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With the Manage Positions business process, you can create reporting relationships among positions,
showing how they look in hierarchical form. Use this information, either through a report or online, for
organizational planning.
Human Resources provides two ways to view positions in hierarchical form:
R By entering supervisory position numbers in the Reports ToPosn (position) field in the Position
Data - Description page, you can generate reports that show position hierarchies.
R If you want to see part of your organization chart online, use PeopleSoft Tree Manager to create
a position tree, which illustrates position hierarchies.
This section discusses how to:
R Establish position hierarchies in Position Data.
R Maintain position hierarchies in PeopleSoft Tree Manager.

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pou can establish hierarchical information for your entire organization in the Position Data pages by
establishing reporting relationships among positions. Assign positions to one another directly, indirectly,
or both, where applicable.
Here¶s how to set up position hierarchies:
1. Open the Position Data - Description page (Organizational Development, Position Management,
Maintain Positions/Budgets, Add/Update Position Info).
2. Establish direct and or indirect (dotted-line) reporting relationships.
a. To establish direct reporting relationships, enter the supervisor¶s position number in the
Reports To field on the Position Data, Description page for each position that you create.
b. To establish indirect reporting relationships, select a position number in the Dot-Line field
on the Position Data - Description page.
3. Save your changes.
Once you enter all the reporting relationships among positions, run the Build Position Structure SQR
(POS006A), which links the positions in the system and creates an organizational hierarchy.

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This data links positions to one another, and establishes reporting relationships among positions. Viewing
position hierarchies are especially useful for budgeting and organizational planning.

When Position Management is set to O   in the Installation Table and the Reports to Position
and the Supervisor ID fields contain values in Position Data, both fields appear in Job Data until you enter
a value in one or the other.

Currently, if you save a position without selecting a position number in the 
O field, the
system issues a warning message. pou don¶t have to enter a position number after you acknowledge the
message. But if you want to require this field for all positions, change the warning message to an error
message. The system won't allow you to save the data without an entry in this field.

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pou can enter this data for employees who officially report to one position, while on a functional basis
they also work for another position.
For example, Joe Conrad, a computer technician, officially reports to the Plant Manager in Milwaukee, but
functionally he works for the Computer Services Manager in the head office. Enter the Computer Services
Manager position number in the Dot-Line field to reflect this situation.

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To establish reporting hierarchies, you must create a top position that reports to itself.
To establish a top position:
1. Add the top position.
2. Save the top position.
3. Reopen the top position and enter the top position number in the Reports To field on the Position
Data - Description page.
4. Save the top position again.

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If you want to represent a portion of your organizational structure graphically, create position hierarchies
in PeopleSoft Tree Manager. It enables you to view all the positions in hierarchical order at the levels that
you designate, such as the top five levels of management. This is useful for —   scenarios in
organizational planning. For planning at the department level, create a position tree with only the
positions in a particular department.

Review the PeopleSoft Tree Manager documentation for a full, detailed discussion about
PeopleSoft Tree Manager before you attempt to modify or create Position Trees.

This section discusses using PeopleSoft Tree Manager to define and maintain Position Trees in Human
Resources but is  an exhaustive discussion about the use of PeopleSoft Tree Manager.

Within PeopleSoft Tree Manager you can also view incumbent and position data in the context of the
department or other part of the organization you¶re viewing. To do so, click a position number to display
the Position Data pages.

PeopleSoft recommends that you use the Tree Manager for position trees only if your company is
small or, if your organization is large, you plan to only represent a few levels of management. pou can
also create separate position trees that incorporate small portions of your organization. Otherwise,
generate the report, POS006, to manage and view your reporting hierarchies.

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How to create a new position tree is described in the PeopleSoft Tree Manager documentation. Enter the
following data in the Tree Definition and Properties page to create a position tree:

   

 
          

             

         


   

      

  

    

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Once you¶ve created the basic tree structure, add the nodes. In a position tree, each node represents a
position, defined on the Position Data table. The first node is known as the root node, and is the highest
level in the hierarchy or reporting structure.

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Once you enter all the reporting relationships among positions, run the Build Position Structure SQR to
link the positions in the system and create an organizational hierarchy. Run this utility at the following
times:
R When you first enter the reporting relationships.
R Any time that you add new positions.
R When you change reporting relationships among existing positions.
pou can generate a report listing the relationships in an indented organizational chart format, the
Indented Position report.
This section discusses how to run the Organizational Structure Report.

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This section provides detailed information on individual reports. The reports are listed by report ID.


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After you enter all the reporting relationships among positions in the Position Data component, run this
SQR. The Build Position Structure report enters a value in the ORG_CODE field and defines the position
in the hierarchy. When you run the Build Position Structure report the system updates the position
structure with data valid before or on the As of Date you specify.
pou should run this report when you first enter the reporting relationships, any time you add new
positions, and when you change reporting relationships among existing positions. pou must run this SQR
before you can run the Indented Position Hierarchy report, POS006.
When you run Build Position Structure, the system may generate one or more diagnostic messages to
help you understand the utility output. They are as follows:
R If the utility doesn't find a root position (a position that reports to itself), it displays an error
message. If you do not have a root node, the utility can not produce a report.
R If you have circular reporting conditions, such as when position 1 reports to position 2, and
position 2 reports to position 1, the utility displays a warning message and the positions will not
appear in the report.
R If you do not have data in the Reports To Position field for a position, the utility displays a warning
message. These positions will not appear in the report.

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The report provides the following information regarding the origin of the seniority rate code:
R If the worker receives a seniority pay component as a result of belonging to a group associated
with a seniority rate code, the report displays the corresponding group ID for the seniority rate
code.
R If a worker receives the seniority pay component because the seniority rate code is associated
with all workers, the report displays as the origin of the seniority rate code.
R If a worker receives the seniority pay component because you manually added it, the report
displays   
 
as the origin for the seniority rate code.

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Administering Seniority Pay

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The report flags six different types of discrepancies. Specifically, it flags job records when the following
pairs of data exist:

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Not Native or Naturalized.
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The local country.
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Doesn¶t exist for the local country.

The report puts a page break between categories.

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Managing Citizenship and Visa or Permit Information

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One important reason to designate primary and secondary jobs is to create accurate data for regulatory
reporting. By running reports for a worker¶s primary job only, you create an accurate worker count for
affirmative action and other government reports. However, the flexibility PeopleSoft Human Resources
gives you to designate primary and secondary jobs could compromise the accuracy of your reporting
data. It¶s possible to have workers who have no job designated as a primary job, or more than one
primary job, or an inactive job designated as the primary job. We recommend checking regularly to
correct these kinds of discrepancies in your worker job records. Use the Primary Job Audit report to check
for discrepancies in the primary job designation for workers with multiple jobs.
This report lists all workers whose job records show the following potential problems:
R Multiple primary jobs: More than one active job is currently designated as a primary job.
R Terminated primary job: The primary job was terminated and a nonprimary job is the active job.
R No primary job: None of the person¶s concurrent jobs has been chosen as the primary job.
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Running Job Data Reports

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This report lists workers by department and supervisor level including workers with additional
appointments.
To run the report, at least one Department tree must be created. For the purposes of department security,
the DEPT_SECURITp tree usually already exists. pou can either select this tree or create a new
department hierarchy beneath the DEPARTMENT tree structure.
The report is sorted by Department then:
R Employees with supervisor levels registered in the Supervisor Level tree, in tree order.
R Employees with supervisor levels not registered in the Supervisor Level tree, in alphanumeric
supervisor level order.
R Workers without supervisor levels, in alphanumeric emplID order.

The Supervisor Level tree that the system uses for sorting is the one used for the Appointment
Notification and Appointment List reports. It must be named SUPERVISOR_LEVEL if the system is to use
it. If you have not defined a Supervisor Level tree with that name, sorting will be in alphanumeric
supervisor level order.

Running the Organizational Structure Reports


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pou can print incumbent job data where you have prevented automatic cross-updating from occurring
(overrides), or you can print only exceptions where the incumbent job and position data is out of sync for
other reasons (exceptions).
The Exception/Override report lists the position name and the name of the worker assigned to the
position and shows the data in the fields that match in the Position Data component and Job Data
component. The report displays those workers whose HR Status is 
 

  

   
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When you run this report for exceptions and the Business Title in the incumbent Employment Data
doesn't match the Position Title in Position Data, the report prints an asterisk (*) next to the Position Title.
The report also prints  
or 
 
in the Mail Drop column, depending on whether the data is the
same in the incumbent job and position data.

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Verifying Position Data

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For reporting purposes you need to identify all the different categories of fringe benefits and the taxable
value of the benefits. In the FBT Reconciliation report, all FBT categories are identified, based on the
component types you define on the Package Component table component. For each component type, or
FBT category, you can see the workers who have received this benefit in the FBT year. pou also see
information on the budgeted and the actual gross taxable value of the benefits. These values are shown
for each worker and as a total for each component.
pou can combine the information provided in the FBT Reconciliation report with information from your
other administrative systems to accurately complete your FBT return for the Australian Taxation Office.

The FBT Reconciliation Report includes values calculated during the Package Expense
Calculation. To ensure that you get accurate totals included in the FBT Reconciliation report, execute the
Package Expense Calculation at the end of the FBT pear for which to run the FBT Reconciliation report.
pou must complete this before running the report.

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Running Salary Packaging Reports

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After you submit your full-time and part-time Academic Teaching Survey report flat files to Statistics
Canada, you receive a summary report from Statistics Canada. Use the StatsCan FT Survey report to
compare your results with Statistics Canada's summary.
The report consists of four pages; each includes full-time survey salary calculations based on different
selection criteria:
R Including administrative posts and medical and dental categories.
R Including administrative posts, excluding medical and dental categories.
R Excluding senior administrative duties, including medical and dental categories.
R Excluding senior administrative duties and medical and dental categories.

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The Organization and Group Goals report is an optional report that you can run before or after the goal
measurement period. This report provides the plan goal weights for the variable compensation plan ID
and period ID and a list of all organization and group weighted goals in the plan with their weighting
percent and attainment percent.
This report provides the following information:
R The Plan Goal Weights for the variable compensation plan ID and period ID.
R A list of all organization weighted goals in the plan with their weighting percent and attainment
percent.
R A list of all group weighted goals in the plan by group with their weighting percent and attainment
percent.
If the group does not have goals, the report indicates that the child group¶s goals are the parent group¶s
goals.

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Running the Organization and Group Goals Report

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This report identifies each individual who had either an erred or rejected award under the variable
compensation (VC) plan ID and payout period ID. For each erred or rejected award, the report identifies
the worker, award value, award status, and rejection reason (payroll only).
The following are the valid payroll rejection reason codes:
R Invalid Earning Code (Invalid EC)
R Invalid Employee ID & Record # (Invalid EE)
R Invalid Currency Code (Invalid CC)
R Transaction already exists (Tran exist)
R Amount Exceeds Payroll Maximum (Exceed Max)
R Reject All -Request by User (Reject All)

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Reporting on Award Payout and Distribution

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This report lists the total deductions made to date and the total company contributions for workers
participating in benefit programs that contain savings plans. It prints the total amount available for
investment broken down by investment distribution and expressed both as a monetary amount and as a
percentage of the total.
For each plan type, it shows the total amount deducted for workers in the plan type and company
contributions. The report inserts page breaks and supplies totals at the company, benefit program, plan
type, and benefit plan levels.

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The Base Benefits Audit Report provides a summary of potential worker data issues as related to Base
Benefits business process that would enable you to catch errors that would otherwise show up when you
try to process enrollments or changes.
The audits performed are Employees without Employment records, Employees without Job records,
Employees less than 16 years old, People with unusual dependents signed up for coverage, Employee
and spouse (or other dependent) both electing health benefits, Employees with over-age dependent
coverage, Employees with incorrect health plans set up on the Benefit Program Table, and audits for
consistency of marital and dependent relationships.
Perform these audits during implementation, before you enroll participants, and periodically during the
plan year.

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This report provides data about COBRA beneficiaries at the Event Level. The report will list all workers to
whom an event has occurred. The qualified status indicates whether the qualified beneficiary is Qualified
(QL), Not Qualified (NQ), Not qualified/duplicate (ND) or QE (Qualify Error).

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This report displays information on: Employees enrolled in Active and COBRA Health Coverage;
Employee and Spouse (or other dependent) electing health benefits for the same Dependent ID; and
workers who have overage dependents.
pou can use this report to analyze whether there is an overlap in COBRA and Active coverage, whether
dependents are being covered by more than one EMPLID or whether an overage dependent has not
been detected.

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This report displays information about errors that result from running the COBRA process. The errors
include COBRA event conflict, no eligible benefit program or more than one eligible benefit programs, or
duplicate COBRA events.
pou can use the COBRA Administration Error Report to identify and troubleshoot errors that surface as a
result of COBRA processing. pou can also identify these errors online. pou might want to print the report
and request that staff check off each error as they determine a resolution, thereby creating an audit trail
for verifying that all errors have been analyzed.

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Specify 401(k) or 401(m) for the report output.
If this report is run mid-year and a forecast percentage is specified in the 401 NDT run control, the report
also shows forecasted year end earnings, contributions, and related ADP/ACP results.
This report does not attempt to recalculate the Actual Deferral Percentage (ADP) or to determine whether
the nondiscrimination tests passed. It assumes these tests were handled by the NDT002 or NDT003
SQRs. However, in cases where the Aggregate Limit Test must be used, this report serves as the only
method to invoke the test; there is no separate SQR for this.
If the Aggregate Limit Test is invoked, each report includes results for both the 401(m) and 401(k) tests,
as well as the Aggregate Limit Test pass/fail status. The system prevents you from initiating NDT004 if
the run control has been updated and you have not initiated these SQRs:
R  !
This SQR lists plan type, plan name, benefit plan name and ID, effective date, accrual
process date, accrual frequency, service interval, special calculations, year the plan begins, and
the maximum leave balance and carryover allowed.
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pou initiate this SQR after NDT001 to update the actual and forecasted amounts in the
nondiscrimination testing run control table for the 401(k) NDT.
R  #
This SQR updates the actual and forecast 401(m) amounts in the nondiscrimination
testing run control table for the 401(m) NDT.
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