Human Resources & Payroll Banner Implementation Work Team Orientation

1
Human Resources Payroll Banner
ImplementationWork Team Orientation
2
Presenter Introductions

• Duane Arruti
• Josie Abeyta
• Joyce McCarthy
• Jessica McKenna
• John Ortiz
• LaVern Rodriguez
• Antoinette Willis

3
Banner Human Resources Payroll The Next
Step in our ERPSo..What is an ERP?

4
a) Earth Revolutionary Processb) Enraging
Random Peoplec) Enterprise Resource Planningd)
Expecting Ridiculous Progresse) All of the Above
QuizDoes ERP stand for
5
c) Enterprise Resource Planning
AnswerERP Stands for
Enterprise Resource Planning systems (ERPs)
integrate (or attempt to integrate) all data and
processes of an organization into a unified
system. Wikipedia Definition
Its not just about the technologyit is about
better communication and sharing of information
across the institution. The system gives us the
toolspeople make it happen!
6
Todays Presentation will

• Briefly review points from the HR/Payroll Banner
  Implementation
• Provide an overview of the Project Timeline and
  update you on the status of the project
• Give you a sneak peek at some of the planned
  features of Banner HR/Payroll
• Introduce the most important part of this
  implementation YOU!

7
HR/Payroll Project Objectives

• A sample of the Project objectives includes
• Client centered administrative environment
• User autonomy through web-based, state of the
  art, self-service software product
• Improved quality of employee experience
• Support Data driven planning decision making
• Conduct administrative business more uniformly,
  efficiently effectively

8
Where do we fit in with the ERP?
9
A closer look at Human Resources
10
A closer look at Payroll
11
How do we get it all done?
12
Project Scope

• The following features are system required for go
  live
• -- -Biographic and Demographic Information
• -Employment Administration
• -Benefits/Deductions Administration
• -Position Management
• -Time Entry and Payroll Processing
• -Compensation Administration
• The following features are not system required
• -Applicant Tracking
• -Employee Relations Administration
• -Health and Safety Administration
• -Personnel Services Budgeting
• -Payroll History
• -Electronic Approvals
• -Faculty Administration
• -Employee Self-Service
• -Web Time Entry

Currently Planned for UNMs Go-Live
13
HR/Payroll Project Definition Document states

• A major goal of the Project is to take into
  account the stakeholder perspective and to align
  the systems to focus on organizational needs and
  business process needs rather than on back-office
  operations.

14
Remember. We are building the foundation.
All will not be perfect on Day 1. The work
continues after go-live!
15
Banner HR/Payroll - Part of the ERP

• Function of Banner HR/Payroll is to capture all
  information about employees and their
  conditions of employment
• Basis for an employee to be paid accurately
• Database of record for all reports

16
Banner HR/Payroll

• Captures the essence of an integrated system
• A person has one identity in Banner with their
  different relationships to UNM all tied to that
  identity
• A student to a student employee to a staff
  member to a faculty to a retiree. All tied to a
  single person record

17
Banner HR/Payroll

• Some of the challenges of building HR/Payroll
• All types of employment must share the same forms
  and fields
• Data definitions must be agreed upon and used or
  the integrity of the data is compromised
• Examples defining what a is a rehire or
  a new hire defining specific dates
• Requires HR, Payroll, Finance and all the
  Employment Data Centers to work much more
  collaboratively than we ever have

18
Banner HR/Payroll

• Some of the challenges of building HR/Payroll
• Incorporate the stand alone systems around campus
• Charged with implementing Vanilla Banner
• Bad News - Requires us to question our
  current business practices
• Good News Requires us to question our
  current business practices
• Banner is a tool not a manager Managing
  expectations

19
HR/Payroll Value Added

• Data Reports will be more accessible to core
  offices and end users with a focus on consistency
  accuracy
• Employees will be able to manage their own
  personal information instead of having to call HR
  or Payroll
• Increase sharing of data such as I-9s and
  demographic information
• Improve collaboration through the development of
  teams with an enterprise-wide perspective

20
A closer look at HR/Payroll
21
The Banner HR/Payroll Pyramid

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

22
Pay ID

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

• Pay ID controls when employees in an e-class
  will be paid
• Monthly-MN
• Bi weekly-BW
• Semimonthly-SM

23
Employee Class

• Employee class rule form associates the e-class
  with earning codes, leave categories and benefit
  categories
• Similar to Job Group in HRS
• Change from 11 to 22

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

24
Employee class is a key component of the Payroll
system

• Up to 50 characteristics used per e-class
• Leave category
• Benefit category
• Default hours per day/month
• Pay ID code
• FLSA status (exempt / non-exempt)

• Premium pay (yes / no)
• Time sheet entry method
• EEO class
• Earnings codes

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

25
E-CLASS Cross-walk
26
Position Class

• Position class is used for compensation analysis
• HR tool for tracking and reporting positions
• Similar to Job Class in HRS

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

27
Position

• The position is the budgeted entity assigned to a
  particular department
• A position has a classification budget, FTE, and
  department
• May be single positions
• May be pooled positions

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

28
Jobs

• Set-up specific pay benefit aspects
• Contains the following
• Probationary Period
• Next Raise Date
• Job Type
• Pay Table (pay rate)
• Payroll cycle
• Labor Distribution
• Similar to Assignment in HRS

Pay ID


Employee Class


Position Class

Position


Jobs


Labor Distribution

29
Labor Distribution

• Defaults from the position
• Must equal 100

Pay ID

Employee Class

Position Class

Position

Jobs

Labor Distribution

30
HRS SCREEN 12 EMPLOYEE HIRE DATE
31
(No Transcript)
32
HRS L16 - Assignment
33
(No Transcript)
34
Banner Naming Convention
P P A IDEN (Payroll General Person
Identification) Positions 4 thru 7
- Unique identifier the object.
(IDEN Identification)  
Position 3 - Type of object (A Application)  
Position 2 - Application module owning
the object. (P General Person)  
Position 1 - Primary application owning the
object (P Payroll)
35
PEAEMPL Employee Record Form
36
PDABDSU Employee Benefit / Deduction Setup Form

• Benefits and deductions that are associated with
  an employees job are profiled here
• Voluntary participation in benefit programs
• Applicable taxes are selected here

37
PDADEDN Detailed Benefits Deductions Form

• Each deduction or benefit can have options
  associated with it here
• A deduction or benefit can be active or inactive
  an active date can be associated with any
  change made here

38
BREAK
39
(No Transcript)
40
(No Transcript)
41
(No Transcript)
42
(No Transcript)
43
(No Transcript)
44
(No Transcript)
45
(No Transcript)
46
(No Transcript)
47
(No Transcript)
48
(No Transcript)
49
(No Transcript)
50
(No Transcript)
51
(No Transcript)
52
(No Transcript)
53
(No Transcript)
54
(No Transcript)
55
(No Transcript)
56
Project Milestones
57
Next Steps

• Banner HR/Payroll Team has identified specific
  areas
• that require expertise of Departments/Finance/HR
  and
• Payroll staff to assist with completing the build
  and
• testing
• Work Teams have a concentrated time frame to
  perform a specific task - Potential to use
• Rapid Redesign Concept
• Work Teams are a key component to successful
  implementation.

58
Next Steps

• Team Leads will contact team members to schedule
  initial meeting to go over team objectives and
  timelines.
• Work team members are asked to represent not only
  their specific area but to talk with peers in
  other departments and bring in their
  perspectives.

59
Next Steps

• Sample work teams include
• Data Collection
• Time Entry
• Special Comps
• EPAFS Change in Labor Distribution
• Fast Info
• Records Maintenance

60
What can I do now?

• Complete Banner Navigation and Securing Private
  Data courses
• Review documents in training binder
• Visit website for more resources
• http//link.unm.edu

61
Ongoing Communications

• Monthly face-to-face meetings for core office
  staff
• February 27, 10-11 am
• Monthly campus-wide newsletters
• Town Hall in April/May

62
Questions??
63
Contact Information

• Duane Arruti darruti_at_salud.unm.edu
• Josie Abeyta jabeyta_at_unm.edu
• Joyce McCarthy jmccarthy_at_salud.unm.edu
• Jessica McKenna jmckenna_at_unm.edu
• Lavern Rodriguez vern_at_unm.edu
• John Ortiz jportiz_at_unm.edu
• Antoinette Willis awillis_at_salud.unm.edu