PeopleSoft Time and Labour Insight

Oracle's PeopleSoft Enterprise Time and Labor is a flexible, integrated

solution designed to support the time reporting needs of a wide range of
business functions, including payroll, financial and cost accounting

Time Reporting Code

· Used to track employee time to support administrative and compensation
needs
· TRC type could be Hours, Amount(bonus) or Unit (per visit – mileage)
· Keeps track of how employees are spending their time e.g REG,OVT,COMP
· Can map TRC to earning code and advisable to sync with payroll
· You assign TRCs to TRC Programs, which are ultimately assigned to
workgroups. Multiple workgroups can share these TRC Programs.
· Can clone a TRC Program

Workgroup
· Group of employees who share identical compensation requirement
· May include all employees
o In a business enterprise
o In a pay group
o Belonging to the same union
o Who work at the same location
o Each employee must belong to a workgroup
o Must set up at least one workgroup

· Checklist for workgroup members

o Same reporting type: exception or positive
o Same holiday schedule
o Same TRC program
o Same compensation rules
o Same needs for time approval
o Same association to a comp. Off plan
o Same day breaker
o Similar rounding rules

Taskgroup
 A taskgroup is a group of employees who have similar work or task –
reporting requirements
 Three types of task reporting
o Without task data
o Task template reporting
o Task profile reporting
 Taskgroups identify the default time reporting template, task template,
and task profiles that are valid for members of the taskgroup
 Some organizations refer to taskgroups as labor classes or labor class
rate groups
 Task: attributes of reported time such as department, product or
project – that defines how or where time was spent
 Task template you specify which task entities you want members of a
taskgroup to report their time to (i.E. Company , department , project)
 Task profile “fill in the blanks “ for a task template. If used, a time
reporter task related fields will be completed automatically with the values
in the task profile

Schedule
· Main goal is to communicate work expectations to time reporters
· Facilitates the planning and compensation of time
· Compulsory for exception employees, optional for positive time reporters
· Provides scheduled information that time administration uses to create
payable time for exception reporters
· Can create automated schedule calendars
· Ability to accept schedules that have been created outside of the system,
either from a third-party workforce scheduling system or another source

Steps in creating A schedule calendar

· Create shifts - shifts are the most basic building blocks of work schedules
and are used to create workdays. You can create elapsed, flex, and punch
shifts
· Create workdays - daily work pattern built with shifts. In most cases one
shift = one workday
· Create schedule templates - schedule templates are sequential patterns
of workdays and are used to build schedule definitions
· Create schedule definitions- schedule definitions allow the user to specify
which template or combination of templates will be built into a schedule
calendar
· Build schedule calendars - schedule calendars show the scheduled work
hours over a period of time. The period varies depending on your
organization

Time Collection Devices

· Control over how you want the system to collect and send time related
information to and from your time collection devices
· TCD interface provides packaged integration points to:
o Collect clock and elapsed time from any TCD
o Send necessary setup data to these devices for reporting
· System supports scheduling, reporting, managing and applying rules to
TCD time
· You can create a separate group for TCD time reporters

Create Time Reporter Data

· You can create time & labor employee data in two places
o During the hiring process on time reporter link in job
o After an employee is hired on create time reporter data
· Workgroup and taskgroup are required fields
· You can also enter up to 5 rules

Security
· In addition to delivered PS security, time & labor offers group security
· Optional
· Ability to grant access to any/all fields on 6 records: employment, job,
personal data, schedule assignment, TL employee data and group
PayGroup
· Can assign security by group - permission list
· TL permission list security gives access to perform prior period
adjustments

Groups

· Flexible adhoc grouping function

· Time reporters must belong to one group
· Time reporters may belong to several groups simultaneously
· Can be independent of workgroups and taskgroups but don’t have to be
· Certain processes that use groups are security, mass time reporting,
group schedule assignment, approving time, time administration and
managing exceptions
· Group can be dynamic or static

Rules
· Rules templates delivered by PS
· Can create custom rules using SQL
· Some sample rules delivered:
o Daily Threshold .
o Period threshold
o Holiday Rule
o Guaranteed hours for non scheduled day
o Approval required
o Exceptions
o Default rule

Attendance Program
· Attendance tracking is an optional feature that allows you to track punch-
related attendance infractions such as
o reporting late for work
o leaving work early
o taking long lunches
o taking advantage of rounding rules
· The Attendance system
o reports user defined recommended actions when thresholds are met
o tracks a history of time reporter’s attendance habits
o assigns a point value to each infraction
o uses pre-defined actions or you can create your own

Rules Programs
· Group rules together in a sequence and give the whole group a name
· You would assign this rule program to the workgroup
· Rules have a priority to tell the time admin. Process the order in which to
execute the rules - rules with a shorter time frame should be processed
first
· Are the only method to assign attendance program to time reporters

Time Administration
· A facility to create payable time based on customer’s business rules by:
o creating rules using objects and templates
o building rules that warn of exception condition
o processing business rules which affect a time reporter’s earnings or
task information
o Generates payable time based upon time reported for positive time
reporters
o Generates payable time based on scheduled time for all time
reporters
o Calculates an estimate of gross payroll earnings for all Time & labor
earnings
o Validates comp and leave plan balances
· Two main components of the time administration
o Create rules - online tools that enable you to create, compile and
apply rules to reported or scheduled time
o Batch Processing - applies your rules to time reporter data and
generates payable time from reported or scheduled time

Integration With Payroll

· Steps for preparing and running a payroll
o Run the time admin. Process in Time and labor to calculate payable
time
o Load payable time into PS Payroll
o Run the payroll process and finalize the payroll run
o Extract data from payroll and send to Time and Labor
o Triggers the labor distribution and labor dilution process
Integration With PS Financials
· Integrate with PeopleSoft projects so you can accurately track the time
and labor-related costs of your projects
· Use commitment accounting functionality with task reporting to track
labor costs at the chartfield level
· Integrate with PeopleSoft mobile time and expense through PeopleSoft
expenses so that time reporters can enter time remotely
· Enable time reporters to report time to the business units and activities
defined in PeopleSoft enterprise performance management (EPM)

Setting New rules in Time Admin process:

This is from a document I created for my own reference. Sorry the formatting gets lost in this
forum. I have only modified custom rules that had been created before I started working
here, but maybe you can figure out how to add a new rule from this, too.

1) Set Up HRMS ? Install ? Product and Country Specific ? TL: General Settings
a) Uncheck ?Production Environment? (reply ?OK? to message pop-up) and Save
2) Set Up HRMS ? System Administration ? Utilities ? Build Time and Labor Rules
a) Copy SQL Objects
i) Choose SQL Object to be copied, enter new name, and run process
b) SQL Objects
i) Modify new SQL Object copied to in prior step:
(1) Go to ?Expression Text? tab
(2) Modify code
(3) Click ?Format Expression Text?
(4) Return
(5) Update description if appropriate
(6) Save
c) Copy Rules
i) Chose Rule to be copied, enter new name, and run process
d) Rules
i) Modify new Rule copied in prior step:
(1) Go to ?Define Rule Steps? tab
(2) Replace old SQL Object with new one
(3) Update description
(4) Save
(5) Click button with downward-pointing yellow arrow (Compile Rule)
(6) Return (?Saved? will briefly appear in upper right corner)
3) Set Up HRMS ? Product-Related ? Time and Labor ? Rules and Workgroups
a) Rule Programs
i) Go through list of Programs, using Next in List
ii) If old Rule is present on ?Program Details? tab:
(1) Insert new effective-dated Program
(2) Replace old Rule with new one
(3) Save
4) Set Up HRMS ? Install ? Product and Country Specific ? TL: General Settings
a) Check ?Production Environment? (reply ?OK? to message pop-up) and Save
To create a new rule
1 - SetUp HRMS - > Product Related - > Time and Labor -> Rules and Workgroups ->
Tample-Built Rules

2. Click on Add a New value. Select Template Type (EX Holiday) , Rule Template
(TMEPLATE070Holiday - Before and after)
3. Give new name for RuleID. hit ok. You will get a screen with template Header tab and
Holiday - Before and After tab
4. Hit Prompt for Time Period ID. Select Time period from the list
5. Click on Holiday -Before and After Tab (Rule Template tab)
This tab allows you enter explanation, update Rule Text , Modify conditions etc.,
6. To select Criteria for conditions, hit Prompt button, you will get TRC list Look Up.
7. for Result (Action) , hit Prompt for TRC (Time Reporting Code) under Result box
8. Select create from the drop list box of Create/Replace.
9. Hit Update Rule Text
10. Save the Rule.
Now this Rule can be used in new Rule Program or existing Rule program.

If you want to change/modify/customize a rule

1 - Open existing Rule . You will see two tabs. Define Rule HEader and Define Rule steps
2 - CLick Define Rule Steps - You see Step, Step Type and SQL Object ID on this window.
Here you can modify a rule step .
3 - Click on Rule SQL text. Here is where you see SQL for all Rule steps. You can modify
SQL for any rule step
4 - Once you modify SQL, Hit Compile Rule. If it is success , then save it.

You can directly go to Rule STEP and change SQL for that Rule step.
1- Hit on %SQL icon next to SQL Object ID you want to modify
2 - You will see SQL Object and Expression Text.
3 - Go to Expression Text to modify SQL
4. Save it.

Time Reporting Codes Overview:

As part of PeopleSoft Time and Labor set-up, an organization

determines how it will collect and record time. The Time Reporting
Code (TRC) is an element by which the system collects labor data,
hours, amounts, or units worked. TRCs are used to record time
entries in Time and Labor and are similar to today's pay codes. TRCs
can be based on amounts, units or hours. TRCs are mapped to
Payroll earnings codes and Absence Management takes.
Time Reporting Codes are assigned to TRC programs. A TRC
program is a collection of TRCs that are available to a time reporter.
TRC programs are attached to workgroups and determine which
TRCs are valid when time is reported.
Time Reporting Codes are in the timesheet and in payable time.
TRCs are viewable in the timesheet within the TRC drop-down list.
Some TRCs are "rules only" TRCs which will not be viewable in the
drop-down list to select by the employees or
supervisors/coordinators. However, there are some special "rules
only" TRC's that will be available to the supervisors/coordinators
because of specific circumstances, such as paying overtime for
employees with multiple job. The default TRC is 'blank.' If no TRC is
selected when time is submitted, the 'blank' TRC defaults to REG00
for classified and academic hourly or REG01 for students and grad
assistant hourly in payable time.
Supervisors and payroll coordinators will see a larger list of TRCs in
the timesheet than employees. Employees will only see TRCs which
are assigned to their workgroup and respective TRC program. The
supervisors and payroll coordinators will also only see the TRCs that
are applicable to their employees. TRC programs by workgroups will
be discussed later in this procedure.
The examples below show an employee view of TRCs in timesheet
and the supervisor/payroll coordinator for the same
employee/workgroup.
As supervisors and payroll coordinators approve time for processing
in payroll, they will also see Time Reporting Codes in payable time.
TRCs will appear in payable time which are not included in the
timesheet TRC drop-down list. This is because some TRCs are set-up
as "Rules only" TRCs. For example, the employee, supervisor, or
payroll coordinator will not see night differential for FLSA nonexempt
employees TRCs in the timesheet TRC drop-down list, yet the TRCs
will appear in payable time. This is because night differential TRCs
are "rules only" TRCs. For instance, if an FLSA nonexempt employee
works during qualifying time for night differential, as Time
Administration processes the day's time, rules within Time Admin
will calculate night differential for the period.
Example of TRCs in payable time.

Time Reporting Codes by workgroups

TRCs are grouped into TRC programs, and TRC programs are
assigned to workgroups. Each employee is assigned to a workgroup.
Thus, when an employee looks at the timesheet TRC drop-down list,
the employee sees only those TRCs which are available for him/her
to use.
To view the timesheet Time Reporting codes which are available for
a particular workgroup, open the linked spreadsheet and use the
filter for "Common Group Name."
Main Tables used in T&L

Top 6 tables in Peoplesoft Time and Labor

TL_EMPL_DATA

Maps data between EMPLID and T&L parameters like Workgroup, Taskgroup and Time
Reporter Status.
The PS_JOB of Time and Labor.
Keys: EMPLID, EMPL_RCD, EFFDT.
Used to find the Workgroup, Taskgroup, Active status, Time Reporter Type, Timezone
etc. of an employee.
Found under the Enroll Time Reporters component.
Needs to be in sync with PS_JOB data.

TL_RPTD_TIME

The single most important transaction table in Time and Labor.

Holds all data regarding the time reported by employees.
Key: EMPLID, EMPL_RCD, DUR and SEQ_NBR.
Both Punch and Elapsed data reside in this table – distinguished by the PUNCH_TYPE
field.
Other important fields – TRC, TL_QUANTITY, RT_SOURCE.
Has an audit table – AUDIT_TLRPTTIME.
Final target table of the timesheet component.

TL_PAYABLE_TIME

Contains final processed time ready to be sent to a Payroll System.

Output of the Time Administration process and has the TL_RPTD_TIME as the source.
Keys: EMPLID, EMPL_RCD, DUR, SEQ_NBR.
Other important fields – TRC, TL_QUANTITY, PAYABLE_STATUS,
PAYROLL_REQ_NUM.
To be used for custom reports and interfaces requiring to take the final output in Time and
Labor.

TL_TR_STATUS

Table used by the Time Administration process to determine the employees to be

processed.
Not externalised through any component – updated by the Time Administration process
and Peoplecode in various components including timesheet.
Keys – EMPLID, EMPL_RCD.
Other important fields – EARLIEST_CHGDT, TA_STATUS.

TL_IPT

Intermediary Payable Time tables – IPT tables are the most important temporary tables in
Time Administration processing.
Data from reported time and scheduling tables are populated in TL_IPT1.
Extensively used by almost all T&L rules where data is transferred from one IPT table to
another for rule processing.
TL_PAYABLE_TIME data is populated from TL_IPT1 table at the end of rule
processing.
TL_EXCEPTION

Transaction table containing the details of all exceptions that are generated.
Exception_Status field tells whether the exception is resolved (R), unresolved (U) ,
allowed (A) or changed (A).
All exceptions with an ‘Archive’ flag on will remain in the TL_EXCEPTION table after
the exception is resolved.
All High Severity exceptions will have to be resolved for payable time to be generated.
User Exits in Time and Labor

THURSDAY, FEBRUARY 11, 2010

Question:

how to use user exits in TL rules?Hi, We are planning to use User

Exits in T & L. This is what we did:Added a section in TL_TA_RULES
AE prgram - Test01Then in Rule ID creation we used user exits -
Test01 mapped to AE section - Test01. Now in the rule program we
are not able to find this RULE ID. So how will this Peoplecode Rule ID
be triggered if we are not able to attach it in the Rule Program? Are
we missing something here?Please suggest.

Answer:

In Time and Labor, there are 4 different ways to create TL Rules.

One of them is by using User Exit.

What is a User Exit?

Time and Labor User Exits are simply rules that you develop outside
of the Time andLabor rules interface. Instead of compiling a rule to
create an AE section, you create theAE section first, and then
perform a few additional steps to register the section as a rulein
Time and Labor.
One of the main reason to use User Exit in TL is to exploit the rich
benefits the App Engine Programming Offers which is
basicallyPeopleCode. Also, you would prefer it, if you are
expert/comfortable in AE programming; Whenever any program is
processed, you would want some log activity put in Process Monitor
message log files, so you can also include this in User Exit. when
you build rules through other online tools methid, there is no log
activity for the rule you develop.
When you write user exits, you must add AE sections to the AE
program TL_TA_RULES. You can use all the AE constructs supported
by PeopleTools (SQL, PeopleCode, looping constructs like Do When,
Do While, and so on).

Steps to create user exit:1.Create an Application Engine section with

steps and actions to process the rule.Open TL_TA_RULES in
Application Designer, and insert a new section and add your rule
logic using SQL, PeopleCode, looping constructs like Do When, Do
While etc. You must have the Public Access Checked on the section
name as shown below:If this option is NOT selected, Time
Administration will end abnormally with a message indicating that
the rule does not allow access.

2. Define the AE Section in Time and Labor.Select Set Up HRMS,

Product Related, Time and Labor, Validation Criteria, AE Section
Definition. Here you add a new value, and enter the AE section as a
User Exit.
3. Create the rule definition.Select set Up HRMS, System
Administration, Utilities, Build Time and Labor Rules, Rules. Add a
new value, and make sure to check the User Exit checkbox. The AE
Section Name field must match the actual section name for the rule.

4. Add the rule to a rule program.Add the rule to a rule program.

During Migration of TL Rules:If you have written user-exit rules, you

will need to include those AE Sections along with AE Steps from AE
program: TL_TA_RULES in a project to be exported/imported
(copied).
PeopleSoft Benefits Administration Process:

PeopleSoft Benefits Administration Process:

Let’s talk about Ben Admin Process at high-level. We know that that are different phases to process
Ben Admin.

The PeopleSoft Benefits Administration application is used to manage employee benefits. The process
is designed to automate all aspects of benefit processing. It is a four phase process that determines
population, determines benefit program eligibility, prepares enrollment options, and validates and loads
elections. The information entered and processed in Benefits Administration automatically updates the
Base Benefits tables.
FOUR PHASES OF THE BENEFITS ADMINISTRATION PROCESS:

1. Determine Population:

The system determines processing based on the population selected. Benefits Administration can be
programmed to look at a particular company, benefits program, or a particular group of individuals. You
can use BAS GROUP ID, which determines the participants for an Event Maintenance or Open
Enrollment schedule. In the Open Enrollment process, you must define and associate an Open
Enrollment Definition ID with the schedule.

2. Scheduling and Program Assignment

The system evaluates information in HRMS against the eligibility rules to determine which benefit
program an employee is eligible to participate.

During the process, the application assigns events to a BAS processing schedule. And the scheduled
events are then assigned to benefit programs.

3. Prepare Options
After determining the proper Benefit Program, the Ben Admin process opens up the plan options
available to the employee based on the benefit program and eligibility rules for data entry. It will
generate an enrollment form for an employee with only the plan options in which an employee is
eligible to participate. When a participant’s enrollment statement in printed, the process status is
updated from PR to Notified (NT)
4. Validate and Load Elections
The system validates the changes and loads updated election information. It evaluates and loads
election entries based on event rules into the Base benefit tables. If the process runs successfully, its
status changes to Finalized/Enrolled (FE). It will generate a confirmation statement which are printed
and mailed to participant assigned with FE status.
You would do a third run, for which the BAS process finalizes investment elections for participants who
submitted incomplete or incorrect enrollment statements. In case of any errors, the Election Error (EE)
process status is displayed. Errors may occur due to an incomplete rule setup, inconsistent HR data,
or an invalid election entry by the employee. Events are assigned a process status for each run, which
enables you to determine the status and correct the errors. Run the BAS process again after reviewing
and correcting any errors.
Benefits Administration Introduction

When you buy Oracle's PeopleSoft Enterprise Human Capital Management Application,
you can license different Products with it. If you are licensed only for Human Resource,
this would includeBase Benefits module. With Base Benefits, you can process employees
benefits through manual process. If you need automated process, then you would need to
license forBenefits Adminstration Product and have it selected under Installation Table as
shown below:

With Base Benefits:

Benefits Supervisor must manually determines eligibility, assigns benefit program and
enrolls/terminates/changes enrollments in Base Benefits for an employee.
With Ben Admin:
PeopleSoft Ben Admin process automatically determines eligibility, assigns benefit program and
enrolls/terminates/changes enrollments in Base Benefits.

Benefits Administration builds upon Base Benefits Functionality. This means that, you must first setup
all relevant tables in Base Benefits; This enables you to link eligblity and event processing rules to your
benefit programs , plan types and benefit plan options.

What is Benefits Administration?

1. Benefits Administration allows you to manage your benefit enrollment activity through automated
processes.

For example, with BenAdmin, when you Hire an employees, this will be processed through the benefits
enrollment process automatically based on the BenAdmin specific rules that were defined in the set-
up.

If you had Base Benefits, the enrollment process would have been done manually.

2. These processes are rules-driven based on specific setup.

3. Rules are triggered by changes to an employee’s benefits related fields

So, What is the Benefits Administration (BAS) process?

The process that enrolls employees in benefit programs and updates the Base Benefits tables with any
new election information.

There are different stages in BAS Process like Schedule population, determine program eligibility, and
prepare options, generate enrollment forms, enter data, validate and load elections, and issue
confirmation statements. We will learn them in detail in next posts...
Posted by Help Urself at 8:02 AM
Labels: What is Ben Admin

1 comment:

VIJAYAugust 7, 2009 at 11:07 PM

When you hire an employee and if you had Ben Admin setup, how does PS know in which Benifit program
the employee has to be enrolled? Do you have any fields on the job page to enter the ben policy so as to
process this employee? thanks

PeopleSoft Benefit Administration Business Flow

and Tables
• Benefits Administration Is:

– An Automated Eligibility Processing System

– Delivered by PeopleSoft

– Driven by Tables and Rules

– Based on Employee Data

• Ben Admin is Driven By:

– Tables And Rules

– These Include

• Deduction Tables

• Benefit Plan Tables

• Geographic Location Tables

• Benefit Program Tables

• Eligibility Rules
 • Event Rules

• Calculation Rules

• Ben Admin Utilizes

– Data from Employee Records

• Personal Data

• Job Data

• Employment Data

– This data helps Ben Admin determine eligibility for various benefit options

• Ben Admin Eligibility Rules

– Benefits for US Employees is primarily driven by:

• Employees Date of Birth

• Home Address

• Work Location

• Company & Paygroup combination

• Employee Class

• Eligibility Configuration 1,2, & 3

– By setting a unique combination of these values, Ben Admin is able to offer

employees the appropriate set of benefits options.
• Ben Admin Event Classes

– Event Class, is a way of equating actions on Job to Benefits eligibility

events and guaranteeing that they will perform in a certain fashion each
time

– Event Classes have

• 1:1 correlation from job in some cases

• Default class if no 1:1 correlation

• Open Enrollment event class

• Ben Admin Event Classes

– Examples of Events that have a 1:1 Correlation

• Hire Action = HIR Event

• Family Status Change Action = FSC Event

• Transfer Action = XFR Event

• Termination Action = TER Event

• Retirement Action = RET Event

– There are others that are 1:1 as well

• Ben Admin Event Classes

– If there is no event class that matches the action on Job, Ben Admin
assigns it to the default event class, MSC, or Miscellaneous
 – Each event class is assigned to a set of rules

• Ben Admin Event Rules

– Event Rules Define

• The Options that are available to the employee for a particular type
of event

• Family Status Changes don’t allow the employee to change

their medical or dental plan

• Transfer events allow the employee to change medical

and/or dental plans

• What are Benefit Programs

– A Benefit Program is a collection of benefits options that a particular

segment of the population is eligible to receive.

• US Benefit programs are primarily driven by Employee Class

• The Working Tables

– Ben Admin does all its work in 6 major tables

• BAS_Partic

• BAS_Partic_Plan

• BAS_Partic_Option

• BAS_Partic_Dependent

• BAS_Partic_Cost
 • BAS_Partic_Invest

– These are viewable as the Employee Event Summary panel group in

Administer Automated Benefits

– BAS = Benefits Admin System

Bas Partic


 Contains the high level keys for the whole bas partic structure


 EmplID, Benefit Program, Event Class


 The relevant job info


 Various date features


 Overall status of the event

Bas Partic Plan

• Primarily the repository of the employee’s current benefit elections

• The benefit plans that the employee had coming into this event
 • Where the changes to benefit plans are recorded

Bas Partic Option

• Table that stores all the options for each plan type that the employee is eligible for
in their benefit program

Bas Partic Cost

• Contains all the costs associated with each option that Ben Admin has calculated
in the Bas Partic Option section of the table

• Contains per pay period information as well as annual amounts

Bas Partic Dependent

• Table that stores the enrolled dependents for medical and/or dental by plan type

• Stores beneficiary designations for Life Insurance elections

Bas Partic Investment

• This records investment options for savings type plans (401(k))

Ben Admin Base Tables

• Once Ben Admin is complete with an event (i.e. Finalized), it copies the plan
election and dependent info to the BASE (i.e. posting tables)

• Once the elections are in these BASE tables, Payroll and others are able to view
the employees elections

Benefits Administration

• The Posting Tables (Base Tables)

 – Employees Elections are recorded in the following tables:

• Health Benefits

– Health Dependent

• Life & AD&D Benefits

– Life & ADD Beneficiary

• Disability Benefits

• FSA Benefits

• Savings Plans

– These tables are viewable under the Use menu in Administer Base Benefits

PeopleSoft Benefit Rate Type Table

SATURDAY, FEBRUARY 20, 2010

Question:

We are on PeopleSoft version below 9.0 and we have seen that All benefit rate data like
Flat Rate table, Age Graded table etc are consolidated into one table i.e Benefit Rate Type
Table;

We use the PROV_COVRG_RATE field in order to establish the total amount that is paid to
an insurance provider and back into the administration fees.

we used to use PROV_COVRG_RATE field under Flat-Rate table in 8.8 (also available in 8.9)
, where or how do I use it in on HR 9.0 or in 9.1?

Answer:

All benefit rate data is consolidated into a single common structure. The individual Age-
Graded, Flat, Salary-Percent and Service tables will be dropped, and all rate data migrated
to the new Benefit Rate Tables. This refers to AGE_COVG_TBL, FLAT_RATE_TBL,
SALARY_RATE_TBL and AGE_RATE_TBL are being replaced by BN_RATE_TBL and
BN_RATE_DATA.

The new Ben Rate Table provides the flexibility for the user to define different rates
including Provider Rates if they choose to do so. Below Screen shots would provide you
some idea:

Let's take an example:

Employee Amt: 60.00 Employer Amt: 40.00 Provider Amt: 99.00

In this example, the total deduction amount (non-tax and before-tax) is not paid to the
provider. The difference (in this example $1) is kept by the employer as an internal
administration fee.
It is used in a custom report process that calculates vendor insurance premiums.”

Here’s the screen shot of Flat Rate Table (in PS version 8.8 or 8.9) showing the Provider
Amount:
How It Can Work in 9.0 and above:

The different Rate Tables of 8.8 or 8.9 are lumped into 1 component in 9.0 and above,
differentiating them by Benefit Rate Type in new Benefit Rate Table
In this case, need to define Flat Rate. Using same example from 8.8, here’s 9.0/9.1
counterpart.

what’s missing is the previous Provider Rate of 99.0. This can easily be defined in 9.0 and
above by using same component with Benefit Type of Flat Rate as illustrated below with
Employee Rate of 99.0:

To access the Employee Rate above that is defined as Provider Rate, use Record
PS_BN_RATE_DATA field BN_EMPL_RATE.

To access the Employee and Employer Rate for ‘RT1’:

SELECT
,E.BN_EMPL_RATE
,E.BN_EMPLR_RATE
FROM PS_BN_RATE_DATA E
WHERE E.RATE_TBL_ID IN (’RT1’,’RT1P’)
AND (E.EFFDT=
(SELECT MAX(E1.EFFDT)
FROM PS_BN_RATE_DATA E1
WHERE E1.RATE_TBL_ID=E.RATE_TBL_ID
AND E1.EFFDT <= current date or whatever effective date required)

Then in your SQR or batch program, add logic to match up Employee/Employer Rates to
the corresponding provider rate, e.g.:

IF RATE-TBL-ID = ‘RT1’
THEN TOTAL-DEDUCTION = BN-EMPL-RATE + BN-EMPLR-RT

IF RATE-TBL-ID = ‘RT1P’
THEN PROV-COVRG-RATE = BN-EMPL-RATE

CO-ADMIN-FEE = TOTAL-DEDUCTION - PROV-COVRG-RATE

Or if you have naming convention schema for RATE_TBL_ID’s between the

Employee/Employer Rates and Provider Rates, e.g. 1st 3 characters of the RATE_TBL_ID
match, then you can join or add it in the program instead of hard coding it in the program.
You can also use the Benefit Rate Type to identify Coverage Provider Rates, e.g.:

When defining the Coverage Provider Rate, use the new Provider Rate Type just created:
To extract Provider Rate Types from table and corresponding Provider Rate:

SELECT
,R.RATE_TYPE
,P.BN_EMPL_RATE
FROM PS_BN_RATE_DATA P
, PS_BN_RATE_TBL R
WHERE P.RATE_TBL_ID = R.RATE_TBL_ID
AND (P.EFFDT=
(SELECT MAX(P1.EFFDT)
FROM PS_BN_RATE_DATA P1
WHERE P1.RATE_TBL_ID=P.RATE_TBL_ID
AND P1.EFFDT <= current date or whatever effective date required)
AND P.EFFDT = R.EFFDT

In batch program, add the logic to match up the Provider Coverage Rate to its
corresponding Employee/Employer Rates. In our example the Rate Table ID ‘RT1P’ Rate
Type ‘RT1’ in Benefits Rate Table matches with Rate Table ID ‘RT1P’. Hence you can create
a schema where the Provider’s Rate Type matches with the corresponding Rate Table ID of
Employee/Employer Rate in Benefits Rate Table.

Another option is to have one Provider Rate Type that applies to multiple
Employee/Employer Rates, e.g. Benefit Rate with Rate Type of ‘RT1’ contains the Provider
Coverage Rate for Benefit Rate ID’s ‘RT1’, ‘RT2’ and ‘RT3’.

Posted by Help Urself at 12:24 PM , 3 comments

Labels: Benefits, PeopleSoft Benefit Rate Type Table
PeopleSoft PeopleBooks

THURSDAY, FEBRUARY 11, 2010

Question:

Where can i find Documenation like PeopleBooks related to

PeopleSoft?

Answer:

Check the below link that would give you links to PeopleBooks for
PeopleSoft Application 9.0, 8.x versionsand PeopleTools 8.4x

PeopleSoft PeopleBooks

PeopleSoft 9.1 PeopleBooks

Posted by Help Urself at 11:33 AM , 0 comments

Labels: Benefits, Human Resource, Payroll, PeopleSoft PeopleBooks, PeopleTools, Time and Labor
PeopleSoft Benefits Administration

WEDNESDAY, FEBRUARY 10, 2010

Question:

I'd like to learn PeopleSoft Benefits Administration step by step. Are

there any online tutorials?

Answer:
if you are looking for PeopleSoft Benefits Administration training ,
here's a site that has step by step tutorials:

Check here PeopleSoft Benefits Administration

Posted by Help Urself at 7:39 PM , 0 comments

Labels: Benefits, PeopleSoft Benefits Administration
Calculating Life Imputed Income

Question:

How does PeopleSoft calculate the imputed income on group term

life? Is the $50,000 limit on a table or is it part of the payroll
calculation process (COBOL)?

Answer:

Let's try to understand what is Imputed Income when tied to Group-

Term Life Insurance?

Imputed income is like a conceptual income.The value of the first

50,000 USD of group-term life insurance that a employer provides to
a U.S. employee is not considered taxable income. The value of
coverage in excess of 50,000 USD (computed according to Internal
Revenue Service [IRS] regulations) minus premiums that the
employee pays with after-tax dollars, is considered taxable income
and is subject to social security and Medicare taxes. Although you
must report the amount as taxable income on the employee’s Form
W-2, the value of excess group-term life insurance coverage is not
subject to federal income tax withholding.

i.e. premium amounts for life insurance in excess of $50,000 in

coverage are considered taxable income. This conceptual income is
added to the employee’s gross wages, and the employee is taxed on
this amount.

For Example:

If an employee who makes 40,000 USD a year is enrolled in a group

term life benefit plan of two times salary, that employee receives
80,000 USD in life insurance. The premium amount for this excess
30,000 USD is considered taxable compensation. The value of this
excess group term life insurance premium is considered imputed
income.

To calculate imputed income for all group-term life plans (except

dependent life) the system performs the following processes when
you run the Pay Calculation COBOL SQL process (PSPPYRUN):

1. Determines the total life insurace coverage for the employee,

including both employer and employee paid coverage for all plans in
which the employee is enrolled.

2. Substracts $50,000.00 from the total coverage (i.e. first

50,000.00 is not taxable per IRS). if the resulting amount is greater
than Zero, then the cost of the coverage for that amount is
considered taxable. PeopleSoft Payroll will use this cost to calculate
the Imputed Income.
3. Uses the IRS Uniform Premium table. the data for this table is
stored on the IRS Age Graded Rate table in the Benefit Rate (IRS as
the Rate Table ID in Version 9.0). This table is maintained by
PeopleSoft, and should not be changed .The age is based on the age
as of December 31 of the year in which the benefit is taxable. There
is no need to enter the IRS rate table in the Benefit Deduction
Program table, because the system uses it automatically.

4. Substracts any employee paid after-tax constributions to the

coverage. The resulting amount is considered taxable. This is the
amount that will be added to the Employee's taxable gross.

IRS Uniform Premium table:

Example of Imputed Income Calculation:

An employee might be liable for imputed income, even if there is no
employer contribution on all of the life insurance plans. If the
employee has more than one type of life coverage, the system
calculates imputed income in an iterative manner.

For example, Robert, age 60, has basic life (employer- and
employee-paid) and supplemental life (employee-paid):

Plan
Description Coverage Premium
Type

Employer-paid premium: 49
USD

20 Life 150,000 USD Employee-paid premium:

10 USD

Employer-paid premium: 0
USD
Supplemental
21
life
200,000 USD Employee-paid premium:
100 USD
Robert is paid monthly. The following illustrates how the system
calculates Robert’s paycheck deductions:

The system calculates the basic life plan:

1. Determine the total coverage for basic life: 150,000 USD

2. Calculate the amount that is subject to imputed income by

subtracting 50,000 USD from the total coverage:

3. 150,000 USD – 50,000 USD = 100,000 USD subject to imputed

income.

4. Apply the IRS Uniform Premium table.

Robert is 60 years old. In this age bracket, the Uniform Premium

table calls for a calculation of 1.17 USD per month per 1,000USD of
coverage: 100,000 USD / 1,000 USD x 1.17 USD = 117.00 USD

5. Subtract employee-paid, after-tax contributions to the coverage:

6. 117 USD – 10 USD = 107 USD taxable benefit.

7. The system calculates the supplemental life plan:

8. Determine the total coverage:

9. 150,000 USD basic life + 200,000 USD supplemental life =
350,000 USD total coverage.

10. Subtract 50,000 USD from the total coverage to determine the
imputed income:

11. 350,000 USD – 50,000 USD = 300,000 USD subject to imputed

income.

12. Apply the IRS Uniform Premium table.

13. Robert’s age of 60 calls for a calculation of 1.17 USD per 1,000
USD of coverage.

14. 300,000 USD / 1,000 USD x 1.17 USD = 351.00 USD.

15. Subtract employee-paid, after-tax contributions to the coverage

16. 351 USD – 110 USD = 241 USD total taxable benefit.

17. The system subtracts the initial 107 USD taxable benefit for
basic life from the 241 USD total taxable benefit to determine the
supplemental life taxable benefit:

v18. 241 USD – 107 USD = 134.00 USD.

19. Robert’s Paycheck Deduction record displays:

 Tax
Plan Amount
Class
Type

Life After-Tax 10 USD

Nontaxable
Life 49 USD
Benefit

Life Taxable Benefit 107 USD

Supp
After-Tax 100 USD
(supplemental)

Supp Taxable Benefit 134 USD

Where is the 50,000 Limit coming from? is it in a table or in the
process itself?

Well, if you look at the PSPDCLIF.cbl (part of Pay Calc Process),

here's where the limit amount is taken into consideration. It is hard
coded in the Cobol Program.

Posted by Help Urself at 7:18 PM , 0 comments

Labels: Benefits, Group Term Life Insurance - Imputed Income
Absence Management Setup

Question:

I am trying to understand complete setup required for Absence

Management to work for Employee /Manager self service to work.
Any info will be gretly appreciated.

Answer:
You can use PeopleSoft Delivered Setup Manager to generate a list
of setups required here.

Setup Manager is a tool that helps you implement PeopleSoft

applications by using a project and predefined tasks to produce a
setup task list that is specific to your implementation project.

Here's a short level of information on how to use Setup Manager to

generate a list of setup tasks required for Absence Management
Product:

Navigate to PeopleTools -> Setup Manager

Click on Manage Implementation Projects Link:

Click on Products Button:

Select Absence Management and you can click on the link to further
deselect the product features list. By default 10 of 10 are selected.
Click on View Summary:
Click on Save Button
Click on Generate Setup Tasks button.
A process is submitted to Process Scheduler. Once it is completed,
you can click on View Setup Tasks:

once the list is generated, you can download the list into Excel
Spreadsheet:
Posted by Help Urself at 3:29 PM , 0 comments
Labels: Absence Management Setup, Benefits, Setup Manager
'Salary replacement percentage' in disability plans

Question:

Can anyone let me know what's the significance of salary

replacement percentage field in disability plans?If employee is to be
paid a percentage of salary during disability period, will this field
play any role or how can it be achieved in NA payroll?

Answer:

Premiums are based on employee salary or covered salary,

whichever is lower.Covered Salary = Maximum Monthly Benefit ÷
Salary Replacement Percentage.

So if a vendor like Liberty Mutual for example has a plan that

provides a salary replacement value up to 50% of your annual base
compensation, with a monthly maximum of $7,500.00 , you will
setup that in your LTD Plan in Base Benefits Table.

In order to calculate the premium that needs to be deducted from

EE who enrolled into this plan, Rate tables must be setup for this
plan.

Let's assume that, EE monthly salary is 10,000.00. The benefit

amount is 50 percent of that. Because the benefit amount is less
than the maximum monthly benefit (7500.00) , 50 percent of salary
is used to calculate the premium.

if .4 is the rate per hundred, then ($10,000 ÷ 100) × .4 × 12 =

$480...This will be the annual premium.

If the Monthly Salary is 20,000.00 and the max benefit amount

would be $7,500.00 , because the Salary replacement percentage of
50% which is (50% of 20,000K) is exceeding the max limit of
7500.00; the calculated base for premium amount would be 15k
only;

($15,000 ÷ 100) × .4 × 12 = $720...This will be the annual

premium.

Important Tables in TAM

THURSDAY, OCTOBER 25, 2012

If you are working on a TAM project or have implemented Talent Acquisition Management
in PeopleSoft , at times you may be required to query for different Applicant data; There
are many tables in TAM and having to know the most important ones will always come in
handy.

Below are the some important TAM Tables that would be used in queries. One thing to
note, you will be required to join multiple tables if you are looking to get good amount of
data the spans different information.

Table Name Description

PS_HRS_APP_ADDRESS Applicant Address

PS_HRS_APP_ANSWER Applicant Answers to Questionaire
Gives Applicant Info on what job applied - what date,
PS_HRS_APP_APLC_VW
status etc
PS_HRS_APP_EMAIL Applcant Email Info
PS_HRS_APP_ITEMS Profile Content Items in an Applicant's application.
PS_HRS_APP_JOPSCRN Applicant Job Opening Screening Process
PS_HRS_APP_LOGIN Applicant Career Site Login Info
PS_HRS_APP_NAMES Applicant Names
PS_HRS_APP_PHONE Applicant Phone info
PS_HRS_APP_PROFILE Applicant Data..has HRS_PERSON_ID, APPLID, EMPLID
PS_HRS_APP_PSCRANS Applicant screening info
PS_HRS_APP_PSCREEN Applicant Prescreeing info
PS_HRS_APP_REF Applicant References Information
PS_HRS_APP_RES Applicant Resume
PS_HRS_APP_RTE Applicant Routing
PS_HRS_APP_RTE_DTL Applicant Routing Details
PS_HRS_APP_STS Applicant Status
PS_HRS_APP_WRK_EXP Applicant Work Exp
PS_HRS_APPLICANT Applicant Details
PS_HRS_CONTACT Company Contact Details
PS_HRS_INT_SCHED Interview panel for an applicant
PS_HRS_JO_DSC_TYP JO Posting Details
PS_HRS_JO_I JO info - recruiter id, manager id, creator id--good info
PS_HRS_JO_PST_LIB JO Posting Description Library
PS_HRS_JO_RCTR_RL JO Recruiter Roles
PS_HRS_JOB_OPENING JOB OPENING Details
PS_HRS_LOCATION Interview Location Details
PS_HRS_OFFER Offer Details
PS_HRS_RCM_INT Interview timings for an applicant and other details
PS_HRS_RCMNT Has Applicant Person ID and Job Opening (interface table)
PS_HRS_RCMNT_I Has Applicant Person ID and Job Opening (interface table)
PS_HRS_STS_INT_I Interview Status Details
PS_HRS_STS_JO_I Status Codes , Details on a Job Opening
PS_HRS_STS_REC_I Recruitment Status
PS_PT_WF_NOTFY_TBL Info on for all notification emails sent from HRS REC

Posted by Help Urself at 7:26 PM , 0 comments

Labels: Human Resource, Recruitment Tables, TAM Tables
How does PeopleSoft Calculate Hourly Rate

TUESDAY, JUNE 12, 2012

How does PeopleSoft Calculate Hourly Rate:

In PeopleSoft HCM, we define Frequency ID’s that are defined on the Frequency table,
that are used for many different purposes, but one of the usage of Frequency ID is to
convert compensation calculations from one frequency to another.

Each Frequency ID that is defined is associated with a Annualization Factor. Frequency

Annualization Factor is the number of periods in one year for the frequency ID. For
example, a standard monthly frequency has the Annualization factor of 12.

If you hire a Salaried Employee and provide a compensation rate with Annual
Frequency, how does PeopleSoft Calculate the Hourly Rate? What logic will it use in
converting the Annual Amount to Hourly Amount? We can take an Example of a
Salaried Employee who has a Compensation Rate of 6000.00 USD with a Monthly
Frequency.

PeopleSoft uses the below formula for Compensation Conversion Using Frequency:

Annual compensation rate / job standard hours’ × frequency factor of standard work
period.

First the system annualizes the Comp Rate for the given frequency, then for the
Annualized Rate, the system applies the above formula.

For monthly compensation of 6000.00 USD, it is first converted to Annualized rate, by

applying the Annualization factor of 12. This would become 72,000.00 USD.

Next comes the Job Standard hour for the work period. If the standard work period
defined is as ‘W’ (Weekly, with annualization factor of 52), and for this work period, if
the standard hours are defined as 40, then the above formula would be:

Hourly Rate:

= 72,000.00 / (40 * 52)

= 72,000 / (2080)

= 34.615385
Posted by Help Urself at 1:09 PM , 0 comments
Labels: Human Resource, PeopleSoft Hourly Rate
How to delete a Job Opening?

TUESDAY, MAY 11, 2010

Question:

How to deal with PeopleSoft Job Opening Ids are on Pending Status which had some
approval path issue? or what is the best approach to delete that old Job Opening ID.

Answer:

In PeopleSoft, there is no direct "Delete" option available for Job Openings. The best
practice is to "Data Archiving" process to archive the same.

Steps to Data Archive a old Job Opening or a Job Opening which is in “Pending Approval”
status (Since you want to delete a pending job opening)

1). Create a new query of type ARCHIVE . Here you can select a new record of
PS_HRS_JOB_OPENING and select one field HRS_JOB_OPENING_ID..name it DELETE_JO.This
query will have a prompt field HRS_JOB_OPENING_ID whichever you want.

2). Goto PeopleTools > Data Archive Manager > Manage Archive Templates. Create a new
Template. Select base object and archive object as HRS_JOB_OPENING. Select query name
DELETE_JO as the new query you create with a prompt field. Save the template.

3). Go to PeopleTools > Data Archive Manager > Archive data to History. Select the newly
created template. Use 'Selection' and Query as the new query created. Click on Define
Binds. Select 'Reset Query Bind Variables' and enter the Job Opening ID to be deleted
based on how your query is setup. Save and run the process.

This process adds all relevant PeopleSoft JO into PS_HRS_JOBOPEN_HST Table.

4). After running the selection process, now run the process using 'Delete' option

This will delete that particular Job Opening.

if you do not want to use the above option..here are the tables that you use to delete the
PeopleSoft Talent Acquisition Job OPening:

Records
HRS_JOB_OPENING
HRS_G_JO_PRI
HRS_JO2_LNG
HRS_JOBINDX_CTL
HRS_JOPSTDS_LNG
HRS_JO_ANS
HRS_JO_APRV
HRS_JO_APRV_STS
HRS_JO_ATCH
HRS_JO_ATCH_LNG
HRS_JO_EDUC_EXP
HRS_JO_EXP
HRS_JO_EXP_LNG
HRS_JO_HJ_HIST
HRS_JO_ITEMS
HRS_JO_LNG
HRS_JO_LOC
HRS_JO_LOC_AREA
HRS_JO_NAME
HRS_JO_NOTE
HRS_JO_NOTE_LNG
HRS_JO_OE_EVAL
HRS_JO_POSN
HRS_JO_POSTING
HRS_JO_PROFILE
HRS_JO_PST_DSCR
HRS_JO_PST_DST
HRS_JO_PST_LNG
HRS_JO_QSTN
HRS_JO_RPL
HRS_JO_RQMT
HRS_JO_STS
HRS_JO_TEAM
HRS_PSTDSCR_LNG
HRS_SCR_HIST

Hope this helps

Posted by Help Urself at 3:35 PM , 1 comments

Labels: Deleting a PeopleSoft TAM Job Opening;, Human Resource
PeopleSoft PeopleBooks

THURSDAY, FEBRUARY 11, 2010

Question:

Where can i find Documenation like PeopleBooks related to

PeopleSoft?

Answer:

Check the below link that would give you links to PeopleBooks for
PeopleSoft Application 9.0, 8.x versionsand PeopleTools 8.4x
PeopleSoft PeopleBooks

PeopleSoft 9.1 PeopleBooks

Posted by Help Urself at 11:33 AM , 0 comments

Labels: Benefits, Human Resource, Payroll, PeopleSoft PeopleBooks, PeopleTools, Time and Labor
TableSet Sharing in PeopleSoft

WEDNESDAY, FEBRUARY 10, 2010

Question:

What is SetID and how does TableSet Sharing works in PeopleSoft?

Answer:

Before we answer this question, we must try to understand the

basic type of tables in PeopleSoft.

In PeopleSoft, we store information in different type of Tables. These

tables serve as a repository to establish and maintain all of your
company's core data online. The different types of tables that we
are talking about are - Control Tables and Transaction Tables.Control
tables store information that defines the company's structure and
processing rules. Control tables are generally static; they change
only when you perform specific maintenance appropriate to changes
in your business policies, organizational structure, or processing
rules. Examples of Control Tables are - PS_DEPT_TBL (Department
Table), PS_LOCATION_TBL (Location Table) etcTransaction tables
store data about day-to-day business activities. These tables may
be updated more frequently than values in a control table. Examples
of such tables are: PS_JOB, PS_NAMES and PS_ADDRESSES etc.

Difference between Transaction and Control Table:

Most data recorded in control tables is stored by Table Set ID (also

called as SetID). Whenever your enter information in control table,
you must enter the SetID to establish the ownership of that
information. A grouping of data that is keyed by the same SetID is
called a TableSet.

Establishing your SETID(s) is one of the first steps in setting up your foundation table's
data within your system. The SETID table is a delivered PeopleSoft table used to label and
identify Tablesets. Setids allow Business Units the option of sharing or decentralizing data
in the control tables.

Once you've setup a SETID, you can create a Business Unit and link the setID to it. So,
when you create a business unit in the system, you must assign it a setID. The setID
determines which values in various control tables a business unit has access to. For
example, suppose you have created a business unit called ABCBU, the system required
you enter a setID. In this case you can enter TSTID as the setID for the business unit -
ABCBU.So, what is a Business Unit? In PeopleSoft, a Business Unit is an Operation area or
subset of an Organization. A business unit is an organizational entity which maintains its
own transaction data. Once you define business unit, you will have control tables data
that would represent for that business unit.
Definition of Tablesets and SetIDs:A TableSet is a
group of rows (set of data) in a control table that is
identified by the same high-level key. A setID is a
label (high-level key) that identifies a TableSet.
Tablesets and SetIDs are devices that enable you to
share - or restrict - information across business
units. For example, with TableSets and SetIDs you
can centralize redundant information such a
country codes while keeping information such as
departments and job codes decentralized. The
overall goal of TableSets and SetIDs is to minimize
data redundancy, maintain data consistency, and
reduce system maintenance tasks. The setID, or
additional primary key, is what enables the sharing
of control table information to take place across
business units.

You must define at least one TableSet/setID. The SETID key field is included on all control
tables

Record Groups:In order to share data among different business unit using TableSet
feature, all control tables are divided into Record Groups. So, we group control tables to
form something called as Record Groups. The control tables used by each of the HRMS
applications are grouped by function into record groups. A record group is a set of
logically and functionally related control tables and views. All tables in the same record
group will have the same key on each table.

Once you have created a SetID and Business Unit, you need to map a relationship
between this two using the record groups. With this you will determine which SetID you
want the system to access for each of the above delivered record groups for HR or PY for
each business unit. So, when you create a business unit, the system creates an entry in
the TableSet Control component for the business unit, populated with every record group
in the system, and associates with each record group the setID that you selected for the
business unit. For Example, if we have created a business unit as ABCBU and mapped
SetID as TSTID, at the TableSet Control component for ABCBU, it should have TSTID as the
SetID mapped to all available record groups
All of these values defaulted from the
business unit setup. Here you can
modify the mapping of SetID to each
individual record group, i.e. when you
want the business unit to have access to
the rows in other SetIDs for certain
record groups, change the default setID
to the appropriate setID.
So,based on this setups, when you open
a Transactional page like Job Data, and
you try to query any Control Table Based
prompt fields like Location, Department
or Job Code , you will get the results
based on the Business Unit and the
SetID Combination that was set in Set
Control Page. So for example, if you
have Location Table with 10 rows, 8 rows
had TSTID as the SetID and 2 rows with
USA01, and if you have ABCBU as the
business unit in the Job Page, you should
see 8 rows of Location Data when you
click on the Prompt Table of Location
Field.

Posted by Help Urself at 5:27 PM , 5 comments

Labels: Business Unit, Human Resource, SetID
How to indentify bundles that have been applied?

Question: How do i know what bundles have been applied in my

PeopleSoft Application System?

Answer:

All bundles update activity that are been applied to PeopleSoft

system is logged into a table called PS_MAINTENANCE_LOG.you can
check to this table to see what Bundles or Tax Updates have been
applied. Below are the steps how to write a query in QueryTools (2
tier):

1. if you want a PS Query to be built, make sure you have access to

this table. if you do not, you need to add this record into query
security.

2. once you have access to PS_MAINTENANCE_LOG table, here's how

to write the query, add the fields as shown in below screen shot:

3. make sure that for the descr field, you order it by descending.

4. go to expression and right click and pick new expression and

enter 1 and say ok
5. go to criteria tab and drag the expression

6. right click on the query criteria expression 2 and select

expression
7. enter - 1 AND upper(A.DESCRLONG) like '%BUNDLE%' in the
expression box:

8. you should get the query results as shown below:

9. if you are looking to find what tax updates have been applied,
either you navigate to this menu:

Set Up HRMS > Product Related > Payroll for North America > Tax
Table Reports >Tax Update

or change the upper(A.DESCRLONG) like '%BUNDLE%' expressionto

upper(A.DESCRLONG) like '%TAX UPDATE%';

10. alternatively, if you have access to SQL tool, run the below
queries:

Bundles Query:

SELECT A.UPDATE_ID, A.DESCR, A.DTTM_IMPORTED, A.FIXOPRID,

A.APPLYOPRID, A.PRODUCT_LINE, A.RELEASEDTTM,
A.RELEASELABEL, A.MAINTLOGTYPE, A.DESCRLONG FROM
PS_MAINTENANCE_LOG A WHERE upper(A.DESCRLONG) like
'%BUNDLE%' ORDER BY 2 DESC

Tax Update Query:

SELECT A.UPDATE_ID, A.DESCR, A.DTTM_IMPORTED, A.FIXOPRID,
A.APPLYOPRID, A.PRODUCT_LINE, A.RELEASEDTTM,
A.RELEASELABEL, A.MAINTLOGTYPE, A.DESCRLONG FROM
PS_MAINTENANCE_LOG A WHERE upper(A.DESCRLONG) like '%TAX
UPDATE%' ORDER BY 2 DESC
PeopleSoft - What is the Person Model?
Person Model is a term to describe:
• The information that is tracked about a person
• Names
• Phone Numbers
• Addresses
• Email Addresses
• The relationship(s) the person has to the organization
• Core tables directly related to a person and the person’s organizational relationships

Person Model – Terminology

Person (EMPLID)
• Unique identifier for an individual entered into the system

Organizational Relationship (PER_ORG)

• The relationships that an individual can have with the organization
• Employee
• Contingent Worker
• Person of Interest

Person of Interest Type (POI_TYPE)

• A categorization of the Person of Interest relationships
• A person can have multiple POI_TYPES
• Some POI_TYPES require JOB information

Organizational Instance (ORG_INSTANCE_ERN)

• An occurrence of an organizational relationship
• Also referred to as an Employment Instance, a contingent worker instance, or a POI
instance

Organizational Assignment (EMPL_RCD)

• A unique identifier for each relationship that a person has that requires JOB
information

Substantive Job
• The first row added to an Organizational Instance

Additional Assignments (EMPL_RCD/ORG_INSTANCE_ERN)

• A concurrent assignment, in addition to and subordinate to, an existing assignment
Organizational Relationships

Employee
• Employed and paid by your organization

Contingent Worker
• A non-employee who is part of the workforce
• May work under the terms of a contract
• Consultant
• Contractor
• Temporary Worker

Note: Those with “indirect” relationships to the organization (dependents, beneficiaries

and emergency contacts) were not converted to the person model

Person of Interest
• A non-employee who is not part of the workforce
• POI Types:
• Unknown
• External Trainee
• External Instructor
• Campus Solutions Person
• Student Refund (Job)
• COBRA Beneficiary (Job)
• Pension Payee (Job)
• Stock – Board Members (Job)
• Stock – Non-HR Employee (Job)
• Global Payroll Payee (Job)
• Other

Person of Interest Types

• POI Types entered through the CS components will automatically be assigned the
Campus Solution Person POI type (‘00009’)
• POI Types entered through the HR module will give you the opportunity to select a POI
type & then take you to a component to track additional information about the
organizational relationship
• Organizational Relationships determine the HR transactions the person will be
included in:
• search records
 • prompts
• selections for processing and reporting
• Every person must have at least one “Organizational Relationship – but can have
more than one
• ORIGINAL HIRE DATE used to be on PERSONAL_DATA
• It was used to store the First Hire Date that the person had with the Organization
• Each Organizational Instance now has its own Original Hire Date
• ORIGINAL HIRE DATE is now displayed on Employment page

Other Person Changes

A Person Cannot be Created with a Future Date

• The first row in NAMES must be equal to the current date or earlier
• A Person can still be “hired” in the future (the first Job can have a future date)
Multiple Jobs

General Rules for Substantive Jobs

• The first row added to an Organizational Instance is the Controlling Instance or
Substantive Job
• The Substantive Job:
• Determines Employment dates (Hire, Term, Service, etc.)
• Controls Additional Assignments
• If the substantive job is terminated, the additional assignments will also be
terminated
• One of the jobs (usually a substantive job) is flagged as the Primary Job for
regulatory reporting
• One of the jobs is identified as the Benefits Primary Job for benefits eligibility
• Org Instance Number equals Empl Record Number (displayed on Employment page)

Person Model – Key Benefits

• Central repository for all person related data
• A person can be entered without JOB information
• Enables a clear distinction between Employees and Non-employees
• Persons will have just one EMPLID even though they may have many relationships
with the Organization
• Enables a clear distinction between Non-employees who are part of the workforce
(Contingent Workers) and Non-employees who may be tracked for other reasons
(POI’s)