ABCDEFGHIJKLMNOPQRSTUVWXYZ
1
A4.1 HUMAN RESOURCES/PAYROLL
2
3
REQUIREMENTYES/NO
COMMENTS (IF NO PLEASE PROVIDE DETAIL OF DEVELOPMENT POTENTIAL & TIMEFRAME)
4
(SELECT DROP DOWN)
5
Transfer all HR/Payroll information
6
○     All historical information up to and including the final transfer date
7
 ■     All active, inactive and terminated employees
8
9
Onboarding - Electronic
10
○     Send link to onboarding package through system for new hires or rehires to enter their personal information and upload attachments required.
11
 ■     Name
12
 ■     Address
13
 ■     SIN
14
 ■     Emergency Contact
15
 ■     Sign technology use agreement
16
 ■     Upload government issued photo ID
17
 ■     Upload copy of SIN if they agree to provide electronic copy
18
 ■     Birth Certificate
19
○     Report/track employee onboarding forms to see which ones have been received and where forms are missing.
20
○     Information entered in onboarding is sent to electronically to HR for approval and can be stored electronically in employee file.
21
22
Staff Notifications - Correspondence between departments (IT, finance, union) of new hires/staffing changes/address changes etc. Each reason can be routed to different departments
23
○     Medical leave
24
○     Return to work
25
○     New hire
26
○     Location change
27
○     FTE/Hour change
28
○     Address change
29
 ■     Notification would need the following:
30
 ●     Employee Number
31
 ●     Employee Name
32
 ●     Location
33
 ●     Start Date
34
 ●     End Date (if applicable)
35
 ●     Assignment change information (i.e. contract type, position, location)
36
 ●     Comment space to add in free form information about the change
37
38
Criminal Record Check(CRC)
39
○     Place to enter CRC’s
40
 ■     Requested
41
 ■     Cleared
42
 ■     Has Record
43
 ■     Vulnerable Sector Completed if required
44
○     CRC Reporting
45
 ■     Employees needing CRC
46
 ■     As per Bill 85, employees requiring new CRC
47
48
Intervention Record Check (IRC)
49
○     Place to enter IRC’s
50
 ■     Requested
51
 ■     Cleared
52
 ■     Has Record
53
54
Certification
55
○     Issued Date
56
○     Expiration Date (if applicable)
57
○     Type of Certificate
58
○     Institution
59
○     Reporting on Certificates
60
○     Ability to enter more than one certificate per employee
61
62
Medical Leaves (long term)
63
○     Start of Leave
64
○     End of Leave
65
○     Type of Leave
66
 ■     Mat
67
 ■     Parental
68
 ■     Personal
69
 ■     Secondment
70
○     Routing of leaves for approval (multiple approvers)
71
○     Attachments to leave form
72
○     Reporting on Leaves
73
74
Leave Forms (short term)
75
○     Start of Leave
76
○     End of Leave
77
○     Type of Leave (third party billing, business day, jury duty)
78
○     Attachments to leave forms
79
○     Routing defined by leave type for approval
80
○     Reporting on Leaves
81
82
Positions/Assignments
83
○     Ability for HR to inquire/report unlimited assignment history for an employeeAbility for HR to enter contract start and end dates as they occur for:
84
○     Ability for HR to enter contract start and end dates as they occur for:
85
 ■     Current assignments
86
 ■     Future assignments
87
○     Ability for Payroll to have start and end dates that align with pay
88
○     Ability for employee status to be updated automatically based on assignment start date including future terminations and leaves.
89
○     Ability to have positions based on 40 hours per week, 37.5 hours per week and 35 hours per week.
90
○     Ability to enter staff as annual hours, hours per a week and fte
91
○     Ability for employees to have multiple assignments and multiple work schedules. Work schedules can be defined by FTE or Hours based on position.
92
○     Ability to have an employee working in more than one position example) EA and Bus Driver
93
○     Reports – system reports available by date range (historical, future and current), position, location, assignment type with multiple sorting options and export to excel.
94
○     Ability to have more than four GLs to charge a position
95
○     Ability to track detailed work schedules with break times defined. Schedules can repeat each week or have variations based on the days worked. (i.e. Mon/Wed/Fri week 1 and Tues/Thurs week 2)
96
○     Ability for schools to update schedules.
97
○     Ability to report on all assignment changes in a selected time period.
98
○     Ability to identify easily identify contracts that are starting or ending.
99
100
Termination