OBM Level I OBM Level II Obm Level Iii Application Category Process Analysis Questions
Uploaded by
Feras AlswairkyOBM Level I OBM Level II Obm Level Iii Application Category Process Analysis Questions
Uploaded by
Feras AlswairkyRD.
020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Employee Relations
Administrate Termination Management HR
Application
Category
Process Analysis Questions
How do you handle terminations?
Administrate Termination Management SSHR
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Termination (LMDA
only)
Termination (LMDA
only)
Termination (LMDA
only)
Termination (LMDA
only)
Termination (LMDA
only)
Termination (LMDA
only)
Termination (LMDA
only)
Termination (LMDA
only)
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management HR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Administrate Termination Management SSHR
Employee Relations
Employee Relations
Manage Labor Relations
HR
General
Employee Relations
Manage Labor Relations
HR
General
Employee Relations
Manage Management Initiated Issues HR
General
Employee Relations
Manage Management Initiated Issues HR
General
Employee Relations
not identified
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Maintenance
Information Management
Administrate Employee Records
HR
Maintenance
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Validation
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Other
Employee
Maintenance
Information Management
Administrate Employee Records
HR
Leave
Information Management
Administrate Employee Records
HR
Leave
Information Management
Administrate Employee Records
HR
Maintenance
Information Management
Administrate Employee Records
HR
Maintenance
Information Management
Administrate Employee Records
HR
Validation
Are COBRA actives treated differently than terminations?
How do you handle layoffs?
How do you handle seasonal reductions in workforce?
How do terminations affect other departments?
How do you handle terminations?
How do you handle layoffs?
How do you handle seasonal reductions in workforce?
How do terminations affect other departments?
Does this entire process need to be approved?
If yes, by whom?
Will managers be allowed to terminate employees?
Are the termination reasons set in the base application?
If employee being terminated is a manager, is the change of direct reports
required?
Does the supervisor get a last day worked email?
Does the employee get a last day worked email?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning Termination?
Do you do grievance tracking?
Do you do grievance tracking?
Do you track disciplinary information?
Do you track disciplinary information?
What type of personal data do you need to maintain?
How do you maintain your Human Resources data?
How do you audit your Human Resources data?
Do you review requirements for validation rules or dependencies, (i.e.
Human Resources data to be valid only when certain other values.
What type of employee status changes occur and how are they handled?
(FT to PT, LOA, union to non-union)
Do these status changes affect an employee's benefits and tax elections?
How do status changes affect an employees benefits and tax elections?
How do you handle inter-departmental employee transfers?
How do you handle inter-divisional employee transfers?
How do you handle inter-company employee transfers?
What does your retiree processing entail?
What personal information do you maintain: Personal? (Name, race, etc.)
What personal information do you maintain: Address? (Primary, secondary
residence, etc.)
What personal information do you maintain: Emergency Contacts? (Name,
address, etc.)
What other information do you currently maintain on employees and other
types of people that is important to your organization?
What job related (Assignment) data do you need to maintain?
What types of deductions do you need to track? (Benefits, child support,
etc.)
What are your requirements for adding comments to your information?
Do you have a leave accounting system? (Vacation, Sick, PTO)
How do you track absences?
How do you maintain your Human Resources data?
How do you audit your Human Resources data?
Do you review requirements for validation rules or dependencies, (i.e.
Human Resources data to be valid only when certain other values.
Page 1
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Information Management
Administrate Employee Records
HR
Category
Process Analysis Questions
What type of employee status changes occur and how are they handled?
(FT to PT, LOA, union to non-union)
How do status changes affect an employees benefits and tax elections?
HR
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Employee
Maintenance
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Employee Tracking
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
HR
Other
Employee
Maintenance
Information Management
Administrate Employee Records
HR
Leave
Information Management
Administrate Employee Records
HR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Leave
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Professional
Information
Deploy Person
(LMDA only)
Deploy Person
(LMDA only)
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
How do you handle inter-departmental employee transfers?
How do you handle inter-divisional employee transfers?
How do you handle inter-company employee transfers?
What does your retiree processing entail?
What personal information do you maintain: Personal? (Name, race, etc.)
What personal information do you maintain: Address? (Primary, secondary
residence, etc.)
What personal information do you maintain: Emergency Contacts? (Name,
address, etc.)
What other information do you currently maintain on employees and other
types of people that is important to your organization?
What job related (Assignment) data do you need to maintain?
What types of deductions do you need to track? (Benefits, child support,
etc.)
What are your requirements for adding comments to your information?
Do you have a leave accounting system? (Vacation, Sick, PTO)
How do you track absences?
If employees are allowed to update Education & Qualifications, do changes
need to be approved? If yes, by whom?
Will managers be allowed to update or view only an employee's Education
& Qualifications? If neither, should this section be hidden?
Will employees be allowed to update or view only Professional Awards
information? If neither, should this section be hidden?
If employees are allowed to update Professional Awards information, do
changes need to be approved? If yes, by whom?
Will managers be allowed to update or view only an employee's
Professional Awards information? If neither, should this section be hidden?
Will employees be allowed to update or view only Work Preference
information? If neither, should this section be hidden?
If employees are allowed to update Work Preference information, do
changes need to be approved? If yes, by whom?
Will managers be allowed to update or view only an employee's Work
Preference information? If neither, should this section be hidden?
Will employees be allowed to update or view only their Resume in the
database? If neither, should this section be hidden?
If employees are allowed to update Resume, do changes need to be
approved? If yes, by whom?
Will managers be allowed to update or view only an employee's Resume? If
neither, should this section be hidden?
Does this entire process need to be approved?
If yes, by whom??
Will managers be allowed to change an employee's assignment records?
Does anyone need to be notified of this change?
Do managers change organization information?
When viewing 'more information' on the Organization, are all necessary
setups complete in base application? (Organization Type, Work Hours,
Frequency, Normal Start Time, Normal End Time all need to be completed
for each Organization.)
Does the enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the Organization the employee is in?
Do managers change job information?
Does the organization need to see a job description?
Does the organization need to see the status of the manager flag?
When viewing 'more information' on the Job, are all necessary setups
complete in base application? (FLSA Status, Valid Grades, Evaluation
System, Job Evaluation Score, Evaluation Units of Measure, Evaluation
Date all need to be completed for each Job.)
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the job the employee is in?
Does the enterprise want to require a position be entered?
Do managers change position information?
Does the organization need to see a position description?
Page 2
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Category
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Deploy Person Assignment
Process Analysis Questions
When viewing 'more information' on the Position, are all necessary setups
complete in base application? (Position Description, Location, Work Hours,
Frequency, Normal Start Time, Normal End Time, Valid Grades, Evaluation
System, Position Evaluation Score)
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the position the employee is in?
Do managers change grade information?
When viewing 'more information' on the Grade, are all necessary setups
complete in base application. Grade Minimum, Grade Maximum, Currency,
Units, Grade Restricting Salary, Valid for Job, Valid for Position, all need to
be completed for each Grade.
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Does the enterprise want to display a Warning or an Error if the new pay
rate exceeds the grade range? Or display neither?
Does the enterprise want to display a Warning or an Error if the assignment
is the grade step placement? Or display neither?
Does the enterprise want to display a Warning or an Error if the new
Deploy Person - Pay percentage exceeds the maximum % rate change allowed? Or display
Rate
neither?
Deploy Person - Pay Does the Enterprise need descriptive flexfield segments, held on the
Rate
employee's assignment, concerning Pay Rate?
Deploy Person - Pay Does the Enterprise need descriptive flexfield segments, held on the
Rate
employee's assignment, concerning Pay Rate Components?
Does the manager need to change just a single SIT type?
Deploy Person - SIT
Information Management
Administrate Employee Records
SSHR
Deploy Person - SIT
Information Management
Administrate Employee Records
SSHR
Deploy Person - SIT
Information Management
Administrate Employee Records
SSHR
Deploy Person - SIT
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Deploy Person Assignment
Deploy Person Location
Deploy Person Location
Deploy Person Location
Deploy Person Hours
Deploy Person Hours
Deploy Person Hours
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Deploy Person - Pay
Rate
Does the organization need descriptive flexfield segments, held on the
employee's assignment, concerning the grade the employee is in?
Do managers need to see grade point information?
Do managers need to see grade ceiling information?
Do managers change grade step information?
Do managers get an error or message to appear when element link
conditions will be violated?
Does the organization use positions, if so should they be required?
Do managers need to see Person Group information?
If yes, does this information need to be updated?
Does the organization need to see the assignment status?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the assignment status the employee is
in?
Will managers be allowed to change an employee's location?
Is the location required?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the location?
Will managers be allowed to change an employee's work hours & schedule?
Are all necessary setup steps complete in the base application? (Work
schedule, Work Hours, Frequency, Normal Start Time, Normal End Time,
Timecard Required, Time Card Approver, Shift, Employment Category)
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning Hours?
Will managers be allowed to change an employee's pay rate?
Will managers be allowed to associate performance review/ratings for this
change in pay rate?
Will multiple component pay rate changes be allowed?
Does the enterprise want to set the maximum % rate change allowed?
Does the enterprise want to display the Group Ranking?
Does the enterprise want to display the Currency Code?
Does the enterprise want to display a Euro conversion?
Does the enterprise want to display the Currency Code?
Does the manager need to change a multiple SIT types?
Does the manager need to change all SIT types?
Does the manager need to view SIT's for only certain Person Types?
Does the manager need to change SIT's for only certain Person Types?
Deploy Person - SIT
Change Conditions Does this entire process need to be approved?
(LMDA only)
Change Conditions If yes, by whom?
(LMDA only)
Page 3
RD.020 Business Process Questionnaire
OBM Level I
OBM Level II
OBM Level III
Application
Category
(HR) Human Resource
Management
Information Management
Administrate Employee Records
SSHR
Change Conditions - Will managers be allowed to change an employee's grade scale?
Grade
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Change Conditions Grade
Change Conditions Grade
Change Conditions Grade
Change Conditions Grade
Change Conditions Grade
Change Conditions Grade
Change Conditions Location
Change Conditions Location
Change Conditions Location
Change Conditions Hours
Change Conditions Hours
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Change Conditions Pay Rate
Process Analysis Questions
When viewing 'more information' on the Grade, are all necessary setups
complete in base application? (Grade Minimum, Grade Maximum, Currency,
Units, Grade Restricting Salary, all need to be completed for each Grade.)
Does the organization need descriptive flexfield segments, held on the
employee's assignment, concerning the grade the employee is in?
Do managers need to see grade point information?
Do managers need to see grade ceiling information?
Do managers change grade step information?
Will managers be allowed to change an employee's location?
Is the location required?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the location?
Will managers be allowed to change an employee's work hours & schedule?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning Hours?
Will managers be allowed to change an employee's pay rate?
Will managers be allowed to associate performance review/ratings for this
change in pay rate?
Will multiple component pay rate changes be allowed?
Does the enterprise want to set the maximum % rate change allowed?
Does the enterprise want to display the Group Ranking?
Does the enterprise want to display the Currency Code?
Does the enterprise want to display a Euro conversion?
Does the enterprise want to display the Currency Code?
Does the enterprise want to display a Warning or an Error if the new pay
rate exceeds the grade range? Or display neither?
Does the enterprise want to display a Warning or an Error if the assignment
is the grade step placement? Or display neither?
Does the enterprise want to display a Warning or an Error if the new
Change Conditions - percentage exceeds the maximum % rate change allowed? Or display
Pay Rate
neither?
Change Conditions - Does the Enterprise need descriptive flexfield segments, held on the
Pay Rate
employee's assignment, concerning Pay Rate?
Change Conditions - Does the Enterprise need descriptive flexfield segments, held on the
Pay Rate
employee's assignment, concerning Pay Rate Components?
Change of Hours
Does this entire process need to be approved?
(LMDA only)
Change of Hours
If yes, by whom??
(LMDA only)
Change of Hours Will managers be allowed to change an employee's work hours & schedule?
Hours
Change of Hours Does the Enterprise need descriptive flexfield segments, held on the
Hours
employee's assignment, concerning Hours?
Change of Hours Will managers be allowed to change an employee's pay rate?
Pay Rate
Change of Hours Will managers be allowed to associate performance review/ratings for this
Pay Rate
change in pay rate?
Change of Hours Will multiple component pay rate changes be allowed?
Pay Rate
Change of Hours Does the enterprise want to set the maximum % rate change allowed?
Pay Rate
Change of Hours Does the enterprise want to display the Group Ranking?
Pay Rate
Change of Hours Does the enterprise want to display the Currency Code?
Pay Rate
Change of Hours Does the enterprise want to display a Euro conversion?
Pay Rate
Change of Hours Does the enterprise want to display the Currency Code?
Pay Rate
Change of Hours Does the enterprise want to display a Warning or an Error if the new pay
Pay Rate
rate exceeds the grade range? Or display neither?
Change of Hours Does the enterprise want to display a Warning or an Error if the assignment
Pay Rate
is the grade step placement? Or display neither?
Does the enterprise want to display a Warning or an Error if the new
Change of Hours percentage exceeds the maximum % rate change allowed? Or display
Pay Rate
neither?
Change of Hours Does the Enterprise need descriptive flexfield segments, held on the
Pay Rate
employee's assignment, concerning Pay Rate?
Change of Hours Does the Enterprise need descriptive flexfield segments, held on the
Pay Rate
employee's assignment, concerning Pay Rate Components?
Page 4
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Category
Process Analysis Questions
Change Location
(LMDA only)
Change Location
(LMDA only)
Change Location
(LMDA only)
Change Location
(LMDA only)
Change Location
(LMDA only)
Promotion (LMDA
only)
Promotion (LMDA
only)
Promotion Assignment
Promotion Assignment
Promotion Assignment
Does this entire process need to be approved?
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion Assignment
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
If yes, by whom?
Will managers be allowed to change an employee's location?
Is the location required?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the location?
Does this entire process need to be approved?
If yes, by whom?
Will managers be allowed to change an employee's assignment records?
Does anyone need to be notified of this change?
Do managers change organization information?
When viewing 'more information' on the Organization, are all necessary
setups complete in base application? (Organization Type, Work Hours,
Frequency, Normal Start Time, Normal End Time all need to be completed
for each Organization.)
Does the enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the Organization the employee is in?
Do managers change job information?
Does the organization need to see a job description?
Does the organization need to see the status of the manager flag?
When viewing 'more information' on the Job, are all necessary setups
complete in base application? (FLSA Status, Valid Grades, Evaluation
System, Job Evaluation Score, Evaluation Units of Measure, Evaluation
Date all need to be completed for each Job.)
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the job the employee is in?
Does the enterprise want to require a position be entered?
Do managers change position information?
Does the organization need to see a position description?
When viewing 'more information' on the Position, are all necessary setups
complete in base application? (Position Description, Location, Work Hours,
Frequency, Normal Start Time, Normal End Time, Valid Grades, Evaluation
System, Position Evaluation Score)
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning the position the employee is in?
Do managers change grade information?
When viewing 'more information' on the Grade, are all necessary setups
complete in base application? (Grade Minimum, Grade Maximum, Currency,
Units, Grade Restricting Salary, Valid for Job, Valid for Position, all need to
be completed for each Grade.)
Does the organization need descriptive flexfield segments, held on the
employee's assignment, concerning the grade the employee is in?
Do managers need to see grade point information?
Do managers need to see grade ceiling information
Do managers change grade step information?
Do managers an error or message to appear when element link conditions
will be violated?
Does the organization use positions, if so should they be required?
Will managers be allowed to change an employee's pay rate?
Will managers be allowed to associate performance review/ratings for this
change in pay rate?
Will multiple component pay rate changes be allowed?
Does the enterprise want to set the maximum % rate change allowed?
Does the enterprise want to display the Group Ranking?
Does the enterprise want to display the Currency Code?
Does the enterprise want to display a Euro conversion?
Does the enterprise want to display the Currency Code?
Does the enterprise want to display a Warning or an Error if the new pay
rate exceeds the grade range? Or display neither?
Does the enterprise want to display a Warning or an Error if the assignment
is the grade step placement? Or display neither?
Page 5
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Information Management
Administrate Employee Records
SSHR
Promotion - Pay
Rate
Promotion - Pay
Rate
Promotion - Pay
Rate
Information Management
Administrate Employee Records
SSHR
Promotion - SIT
Information Management
Administrate Employee Records
SSHR
Promotion - SIT
Information Management
Administrate Employee Records
SSHR
Promotion - SIT
Information Management
Administrate Employee Records
SSHR
Promotion - SIT
Information Management
Administrate Employee Records
SSHR
Promotion - SIT
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Information Management
Not identified
HR
Interfaces
Employee
Maintenance
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Information Management
Not identified
HR
Employee Tracking
Employee
Maintenance
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
PAY
Interfaces
Information Management
Not identified
HR
General
Information Management
Not identified
HR
General
Information Management
Not identified
HR
General
Information Management
Not identified
HR
General
Information Management
Not identified
HR
Demographics
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Demographics
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Information Management
Not identified
HR
Interfaces
Information Management
Not identified
HR
Interfaces
Information Management
Not identified
HR
Interfaces
Information Management
Not identified
HR
General
Information Management
Not identified
HR
Organizational
Process Analysis Questions
Does the enterprise want to display a Warning or an Error if the new
percentage exceeds the maximum % rate change allowed? Or display
neither?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning Pay Rate?
Does the Enterprise need descriptive flexfield segments, held on the
employee's assignment, concerning Pay Rate Components?
Does the manager need to change just a single SIT type?
Does the manager need to change a multiple SIT types?
Does the manager need to change all SIT types?
Does the manager need to view SIT's for only certain Person Types?
Does the manager need to change SIT's for only certain Person Types?
Do you have security requirements on who can enter data for Human
Resources? (e.g. by company? by cost center?)
Do you have security reports on who can run Human Resources reports?
(by company, by cost center etc.)
Will there need to be terminal security for Human Resources?
Do you run security reports on a regular basis for Human Resources?
Do you have documentation on your current system security requirements
for Human Resources?
Map each GL user to a menu structure. Will any new ones need to be
created for Human Resources?
What other events are significant in your management of human
resources? Explain.
Will employees be tracked?
Will ex-employees be tracked?
Will retirees be tracked?
Will contractors be tracked?
Will recruiters be tracked?
Will other contacts be tracked?
Will volunteers be tracked?
Will trustees be tracked?
Will board members be tracked?
What benefit does this data provide to your organization as a whole?
Do you need to track employee relocation information for special employee
groups? E.g. executives and sales force.
What benefit does this data provide to certain entities within the
organization?
Are there any other interfaces to other systems (Mainframe, PC, manual)
you have not told us about?
What was reason for purchasing/upgrading to this Oracle Human Resource
application?
What is the purpose of the relevant human resources systems/processes?
What is the origin of the relevant human resources systems/processes
(vendor or in-house)?
Is there an existing entity relationship (E-R) diagram of the current human
resources application?
Describe the current geographical distribution of your business and/or
employees?
Describe the geographical distribution of your business and/or employees in
the foreseeable future?
What business areas and/or operations are targeted for improvement?
What business areas and/or operations are targeted for re-engineering?
Which of these business areas and/or operations are highest priority?
Medium priority? Low priority?
How do you see the application resolving your current deficiencies/issues?
Define your interfaces/information to other systems/users for Payroll
System/Department?
Do you currently use or plan to install an Interactive Voice Response (IVR)
or scanning technology system for human resources/benefits?
Are there any other interfaces to other systems (Mainframe, PC, manual)
you have not told us about?
What are your on-line help/documentation requirements?
How are the hierarchies or organization charts structured? (Samples)
Page 6
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Process Analysis Questions
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Number of other persons associated with organization/company (i.e.
Retirees, ex-employees, volunteers, Board members)?
Describe your management reporting structure?
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR, PO
Organizational
Information Management
Not identified
ALL
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Describe your financial reporting structure?
How many Federal and State Employer Identification Numbers (EINs) do
you have?
How many Federal and State Employer Identification Numbers (EINs) do
you plan to have in the next one-two years?
How are your organization charts generated?
How many views of your organization(s) do you have?
How often do your organizational structures change?
How many worksites/locations does your organization/company operate?
In which countries are your company worksites located?
In which states are your company worksites located?
In which counties/localities are your company worksites located?
Does your organization/company have unions?
How many unions do you have?
How many bargaining units do you have?
Approximately what percentage of your employee population is associated
with these unions?
Which divisions or companies or subsidiaries or locations have union
affiliations?
What are the are the durations of your union contracts?
When will the existing union contract expire?
How many different contracts are negotiated?
What differences/commonalties are there between the different contract
benefits offerings?
Describe your other reporting hierarchies?
Which manual operations/processes do you need to automate?
Do you have any HR Data in Lotus 1-2-3?
Do you have any HR Data in D-base?
Do you have any HR Data in Excel?
Do you have any HR Data in WordPerfect?
Do you have any HR Data in Word?
Do you have any HR Data in other programs?
How many key users have/will have access to the human resources
applications?
How many casual users have/will have access to the human resources
applications?
Is there information you wish to maintain on employees and other people
types that you currently do not store electronically?
What is the total number of users who have/will have access to the human
resources applications?
How many users (key & casual) have/will have access to the human
resources applications for updating information?
How many users (key & casual) have/will have access to the human
resources applications for reporting needs only?
At what levels do you currently secure users? (Company, organization, field)
Who is responsible for maintaining your security profiles? (DBA, IS)
By type of user, define what data is available for viewing?
By type of user, define what data is available for updating?
By type of user, define what data is available for deleting?
By type of function, define the levels of the organization that are available?
By type of function, define the types of employees that are available?
By type of function, define the type of data that is available?
Define any additional security requirements.
Page 7
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Organizational
Information Management
Not identified
PAY
Organizational
Information Management
Not identified
PAY
Demographics
Information Management
Not identified
PAY
General
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
PAY
Technology
Information Management
Not identified
PAY
Other
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Information Management
Not identified
HR
Interfaces
Employee
Maintenance
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
HR
Information Management
Not identified
HR
Employee Tracking
Employee
Maintenance
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
PAY
Interfaces
Information Management
Not identified
HR
General
Information Management
Not identified
HR
General
Information Management
Not identified
HR
General
Information Management
Not identified
HR
General
Process Analysis Questions
Do you have security requirements on who can enter data for Payroll? (e.g.
by company? by cost center?)
Do you have security requirements on who can run Payroll reports? (by
company, by cost center etc.)
Will there need to be terminal security for Payroll?
Do you run security reports on a regular basis for Payroll?
Do you have documentation on your current system security requirements
for Payroll?
Map each GL user to a menu structure. Will any new ones need to be
created for Payroll?
Describe your companies organization.
Include any organization hierarchy charts.
How many states and countries, if applicable, do you pay employees?
Do you have any unions or bargaining units? (How many?
Do you have any payroll data in:
Lotus 1-2-3
Dbase?
Excel?
WordPerfect?
Word?
Others?
What benefit will storing data that you currently do not store electronically
provide to your organization?
Do you have needs for scanning?
What are your on-line help/documentation needs?
Do you have security requirements on who can enter data for Human
Resources? (e.g. by company? by cost center?)
Do you have security reports on who can run Human Resources reports?
(by company, by cost center etc.)
Will there need to be terminal security for Human Resources?
Do you run security reports on a regular basis for Human Resources?
Do you have documentation on your current system security requirements
for Human Resources?
Map each GL user to a menu structure. Will any new ones need to be
created for Human Resources?
What other events are significant in your management of human
resources? Explain.
Will employees be tracked?
Will ex-employees be tracked?
Will retirees be tracked?
Will contractors be tracked?
Will recruiters be tracked?
Will other contacts be tracked?
Will volunteers be tracked?
Will trustees be tracked?
Will board members be tracked?
What benefit does this data provide to your organization as a whole?
Do you need to track employee relocation information for special employee
groups? E.g. executives and sales force.
What benefit does this data provide to certain entities within the
organization?
Are there any other interfaces to other systems (Mainframe, PC, manual)
you have not told us about?
What was reason for purchasing/upgrading to this Oracle Human Resource
application?
What is the purpose of the relevant human resources systems/processes?
What is the origin of the relevant human resources systems/processes
(vendor or in-house)?
Is there an existing entity relationship (E-R) diagram of the current human
resources application?
Page 8
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Information Management
Not identified
HR
Demographics
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Demographics
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Information Management
Not identified
HR
Interfaces
Information Management
Not identified
HR
Interfaces
Information Management
Not identified
HR
Interfaces
Information Management
Not identified
HR
General
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR
Organizational
Information Management
Not identified
HR, PO
Organizational
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Other
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Process Analysis Questions
Describe the current geographical distribution of your business and/or
employees?
Describe the geographical distribution of your business and/or employees in
the foreseeable future?
What business areas and/or operations are targeted for improvement?
What business areas and/or operations are targeted for re-engineering?
How do you see the application resolving your current deficiencies/issues?
Define your interfaces/information to other systems/users for Payroll
System/Department?
Do you currently use or plan to install an Interactive Voice Response (IVR)
or scanning technology system for human resources/benefits?
Are there any other interfaces to other systems (Mainframe, PC, manual)
you have not told us about?
What are your on-line help/documentation requirements?
How are the hierarchies or organization charts structured? (Samples)
Number of other persons associated with organization/company (i.e.
Retirees, ex-employees, volunteers, Board members)?
Describe your management reporting structure?
Describe your financial reporting structure?
How many Federal and State Employer Identification Numbers (EINs) do
you have?
How many Federal and State Employer Identification Numbers (EINs) do
you plan to have in the next one-two years?
How are your organization charts generated?
How many views of your organization(s) do you have?
How often do your organizational structures change?
How many worksites/locations does your organization/company operate?
In which countries are your company worksites located?
In which states are your company worksites located?
In which counties/localities are your company worksites located?
Does your organization/company have unions?
How many unions do you have?
How many bargaining units do you have?
Which divisions or companies or subsidiaries or locations have union
affiliations?
What are the are the durations of your union contracts?
When will the existing union contract expire?
How many different contracts are negotiated?
What differences/commonalties are there between the different contract
benefits offerings?
Describe your other reporting hierarchies?
Do you have any HR Data in Lotus 1-2-3?
Do you have any HR Data in D-base?
Do you have any HR Data in Excel?
Do you have any HR Data in WordPerfect?
Do you have any HR Data in Word?
Do you have any HR Data in other programs?
Is there information you wish to maintain on employees and other people
types that you currently do not store electronically?
What is the total number of users who have/will have access to the human
resources applications?
How many users (key & casual) have/will have access to the human
resources applications for updating information?
How many users (key & casual) have/will have access to the human
resources applications for reporting needs only?
At what levels do you currently secure users? (Company, organization, field)
Who is responsible for maintaining your security profiles? (DBA, IS)
By type of user, define what data is available for viewing?
Page 9
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
HR
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Security
Information Management
Not identified
PAY
Organizational
Information Management
Not identified
PAY
Organizational
Information Management
Not identified
PAY
Demographics
Information Management
Not identified
PAY
General
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
PAY
Other
Information Management
Not identified
HR
Employee Tracking
Information Management
Not identified
PAY
Technology
Information Management
Not identified
PAY
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Information Management
Not identified
HR
Other
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Process Analysis Questions
By type of user, define what data is available for updating?
By type of user, define what data is available for deleting?
By type of function, define the levels of the organization that are available?
By type of function, define the types of employees that are available?
By type of function, define the type of data that is available?
Define any additional security requirements.
Do you have security requirements on who can enter data for Payroll? (e.g.
by company? by cost center?)
Do you have security requirements on who can run Payroll reports? (by
company, by cost center etc.)
Will there need to be terminal security for Payroll?
Do you run security reports on a regular basis for Payroll?
Do you have documentation on your current system security requirements
for Payroll?
Map each GL user to a menu structure. Will any new ones need to be
created for Payroll?
Describe your companies organization.
Include any organization hierarchy charts.
How many states and countries, if applicable, do you pay employees?
Do you have any unions or bargaining units? (How many?
Do you have any payroll data in:
Lotus 1-2-3
Dbase?
Excel?
WordPerfect?
Word?
Others?
What benefit will storing data that you currently do not store electronically
provide to your organization?
Do you have needs for scanning?
What are your on-line help/documentation needs?
Which operations/processes do you want to streamline for Human
Resources?
Which operations/processes do you want to eliminate for Human
Resources?
Are there any time-intensive Human Resources operations/processes that
need to be addressed?
Which operations/processes do you want to streamline for Human
Resources?
Which operations/processes do you want to eliminate for Human
Resources?
What business performance statistics do you monitor for Human
Resources?
What are your Human Resources reporting requirements with respect to
functional vs. foreign currencies?
What are your Human Resources reporting requirements with respect to
summary or detail formats? Obtain report listing.
What reports do you currently generate to meet your Human Resources
reporting requirements? Provide examples of each. Include source (could
be manual), user, frequency, number of copies.
Is there any Human Resources reporting requirement that your current set
of reports does not meet?
Are Human Resources reports standard across multiple Sets of Books, for
example, subsidiaries?
Are Human Resources reports standard across multiple levels within a Set
of Books, i e., divisions?
What account codes and/or descriptions are required on Human Resources
reports?
Do you provide a "key" of content/information somewhere on the Human
Resources report?
What Human Resources reports are grouped together on a regular basis
and printed in one print run? (report set)
Who receives a copy of the Human Resources reports?
What is the criteria for determining who should receive a copy of any
Human Resources report?
Page 10
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Process Analysis Questions
How do you update a Human Resources reports distribution list?
Is the process to update a Human Resources reports distribution list
documented?
How long does it take to update a Human Resources reports distribution
list?
How long should it take to update a Human Resources reports distribution
list?
Who performs the tasks associated with updating a Human Resources
reports distribution list?
Is there any requirement for on-line (softcopy) distribution and/or remote
location printing for Human Resources reports?
Do some of these Human Resources reports belong in report sets? Always
being run together?
Do the separate business units run their own Human Resources reports?
What type of printers do you run Human Resources reports (including
required legislative reports, etc.) on? Where are they located?
Do you run Human Resources reports for different companies or cost
centers?
Do you need company wide/consolidation reporting?
Do you need divisional/departmental/cost center reporting?
Who is currently responsible for creating or changing reports?
How easy and timely is it to create or change reports?
Concerning report generation, will the same responsibilities continue, or will
they change? (i.e. end-user responsible for report generation?)
Do you have a tool to do on-demand reports or queries?
What are your management reporting needs?
What are your federal/state mandated reporting requirements? (i.e. EEO,
Discrimination testing)
Are you required to provide government/industry oversight reports? (i.e.
FCC, DOT, DOE)
Do you do any affirmative action planning or reporting?
How is affirmative action planning or reporting done?
What business performance statistics do you monitor for Payroll?
What are your Payroll reporting requirements with respect to functional vs.
foreign currencies?
What are your Payroll reporting requirements with respect to summary or
detail formats? Obtain report listing.
What reports do you currently generate to meet your Payroll reporting
requirements? Provide examples of each. Include source (could be
manual), user, frequency, number of copies.
Is there any Payroll reporting requirement that your current set of reports
does not meet?
Are Payroll reports standard across multiple Sets of Books, for example,
subsidiaries?
Are Payroll reports standard across multiple levels within a Set of Books, i
e., divisions?
What account codes and/or descriptions are required on Payroll reports?
Do you provide a "key" of content/information somewhere on the Payroll
report?
What Payroll reports are grouped together on a regular basis and printed in
one print run?
Who receives a copy of the Payroll reports?
What is the criteria for determining who should receive a copy of any Payroll
report?
How do you update a Payroll reports distribution list?
Is the process to update a Payroll reports distribution list documented?
How long does it take to update a Payroll reports distribution list?
Who performs the tasks associated with updating a Payroll reports
distribution list?
Is there any requirement for on-line (softcopy) distribution and/or remote
location printing for Payroll reports?
Do some of these Payroll reports belong in report sets? Always being run
together?
Who is responsible for submitting on-demand report requests?
Who is responsible for creating or modifying reports?
What tool does this person(s) use for creating or modifying reports?
How long does it take to create or modify reports?
Page 11
RD.020 Business Process Questionnaire
OBM Level II
OBM Level III
Application
Category
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
HR
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
PAY
Reporting
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Perform Reporting
SSHR
View Histories
(HR) Human Resource
Management
Information Management
Perform Reporting
SSHR
View Histories
Will employees be allowed to view their Absence History? Note: This
module is only available if Absence Management is setup in base HR
application.
(HR) Human Resource
Management
Information Management
Perform Reporting
SSHR
View Histories
Will managers be allowed to view an employee's Absence History? Note:
This module is only available if Absence Management is setup in base HR
application.
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
Process Analysis Questions
What business performance statistics do you monitor for Human
Resources?
What are your Human Resources reporting requirements with respect to
summary or detail formats? Obtain report listing.
What reports do you currently generate to meet your Human Resources
reporting requirements? Provide examples of each. Include source (could
be manual), user, frequency, number of copies.
Is there any Human Resources reporting requirement that your current set
of reports does not meet?
Are Human Resources reports standard across multiple Sets of Books, for
example, subsidiaries?
Are Human Resources reports standard across multiple levels within a Set
of Books, i e., divisions?
What account codes and/or descriptions are required on Human Resources
reports?
What Human Resources reports are grouped together on a regular basis
and printed in one print run? (report set)
Who receives a copy of the Human Resources reports?
What is the criteria for determining who should receive a copy of any
Human Resources report?
Is there any requirement for on-line (softcopy) distribution and/or remote
location printing for Human Resources reports?
Do the separate business units run their own Human Resources reports?
What type of printers do you run Human Resources reports (including
required legislative reports, etc.) on? Where are they located?
Do you run Human Resources reports for different companies or cost
centers?
Do you need company wide/consolidation reporting?
Do you need divisional/departmental/cost center reporting?
Who is currently responsible for creating or changing reports?
How easy and timely is it to create or change reports?
Do you have a tool to do on-demand reports or queries?
What are your management reporting needs?
What are your federal/state mandated reporting requirements? (i.e. EEO,
Discrimination testing)
What reports do you currently generate to meet your Payroll reporting
requirements? Provide examples of each. Include source (could be
manual), user, frequency, number of copies.
Is there any Payroll reporting requirement that your current set of reports
does not meet?
Are Payroll reports standard across multiple Sets of Books, for example,
subsidiaries?
Are Payroll reports standard across multiple levels within a Set of Books, i
e., divisions?
What account codes and/or descriptions are required on Payroll reports?
Do some of these Payroll reports belong in report sets? Always being run
together?
Do the separate business units run their own Payroll reports?
What type of printers do you run Payroll reports (including checks, etc.) on?
Where are they located?
Do you run Payroll reports for different companies or cost centers?
What types of reports do you currently have? Include volume, frequency
and a one page sample that include sorts and breaks for each report.
Who is responsible for submitting on-demand report requests?
Who is responsible for creating or modifying reports?
What tool does this person(s) use for creating or modifying reports?
How long does it take to create or modify reports?
Will employees be allowed to view their Salary History?
Will managers be allowed to view an employee's Salary History?
Will employees be allowed to view their Employment History?
Will managers be allowed to view an employee's Employment History?
Page 12
RD.020 Business Process Questionnaire
OBM Level I
OBM Level II
OBM Level III
Application
Category
(HR) Human Resource
Management
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Perform Reporting
SSHR
View Histories
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
Information Management
Reporting
HR
Other
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
PAY
General
not identified
Not identified
PAY
General
not identified
Not identified
PAY
General
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
HR
Interfaces
not identified
Not identified
PAY
General
not identified
Not identified
PAY
General
not identified
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Not identified
PAY
General
Develop Training
OTA
Skills
Develop Training
SSHR
Enroll in a Class
Develop Training
SSHR
Enroll in a Class
Develop Training
SSHR
Enroll in a Class
Develop Training
SSHR
Enroll in a Class
Develop Training
SSHR
Enroll in a Class
Develop Training
SSHR
Enroll in a Class
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
Process Analysis Questions
Will employees be allowed to view their Job Application History? Note: This
module is only available if job requisition is setup in base HR application.
Will managers be allowed to view an employee's Job Application History?
Note: This module is only available if job requisition is setup in base HR
application.
Will employees be allowed to view their Training History? Note: This module
is only available if Oracle Training Administration is setup.
Will managers be allowed to view an employee's Training History? Note:
This module is only available if Oracle Training Administration is setup.
What historical information do you currently maintain?
On what type of medium is this historical data maintained?
What type of media storage do you plan on using?
What type of Personal historical data do you need to maintain?
What job related (Assignment) historical data do you need to maintain?
What historical information do you currently maintain?
On what type of medium is this historical data maintained?
What type of media storage do you plan on using?
What type of Personal historical data do you need to maintain?
What job related (Assignment) historical data do you need to maintain?
What type of information is exchanged between the current human
resources application and these other systems/processes?
Can you provide a system flow diagram of connectivity between your core
business applications?
Can you provide information flow schematics of the data passed/required
between human resources and other connected/interfaced systems?
Is there any external data accessed directly by the human resources
application (i.e. GL Chart of Accounts, Payroll Master, Benefits plans)?
Define your interfaces/information to other systems/users for Time &
Attendance Reporting?
Define your interfaces/information to other systems/users for Labor
Distribution Reconciliation?
Define your interfaces/information to other systems/users for Benefits
Carrier Reporting?
What system(s) do you currently use to process your payrolls?
How many users?
How is the response time of your current system?
What type of information is exchanged between the current human
resources application and these other systems/processes?
Can you provide a system flow diagram of connectivity between your core
business applications?
Can you provide information flow schematics of the data passed/required
between human resources and other connected/interfaced systems?
Is there any external data accessed directly by the human resources
application (i.e. GL Chart of Accounts, Payroll Master, Benefits plans)?
Define your interfaces/information to other systems/users for Time &
Attendance Reporting?
Define your interfaces/information to other systems/users for Labor
Distribution Reconciliation?
Define your interfaces/information to other systems/users for Benefits
Carrier Reporting?
What system(s) do you currently use to process your payrolls?
How many users?
How is the response time of your current system?
How do you maintain training & development information? (Class
attendance, schedules, etc.)
Note: This module is only available if Oracle Training Administration is
installed & setup.
Will Oracle Training Administration (OTA) be installed & setup? If yes,
proceed with following questions.
Will employees be allowed to enroll in classes?
If employees are allowed to enroll in classes, does the enrollment need to
be approved by his/her manager?
If employees are allowed to enroll in classes, does the enrollment need to
be approved by the training administrator?
Whom is assigned as the training administrator?
Would you like to have a centralized plan for the organization as a whole?
Would you like to establish a budget to execute the training plan for the
organization?
Page 13
RD.020 Business Process Questionnaire
338339140.xls
OBM Level I
OBM Level II
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
(HR) Human Resource
Management
Organization and Workforce
Development
(HR) Human Resource
Management
(HR) Human Resource
Management
Organization and Workforce
Development
Organization and Workforce
Development
OBM Level III
Application
Category
Develop Training
OTA
Security
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Process
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Develop Training
OTA
Tracking
Develop Training
OTA
Tracking
Develop Training
OTA
Interface
Develop Training
OTA
Tracking
Develop Training
OTA
Interface
Develop Training
OTA
Interface
Develop Training
OTA
Interface
Develop Training
OTA
Maintenance
Develop Training
OTA
Maintenance
Develop Training
OTA
Process
Develop Training
OTA
Process
Develop Training
OTA
Process
Develop Training
OTA
Process
Develop Training
OTA
Process
Develop Training
OTA
Process
Develop Training
OTA
Reporting
Develop Training
OTA
Interface
Develop Training
OTA
Develop Training
OTA
Reporting
Manage Careers
HR
General
Manage Careers
HR
General
Manage Careers
HR
General
Manage Careers
HR
General
Manage Careers
HR
General
Manage Careers
HR
General
Manage Careers
SSHR
Succession Planning
(LMDA only)
Manage Careers
SSHR
Succession Planning
(LMDA only)
Manage Performance
HR
General
Process Analysis Questions
Do you need different responsibilities to access different processes?
How would you describe the venues?
How are you going to organize training centers?
How are you going to organize locations?
How do you describe the location of each classroom?
Are some venues supplied by an external supplier?
What is the maximum number of students you can have in each classroom?
How do you want to organize your resource categories?
What information do you want to store for each resource type?
How are you going to organize resources revenues?
What kind of facilities and resources do the activities require?
Where do trainers come from, an internal or external source?
Where do you want to hold trainer data?
What skills do trainers require to teach the course?
What type of training events do you design?
What types of development events do you want to record?
At what point do you want to hold different versions of an activity, either
changing it over time of offering an alternative version?
Would you set up an activity with a part number so you can order it as an
inventory item?
What type of qualifications, skills, and expertise do the courses offer?
Would you want to allow users to view on-line training catalog?
Would you want your employees to be able to self-nominate for a class?
Do you need to route employees' registrations to the appropriate approving
source?
Would you want to enroll student onto all possible child events upon
enrollment onto a program event?
Would you like to be able to enroll wait-listed students automatically?
Do you want to generate standard letters automatically?
Do you want to automatically generate enrollment letters based on students'
enrollment status?
Would you like to send out letters to students when classes are canceled,
changed, student cancel, etc.?
Do you reimburse your employees for their training expenses?
When you offer external classes, how many of your employees would you
allow per class?
If you run external courses do you want to offer discounts to customers who
book large numbers?
Would you want to be able to analyze actual cost on running an event?
Would you want to enable invoicing or cost-transfers of resource charges to
customer or other departments?
What type of payment method do you use?
Do you want to track the amount and success rates of training?
Do you have licensing or certification requirements?
Do you maintain development activities for individual employees?
Do you allow employees to apply for positions, identify skills needed to
achieve the goal and enroll in training required to gain the skill?
Do you have licensing or certification requirements?
Do you maintain development activities for individual employees?
Do you allow employees to apply for positions, identify skills needed to
achieve the goal and enroll in training required to gain the skill?
Will managers be allowed to perform succession option for their employees?
Will managers be allowed to perform succession planning for a position?
What type of performance tracking do you do? (360 degree?)
Page 14
RD.020 Business Process Questionnaire
338339140.xls
OBM Level I
OBM Level II
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
Organization and Workforce
Development
OBM Level III
Application
Category
Manage Performance
HR
General
Manage Performance
HR
General
Manage Performance
HR
General
Manage Performance
HR
General
Manage Performance
HR
General
Manage Performance
HR
General
Manage Performance
SSHR
Appraisals
Manage Performance
SSHR
Appraisals
Manage Performance
SSHR
Appraisals
Manage Performance
SSHR
Appraisals
Manage Performance
SSHR
Appraisals
Manage Performance
SSHR
Appraisals
Manage Performance
SSHR
Appraisals
Manage Skills and Competency
OTA
Process
Manage Skills and Competency
OTA
Process
Manage Skills and Competency
OTA
Tracking
Manage Skills and Competency
OTA
Tracking
Manage Skills and Competency
OTA
Tracking
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
Manage Skills and Competency
HR
Skills
not identified
OTA
Process
Payroll Management
Manage Time and Attendance
OTM
Payroll
Payroll Management
Manage Time and Attendance
OTM
Payroll
Payroll Management
Manage Time and Attendance
OTM
Payroll
Payroll Management
Manage Time and Attendance
OTM
Payroll
Payroll Management
Manage Time and Attendance
OTM
Payroll
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
Process Analysis Questions
Do you have any testing information requirements?
Do you have specific workflow requirements in the performance appraisal
process?
Are performance appraisal maintained by HR or line managers?
Do you have any testing information requirements?
Do you have specific workflow requirements in the performance appraisal
process?
Are performance appraisal maintained by HR or line managers?
Do you administer performance appraisals?
What is involved in an performance appraisal?
What type of performance appraisal are done?
Do employees initiate their own appraisals?
Do managers initiate their own appraisals?
Do managers initiate appraisals for their subordinates?
Do you have samples of appraisals/surveys? If yes, please provide soft
copy.
Does your organization identify competency levels for a particular job role?
Do you need/want to keep competency profiles on your employees?
Do you keep employees' career management information?
How do you want to record your employees' training information after
course is completed?
Do you want to keep additional training information your employee
accomplished via alternate providers?
Do you track skills/competencies at the Job level and/or person?
Do you track skill assessments?
Do you have organizational competency requirements?
How do you track skills assessments?
How do you do skills matching?
Are the skills/competencies managed by HR, line manager, employee or a
combination? Explain.
Do you track skills/competencies at the Job level and/or person?
Do you track skill assessments?
How do you track skills assessments?
How do you do skills matching?
Are the skills/competencies managed by HR, line manager, employee or a
combination? Explain.
What are the roles within your training department?
Walk through your current time entry process.
Include timing aspects of how and when time is collected and entered into
the system.
Include copies of time card/sheet if applicable.
Walk through your current time entry process.
Include copies of time card/sheet if applicable.
What are your enterprises employee earnings policies?
Are the earnings policies documented? Get copy.
What are your time entry element earnings types?
Do all employees share the same holiday schedule?
If there are multiple holiday schedules, are they documented? Get a copy of
documentation.
How many different shifts does your enterprise operate?
What are the premiums, if any associated with these shifts?
Are employees required to report all hours worked or only exceptions to
Define Requirements normal work schedule?
Does you company automatically deduct time for meals and /or breaks
Define Requirements
Page 15
RD.020 Business Process Questionnaire
OBM Level I
OBM Level II
OBM Level III
Application
Category
(HR) Human Resource
Management
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
Process Analysis Questions
Is there a requirement to track hours associated with project tasks?
What are the localization requirements beyond the seeded time accounting
data on the Core Timecard form? Seeded values are Amount, Hourly Rate,
Reason, Cost Center, Project, Task, Comments, and Multiple.
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
If there are time clock round up rules, are there different rules for different
Define Requirements classifications of employees?
If there are time clock round up rules are they documented? Get a copy.
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Manage Time and Attendance
OTM
How many levels of responsibilities are neededPayroll Manager,
Reporting Only, Field Time entry, others?
Will time entry be hours only or will it be necessary to record hours and
Setup
dollars.
Employee will be assigned a costing center within the HR record. Will there
Define Requirements be a need to override the costing center for certain time entry?
Are other types of miscellaneous expenses currently being captured on the
Define Requirements timecard, i.e., meal reimbursement?
Are any employees part of a Hospital, Law Enforcement or Firemen group?
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Define Requirements
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Setup
Payroll Management
Manage Time and Attendance
OTM
Payroll Management
Not identified
PAY
Payroll Management
Not identified
PAY
Payroll Management
Not identified
PAY
Setup
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Not identified
PAY/US
Organizational
Payroll Management
Not identified
PAY/US
Organizational
Payroll Management
Not identified
PAY
Payroll Management
Not identified
PAY
Payroll Management
Not identified
PAY
Payroll Management
Not identified
PAY
Organizational
Business Process
Reengineering
Business Process
Reengineering
Business Process
Reengineering
If meal and/or break time is deducted from work time, are there different
Define Requirements rules for different classifications of employees?
If meal and/or break time is deducted from work time, are the procedures
Setup
documented? Get a copy.
Are there time clock round up rules?
Setup
What is the intent of the time entry, only for payroll purposes or also job
costing?
How/where will each time entry be costed?
For what type of payrolls is time entry to be recorded, monthly, weekly, biweekly and for all employees or just a certain population?
Will a weekly timecard suffice for all payrolls (recommended)?
What type of reporting is needed?
Are employees working under the Davis-Bacon Act?
How many users are actually recording time?
Are there business units in the states of Washington or Oregon?
Are there business units in the states of California?
Are time cards going to Auto-Generated for entry by exception?
Are time cards going to be Manually entered?
Are time cards going to be a mixture of Auto-Generated and Manually
entered?
What is the Premium Interaction Policy for shifts? Overtime then Shift or
Shift then Overtime?
Premium Eligibility Policy, who is eligible?
Which operations/processes do you want to streamline for Payroll?
Which operations/processes do you want to eliminate for Payroll?
Are there any time-intensive Payroll operations/processes that need to be
addressed?
How many active employees do you have? (FTE, if applicable)
How many terminated employees do you have? (FTE, if applicable)
How many pension employees do you have? (FTE, if applicable)
How many dependent employees do you have? (FTE, if applicable)
How many non-employees (Contractors)do you have? (FTE, if applicable)
How many employees support your payroll department?
Include a current payroll department organization chart.
Is your payroll department centralized or decentralized?
Do you submit multiple worksite reporting? How does this compare to the
HR Org structure?
How do you calculate workers compensation liability?
What are the components of costing in you organization? At what levels are
you able to override each component of costing?
Which operations/processes do you want to streamline for Payroll?
Which operations/processes do you want to eliminate for Payroll?
Are there any time-intensive Payroll operations/processes that need to be
addressed?
Page 16
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Demographics
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Not identified
PAY/US
Organizational
Payroll Management
Not identified
PAY/US
Organizational
Payroll Management
Not identified
PAY
Organizational
Payroll Management
Process Payroll
HR
Salary
Payroll Management
Process Payroll
PAY
Maintenance
Payroll Management
Process Payroll
PAY
Audit
Payroll Management
Process Payroll
PAY
Audit
Payroll Management
Process Payroll
PAY
Validation
Payroll Management
Process Payroll
PAY
Payroll Management
Process Payroll
PAY
Other
Employee
Maintenance
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Process Analysis Questions
How many active employees do you have? (FTE, if applicable)
How many terminated employees do you have? (FTE, if applicable)
How many pension employees do you have? (FTE, if applicable)
How many dependent employees do you have? (FTE, if applicable)
How many non-employees (Contractors)do you have? (FTE, if applicable)
How many employees support your payroll department?
Include a current payroll department organization chart.
Is your payroll department centralized or decentralized?
Do you submit multiple worksite reporting? How does this compare to the
HR Org structure?
How do you calculate workers compensation liability?
What are the components of costing in you organization? At what levels are
you able to override each component of costing?
What types of earnings do you track? (Regular Pay, Overtime, etc.)
How do you maintain your Payroll data?
How do you audit your Payroll data?
Do you require reconciliation of payroll payments/ checks?
Do you review requirements for validation rules or dependencies? (i.e.
specific payroll data to be valid only when certain values exist.)
Do you currently use or plan to install an Interactive Voice Response (IVR)
system for payroll?
Walk through your current process of entering a new hire into your payroll
system.
Include timing aspects of how the new hire data is gathered, entered into
the system and when the payroll is run.
Walk through your current payroll processing cycle.
What types of payroll frequencies?
What is the volume of employees per payroll?
Include timing aspects of deadlines, elapsed time of process during payroll,
and any production down time due to pay processing.
How many taxing entities do you have?
Do you pay in states requiring city or local taxing?
What taxing methods are used?
How are your employee statuss defined? (Ex. Active, on-leave, terminated,
part-time, hourly, etc.)
Are your employees automatically paid or time card required?
Do you pay and track pension employees?
If you have unions, do you track any additional information than you would
for a non-bargaining employee?
Do you have employees working in different shifts?
Do you have any seasonal employees?
What is your turnover rate?
Are salary increases done mid-pay?
What is the percent of salary employees vs. hourly employees?
What level of detail would you require for retroactive calculations? (by
payroll, lump sum, by earning)
Do you have a need for mass rate increases? Do they need to be done
retroactively?
What types of standard hours are required?
Do you have salary employees that have split their salary between multiple
cost centers?
Do you have any special pay processing requirements?
Is your overtime calculation standard?
Do you process any garnishments? (Volume?)
How many different types of deductions are currently set up on your system?
What kinds of deductions are currently set up on your system?
Page 17
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Process Analysis Questions
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
What are the different deduction frequencies currently set up on your
system?
How are deductions entered?
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
HR
Salary
Payroll Management
Process Payroll
PAY
Maintenance
Payroll Management
Process Payroll
PAY
Audit
Payroll Management
Process Payroll
PAY
Audit
Payroll Management
Process Payroll
PAY
Validation
Payroll Management
Process Payroll
PAY
Payroll Management
Process Payroll
PAY
Other
Employee
Maintenance
How many different payment types are currently set up on your system?
What kinds of payment types are currently set up on your system?
What is the frequency payment types are currently set up on your system?
How are they entered?
Do you process any shift differentials?
Do you process any bonuses?
Whats the calculation?
Frequency?
Do you pay commissioned employees?
Do you do split week processing? What is the calculation?
Is there a need for holiday pay to be automatically generated?
Is there special processing required for holiday/PTO, etc.
Are there different groups of employees that receive different holidays?
Do you do tip processing?
Do you pay 3rd party sick pay?
What kind of taxable perqs do you process (i.e. company car, company
plane, awards, contest, prizes, merchandise, employee discount,
relocation)?
What kind of balances are kept?
Do you need to pay annuities, profit sharing distributions, etc.?
How much historical data do you currently have?
What types of data require history?
What is your purge criteria?
What is your check format like? Is it the same for all employees?
What type of auditing do you require?
What other systems do you interface to? (General ledger, personnel,
benefits, etc.)
In what medium does the interface occur?
Are the other systems Oracle systems?
What outside vendors do you interface to?
Do you process an ACH tape for direct deposits?
Do you receive a bank tape/file for reconciliation?
Do you have other non-ACH deposits?
Do you currently use a labor distribution system?
Is it part of the payroll system you currently use?
Describe its structure.
What other systems does labor distribution interface with?
What types of earnings do you track? (Regular Pay, Overtime, etc.)
How do you maintain your Payroll data?
How do you audit your Payroll data?
Do you require reconciliation of payroll payments/ checks?
Do you review requirements for validation rules or dependencies? (i.e.
specific payroll data to be valid only when certain values exist.)
Do you currently use or plan to install an Interactive Voice Response (IVR)
system for payroll?
Walk through your current process of entering a new hire into your payroll
system.
Page 18
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Process Analysis Questions
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Include timing aspects of how the new hire data is gathered, entered into
the system and when the payroll is run.
Walk through your current payroll processing cycle.
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
What types of payroll frequencies?
What is the volume of employees per payroll?
Include timing aspects of deadlines, elapsed time of process during payroll,
and any production down time due to pay processing.
How many taxing entities do you have?
Do you pay in states requiring city or local taxing?
What taxing methods are used?
How are your employee statuss defined? (Ex. Active, on-leave, terminated,
part-time, hourly, etc.)
Are your employees automatically paid or time card required?
Do you pay and track pension employees?
If you have unions, do you track any additional information than you would
for a non-bargaining employee?
Do you have employees working in different shifts?
Do you have any seasonal employees?
What is your turnover rate?
Are salary increases done mid-pay?
What is the percent of salary employees vs. hourly employees?
What level of detail would you require for retroactive calculations? (by
payroll, lump sum, by earning)
Do you have a need for mass rate increases? Do they need to be done
retroactively?
What types of standard hours are required?
Do you have salary employees that have split their salary between multiple
cost centers?
Do you have any special pay processing requirements?
Is your overtime calculation standard?
Do you process any garnishments? (Volume?)
How many different types of deductions are currently set up on your system?
What kinds of deductions are currently set up on your system?
What are the different deduction frequencies currently set up on your
system?
How are deductions entered?
How many different payment types are currently set up on your system?
What kinds of payment types are currently set up on your system?
What is the frequency payment types are currently set up on your system?
How are they entered?
Do you process any bonuses?
Whats the calculation?
Frequency?
Do you pay commissioned employees?
Do you do split week processing? What is the calculation?
Is there a need for holiday pay to be automatically generated?
Is there special processing required for holiday/PTO, etc.
Are there different groups of employees that receive different holidays?
Do you do tip processing?
Do you pay 3rd party sick pay?
What kind of taxable perqs do you process (i.e. company car, company
plane, awards, contest, prizes, merchandise, employee discount,
relocation)?
Page 19
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Payroll
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Interfaces
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
PAY
Labor Distribution
Payroll Management
Process Payroll
PAY
Staffing
Manage Selection
SSHR
Staffing
Manage Selection
SSHR
Labor Distribution
Suitability Matching
(LMDA only)
Suitability Matching
(LMDA only)
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Manage Selection
SSHR
Candidate Offer
Staffing
Recruit New Employees
SSHR
Apply for a Job
Staffing
Recruit New Employees
SSHR
Apply for a Job
Staffing
Recruit New Employees
SSHR
Apply for a Job
Staffing
Recruit New Employees
SSHR
Apply for a Job
Staffing
Manage Requisitions
HR
Position
Staffing
Manage Requisitions
HR
Position
Staffing
Manage Requisitions
HR
Position
Staffing
Manage Requisitions
HR
General
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
Position
Staffing
Manage Requisitions
HR
Position
Staffing
Manage Requisitions
HR
Position
Staffing
Manage Requisitions
HR
General
Process Analysis Questions
What kind of balances are kept?
Do you need to pay annuities, profit sharing distributions, etc.?
How much historical data do you currently have?
What types of data require history?
What is your purge criteria?
What is your check format like? Is it the same for all employees?
What type of auditing do you require?
What other systems do you interface to? (General ledger, personnel,
benefits, etc.)
In what medium does the interface occur?
Are the other systems Oracle systems?
What outside vendors do you interface to?
Do you process an ACH tape for direct deposits?
Do you receive a bank tape/file for reconciliation?
Do you have other non-ACH deposits?
Do you currently use a labor distribution system?
Is it part of the payroll system you currently use?
Describe its structure.
What other systems does labor distribution interface with?
Will managers be given access to find employees and/or applicants for work
opportunity?
Have competencies and requirements already been defined?
Create all the questions required for the profile as generic offer questions
that can be included in any offer profile.
Create all the question categories required for the profile as generic
question categories that can be included in any offer profile.
Set up a new Candidate Offer Profile
Define a new offer profile
Define the categories
Define the questions
Define the Advanced Options for the profile
Note: This module is only available if job requisition is setup in base HR
application.
Will employees be allowed to apply for internal jobs?
If employees are allowed to apply for internal jobs, does the application
need to be approved? If yes, by whom?
Who is assigned as the recruiter?
How are job grades structured?
How do you track headcounts? (by bodies, positions/jobs?)
What budgeting data do you need to maintain?
Define your requisition process
What event triggers a requisition in your organization? (Department
request, departure of an incumbent, etc.)
Is there an approval process to initiate a requisition? (budget available,
management sign-off, etc.)
Please list details of pertinent information involved in the approval process,
such as approval steps, authorizations, etc.
Do you attach a budget to your positions?
How do you handle open positions?
How are job grades structured?
How do you track headcounts? (by bodies, positions/jobs?)
What budgeting data do you need to maintain?
Define your requisition process
Page 20
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Requisitions
HR
New Hires
Staffing
Manage Selection
HR
New Hires
Staffing
Manage Selection
HR
New Hires
Staffing
Process New Employees
HR
New Hires
Staffing
Process New Employees
HR
New Hires
Staffing
Process New Employees
HR
New Hires
Staffing
Process New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Staffing
Recruit New Employees
HR
New Hires
Total Compensation
Administrate Benefits
HR
General
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Compensation
HR
Salary
Process Analysis Questions
What event triggers a requisition in your organization? (Department
request, departure of an incumbent, etc.)
Is there an approval process to initiate a requisition? (budget available,
management sign-off, etc.)
Please list details of pertinent information involved in the approval process,
such as approval steps, authorizations, etc.
Do you attach a budget to your positions?
How do you handle open positions?
How are interviews scheduled?
How are interviews scheduled?
When is the system updated in the new hire process?
How does the system update affect other departments? (Payroll, Benefits)
When is the system updated in the new hire process?
How does the system update affect other departments? (Payroll, Benefits)
What type of recruiting activities occur? (Ad placement, interview
scheduling, background checks, etc.)
Do you track any information on your system concerning the interview?
(Interview notes, comments, etc.)
What information is tracked from the application or resume?
How is the data gathered in the new hire process?
What type of recruiting activities occur? (Ad placement, interview
scheduling, background checks, etc.)
Do you track any information on your system concerning the interview?
(Interview notes, comments, etc.)
What information is tracked from the application or resume?
How is the data gathered in the new hire process?
What are your deferred comp plan requirements?
Do you administer salary/hourly step and ranges?
How does your system handle salary/hourly step and ranges?
How is the salary portion of your union contracts administered?
When are your negotiation periods?
Do you do any salary impact studies during your negotiations?
Do you have a point-based weighting salary system? (i.e. HAY)
How is your point-based weighting salary system tracked on your system?
What timing factors are involved in your salary and performance review
process (Yearly, quarterly, probationary?)
Explain the processes involved in your salary and performance review
process?
What factors are involved in establishing a salary increase?
Concerning your forecasting requirements, do you do any workforce
analysis reporting ? (budgets, job reduction, right-sizing, union negotiations,
etc.)
Concerning your forecasting requirements, do you do any compensation
analysis? (budgets, union negotiations, etc.)
Do you administer salary/hourly step and ranges?
How does your system handle salary/hourly step and ranges?
How is the salary portion of your union contracts administered?
When are your negotiation periods?
Do you do any salary impact studies during your negotiations?
Do you have a point-based weighting salary system? (i.e. HAY)
How is your point-based weighting salary system tracked on your system?
What timing factors are involved in your salary and performance review
process (Yearly, quarterly, probationary?)
Explain the processes involved in your salary and performance review
process?
What factors are involved in establishing a salary increase?
Concerning your forecasting requirements, do you do any workforce
analysis reporting ? (budgets, job reduction, right-sizing, union negotiations,
etc.)
Page 21
RD.020 Business Process Questionnaire
OBM Level I
OBM Level II
OBM Level III
Application
Category
(HR) Human Resource
Management
Total Compensation
Administrate Compensation
HR
Salary
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
How are benefit costs/price tags calculated and stored? (Employee costs,
employer costs, etc.) Describe the rounding rules used and at what levels
rounding is applied.
Total Compensation
Administrate Benefits
OAB
Benefits
Describe how the benefit costs/price tags may vary based on factors or
coverages. Describe the rounding rules used and at what levels rounding is
applied.
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
Process Analysis Questions
Concerning your forecasting requirements, do you do any compensation
analysis? (budgets, union negotiations, etc.)
What types of benefit plans do you offer? List all the different benefits
offered by your organization(s) (i.e. Health and welfare, defined contribution,
defined benefit, spending accounts, flexible benefits)
What is the current or planned effective date of each benefit plan?
Who are the carriers for each benefit plan?
What are the employee eligibility factors? (company, location, union
association, salary, job code) Are they variable?
What are the dependent eligibility rules? (types of dependents and any
restrictions or coverage differences)
What are the beneficiary eligibility rules? What are the rules regarding
allocation amounts or percentages?
What are the participation rules? What is the waiting period or grandfather
rules?
What are your deferred compensation/savings plan requirements?
Describe how a participant may determine the use of any unused flex plan
credits. (I.e. benefit pools, taken as taxable income, rolled into 401(k) ...)
Do you require batch enrollment and administration processes?
What are the periodic internal/external reporting requirements for the
benefit programs?
What are the data interfaces for each carrier for the benefit plans?
What are the periodic benefit communication requirements to the
participants?
What are the benefit communication requirements to the participants based
on life events?
Do you require automation of the communication requirements?
How is eligibility to your benefit plans determined?
Are there waiting periods for your benefit plans?
Are there any minimum or maximum required periods of enrollment for the
plans or options?
What are the enrollment criteria for your benefit plans?
When is your open enrollment period?
How do you handle suspended and interim enrollments?
Do you require Web access for participant enrollments?
Do you require IVR access for participant enrollments?
Do you require the ability to model employee eligibility for life event
changes?
How do you handle benefit elections for active employees vs. COBRA
participants?
Are the eligibility/participation rules based on life events?
How are the enrollment periods for life event determined?
Are the enrollment rules based on life events?
How are your life events defined?
How do you handle detection of life events? Do you require automatic life
event detection and administration?
What are the continuing eligibility rules for leave of absence, long term
disability, short term disability? Are there any changes in the cost of the
benefit? How is the money collected if the participant is not receiving a
paycheck?
What are the termination/coverage end rules for active employee with a
terminated benefit?
What are the termination/coverage end rules for dependent terminated from
a benefit?
What are the termination/coverage end rules for terminated active
employee?
What are the termination/coverage end rules for death?
What are the termination/coverage end rules for transfers?
Which benefit plans are extended through COBRA?
Which benefit plans are extended after termination outside of COBRA? (I.e.
retiree medical)
Page 22
RD.020 Business Process Questionnaire
OBM Level II
OBM Level III
Application
Category
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
(HR) Human Resource
Management
Total Compensation
Administrate Benefits
OAB
Benefits
What are the termination/coverage end rules for terminated COBRA
participant?
What are the allowed changes for COBRA participants vs. active
employees? (Such as changing dependent status, changing plans
(adding/terminating/changing), or changing coverage amounts)
(HR) Human Resource
Management
Total Compensation
Administrate Benefits
OAB
Benefits
How do you handle claims administration processing for plan
reimbursements? (I.e. for flexible spending accounts, plans with
reimbursable goods and services)
Total Compensation
Administrate Benefits
HR
Benefits
What types of benefit plans do you offer? List all the different benefits
offered by your organization(s) (i.e. Health and welfare, defined contribution,
defined benefit, spending accounts, flexible benefits)
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
Process Analysis Questions
How do you handle COBRA administration?
How is eligibility to your benefit plans determined?
Are there waiting periods for your benefit plans?
What are the criteria for your benefit plans?
When is your open enrollment period?
How do you handle interim enrollments?
How do you handle COBRA?
How are benefit costs/price tags calculated and stored? (Employee costs,
employer costs, etc.) Describe the rounding rules used.
What is the current or planned effective date of the benefit plan?
Who are the carriers for this benefit plan?
What are the dependent eligibility factors? (types of dependents and any
restrictions or coverage differences)
What are the continuing eligibility rules for leave of absence, long term
disability, short term disability?
Are there any changes in the cost of the benefit while on a leave of
absence, long term disability, short term disability?
How is the money collected if the participant is not receiving a paycheck
while on a leave of absence, long term disability, short term disability?
What are the termination rules for active employee with a terminated
benefit?
What are the termination rules for dependent terminated from a benefit?
What are the termination rules for terminated active employee?
What are the termination rules for death?
What are the termination rules for transfers?
What are the termination rules for terminated COBRA participant?
What are the Beneficiary eligibility rules? What are the rules regarding
allocation amounts or percentages?
What are the participation rules? What is the waiting period or grandfather
rules?
What are your deferred comp plan requirements?
How do you handle benefit elections for active employees vs. COBRA
participants?
What are the allowed changes for COBRA participants vs. active
employees? (Such as changing dependent status, changing plans
(adding/terminating/changing), or changing coverage amounts)
What are the employee eligibility factors? (company, location, union
association, salary, job code)
What types of benefit plans do you offer? List all the different benefits
offered by your organization(s) (i.e. Health and welfare, defined contribution,
defined benefit, spending accounts, flexible benefits)
How is eligibility to your benefit plans determined?
Are there waiting periods for your benefit plans?
What are the criteria for your benefit plans?
When is your open enrollment period?
How do you handle interim enrollments?
How do you handle COBRA?
How are benefit costs/price tags calculated and stored? (Employee costs,
employer costs, etc.) Describe the rounding rules used.
What is the current or planned effective date of the benefit plan?
Who are the carriers for this benefit plan?
What are the dependent eligibility factors? (types of dependents and any
restrictions or coverage differences)
Page 23
RD.020 Business Process Questionnaire
OBM Level I
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
(HR) Human Resource
Management
338339140.xls
OBM Level II
OBM Level III
Application
Category
Total Compensation
Administrate Benefits
OAB
Benefits
Process Analysis Questions
Total Compensation
Administrate Benefits
OAB
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
Total Compensation
Administrate Benefits
HR
Benefits
How do you handle benefit elections for active employees vs. COBRA
participants?
What are the allowed changes for COBRA participants vs. active
employees? (Such as changing dependent status, changing plans
(adding/terminating/changing), or changing coverage amounts)
Total Compensation
Administrate Benefits
HR
Benefits
What are the employee eligibility factors? (company, location, union
association, salary, job code)
What are the continuing eligibility rules for leave of absence, long term
disability, short term disability?
Are there any changes in the cost of the benefit while on a leave of
absence, long term disability, short term disability?
How is the money collected if the participant is not receiving a paycheck
while on a leave of absence, long term disability, short term disability?
What are the termination rules for active employee with a terminated
benefit?
What are the termination rules for dependent terminated from a benefit?
What are the termination rules for terminated active employee?
What are the termination rules for death?
What are the termination rules for transfers?
What are the termination rules for terminated COBRA participant?
What are the Beneficiary eligibility rules? What are the rules regarding
allocation amounts or percentages?
What are the participation rules? What is the waiting period or grandfather
rules?
What are your deferred comp plan requirements?
Page 24
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