Creating Personnel Actions Using Fluid

Clicking this button exits the Create/View Personnel Actions data entry and review pages. If the user has not moved past the Request Data steps and saved, the system does not save the personnel action request. If you have saved the Request Data step (see the last substep of the Request Data step to save) before exiting, the request appears on the Personnel Actions USF Page as a saved (unsubmitted) request. The user can resume the request later.

Clicking this button temporarily save the changes to the current substep and navigates to the previous step or substep. The button is not visible on the first step in the request.

Clicking this button temporarily saves changes to a current substep and navigates to the next step or substep. You must save the changes in the Request Data step by accessing the last substep, before moving to the next step in the process.

On the last step of the request (the Transaction Summary step), the Next button is replaced by a Submit button.

This button appears only on the Transaction Summary step. Click this button to submit the request. The user cannot make any further changes to the request after submission.

Request that have been submitted appear on the Personnel Actions USF Page with the status of In Progress-Requested.

<Step or Substep Name>

On the left panel with the list of steps, individual steps are numbered and labeled. Some steps will have substeps, which are not numbered. Steps with substeps are indicated by an expand/collapse icon after the step name. The step is automatically expanded when the user reaches it. The user can also click the parent step at any time to expand or collapse it. The page will highlight the current step or substep.

If a step consists of substep, you must visit each substep sequentially before saving on the last substep of the step. Upon a save, if any required information is missing, a message appears, and the user must provide the missing information before saving the data and continuing.

<Step Status>

Each step and substep has a status.

• Not Started: these are unvisited steps.

• Visited.: When the user first reaches a step, the status changes to ‘Visited’.

Users can return to steps and substeps by clicking the step.

<Title Text>

Displays a page title that includes the step number and step name—for example, Step 2 of 3: Validate Data

For substeps, the page title includes both the step and substep name, separated by a hyphen. For example, Step 1 of 3: Request Data - Data Control indicates that the step title is Request Data and the substep title is Data Control.

Proposed Effective Date

This field is populated with the date that is entered in the Actual Effective Date field.

Not to Exceed Date

Enter the ending date of a temporary action (for example, the date a temporary job expires or designate the length of time the temporary employment can last). Based on NOA code this field becomes a mandatory field to be filled in.

Authority (1), Authority (2), Description Part 1 and Description Part 2

Select the appropriate legal authority for this NOA code. This field is usually reserved for use by human resources specialists. PeopleSoft provides a list of common legal authority codes and descriptions as provided by the US Office of Personnel Management.

Override NFC Indicator

Switch the value to Yes to override the value in the NFC Indicator field.

Contact Emplid (contact employee ID)

Enter the employee ID of the person to contact with any questions regarding the personnel action request.

NFC Indicator (National Finance Center processing)

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

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

• Not Ready to Process – User intends to exclude this personnel action from export to NFC.

• Other – Status maintained by system user.

• Ready To Process – User intends to include this personnel action in the next NFC export.

• SINQ Error – This personnel action has not successfully passed NFC's PINE Edits and needs correction.

PAR Request Nbr (PAR request number)

(Optional) Enter a PAR request number for each employee request after you save this request. This field is for your agency's information only.

PAR Remarks

Click to access the PAR Remarks Page and view or enter comments specific to this position or employee situation.

Award Data

This link is active only for award and bonus personnel actions.

Click this link to access the Award Data Page to view or assign an award to a federal employee and enter award, informational, and payroll details.

Tracking Data

Click this link to access the Job Tracking Information Page to view or enter job-tracking information.

Print SF-52 and Print SF-50

Select these buttons to print the Notice of Personnel Action USF or Request Personnel Action USF action request. For more information, see the Notice of Personnel Action USF or Request Personnel Action USF - Parameters Page.

Award Percent

Enter the percent of pay to be paid as an award.

Award Code

Displays the NFC award code, which defaults from the Award Action definition.

Amount

Enter the award amount granted.

Hours

Enter the hours granted as an award.

Pay Period Amount and Process Until

Enter the award amount paid each pay period until a specified date.

Award Group

Identify an award group number.

Use By Date

Enter the date by which this award must be used.

Suggestion Number

Enter a suggested monetary amount.

Tangible Benefit

Enter the tangible benefit amount.

Obligation Expiration

Enter the expiration date of any obligations, such as amounts of orders placed, contracts and subgrants awarded, goods and services received, and similar transactions.

Intangible Benefit

Enter the amount value of an intangible benefit, if applicable.

From Date

Enter the award begin date (NFC only).

To Date

Enter the award end date (NFC only).

Combination Code, GL Pay Type, Amount Paid, Gross Up, and Earnings Code

The information in these fields defaults from the Award Action definition.

Sub Agency Charged

Identify the accounting station charged for cash award if not the employee's accounting station (NFC Only).

Check Mail Address Indicator

Specify where NFC should mail an award check. For example, the award may not get mailed to the employee's address, but instead to an office for a ceremony (NFC Only).

Generate Payment

Select Yes to generate the award payment (NFC Only).

Action Taken

Displays the date that the action request was entered.

Action Date Override

Switch to Yes make the Action Taken field available for entry so that you can change the action date.

Override Operator Emplid (override operator employee ID)

(Optional) Switch to Yes to indicate that a person other than the one whose user ID was used to log in is entering data. For example, when an administrative assistant is entering data on behalf of a supervisor.

Emplid of Tracking Row (employee ID of tracking row) and Name

When the Override Operator Emplid field is set to Yes, this field becomes available for entry. Enter the ID of the person actually performing the data entry and that employee’s name will appear in the Name field.

Date of Birth

Enter the employee's date of birth. If you do not enter a birth date, a warning message appears when you save the record. Although this field isn't required for the Administering Workforce business process, the system uses the date in some benefit and payroll tasks to calculate an employee's age. If you do not have the birth date currently, after you acknowledge the message, you can continue entering information. However, it is recommended that you enter the information later.

Draft Status

(Optional) Select a draft status. Options include Not Applicable, Not Yet Registered, and Registered.

Disability Code

Select the disability code from the list, or if none, select the value 05 - No Handicap.

Date Entitled to Medicare

(Optional) Enter the date the employee is entitled to Medicare.

Highest Education Level

(Optional) Select the employee's highest level of education

Gender

Indicate the employee's gender.

Address Information

Click to access the Address Information Page and enter home and mailing address information.

Phone Numbers

Click to access the Personal Phone Numbers Page and enter employee phone, fax, mobile, and other numbers.

Additional Birth Information

Click to access the Additional Birth Information Page and enter the employee's birth information.

Veterans Information

Click to access the Veterans Information Pageand enter veterans information.

Marital Information

Click to access the Marital Status Page and enter marital information.

Educational Details

Click to access the Educational Details Page and enter or view the schools attended and degrees completed by this employee.

Country

Select the country for the citizenship status you want to define for this person. The Citizenship Status field options are tied to the country you select.

Citizenship Status

Select the appropriate citizenship status for this country.

Country

Many countries have unique national ID formats. Select the country with the ID format you want to use for this person.

National ID Type

Enter the corresponding ID type of the employee's country you selected in this section.

National ID

Enter the employee's national identification number.

Years, Months, and Days

Enter the creditable military service in years, months, and days.

Military Service Verified

Switch to Yes if you have received verification of service.

Veterans Preference RIF (veterans preference reduction in force)

Switch to Yes to indicate the employee is eligible for veteran's preference in instances of Reductions In Force. See the U.S. Office of Personnel Management's Vets Info Guide for more information.

Disabled Veteran

Switch to Yes if the veteran is disabled.

Position Management Record

If your organization uses the Manage Positions business process and the administrator has made updates to this position, the option displays Yes.

For an initial employment instance (for a new hire), No is selected, as the new hire would not have information to update.

Position Override

Switch the Position Override option to Yes to make changes to position data that are otherwise locked in by the position data record. This will enable you to change any of the position-related fields, such as the Job Code, Department, Agency, and Sub-agency.

PeopleSoft Human Resources issues a warning message if you assign an employee to a position that has already been filled by another employee or if a new employee appointment exceeds the maximum head count for that position.

Position

Select a position. When you move out of this field, the system provides default data for position-related fields. This data comes from the Add/Update Position Info component if the Manage Positions business process is being used. Job code, agency, subagency, business unit, department, and location all are set by default to position management data.

In addition, the system inserts a default value in the Reports To and Supervisor's ID fields on this page if these are entered when setting up the position.

If you've associated agencies with departments on the Department table, the system enters the agency code on this page and the field is unavailable for entry. It also enters default values in the Position Data section for the pay periods, employee type, holiday schedule (which you define in the Pay Group table), and pay group fields (which you associate with a position in the Add/Update Position Info component in the Organizational Development, Position Management, Maintain Positions/Budgets menu). The system enters the standard hours that correspond to the job code. If you've associated them with the job code, the system also enters the pay plan, pay table, and grade, and compensation frequency within the Compensation Data section. In addition, within the Compensation Data section, the system enters the grade and step entry date, which is the date the employee was first assigned to the grade and step.

Pay Plan and Grade

Displays the pay plan and grade associated with the position.

Occupational Series

Displays the occupational series that is associated with this position.

Job Code

If you are not using the Manage Positions business process, enter the job code. Otherwise, the job code is derived from the value established in the Add/Update Position Info component.

Agency, Sub-Agency, Business Unit, Department, and Location

Select the ID types for these fields individually. If the position management hiring process is used, the system enters default values when the Position ID is selected.

Transferred From Agency

If the reason code entered on the Request Details Page was Transfer, select the agency from which the employee is transferring.

Transferred To Agency

This is not a valid field in the hiring process. This field is used primarily in other types of PAR requests. It becomes active based on the action and reason code entered on the Request Details Page.

Tax Location

Derived from the department-tax location relationship established on the Department table. You can also select the tax location for this person.

POI (personnel office identifier)

Set by default from the position data or the job code.

LEO Position (law enforcement officer position)

If this is a law enforcement officer position, a value appears from the job code.

Type of Appointment

Enter the employee's type of appointment, such as Career (Competitive Service Permanent), Limited, Executive, or Schedule A - C.

Position Occupied

This field identifies the type of appointment which can occupy the position. Values are Competitive, Excepted Senior Executive Service (SES) Career Reserved and SES General.

Pay Group

A value appears here if you defined one on the Position Data page. Otherwise, select a pay group.

Pay Frequency

Set by default from the pay group.

Work Period

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

Employee Type

The default value and valid options are defined by the pay group. If an employee type doesn't exist for this pay group, establish one on the Pay Group table.

Holiday Schedule

If you linked an established holiday schedule on the Pay Group table, it appears here.

FLSA Status (Fair Labor Standards Act status)

Set by default from the position data on the job code.

Employee Classification

Identify another method of grouping employees.

Regular/Temporary

Indicate whether the employee is a regular or temporary employee. The Manage Base Benefits business process of PeopleSoft Human Resources uses this value when determining eligibility requirements.

Supervisor Level

If the employee is in a supervisory position, this value is set by default from the Position Data page.

Work Schedule

Set by default from the position.

Standard Hours

The field is populated by default with the standard hours for the agency as specified in the Installation tables. You can change this information manually.

FTE (full-time equivalency)

Identifies the percentage of full-time the employee 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 a new value less than or equal to 1.0.

Adds to FTE Actual Count (adds to the full-time equivalency actual count)

Switch to Yes to include this employee's job when processing FTE edits for budgeting purposes.

SF-113G Ceiling

Switch to Yes if this position is reportable for the SF-113G ceiling.

Regular Shift, and Rate/Factor

If the employee is working shifts, select the appropriate shift, and specify the rate or factor for that shift type.

Cyber Security Code

Select the cyber security code for the position. You can also set priority if you are adding multiple cyber security codes.

Pay Rate Determinant

Select a pay rate determinant.

Pay Plan, Pay Table, and Grade

Select the pay plan, table, and grade.

Step

Assign the correct step for the employee.

Retained Pay Plan, Retained Pay Table, Retained Pay Grade, and Retained Step

There are several instances where retained grade or pay is authorized based on prior federal experience within the employing agency or at another federal agency. After selecting the appropriate pay rate determinant (for example, Retained Grade-Diff Posn), you can enter information in this field.

Step Entry Date and Grade Entry Date

Enter the date the employee was first assigned to the grade and step.

If the Multi-Step/Grade check box is selected on the Installation table and you select a step on this page, the system automatically enters the base pay for that step.

Base Pay, Locality/LEO Adjustment, and Total Pay

If you are using partial or full position management, a value is set by default here based on your prior assignment in the Step field.

A GM pay plan position is the exception to this rule. Because the GM pay plan has no steps, you must enter the base pay amount.

If you selected Yes for the Position Override option within the Job Data section of this page, you may also enter a base pay amount for a position with steps. This is appropriate in cases where the base pay amount is beyond the step 10 level.

Enter the base pay amount based on the compensation frequency period indicated. For example, if the frequency period is one month, the base pay entered would be the pay earned for one month. The system calculates and displays the value in the Loc/LEO Adjustment (if appropriate) and Total Pay fields after you have provided the compensation data.

Compensation Frequency

Set by default from the job code; override if necessary.

Annuity Offset Amount

This field is available only after the annuitant job record has been saved with one of the following values in the Annuitant Indicator field: 1, 4, 5, A, C, or E.

If the employee is an annuitant, enter a CSRS, FERS, or FERS RAE annuity offset amount.

Adjusted Base Pay

The system calculates and displays the adjusted base pay by applying the Loc/LEO adjustments to the employee's base pay. This field is used for pay limits computation of the locality pay.

Benefit Base Override and FEGLI Base

The system calculates the FEGLI base rate. Select the Benefit Base Override check box to override this default and then enter a new amount.

Other Pay Information

Click to access the Other Pay Information Page and enter compensation that employees receive that's in addition to base pay.

Expected Pay

Click to access the Expected Pay Page and view the various pay rate and compensation calculations the system calculates and displays based on the base pay and compensation frequency that you enter on this page.

Accounting Information

Click to access the Accounting Information Page and view a summary of the employee's job earnings distribution.

FEGLI Code (federal employees group life insurance code)

Enter the FEGLI code.

Post 65 Basic Life Reduction

Select the employee's post-65 basic life reduction coverage.

Coverage Amount and Living Benefits

Use these fields only when selecting living benefits (not during the hiring process).

Retirement Plan

Select the employee's retirement plan.

7

For foreign national employees exempt from retirement and from social security and Medicare tax deductions.

8

U.S. Court of Veterans Appeals without election of survivor annuity benefits. Code is for use by the judges of the U.S. Court of Veterans Appeals only.

9

U.S. Court of Veterans Appeals with election of survivor annuity benefits. Code is for use by the judges of the U.S. Court of Veterans Appeals only.

A

Article III judges and justices.

B

Bankruptcy judges and justices under the Judicial Retirement System.

S

U.S. Claims Court Judges Retirement System.

V

Clerks/magistrates (CSRS).

U

Bankruptcy judges (full FICA/partial CSRS).

Y

Bankruptcy judges (full FICA/full CSRS).

FERS Coverage (Federal Employees Retirement System coverage)

Select the employee's FERS coverage.

Previous Retirement Coverage

Select the employee's previous retirement coverage.

Annuitant Indicator

Select the employee's annuitant indicator.

Annuity Commencement Date

If a new employee is a reemployed annuitant, enter the annuity commencement date.

CSRS Frozen Service (Civil Service Retirement System frozen service)

Enter the total years and months of civilian and military service that is creditable in a CSRS component of a FERS employee. In the case of a CSRS offset employee, the service that would be included in a CSRS component if the employee ever becomes covered by FERS.

You need to enter the time span as a four-number code. The first and second positions indicate the number of years, while the third and fourth positions indicate the number of months. For example, a time span of 5 years and 3 months would be entered in CSRS Frozen Service as 0503

FICA Status-Employee

Indicate whether the employee is employer FICA exempt, exempt, subject, or subject to Medicare only.

Survivor Election

Switch to Yes if this person has elected a survivor option.

Deduction Refund Received

Indicate if the employee is receiving retirement payments based on military service. Select from Unknown, No or Repaid, or Yes.

Post-56 Military Deposit

Switch to Yes to indicate the employee paid the post-1956 military deposit.

Military Retired Pay Recipient

Indicate if the employee previously received a retirement refund. Options include Unknown, No or Repaid, or Yes.

Part Time, After April 7, 1986

Switch to Yes to indicate if the employee has any part-time service after April 7, 1986.

Military Waiver Received

Indicate whether a military waiver was received declining military pay. Options include Unknown, No, or Yes.

FERS Disability/SSA Benefits

Switch to Yes if this is a Federal Employees Retirement System employee applying for disability retirement and social security benefits.

Administrative Fees

Switch to Yes to indicate if the agency has to pay OPM an administrative fee.

Benefit Record Number

Enter a benefit record number that groups several jobs together for benefit purposes. A benefit record number can be assigned to multiple employee record numbers. If the new job entitles the employee to a new set of concurrent benefits, you should use a new benefit record number. If the job does not entitle the employee to new benefits, you should use an existing benefit record number. Each benefit record number must have a designated primary job. The primary job is used to process the benefit information.

BAS Group ID (benefits administration system group ID)

(Optional) Enter a BAS group ID.

Benefit Program

Enter a benefit program. This is a required field for all PAR transactions.

FEBH Date

Enter the date on which an employee will be eligible for FEHB coverage. Typically, the FEHB date is one year from the employee's hire date.

FEHB Coverage

Identify the status of FEHB coverage.

Project Sick Leave Usage Date

Enter the date of the project sick leave.

Previous Sub-Agency

Enter the previous sub-agency when the employee moves to another sub-agency within the same department.

Classification Action Code

Identify the method for processing a classification and personnel action at the same time. Used for reassignments, promotions or change to a lower grade.

Retained Occ Function (retained occupational functional classification)

Record the occupational functional classification corresponding to an employee's retained occupational series. This field is required only if the series specified as the retained occupational series is one for which OPM requires an occupational functional classification.

Retained Occ Series (retained occupational series)

Enter the occupational series on which an employee's salary is to be based when that series is not the series of the position the employee held immediately before being placed on grade retention. This would occur, for example, when an employee was returned to an unexpired period of grade retention at the end of a temporary promotion.

LI Coverage Amt (In Thousands) [life insurance coverage amount (in thousands)]

Enter the amount of basic life insurance coverage for an employee who is covered under the Federal Employees Group Life Insurance (FEGLI) plan. Complete this field only if one or more of the following conditions are met:

• The employee works at such different rates of pay that the payroll/personnel system is unable to calculate or project the rates of pay on an annual basis.

• The employee is paid on a piecework basis.

• The employee is paid at different rates of pay during the year.

TSP Eligibility

Specify the type of eligibility for the employee to participate in the Federal Thrift Savings Plan (TSP) for FERS, CSRS, or Offset employees.

Annual Leave Category

Select the code that identifies the annual leave earning status in the NFC payroll system. If the employee is eligible to earn annual leave, the code represents the appropriate earning category.

Leave Earning Status

Switch to Yes to identify an employee who is entitled to leave accruals for the first and last pay period of employment in the NFC payroll system.

Salary Share Code

Identify the source, in addition to the agency, that contributes to paying the employee's salary.

Annual Leave 45-Day Indicator

Switch to Yes to identify that the employee is stationed at an overseas foreign post of duty and are entitled to carry forward from one leave year to another a maximum annual leave accumulation of 45 days.

COLA/Post Differential

Select the option that identifies the type of cost of living allowance (COLA) or post differential, in addition to the base salary, that the employee is entitled to receive.

Special Employee Pay Code

Identify the special category of pay processing not accommodated in any other part of the NFC payroll/personnel system. This code enables certain operations to be performed which would not otherwise be applicable to this type of employee.

Wage Board Shift Rate

Enter the rate that NFC uses to compute pay for the varied shift time reported on the T&A for wage system employees.

Quarters Deduction Code

Select the code that identifies the type of quarters deduction for the employee.

Quarters Deduction Amount

Enter the monetary amount that is to be deducted through NFC payroll, either per day or per pay period, from the salary of an employee who is being furnished quarters, utilities, or other in kind allowances.

Entrance on Duty Date

Reflects the effective date of the hire request after you save the request. This date is distinct from the SCD dates in that it describes when the employee started federal employment with the employing agency; it does not reflect total federal service involving the employee's total career.

Hire NTE Date (hire not to exceed date)

Set by default from the Not to Exceed Date field on the Request Data - Data Control Page. In the case of a temporary hire, it designates the length of time the temporary employment can last.

Mandatory Retirement Date

If applicable, enter the employee's mandatory retirement date.

Next Review Date

Enter the next review date. This date, while informational only, can serve as a tickler date for employee performance review.

Separation Date

Shows the date that the employee left employment. This field is display-only.

Leave

Enter the service computation date for beginning the employee's leave computation.

Retire

Enter the service computation date for beginning the employee's retirement computation.

Reduction In Force

Enter the computation date for establishing the employee's RIF position.

Thrift Savings Plan

Enter the computation date for beginning the employee's thrift savings plan eligibility computation.

Law Enforcement Office

Enter the computation date for beginning the employee's law enforcement office retirement computation.

Severance Pay

Enter the service computation date for establishing the employee's severance pay computation.

Conversion Begin, Career Conversion, and Career-Conditional Conversion

Enter the conversion begin date, the career conversion date, and the career-conditional conversion date. If the employee is hired using a career-conditional appointment, the conversion begin date is the effective date of the hire. Upon completion of the three-year period, the personnel office processes a PAR converting the employee to a career appointment and enters that effective date in the Career Conversion date field. If the employee was hired under a temporary appointment, the conversion begin date is the effective date of the hire. When the personnel office processes a PAR to convert the temporary employee to a permanent employee with a conversion to career conditional competitive appointment, the Career-Conditional Conversion date field is the effective date for that transaction.

WGI Status (within-grade increase status)

Enter the WGI status, such as (none), Approved, Waiting, Denied, N/A, or Postponed. For a new employee, the default value is Waiting. Created is an option for WGI status, which is reserved for the automatic WGI process. Do not change this online, as the WGI process won't select it unless the status is Waiting or Approved.

Non Pay Hours WGI and Intermittent Days Worked

Leave these informational fields blank at hire. After running the WGI/Tenure Update process for leave without pay and processing a PAR, update the Non Pay Hours WGI field with nonpay hours from the WGI/Tenure Update report.

Last Increase Date, WGI Due Date, and Last Equivalent Increase Date

The system automatically enters the last increase date, LEI date, and WGI due date. For certain actions, the WGI Due Date field is set by default to the pay period begin date based on the pay calendar tables that your organization has established. For WGI due date calculation, it is imperative that you set up your pay calendars for this year, plus three years in advance of the current year. For example, if the current year is 2017, then your pay calendars need to be set up for 2017, 2018, 2019, and 2020.

If you enter a date that isn't the beginning of a pay calendar, the system displays a message suggesting valid pay calendar begin dates into which your date falls. If the system suggests a date of January 1, 1899, this indicates that your pay calendars do not exist. See your implementation project manager about creating additional pay calendars.

After running the WGI/Tenure Update process for leave without pay and processing a PAR, update the WGI Due Date field with the extended due date from the WGI/Tenure Update report.

Expiration Dates

Click to access the Expiration Dates Page and enter expiration dates for temporary promotions, position changes, sabbaticals, or detail assignments.

Appointment Data

Click to access the Appointment Data Page and enter appointment limits.

Bargaining Unit

Select a code representing the bargaining unit to which the employee belongs.

Union Code

If your new employee belongs to a union, select the appropriate union code.

Union Anniversary Date

If the bargaining unit covers the position and the employee has elected to join, enter the date on which the employee's seniority ranking within the union is based.

Tenure

Indicate the type of tenure.

Pay Plan and Grade

Enter the employee's pay plan and pay grade.

Compensation Area and Compensation Level

Enter the employee's compensation area and level.

Reduction In Force Series

Select the employee's RIF series.

Begin Date and Expires Date

Where appropriate, enter the employee's retained grade begin date and expires date. These are informational fields provided for the agency to track the employee's eligibility to maintain retained grade.

Probation Dates

Click to access the Probation Dates Page and enter information related to probation periods.

Financial Disclosure

Click to access the Financial Disclosure Page and enter information related to the employee's financial disclosure requirement.

Non Pay Data

Click to access the Non - Pay Data Page and enter information related to a status of non-pay.

Time Reporter Data

Click to access the Time and Labor Data Page and review PeopleSoft time and labor data for this employee. If you aren't using PeopleSoft Time and Labor, the link is unavailable.

Send Time to Payroll

Switch to Yes to integrate Time and Labor with, and send this time reporter's payable time to, a payroll system.

For Taskgroup

Displays as Yes automatically if the task group for the time reporter (in the Taskgroup field) is defined for commitment accounting.

For Department

Displays as Yes automatically if the time reporter's department is defined for commitment accounting in People Soft Human Resources. When the For Department check box is selected, assign the task reporter a task group that is also defined for commitment accounting.

Time Zone

Select the time zone in which the time reporter enters time.

The system automatically populates the field with the base time zone defined with PeopleTools Utilities.