HR GENERAL QUESTIONNAIRE

A. Employee/Profile Setup
1. What is the structure/length of your Employee Number(s)?

2.

Will you be using next numbers (automatic numbering done by system) to assign address/employee numbers?

3.

Do you have job codes and titles?

4.

Do you have fields that are job dependent?

5.

Will you be using the Job Information Master File to default related job fields into the employee's record? If yes, how do you want to default the job data: always, or only when the field is blank?

6.

Do you have employees assigned to multiple jobs?

7.

What employee data, not including benefit elections, do you need to maintain in the system, that is not in the employee master?

8.

Which items need to be edited by the system to ensure consistent entry, i.e. code entries?

B. History/Turnover Setup
1.
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What fields in the Employee Master File do you want to save in the History File?

2.

Do you want to save the reason code associated with an employee master field value change? Are the change reasons defined?

3.

Do you want to save the "real" effective date for the field change?

4.

Will you be using Position Control (Budget for Human Resources)? If yes, do you want employee activity input into the employee master file to also update the position control employee activity for determining actual to effective budget variance?

5.

Will you be converting history data? What fields?

6.

Will you be using the initialize history program? If yes, this needs to be coordinated with your method of loading the employee master.

7.

How many environments will you have, i.e. production, test, pristine? Will you be using the history module in each?

8.

Will your HR monitor be turned on and off automatically? If not, who will be responsible for turning it off and on?

C. Job Information Master Setup

1. Do you have job codes and descriptions?

2.

Do you use a point/degree based job evaluation method?

3.

What fields do you associate with a job? Which of these fields need to be in the employee master?

4.

Do you use a pay grade or a pay grade range formula to determine an employee's

compa-ratio (employee annual salary/rate divided by the range mid/control point)?

5.

Is the employee's worker's compensation code, benefit group, or union based on the job or the job and the home cost center? If the latter, you will need to establish the job/cost center cross reference, and set the processing option to use that default prior to the job master default to the employee master record.

D. Wage and Salary Administration Setup

1. Do you use pay grades by class?

2.

Do you use pay grade steps?

3.

When you use pay grade steps, do you need the employee assigned a particular pay grade step to be paid the amount in the table?

4. Do you base employee rates on an assigned union and business unit?

5.

Do you have different pay grade structures for different groups of employees? For example, are east coast employees in a different pay grade range than south west based employees.

6.

Do you maintain performance appraisals in conjunction with your salary planning?

7.

What type of salary planning do you do?

E. Employee Processing/Reporting
1. Who will be adding employees to the J.D. Edwards system? Will the function be split between HR and PR?

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2.

What are your procedures for the following:

a.

Employee status changes

b.

Salary/rate changes

c.

Company/Business Unit transfers

d.

Leave of Absence

e.

Terminations

f.

Rehires

g.

Name/address changes

h.

Multiple job assignments

3.

What forms do you use for these changes?

4.

Will you be issuing checks to terminated employees?

5.

Will you be transferring terminated employee data to the applicant master and profile files?

6.

What reports do you currently generate? Be sure to include those that may be produced manually.

7.

What reports do you want the J.D. Edwards system to generate?

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