enter S as the employee type on job.
Print Paysheets	If you are using PeopleSoft Payroll for North America, select this check box if the employees in this employee type should always be included when printing paysheets. Employee types for which this check box is cleared still appear on the paysheet pages. Note. You must check this box if either of the confirmation required check boxes is selected.
Confirmation Required for Job Earnings on Paysheet	If you are using PeopleSoft Payroll for North America, select this box to clear the OK to Pay field on the paysheets by default. OK to Pay tells the system whether to pay an employee or place the record on hold until you review it. Pay Calculation, in turn, processes only those employees who have OK to Pay selected. If you select this option, Print Paysheets must also be selected. Typically, hourly employees require some sort of positive time input to get paid. For this reason, you might say that confirmation is required. Once you enter their time on the paysheets, you manually select OK to Pay to permit them to be paid. For exception hourly and salaried employees, you usually enter exception time only as required. Therefore, you might indicate that confirmation is not required. These employees automatically get paid their regular salary or hours each pay cycle, because the paysheets are created with the OK to Pay check box selected.
Confirmation Required for Partial Pay Period on Paysheet	If you are using PeopleSoft Payroll for North America, select this box to control the OK to Pay check box on the paysheet. Whenever there is a mid-period change on the Job record—an employee is hired, is terminated, or changed jobs or pay rates—the system creates partial pay period records due to proration. Typically, if you prorate pay, you should clear this check box to tell the system that confirmation is not required and to select OK to Pay on the paysheet. If, on the other hand, you want to manually verify the proration for employees, select this option. You can adjust the pay on the paysheets and click the OK to Pay check box. If you select this option, Print Paysheets must also be selected.

See Also

Working with Paysheets

Setting Up Payroll Calculation Parameters for Pay Groups

Access the Pay Group Table - Calc Parameters page.

Pay Group Information

Earnings Program ID	Select a default value for the employee records in this pay group. Earnings Program IDs are set up using the Earnings Program Table component (EARNS_PROGRAM_TBL) in either Payroll for North American or Payroll Interface. You must set up that component first or leave this field blank for now.
(USF) Pay Plan	Select the pay plan to assign to this pay group.
Holiday Schedule	Select the holiday schedule for the pay group. If you left the Holiday Schedule field blank on the Location Profile page, the system uses the holiday schedule you specify on this page as the default for the worker's job record. You must set up the Holiday Schedule table before making a selection or leave this field blank for now. Note. In Payroll Interface, if you want the third-party payroll system to process holiday pay, on the Holiday Schedule component set up a holiday schedule called NONE.
Default Benefit Program	Select the default benefit/deduction program for the pay group. The system uses this default benefit/deduction program as the default for the employee’s job record. The default you enter on this page is edited against the Benefit/Deduction Program Table in the Benefits menu. You must set up that table first, or leave this field blank for now.
Retro Pay Program ID	Select a retro pay program ID to assign the pay group to a retro pay program. Specify a retro pay program ID that identifies the earnings codes used in retro pay calculations. Note. You define Retro Pay Programs on the Retro Pay Program Table and earnings codes on the Earnings Tables. In each Retro Pay Program you define, you can specify any number of earnings codes as earnings for which Retro Pay can be calculated. For each of these earnings codes, you can specify an earnings code to be used for paying the Retro Pay earnings.
Final Check Program ID	To specify a default final check program for the pay group, select the final check program ID that identifies the earnings, deductions, and accruals to be used in final check processing for the pay group.
(USA) FLSA Required	Select this check box if FLSA regulations are to be applied to this pay group. When you select this check box, the FLSA Period Definition button appears. If you do not select this check box, the button does not appear and you cannot define FLSA pay periods. FLSA is for U.S. Payroll only; this check box appears on the page if you have enabled FLSA processing on the Fica/Tax Details page (access through the Company Table − Default Settings page) and on every pay group when applicable. Note. If FLSA is not selected for a company, it cannot be selected for a pay group within that company. After it has been selected at the company level, it does not have to be selected at the pay group level. However, if FLSA is required for a pay group, it must be selected at both the company and pay group levels. Note. (USF) If FLSA is required for a whole agency or for most pay groups in an agency, you should clear the FLSA Required check box and define FLSA requirements on the Agency Table. Remember that if the FLSA Required check box isn’t selected on the Agency Table, the FLSA Rule for a pay group is set by default to Higher of FLSA Contractual. Note. To be included in FLSA calculation, an employee must have non-exempt status and belong to an FLSA pay group. Note. When setting up pay groups, do not use the same pay group ID in two separate companies if the companies use different overtime earnings codes for FLSA.
(USA) FLSA Period Definition	Click to access the FLSA Period Definition page.

Earnings

Use this group box to define earnings codes for each earnings type.

Regular Hours	Select the appropriate earnings code for the regular hours earnings type.
Overtime Hours (overtime hours earnings type)	Select the appropriate earnings code for the overtime hours earnings type.
Regular Earnings	Select the appropriate earnings code for the regular earnings type.
Holiday	When the system creates paysheets and detects that a holiday falls within the pay period, it uses the earnings code associated with this field. If Holiday Type on the Holiday Schedule Table is Canadian, the system uses this earnings code to set up the statutory holiday earnings on the paysheet. Note. (USF) The system does not enter the holiday earnings code on the paysheet if the employee is in a nonpay status for the entire pay period.

(USF) US Federal

Specify additional earnings codes.

Nonpay Hours

Enter the earnings code to be entered on the paysheets when the system detects that an employee is on leave without pay or short or long-term disability for an entire pay period.

Note. Nonpay hours are included on paysheets only if the employee is in nonpay status for the entire pay period.

Refund

Enter the earnings code used to refund money to employees who cancel U.S. Savings Bond elections.

See (USF) Refunding Employees for Cancelled Bond Elections.

Interest

Enter the earnings code used to pay interest on retroactive payments that are over 30 calendar days late.

See (USF) Managing Interest Calculations on Retro Pay.

See Also

Setting Up Holiday Schedules

(USA) Specifying the FLSA Period Definition

Access the FLSA Period Definition page.

The FLSA Period Definition page changes, depending on which options you select. The following table shows which fields are visible on the page, depending on the FLSA Period Definition you select:

FLSA Period Definition	FLSA Salaried HRS Use: Unspecified or Fixed	Use Basic Formula	FLSA Calendar ID	FLSA Period in Days	FLSA Threshold Hours
Fixed FLSA Period with Fixed Salaried Hrs selected and Use Basic Formula clear	X	X	X	X
Fixed FLSA Period with Fixed Salaried Hrs selected and Use Basic Formula selected	X	X
Fixed FLSA Period with Unspecified Salaried Hrs selected	X		X	X
Law Enforcement			X	X	X
Fire Protection			X	X	X

FLSA Period Definition

Select the appropriate FLSA period definition:

Fixed FLSA Period: 7 or 14 days. 7 is the default.
Fire Protection: 7 to 28 days.
Law Enforcement: 7 to 28 days.
User-defined FLSA period definitions are also available in the list.

If you select Fixed FLSA Period, the period can only be for 7 or 14 days. There are no FLSA Threshold Hours for employees in the Fixed FLSA Period, because threshold hours only apply to law enforcement and fire protection employees.

FLSA Salaried Hours Used

Fixed Salaried Hours (Hours per Week)	Select this option to use the standard hours you entered on the employee’s Job record. If you select this option, the Use Basic Formula check box appears.
Use Basic Formula	If you select this check box, the FLSA Calendar ID and FLSA Period in Days check boxes disappear. Basic formulas are used only for monthly and semi-monthly pay periods. The FLSA period is assumed to be the same as the Pay Calendar period; hence, no FLSA Calendar ID is required. If you select this check box, you must enter information into the Work Day Hours field on the Job Information page.
Unspecified Salaried Hours	Select this option to use the actual number of hours worked per week by salaried employees to determine their FLSA rate.
FLSA Calendar ID	Select a FLSA calendar ID. The FLSA calendar ID is linked to the FLSA Start Date and FLSA Period in Days fields on the FLSA Calendar Table page, which are used to define the FLSA begin and end dates. Hence, the pay group uses the FLSA Calendar ID to define the FLSA periods. This field is not applicable if you select Basic Rate Formula. If you select Fixed FLSA Period, the prompt list contains only FLSA Calendar IDs with 7 or 14 FLSA Periods in Days. For Fire Protection or Law Enforcement, the prompt list contains FLSA Calendar IDs from 7 to 28 days.
FLSA Period in Days	The length of the FLSA pay period, or the days from the FLSA Begin Date to the FLSA End Date. The system displays it automatically. It is based on the FLSA Period in Days you define on the FLSA Calendar Table. This field is display-only.
FLSA Threshold Hours	The number of hours worked before the FLSA rate applies to Fire Protection and Law Enforcement employees. Both of these types of jobs have different threshold hours defined by FLSA regulations. Both threshold hour schedules are delivered by PeopleSoft and are defined in the FLSA Period Table. You can create user-defined FLSA period definitions with different threshold hour schedules if necessary. See (USA) FLSA and Alternative Overtime Calculations.

(E&G) Entering Additional E&G Earnings Codes

Access the Education and Government Additional Earnings Codes page.

Select the appropriate earnings code for each field.

Running Job Code and Pay Group Reports

To run job code and pay group reports, use the Job Code Table Report component (RUN_PER_709C) and Pay Group component (RUN_PAY711).

This section lists the page used to run job code and pay group reports.

Page Used to Run Job Code and Pay Group Reports

Page Name	Object Name	Navigation	Usage
Run Control	PRCSRUNCNTL	Set Up HRMS, Foundation Tables, Job Attributes, Job Code Table Report	Job Code Table report (PER709C) lists all job codes.
Pay Group Report	PRCSRUNCNTL	Set Up HRMS, Product Related, Payroll for North America, Comp/Earnings Table Reports, Pay Group Set Up HRMS, Product Related, Payroll Interface, Payroll Reports, Pay Group Table	The Pay Group report (PAY711) prints each pay group and the processing characteristics that apply to that group.

Job Code	A unique code that you associate with a specific job in your organization.
(USF) Occupation Series, Official Posn Title Code (official position title code), and Organization Posn Title Cd (organization position title code)	Select from the list.
Job Family	Select a job family to categorize a job code into a more general grouping. For example, you might group a trust analyst and an operations analyst into a job family called Analyst.
Job Function Code	Select the code that best categorizes the job by function, such as administrative, legal, or management.
Job Subfunction	Select the code that best categorizes the job's subfunction.
Standard Hours	Enter the default number of hours in a standard work period for this job. The Standard Hours value that you enter on this page becomes the default for all workers who are associated with this job code. You can modify the standard hours for an worker on the worker’s Job Data pages (JOB_DATA). The value that you assign for Standard Hours must fall between the minimum standard hours and the maximum standard hours defined in the Primary Permission List Preferences table. If no minimum standard hours and maximum standard hours are defined on the Primary Permission List Preferences table, the system uses the values on the Installation table.
Standard Work Period	Select the time period in which workers must complete the standard hours. Maintain these values in the Frequency Table page (FREQUENCY_TBL). The system uses the annualization factor of the standard work period in combination with the standard hours to calculate FTE (full-time equivalency). See PeopleSoft Enterprise Components for PeopleSoft Enterprise HRMS and Campus Solutions 9.0 PeopleBook
Workers’ Comp Code (Workers’ Compensation code)	Enter a code to specify the workers’ compensation plan to which this job code belongs.
Manager Level	Select the level of management associated with the employee.
Comp Freq (compensation frequency)	Select the frequency in which the compensation is quoted. The default value is the frequency that you specified on the Installation table
Medical Checkup Required	Select if this job code requires a onetime medical checkup when the worker is hired into the job. Note. If you’re tracking a German workforce, also indicate whether the job requires ongoing medical surveillance in the Job Code Profile section for local German functionality, especially if the worker comes into contact with hazardous conditions or materials on the job.
Union Code	If you’re defining a job code that is associated with a union, select a union code.
Updated On	Last updated timestamp for this jobcode.
Updated By	Last updated by user information

Bargaining Unit	If the job code is associated with a union, select a bargaining unit.
Pay Basis	Enter the pay basis for which you quote salaries for this job code; for example, Per Annum, Per Hour.
Override NFC Indicator	Select this check box to override the value in the NFC Update Indicator field.
NFC Update Indicator	Status of the transaction in relation to NFC, as maintained by the user or system. Options in this field include: In Process – This Jobcode has been run through the export program and will be sent to NFC. Not Ready – User intends to exclude this Jobcode from export to NFC. Other – Status maintained by system user. Ready – User intends to include this Jobcode in the next NFC export. SINQ – This Jobcode has not successfully passed NFC's PINE Edits and needs correction.
NFC Function Code	Identifies the task to be performed by NFC on a master record. Options in this field include Add, Change, Delete, Inactivate, and Reactivate.
Classification Authority and Classification Factor	The system displays the classification authority and the classification factors that are associated with the classification standard.
Target Grade	Enter the target grade of the job, if applicable.
Official Title Prefix	NFC-defined list of title prefixes.
Factor Level	Enter a classification factor level for each classification factor that is associated with this classification standard.
Points, Grade Points, and Total Points	The system displays the points that are associated with the classification standard.
Weight (%)	The system displays the weight percentage of the points that are associated with the classification standard.
OPM Certification Number (office of personnel management certification number)	Enter the OPM certification number that is associated with this job code.
Position Classification Stds (position classification standards)	Enter the position classification standards that are used.

Knowhow	Enter points that represent the worker’s knowledge required to perform the job.
Accountability	Enter points that represent the worker’s ability to do the assigned job.
Problem-Solving	Enter points that represent the worker’s ability to work out solutions despite obstacles.
Total Points	You determine the points by comparing each of these factors to every other job in your company. The greater the know-how, accountability, and problem solving for this job, the higher the points. For example, you would probably assign more accountability points to a controller than to a secretary because the controller has more responsibility. The system calculates Total Points and the Percent, or relative importance, of each factor. For example, if Knowhow receives 33.2 percent of the total points, Accountability receives 33.7 percent, and Problem-Solving receives 33.1 percent, then all three factors are almost equally important. However, if Knowhow receives 54.4 percent of the total points, Accountability receives 9.2 percent, and Problem-Solving receives 36.4 percent, then Knowhow is of greater importance than Accountability or Problem-Solving, and Accountability is of little significance.
Used by Position Mgmt? (used by position management?)	Select if this job code is used by a position. If you specified full or partial position management on the Installation Table, this check box is selected by default. A selected check box tells the system that you’re budgeting for the job code at the position level. It does not restrict your ability to attach positions to a job code or attach workers to a job code. If this check box is clear, you can still set up a position with the job code. If the check box is selected, you can still enter the job code on the worker’s job data record. When you clear this check box, the Pre-Encumbrance Indicator and Encumber Salary Option fields appear.
Pre-Encumbrance Indicator	Indicate if you want the system to encumber this job code immediately (Immediate), not at all (None), or upon requisition (Requistn).
Encumber Salary Option	If you are using Commitment Accounting to encumber salaries, the system uses the option that you select to determine the salary amount when it encumbers the salaries of vacant positions.
Encumber Salary Amount	If you select User Specas the Encumber Salary Option, enter the salary amount to encumber.

Matrix Name	Select the market pay matrix that you want to associate with this job code. The effective date of the matrix must be less than or equal to the effective date of the job code.
Edit Matrix	Click this button to access the Data Content page where you can view and edit values associated with this matrix. Any other job code linked to this same matrix will be impacted as well.

Jobtask SetID	Select a job task setID from the available options. Valid values are stored on the TableSet ID page.
Job Task	Select a job task from the available options. Valid values are stored on the Job Task Table page.
Imprtce (importance)	Select the importance of the job task to the particular job code. Valid values are in the Translate Table.
Freq (frequency)	Enter how often the job task occurs for each job code. Valid values are in the Frequency Table.
Cons (consequence)	Select the result that occurs if the job task isn’t performed. Valid values are in the Translate Table.
% Time Spnt (percentage time spent)	Enter the percentage of time that is spent on the job task.
Total Percent Time Spent	The system calculates and displays this when you move out of the % Time Spent field. The total cannot exceed 100%. Note. Once created, this information is particularly useful for discussing job requirements with applicants. Although the ADA prohibits you from asking applicants if they have disabilities, you can show them a job’s task list and ask them if they might have difficulties in completing the tasks. This way, you offer the applicants the opportunity to describe their disabilities and any accommodations that they need to perform the job tasks.

Pay Group	The Pay Group value that you specified in the entry dialog box is displayed. Note. On employee job records, the Pay Group default is from the company level.
SetID	Select a setID for the shift table used by the employees in this pay group. For pay groups that don’t use a shift table, use a generic setID.
Retiree Pay Group	Select for a separate retiree pay group. PeopleSoft recommends keeping retirees in their own pay group. There is no processing associated with this check box.
PI Configuration ID (Payroll Interface configuration ID)	Select, if appropriate. The PI Configuration ID is set up using the Configuration Table component (INTRFC_CONFIG) in Payroll Interface. You must set up that component first, or leave this field blank for now. Note. You must enter a value for Payroll Interface. If the PI Configuration ID is not set up correctly, payroll processing in Payroll Interface will not function properly. Refer to the PeopleSoft Enterprise Payroll Interface 9.0 PeopleBook for more information.
Deduction Priority	Enter a deduction priority number for your pay group. The deduction priority is used for multiple job employees when the single check option is not selected for a company.
Employee Type Default	Select the most common employee type within the pay group. The system uses this value as the default for the pay group’s employee job records. The default you enter on this page is edited against the Benefit Program table. You need either to set up that table first or leave this field blank for now. Values are as follows: Salaried: Select for employees whose earnings are based on an amount per pay period, rather than accumulated hours. You can still enter exceptions on the pay sheets. Hourly: Select for employees who don’t work the same number of hours each pay period. Typically, an hourly employee requires positive time reporting. In this case, you enter the hours worked on the pay sheets. Exep Hrly (hourly exceptions): Select for employees who work a set number of hours each pay period. Enter only exceptions to their schedule on the pay sheets. Not Appl (not applicable): Select if this field isn’t applicable.
(CAN) Wage Loss Plan Default	Specify a wage loss plan default value for the pay group. This default value assigns employees the appropriate wage loss plan on the Canadian Income Tax Data page whenever the system automatically creates employee tax data records.