Cumulative Feature Overview HCM 83 90 v3

PeopleSoft Enterprise HCM 8.3 to 9.
0 Cumulative Feature Overview
April 2008
PeopleSoft Enterprise HCM 8.3 to 9.0 Cumulative Feature Overview Contributors: Teams from PeopleSoft Enterprise Information Development, Product Strategy, and Product Development. Copyright 2008, Oracle. All rights reserved. The Programs (which include both the software and documentation) contain proprietary information; they are provided under a license agreement containing restrictions on use and disclosure and are also protected by copyright, patent, and other intellectual and industrial property laws. Reverse engineering, disassembly, or decompilation of the Programs, except to the extent required to obtain interoperability with other independently created software or as specified by law, is prohibited. The information contained in this document is subject to change without notice. If you find any problems in the documentation, please report them to us in writing. This document is not warranted to be error-free. Except as may be expressly permitted in your license agreement for these Programs, no part of these Programs may be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose. If the Programs are delivered to the United States Government or anyone licensing or using the Programs on behalf of the United States Government, the following notice is applicable: U.S. GOVERNMENT RIGHTS Programs, software, databases, and related documentation and technical data delivered to U.S. Government customers are commercial computer software or commercial technical data pursuant to the applicable Federal Acquisition Regulation and agency-specific supplemental regulations. As such, use, duplication, disclosure, modification, and adaptation of the Programs, including documentation and technical data, shall be subject to the licensing restrictions set forth in the applicable Oracle license agreement, and, to the extent applicable, the additional rights set forth in FAR 52.227-19, Commercial Computer Software-Restricted Rights (June 1987). Oracle Corporation, 500 Oracle Parkway, Redwood City, CA 94065. The Programs are not intended for use in any nuclear, aviation, mass transit, medical, or other inherently dangerous applications. It shall be the licensee's responsibility to take all appropriate fail-safe, backup, redundancy and other measures to ensure the safe use of such applications if the Programs are used for such purposes, and we disclaim liability for any damages caused by such use of the Programs. The Programs may provide links to Web sites and access to content, products, and services from third parties. Oracle is not responsible for the availability of, or any content provided on, third-party Web sites. You bear all risks associated with the use of such content. If you choose to purchase any products or services from a third party, the relationship is directly between you and the third party. Oracle is not responsible for: (a) the quality of third-party products or services; or (b) fulfilling any of the terms of the agreement with the third party, including delivery of products or services and warranty obligations related to purchased products or services. Oracle is not responsible for any loss or damage of any sort that you may incur from dealing with any third party. Oracle, JD Edwards, PeopleSoft, and Siebel are registered trademarks of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective owners.
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Executive Overview ..................................................................................................................... 1 Value of Upgrading ...................................................................................................................... 2 Absence Management ............................................................................................................. 4 Benefits Administration............................................................................................................. 5 Common Components ............................................................................................................. 6 Cross-Product Enhancements ................................................................................................. 9 eBenefits................................................................................................................................. 10 eCompensation ...................................................................................................................... 10 eCompensation Manager Desktop......................................................................................... 11 eDevelopment ........................................................................................................................ 11 ePay ....................................................................................................................................... 12 ePerformance ......................................................................................................................... 13 eProfile ................................................................................................................................... 16 eProfile Manager Desktop...................................................................................................... 16 Global Payroll ......................................................................................................................... 17 Global Payroll for Australia..................................................................................................... 22 Global Payroll for Brazil.......................................................................................................... 25 Global Payroll for China ......................................................................................................... 27 Global Payroll for France........................................................................................................ 29 Global Payroll for Germany .................................................................................................... 30 Global Payroll for Hong Kong................................................................................................. 32 Global Payroll for India ........................................................................................................... 33 Global Payroll for Italy ............................................................................................................ 35 Global Payroll for Japan ......................................................................................................... 36 Global Payroll for Malaysia..................................................................................................... 39 Global Payroll for Mexico ....................................................................................................... 42 Global Payroll for New Zealand.............................................................................................. 46 Global Payroll for Singapore .................................................................................................. 48 Global Payroll for Spain.......................................................................................................... 50 Global Payroll for Switzerland ................................................................................................ 54 Global Payroll for Thailand ..................................................................................................... 56 Global Payroll for the Netherlands ......................................................................................... 57 Global Payroll for the United Kingdom ................................................................................... 59
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Human Resources.................................................................................................................. 61 HRMS Portal Pack ................................................................................................................. 78 Pay/Bill Management ............................................................................................................. 79 Payroll for North America ....................................................................................................... 79 Payroll Interface ..................................................................................................................... 81 Pension Administration........................................................................................................... 81 Recruiting Solutions ............................................................................................................... 82 Stock Administration............................................................................................................... 87 Time and Labor ...................................................................................................................... 87 PeopleSoft Enterprise Learning Management Cumulative Feature Overview .......................... 91 Need More Information? ............................................................................................................ 96
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Executive Overview
If you want an edge in a fast-changing business environment, look to your workforce. Find better ways to develop and deploy talent. Manage your people as mission-critical assets that can help you achieve higher levels of operating performance. When our customers ask for new strategies that could add value to traditional human capital management processes, we listen. PeopleSoft Enterprise Human Capital Management (HCM) is Oracles global solution suite for intuitive and effective human capital management. Creating a rapid return on investment, PeopleSoft Enterprise HCM applications automate business processes, reduce operational costs and increase efficiency, continually defining and leveraging industry best practices. PeopleSoft continues to deliver on the promise of human capital management as a new way of doing business in which every employeefrom the boardroom to the storeroomcontributes to business performance. In response to our customer base and market demands, we continue to innovate, creating applications, features and functions that set the foundation for creating workforce excellence. With the most technically advanced, highly adopted and industry-leading human capital management suite, PeopleSoft Enterprise applications are used by 73 of the top 100 companies in the Fortune 500. Whether you are considering an upgrade for long-term business operations using PeopleSoft Enterprise HCM applications (now with our industry-leading Applications Unlimited support policy), or youre looking towards a future move to Oracle Fusion applications, upgrading to the latest version of our HCM applications has never been more compelling. This document will help you plan your upgrade, and provide you with information on new and enhanced solutions and functionality that have become available starting with the 8.3 release through our latest 9.0 release. If you are considering upgrading from an earlier release path (earlier than 8.01), we have additional materials that will help you plan your upgrade.
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Value of Upgrading
With each release of PeopleSoft Enterprise HCM, we strive to add value to your vital business processes. HCM 9.0 represents a continued commitment to excellence and quality and centers on three key business drivers: Enterprise-Wide Talent Management We continue our leadership in the talent management space. The introduction of a centralized Profile Management business process delivers enterprise-wide talent management, offering organizations seamless integration of talent management applications. Lean Business Processes We offer more flexible and configurable products that enable organizations to tailor applications to business needs. Made possible by new capabilities such as SmartHire, a template-driven approach to streamlining the onboarding process, HCM 9.0 represents a truly configurable application. Enhancements throughout the application set deliver more flexibility so customers are able to adapt the system to their individual requirements while reducing the need for customizations. Extended Value with Innovative, Standardized Technology Weve leveraged the rich technology foundation offered by Oracles Fusion Middleware. The extended value of this technology centralizes common tasks and components, helping change the way people do business. Oracle XML Publisher reduces the high costs associated with the development, customization and maintenance of business documents while increasing the efficiency of document and reporting management. We provide an embedded common approval framework across the suite. Our ongoing commitment to Services Oriented Architecture (SOA) is delivered with enhanced and additional web services to improve extensibility and performance. HCM 8.9 offered our customers dramatically improved functionality and experience and centered on four key business drivers: Total Ownership Experience In 2003, PeopleSoft management made a commitment to address our customers total cost of owning PeopleSoft applications. PeopleSoft made installations and implementations faster, simplified upgrades, offered real-time support and performance diagnostics, and delivered robust integration with other eBusiness software. Implementation We automated the people-intensive process of installing, configuring, and integrating software. PeopleSoft continually improves installation, configuration, and integration to dramatically reduce implementation time and costs.
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Usability We enhanced usability across the product suite reducing the time and number of clicks needed for key processes, establishing industry leadership in task completion rates, and making marked improvements in the usability of key functions throughout the HCM suite.
Supportability We incorporated extensive improvements in the areas of supportability, performance, and upgrades. PeopleSoft offers three system-aware diagnostic and support tools as part of the PeopleTools 8.44 Total Ownership Experience release, including Change Assistant, Performance Monitor, and Diagnostic Framework.
HRMS 8.8 continued the global expansion of our world-class HRMS solutions, adding new countries to the list of supported locations and enhancing our products in those regions already familiar with PeopleSoft. New products included: PeopleSoft Mobile Time Management. Part of the PeopleSoft Mobile Workforce application suite, this application employs PeopleTools Mobile Agent to enable your mobile workforce to record, report, and update time through a laptop or PDA (personal digital assistant) while disconnected from a network. PeopleSoft ePerformance Management. PeopleSoft Global Payroll extensions for Brazil, India, The Netherlands, New Zealand, and Singapore.
HRMS 8.3 expanded the global footprint of our world-class HRMS solutions, adding new countries to the list of supported locations and enhancing our products in those regions already familiar with PeopleSoft. We improved PeopleSoft HRMS Collaborative Applications for better, faster decision making at the desktop by including self-service features and integrating more content from industry leading suppliers. Recruiting Solutions combined several applications to provide a fully integrated, end-to-end recruitment tool. We included more self-service and integrated content from leading suppliers. This release included major new functionality and performance enhancements in other areas as well.
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PeopleSoft Enterprise HRMS Cumulative Feature Overview

PeopleSoft Enterprise HRMS represents an ongoing commitment to providing best-in-class applications that provide real business value. This Cumulative Feature Overview serves to provide high-level, concise descriptions of new features and functionality in PeopleSoft Enterprise HRMS since general availability of HRMS 8.3.
Absence Management
Employees can submit a time-off request with a minimum of clicks. The user interface displays only the required amount of information needed to submit the request and is tailored to each kind of absence. Absence Request History page displays a list of the employees absence requests for a specific default range of dates that the employee can change and refresh the list. Employees can easily view their current absence entitlement balances. Employees can click the Forecast Balance link that appears on employee self-service pages to calculate projected absence entitlement balances as of a future date. Managers can easily submit a request to take time off on behalf of one of their employees. Managers can easily view their employees current or projected absence entitlement balances. Managers can easily call up a list of all absence requests that are awaiting approval (pending), approved, or denied. Manager can use the Request Details page to approve, deny, or push an absence request back to the previous step in the approval process. Manager can forecast the employees absence balance to verify eligibility for the type of absence requested. Highly configurable absence accrual functionality. Highly configurable absence consumption and eligibility functionality, or absence takes. Ability to change the terms viewed in self-service pages so that they can better match local needs. Two types of integration to Payroll for North America, either directly or through Time and Labor. Ability to export computed absence results (by employee and pay period) for actual payment with your third party payroll system. On top of the Payroll Interface regular setup only a minimum amount of setup is required to map absence payment codes to existing payroll interface codes. Enhanced shared scheduling components including employee self-service view monthly schedule, self-service scheduling pages for managers and employees, streamlined approach to building work schedules, ability to create personalized schedules for individual employees, and rotating schedules.
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You can process absences outside of the normal processing cycle (off-cycle). Enhanced administrator reporting and inquiry tools including payee messages report and administrator review of absence results. Ability to view absence entitlement balances and enter absences from the Time and Labor Timesheet page. Users can report and approve absences using the Timesheet page, thus facilitating absence entry and validation within Time and Labor. Enhanced integration with Time and Labor, including absence entries on timesheets, absence approvals, and consideration of absence data. Improved dashboard to handle off-cycle/on-demand absence processing without cumbersome data entry pages. Enhanced Approval Framework features for the absence approval process, improved user experience for creating, running, and managing the approval processes. Delegation to authorize another person to serve as his or her representative when working with absence self-service transactions.
Benefits Administration
To help organizations that must inform benefit providers and suppliers about employee plan changes, eBenX offers a solution to make this process easy, and it is available to PeopleSoft customers using Base Benefits or Benefits Administration. Integrating with eBenX enables companies to use eBenXs benefits data management and distribution services to distribute benefit enrollment data to their benefit providers. Significant changes to improve overall performance of key transactions. These key transactions now operate in deferred processing mode, enabling you to enter data quickly and efficiently without losing any keystrokes or waiting for processing. BAS Election Entry pages have been redesigned to facilitate more rapid keyboard-only entry of employee enrollments by presenting the available plan choices as a continuous long page rather than plan-by-plan. We also enable you to defer the enrollment of dependents and beneficiaries until after the employees choices have been entered. When employees change their marital status or add a dependent using the Life Events transaction, the system generates a trigger. (CAN) Canadian employees can elect to have excess credits rolled over to Canadian FSA plan types 65 and 66. If an employee chooses to have excess credits applied to an FSA plan type, but isnt enrolled in an FSA plan, the system will create an enrollment for the employee with a contribution amount equal to the excess credits. (CAN) Administrators can use the new Excess Credit Table to define which plan types and deduction tax classifications they want the system to use to calculate excess credit amounts. (CAN) When Pre-Enter is selected on the Event Class table, the Election Entry page and the eBenefits FSA Enrollment page will display the amount of the excess credit.
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(CAN) When the new Include Canadian Sales Tax on Form check box on the Benefit Program page is selected, the Canadian Sales tax amount displays on the eBenefits Enrollment Summary page. Capability to permit an employee to make changes in levels of coverage that are consistent with the gain or loss of coverage eligibility. With this security, companies can control employee access, but still reap the cost savings by offering employee self-service benefits registration and maintenance year round. Event Rules table has been enhanced. Using the Electable Options group box, you can now define coverage controls. Ability to define how to process FSA pledge changes. Use the Allowable FSA Pledge Changes field on the Event Rules page to indicate whether an increase or decrease to FSA pledges is allowed. Added fields to track Medicare entitlements and enrollments and fields added to the eligibility tables. Configured to allow overage dependents to remain covered in plans until policy says they are no longer eligible. Provisions for events to maintain dependents and coverage when employees are migrated from one plan to another.
Common Components
Common Components (sometimes referred to as Enterprise Components) are enterprise-wide features that enhance your ownership experience and help you run your business more efficiently and profitably. These represent functionality that spans multiple products within the PeopleSoft Enterprise HCM product family. Catalog Management built on the PeopleSoft technology platform replaces the Cohera Catalog Management System. Catalog Management offers a unique solution to catalog integration and is designed for organizations that want a web-based application to access, transform, and integrate structured content to meet their catalog management needs. Common Partner Registration allows an enterprise to share its PeopleSoft applications with outside parties, which reduces the enterprise's workload and streamlines its processes. Data Transformer introduces a new ETL utility to extract, transform and load data from remote or local data sources to a data source of your choice. This utility handles high volume data transfers and transformation processing. The Integration Services Repository (ISR) is a tool used by Application Development teams to document defined integration points delivered in PeopleSoft applications. The current version of the ISR is hosted on a standalone system where applications groups enter defined integration point information and is not delivered to customers. Customers can retrieve information and metadata details for PeopleSoft delivered defined integration points via PeopleSoft.com and Customer Connection. Synchronized code line for Integration Utilities consisting of Effective Date Utility, Full/Batch Publish Utility, Related Language Utility, Error Handling Utility, and Flat File Utility solutions.
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Credit Card Interface provides communication between PeopleSoft applications and a third party product for purposes of credit card authorization. Address Component enables the creation of new secondary pages for each country, including the address fields applicable to each. Core set of objects (fields, tables, work records, pages, and PeopleCode functions), as well as a recommended set of standard techniques and formulas, to support a common approach to defining and storing market rates and for converting currency throughout PeopleSoft applications. Data distribution functionality previously available in PeopleSoft 8.4 CRM is now a common component called Datasets, and is available for use by all product lines. Datasets comprise reusable criteria for the selection of data to filter data for a given purpose. Directory Interface previously available within the HRMS database has been converted to a common component available to all product lines. You can use the Maintain Catalog Partners component to register partners for Catalog Management. You can use Catalog Management categorization functionality to associate partner offerings to catalog offerings, and group them into enterprise catalog categories. You can use the Compare Version component to generate comparison reports for viewing and comparing changes between any two catalog versions where the partners offering data has already been transformed and loaded into the enterprise catalog. Run Summary feature enables you to view information related to the status of a particular Data Transformer extract, transform, and load process. Although the Process Monitor also provides information regarding a process run, the Run Summary feature offers a more granular view of the individual sub processes, such as chunks, that are not exposed in the Process Monitor. Alternate character handling is available for address fields. Effective dating is available for address fields, allowing users to enter new address information in advance or correct previous information as of a certain date. Address display box appears as a read-only box, not as an editable box. Publish utility creates the following related language messages: One message in the base language table of the publishing system. One message for each language in the related language tables for the base language table.
FullSync Upgrade utility allows upgrading of fields between two PeopleSoft applications. Directory Interface enhancements offer ability to generate certain data that is persistent and can be used for historical auditing. Active Analytics Framework is a suite of tools comprising a closed-loop, decision-making system where specific business issues can be addressed. Business-intelligent applications or transactions can respond when conditions are met and specific actions are recommended.
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The data library is a repository for information within the Active Analytics Framework. Each element in the data library is exposed by way of a term, which is a pointer to a unit of data within the PeopleSoft system. This data may reside in a relational database, or it may be derived at runtime. Active Analytics Framework includes components to define new terms in the data library and can automatically create terms for data elements in a component. Business analysts and other functional users define policies with an intuitive user interface. Functional users can create policies that use data elements of various forms and shapes residing in different sources such as the transactional environment, data warehouses, legacy systems, and so on. Active Analytics Framework is triggered by the occurrence of events called trigger points, which in turn generate recommended actions based upon the evaluation of business policies. The combination of trigger point, conditions, and actions is known as a policy. Application developers and functional business analysts use a wizard-like interface to build, manage, and associate trigger points to policies. Extensible framework supports the definition and execution of consequent actions. PeopleSoft delivers a built-in action type for displaying alerts to the user. Application developers can create customized action types within product lines to accommodate their functional needs. Interactive reports utilize Business Analysis Modeler, a calculation and analysis tool used by various PeopleSoft applications, to calculate and present multi-dimensional data to the user. Interactive reports offer a method of embedding analytic functionality in all PeopleSoft applications. Delivered set of Navigation Collection portal utilities including the Navigation Collections component, Navigation Collection system and registry defaults, and Portal utility batch processes. Navigation Collections enable you to create custom navigation pages for specific user roles, departments, or logical groupings of work. Instead of having users traverse through a list of menu items to locate the content that they are looking for, you can simply create collections of useful links tailored to their needs. You can deploy these groupings of links to portal content to different users or groups of users, providing navigation that is tailored to a specific role or business process. Pagelet Wizard simplifies this process by enabling you to create pagelets quickly and easily via the web. This tool is powerful in that it can access a variety of data sources and enables deep customization of the way in which data from these data sources is presented, with no coding required. Setup Manager reduces the manual effort of identifying the application setup required to support your implementation, easing your implementation effort through the use of setup task lists that identify the setup components that must be configured with your application. A common document generation solution used throughout the PeopleSoft Enterprise HCM suite that leverages Oracles XML Publisher technology. Vastly improved functionality to automatically trigger workflow notifications to inform the next approver in the process of work waiting. User-friendly, configurable, easily maintained and upgraded, and consistent across all adopting HCM applications through the use of the Approval Workflow Engine.
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Utilizing the Approval Workflow Engine, users have the ability to authorize other users to perform managerial tasks on their behalf by delegating authority to initiate or approve managerial transactions.
Cross-Product Enhancements
Cross-product enhancements are features and functionality that span multiple products within the PeopleSoft Enterprise HCM product family. To provide easier access to the self-service transactions, weve created the following home pages: Payroll, Taxes, and Salary. Stock Activity. Training and Personal Development. Interviews, Employee. Portal navigation, a more intuitive way to navigate around your HRMS application. Unique address format requirements of each country supported. Address functionality enables prompting and validating against any pre-defined list of valid addresses. The prompting and validation, along with which address fields this applies to, can be set up by country. Row Level Security for Department Managers automatically creates a row security permission list for each department manager, providing managers with access to each department (including sub-departments) assigned to the manager. The process updates existing manager permission lists and removes the manager permission lists of employees no longer in a managerial position. You can create large numbers of users based on group membership. You can create user IDs for immediate use or lock them until theyre needed. Flexibility in Full Time Equivalent (FTE) calculations. Expanded the number of decimal positions displayed and calculated in the FTE field to six improving precision in FTE and FTErelated calculations. Provide set of external, effective-dated rounding rules allowing definition at the company level for the preferred number of significant decimals for FTE calculations. Redesigned many HRMS pages to provide added support for users of PeopleSoft applications in conjunction with various assistive technologies (such as screen readers for the visually impaired). These changes greatly improve the usability of PeopleSoft Enterprise HRMS applications and substantially achieve the accessibility goals of Section 508 of the Rehabilitation Act (US federal legislation). Some of the changes include: Standardized navigation links across applications. Removal of options that are not relevant to the current user. Expanded buttons to display complete labels. Ensuring that all functional images have labels and/or mouse-over text and that the label effectively communicates the purpose of the image.
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Ensuring that all grid columns have labels. Changes to field tab order to improve data entry process, where possible. PeopleSoft HelpDesk for HR 360 View provides a complete view of an employee's HRMS data. This PeopleSoft CRM application is set up and operated from CRM but extracts and displays data stored in PeopleSoft Enterprise HRMS. (FRA) Full Time Equivalent (FTE) enhancements extend to French-specific PAID FTE field. Enhancements to the NFC interface reporting capability, including: Addition of many new PAR, Position, and Job Code fields required for Human Resources processing at the U.S. National Finance Center (NFC). Ability to run regulatory edits online prior to data submission to the NFC for additional validation. Import and workflow processes for NFC filesSINQ, PACT, and PMSO errors resulting from the NFC Personnel Edit Subsystem (PINE).
eBenefits
Life Events Rules page to set up the rules to control whether the system immediately updates the database with marital status and dependent changes, or if this information is routed to a human resources representative for review and processing. If youve implemented Benefits Administration, users can review and select new benefits all within a single sitting and without involving the human resources administrator. Capability to permit an employee to make changes in levels of coverage that are consistent with the gain or loss of coverage eligibility. With this security, companies can control employee access, but still reap the cost savings by offering employee self-service benefits registration and maintenance year round. Ability to associate certification questionnaires with certain dependent relationships or with certain plan types. Certificates are built using the Certification Definition page. Implement certifications using either Event Rules or Dependent Relationships. This certificate, if assigned to a particular benefit plan or dependent relationship, appears in eBenefits selfservice to the participant. Optional workflow to help manage self-reported dependent data.
eCompensation
Japanese names appear in the LastName FirstName format in self-service pages. Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues.
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(FRA) Agreement Personalization enables employees to view details of agreements for which they are eligible. Employees can also select the investment method for their funds, if multiple investment methods are defined for the agreement, and select the interest payment option (immediate or reinvest). (FRA) Profit Sharing Entitlements allows employees to view details of their personal profitsharing amount once these have been calculated and finalized. If the agreement has an investment method of Company Investment, employees can also request release of part or all of their entitlement.
eCompensation Manager Desktop

Japanese names appear in the LastName FirstName format in self-service pages. Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues. Request Salary Change transaction replaces the individual employee salary change and the group salary change without budget transactions.
eDevelopment
Japanese names appear in the LastName FirstName format in self-service pages. Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues. Competency Self-Evaluation was enhanced to make use of the configurable self-service approval process control feature. Request Training transaction makes use of the configurable self-service approval process control feature. XML Publisher tool enables employees to view and print a formatted profile document in Word or PDF. Employees can view and edit their existing person profiles, and create new profiles. Managers can create, view, and update the person profiles for their team. Depending on profile approval configuration, managers use the Approve Profiles option to review changes to their employees' person profiles that require approval, and approve or deny the changes. Employees can view the approval status of profile changes that they have submitted for approval and view the history of profile approvals. Interest lists enable employees and managers to identify jobs that are of interest to the employee.
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My Job Profiles lists job profiles related to their current jobs, and View Job Profiles is a general option for viewing any job profile. Employees and managers use Search and Compare Profiles to run any of the search types that have been configured for them. Managers can create and update job profiles.
ePay
Employees can quickly and easily access their leave balances. This self-service feature enables employees to go online anytime and view current leave balances and balance details. Transactions added to ePay application to provide self-service functionality to employees who are paid through the Global Payroll application. These include Updating Bank Account Information and View Payslip. Japanese names appear in the LastName FirstName format in self-service pages. Self-service workflow configuration process has been enhanced. Self-service transactions that make use of this process can control whether a self-service transaction follows an approval process, whether the database can be automatically updated by a self-service transaction or manually entered by an administrator, and who will handle problems or issues. Transaction to support the Global Payroll for Japan Year-End Adjustment (YEA) process. Features make it easier for payroll managers to manage and process payroll as a result of employees being able to view their payslips online. Distribution Instruction Details page has text that informs employees how to set their net pay elections. Enhanced View Paycheck transaction for customers who use Payroll for North America and ePay. Paycheck creation processes using XML Publisher enables you to create paychecks that can be printed and displayed in self-service in PDF format. Self-Service Paycheck is PDF Format enhances the existing View Paycheck functionality to display YTD hours and amounts on each paycheck, defer the display of checkins within selfservice to a day specified by the administrator, and provide PNA/ePay customers with selfservice paychecks in PDF format. In addition, we deliver paycheck report templates that customers can modify, to add their company logo, for example. Online view of self-service paychecks and year-end forms for payroll administrators. Enhanced Payroll for North America and ePay functionality so that employees can access an electronic version of their W-2 and W-2c forms or T4 and T4A forms. This allows the employee to print or reprint year-end forms through self service.
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ePerformance
Administrators use flexible, easy-to-use templates to design the layout of the documents that managers use for performance planning and review. In addition to selecting the content for each section and choosing the business and processing rules to apply, they can: Define the types of performance document used by your organization. Define the categories of planning or evaluation criteria that can be included in performance documents such as competencies, responsibilities, and initiatives. Create one or more templates for each type of performance document thats used in your organization. Select assessment items from a pool of responsibilities, goals/objectives, competencies, and sub-competencies. Link individual evaluation criteria to enterprise goals, initiatives, and objectives. Include your organizations mission statement. Create one or more rating models. Choose from multiple calculation methods for tabulating results. Define what managers and employees can do in each section of a documentrate and weight performance, add free-form comments and assessment items, or override the calculated rating. Control when employees can see performance documents, if at all. Generate online and printed performance documents. Job profiles provide a convenient way to tailor performance documents to groups of employees. A job profile identifies the responsibilities and competencies for which employees in the same job, job family, position, or salary grade are to be measured. HR administrators can create job profiles, then link them to templates. Performance documents generated from these templates automatically include the responsibilities and competencies that are specific to each employee. Options are available for creating performance documents including: HR Administrators can run a batch process to create the performance documents and, optionally, the employees document. Managers can select from their list of direct reports and create a document for each selected employee. Managers can create separate employee documents, which are used by employees to evaluate their own performance or define their own performance goals, by clicking a button within the managers document. Several third-party providers supply competency and sub-competency data. Some also provide content for the following Advisor Tools: Results Writer, Language Checker and Language Suggestion Table, and Development Tips.
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System automatically notifies employees when the employees self-appraisal documents are available. Employees can then access these documents through their home page. In addition to rating their own performance, employees can assess the relative weights of the evaluation criteria. Once an employee completes their document and submits it to the manager, the manager can view the completed document. Employees and managers can access pages for recording performance-related notes. The system automatically stamps each note with the date and time. Notes can be cut and pasted into a performance document later on. Employees cannot view managers notes and vice versa. Managers can maintain a separate page of notes for each employee, quickly tracking or logging events, actions, or observations that they might want to reference later. They can paste the content of emails from customers, managers, or other employees who provide feedback on an employees performance. Several ways for managers and HR administrators to monitor the progress of performance documents and interpret the results including Employee Alerts pagelet, Pie chart and graph views, and reports. Integration between ePerformance and the Human Resources Plan Salaries business process. Integration between ePerformance and the Human Resources Manage Competencies business process. When certain events occur during the performance process cycle, workflow notification sends automated email messages to managers and employees. ePerformance delivers 10 workflow notifications, in addition to approval-related notifications. Flexibility to implement different subsets of ePerformance functionality and customize the business process to meet your needs by designing multiple document templates. Manager and employee can collaboratively agree on the criteria that will be used to evaluate the employee, as the first step in the evaluation process. 360-Degree and Multirater Capabilities allow individuals other than the manager and employee to provide direct feedback into an employees performance or developmental evaluation or document. Additional roles such as peers, direct reports, and mentors can be easily defined and utilized in the business process. Option to enable employees to launch the performance process and define the criteria within the performance document. Improved interface so when users access an active document they see all of the steps (and their status) that are defined for their role on that document. When finalizing reviews, managers can drill down into summarized ratings. Writing tool enhancements expand on the success of the Advisor Tools to enable roles other than the manager to access and incorporate feedback from these integrated performance self-help tools. Privacy and confidentiality incorporated into the process to ensure fairness and to meet organizational and certain legislative requirements and establish safeguards to prevent accidental loss or intentional destruction of data or information. Expanded security and data
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management actions for administrators and managers. Cancelled documents can be purged from the system. With multirater functionality, additional role documents add more detail to the display of subdocuments in one grid. All rating calculation methods on performance documents are integrated into the Human Resources Manage Base Compensation and Budgeting business process. User can select multiple documents to process at once. New notifications to directly support the new multirater functionality. Standard and generic integration points to support organizations that plan to leverage data from multiple sources within and outside PeopleSoft. Provide the following integrated links to Enterprise Learning Management 9.0: Within the context of a performance evaluation process, managers and employees have real-time insight into all completed and planned learning for the individual. Optionally, the completion of required learning can be incorporated into the individuals overall performance rating. While completing a performance or development document, managers and employees may look for and add appropriate learning to the individuals plan. The manager or employee is able to pull up the course catalog from within the document and any courses selected will be immediately added to the document. Upon completion of a performance evaluation, evaluation data can be sent to a Persons Profile, which in turn can be sent to Enterprise Learning Management. Gaps between an individuals desired and actual proficiency will drive the creation of learning objectives and associated learning within Enterprise Learning Management. Using the new Human Resources Manage Profiles business process, ePerformance now: Uses Content types and Content items to add performance criteria to templates, and performance and development documents. Uses nonperson profiles to add performance criteria to templates, and performance and development documents. Adds evaluation data to an employees person profile. Description fields have been expanded from 254 to 1325 characters. Ability to display Proficiency Descriptions to support numeric ratings. Ability to clone performance and development documents from previously created documents. You define who can create a new document for a new performance or development period by selecting employee, manager, or both. You can modify the layout of am XML template, which enables you to tailor printed documents to meet your organizations needs. Approval Workflow Engine provides capabilities for creating, running, and managing the approval processes.
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eProfile
Life Events Rules page to set up the rules to control whether the system immediately updates the database with marital status and dependent changes, or if this information is routed to a human resources representative for review and processing. If youve implemented Benefits Administration, you can review and select new benefits all within a single sitting and without involving the human resources administrator. Configuration page enabling you to select the transactions permitted to automatically update the database. You can also specify whether approval routings are needed for certain transactions and in which cases an administrator should receive notifications of transactions as they are saved to the database. Modified Personal Address Change transaction to improve usability. New design uses fewer pages and is more intuitive for self-service users. US Federal eProfile transactions have been designed to interact with the Federal Personnel Action Request (PAR) components. Employee self-service applications include: Phone Number Change. Marital Status Change. Name Change. Address Change.
eProfile Manager Desktop

Configuration page that enables you to select the transactions permitted to automatically update the database. From this page, you can also specify whether approval routings are needed for certain transactions and in which cases an administrator should receive notifications of transactions as they are saved to the database. Direct Reports interface creating a streamlined, consistent, re-usable user interface for use in the Manager Desktop applications, while delivering new functionality not previously available. Senior-level managers can drill down through their entire organization and view or perform transactions on employees or contingent workers anywhere within their reporting chain in a few simple steps. Higher-level managers can access and transact on the direct reports of terminated managers or open positions. You can represent your own policies, instructions, and business rules within the pages of eProfile Manager Desktop. You can update text within the pages through the message catalog. US Federal Manager eProfile transactions have been designed to interact with the Federal Personnel Action Request (PAR) components. Manager self-service applications include: Full-time/Part-time Status Change. Location Change.
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Reporting Change. Reassignment. Promotion. Retirement. Separation.
Global Payroll
Online features make evaluating and projecting absences easier. Enhancements to the absence management features enable you to: Use the new Absence Types page to create an unlimited number of absence types, such as vacation, illness, personal, or maternity, for all countries or for specific countries. Define one or more absence reason codes for each absence type. Add details about an absence event in a Comments field during absence entry. Complete up to 16 user-defined fields when recording absence events on the Absence Event Input Detail page. Enter additional characters in the user-defined fields on the Take - Calculation page. Specify the rate and amount for generated positive input when defining a take element on the Take - Day Formula page. Self-service web transactions enable your employees and managers to perform absencerelated tasks online. You can designate multiple recipients for a deduction taken from an individuals pay. Enhancements to earnings and deductions functionality allow you to: Override the value of a supporting element thats used in the definition of an earnings, deduction, absence take, or absence entitlement element. Use the PRORATE system element to prorate an earnings, deduction, absence take, or absence entitlement element when there is no segmentation. Assign an element, rather than a numeric value, for an arrears payback amount on the Deductions - Arrears page. On the Calculation page of an earnings or deduction component, enter instructions to execute a preprocess and/or a postprocess formula immediately before or after the resolution of the earnings or deduction. On the Element Name page, you have greater flexibility in designating whether you want to store earnings and deduction results that resolve to zero. Additional security is provided for element ownership and report security.
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Approval feature provides the ability to freeze and approve payroll calculations for an individual or a subset of payees prior to finalizing the entire calendar group. Enhanced supporting elements with: Duration elements able to include or exclude absence daily data, according to your preference. Formula elements able to no longer need to be assigned a value. Rate code elements able to return a value without undergoing frequency conversion (annualization/deannualization).
Significant changes to improve the usability and efficiency of the utilities that let you view the relationships between elements, package and move elements and data between databases, and delete elements. Writable array feature you can use to populate your own result table. Enhancements to Positive Input feature provide a faster, easier option for data entry. Integration between Global Payroll and the Human Resources Manage Variable Compensation business process. Time-saving enhancement provides the ability to automatically create calendars for payroll processing. Payee Calendar Override page provides the ability to override the calendar group definition at the payee level. Pay Entity - Processing Details page has a new rounding option. When selected, the rounding rule is executed whenever currency conversion occurs, regardless of the source of the value (for example, accumulators and positive input). Component interfaces enable you to create alternate methods for entering positive input (including supporting element overrides), entering absence events, making payee earnings/deduction assignments (including supporting element overrides), entering supporting element overrides for pay groups and pay entities, and creating payee sections. You can use the Variables by Category page, which uses a component interface to access the Variables component to view and update definitions for a specific category of variable elements. New delivered query allows you to retrieve information for Global Payroll elements. System can retrieve a payees mailing address from Human Resources during the batch process. Cancel interval on the installation table. This field indicates the maximum number of payees for whom result table data can be deleted at one time. The system retrieves this value during the cancel process. Ability to share retroactive adjustments among run types. Using the Retro Adjustment Sources field on the Run Type page, you can automatically pull retroactive adjustments from previously established run types.
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Absence take daily processing enables you to process absence takes in a daily order rather than by a process list order. You can accurately represent daily entitlement activity before applying a new absence take. When multiple events occur on the same day, the system follows a set of rules that consider the take element order on the section list, the absence date, and other factors to resolve the order of processing overlapping events. You can choose between daily order and process list order processing. Country field is now a key field for trigger definitions, event definitions, the segmentation table and retro trigger table. The Country field is also on the iterative trigger table. This enables multi-national companies to create unique trigger definitions and event ID names for each country without having to agree on one trigger definition per record or one event ID across all countries. Also, because all triggers now have an associated Country value, it is no longer necessary for the system to expand retro triggers before processing them. Each time you execute a payroll process, the system generates a list of affected payees. You can access this information to view an inquiry list that includes all payees processed during each batch process, learn the reason behind each action taken for a payee, and review all of the calculation-related information including the payee messages, payee status, and payee results pages. Enhancements to the rules packager feature provide the ability to move data between the source and target database without the need for both databases to have the same base language. Using Data Mover functionality, the rule packager can create a new row for the base language or replace it if that base language is in the related language table in the source database. New Additional action type enables users to enter values for existing positive input components that are processed in addition to the automatically generated resolution of the element, without overriding the automatically generated amount. The Additional action type can be used with multiple instances, rules for mixed action types, eligibility, and generation control, among others. Ability to select retroactive calculation methods for banking and General Ledger postings. Off-cycle payroll processing provides payroll processing outside the normal on-cycle payroll processing window, including scenarios such as paying a new hire who was not included in the regular run, corrections for timesheet omissions, and pay errors. The user can launch an off-cycle process without creating additional calendars, and the payee is automatically suspended from the on-cycle run. Ability to configure and view user-defined payroll results online. You can configure the supporting element override fields on the detail pages for both earnings and deductions assignments and positive input entries. Standard global Payee Messages SQR report that enables payroll administrators to print out a list of messages that are created during the payroll process for a selected population, providing the ability to identify payees who may need further editing to make it through finalization of the payroll. You can cause an element to resolve multiple times in a single period by assigning multiple instances of an element to a payee on the element assignment pages or defining an accumulator driver to cause multiple resolutions of an earning or deduction.
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When using net pay validation (NPV), you can specify a priority order for taking deductions when net pay wont cover all deductions (previously, only processing order was available). Ability to override each individual component (rate, unit, base, percentage) in a post-process formula, which provides a full solution to additional amount and limit requirements. Automatically create employee triggers based on changes to setup tables. You define the fields, records, and components that will activate the trigger by creating a Trigger Definition. Employee triggers are generated on setup tables that are not keyed by EMPLID. Banking enhancements allow you to: Limit the payment method of check and cash to one of each for net pay distribution. Override the payment method for employees net distribution for a specific run type or calendar group ID or by payee. Put a net or recipient payment on hold and pay it at a later date. Distribute net pay based on calendar period and segmentation. Void a payment online.
International Bank Account Number (IBAN) is part of the employer and payee bank account information and the electronic file transfer (EFT) files use this code where needed. Bank reconciliation process enables you to reconcile payments made from the Global Payroll system. Standard ChartField configuration provides consistent use of ChartFields between General Ledger, Time and Labor, and Global Payroll. Financial Management allows General Ledger users to define how their ChartFields are displayed and used in combinations. HRMS displays ChartFields exactly the way they appear in Financial Management. PeopleSoft Enterprise Payroll with PeopleSoft EnterpriseOne General Ledger Integration enables synchronization between PeopleSoft Enterprise Payroll for North America or PeopleSoft Enterprise Global Payroll and PeopleSoft EnterpriseOne General Ledger. You can interface your Global Payroll system with the data warehouse in Performance Management. Through the Finalize phase of the Payroll COBOL process, you can publish earning, deduction, and accumulator information into Global Payroll EPM tables, where the Performance Management product can access and subscribe to the data. Identify a balance as an absence accumulator or a payroll accumulator. You can then configure the system to store this balance in the result tables only after the appropriate calculation. Bundle positive input that is written by the absence process for use by the payroll process. This enables you to consolidate several rows of daily absence data into a single row of generated positive input. History rows no longer stored on the two parent result data tables (process stat and segment stat). Rate-as-of-date is an attribute of the generated positive input table itself, and no longer uses the additional SOVR row.
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Employees can submit a time-off request with a minimum of clicks. The user interface displays only the required amount of information needed to submit the request and is tailored to each kind of absence. Absence Request History page displays a list of the employees absence requests for a specific default range of dates that the employee can change and refresh the list. Employees can easily view their current absence entitlement balances. Employees can click the Forecast Balance link that appears on employee self-service pages to calculate projected absence entitlement balances as of a future date. Managers can easily submit a request to take time off on behalf of one of their employees. Managers can easily view their employees current or projected absence entitlement balances. Managers can easily call up a list of all absence requests that are awaiting approval (pending), approved, or denied. Manager can use the Request Details page to approve, deny, or push an absence request back to the previous step in the approval process. Manager can forecast the employees absence balance to verify eligibility for the type of absence requested. Ability to change the terms viewed in self-service pages so that they can better match local needs. Enhanced shared scheduling components including employee self-service view monthly schedule, self-service scheduling pages for managers and employees, streamlined approach to building work schedules, ability to create personalized schedules for individual employees, and rotating schedules. New Approval Framework features for the absence approval process with the Approval Workflow Engine (AWE) providing capabilities for creating, running, and managing the approval processes. Enhanced Rules Packager tool enables the movement of element-based data from one database to another. This enhancement improves the overall setup and procedure for the packager utilities, providing a more flexible, simple, and straightforward process. Delivered templates with documentation for archiving Global Payroll results data under specific conditions. Trigger enhancements that enable you to: Segment and prorate earning and deduction assignments. Manage used or obsolete segmentation triggers to prevent unnecessary segmentation of payroll results and possible calculation errors. Identify the source and cause of a triggerthat is, the record, field, or field value change that generates a trigger. Define offsets for retro triggers so that you can control the effective date of a retroactive data change.
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Option to process and prorate earnings/deductions assigned to only a portion of the pay periodregardless of whether they are active as of the end datein addition to those that are active as of the period end date. Sample rules that are meaningful and useful for customers seeking to utilize best practices for common payroll requirements when using Global Payroll for configuring their own country extension. Generate Report Data for Global Payroll and all country extensions, which eases the extraction of data from the result tables. Enhancements to make the processing of off-cycle transactions easier. Administrators can view or print a copy of employee payslips online. Ability to view absence entitlement balances and enter absences from the Time and Labor Timesheet page. Users can report and approve absences using the Timesheet page, thus facilitating absence entry and validation within Time and Labor. Enhanced Approval Framework features for the absence approval process, improved user experience for creating, running, and managing the approval processes. Delegation to authorize another person to serve as his or her representative when working with absence transactions.
Global Payroll for Australia

Earning types are paid, taxed, stored, and managed correctly. With earnings we supply you can routinely calculate regular pay, overtime and shift earnings, calculate minimum and maximum hourly rates and earnings limits, calculate earnings based on other earnings, have earnings reduce from regular earnings, calculate rolling average earnings and create earnings deduction paybacks, select hours for holiday earnings, and schedule earnings using generation control. System also caters to the retro processing need to apply a different tax rate to retro pay for periods more than 12 months earlier than the payment date of the retro pay. Delivered functionality that is generic and enables you to create the deductions you require. This enables you to use the delivered functionality combined with the core functionality to control the deduction process in the Global Payroll application. You can manage all facets of deductions, from initial deduction setup through to deduction processing through payroll calculation. Delivered tax calculation functionality for Payee Tax Information, Tax Calculation Rates, Pay Entity Information, Tax Deduction Calculation, and the TFN Declaration Report. Administers payroll tax amounts based on the legislative requirements of the State Revenue Offices. This feature provides a report you can use to calculate your State Payroll Tax liability. Meets the requirements for superannuation by providing a number of deductions. The calculation rules associated with each deduction reflect a particular type of superannuation
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deduction such as tier-based deduction or a percentage deduction based on employee contributions (matching). Functionality for Net-to-Gross calculations, or gross ups, that is required when you want to pay a payee a specific net amount. Banking process brings together payroll data, pay entity source bank data, and payee or recipient bank data. The EFT file creation process extracts data compiled by the banking process according to the type of EFT file that you are creating, merges it with data provided by the Australian country extension, and creates the file for transmission. This feature satisfies the Australian Taxation Office requirements to submit PAYG tax amounts withheld by employers by EFT. Templates are at the center of the payslip solution for Australia. You set up templates to create payslips that display the data that you want in the format that you want. Building on the Global Payroll general ledger interface, the Australian country extension enables you to link journal types to GL groupings so you can report by journal type, calculate accrued salary and leave liability, report leave liability and history, calculate state payroll tax liability, and run the GLI or QSP processes. Balance Group ID field performs the same function that Employee Occurrence previously performed. It enables, for example, employees to have two tax balances if they are terminated and rehired within the same financial year. Provided 17 Absence Entitlement elements and 14 Absence Take elements to demonstrate how Global payroll can process typical leave requirements in Australia. They cover annual leave, long service leaveincluding Federal Government (OGO), sick leave, and other leaves such as maternity leave, jury service, and workers compensation. To manage terminations we provide a termination section that comprises a single formula, 19 earnings elements and a single deduction. Between them they ensure all your legal obligations are met and give you the flexibility to make changes to suit your business practices. Integration of Salary Packaging with your Human Resources and Global Payroll systems enables you to enter actual expenditures against a budgeted salary package. End of Year processing includes: Setting up earnings and deduction categories to control where earnings and deductions appear on the payment summary. Collecting FBT-liable earnings and manually adjusting as required. This includes reporting FBT for employees who terminate in the gap between the end of the FBT and tax years. Generating payment summary data, creating the electronic file, printing payment summaries, and generating exception and reconciliation reports. Separating eligible termination payment data. If the system detects Lump Sum C, Eligible Termination Payments (ETP) during the Create Payment Summary process, it stores the data separately. All of your reporting requirements for the local market are satisfied.
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Enhanced performance of the system when converting pay amounts for one frequency to the equivalent amount for another frequency. It is no longer necessary for you to specify frequency defaults on the Pay Groups AUS page. As part of an enhancement to the General Ledger Interface (GLI) functionality, ability to define chartfield remapping data used during the GL interface process and to post payroll costs to differing levels of chartfields based on GL groupings codes or accounts. Use the GL Chartfield Remap page to set up GL chartfield parameters that enable you to re-map default chartfields after you run the initial calculate process. When you run the Payroll Register, Reconciliation, and Pay Components reports, you have the option to report earnings and deductions together or just accumulators or both. You can set up payroll report definitions and, at run time, use the report definitions ID to control what is included or excluded. You can select the report definition that excludes the earnings and deductions elements you specified for the definition, and the report definition that includes the accumulators you specified for the definition. Support for Workplace Giving allowing employees to donate money on a regular basis to one or more deductible gift recipients (DGRs) directly through their pay. Run Payment Prep Process AUS page has been superseded by the Run Payment Prep Process page provided with the Global Payroll application. Support for Section 23a Superannuation Guarantee (Administration Act 1992), Section 6a Superannuation Guarantee (Administration Amendment regulation 2003) requiring that employers must report for each employee the amount of contribution, the name of the Superannuation fund to which the contribution is made, and the membership number of the fund. Support for manual and separate checks is now provided by the new off-cycle payment feature. Navigation paths have been updated. Messages AUS report has been superseded by a messages report provided with the Global Payroll application. Generation of PDF payslips that employees can view online (if you purchase ePay). Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Enhanced payroll rules and elements to calculate taxes on payments that are granted retroactively. Enhancement to superannuation enables employers to define Payroll Interface File (PIF) data and generate the PIF for delivery to ComSuper.
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Global Payroll for Brazil

Definition tables that contain the tax rates, deduction limits, and other statutory data that the system needs in order to accurately calculate payroll in Brazil. This includes information such as minimum wage, INSS table, Federal tax rates and entitlement for vacation (including absence discounts). You can define a set of parameters at the union code level, including: General parameters, such as Union Monthly Contribution Percentage and Transportation Coupons percentage. 13th salary parameters, such as whether to pay the average salary payment with the first payment or to recalculate the payment if you have advance payments. Termination parameters, such as the number of days notice required for dismissal and whether to allow termination when an employee has tenure. Average salary parameters, such as the criteria for averages calculation and which earnings and deductions to include in the calculation. You can define and process different types of earnings including regular pay, overtime, bonuses and premiums, transportation allowances, extra pay required by union and collective agreements, and termination pay, among others. You can set up salary advances for monthly and hourly employees. The system template bases the advance on 40% of the monthly salary and the number of days worked during the month. You can also create criteria to meet your specific requirements. You can define different rules and criteria for calculating the average salary allowance to which employees who receive variable compensation (such as overtime or a differential for a night shift) may be entitled. You can specify whether the average salary allowance should be adjusted for inflation. You can add the average salary allowance to vacation, termination, 13th salary, or maternity pay. Eligibility for the average salary allowance depends on union rules and the Consolidated Labor Laws (CLT). For each union, you can specify the rules and criteria for calculating the average salary allowance. Calculation of the statutory 13th salary (Christmas bonus) given to employees. Bonus amounts are based on the monthly salary and are prorated according to the months worked during the year (a month is counted as worked if the employee worked more than 15 days during the month). You can choose to pay average salary in the first payment and to pay the first 13th salary payment during the vacation payroll process. Recording and tracking of vacations. Calculation of the final check amount for terminated employees. The system enables you to define different termination action/reason combinations that trigger specific termination earnings and deductions to include in the employees final check. Definition and processing of different types of before tax and after tax deductions. Definition and updating ability for the Instituto Nacional do Seguro Social (INSS) percentage table.
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You can define and process each one of the legal requirements for taxes, including income tax (IRRFImposto de renda na fonte) and taxes such as the Seniority Service Warranty Fund (FGTSFundo de garantia por tempo de servio). You can calculate and deduct withholding of income tax for monthly payroll, 13th salary, and vacation payments. You can also update the IRRF table when changes to deductible tax rates occur. Deductions for qualifying dependents, contributions to social security (INSS), and income from retirements and pensions are delivered. Calculation of four types of garnishments, including alimony, such as fixed amount, amount based on minimum wage, amount based on an accumulator, and amount based on the net payment (this will generate a gross to net calculation). You can create scheduled payments for your loans, track balances for each loan, and adjust payroll deduction amounts. You can deduct loan payments from monthly payroll, vacation, 13th salary, or termination payments. You can pay overtime at 100%, 70%, or 50% of the normal salary and to specify how to treat nightly hours. The overtime functionality is handled by rules, which can be changed to suit your payment requirements. Definition and tracking of multiple absences including maternity, labor accident, sickness, military service, paid absence, unpaid absence, and union absence. You can create work schedules and calendars specifying the holidays (dias festivos). The calculation process uses these schedules and calendars to determine whether each day is a work day or non-worked day. You can process overlapping absences (such as illness during vacation). Generation of payslips. You can define source bank and payee bank information. After generating a payroll, you can run the banking process and generate a flat file containing payment instructions for the bank. Global Payroll for Brazil delivers one template that you can modify to match different bank reporting formats. Generation of a robust set of reports, for example Employment Contract Termination report, Unemployment Insurance report, and two Vacations Receipt/Notice reports. Support for manual and separate checks is now provided by the new off-cycle payment feature. Navigation paths have been updated. Generation of PDF payslips that employees can view online (if you purchase ePay). Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Ability to define segmentation triggers only for effective dated records (with one very useful exception). Expanded report functionality with the following new reports: DARF (Documento de Arrecadao Federal). DIRF (Declarao do Imposto Retido na Fonte).
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Monthly DIRF. PIS (Programa de Integraco Social). RAIS (Relao Anual das Informaes Sociais). IREN. Averages. Provisions.
Global Payroll for China

Fully functional delivered earnings used for common business practices including monthly salary, overtime pay, variable bonus pay, 13th Month pay, house allowance, spouse allowance, commission, and termination pay. Fully functional delivered deductions used for common business practices including Public Housing Fund and social insurance contributions, taxes, and termination deductions. Functionality to meet legislative tax recording, reporting, and processing requirements. Delivered deductions for normal tax, annual bonus tax, and severance payment tax. Ability to define tax registration details for each tax area within a pay entity. Delivered Individual Income Tax Withholding Report that is a summary monthly report of income, deductions and taxes for all payees that must be submitted to the tax authorities within 7 days after the end of the current month. Delivered Tax Withholding Detail Report that is a detailed monthly report of income, deductions and taxes for all payees. It is a supplement to the Individual Income Tax Withholding Report. Delivered predefined rules for processing absences due to vacation. You can easily modify many of these rules to reflect absence policies that are specific to your organization or to labor agreements that may be in force for your employees. Ability to define Public Housing Fund and Social Insurance (PHF/SI) registration details, assign and disable PHF/SI deductions for payees, and generate PHF/SI reports. The delivered PHF/SI contribution rules apply specifically to the Beijing and Shanghai contribution areas. You can configure PHF/SI contribution rules for other tax areas. You enter PHF/SI registration information at the pay entity level. You enter registration details for each combination of contribution type and contribution area. You can assign PHF/SI contribution deductions using the Element Assignment By Payee page. You can define processing details for PHF/SI deduction assignments using the Element Detail page. The Annual Base Report declares annual employee and employer contribution bases. The Eligibility Report lists monthly requisition/loss of PHF/SI eligibility.
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The Monthly Contribution Report lists monthly employee and employer contribution amounts. Taking advantage of Global Payroll core functionality for basic banking setup, you have the ability to make salary payments by direct deposit, in cash, or by check. The banking process for Global Payroll for China consists of three steps: (1) calculate absence and payroll; (2) run the payment preparation process; and (3) generate the EFT payment file. We deliver the EFT file format of the Shanghai Branch of the China Construction Bank. You can configure other EFT file formats if you bank with another branch or bank. Ability to design, generate, and print payslips for your payees. By leveraging Global Payroll core payslip functionality, the data used in the production of the payslips is generated by the pay calculation process and resides in various result tables. We deliver a generic payslip template that you can modify or use as a starting point to design a new one that suits your payslip reporting requirements. The payslip template enables you to create and control payslips so that they display the data that you want and in the format that you want. You can define text messages that appear on the payslip for a payee or a set of payees. You can set an effective-dated override of the default payslip delivery option at the payee level. You can generate payslips for an entire calendar group ID, individual payees for the selected calendar group ID, and groups of payees in the selected calendar group ID by pay entity, pay group, department, or location. When an employer terminates an employee, the employees pay out is comprised of a severance payment and a termination payment. Termination payments may also include pay in lieu of short notice and a payout to compensate for the employee's annual leave balance. We deliver all the necessary rules to calculate the types and amounts of pay a terminated employee receives. Global Payroll for China taxes severance payments in accordance with Shanghai and Beijing severance tax rules. Also, we apply the legislative requirement to cap the years of service (used in the calculation of severance payments) at no less than 12 years. To aid you in archiving your result data using the Data Archive Manager, Global Payroll for China delivers a predefined archive object and archive template. The delivered archive template uses queries that select data by calendar group ID. Introduction of a new INTERN TAX deduction. The system uses this tax deduction in place of NORMAL TAX for payees who have an Employee Type (CN VR EE TYPE variable) of INT. The system assigns an Employee Type of INT to a payee if the following criteria are met: Empl Class (employee class) is CHN Intern. Disability Status is No. No supporting element override (SOVR) exists for the CN VR EE TYPE variable. Ability to generate tax reports and Public Housing Fund and Social Insurance (PHF/SI) reports using XML Publisher. XML Publisher for PeopleSoft Enterprise is a template-based reporting solution that separates the data extraction process from the report layout and allows the reuse of extracted application data into multiple report layouts.
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Global Payroll for France

Payslip view you can use to verify results during the payroll cycle or to obtain specific information after the payroll is finalized. The page is an online duplicate of the payslip and contains the same data such as earnings, deductions, accumulators, absences, and positive inputs. Functionality for generating the Annual Declaration of Social Data (DADS). This statutory report complies with the future reporting requirements and produces a unified file, which is the combination of Social Data Transfer (TDS) and Supplementary Pension Funds (CRC) features. Process for managing employee terminations. The termination process builds on, and integrates with, the termination activity in Human Resources. Workflow ensures that the necessary actions are completed at the right time. Process to enable companies to prepare their yearly declaration of social data based on the latest DADS-U norm. Enhancements to DADS functionality including updated DADS data types, improved DADS structure, changes to DADS recipient functionality, DADS address mapping, additional information on the DADS Reporting Establishment page, improvements to adding and updating the extracted DADS data, and improvements to generating the DADS file and reports. Standard setup for managing retroactive changes in the current year by using the corrective method, and enables you to process retroactive changes in previous years by using the forwarding method. Complies with the DUCS norms for declaring contributions. The latest version of these norms permits corrective declarations, and PeopleSoft has taken advantage of the new standards to develop solutions for reporting retroactive changes. Payslip, DADS reports, and the ASSEDIC and illness certificates have been modified to ensure that they work with the corrective method for processing retroactivity. Standard calculation of inactive segments by inactivating the calculation of worked hours and days, controlling which pay elements should be triggered and which shouldnt be triggered, managing isolated amounts paid after a termination, managing contribution ceilings, and handling the declaration of these segments in the DADS report. Tools that make it easier to format DADS data and to review employee information. DADS Error management capabilities including enhanced error validation, enhancements to the error handling process and the ability to quickly review and fix errors online, ability to generate a comprehensive error report in print form, and option to check either data that has not been validated previously or data that has been edited since the extraction. Ability to populate all establishments, or to include and exclude establishments when creating the Sending Reference. Ability to populate DADS tables with provided component interface to facilitate this process.
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Support multiple source banks with generation of a different payment file for each source bank and adapting the existing payment report. Enhanced banking process allowing payments for multiple recipients and integrating the recipients in the garnishment page. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Enhancements to contingency funds functionality integrated with the improved contingency funds management functionality in Human Resources for France. Ability to define a correspondence between PeopleSoft address fields storing the INSEE code and DUCS TAT and TRS records. Ability to indicate whether the contact is a sender or recipient of DUCS when recording the list of contacts for DUCS. Provided rules to manage minimum wage levels, social security contribution exemptions, and other conditions related to the professionalization contract. Defined earnings so that they are automatically segmented and prorated (using the proration factor defined on the earning definition pages) when they are assigned to a payee on the Element Assignment by Payee or Payee Assignment by Element components and the assignment period covers only a portion of the pay period. Integration with the Human Resources Administer Training business process and with Enterprise Learning Management to enable users to track DIF balances and compensate learners for DIF training and other training completed outside of the normal work schedule.
Global Payroll for Germany

Standard garnishment processing, including general garnishment calculation, support garnishment calculation, variable calculation of garnishable gross, handling of parallel garnishments of equal or different priority, and transfer of funds to individual garnishment receivers. Completion of the euro conversion features in PeopleSoft 8 required for euro processing enabling organizations to meet government requirements for handling the new currency Compliance with the new flexible work-time law and also extends the possibilities to define old-age part time models and stagger statutory and customary increase agreements. Enhancements to the SI-related pages (both setup and employee-related) in terms of structure and online edits based on the ITSG RFP for DEUEV certification. Retrieval of Human Resources data related to company cars and calculation of the standard lump-sum tax (Pauschalierung) on company cars. Message creation within formulas providing automatic payroll error processing. Incorrect or missing data can now be checked in the payroll run and the affected payees set in error. Self-service pages for overtime entry (with workflow and approval functionality).
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Selective mass triggers enable you to generate employee payroll triggers based on changes to specified setup tables. You select the components and records that use the trigger and which fields activate the trigger. You can view the trigger event and the affected records, and cancel the mass trigger event, if needed. Enhancements in the social insurance calculation according to DEUEV guidelines improving the usability of the German Social Insurance pages with new plausibility checks and an improved user interface. The calculation can now split a month into subperiods for social insurance only, when, for example, there is a mid period provider change. The Social Contribution List and the Pay Balance have been redesigned to make them easier to understand. Tax Auditor Process supported by providing a generic XML description file and CSV data files for companies to use when submitting tax information to government tax audit agencies. A run control page with To and From dates, from which you can generate the XML file. The process extracts both current and archived data. Standard process to transfer tax statements electronically to the German tax administration. In addition to the cost savings realized by purely online reporting, payroll administrators also benefit from no longer having to attach tax statements manually to the tax card. Delivered integration to an electronic data transfer process, thus helping you to reduce the number of manual steps that are involved with social insurance reporting. In 2002, Global Payroll for Germany received the DEUEV certification from a coalition of German social insurance providers (ITSG), demonstrating PeopleSofts ongoing commitment to deliver secure, accurate, user-friendly social insurance reporting. Delivered standard data file for disability reporting to the REHADAT program, REHADATElan 03, which generates the necessary handicapped reports for the Unemployment Office. Anyone entering the old-age, part-time program as of July 1, 2004, is affected by new rules, while workers already in the program will continue to be paid according to old rules. Global Payroll for Germany supports both sets of calculation rules. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Germany mandates that all employers with an employee count over a particular threshold hire a certain percentage of disabled employees, or pay an equalization fee. Functionality provided to analyze and categorize these employees, and to submit reports electronically to the appropriate employment agency. PeopleSoft has partnered with RehaDat Elan to deliver the final report formats. Delivered eStatistik to support the creation and transmission of payroll statistical information to the respective statistical bureaus. This information is transferred in the XML format DatML/RAW, the standard format used to transfer statistical raw and metadata electronically. Certificate framework to manage frequently changing certificate content and layout. Delivered set of earnings, deductions, and variable elements to facilitate the accurate calculation and processing of KUG insurance payments. Ability to process employee loans through the payroll system.
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Global Payroll for Hong Kong

Ability to capture, generate, and maintain both employee and company identification and biographical data that support the reporting requirements of the Hong Kong Inland Revenue Department (IRD). Ability to create a flat file that complies with Hong Kong IRD requirements for the submission of electronic file. Support for the administrative and reporting requirements of Mandatory Provident Fund (MPF) administration and maintenance. Delivered earnings set up to enable you to meet common business practices including: Regular, overtime and shift pay. Typhoon and black rain allowances. Meal allowances and reimbursement. Mobile phone and pager allowances. Housing allowance. Rent reimbursement. Education allowances. Gratuity. Thirteenth month pay. Cash advance. Absence and termination. Delivered deductions set up to enable you to meet common business practices including: Cash advance recovery. Community chest. Leave without pay (LWOP) and daily rate reduction. Mandatory Provident Fund (MFP) calculations. Support for the need to generate advance payments to eligible employees in association with the Chinese New Year. Ability to administer bonuses or thirteenth-month payments. Ability to design, print, and view payslips. You can create and control the look and feel of your online and printed hardcopy payslips. You can also override payslip templates at lower levels so that you do not have to create multiple templates to cover every payslip scenario that you might have. Delivered predefined rules for processing absence payments, such as annual leave, long service leave, sick leave, maternity leave, and jury leave. Rules are also delivered to calculate absence entitlements on termination, including rules for the payment of unused
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annual leave, 13th month payment, outstanding deduction recovery, severance, and long service. Support for net payment (employee salary) direct deposits and recipient payments using the electronic file (HSBC) format used by the Hong Kong and Shanghai Banking Corporation. You can generate electronic file outputs to credit employee salaries and report this data to the recipient. Delivered standard payroll reports for payroll reconciliation, year-end processing, and general administration including Payroll Register, Reconciliation Report, Pay Component Register, and Payee Message Report. Use the Payroll Report Defns page to set up report definitions that control what is included or excluded. When you run the report, you can select the report definition that will give you the results you want. Run Payment Prep Process HKG page has been superseded by the Run Payment Prep Process page provided with the Global Payroll application. Support for manual and separate checks is now provided by the new off-cycle payment feature. Navigation paths have been updated. Payee Message HKG report has been superseded by a messages report provided with the Global Payroll application. Generation of PDF payslips that employees can view online (if you purchase ePay). Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager.
Global Payroll for India

Earning types have been provided which are paid, taxed, stored, and managed as per legislative requirements. With the earnings provided, one can routinely calculate regular pay, overtime etc. Delivered functionality that is generic enables you to create the deductions required. This combined with the core functionality controls the deduction process in the Global Payroll application and helps to manage all facets of deductions, from initial deduction setup to deduction processing through payroll calculation. Pages have been delivered to capture important establishment information like registration under Factories Act, Shops and Establishments Act, Employee State Insurance, Workmen's Compensation Act, Provident Fund, Profession Tax and Income Tax. Delivered functionality for processing of leave travel claims and medical claims and the allowance calculations. The Employee State Insurance feature provides enrollment of employees as per the ESI Act, capture relevant personal information of payees and their dependents, and ensure the contributions from employer and employees are deducted from their pay each month.
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The Provident Fund feature, a program to ensure retirement savings for the workforce can define the type of Provident Fund chosen by the company (Statutory Provident Fund or Recognized Provident Fund), ensure employees are enrolled for Provident Fund and their personal information and their beneficiaries details are captured. It ensures that the contribution for employer and employee are properly calculated and deducted on a monthly basis. Functionality to meet legislative tax recording, reporting, and processing requirements for taxes deducted per the Indian Income Tax Act and Profession Tax Act. Functionality to meet the requirements for year-end recording, reporting, and processing. Year-end reports are generated in formats required under legislation such as the Factories Act, Employees State Insurance, Provident Fund Act, Profession Tax Act, the Minimum Wages Act, and the Income Tax Act. Year-end information can easily be provided to both the regulatory authorities and the payees at the close of the financial year. Ability to issue loans and advances to payees and then process repayments as deductions over a period of time. Predefined rules for processing absences due to privilege leave, illness, maternity, and other reasons. Payslip solution provides a series of features including payslip definition pages, run control pages, and a Structured Query Report (SQR) program. Banking process uses input from Global Payroll setup, payee, and result tables. The process creates the data required for direct deposit into output tables. Data includes the Employee, Account number, Net Pay, and other fields. You must run the banking process after the payroll run. We deliver specifications to the ICICI financial institution as a guide for you to use for your financial institution. Payee Reports feature provides a flexible reporting solution for your payroll information. Setup pages enable you to change the Global Payroll elements that are used in the sample reports delivered (Employee State Insurance, Provident Fund, Profession Tax, Income Tax, Medical Allowance, and Leave Travel Allowance). You can change the contents of a report without making a change to the program that prints the report. Generic reporting pages to address your additional reporting needs. Run Payment Prep Process IND page has been superseded by the Run Payment Prep Process page provided with the Global Payroll application. Navigation paths have been updated. Generation of PDF payslips that employees can view online (if you purchase ePay). The ESI feature was updated with the addition of Form 7- Register of employees, which captures details of each employee, his insurance details and the contributions made on a monthly basis by the employer and employee. The Income Tax reports were enhanced to include Form 24Q a quarterly report that every employer needs to submit and also the electronic filing of income tax returns. A new feature Labour Welfare Fund was delivered to calculate and deduct the contributions from employer and employee and the reporting of the same.
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Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager.
Global Payroll for Italy

Additional setup pages that integrate data from Human Resource pages. Shared information includes data pertaining to family dependents, statutory contributions, complementary pension funds, previous employment, tax detraction, and family allowances. Ability to accurately calculate Italian total compensation elements online. Components of pay include individual elements (for example, superminimo) and collective elements (from labor agreements or organizations), such as base salary and cost of living adjustment. The system can also calculate the superminimo starting from a target total compensation. Elements of compensation can be combined with multiple frequencies. Through delivered gross salary processes, such as seniority increases, recurring indemnities, overtime, and additional monthly payments, the framework supports the ability to compute gross salary, as well as monthly and annual contributions. Delivered rules specific to Italian business processes, including maternity leave and other INPS-protected absences, work accidents, vacations, civic and religious festivities, licenses, and paid time off (PTO) accrual rules. INPS and INAIL absence data are stored for the CUD report. Ability to process social security (INPS) contributions for employees. Delivered rules to calculate INAIL contributions depending on the category and work schedule. A sample process of a complementary pension fund has been developed with related rules of taxation as well as rules of taxation for complementary health insurances. Provided rules to calculate and deduct the annual income tax withholding (IRPEF). Generation of payslips that you can adapt to display the exact information you require. You can reprint the payslip as many times as you want. System helps your organization deliver salary and contribution data to the National Authority for Social Security in the monthly DM 10/2 declaration. CUD Fiscal Control Report support enabling you to report the necessary fiscal data for your annual declaration to the government. You can process social security (INPDAI) contributions for industry executives. This feature calculates the INPDAI applicable days, minimum income, contribution ranges, continuous adjustments, the TFR pension fund contribution, and the INPDAI TFR contribution, both for the previous and current year. It also calculates INPDAI contributions on notifications for the current and future year. This feature includes the GV93 report that is used to report employee and employer contributions due to INPDAI social security authority. Manage the local tax implications related to those assignees that are paid by an Italian legal entity. This feature applies the Italian taxes and social security rules unique to the assignees situation to the calculation of the Italian payroll.
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Delivered rules that calculate INPS refunds and employer contribution rates for absences related to illness, marriage leave, and disability leave. The feature includes the calculation of the comporto (the calculation of the company integration and employment guarantee for long term absences according to the metal mechanic labor agreement). You can calculate a payees compensation due at termination (Trattamento di Fine Rapporto, TFR). The system calculates the applicable income and months of reference income, applies the specific TFR taxes, contributions, and allowances, and manages advanced TFR payments. The system also manages taxation of other indemnities payments, such as the incentivo esodo notification, to be taxed with TFR tax rate. Reports including CUD Report, IRPEF F24 Report, and Illness Report (S503). Additional payroll functionality including the calculation of all reimbursements and deductions linked to 730 fiscal assistance, the management of loans, the calculation process for contractors (Co. Co. Co.), taxation mechanisms for transfer indemnities, and sample accrual mechanisms. Navigation paths have been updated. Generation of PDF payslips that employees can view online (if you purchase ePay). Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. New reports offering customers an expanded range of regulatory and non-regulatory reports, including: 770 Year-End. INAIL Year-End. Electronic Monthly CUD. Payroll Element Summary and History. Contribution Control. TFR Termination.
New configuration option that determines whether earnings and deductions assigned to payees are processed within a given period.
Global Payroll for Japan

Delivered necessary elements to calculate earnings and deductions for salary and bonus. You can: Calculate monthly salary payments for four pay typesmonthly exempt, monthly nonexempt, daily, and hourly. Define compensation rate codes in Human Resources to account for age, qualification, skills, and so on. Map your Global Payroll for Japan system to the base pay compensation rate codes in employees compensation packages.
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Enter bonus amounts through positive input. Include commuting allowance in monthly payroll. Adjust salaries for overtime and absence. Deduct Social Insurance and Employment Insurance premiums as required by law. Deduct Income Tax and Inhabitant Tax as required by law. Perform year-end adjustment of Income Tax withholding. Use accumulators to track cash and non-cash earnings that are subject to Income Tax, Social Insurance premium, and Employment Insurance premium. Flexible rules for tracking time data for the purpose of calculating salaries and tracking paid time off (PTO). Use variables for processing workdays, overtime, holidays, tardiness, absence, PTO, sick leave, and special leave. Use delivered formulas to track PTO entitlements, takes, and balances. Flexible rules enable you to define processing of PTO carried over from the previous year according to your organizations practices. Delivered elements necessary to calculate and track payments of cash, noncash, taxable, and nontaxable commuting allowances in frequencies of one day, one month, three months, and six months. Delivered variables, formulas, earnings and deductions, and other rules to calculate and track all aspects of the Social Insurance premium portion of your monthly payroll processing. System calculates and tracks average monthly remuneration to support the regular decision process and to identify employees subject to occasional revision. Accumulators track monthly fluctuation in the fixed wage portion of salary, as well as cash and non-cash earnings that are subject to the Social Insurance premium. Provided reports include Monthly Standard Remuneration Regular, Monthly Standard Remuneration Revised, a summary of monthly standard remuneration, and Pension Termination. System calculates the employee contribution for Employment Insurance premiums using the appropriate premium rate for the industry type based on the employees total wages. The system also tracks short time labor insured workers and determines exemption from Employment Insurance premium for workers 64 years of age or older on April 1 of the insurance year. Provided reports include Employment Insurance Premium Exempt and Basic Employment Insurance Premium. Provided rules, pages, processes, and reports that you use to: Set up the Inhabitant Tax table, which holds municipality and recipient number data for employees as well as Inhabitant Tax monthly amounts. Prepare Wage Payment reports and summaries for municipalities. Load Inhabitant Tax amounts received from the municipalities either manually or through a data load process. Deduct Inhabitant Tax amounts from monthly salary. Prepare monthly Inhabitant Tax reports for municipalities.
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Provided rules to calculate and deduct Income Tax from both salary and bonus and to adjust Income Tax on the final payment of the year. Withholding Tax Register report also provided. Delivered rules satisfy Japanese statutory and business requirements for year-end adjustment of the final salary or bonus payment and for independent year-end adjustment as needed. After year-end adjustments are complete and you prepare your data tables, you can generate the following reports to complete the year-end adjustment business process: Withholding Tax, Wage Payment, Legal Payment Summary, and Wage Payment Summary. You can print payslips for monthly salaries and bonuses. Because the format of payslips varies greatly from one company to another, we provide one format as an example. We also provide a template that enables you to customize the format to accommodate the payslip style your organization uses. Support for electronic transfers from multiple company accounts to multiple employee accounts. If your organization licenses ePay and eProfile, you can collect YEA data from employees through self-service pages and load it into the system for processing. You can print Dependent Deduction report and Insurance Premium and Spouse Special Deduction report. System generates the report data for Unemployment Certificate using the payroll results. You can update the data if needed, and print the report. You can now specify the sort order for payslips and Withholding Tax report on the run control pages. System now supports Multiple Jobs. You can take advantage of the streamlined process for managing the payroll for employees who receive compensation from multiple companies reducing the need to make manual adjustments and consolidations for payments. Support for electronic file for Social Insurance reports including Enrollment/Termination, Monthly Standard Remuneration Regular/Revised, Bonus, and Address Change reports. We deliver these electronic formats to greatly simplify the filing process. Support for Social Insurance Premium Inquiry/Summary reports that streamline the reconciliation process of Social Insurance premium payment. Support for the payers contribution of Social Insurance and Employment Insurance premiums. Support for Employment Insurance Enrollment report. You can carry over the result of the Year-end Adjustments to the next year of the object year. Functionality to manage Retirement Allowance based upon legal requirements. You can now record commuting allowances by commuting route. System now judges the age-related Income Tax dependent deduction based on each dependents birthdate. You no longer have to update dependent deduction type each time dependent type changes just because of age. Ability to create a file to facilitate Inhabitant Tax payments by banks.
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Support for Wage Certificate. Support for Zaikei Saving Plan.
Global Payroll for Malaysia

Provide full functional earnings used for commonor genericbusiness practices, the rules for which you can adapt as necessary. These include: Basic hourly salary. Basic monthly salary. Meal allowance. Travel allowance. Leave pay. Shift allowance. Overtime. Contractual bonus. Non-contractual bonus. Uniform allowance. Car allowance. Laundry allowance. Special allowance. Loan and salary advance. Festive advance. Provide full functional deductions used for commonor genericbusiness practices, the rules for which you can adapt as necessary. These include: Employees Provident Fund (EPF). Social Security Organization (SOCSO). Scheduler Tax Deduction (STD). Loan recovery. Housing loan recovery. Tabung Haji. Predefined rules for processing absence payments, such as annual leave, sick leave, maternity leave, leave without pay, study leave, bereavement leave, and half pay suspension. Rules to calculate absence entitlements on termination, including rules for the payment of unused annual leave when leaves involve guaranteed termination payments.
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Delivered with accrual and take rules as customary data, and the rules are bound by Malaysian regulations. You can easily modify many of these rules to reflect absence policies that are specific to your organization. Delivered four absence entitlements and eight absence take elements to demonstrate how Global Payroll can process typical absence requirements in Malaysia. Functionality to calculate, record, and report contributions for the EPF collected by the EPF board. PeopleSoft supports requirements of EPF administration, maintenance, and reporting and provides: Support for employee and employer payments to the EPF in accordance with the calculation of eligibility rules for EPF legislation. Calculation of voluntary employee and employer EPF contributions. Functionality for splitting the employee contribution into pre-tax and post-tax deductions. Identification and management of unique company and employee identifiers. A process that completes the EPF Form A containing all EPF monthly contributions for submission to the EPF board. Reports that support administrative reporting in accordance with EPF requirements. The EPF Summary report.
Integration between Human Resources and Global Payroll enabling you to take the festive advance amounts calculated in Human Resources and post them to Global Payroll. It also enables you to update the festive advance status in Human Resources. Festive advance payments are made during the payroll period in which they are issued and are deducted from the following pay period. To manage contributions to the SOCSO, the application contains numerous tables, fields, and pages to maintain contribution data. The system: Collects employer and employee data needed for calculations and reports. Determines SOCSO contribution eligibility and scheme type. Defines wages used for SOCSO. Calculates SOCSO contributions. Prepares the SOCSO Summary Report. Produces the following reports: SOCSO Form 2, the employee register report; SOCSO Form 8A, containing the details of all contributions for the given period associated with the employers SOCSO number; SOCSO Form 8B, which lists SOCSO arrears contributions for employees with arrears contributions for a given period; and SOCSO Form 3, containing the details of all payees who have been terminated in the given month.
Delivered with all the elements required to correctly calculate a payees tax. Whatever the scenariotax exemptions, pretax benefits, dependents rebates, contributions to Zakat, CP38 tax payments, multiple payments within a calendar period, annualized tax, previous year tax, mid-period hires or terminations, or multiple jobsthe system calculates the
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appropriate tax. System also enables you to manage benefits in kind, such as automobile and housing benefits, to be used in CP8A reporting. Ability to manage the entire termination process, including the impact on the following functional areas: tax calculation, Social Security, Employee Provident Fund, absences, loans, festive advances, earnings and deductions, and General Ledger accrual calculations. You can also make a payment of deduction in lieu of notice period and freeze net pay payments linked to termination for retirement or to payees leaving Malaysia. Loan processing management, including straight-line loan interest calculation. You maintain and track loans by: Defining different loan types such as home, car, and personal loans. Defining the repayment span and interest rate. Calculating the repayment deduction by pay frequency or by mutual agreement. Updating loan balances. Functionality to capture, generate, and maintain both employee and company identification and biographical data that support the reporting requirements of the Inland Revenue Board (IRB). You can create the following reports as required by the IRB for reporting: annual tax statements (CP8A), notification of an employees intention to leave Malaysia (CP21), new employees (CP22), employee termination (CP22A), monthly taxation deductions (CP39), the annual statement of tax deductions (CP159 and CP159A), the individual statement of tax deductions by month with tax receipt number (PCB2), and the annual report that identifies all payees, their total remuneration and total deductions for the year (Form E). Additional reports include Payroll Register, Reconciliation, Pay Component Register, and Error Message. Generic payslip template, which you can use as a pattern when you create your own payslip templates. You can design payslips so that they display the data that you specify in the proper format. You can override templates at lower levels, so you do not have to create multiple templates to cover every payslip scenario. You can: Create payslip templates and payslip messages in which you can specify accumulator column headings (such as Gross, Tax and Net); row labels for columns (such as Period to Date and Year to Date); sections for groupings earnings and deductions; earnings and deductions that appear on payslips; and delivery option overrides. Specify the absence entitlement to appear on the payslip. Attach payslip templates to pay groups. Banking and recipient processing functionality that supports net payment (employee salary) direct deposits and recipient payments using an electronic file format, generating electronic file outputs to credit employee salaries and reports this data to the recipient. The banking process of combines payroll data, pay entity source bank data, and payee or recipient bank data. The electronic funds transfer (EFT) file creation process extracts data compiled by the banking process according to the content that you specify for the EFT file, merges it with data provided by Global Payroll for Malaysia, and creates the file for transmission.
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General Ledger interface (GLI) functionality builds on the standard GLI functionality delivered with Global Payroll. Additional features for Malaysia include the Leave Liability report and the Absence History report. General Ledger functionality enables you to: Cost employee leave entitlements. Post accrual when pay periods do not match costing periods. View PeopleSoft General Ledger data on an online inquiry page. Link journal types to General Ledger groupings so you can create reports by journal type. Calculate accrued salary and leave liability. Report on leave liability and history. Run the GLI processes.
Run Payment Prep Process MYS page has been superseded by the Run Payment Prep Process page provided with the core Global Payroll application. Support for manual and separate checks is now provided by the new off-cycle payment feature. Navigation paths have been updated. Payee Message MYS report has been superseded by a messages report provided with the Global Payroll application. Generation of PDF payslips that employees can view online (if you purchase ePay). New report identifies all payees, their total remuneration, and total tax deductions for the year to facilitate the completion and submission to the Inland Revenue Board of Malaysia a Form E (CP8) at year-end. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager.
Global Payroll for Mexico

Ability to define the tables that contain the tax rates, deduction limits, and other statutory data that the system needs in order to accurately calculate payroll in Mexico including Christmas Bonus days, vacation days, vacation premium percentage, SDI factors, minimum wages by wage zone, IMSS quotas, statutory brackets for state and federal tax rates, and tax methods. You can define triggers for retro payroll processing. You can now list the events that trigger retro for a pay run. In the triggers definition, you define which earnings/deductions are eligible for retro calculations and their corresponding recipients, if applicable. Ability to define and process different types of earnings including: Base salary. Christmas bonus (Aguinaldo). Overtime.
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Profit sharing (PTU). Meal allowances. Vacation premium. Savings plans (Fondo de ahorro). Capability to determine the taxable and non-taxable portion of each earning and deduction, such as for overtime, vacation premium, Sunday premium, savings fund, Christmas bonus, and so on. Ability to generate the flat file interfaces for the top coupon providers in Mexico and could include coupons for food, gasoline, and restaurants. System calculates the average salary based on previous balances or periods. The results can be used as a basis for calculating earnings and deductions. Ability to define and process many different types of deductions for Mexico including before tax, after tax, and non-taxable deductions. Examples of deductions include union fees, parking dues, absences, personal loans, and deductions based on seniority. You can use batch positive input to reduce time-consuming data entry for both earnings and deductions. You can set up and track provisions, which are accrued expenses, for vacations, vacation premiums, Christmas bonuses, and IMSS employee quotas in General Ledger. You can also generate a provisions report. Support for four types of loans: Company loans. Faltante de Caja (loans to cover cash shortages after a cashier balance, most commonly used in the retail sector). INFONAVIT (Housing Authority). FONACOT (institution that provides loans to workers for purchasing appliances). Ability to define and process federal taxes, state taxes, and annual tax adjustments. Ability to calculate and process different aspects of social security according to the IMSS law, including IMSS (social security), SAR (retirement), and INFONAVIT (housing), and the ability to calculate the IMSS quotas for employers and employees and the fixed, variable, and hourly Integrated Daily Salary (SDI). Reports and interfaces include: SUA Payee Load Interface. SUA Transactions Interface. IMSS Hire Notification (printed, ASCII, EDI). IMSS Termination Notification (printed, ASCII, EDI). IMSS Salary Modification Notification (printed, ASCII, EDI). Variability Report.
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Work Risk Disabilities. Base Over Cap Report. You can define and track different types of absences including: Maternity rules. General illness rules. Work risk and in transit rules. Rules for other absences (paid-permitted and unpaid-permitted). Treatment of overlapping absences (such as illness during vacation). Subsidy rules (such as the number of paid days, rate base, and percentage). Mass absences (record the same absence take for a selected group of employees). For the recording and tracking of vacations you can: Generate vacation entitlements. Create mass vacation takes. Handle negative entitlement balances. Track accrued vacation premium for financial reporting. Process vacation pay. Generate one report with two options: with or without employee detail. You can identify an employee whose check is going to be reversed for a particular calendar and adjust or reverse a check already paid to the employee. You can define and process garnishments including defining the recipient information and handling the most complex requirements, such as multiple garnishments for an employee with different rules and priorities. Provided rules for: Fixed amount. Net pay percentage. Total earnings minus tax percentage. Total earnings percentage. Specific earnings minus corresponding tax percentage. You can calculate the final check amount for terminated employees. The system enables you to define different termination versions and which earnings and deductions are considered in each version. You can also define which termination versions are linked with each Job Action/Reason. Sample letters for both the termination and lay-off process are provided. You can calculate both gross-to-net earnings and net-to-gross earnings. Delivered earnings for both gross-to-net calculations and net-to-gross calculations.
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You can define source bank and payee bank information. You can run the banking process and specify payment instructions to the bank. The system generates flat files for the top five Mexican banks: Banamex, BBVA Bancomer, Banorte, HSBC, and Scotiabank Inverlat. You can generate payslips and specify the printing order, which earnings and deductions should be printed, and the range of employees for whom you want to generate payslips. You can select the earnings and deductions you want included on the payslip on the Payroll Reports Format page. 36 reports delivered. To comply with tax changes effective December 20, 2001, and January 1, 2002 (maternity and Illness quotas paid by the employer, Cash Salary Credit, Variable SDI Process), we provide updated rules and reports, as well as new reports for federal taxes and social security. You can define the method for calculating employees taxes. The available tax methods are ISR Article 113 (annual projection method, semimonthly projected method, adjustment at end of the month, adjustment during the month, without adjustment), Article 112 LISR (Severance pay method), Article 86 RISR (Vacation Premium, Profit Sharing, and Christmas Bonus methods), and Article 91 RISR (Multiple months payment method). Provide Annual Method for calculation of the vacation premium. Vacation premiums can be paid as anniversary (employees receive their entire vacation premium on their employment anniversaries), proportional (employees receive their vacation premium as they take vacations throughout the year), and annual (employees receive their entire vacation premium for the year on a specified date that you define). Delivered absence type called INC ENF TR. You can record this absence type on the Absence Entry page and enter details about the work-related illness. You can create a report that lists all the workers who were on disability due to work-related illnesses or accidents during the year. The Risk Factor report contains information such as disability type (accident or illness), disability begin and end dates, percentage of permanent illness, and subsidized days for each employee who is on disability due to work-related accidents or illnesses. This report will help you in the annual Risk Factor percentage calculation process. You can now set up subsidy factor parameters for your company, calculate the subsidy factor online, and generate a Subsidy Factor report. New Cash Salary Credit, Risk Factor, and Subsidy Factor reports and an updated Variable SDI report. Allow process of multiple instances for Loans and other earnings/deductions. Generation of PDF payslips that employees can view online (if you purchase ePay). Performance Enhancement for SDI Fix process. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Functionality to meet the Form 37 tax reporting requirements for inter-company transfers where the internal companies have a different employer RFC within the system.
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Ability to specify the number of hours in a day that double overtime is non-taxable. Batch Positive Input Application Engine process reduces time-consuming data entry by loading data into the system in batch from a flat file. Mass Positive Input feature enables you to insert earnings and deductions in mass into the positive input table for a group of payees in a specific calendar. Delivered accumulator that enables you to track arrears individually. Expanded report functionality for SUA data by providing new pages for generating additional SUA reports. Xmas Bonus Deduct Absences check box on the Absences page to use when you are defining the absence parameters for a pay group. Ability to enter the Clave Bancaria Estandarizada (CLABE) number associated with the payees bank account when defining bank account information for a payee. Vacations Summary component to review vacation summaries for an employee. Ability to define ChartField remapping data used during the General Ledger (GL) interface process and post payroll costs to differing levels of ChartFields based on GL groupings codes or accounts. Delivered off-cycle configurations for off-cycle requests.
Global Payroll for New Zealand

Additional pages that enable you to: Link source banks to debit types for a particular organizational unit, for example a source bank (account) for salaries for a particular department. The system requires additional bank, bank account, recipient, and payee data to process payments to banks and providers for New Zealand. Record Inland Revenue Department (IRD) details for your organization. Assign your payslip templates to pay groups and identify pay run types that you can use for paying leave in advance. Specify the calendar groups in which the system can advance leave pay. Generic payslip template that you can modify to suit your payslip reporting requirements. The design of the payslip feature enables you to create and control self-service and printed payslips so that they display the data that you want and in the format that you want. You can override templates at lower levels, so you do not have to create multiple templates to cover every payslip scenario that you may have. Provided fully functional earnings used for commonor genericbusiness practices the rules for which you can adapt as necessary. These include: District and on call allowances complete with adjustments based on regular hourly rates, checks that maximum payment limits wont be exceeded, checks on leave without pay absences in the period concerned.
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Meal, stress, and phone allowances. These include controls to ensure that allowances are paid in exactly the right pay period, for example the last of the weekly pay periods in a month. Loans or advances that the system can detect and automatically assign recovery deductions. Earnings that the system is to gross-up to ensure a specified net payment. A full set of earnings for ARCI-related payments. A full set of earnings for use with retro payments Provided fully functional deductions used for commonor genericbusiness practices the rules for which you can adapt as necessary. These include: Membership fees and union dues where the system can adjust the deduction to be a percentage or a flat amount according to the rules. Child support where the system applies a post-processing formula to protect minimum net pay. Advance payback deductions generated by an Application Engine program that detects the payment of an advance. Formulas combine to adjust the deduction amount where necessary to ensure the amount repayable is not exceeded. A loan repayment deduction that the system generates when it detects a termination and an outstanding loan balance. Superannuation and National Provident Funds deductions for employees and employers and a SSCWT deduction that demonstrates the grossed-up method for calculating the tax correctly. Delivered elements required to calculate a payees tax correctly. Banking process of Global Payroll brings together payroll data, pay entity source bank data, and payee or recipient bank data. The Electronic Funds Transfer (EFT) file creation process extracts data compiled by the banking process according to the content you want in the EFT file that you are creating, merges it with data provided by the New Zealand country extension, and creates the file for transmission. General ledger interface (GLI) functionality builds on the standard GLI functionality delivered with Global Payroll with additional features that enable you to link journal types to GL groupings, calculate and report accrued salary at the percentage you specify, calculate and report leave liability, report leave liability and history, and remap your chartfields. Predefined rules for processing absence payments, such as annual leave, sick leave, unpaid leave, special leave, long service leave, and ACC leave. Rules are also delivered to calculate absence entitlements on termination, including rules for the payment of unused annual leave and the proration of pay for public holidays that occur within fourteen days after an employee is terminated. Ability to meet the New Zealand Inland Revenue Departments (IRD) requirement to produce the IR 345/6 Employer Deductions Remittance certificate twice a month and the IR 348 Employer Monthly Schedule (EMS).
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Set of reports to support your business requirements including invalid IRD numbers, net Payment, recipient (payments) file, Employer Monthly Schedule (EMS) IR 348, payroll messages, payroll register and payroll reconciliation, pay components, payslips, and leave liability and absence history. Run Payment Prep Process NZL page has been superseded by the Run Payment Prep Process page provided with the Global Payroll application. Support for manual and separate checks is now provided by the new off-cycle payment feature. Delivered old and new rules for Holidays Act including new annual leave absence entitlement and take incorporating both pro-rata and entitlement in days held in custom accumulators with a begin date equal to Hire Date or Rehire Date. Navigation paths have been updated. Payroll Messages Report NZL report has been superseded by a messages report provided with the Global Payroll application. Generation of PDF payslips that employees can view online (if you purchase ePay). Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager.
Global Payroll for Singapore

Provided fully functional earnings used for commonor genericbusiness practices the rules for which you can adapt as necessary. These include: Basic and daily salary. Basic and daily monthly variable compensation. Basic and daily non-pensionable compensation. Basic and daily non-pensionable variable payment. Annual wage supplements. Night shift and overtime allowances. Meal and on-call allowances. Transport and mileage allowances. Commissions and loan payments. Make up pay. CPF and festive advances. Annual leave. GST, bonus, and salary accrual.
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Provided fully functional deductions used for commonor genericbusiness practices the rules for which you can adapt as necessary. These include: Social club contributions. Employee stock purchase plan. Loan payback and repayment on termination. Leave without pay. Parking and insurance. Festive advance payback deductions. Contributions for the following CPF funds and levies including Foreign Worker Levy, Mosque Building Mendaki Fund, Singapore Indian Development Association, Chinese Development Assistance Council, Eurasian Community Fund, SHARE Programme Donations, Skills Development Levy, employer and employee ordinary CPF, employer and employee additional CPF, employer and employee voluntary CPF, and employer and employee CPF adjustment.
Predefined rules for processing absence payments, such as annual leave, sick leave, maternity leave, other leave and national service leave. Rules are also delivered to calculate unused annual leave on termination. Functionality that enables you to calculate, record, and report contributions for Central Provident Fund (CPF) and other funds and levies collected by the CPF board. PeopleSoft supports the administrative and reporting requirements of CPF administration and maintenance. Integration between Human Resources Administer Festive Advance and Global Payroll enabling you to post the festive advance amounts calculated in Human Resources to Global Payroll and provides for the updating of the festive advance status in Human Resources. Generic payslip template, which you can use as a pattern when you create your own. Support for net payment (employee salary) direct deposits and recipient payments using the electronic file (GIRO) format. Generated electronic file outputs to credit employee salaries and reports this data to the recipient. The banking process brings together payroll data, pay entity source bank data, and payee or recipient bank data. The EFT file creation process extracts data compiled by the banking process according to the content you want in the EFT file that you are creating, merges it with data provided by Global Payroll for Singapore, and creates the file for transmission. General ledger interface (GLI) functionality builds on the standard GLI functionality delivered with Global Payroll with additional features that enable you to cost employee leave entitlements, post accrual when pay periods do not match costing periods, view online inquiry page to see your General Ledger data, link journal types to GL groupings so you can report by journal type, calculate accrued salary and leave liability, report leave liability and history, calculate state payroll tax liability, and run the GLI processes. You can define chartfield remapping data used during the General Ledger (GL) interface process and post payroll costs to differing levels of chartfields based on GL groupings codes or accounts.
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Ability to capture, generate, and maintain both employee and company identification and biographical data that support the reporting requirements of the Singapore Inland Revenue Authority (IRAS). The system meets the IRAS requirement to produce the IR8A, IR8S, Appendix 8A and 8B, IR21 and Appendix 1 forms which are required for reporting annual payments, benefits, gains or profits from share options and foreign employees who are terminating their employment. Set of reports to specifically support Singapore business requirements including Absence History, Leave Liability, CPF Monthly Contributions, CPF Monthly Contributions List, CPF Adjustments, Print IR8A/IR8S Forms, Create IR8A File, Create IR8S File, Print Appendix 8A Forms, Print IR21 Forms, Create Appendix 8A File, Payslip, Payroll Register, Payroll Reconciliation, Payroll Component, Payee Message, Net Payment, and Recipient File. Run Payment Prep Process SGP page has been superseded by the Run Payment Prep Process page provided with the Global Payroll application. Support for manual and separate checks is now provided by the new off-cycle payment feature. Navigation paths have been updated. Payee Message Report SGP report has been superseded by a messages report provided with the Global Payroll application. Generation of PDF payslips that employees can view online (if you purchase ePay). The file format specifications were enhanced for 4 forms, IR8A, IR8S, APPENDIX 8A, and APPENDIX 8B so as to electronically import the same in accordance with the Inland Revenue Authority of Singapore (IRAS) requirements. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager.
Global Payroll for Spain

Delivered elements and rules for the most common types of earnings in a Spanish payroll including both basic earnings and non-basic earnings. Earnings types delivered are: Base salary. Seniority. Consolidated Seniority. Transportation complement. Loans and advances. Languages complement. Degrees complement. Mejora voluntaria. Absorbable complement.
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Prorated extra periods. Nocturnality, festivity, and toxicity complements. Profit participation and incentives complements. Overtime (structural and non-structural). Non-salary earnings (pernocta (overnight stay), dietas (travel maintenance), and mileage). You can pay overtime hours (structural overtime and non-structural overtime). Each organization can specify the annual, monthly, or weekly worked hours based on the maximum legal number of hours established by the Spanish government. When you calculate a payee's total salary, it's important to consider some adjustments to the base salary that are specified in the labor agreement. These adjustments may come from a payee's contract. The system processes gross to net and net to gross adjustments. Pages where you can define the details for labor agreements for your company, such as the specific extra period calculation and seniority rules. You can set up the system to process employee and employer social security contributions. The system calculates social security contributions for common contingencies, professional contingencies, and overtime pay. The social security process also generates data for the social security reports TC1 and TC2. Social security benefits are calculated as a percentage of a daily benefits base (Base Reguladora Diaria). The percentages used to calculate benefits are set both by the government (in the case of legally mandated benefits) and by employers (in the case of complementary benefits). The system calculates I. T. and A. T. benefits by multiplying the employees daily I. T. or A. T. base (Base Reguladora Diaria) by the number of leave days, and then applying a percentage to this base. IRPF taxes for your company are managed. When updating system information, the system provides information in accordance with government regulations on minimum annual contribution amounts, total contribution per taxable base, and reduction amounts per dependents, age, and disability. You can calculate tax percentages independently in a separate process, or while running the payroll process. Provided tax-related reports are: Model 111: a monthly report that's used by your company to declare employee deductions related to IRPF. Model 190: an annual report containing the summary of employee deductions related to IRPF, per company. Model 10T "Certificado de Haberes": an annual report containing the summary of employee deductions related to IRPF, per employee. You can set up any type of garnishment; however, child support and spouse support are preset to allow for correct tax calculation. You can pay your employees union fees as part of the regular payroll processing cycle. You can process loans and advance payments made to employees through the payroll.
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Delivered predefined rules for processing absences due to vacation, illness, maternity, work accidents, and other reasons in accordance with Spanish statutory requirements. You can easily modify many of these rules to reflect absence policies that are specific to your organization or to labor agreements that may be in force for your employees. Delivered sample values for many absence take and absence entitlement elements. Delivered predefined sections and process lists for absence processing. You can use these, modify them, or create your own. You can define extra period payments online. Delivered process list and sections for processing extra periods as a separate calculation. Delivered rules to process termination payments. You can create reports that are required for employees who terminate their contract: Company certificate: INEM (the government unemployment office) uses this to calculate employee unemployment benefits. Release document: This certificate indicates the end of the contractual relationship between the employee and the employer.
You can generate payslips and adapt your payslip to display exactly the information you require. You can reprint the payslip as many times as you want. To accommodate Spanish payroll needs, weve added additional features to the official payslip format. These include considerations for retro and extra periods. Ability to manage the amounts that have to be paid to recipients. After running a payroll, funds are sent to the bank along with instructions for payments. You can run several reports that summarize banking-related information. Delivered reports to comply with Spanish payroll requirements including: Tax (Model 111 and Model 190). Social security (TC1 and TC2) (RED System). Annual Deductions Certificate (Model 10T or Certificado de haberes). Termination (Certificado de empresa, release document). Banking (employees without bank account and employees banking information, monthly transfers, monthly pending transfers, and the CSB34 bank transfer flat file). General Ledger (payroll summary per cost center).
Modifications to fully support the new euro currency. Calculations throughout the system are based on euros and the correct rules are applied with rounding rules, social security calculations, and reports being key areas of change. To support two new social security reductions based on an employees age, seniority, and social security contributions, new fields appear on the Contract Data page enabling you to select for employees aged 60 or older with a minimum of 5 years service or for employees aged 65 or older with a minimum of 35 years of contributions to Social Security. Social security base calculations for calculating sickness benefits for employees who are sick within a month of their hire date.
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Complementary benefits calculations are more flexible. Model 110 report for Spanish employers that are required to report withholding tax information to the Hacienda Estatal. Enhancements to the tax (IRPF) calculations to support calculations for all fiscal territories (Territorios Fiscales). Extra period functionality is now more flexible enabling you to vary the earnings that contribute to each extra period payment and vary the percentage of each contributing earning. Other enhancements to extra period functionality are more flexible payment periods, absence processing is part of extra period calculation, and lump sum payments are based on monthly contributions. Enhancements to support period and element segmentation for changes that affect social security calculations, tax calculations, and employees compensation. Payslips modified so that printed payslips reflect the segmentation in those cases. Payslips enhanced as follows: Payslip definitions are now effective-dated, which enables you to track changes in payslip setup. You can select the layout on the Payslip Setup page. This enables you to have more than one payslip layout and specify the layout to use for each pay group. Payslips support the printing of segmentation. Extra period enhancements. You can now show extra period payments in the employees regular payslip or create a separate payslip. Retroactivity enhancements. You can now show retroactivity on your payslips by printing one payslip for the regular payroll and a second payslip showing all the retro calculations, or printing each retro calculation on a different payslip and create another payslip for the regular payroll.
You can define IBAN information on the IBAN Country Setup page and Source Bank Account page. Enhanced banking process to accommodate IBAN support. Generation of PDF payslips that employees can view online (if you purchase ePay). New business process management features to help you facilitate pension plan management, termination management, special collective management, and medical report (FDI) data management. Self-insurance companies management. Easier social security data management allowing for social security contribution data review, overriding BRDs and relapse days for absence events, calculating BRDs in absence relapses, and reporting contracts less than 7 days. More visibility and control over your tax data with IRPF tax data review pages and reports to check tax percentages.
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Tax processing enhancements: tax base estimation enhancements and tax statements for historical territories. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. New tools for verifying payroll data. Options for reporting through a correction run the missing information to Social Security in a FAN file because of early payroll runs when there is missing information from the remaining days of the month that you need to report to Social Security, such as terminations, hires, sicknesses, and overtime.
Global Payroll for Switzerland

Streamlined process for entering garnishment data and consolidating it on a single country extension page. System then stores this data on four tables that the Global Payroll application uses to process payroll. Streamlined process for entering maternity data into a single country extension page. This page enables you to view and update required data and has a local look and feel. Self-service applications for managing employee absence and overtime requests, which enable you to carry out common tasks through a user-friendly browser page. Support for AHV, ALV, and UV statutory insurance schemes. Besides these, weve provided functionality to define additional insurance packages and allow the assignment of rates and premiums depending on gender and salary grade. Enhanced the current reporting functionality with an AHV interface that enables large Swiss companies to easily fulfill their yearly reporting needs. Option to calculate the AHV exemption on a monthly basis. Additional reports including: Accounting Voucher. Reconciliation List. Source Tax YearFrench border crosser report appendix. Source Tax Month and Source Tax YearAttestation Quittance report appendix. Source Tax Month and Source Tax YeardImpot a la Source report appendix. Functionality to support maternity insurance in the canton of Geneva including new Insurance Code setup page, new maternity insurance fields on the Maternity Leave page, and elements required to calculate employee and employer contributions. Enhancements to existing EO functionality including an interface file to send electronically to the AHV provider, EO payments calculated in the current month, which avoids many retroactive calculations and accommodates the year change, and a new page that enables correction of calculation data for closed periods.
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Enhancements to the Source Tax Data page including: The ability to select the tariff from a list of valid values for the corresponding canton. The ability to specify a workers exemption from the tax statement or from the source tax on the source tax page. Automatic calculation of tariffs for French border workers. You no longer need to enter French border workers on the page because their tariff is automatically calculated according to the location of the employer in Switzerland. The Postal Code table used to validate the municipality code of the employees home address (resident of Switzerland) or work location (nonresident).
Solidarity tax (Schaffhausen) can be maintained at the company level with possible distributions of no contribution, employer/employee distribution, or employer pays all. Fields on the Family Allowance page provide: The ability to indicate whether the canton Jura household allowance is to be reduced. If reduction is specified, the system pays half of all allowances, regardless of mid-period hire or termination, FTE status, or hours worked. The ability to indicate whether a child is living outside of Switzerland in a country that is not part of the EU in order to determine the child allowance. The ability to enter the factor of the birth allowance to be applied to each child in the case of multiple births.
You can specify whether the company enforces rounding in increments of 5 Rappen when data is entered in the Garnishment Data page or the Request Overtime page. Reports to satisfy requirements of the Swiss Federal Office of Statistic including BESTA Statistic (Beschaeftigungsstatistik) and Salary Structure Analysis (Lohnstrukturerhebung). Enhancements to Tax Statement report, Element Contribution List report, and SI Company Setup report. Retroactive presentation on the FAK report is revised to not print a report if no print information has changed, print deltas if numeric values changed, and print cancel/recalc if non-numeric values changed. Integration to the AG Bro 70 product PEKA to make it easier for payroll managers to manage pensions. PEKA supports pension calculations such as employer/employee contributions, payments, and adjustments. PeopleSoft reports pension gross salaries to PEKA, which calculates the contributions and reports them back so that they can be deducted in payroll. Support for direct debit bank transfers by generating an LSV file for negative payment amounts. Direct download of bank information from the Swiss Interbank Clearing (SIC) website, which regularly publishes a text/Excel file with the most current bank information. You can opt to load the data directly from a local file or from a network location. Delivered standard process to read the information from the SIC file and store the data in temporary tables. Support for IBAN banking format for international bank transfers.
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Delivered Attestation Quittance for Geneva, dImpot a la Source for Waadt, and AttestatoRicevuta for Tessin. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. eGovernment functionality that enables year-end legal reporting from a single location, simplifying the process. New pages to capture data required by mandated Swiss tax statement replacing the existing cantonal tax statement forms with a report process to create the tax statement file in XML format for use with ELM (einheitliches Lohnmeldeverfahren). Automatically provides effective date offset values for select fields.
Global Payroll for Thailand

End-to-End Tax Administration. Reduce the time you have to spend in managing tax administration. Global Payroll for Thailand comes with all functionality to let you correctly calculate and report taxes: Calculate taxes based on the Calculation in Advance Method (CAM) or the Accumulative Calculation Method (ACM). Calculate withholding tax and support both the gross up all cycles and the gross up one cycle methods so employees can be paid a guaranteed net amount. Calculate and report personal income tax for income that needs to be reported under sections 40(1) and 40(2) of the Personal Income Tax law of Thailand. Cater for all tax allowances and deductions including the tax allowance for employees older than 65 years. This tax allowance is applied when calculating taxes for income reported under sections 40(1), 40(2) as well as termination payments. Complete all tax calculations and reporting upon termination of employment, including calculation of withholding tax, and support for the gross up all cycles and gross up one cycle calculation methods. Cater for mid-period hires and terminations. Electronically submit the ITF1 and PIT91 Data Media Files to the Thailand Revenue Department. Detailed Tax Reporting. Simplify your tax reporting by taking advantage of the reports that are delivered with Global Payroll for Thailand: Tax calculation log. Income Tax Form 1 (Por Ngor Dor 1). Income Tax Form 1A (Por Ngor Dor 1 Kor). Income Tax Form 1A Special (Por Ngor Dor 1 Kor Special). Certificate of Tax Deductions (50 Bis).
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Allowances Declaration Form (Lor Yor 01). Parent Allowance Declaration Form (Lor Yor 03). Personal Income Tax Form 90 (Por Ngor Dor 90). Personal Income Tax Form 91 (Por Ngor Dor 91). Attachment Personal Income Form 91 (due to termination). Privilege 65 years old Declaration. Social Security Contributions. Process and report Social Security contributions in accordance with the requirements of the Social Security Organization: Calculate Social Security contributions for weekly, semi-monthly and monthly payrolls in accordance with minimum and maximum contribution limits. Produce the following reports for the Social Security Organization: Social Security Form 1-10; Summary Report (SSO 1-10 Part I); Detail Report (SSO 1-10 Part II); Social Security Form 1-10/1; Social Security Form 6-09 Employee Resignation; Social Security Form 1-03/1 Employee Registration; and Workmen Compensation Report. Electronically submit the SSO 1-10 Data Media File. Provident Fund Contributions. Calculate and report contributions to the Provident Fund. The calculation of the length of service required to calculate these contributions can be based on the hire date of the employees, or the probation end date. Supported Platforms. PeopleSoft Enterprise Global Payroll for Thailand is currently supported on an Oracle database platform.
Global Payroll for the Netherlands

We provide functionality to run your payroll efficiently and comply with legislative requirements. You can select retroactivity methods (corrective or forwarding), segmentation and proration methods, triggers, accumulators specific to The Netherlands, rounding rules, and supported pay periods, such as weekly, monthly, 4-weekly, and quarterly. Ability to process regular payroll, regular absences, special pay runs, such as the holiday allowance or the 13th month allowance, end-of-the-year processing, hire and termination processing, and net-to-gross calculation. Ability to define and process different types of earnings including base salary components, such as frequency-based salary and holiday allowance, regular earnings, such as commuting allowance and shift work allowance, and incidental earnings, such as 13th month allowance, bonus, and overtime. Ability to define and process different types of deductions including regular deductions, such as savings plans and private health insurance, and incidental deductions, such as loans, salary advances, and garnishments.
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Ability to administer, calculate, and process different aspects of social security in The Netherlands including: Base calculation of social insurances (ZW, WAO, WW, and ZFW). Support for additional premiums, such as pension premium, pre-pension premium (pensioenpremie en vut-premie), and social insurance gaps (ANW en WAO-hiaat). Setup of the employee and employer contribution for social insurances and the additional premiums by establishment. Calculation based on the cumulative or non-cumulative method. Calculation based on working days or average working days. Legislatively required reports and interfaces.
Taxation features include: Taxation rules for active and inactive people, such as employees and wao-ers (employees on long-term disability). Tax for regular and non-regular payments. Advantage ruling (Voordeelregel). Exceptional tax rules (Herleidingsregels). Additional tax rules, such as the 30% rule, and common tax reduction rules for low wages, former unemployment, and education. Legislatively required reports and interfaces.
You can define and track multiple absences including absence types, such as vacation, illness, maternity, typical Dutch absences, and absence types regarding Wet Arbeid en Zorg. You can track leave balances such as vacation, ADV-dagen, and vacation days saved (verlofsparen). You can also monitor and report long-term illnesses (wet Poortwachter), and track disability (WIA/WAO). Generation and printing of payslips. You can configure how you set up a payslip, show retro on a payslip, and have additional payslips to support special pay runs, such as the 13th month allowance. You can also add customized messages to employees payslips. You can define the interface to banks in order to pay your employees and non-employees including: Support of bank payments through Interpay, according to the standard format (Clieop03). Net distribution of funds. Payment List report (Overzicht Bank/Giro betalingen). Instruction letter business payment (Opdrachtformulier voor loonbetalingen).
Generation of reports and interfaces to comply with legislative requirements including Tax Authority reports such as monthly tax report (maandelijkse loonbelasting aangifte), personal payroll register (Model loonstaat), summary payroll register (Verzamelloonstaat), annual statement of earnings (Jaaropgave werknemer), and summary of tax reductions (Overzicht
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met gegevens van afdrachtsverminderingen), and social security reports such as insurance notification report and interface (MSV- meldingen), public health insurance eligibility report as of Nov. 1st (ZFW toetsing), annual statement of earnings and social details (Verzamelloonstaat/Jaaroverzicht), and summary of exceeding total earnings with 5% (Overzicht overschrijding loonsom met 5%). CBS Interface enables you to generate this information based on your payroll results. Run the report monthly, 4 weekly or quarterly, according to your organizations payroll schedule. Payroll Exceptions Register (Standenregister) report provides a comparison of the payroll results of two pay periods. Its a valuable tool for auditing and examining payroll results in different pay periods. Generation of PDF payslips that employees can view online (if you purchase ePay). Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Modifications delivered to support new regulatory requirements from the Wet Administratieve Lasten Verlichting Inzake Socialeverzekeringswetten (WALVIS) Act including new wage declaration (Loonaangifte 2006) combining tax and social security reporting, change to the calculations of social security contributions, and new health insurance (ZVW). Updates to meet the legislative changes to savings plans and company car taxation. Configuration option that determines whether earnings and deductions assigned to payees are processed within a given period.
Global Payroll for the United Kingdom

Functionality to calculate directors National Insurance in line with Inland Revenue specifications. Functionality to calculate National Insurance for new employees who are paid later than the period in which they begin working. Functionality to calculate National Insurance for each job and correctly aggregates the earnings for multiple jobs using the priority ordering for National Insurance categories. Capability to automatically apply year-end tax code adjustments. Provided sample template that you can use as a starting point for processing stakeholders pensions. Ability to adjust the method of calculating tax and National Insurance for departing employees who require further payment after leaving employment. Enhanced current payslip and ensured compliance with all changes for statutory features. Extended options for creating Inland Revenue end of year returns including two mechanisms for creating an end of year return, the existing P14 and P35 reports for creating hard copy reports, and a new End of Year Return process for submitting electronically by magnetic media.
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Automated processing of employees tax code changes. Pay/Pension Numbers process is the first step in that process. At the end of the tax year, the Inland Revenue requires employers to submit a list of their employees, including the employee name, NI number, and employee ID. Pay/Pension Numbers process creates a file containing this information, formatted to the Inland Revenue requirements. Code Number Changes process loads employees updated tax codes into your PeopleSoft database. Ability to record Inland Revenue reference information for your pay entities, including the tax district details and PAYE reference number. Ability to generate P46(Car) reports for reporting to the Inland Revenue. Legislative changes to statutory maternity pay, statutory adoption pay, and statutory paternity pay required some updates to Global Payroll for the UK and the Human Resources Monitor Absences business process, including: Statutory Maternity Pay, Statutory Adoption Pay, and Statutory Paternity Pay changes. Human Resources Monitor Absence update (Maternity Leave page changes).
Enhanced entry of tax and national insurance details, including redesign of the effective date coverage of Tax and National Insurance (NI) information by creating separate effective dates for each. Delivered reports that can be run before and after payroll has been calculated to make data checking easier for payroll managers with checks including employees without statutory details entered, invalid NI category for employees who have reached retirement age and zero gross or net pay. Validation Exception (payroll) report is a general report that validates all employees. Validation Exception (starters and leavers) is a separate report for specific checks relating to starters and leavers. You select the Human Resources Job Data action/reason codes that should trigger a P45 (statement of earnings) and those that trigger starter processing. A new Process Action and Reasons page enables you to specify the action and reason codes for your organization. New P45 Identification process identifies employees who are awaiting issue of a P45, based on your P45 action/reason selections. The parameters for this process are more flexible, enabling you to process P45s for a pay entity, pay group, or calendar group within a selected date range. You can view the results of the identification process and make adjustments to the payee list before generating the P45s. Redesigned loans administration functionality to provide sophisticated loan setup and enhanced processing features with flexible rules for the repayment of loans. These enhancements provide an easy-to-use input page for payroll administrators and the information that they need to quickly answer employee queries on their loan repayments. Delivered Save as You Earn (SAYE) rules reducing the rules build process as part of implementation. Data extract tool that streamlines the Inland Revenue (P11D/P9 reports) process and enables you to take the data that is held in Human Resources and Global Payroll to various third-party P11D solutions.
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Greater flexibility to process payments other than net pay using the automated banking process. Deduction recipient functionality can be deployed to create BACS payments for the various deductions processed within payroll such as tax, NI, pensions, share schemes, and court orders. Depending on the deduction type, assign deduction recipients to deductions or at the payee level. Predefined archive object and archive template to aid you in archiving your result data using the Data Archive Manager. Enhancements to the processing of National Insurance (NI) overrides that ensure the NI accumulators are updated correctly. Improved court order entry and processing in payroll. Off-cycle processing enhancements that make it easier to create and process off-cycle requests. Ability to specify an offset that adjusts the retro trigger effective date in relation to the date of a field value change. Additional validation of statutory information and a new end of year pre validation report to support HM Revenue and Customs validation standards for data that is submitted in end of year reports.
Human Resources
A three-character ISO code in parentheses at the beginning of a bullet means the functionality described pertains to that country. Functionality specific to the United States Federal Government or Education and Government is also clearly marked in parentheses. Key transactions operate in deferred processing mode enabling you to enter data quickly and efficiently without losing any keystrokes or waiting for processing. Check boxes on the Installation Table set system-wide defaults. Name History page appears throughout the Human Resources application wherever names need to be recorded. Comprehensive and rules-driven defaulting architecture at the salary component level to support European salary structures. We have expanded the functionality of the Multiple Components of Pay. Mass Update allows you to make changes to large amounts of employee data. Multiple-page Health, Life, Savings, and Pension enrollment components have been consolidated into single pages each, and a new Enroll All feature has been added to enable the user to enroll all eligible dependents or assign all eligible beneficiaries with the click of a single button. When employees change their marital status to divorced using Change Marital Status selfservice transaction, the system generates a COBRA trigger when the employee is not managed by Benefits Administration. Regulatory compliance testing now includes Section 457 Savings Plans.
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Carrier Interface has been rewritten to improve both performance and functionality. Support for sending FEHB data to the OPM. Personal Data enhanced to include the ability to store the marital status as separate information. Temporary Assignment functionality enables you to assign employees to positions or roles for a temporary period while maintaining their substantive positions or roles. Retroactive Funding Distribution enables you to make mass retroactive changes to the distribution of earnings, deductions, and tax funding sources that have already been posted to General Ledger. With the Retroactive Distribution process, you can adjust funding information at the transaction level and pass that information to General Ledger via the General Ledger Interface. Moved the prorate option to the Actuals Distribution process run control page to provide you with the option of prorating actuals using the academic calendar. Weve also added the option of using a holiday schedule to determine the split across accounting periods in the actual distribution process. Ability to specify a suspense account code at the department level that the system can charge all unfunded amounts to. This feature also enables you to indicate if the system can exceed the budget amounts specified at the Budget Earnings, Deduction and Tax. Additional ways of managing fringe costs. Ability to map accounts, which enables you to direct the system to an account other than the one associated with the selected account code to fund expenses that meet your mapping criteria. Encumbrance and Actuals Distribution Calculations feature enables you to specify a suspense account code at the department level where the system can charge unfunded amounts. This also enables you to exceed the budget amount at the Budget Earnings, Deduction, and Tax levels without producing an error message. Pre-audit report that identifies potential distribution errors for you to use before running the Actuals Distribution process. The report also captures errors that could result from the Actuals GL Interface process. If specified, the report also identifies when the funding source is within a defined amount from the funding limit. Report to capture data that results from the Actuals Distribution process, such as distributed earnings, employer paid taxes, and employer paid deductions. You can set up and administer an Employee Referral Program that is tailored to your organizational requirements. Easy identification and merging of duplicate applicant records. Organizations that need to comply with US Equal Employment Opportunity Commission (EEOC) reporting requirements will benefit from the new Self-Identification transaction in the Recruit Workforce business process and eRecruit. Added setup tables and fields for Medication, Immunization, and Allergy to the Health Card 2 page.
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Plan Careers business process has Geographic preference now prompting from a table. Plan Careers menu includes Geographic Preference where you can enter your desired list of regions. You can also maintain information on the competencies and accomplishments of your employees. Plan Salaries business process includes features using multiple components of pay as well as frequency factors. Manage Variable Compensation business process enhancements allow integration with Global Payroll. New interface transfers variable compensation payment details to Global Payroll for processing in the next pay run. To help organizations that must inform benefit providers and suppliers about employee plan changes, eBenX offers a solution to make this process easy, and it is available to PeopleSoft customers using Base Benefits or Benefits Administration. Integrating with eBenX enables companies to use eBenXs benefits data management and distribution services to distribute benefit enrollment data to their benefit providers. (New Business Process) Manage Professional Compliance functionality enables you to manage the certification requirements of employees and non-employees in professional service organizations. You can develop plans, monitor compliance, generate reports, activate workflow notifications, and provide self-service transactions. Added ChartFields to the Account Code table in the Human Resources Manage Commitment Accounting business process, ensuring that your PeopleSoft Enterprise HRMS account codes map accurately to your Financials account codes. Streamlined the integration of the Account Code table between Financials and HRMS. The system now uses the Integration Broker to publish the information to HRMS. When you use the Account Code Load process to retrieve account codes you no longer have to specify an input file. Manage Labor Relations business process contains the following enhancements to Works Council functionality: Works Council functionality in the Manage Labor Relations business process is now available as core functionality. Using the new Job Change by Reg Region page, Works Council functionality is associated with Action Reason code and Regulatory Region code combinations. Job change requests are sent to the Works Council for approval before being entered into the Job Data component. Once approval has been granted, the Job Data component can be updated automatically, through a new component interface, or manually. This new process works for requests entered by managers or HR administrators and covers the employee transfer process as well.
Manage Positions business process offers a greater degree of versatility in managing employees by position and effectively organizing your resources including enhanced Defaulting Scheme for Managing Position Data, enhanced Update Incumbent Function, and enhanced Position Cloning. Plan Salaries business process enhancements adding a number of pages enabling you to assign and approve merit increases, to individuals or groups, and to load the salary changes into the employee Job records.
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Manage Base Benefits business process includes enhanced functionality to record and track benefits administrative contacts and monitor employee savings plan accounts. Recruiting administrators may create and save standard job posting descriptions that can be used over and over. This can expedite the creation of job postings and helps provide a standard corporate image. Administrators create job-posting templates that can be linked to job requisitions. This template defines which types of job descriptions are included in the job posting and in which order. Added two, outgoing defined integration point messages: PERSON_ID_CHANGE: The system publishes this message when you change an employee ID on the ID Change page. PERSON_ID_DELETE: The system publishes this message when you delete an employee ID on the Delete ID page.
To support AAP reporting, weve improved the Location Table and Establishments components to make it easier to create and view the relationships between locations and establishments. You can create a HIPAA 834 EDI flat file to comply with the standards adopted in the ASC X12.834 Implementation Guide. PeopleSofts Create HIPAA EDI 834 File process will create the file, but you are responsible for submitting it. To ensure that Human Resources Recruit Workforce correctly maps all degrees from applicant resumes from Resume Processing, we: Modified the system to retain all rows of an applicants education information that do not map to an existing degree code with a value of Unknown. Added a Resolve Unknown Degrees page to display all rows with a value of Unknown so that you can map them to existing codes. Added a View Affected Applicants page to enable you to view those applicants with Unknown education rows. Added a Map Degree page to enable you to create new mappings to be used with existing and future education rows.
Support the storing and tracking of all person types, including contingent workers and persons of interest, within one centralized repository (Person Model). Whether youre adding an employee, contingent worker, or person of interest, you use the same pages to enter personal data and assign the person an identification number to use throughout PeopleSoft Enterprise HRMS. People in your system can have more than one Job Data record. Employees and contingent workers co-reside in all core business processes. A companys contingent workforce can be managed, and accounted for, alongside its employee population while still maintaining key differentiation. Person Model architecture allows personal data for Persons of Interest to be stored once, without job information, and then used for multiple purposes, users can track people within core tables for any reason, without needing a job record.
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Company-configurable search and match wherever people can be added into the application. Search results page is also configurable. Configurable actions and action reasons. Significant enhancements to row-level security including simple installation of security options, faster fast views, configurable row-level security, and ability to assign security to users view via roles instead of just the Row Security Permission List (enabling you to create a persons data access from a combination of permission lists). HCM Transformation Framework to enable you to use definitional logic to transform messages. The transformation framework applies the correct transformation logic to produce a message that complies with the target application requirements. HCM Metadata repository and Query Builder providing increased productivity, ease of development, better reusability, componentization of code, ease of maintenance, and a better use experience to all HCM applications. Labor agreement management functionality that helps unionized customers by automating and streamlining many of their current manual processes such as job codes, wage progression salary plans, configurable recall rights expiration rules, seniority dates, tie breakers, facilities, and layoff and reinstatement management. Renamed Human Resources Plan Salaries to Human Resources Manage Base Compensation and Budgeting to better reflect the nature of the functionality. Enhanced business process includes salary administration plans, base compensation budgets and plans, mass salary increase processes to update salaries, and summary data and reports. You can create custom matrices to use instead of or in addition to the earlier versions. Once created, you can use matrices to manage compensation related information for job codes, rate codes, and group budgets. Taken advantage of the flexibility of the new configurable matrices feature to provide greater flexibility in the market pay data that can be stored. You can define and select the data points that you want to capture rather than restricting you to a limited, predefined set, include geography as an attribute of market pay for different reference points based on the location of the worker, associate a market pay matrix with one or multiple job codes, upload data from the old Salary Survey tables into the new market pay tables using the Define Salary Survey Mapping page, taking advantage of information captured in previous releases, and upload data from Enterprise Performance Managements Workforce Rewards, if you use this solution to support your salary survey or market pay analysis. You can attach a Salary Increase Guidelines matrix to a budget allowing the system to apply default recommended increases based on rules embedded in the matrix. PeopleSoft Enterprise and PeopleSoft EnterpriseOne applications use employee information such as name, address, and phone number. This data must be maintained in both systems. By using our integration, you can copy your existing employee records from PeopleSoft Enterprise Employee Master to the PeopleSoft EnterpriseOne Address Book. This integration also automatically updates PeopleSoft EnterpriseOne each time that you add or change an employee record in PeopleSoft Enterprise.
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Additional option of Not Managed in PeopleSoft for the Benefits System field on the Benefit Program Participation page enables customers to track and separate employees, contingent workers, and persons of interest within Benefits. Dependent/Beneficiary record is effective-dated so that customers can have more comprehensive reporting and tracking capabilities. This capability enables our customers to track exactly what dependent and beneficiary information changed and when. Dependent relationships are now linked to a covered person type. Capability to define and use an unlimited number of annual benefit base rates to meet your needs. Capability to support Multiple Annual Benefits Base rates and, at the same time, to minimize the impact on your current processes. Manage Profiles provides the setup and profile administration capabilities that delivers a bestin-class architecture for defining the attributes required for success in a job or organizational entity. Provides a common method for tracking the achievements and proficiencies of a companys talent pool. Replaces the Manage Competencies business process, providing a new flexible and configurable architecture for managing all types of profiles. Key elements of the new profile management feature in Human Resources (and eDevelopment) are: Generic framework for defining profile content. The content catalog is a newly designed, flexible setup catalog that tracks all qualitative attributes related to job/organization and person profiles. The content catalog brings together all existing data structures supporting competency management and job profiles, including accomplishments, responsibilities, goals, and tasks in one unified location. Configurable profiles. Profiles are a collection of selected items from the content catalog that describe the desirable attributes of a job or organizational entity or the actual attributes of a person. Job or organization profiles can be linked to a number of different entities such as job code, position, department, job family, salary grade, business unit and so on. You can also define additional entities according to your business needs. Reusable profile content. Often the same profile items appear in related profiles. Employees profiles can contain profile items that also appear in the profiles for their job code or salary grade. Profiles for similar or related jobs may have common profile items. Manage Profiles includes features to help you streamline profile administration by copying profile items between profiles. Profile approvals processing and security. You can control who is able to view and/or change entire profiles or sections within a profile. Each content section has security settings that control which users can view the section and update it. This allows you to vary the profile content according to the role accessing the profile. In addition, you are able to control changes to profiles by enabling approval processing for profiles. Enhanced profile search and compare capability. By establishing a common understanding regarding job requirements, core competencies, business strategies and so forth, you are able to perform targeted analysis through a powerful set of search and compare tools. Integration. The Manage Profiles business process serves as the central repository of profile information for other products within HRMS, and for applications outside of HRMS. Tightly integrated with ePerformance and Recruiting Solutions, and with Enterprise
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Learning Management. We also deliver integration with Financials and Supply Chain Management, CRM, and Enterprise Performance Management. Template-Based Hire (also called SmartHire) enables a template administrator to configure hiring pages according to an organizations unique onboarding processes that often differ by jobs, geographies, worker types, industries, and so forth. Configuration options include field and page layout, as well as security and automatic updates. Field attribution features include the ability to default and hide values, override defaulted values, or require fields at the user interface level. With templates that default all data common to a job, a person performing entry only needs to enter variable data such as name or address. This significantly reduces the time it takes to enter hire data, and ensures that the data saved to the database is correct and complete. It also is possible to allow or disallow users from overriding template data so that organizations can determine the level of policy flexibility granted to users. The Person Model enables a single source of truth for employee data and work history. Staff productivity improves by entering data only once, instead of several times in multiple systems. Enhancements to Person Model include: Improved flexibility to support the growing contingent worker segment of the workforce. Batch process for deleting Employee IDs supports the deletion of specific Employee Records giving organizations the flexibility to manage employee records at a more granular and accurate level, leading to better data integrity and reporting for terminations and turnover analysis. Organizations have more options for the types of non-workers who can be paid or receive benefits. Possible Persons of Interest who may receive payments or benefits from an organization include surviving spouses or former dependents. To better comply with the United States Immigration and Nationality Act, we enable your company to collect and store all I-9 information. Features include workflow-driven self-service functionality to complete I-9 information, with the ability for employers to complete and submit the required sections. By putting the power and flexibility of Mass Update in the hands of power users, organizations benefit from the operational efficiencies of executing changes en masse without taxing or relying on their development resources. Improvements in Mass Update will significantly improve staff productivity by eliminating laborious transaction-by-transaction manual efforts. Automating this process also improves data integrity. Stronger credit card encryption solution that complies with the cardholder data protection requirements of the Payment Card Industry (PCI) Data Security Standard and with Visas Cardholder Information Security Program (CISP). HCM Event Manager is a framework that enables you to define, implement, and run business logic for business events. Using the Event Manager framework, you can define the business events that the system raises when you change certain data in application components or run certain PeopleTools Application Engine processes. You can also define the event handlers that the Event Manager framework executes to react to these specific event instances. Raising an event is the act of creating an event instance. If an event is raised, the Event Manager framework automatically executes the business logic for the registered event handlers of the event.
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To make code reuse more manageable, we provide a registry that enables you to register HCM interfaces for Service Oriented Architecture (SOA). The HCM Registry holds all the interface specifications for available services. It stores contracts from service providers and provides those contracts to interested service consumers. The service provider registers the interface, the service consumer locates the interface in the registry and uses the information to bind and execute the contract between the consumer and the provider. Manage Base Benefits business process has been enhanced to continue to provide organizations with the ability to improve employee morale and organizational brand image, which leads to becoming an employer of choice. Other benefits include improved staff productivity, more business flexibility and the increased ability to focus on strategic business goals. Enhancements include: Reorganized and extended the functionality for rate tables. A single rate structure replaces the old flat, age-graded, salary percentage and service rate tables. Common architecture standardizes the definition of all rate tables. Reorganized the Calculation Rules component by retaining only fields directly related to the calculation of rates. Calculations rules have a simple interface containing fields that impact the calculation of coverage. All attributes calculating coverage for life insurance and disability plans are centralized in a common formula-based component. You can select from existing formulas to calculate life insurance coverage or create your own coverage calculation formula. Simple Rate Plans are established to help you easily set up long-term care insurance, employee assistance plans, legal plans, and other types of insurances that only require an associated rate. Simplified many of the dependent relationships and mapped them to benefit eligible statuses. Streamlined several components for Savings Plans to make them more usable and added increased flexibility to limit processing and limit overrides.
Military Rank enhancements can be applied globally and provide considerable value to global military customers in several ways. A number of new and existing pages now display militaryspecific fields and sections when the Military functionality is enabled on the Installation table. New components are defined to support the definition and make up of military services, as well as tracking and personal information of individual service members. This feature integrates with the Human Resources Manage Profiles business process to update service member worn rank changes through services defined in the HCM Event Manager. Contingent Worker/Person enhancements added to further take advantage of the 8.9 Person Model changes. We can now track security clearances, badges for all people in your PeopleSoft HCM database. The previous Job Summary has been enhanced for any person with a Job, and renamed to Workforce Job Summary. With the addition of several expiration dates, there is now an online expiration inquiry page, as well as a batch process to notify managers and other roles designated by the users.
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(AUS) (New Country) Functionality for Australian users including functionality in these areas: Plan Successions. Administer Training. Recruit Workforce. Meet Regulatory Requirements. Manage Positions. Manage Salary Packaging. Manage Variable Compensation. Administer Workforce. Timesheets. Occupational Health and Safety. Office of Government Online (Australian Public Sector). Department of Education, Training and Youth Affairs Reporting.
(AUS) (New Business Process) Salary Packaging modified to leverage both Global Payroll and Multiple Components of Pay functionality. Multiple Components of Pay functionality enables components of pay to be attached to salary package components and removes some of the setup complexities of the Salary Packaging feature. The processing of salary packages is integrated with payroll processing and will continue to be focused on the Australian marketplace. (BEL) Monitor NACE codes and Social Security codes. (BEL) Track the official language, in addition to the preferred language at employment level. (BEL) Link Belgian employment terms to job and contract data. (BEL) Use the Belgian Social Report to compile data for creation of a detailed Social Balance report as required by the Belgian government. (BEL) Record dependent information, such as whether the dependent is an orphan, fiscally dependent, or fiscally disabled. (BEL) Record spousal information, such as profession and fiscal situation. (BEL) Track structural absences. (BEL) Report on Belgian termination notification data, based on the Claeys-formula. (BEL) Support for Belgian Social Security requirements, outlined by the Belgian Egovernment Social Security plan. (BRA) (New Country) Brazil functionality added including ability to: Search for employees and employee data using the Brazilian name format.
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Track and define all statutory and common data used in the Brazilian hiring process, such as national IDs with all their complementary information, ethnic group, contract salary type, CBO, and SEFIP category. Define company and establishment data. Company and Establishment tables provide required fields for Brazil, including Nature of Declarer and Option to Simples. One Brazilspecific component to define establishment data. Define Brazilian occupational codes (CBO) for different jobs. You can also override CBO values at the employee level. You can generate Cadastro Geral de Empregados e Desempregados (CAGED) and employee registry reports. Define Brazilian bank branch data using fields for Verifier Digit, Branch Location, and Contact Name. Define dependent data for family allowance (salario familia), income tax (imposto de renda), and child care (auxilio creche) purposes. View the number of dependents who qualified for family allowance, income tax, and childcare during the most recent payroll process. Define Brazilian union data such as union types, union codes, Union CNPJ, and month for salary review. (BRA) PPP Perfil Profissiografico Previdenciario. (BRA) CAT Work Risk Notice Report (Comunicado de Accidente de Trabalho). (CHE) Improvements on the Recruit Workforce business process including implementation of the national ID check according to a government-defined algorithm. (CHE) Utility to update the Postal Code table directly from a file that can be retrieved from the website of the Swiss Post. (CHE) Setup of municipality on the company location profile for municipality prompting when the employee is not a resident of Switzerland. (DEU) Addition of basic approval functionality for Betriebsrat and accompanying workflow. (DEU) Ability to copy configurable personal data fields to the Personal Data table to secure internal applicant data. (Education and Government) Enhancements for retroactive funding distribution, prorate option on academic calendar, suspense accounts and overspending, fringe costs, account mapping, pre-audit report, and gross and fringe report. (ESP) New AFI (Affiliation to Social Security) process for reporting workforce changes to the Social Security General Treasury. (ESP) Contrata communication management enables you to track multiple persons labor contract data and to generate an XML flat file to send to I.N.E.M. This feature combined with the Contrat@ web service eliminates the paper communication between companies and I.N.E.M. and enables companies to communicate data for multiple persons at once, thus reducing time and costs.
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(ESP) Delta communication management enables you to efficiently communicate to management entities information about industrial accidents. Helps speed the distribution of information, reduce costs, and simplifies communications while guaranteeing the confidentiality of the content of documents. (ESP) Improvements to AFI flat file generation that companies must send to the social security agency. (ESP) Contract printing capabilities enables you to load the forms into the system, map data to the form fields, enter data into the fields to complete the forms, and print the forms. Employers can then have employees sign the printed forms and return them to the human resources administrator, who can then submit the completed forms to the government. (FRA) (New Business Process) Incorporated French public sector features into general Human Resources application and enhanced definition of business rules, maintenance of employee career history, maintenance of tenure, launching of collective process, maintenance of reclassification, and management of budget headcount. New reports are also available. (FRA) (New Business Process) Manage French Profit Sharing offers: Adaptable Agreements. Design enables French organizations to set up two types of agreements: profit sharing (participation aux resultats) agreements enable employees to benefit from company profits, and workers participation (intressement des salaris) agreements are incentive plans, based on improvements in company results. User-defined variables and formulas give you complete flexibility in defining the calculation of your profit share fund and make it easier to maintain your agreements. Processes that run at the end of the reference period to calculate employees profit share according to the rules defined in the agreement. Definition of all information related to investments such as company stock, FCP, SICAV, bonds, company investment, company saving account (Plan d'Epargne Entreprise), and time-saving account (available with the worker's participation agreement type only). Employees involved in an agreement can view all information related to the agreement definition and personalize the agreement settings, as required by French legislation. Employees can view computed amounts and send payment requests to the administrator. Employee self-service transactions available if you have installed eCompensation. Support for French legal requirements including definition of all mandatory clauses in the agreement. Processes apply the legal rules that you define in the agreement and required information available to employees. Process Interest and Payment process is the final step in the Manage French Profit Sharing business process. The compensation administrator uses this process to send interest and payment information to the Global Payroll for France application. PeopleSoft also delivers defined integration points that enable you to integrate the Manage French Profit Sharing business process with other external payroll systems.
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Workflow is integrated to enhance communication between employees and the compensation administrator and to notify the compensation administrator of actions required. (FRA) Options for printing the Single Hiring Statement by selecting employee IDs, by hire period, or using workflow. If you enable workflow, when an employee is hired, workflow adds an entry to the HR administrators task list for the Single Hiring Statement. The Single Hiring Statement extracts information from your employee and company tables. (FRA) BIAF statutory report defines the training entitlement of employees on fixed term contracts, in accordance with French labor laws. (FRA) Significant changes in the design of the Manage French Public Sector business process enabling public sector employers in France to administer both public sector employees and other global employees in the same database, and integrate with Global Payroll for France. (FRA) Enhancements to the Administer Training business process improve French-specific information regarding the 2483 training report. Redesigned 2483 process now computes and fills all 2483 indicators. (FRA) Support Employee Survey (Bilan Social) requirements by adding indicators related to Global Payroll and the French Manage Profit Sharing business process, rewriting absence indicators so that they report information out of the absence functionality in Global Payroll or Human Resources, allowing users to choose the source of information and easily modify the computation, and adding a new page that creates a list of paygroups to refine the results of the Compute Employee Survey process. (FRA) Additional options for French companies to track their training costs and comply with regulations. (FRA) Improved tracking and reviewing of pension and contingency fund information for French employers. (FRA) Improved merge process for French public sector data. (GBR) Functionality enabling you to manage the certification requirements of employees and non-employees in professional service organizations. (GBR) Functionality to record, monitor, inquire, and report on parental leave for UK customers. (GBR) You can define and track exceptions to the work-time limits set by the Working Time Directive for employees and non-employees. (GBR) Companies can link the tax charge on company cars to the cars exhaust emissions, as specified in Inland Revenue guidelines. (GBR) To accommodate recent amendments to the Fair Employment and Treatment (Northern Ireland) Order 1998, the community background tracking and Northern Ireland report have been modified.
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(GBR) Following a redesign of the Inland Revenues P11D form, the Company Cars report P11D Section A report has been renamed to P11D report and there are minor changes to the headings in the report. (GBR) To meet P46 (Car) reporting requirements, the Company Car Allocation page has been modified. The P46 (Car) report is now available in Global Payroll for the UK. (GBR) To support the Inland Revenue requirement that employers year-end reporting contains valid national insurance prefixes only, we have introduced a new setup page that defines national insurance prefixes. (HKG) (New Country) Functionality for Hong Kong users including functionality in these areas: Plan Successions. Plan Salaries. Administer Workforce.
(IND) (New Country) India functionality added including: Claims Management to address the requirement to manage claims for India. This feature lets the user record and track different kinds of compensation claims, process payee work rehabilitation plans, and record medical examination data. With the Human Resources Monitor Health and Safety business process, you can track all the data related to a claim incident including claim details, charges, and provider, while also tracking the claim status. In addition, you can track the claim details with respect to the claimants and recipients, and the statutory act under which the claim has been filed. Capture of information related to employment accident claims. Personal data specific to India included such as national identification (NID) types, religions, and languages specific to India, along with the Indian states and union territories. Provision to capture the details of education information of employees delivered for India. Every employee being considered for any position in the Company has to meet the Educational requirements for that position as specified. You can capture the Education details of an employee and use this information for training, job allocation career planning, and so on. Meeting of Union management requirements of a company by providing the ability to record, track, and maintain union information. Captures the information related to the details of the unions that are pertinent to the company to record employee affiliation with a union, and track the details of any union agreements.
(ITA) Manages standard employee terminations and transfers to different companies within the same group. For transferring employees, the system enables you to specify if organization data, such as unused vacation days, must be transferred to the new position. For terminated employees, the system enables you to specify if an additional payment or special leaving bonus must be paid. (ITA) You can create hiring letters for new employees specifying employer and employee name, job location, job start and end date, duration and probation period, labor agreement,
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starting salary and pay period, work hours and number of vacation days, and period required for dismissal notification. (ITA) Libro Matricola lists all of the individuals ever employed by an organization. The report catalogs the employee name, employee number, date and place of birth, dates of employment, and job category. You can maintain this information in multiple books based on employee class. (JPN) Functionality enhancements for Japanese users including functionality in these areas: Calculating Education Level Age-Related Pay. Salary Planning (Employee Reviews, Salary Increases Procedure Pay Components with Salary Steps, and Salary Increases Procedure Defined Range Pay Components). Enhancements to Job and Employment. Multiple Employee IDs and Monitoring Intercompany Transfers. Faculties, Sub-Faculties and Major Classes. (JPN) Support for additional appointments (kenmu) within the global Human Resources concurrent jobs architecture. (JPN) Ability to track disability grade, workers compensation disability grade, and workers compensation injury and sickness grade on the Japan section of the Disability page. (JPN) Generation of Employee Assignment List and viewing of employee breakdown by department including and excluding an employees additional appointments. (JPN) Mass organizational change that enables you to plan a new organization, create employee placement plans, and finalize the new organization and employee placement plans. (JPN) Weve enabled the import of csv format files of postal code data that are supplied by Japan Post to update postal code data smoothly. (JPN) Mass Organizational Change has been enhanced visually in order to ease operation. (MEX) (New Country) Functionality for Mexican users including functionality in these areas: Company Table enhancements. Location Table enhancements. Establishments Table enhancements. Mexican Institute for Social Security Termination Date. Termination Dates. National IDs. Unique System of Autodetermination Interface (Job Data). SUA Interface (Job Data). Action/Reason Table enhancements.
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Pay Frequencies. Salary Increase Method by Increase Matrix. Comisiones Mixtas (Training and Health and Safety Committees). Company Car. Global Fields Used in Mexico. Name Format (Personal Data). Personal Data. STPS Reports (Training Legal Requirements). (MYS) (SGP) (New Countries) Functionality for Malaysian and Singapore users including functionality in these areas: Festive Advances. Variable Compensation. Company Table enhancements. National IDs. Definition of General Options. Frequency Table (Malaysia only) Prorating Bonus Payments (Malaysia only). (MYS) (SGP) (New Business Process) Administer Festive Advance business process now comes under Human Resources. If you are an HR only customer, you can record festive holidays so that you can generate a payment through your payroll system. For customers using Global Payroll, integration exists between Administer Festive Advance and Global Payroll. (NLD) Indicate an employees preferred last name, whether its his or her own last name, married name, own last name followed by married last name, or married last name followed by own last name. (NLD) Employee Class Table, controlled by regulatory region, to provide Netherlands-specific values for the Employee Class fields on the Job Information page. (NLD) You can electronically file an Insurance Board Notification (Melding Bedrijfsvereniging) for newly hired or terminated employees, as part of the interface to the third-party product Vpmeld. (NLD) You can record illness recurrence to calculate the cumulative illness duration. (NLD) You can enter the number of working days per week for employees to ensure that the correct social security premiums are calculated. (NLD) You can distinguish standby employees using a new employee class for tax reduction purposes. (NLD) You can indicate whether an employee qualifies for a disability tax reduction rule.
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(NLD) The Wet Administratieve Lasten Verlichting Inzake Socialeverzekeringswetten (WALVIS) Act introduced changes to reporting requirements for Dutch employers. Modifications have been made to support these regulatory requirements (in both Human Resources and Global Payroll for the Netherlands. (NLD) Administer Salaries for the Netherlands has been updated to meet legislative changes to savings plans and company car taxation. (NLD) Administer Salaries for the Netherlands includes enhancements to the Bank/Giro page for multiple jobs and to support different currency codes. (NLD) The Administer Salaries for the Netherlands benefits functionality has been enhanced in line with enhancements made to Manage Base Benefits. Key changes are the introduction of the Benefit Rate table that enables you to define more flexible insurance benefit plans than the Age-Graded Rate table, which it replaces, and the Current Benefits Summary component replaces the Benefits Summary page and the Benefits Summary (PI DedCalc) page. (NZL) (New Country) Functionality for New Zealand users including functionality in these areas: Address Formats. ARCI Class Table. Company Table enhancements. Casual Jobs. Disability Codes.
(United States Federal Government) Recruit Workforce business process has been enhanced to further integrate with eRecruit and eRecruit Manager Desktop. Integration enables U.S. federal agencies to take advantage of the core functionality that is offered in PeopleSoft 8.3 HRMS without compromising the stringent recruiting requirements of the federal government. (United States Federal Government) Leave Class Auto Enrollment that assures a new hire is enrolled in the correct leave accrual class. System automatically enrolls an employee in the correct leave accrual class when an employee is hired or when there is a change in the employees work schedule. (United States Federal Government) Payroll system now includes processes that capture the required Leave Banks/Leave Transfers data from leave recipients and donors and then handles the transferring and administration of leave between individuals as well as a leave bank entity. (United States Federal Government) System calculates an employees annual accrual entitlement balance, as well as the accrual that is earned in the next pay period, after each pay period. PeopleSoft uses the accrual year-to-date balance and the open pay periods accrual entitlement to determine the employees current accrual balance. Because leave accrual processing procedures are determined at the agency level, you have the flexibility to decide whether to calculate the annual entitlement.
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(United States Federal Government) Cascading leave functionality gives you the ability to: Define alternative plan usage when an employees earnings accrual entitlement is exhausted. Define the accrual plan cascade order and number of plans to be included. Automatically compute cascading during the regular leave accrual process. Record, at the employee level, the depletion of the cascaded plan, to use the alternative plan, and to update all service hours and year-to-date balances. Report, at the employee level, hours cascaded in both the from and the to leave plans.
(United States Federal Government) Agencies often need the ability to generate a report with the Federal Employees Family Friendly Leave Act (FEFFLA) leave information. A new report is now available that includes the following information: Reports FEFFLA paid and non-paid usage for both the calendar year and employee Family Medical Leave Act (FMLA) year. Reports employees who have reached their FMLA year, FEFFLA non-paid 480-hour entitlement. Records and reports sick leave used as FEFFLA.
(United States Federal Government) Report for Federal Medical Leave Act (FMLA) paid and non-paid usage for both the calendar year and employee FMLA year. The report also shows employees who have reached their 480-hour FMLA year FMLA non-paid entitlement. (United States Federal Government) Report to accommodate the Office of Personnel Management (OPM) requirement that all payroll offices send a quarterly Health Benefits Reconciliation report to all Federal Employee Health Benefit Program (FEHB) carriers. (United States Federal Government) Record of Leave Data (Standard Form 1150) is now generated by the payroll system to provide the information to meet this requirement. (United States Federal Government) Report provides a snapshot of agency-wide enrollment in FEHB, FEGLI, and retirement programs. The report can be submitted to OPM semiannually along with the biweekly 2812 and 2812A forms. (United States Federal Government) Automated the process of producing an ES-931 form. (United States Federal Government) Interface with the Social Security Administration (SSA) that exports to a flat file the required information in the correct format to comply with the Personal Responsibility and Work Opportunity Act of 1996 requiring that states report their biweekly new hires and their quarterly wages to the National Directory of New Hires. (United States Federal Government) Report allows for the automated submission of the OPM 2809/2810/2811 FEHB changes, terminations, and new enrollments forms. (United States Federal Government) Semi-Annual Headcount Report contains details of life insurance and health benefits withholding contribution data for the CSRS and FERS. Additionally, the report provides aggregate base salary amounts for each category of CSRS and FERS coverage. It also produces up to four 2812A reports based on four categories of employees who have Federal Employee Health Benefits coverage. These categories include
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former spouses, those under Temporary Continuation of Coverage (TCC), and temporary employees. This report can be used to verify and troubleshoot the amounts reported in the headcount and the 2812. (United States Federal Government) Within-Grade Increases (WIGI) and Tenure due dates are now automatically generated or modified while accounting for time on Leave Without Pay (LWOP) status. This feature addresses the requirement to track non-pay time as it affects certain entitlements and seniority. (United States Federal Government) Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) reporting requirements have been redesigned to meet US Federal and State reporting requirements. A newly designed infrastructure enables customers to use a common electronic formatting construct. This electronic reporting feature is completely configurable. Customers can define and manage their federal or state-specific report output files. (United States Federal Government) Federal customers can how easily hire existing contingent workers defined in their PeopleSoft HCM database. The personal information is defaulted into the Federal PAR hire components. (United States Federal Government) US Federal Government customers now see that all the fields required by National Finance Center (NFC) reporting requirements have been added to core HR job and position tables, in addition to Federal personnel action request (PAR) processing. (United States Federal Government) A new NFC SINQ Import process has been designed to import a daily SINQ error file. Based on the last user who modified the SINQ transaction, the user is notified through workflow of the SINQed transaction awaiting their attention. (United States Federal Government) US Federal Government customers can now edit individual employee PAR transactions. The existing OPM Regulatory Editing process (CPDF/EHRI process) has been modified to enable NFC-specific edits to be defined. (USA) Expanded Affirmative Action Plan Reporting capabilities.
HRMS Portal Pack

Addition of nine new pagelets. Pagelets delivered are Anniversary Alert, Birthday Alert, Direct Reports, Company Directory, Employee Absence Summary, Job Requisitions, Manager Absence Summary, Stock Options, and View Payslip. Addition of eight new pagelets as well as enhanced functionality for one existing pagelet. All pagelets within the HRMS Portal Pack may be used individually or in conjunction with the Guardian Homeland Security Suite, which supports PeopleSoft's Homeland Security initiative.
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Pay/Bill Management
Time entry features, aimed at increasing user productivity and enhancing the user experience. The new time reporting enhancements in Time and Labor enable data entry users to copy worked hours from time cards into online timesheets quickly and accurately, thus reducing the number of errors in payroll and billing.
Payroll for North America

For PeopleSoft customers with a high-volume payroll, the check number field used throughout the system has been expanded from seven to 15 digits. Ability to integrate employee referral program awards from eRecruit and Recruit Workforce to Payroll for North America. Publish/subscribe technology is used to process awards through the payroll cycle and to record costs in HR job requisition expense data records. Enhancements to allow for the designation of deduction classifications to add or subtract from special accumulators. Bond Spec Data page has been modified to allow either an employee address or the dependent address to be selected as the delivery address for the bond. Rapid entry paysheet that enables you to quickly add basic payroll data such as exception time reporting (illness, vacation), overtime, commissions, and bonuses. This functionality is in addition to the paysheets feature that currently exists in Payroll for North America. Some States require different overtime calculations than those managed by the Federal Fair Labor Standards Act (FLSA) regulations. For example, the FLSA overtime premium calculation is fixed at 0.5, whereas California requires that daily overtime in excess of 12 hours must be paid at double time. Alternative overtime enables payroll managers to correctly calculate the rate of pay for employees affected by alternative overtime legislation, without limiting the population to a specific state or locality. Additional flexibility allows any group of employees to be subject to the alternative method of overtime calculation. Improved integration with Absence Management and Student Financials. For Absence Management, the ability to export computed absence results (by employee and pay period) for actual payment. Only a minimum amount of setup is required to map absence payment concepts to an existing Payroll for North America system. For customers who use both Payroll for North America and Time and Labor, the functionality in Absence Management includes the ability to export computed absence results (by employee and pay period) to Time and Labor. Time and Labor converts this information into payable time and adds sequence and reference numbers for eventual cost distribution. This integration eliminates double entry and custom interfaces. For Student Financials, we can process student refunds through the Load Paysheets Transactions (PYLOAD) process. Standard ChartField configuration enables consistent use of ChartFields between General Ledger and Payroll for North America. Allows for the synchronization of Standard ChartField configuration between the two PeopleSoft applications, thereby providing the information necessary for more detailed reporting of labor costs.
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PeopleSoft Enterprise Payroll with PeopleSoft EnterpriseOne General Ledger Integration provides synchronization between PeopleSoft Enterprise Payroll for North America or Global Payroll and PeopleSoft EnterpriseOne General Ledger. To facilitate incentive payments, there is now a bi-directional data interface between Sales Incentive Management and Payroll for North America. This interface includes functionality to configure the data integration and then manage the ongoing exchange. Improved flexibility for garnishment processing by leveraging the Canadian rules-based engine to meet the ever-changing regulatory requirements in the United States. This gives customers complete control over all aspects of their garnishment calculations by providing users more flexibility in defining the applicable earnings and exemptions. These changes increase staff productivity by reducing the amount of manual labor required to compute garnishments, which also improves data accuracy. Business flexibility is also improved. Enhanced integration between Payroll for North America and Time and Labor, including reconciling reported and payable time, payable time status and reason codes, Load Time and Labor filters, and check reversals. Streamlined menu structure for year-end reports for ease of use. (Education and Government) Enhanced contract pay by adding the following features: Allow For Overlapping Contracts To Be Paid In The Same Pay Period. Support Contracts Based On Number Of Days. Take Into Account The Holiday Schedule When Calculating Number Of Days In A Contract.
(United States Federal Government) Federal civilian and military employees cannot receive pay from more than one U.S. federal government source. To ensure the accuracy of the reporting of annuitant offset amounts via the RITS interface, the payroll system now includes an inquiry page that you can use to verify and troubleshoot issues arising from such reporting. (United States Federal Government) The file created from the Bond Purchase process that is sent to the Federal Reserve Bank has been modified to identify the number of bonds to be purchased for EE series bonds, the transmitting agency, and the number and denomination of the bonds purchased. (United States Federal Government) Enhancements to provide the ability for all third-party payments made on behalf of employees to be made via EFT or by check. (United States Federal Government) Retro processing has been modified to incorporate interest calculated on retroactive payments. (United States Federal Government) To ensure that the Office of Personnel Management (OPM) doesnt reject a submitted Individual Retirement Record (IRR), you have the ability to display and print on the IRR an employees pay plan, grade, and step data, along with the service history.
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(United States Federal Government) Off-cycle disbursements feature has been enhanced to: Send ECS file transferees for net pay and deductions at any time. Choose to include off-cycle deductions with your on-cycle RITS, Treasury and TSP Interfaces. Define which deductions are time-sensitive and need to be included in off-cycle processing.
(United States Federal Government) Pay caps and pay limits feature enhanced to allow you to: Reduce compensation on the PAR if it reaches the pay cap. A message is displayed to inform the user that the compensation rate has been reduced. Reduce pay period earnings during payroll when they reach the user-defined pay period limit. Reduce pay period earnings during payroll when they reach the user-defined annual limit. Create a payroll warning message for each employee that reaches the limit. Create a pay limit inquiry page to display each employees pay limit and deferred earnings or forfeited earnings. Pay out deferred earnings in the first pay period of the next calendar year.
(United States Federal Government) Military service deposit interest is now automatically calculated. (United States Federal Government) Ability to make data adjustments to avoid potential negative repercussions of retirement misclassifications. (USA) Validation of U.S. bank transit numbers entered when setting up company bank tables, employee direct deposits (including self-service), and USF deduction and garnishment distributions. The validation utilizes check digits to verify the transit routing number using an algorithm published by the American Bankers Association.
Payroll Interface
As of Release 8.3, Payroll Interface was an extremely mature product with the features and functionality our customers needed to optimally export their payroll-related Human Resources data to third-party vendors or external payroll systems. To enable the integration between Absence Management and third-party payrolls, Absence Management enables you to export computed absence results (by employee and pay period) for actual payment. On top of the Payroll Interface regular setup, only a minimum amount of setup is required to map absence payment concepts to an existing payroll interface process.
Pension Administration
Functionality for break restore rules has been modified so that an alternate service function result can be used to determine if prior service should be restored.
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Enhancements to the FAE business process provide functionality to annualize full periods and partial periods based on service amounts. COBOL has been changed to enable multiple participation definitions, with different time segments, in Pension Administration Participation Function Results. The modifications to the participation feature address two issues: Participation date falling during an ineligible period. Time sensitivity of the participation function result.
IRS Form 5500 items 7 a, b and c have been combined into one total, and item 6 has been change to "Participant Count at the beginning of the Plan Year". The 5500 Extract SQR, PASPC01.sqr was modified so that the participant count provided for line 7(h) of the Form 5500 does not include non-participating, eligible employees who terminated during the year. Pension Calculation process uses the value of QDRO_IND_YN to determine if an adjustment must be made to the employees pension benefit amount. The QDRO_IND_YN field used to be stored in PERSONAL_DATA; now deriving the value of QDRO_IND_YN is part of the Pension Calculation process. The delivered database alias QDRO_FLAG, which references QDRO_IND_YN, is now a calculated alias that retrieves the QDRO_IND_YN value from a COBOL Working Storage structure. New search and prompt views ensure that you assign DROs only to employees, can start the QDRO process only for EmplIDs that have a DRO assigned to them, and can define only alternate payees as QDRO IDs. To comply with Internal Revenue Code Section 401(a)(31) which requires qualified Defined Benefit Plans to allow rollovers out of the Plan to other qualified plans or to individual retirement accounts (IRAs), rollover information can be entered with regard to a Payment Schedule. The Retiree Payment process is run. Rollover Information will appear in Trustee Extract flat file.
Recruiting Solutions
Status values throughout the recruitment process are user-definable. The redesigned status values are more flexible, enabling you to create your own statuses for job requisitions, applicants, applications, routing, interviews, and offers. For each area, you also define the rules for status changes, such as the progression of a candidates application status through each stage of routing, interview, and offer. To enable you to track all parts of a job offer, weve introduced multiple offer components to the Recruit Workforce business process and eRecruit Manager Desktop. Now you can define job offer components that are relevant to your organization, such as bonuses, stock options, or car allowances, in additional to base salary. Applicant Activity and Requisition Activity have been redesigned with graphics to improve and rationalize the user interface. To help you monitor the effectiveness of your referral sources, were providing the ability to define your own referral sources. For each referral source category provided, you can define subcategories that are relevant for your organization. The referral source category and
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subcategory are recorded when applicants apply for a job, and you can generate reports on the number of applicants referred for each category and subcategory. The diversity of job requirements makes it difficult to provide one solution that suits all job requisitions. With recruitment templates, you can define the series of pages presented to hiring managers and recruiters creating a job requisition and to applicants applying for jobs. You can create multiple recruitment templates to suit the variety of job requisitions in your organization. Organizations that need to comply with US Equal Employment Opportunity Commission (EEOC) reporting requirements benefit from the Self-Identification transaction in the Human Resources Recruit Workforce business process and eRecruit. Some information needed for EEOC purposes cant be asked at the time of application, but can be requested on a voluntary basis from applicants. To help you meet these requirements, eRecruit includes a separate applicant transaction that invites applicants to provide gender and ethnicity information. Homepages for eRecruit and eRecruit Manager Desktop. There are separate homepages for hiring managers, employees, and external applicants. Easy-to-use, self-service transactions for employees and external applicants that integrate with the Employee Referral Program functionality were delivering with the Human Resources Recruit Workforce business process. The new transactions enable employees to submit referrals, confirm referrals, view awards, and view eligibility status. When applicants apply online, they specify the employee who referred them. Applicants can attach their resume file when they apply online using the Apply for Job selfservice transaction. This enables you to view the applicants original resume at any point in the recruitment process. Apply for Job self-service transaction has been enhanced to include screening questions. When an applicant applies online, the system automatically presents applicants with the questions that were linked to the requisition by the hiring manager or recruiter. Ability to schedule interviews extended to hiring managers and recruiters. Redesigned schedule pages enable applicants, interviewers, hiring managers, and recruiters to view their interview timetable online. An additional option provides hiring managers and recruiters with an overview of the interviews scheduled for their job requisitions. Flexible and configurable interview evaluation form that enables you to collect interviewers feedback more effectively. You can define evaluation forms that are tailored to your organization and to specific job requirements. Interview Evaluation Summary self-service transaction for hiring managers and recruiters to view interviewers recommendations and make the final decision whether to make a job offer. To enable you to track all parts of a job offer, weve introduced multiple offer components to the Human Resources Recruit Workforce business process and eRecruit Manager Desktop. Now you can define job offer components that are relevant to your organization, such as bonuses, stock options, or car allowances, in additional to base salary. Homepages for eRecruit and eRecruit Manager Desktop. There are separate homepages for hiring managers, employees, and external applicants.
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Self-service version of Requisition Activity available to hiring managers and recruiters enabling managers and recruiters to view all the information related to a requisition, including applicants routed, interview schedules and interview results, job offers, and expenses. Added hiring manager as a self-service user. Added a recruiter self-service role. Recruiters use the same transactions as the hiring managers, but access the requisitions for which they are named as recruiter. Search for Applicants self-service transaction that enables you to search your applicant database for candidates who match your requirements. Incorporate screening questions into your recruitment process using PeopleSofts collaborative applications. An enhanced Create Job Requisition self-service transaction enables hiring managers and recruiters to create questionnaires for their job requisitions by choosing from a standard set of pre-defined questions and answers. When combined with eRecruit, the system automatically presents applicants with the questionnaire linked to the requisition at application time. Requisition Screening uses applicants scores to rank applicants, and the results are easily viewed by hiring managers using a View Questionnaire Results self-service transaction. Integration enables your recruitment staff to make a series of checks before hiring applicants, including background checks, reference checks, assessment testing, and drug testing. Ability to post jobs to multiple job boards through one easy interface. Applicants can use the Job Agent feature to create job profiles that describe the type of position they are interested in applying for. Applicants can submit other attachments, such as cover letters or references. Employees can review an applicants entire interview schedule and any comments or detailed information entered by the recruiter. Added Go To links to existing eRecruit and eRecruit Manager Desktop components to improve navigation. Some of the links have PeopleCode to evaluate the users role and send them to the appropriate page. Where applicable, the links contain PeopleCode to carry forward keys so that you do not need to restart your search at each component. To enable increased control over the Create Job Requisition transaction, administrators define which roles are allowed to approve a job requisition. Applicant Index process was redesigned so that you can still search for applicants while the index processing is running. Recruiter Console brings together a number of recruiter transactions on a single page, enabling recruiters to view their transactions at a glance and perform required actions. The Recruiter Console includes the following pagelets: Quick Search. Recruiter Alerts. My Requisitions. Search My Requisition.
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List My Applicants. Added Go To links to existing eRecruit and eRecruit Manager Desktop components to improve navigation. Some of the links have PeopleCode to evaluate the users role and send them to the appropriate page. Where applicable, the links contain PeopleCode to carry forward keys so that you do not need to restart your search at each component. Added Track Applicant Activity component to the Recruiter and Manager self-service menus (Recruiting, Assigned Recruiter Activities, Identify/Search Applicants, Track Applicant Activity and Manager Self-Service, Recruiting Activities, Identify/Search Applicants, and Track Applicant Activity). The self-service page contains the same functionality as the existing Track Applicant Activity component, but the self-service page uses a search page better suited to a self-service audience. Added Application Status History component to the Recruiter and Manager self-service menus (Recruiting, Assigned Recruiter Activities, Identify/Search Applicants, Application Status History and Manager Self-Service, Recruiting Activities, Identify/Search Applicants, and Application Status History). The self-service page contains the same functionality as the existing Application Status History component but the self-service page uses a search page better suited to a self-service audience. Improved general usability and navigation. Integrations enable you to create job postings in PeopleSoft and post them to internet job boards. Recruiters and managers can post job postings with preliminary requisition screening criteria, receive short lists mapped to PeopleSoft criteria, and request more information about applicants. Merged Human Resources Recruit Workforce and eRecruit Manager Desktop. Combined product is called Talent Acquisition Manager. Managers use the Create Job Requisition self-service transaction to create new job requisitions and update existing job requisitions that they have created. A job requisition contains full details of the job opening, including a job description, details of the standard hours and working pattern, and the qualifications and competencies required. Use the Job Requisition Status transaction to review the status history of any job requisition. When you enter this transaction, you can perform an open search on all available requisitions. This enables you to review the current status of each requisition. When you choose a particular requisition, the system displays the Job Requisition Status History page. Use the View Job Postings transaction to locate and review detailed information on job requisitions. Use the View Job Postings transaction to review any job requisition in the system, regardless of the current status of the requisition. New table for locations tied to the HRMS Location table but allows customers to create locations separate from the HRMS locations. With this change, customers can post positions with multiple locations and allow applicants to retrieve them. Enhanced search capability allowing: applicants to search for job postings based on a simple keyword search or move to an advanced search that enables them to search on many more fields; recruiters to search for applicants based on disposition, application date, and name, as
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well as referral source, accomplishments, and recruiting location; and recruiters to search for job openings based on specific job criteria that match applicants interests. 360-degree views for applicants and job openings. New pages bring together the similar pages (history, activity, and detail) and present the information in one view. Tools to use in configuring the application: message catalog and text catalog. These tools allow customers to change instructional text, button labels, and links to match their business needs. They can also segment the application actions by Applicant Type or SetID, among other criteria. Open Integration Framework that enables you to integrate with resume extractors, staffing suppliers, and background screening providers. New approvals engine to provide a more robust approval process for requisitions and offers. Removed some of the constraints of the requisition-based recruiting process. Support creation of applicant lists. Option of entering a team or individuals to the following areas: Recruiters. Hiring Managers, Interviewers, and Interested Party. Option to track notes and correspondence with applicants. Screening is available to self-service users as an integrated part of the process. Leveraged Person Model to enhance the pools of applicants who can be managed by Recruiting Solutions. Major enhancements were made to eRecruit. To reflect these enhancements, the product was renamed to Candidate Gateway. Unlimited number of online application sites for an organization. For example, an organization can have a unique site for each business unit in the organization, and applicants accessing those sites can have access to job openings for each specific business unit. Careers Home page is access point for all recruiting tasks that applicants need to perform. Simplified, configurable application process allows definition of the information that you want to collect and how many steps you want to have applicants go through to present that information. Submit Online Application page displays an organization's employment terms. Organizations can add data privacy statements to the Terms & Agreements section or to other Candidate Gateway pages by using the text catalog. Job seeker enhancements including multiple applications per day and reuse of prior applications. Applicants can select and save job openings that they are interested in and apply for these job openings at a later date. Ability to post jobs to multiple job boards through one easy interface.
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Major enhancements were made to eRecruit. To reflect these enhancements, the product was renamed to Candidate Gateway. Major enhancements were made to eRecruit Manager Desktop. To reflect these enhancements, the product was renamed to Talent Acquisition Manager. Using Oracles XML Publisher technology, applicant, interview, and offer letters can be generated, edited online, and printed immediately, providing significant flexibility and ease of use. Letters can be generated into third-party editors allowing users to view the letter from the application page and tailor some of the text to unique situations. Attachments such as interview guidelines can be attached to interview notes. If each interviewer is asking the same question, the hiring manager and recruiter will be able to compare feedback from each interview.
Stock Administration
Tools and reports you need to comply with FAS 123. Set of reports helps ensure your companys compliance with FAS 123 and APB 25. In addition to generating reports that help you select the appropriate variables for the BlackScholes model, the system generates a host of reports that you can use to meet your regulatory and financial disclosure requirements. The list of these reports includes: Option Valuation. FAS 123 Option Expense. APB 25 Option Expense. APB 25 Variable Accounting. Stock Purchase Valuation. FAS 123 Purchase Expense. Grants Outstanding and Exercisable by Price. Disclosure Summary.
Time and Labor

You can define online rules using delivered rule templates and immediately estimate the effect of applying these rules to weekly elapsed and punch time. When all temp tables have been used, batch processes no longer terminate with a temp table allocation error. Because concurrently running processes can now access temp tables simultaneously, the batch process can continue running. Before or after you run the Time Administration batch process, you can use the View TR Status page to check the status of a time reporter or a group of time reporters.
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Delivered rule templates and accumulator functionality that can be used by any organization in which there is a need to track and compensate overtime hours against a maximum number of hours for a single week, multiple weeks, or on a yearly basis. Updated integration points between the PeopleSoft Enterprise HRMS and Financials databases to address issues that arose when Integration Broker, a new application messaging technology, was implemented in PeopleSoft 8.4 Financials. The integration point update affects publish and subscribe changes from Time and Labor to Projects. This enhancement provides Projects with a valid accounting date from Time and Labor that is also synchronized for integration between PeopleSoft payroll applications and General Ledger. Enhanced Human Resources Commitment Accounting integration with PeopleSoft 8.4 Financials adding four additional ChartFields to PeopleSoft Time and Labor: Budget Reference, ChartField1, ChartField2, and ChartField3. Modified navigation method for employee self-service time reporting for ease of use. The prior search page functionality now uses content reference links from the portal navigation menu. Managers can view an employees time entries based on reporting method with just two clicks of the mouse. Managers can view a list of employees who have submitted time for approval by selecting Approve Time by Group from the portal navigation menu. Once the Approve Time by Group Select Employee page appears, the system displays all of the time to be approved without requiring a specified date range. Managers have the option to approve all or selected employee time submittals and to view an individual employees time entries for approval on a per time-entry basis. Approving time from the Approve Time by Group - Select Employee page initiates a batch publishing process. The overtime management transactions help managers better plan their overtime needs and allocate overtime more equitably based on employees availability and the amount of overtime theyve already worked. Employees enter overtime requests through the Web and, if workflow is enabled, the system automatically routes the requests to the employees manager. Managers can view requests, check the amount of overtime that employees have worked to date, and approve or deny requests, entering comments that explain why. You can set overtime limits for selected time reporting codes (TRCs) or groups of codes and can set different limits based on months of service. When an overtime request exceeds the limit, the system can alert the employees manager by displaying a color-coded icon next to the request. Each workgroup can have a different set of overtime limits, or if you prefer, you can establish the same limits for all employees. New Time Reporting by Period functionality provides easy-to-use, self-service pages that employees and managers can use to report elapsed time. Self-service manager time calendar views provide managers with up-to-the-minute scheduling information for individuals and groups, including which employees are scheduled to work, which employees actually worked, and which employees are scheduled for leave. They also provide information about employee training and absences. You can view time calendar information on a daily, weekly, or monthly basis.
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Home pages for both employee and manager self-service. Links to all pages serving a common function are grouped together on each home page. Changed and improved the look and feel of many Time and Labor pages. Rapid Time Update process enables you to submit sessions for refreshing. You can use PeopleTools Mobile Agent, supported on Win32 laptops and Pocket PCs. The Mobile Agent renders an HTML application interface, based on metadata and business data synchronized over the Internet using XML. The Mobile Agent has a device footprint over one hundred times smaller than whats available from other leading vendors today. Integration with Time and Labor with no additional setup required in Time and Labor. The applications share time reporting codes, currency codes, and user data. Time and Labor processes submitted time, returning error messages to the mobile device when validation conflicts occur. To use Mobile Time Management you install Time and Labor, build the Time and Labor setup tables necessary to run the Time and Labor application, install PeopleTools Mobile Agent on the workstation or laptop to be used, install PeopleTools Mobile Agent on the Pocket PC, and install Mobile Time Management. Report time while traveling or during any other time when disconnected from the network. Users have option of viewing a summary of reported hours. Users can view their schedule for the current time period. Improved capabilities to support each schedule environment, including a fixed schedule environment, rotating schedule environment, and dynamic schedule environments. Employees allowed to view their monthly schedule, including work and shift information, planned absences, holidays, and training. New and improved self-service timesheet that features prepopulation and configurability, visibility to useful information, and task completion usability improvements. Ability to immediately approve the time once the employee reports it. The approve payable time user interface has been enhanced with high-level summary information, such as total hours, total overtime hours, and absence hours, that can be configured to appear on the managers summary page. As a result, the approver can quickly identify individuals who may require further scrutiny. All others may be approved as a group. Consistent interface in which managers and administrators can easily identify and navigate through the pool of employees in whom they are interested. Users can establish preferred employee criteria and default values. Enhanced ChartField and Projects integration, allowing more detailed analysis and reporting. Enhanced Time Administration process and group refresh functionality to improve and streamline performance.
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Enhanced integration with both Payroll for North America and Global Payroll, including reconciling reported and payable time, payable time status and reason codes, Load Time and Labor filters (Payroll for North America only), and check reversals (Payroll for North America only). Enhanced integration with Absence Management, including absence entries on timesheets, absence approvals, and consideration of absence data.
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PeopleSoft Enterprise Learning Management Cumulative Feature Overview

PeopleSoft Enterprise Learning Management (ELM) represents an ongoing commitment to providing best-in-class applications that provide real business value. This Cumulative Feature Overview serves to provide high-level, concise descriptions of new features and functionality in PeopleSoft ELM since general availability of ELM 8.8. The learning catalog is a repository of detailed information about the learning activities and programs that are available to your organizations employees, customers, and suppliers. Users can search or browse the catalog for programs or activities of interest, and enroll in the activities or register for the programs. Users can also add activities they plan to take to their learning plans. Learning activity definition enable you to: Set enrollment rules, such as last drop date, last enrollment date, maximum enrollment, and seat reservations. Define activity price and drop fees for internal and external learners. Define completion rules for how learners should complete the learning components. Add notes that can appear on self-service pages. Display facility details on self-service pages. View session details from the Sessions page. View room details from the Session Details page. View and resolve session conflicts. Calculate total and per seat costs based on maximum and minimum enrollment. Send ad-hoc notifications as well as Application Engine driven activity-related notifications. Blended learning provides training administrators with the ability to combine multiple learning components with different delivery types to achieve a learning goal. Programs allow organizations that require numerous courses, completed in a specific order and period, in order to achieve and maintain a particular certificate, license, skill, or competency, to meet these requirements. ELM provides two types of programscurricula and certifications. Install Defaults component on which you can select options and default values for various general, enrollment, and attendance functions as well as set counter records. ELM also provides a Payment Methods page on which you can define default payment methods for an organization during installation.
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Several methods of enrollment and registration supported. Learners can browse or search the catalog for activities and programs, and enroll in the activities and register for the programs directly. Learners can also add activities to their learning plans and enroll in the planned activities later. Managers can enroll and register direct reports in activities and programs, and approve or deny enrollment or registration requests for direct reports. Administrators can enroll and register small groups of learners through group enrollment and large groups of learners through mass enrollment. Financials integration feature enables customers to: Import the following ChartFields from Financials: Account, Alternate Account, Budget Reference, ChartField1, ChartField2, ChartField3, Class Field, Department, Fund Code, Operating Unit, Product, Program Code, and Project. Automatically post chargeback and revenue transaction data to an ELM subledger when certain enrollment and registration conditions are satisfied. Export chargeback data in the ELM subledgers to General Ledger, through the Financials Journal Generator. Produce a variety of general ledger, payment, purchase order, and training unit reports. Edit for valid combinations of ChartField values.
Activity roster components that administrators and instructors can use to manually mark attendance statuses, passing statuses, grades, and scores for learning activities. Administrators and instructors can also use the learning component rosters to override any attendance statuses, passing statuses, and scores that have been automatically updated. Learning environments provide a way to create separate domains within the learning catalog. An administrator's learning environment controls which parts of the catalog she or he can update. Specifically, learning environments control which administrators have control of which catalog items, activities, and programs. Learning environments also enable administrators to access the instructors and resources that are available for assignment. A learner's learning environment controls what the learner can see and enroll in when searching or browsing the catalog. Furthermore, learning environments control the default values and options that one can set up for activities and programs within a particular learning environment. Administrators can manually create learning objectives (often thought of as learning goals in many businesses today), or you can use define integration points to import them from competency tables in PeopleSoft Enterprise HRMS. For organizations that license and interface the ELM product with PeopleSoft Enterprise HRMS, you can seamlessly map competencies in your human resources system to objectives in ELM. Resource management addresses the business need to offer learning in one form or another and to manage the resources required to offer that learning. It addresses this need by enabling you to define and maintain your resources, such as materials, equipment, facilities and facility rooms, and instructors. Designed for optimal integration with PeopleSoft Enterprise HRMS and Financials and Distribution Management (FDM). Using common business objects and defined integration points, you can minimize data entry and streamline cross product line processing. A large selection of learning and financial reports are available.
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You control access to pages, menus, and processes using roles and permission lists. Self-service pages allow learners and managers can to manage their personal training plans by viewing a schedule of upcoming learning activities and their learning history or transcript and monitor and edit the learning plans of their team members (direct reports). Supplemental learning feature enables learners to receive credit for completing other forms of learning. Webcast integration feature enables you to offer instructor-led, virtual-classroom instruction to your constituents through third-party webcast vendors. Catalog Management offers a unique solution to catalog integration and is designed for organizations that want a web-based application to access, transform, and integrate structured content to meet their catalog management needs. Common Partner Registration enables an enterprise to share its PeopleSoft applications with outside parties, which reduces the enterprise's workload and streamlines its processes. Data Transformer provides an extract, transform, and load (ETL) utility to convert data from remote or local data sources to a data source of your choice. Enhanced certifications requirements including nested programs, cascading expiration dates and completion rules. Enhanced objective, prerequisite and equivalency support. Support for eSignatures. Enhanced effective dated support for new program requirements. Enhanced back-office administration for program roster and setup components, and a new ability to clone programs. The ability for an administrator to waive, revoke, expire and reissue a certification. Enhanced configurable security settings to allow administrator to manage certifications. New notifications for certification status changes like waived, expired, revoked and reissued. Advanced reporting options for tracking certification completions, compliance and auditing issues. Approval Framework can be used with enrollment requests (for activities), registration requests (for programs), and supplemental learning records. Ability to push back an approval request to previous approver/path. (This is available as standard Approval framework functionality). New Approvals Monitor for senior administrators to review pending approvals across the organization. Usability enhancements including: Learner Self-Service enhancements include a redesign of the My Learning page including the addition of a launch button; and improved search capabilities and better search results.
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Manager Self-Service enhancements include a redesign of the team Members page to include Approvals and team members on a single page where managers can select multiple team members and perform group actions, such as enrollment. Administrator enhancements include redesigned activity and program rosters; the ability for an administrator to add supplemental learning records; enhanced configurable system setting to allow the administrator to be the default requestor for back office enrollment; additional download to Excel capabilities; new approval monitoring components; and the ability to manage incoming Learning Requests. Learning Requests provide the user with a way to submit requests for learning, which they were unable to locate while browsing or searching the catalog. Once the request has been submitted an administrator can review the requests and then determine whether to schedule new learning, recommend existing learning or let the requestor know that no learning will be offered for their request. Enhanced waitlist management provides administrators with the ability to manage learners who did not get enrolled in activities they signed up for and to add them to Learning Request lists or enroll them in other activities. Prerequisite enhancements provide the ability to create complex course and program prerequisites and allows concurrent enrollment in activities. Supports enhancements to the Person Model that were implemented in PeopleSoft Enterprise HRMS 8.9 such as Person of Interest (POI), non-contingent workers and multiple jobs. Integration with new Human Resources Manage Profiles business process functionality including: Import of Catalog Types/Items. Import of Job Profiles. Import of Person Profiles. Learning Objective gap analysis based on enhanced Job Role Objectives. Update to Human Resources Manage Profiles based on completed learning including certifications. Integration with ePerformance including: Real time status updates of Learning section in Performance Document. The ability for learners to locate programs and activities to help them meet a particular performance objective. The ability for managers to link to ELM and review progress details on specific learning activities and to find and assign learning based on development objectives. Ability to specify planned cost for courses. Ability to specify budgets for training departments. Forecasting the budget plan for the next plan period (for example, annual, semi-annual or quarterly).
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Learners can complete learning while disconnected using integration implemented through Oracles partner Backweb, giving a learner the ability to download SCORM or AICC compliant content, complete the learning while off-line, and automatically upload their progress and scores to ELM when they reconnect to the network. AND logic to define learner groups. Enhanced user interface to define learner groups. One place to define learner groups using pre-defined criteria or queries. Ability to upload catalog meta data from external sources, in SCORM or AICC formats, and simultaneously creating multiple courses or activities. Ability to create templates. Ability to quickly create courses and activities using user defined templates. Utilizing service oriented architecture and Integration Broker, provides synchronous integrations with Human Resources 9.0 and ePerformance 9.0 applications including Department Hierarchy Service (consumer), All Learning Service (provider), and Learning Profile Item Sync (consumer). (FRA) Ability to plan and budget the training for the next plan period, for example a calendar year, and create a training plan report for the Workers Council. (FRA) DIF ("Droit Individuel la Formation" or Individual Training Right) has been introduced by the 2004 training law, which tracks the training hours for specific, identified learning. (FRA) Ability to track the training information needed for the 2483 report.
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Need More Information?

You can review related information that may help with your PeopleSoft upgrade. You can find the following information on Customer Connection. We post updates and other items on Customer Connection as well. Release Notes. Read the release notes, prior to starting your upgrade, to determine what has changed in the system, and to familiarize yourself with the new features. The release notes also indicate whether you need to upgrade any other portions of your system, such as RDBMS software or batch files. See PeopleSoft Customer Connection (Site Index, R, Release Notes). Upgrade Page. The product-specific upgrade page on Customer Connection will have other information posted after shipment of this release that may not be included in these instructions. This information may include Updates & Fixes required at upgrade. Always check the product-specific upgrade page for the most current upgrade documentation and information. See PeopleSoft Customer Connection (Implement Optimize + Upgrade, Upgrade Guide, Upgrade Documentation and Software, Upgrade Documentation and Scripts).
Important! Before upgrading, it is imperative that you check your product-specific upgrade page in PeopleSoft Customer Connection for updates to the upgrade instructions. We continually post updates as we revise the upgrade process. Related Documentation. Read the document titled PeopleSoft Enterprise PeopleTools Change Assistant for Upgrades for details on the tool that you use to manage the upgrade process. You can find this document on your upgrade home page. See PeopleSoft Customer Connection (Implement Optimize + Upgrade, Upgrade Guide, Upgrade Documentation and Software, Upgrade Documentation and Scripts, Release, Enterprise). Select your product line, release, and upgrade path; then download the guide from the Upgrade Documentation section of the selected page.
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