Oracle
Hyperion Public Sector Planning and Budgeting, is an integrated budgeting and
planning solution suite that enables public sector and higher-education
organizations to manage existing and projected budgets using current and
previous General Ledger and Human Resource Management (HRMS) data. Oracle PSPB requires deep understanding of
Human Resource Management System (HRMS) and very few people understand the
concept of HRMS. I often receive phone calls from our customer asking HR
related questions and I always refer them to PSPB user’s guide and other HRMS
books. I have tried to put most the PSPB related definitions on this article.
Definition
Positions are used to
define employee roles within Oracle Human Resources. Like Jobs a Position is an
optional component of the Employee Assignment. However, unlike Jobs, a Position
is defined within a single Organization and belongs to it. In other words,
a position is a
specific occurrence of one job, fixed within one organization. Positions
are independent of the employees who are assigned to those positions. You can
record and report on information, which is directly related, to a specific
position rather than to the employee.
For example, the position 'HR Manager' would be
an instance of the role of 'Manager' in the 'HR' organization. The position belongs to the
organization. There is also a position of ‘HR
Manager’ but this position is
owned by the ‘Marketing’ organization. Since the organization is
different, this is another position.
There may be one, many, or no holders (incumbents) of a position at any time.
The position-based Organization is
typically a highly structured environment in which all aspects of work and
payment are well organized and regulated. Common examples of this type of
enterprise are found in government, education and other public sector
industries. A key feature of this type of enterprise is the concern with
managing positions, or
posts. Positions exist,
and are managed independently of people in the position. When a person is assigned to the position, that individual assumes the
attributes that have been defined at the
position level. With this in mind, a singular position must be created for
each unique combination of attributes for a position.
Positions are normally used in
role-based enterprise structures where clearly defined rules largely determine
the way employees work, and the compensation and benefits they receive.
A position will need to be defined
for every unique combination of:
·
Job
·
Organization
·
Reporting To Position Hierarchy
·
Valid Grades (Valid Grades to which incumbents are assigned)
·
Position Requirements (Required qualifications or valid
experience)
·
·Position Evaluation (Evaluation information and overall
evaluation score for the Position)
·
Position Key Flex Field (Name Field components, such as Position
Title, Position ID or other client defined keys)
·
Position Successor
·
Probation Periods (To define the length of the Probation Period
for incumbents holding this position)
Implementation Considerations for Positions
Position
Hierarchies: Position hierarchies identify
the reporting structure between one position and another position, versus a person reporting to another person.
This allows incumbents to move in and out of positions, leaving the reporting relationships intact, since the
reporting relationship is not bound by the person assigned to the position. Position hierarchies are needed if
the client wants to control access to the system based on positions. For example, if the
client wants to ensure that the Manager of the organization can only view
information about an employee based on reporting relationship, positions must be
implemented.
For
Integration with other Modules: For Oracle
Financials, positions are
also needed to control levels of authorities.
Oracle Purchasing uses Jobs
and Positions in the Document Approval process. Approval rules can be assigned
to either Jobs or Positions by Document Type. If Positions are used, Position
Hierarchies can be created for controlling the routing of documents through the
approval process. Either the Employee- Supervisor method of forwarding
documents (tied to Jobs) or Position Hierarchies (tied to positions) can be used.
The Position needs to be assigned to an Organization and Job. Oracle Project
Accounting allows users to budget and bill based on jobs, and to include job
titles on invoices.
Advantages:
Position
definition with no override attributes, ensures derivation from the
position. It is more accurate because the definition focuses on the
position and is not affected by the employee in the position
Deriving information from the position greatly decreases the data
entry at the employee level. Position attributes change less often than
employee movement. When the position attributes change, the system
automatically updates incumbent records with the new value. For clients
who implement a many-to-one position relationship, this is highly valued as a
single update to the position’s attributes will update each incumbent’s
employee record
Position Details Tab:
Pooled:
This approach is very good for organizations where groups of people are doing
the same work (many employees assigned to one position), have the same reporting relationship (predominate in
manufacturing and transportation industries). This approach allows
multiple people to occupy a single position that has the same attributes and
reporting relationship.
Shared: This
approach supports the ability to assign employees to several part-time positions. This approach is
becoming more common. In some companies, an employee works part-time (20
hours) in one department and then part-time (20 hours) in another
department. In essence the company divides the employee and distributes
the cost across the two departments. The company benefits from only
having to pay benefits to one person.
Shared
Positions (Another Definition from Oracle)
Several incumbent employees can be assigned
to a shared position, up to the value of the FTE defined. With shared
positions, Public Sector Planning and Budgeting ensures that the total number
of FTEs is the same as the number of assigned employees filling the position,
plus the position vacancies. For example, if a position has an FTE of six to
which four employees (each with an FTE of one) are assigned, the remaining
headcount of two is a vacant expense. Assume that a Night Security Guard
position has an FTE of two, a loaded headcount of four, and to which four
part-time employees (each having an FTE of 0.5) will be assigned. If you assign
one of the Night Security Guards an FTE of one (full time), three FTE or
headcount remain. If a shared position is partially filled, average or default
position-level salary, benefit, and allocation information derives the expense
estimates of the filled and vacant portions of the position.
Pooled
Positions (Another Definition from Oracle)
Because a potentially changing number of
employees can be assigned to a pooled position, pooled positions can have
multiple employee assignments. If an FTE value is unspecified for a pooled
position, expenses are not calculated. Loaded pooled positions usually do not
have FTEs. For these positions, budget expenses are calculated for assigned
employees, and vacant expenses do not exist. FTE is usually not defined for
pooled positions. However, to budget for a new pooled position without knowing
how many employees will be assigned, assign a position FTE; budget expenses are
computed based on this FTE. Typically, pooled positions are not used to
calculate vacancy compensation, although you can define FTE without having
first specified employee assignments
Single Incumbent: This approach is usually
used for positions, which
are managerial or at least static. This approach is usually needed for
those positions, which
will have spending authority levels, and defined succession planning.
This approach assumes on position per person
Hiring
Information:-
FTE: - (Full Time Equivalent):
Number of FTE for the Position.
Headcount: - Proposed Number of
employees for the Position.
Bargaining Unit: - This is
usually the legally recognized collective negotiating organization. This is
taken from the Look up 'BARGAINING_UNIT_CODE'
Earliest Start Date: - The Date
after which people can be inducted into the Position.
Fill By date: - Cutoff
date for filling the Position.
Permit Recruiting: - This is
just for information Purpose to check if employees can be recruited for this
Position and doesn’t impose any validation.
Proposed Entry Salary:-
Payroll:
- Payroll for Employees Holding this Position.
Salary
Basis: - Salary Basis for Employees Holding this Position.
Grade: - Select
the entry grade, which can be used to determine the entry salary. If valid
Grades are defined, this should be one of the valid Grades for the Position. If
the position is paid from a pay scale, select the grade step and scale rate
that represent the entry-level salary for this position.
Probation:
- Probation Period of this Position,
Overlap:
- Length of time a new incumbent can overlap with a leaving
incumbent for transfer of skills.
Proposed
Layoff: - Enter the Details of Layoff if needed.
Work
Terms:-
Working
Hours: Enter the Working Hours and the Frequency.
Normal
Time: Start and end time of work.
Supervisor:
Person who supervises the Position.
Replacement
Required: Check this if a Person Should get a Note to enter the Replacement
person while entering absence information.
Works
Council Approval: This is for European Countries. Select the Works Council Approval
check box if the position falls under the jurisdiction of a Works
Related
Position: Specify the position of the person managing the Position.
We use this when a Position is Managed by the Holder of a particular Position
rather than a person.
Relief: Specify
the alternate Position to cover this position when the holder of the Position
is absent. I.e. The alternate Position employee will cover this Position when
the Holder is absent.
Successor: This is the Position from
which a successor will move to this position when this position is vacant
Additional
details:-
Enter
comments, a posting description for recruitment purposes, and any special
confidentiality or security requirements, such as a clearance level.
Budget:-
In the
Budget Detail region, the application displays the measurement units the budget
is tracking. You can enter total allocations for each measurement unit in the
Allocated fields.
In the
Periods region, you can also enter date ranges in the Start Date and End Date
fields to identify budget periods you defined in your budget version. Here you
can enter allocations at the period level.
Source:-
Position in Oracle HRMS: What Are They and How Are They Used?
(Doc ID 434046.1)
