Neighborhood Centers RFP #15-02
Human Resource and Payroll Management Information System
Scope of Services Overview and Product Functionality Questionnaire
Agency is seeking a turn-key Human Resources and Payroll Management System solution to
include all the functionality listed in the Scope of Service. This may be filled by a company who can
solely provide all functionality or by a company who can partner with other companies to provide
the full functionality and act as prime contractor to fully integrate the various components.
Overview
IT Network/Infrastructure:
Agency currently has approximately 1,100 employees located in approximately 75 locations. Most
employees use a workstation that is connected to one of three Microsoft Active Directory domains that
are administered and maintained by Agency. All three domains have a two-way Forest Trust in
place. Less than 100 employees are remote and access resources from workstations that are not
maintained by Agency. These users do have accounts in one of the Agency Active Directory domains so
that they can access Agency maintained resources.
The 75 sites that users are located at all have internet access. The speeds of internet connectivity vary
based on location. Agency is currently in the process of standardizing the minimum internet speed of 50
Mbps at all locations that are administered and maintained by Agency. The approximately 100 remote
users operate in rural parts of the State and may have internet speeds as low as 1.5 Mbps.
IT Data:
The project scope includes conversion/migration of existing data from multiple data stores, administrative
configurations (including code maintenance, user authorization, and other settings), and related items.
Existing system data are currently maintained across multiple disparate systems and databases (both live
and archived). Data quality and methods of access vary by source. Data analysis and cleanup of existing
data related to all functional areas described above is within scope for this project.
These existing data include at a minimum:
Position management
Filled and unfilled positions (position control
numbers)
Budgetary and org chart reporting information
Recruiting
Data and documents related to job postings
Employment applications
Onboarding information
Talent pools
Independent Contractors
Former employees (approximately1,500)
Employee data
Annual performance reviews
Payroll and timesheet data
Terminations
Benefits
Personal information
Candidates
Current employees – full time and part time
Temporary employees
Interns and un-paid employees
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Recruiting
We are focused on full cycle recruitment and talent management. System functionality will allow for
electronic job postings with the ability to post to internal and external websites. The ideal system will
provide a seamless and integrated candidate experience that begins with the creation of a personal profile
for multiple applications, applicant tracking, and reporting purposes. The recruiting system provides full
Applicant Tracking capabilities that include: parsing resumes, social media connectivity, development of
knock-out questions and talent pools. The system will support sourcing and screening of top talent within
the candidate pool with robust grading and communication capacities.
Onboarding
The system will be able to create and submit offer letters to the new hires and additional forms such as I9, W-4, direct deposit, and other new hire documents. The system needs to be able to capture electronic
signatures as needed. The system needs to be able to provide standard documents such as the Agency's
Employee Handbook and other standard compliance documents for new hires to complete and
acknowledge, and to track the status of hiring tasks. In addition, the system provides an integrated feature
to request and collect criminal and hiring background checks.
Throughout the hiring and on-boarding process the new hire and the HR department need to receive
automated messages/notifications which provide status and progress updates until all steps are completed.
HR needs the ability to activate and deactivate these messages.
Completed new hire documents need to be stored in the new system electronically with the ability to
differentiate and restrict access to employees’ medical records versus standard personnel file information.
When a candidate is hired, the system should populate the active employee database with all the new
hire’s previously entered information. Additionally, the data migration step would allow all existing
active and recently separated employees’ information to be available in the new HR/Payroll system
including HR, Payroll and Benefits information.
The system needs to track all Agency owned equipment issued to an employee such as keys, credit cards,
etc.
Terminations
The system will allow a Manager/Supervisor to submit an involuntary or voluntary termination request
with the ability to upload the required documentation with the request. Once submitted, the termination
request will be sent for managerial approval as selected by HR or an auto-routing feature of the system.
Once approved the new system would create a termination request and a packet of forms/documents
(termination letter, cobra brochure, 403B form, etc.) which would be attached to the termination
information. An exit interview survey will be generated as well and sent electronically for completion.
Once terminated automatic e-mail notices are provided to various departments, the employee’s
HR/Payroll system access(es) is automatically disabled, and the final paycheck details are automatically
calculated. The HR employee records would be electronically updated in the system, and include the
final termination packet with termination details, all completed performance reviews, and final paycheck
details.
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Benefits
Benefits Administration – The system should have the capability to manage all individual employee
related benefits data as well as employer cost information. Through reporting or dashboard features, HR
Benefits personnel will be able to aggregate employees, the benefit options selected, and the costs to
employees and the Agency for those plans. The system should be able to directly handle the calculations
and rules associated with the specific benefit plans. Also, t employees should be able to select and track
all benefits in the system.
Benefits Open Enrollment –Internet based employee benefits portal for Open Enrollment and access to
benefit information throughout the year. Benefit system access would include a wizard feature which
guides employees through the process of enrolling for benefits. In addition all enrollment and benefit
data will be available for data collection and reporting purposes.
Carrier Connection – Ability to export files to benefit providers and allow data imports. The connection
files will feed benefit eligibility data and indicative data to all vendor sources.
COBRA Administration - ideally the system will feed over terminated employee records to a Third Party
COBRA administrator.
Reporting – Ease of use in report writing, canned reports along with capability of custom reporting. All
data fields are available to be configured for use within a report.
Talent Management
After candidate placement, the talent management features support completion and measurement of
performance, succession planning and identifying top performers.
The system will facilitate the understanding of performance gaps through tracking of organizational
competencies, performance, training needs, and credentials; and creation of succession and retention
plans. Talent management will support forecasting through robust reporting and analytic features that link
to the recruitment and learning systems. Talent management should be accessible via a user friendly
portal that allows employees to communicate directly to Human Resources regarding administrative
matters and that invites connectivity with other employees.
Ideal systems will: facilitate analysis of staffing trends and patterns across divisions with the goal to
promote talent diversification, development, and retention.
Learning Management System (LMS)
The ideal LMS will allow Agency to catalog its unique training material, provide a platform for
developing and delivering training courses, provide the ability to create learning modules
and assessments, and the ability to track participant learning by using tools such as pre-tests, post-test,
scoring, and participant, HR, and managerial feedback. While some training material is unique to our
Agency, we would still need training modules to help address performance deficiencies/gaps i.e.
traditional staff training.
Unique material we develop - Agency has and continues to create proprietary training material. Our
training materials can be used both internally with staff and externally via a consulting role with other
practitioners who are eager to learn about our approach to community development. The ideal LMS will
provide training for our employees, and outside companies that will purchase training for their training
needs. The LMS will have administrative functions to track training, attendees, and outcomes.
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Material for staff development / leadership –The system will support high level and top performer staff
development particularly in the area of leadership development. The system needs to track interactions
between HR, Management, and employees with the ability to push content to all employees and new hires
still in the on-boarding phase. Another area of staff development that needs to be supported by the LMS is
free open source learning systems for development of the employee’s particular interests. Current
examples are: khanacademy.org, OpenStax College at Rice, MIT Opencourseware, etc. The Learning
Management system needs to track successful completion of outside courses.
Training that addresses performance gaps and or ways to build more effective teams – This area of
training is directly tied to performance and staff needs. Areas like conflict resolution, effective
communication, making better business decisions, effective hiring/interviewing, etc. The LMS will serve
as a tool to deliver, track and connect to an employee’s performance. These trainings will not be the sole
method of training delivery; therefore we want to be certain that we can schedule and identify training
that are instructor-led, video, DVD and/or self-paced learning modules.
Payroll
Agency has a semi-monthly payroll with a pay period ending the last day of the month, paid on the 7th,
and a pay period ending on the 15th of the month, paid on the 22nd of the month. Should the pay date fall
on a Saturday or Sunday, then the pay date will either be on a Friday or Monday.
During our payroll processing we average approximately $1.8 million in salaries and tax payments per
pay period. We pay 2,000 employees and roughly 600 of the employees are salaried. Our charter school
employees participate in Teachers Retirement Services (TRS), and we need the ability to export data out
of the payroll system and import the data into the TRS system and to the accounting system as well. The
accounting system is Blackbaud’s Financial Edge software.
We process weekly payrolls during the summer months for our summer youth program.
Our Choices in Education (CiE) schools are on an academic calendar which requires that we have our
accrual and schedule calendars based on an August through July year.
As a course of regular business we have employee terminations, rehires, transfers as well as employees
coded to one or more departments each pay period. We need to have these employee and coding status
changes be electronic in nature and routed within the system for managerial approvals so the payroll
process can operate efficiently. Some of the features and situations that the new system must to be able to
complete within the system are: retro pay, future effective dates, and transfers including moving to new
physical location or program fund. Payroll personnel need to receive system notification via email of
terminated employees for inclusion prior to the final payroll run each pay period.
The new Payroll system must have a timekeeping component that will allow employees to enter their time
worked per day and per account code. Payroll would like communication notice from the system
indicating when employees and/or managers are not entering or approving time in the timekeeping
system.
The Payroll system should include the ability for Agency to send funds needed for payroll to the Vendor
and have the Vendor system process payroll by sending checks and distributing other needed funds.
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Reporting
Agency is looking for a business intelligent solution that provides robust reporting capabilities to identify
workforce planning needs, talent gaps, hiring cost analysis, retention, and performance measurements.
We are seeking a report writing system that allows custom reports that can be saved, and rerun based on a
calendar or event. The report writer would be user friendly and provide access to any data field for
inclusion in a report. The report generator would have the ability to report and search under previous
information such as an employee’s name prior to a change. In addition to generating reports the system
would be able to produce dashboards from the HR/Payroll system data base.
Typical reports that we generate are:
 Vacancy
 Affirmative Action
 Vets 100
 Benefits- Insurance Benefit changes
 Compensation
 Bonus/Merit
 Headcount
 Turnover- Overall, 90 day turnover (employees that left the Agency within 90 days of
employment), 1st year turnover (employees that left the Agency within the 1st year of
employment)
 Transfers/Promotions/Terminations
 Training Tracking linked with performance goals, training/certifications
 Performance/Evaluations-with weighted metrics calculation
 Dependent Insurance Eligibility
 Compliance reports such as EEO
 OSHA 300-Worker's Comp reporting
 Agency issued equipment tracking (keys, cell phone, and laptop-etc.)
 Work History Reports- previous individuals that held a particular position or were under a
specific supervisor
 Job Requirement Items-TB/Physical/Certifications/Vehicle Insurance/Service Records
Types of persons to be tracked within the HR system:
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Full-Time Regular- An employee that works 30 hours a more a week
Part Time Regular- An employee that works less than 30 hours a week
Seasonal/Temporary- An employee hired to work on a Full-time or Part-time basis for a
scheduled period of time.
Intern - A trainee hired to work in a learning capacity for a scheduled period of time.
Volunteer - An individual who performs hours of service for a public agency for civic, charitable,
or humanitarian reasons, without promise, expectation or receipt of compensation for services
rendered.
Independent Contractor – An individual providing a contracted service with a contractual
agreement.
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PRODUCT FUNCTIONALITY QUESTIONNAIRE
Please insert your answers into this document and return with your proposal.
PRODUCT FUNCTION TABLES:
Please use the following matrix as a key for responding to the Function Tables located throughout most
sections in the RFP.
Response Code
Y - Existing
F - Future *
Description
Feature is delivered as standard functionality in the proposed version of
the software and can be demonstrated by the vendor.
Feature is not currently included but will be available in a future release.
Please indicate time frame (e.g., 12 months).
Tools are provided for customization additional cost.
C - Customer Customization *
Not included. Vendor provides customization at an additional cost.
V - Vendor Customization *
T - Third Party *
Feature is provided by a third party partnering arrangement. Indicate
any preferred partner agreements.
N - Not Available
Requirement cannot be met.
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INFORMATION AND SYSTEM TECHNOLOGY:
Please provide a short answer to the following questions:
a. Describe whether the proposed HR/payroll solution is your company's main offering.
b. Does solution support Active Directory integration for user authentication (single sign-on),
person attribute management, and permissions.
c. If the solution does not fully integrate with Active Directory, clearly describe how your
solution could be incorporated into an Active Directory authentication/authorization model
and what customizations if any would be necessary to incorporate this model.
d. Describe how the solution provides a comprehensive audit trail; including: capturing,
maintaining and viewing the complete audit trail log of all transactions, activities, and
documents.
e. Specify how the solution stores employee records and provide a list of the attributes
available in the solution. Identify which of those attributes are required to set up an
employee record. Describe the method to define additional attributes, including any ability
for user-defined fields to be included in calculations, APIs, and workflows.
f. Vendor’s system must be strictly web-based software and support architectural principles of
eventual consistency and high availability. Describe any client-side program requirements
such as Java or any other client-side programs whether they are deployed over the web or
not.
g. Describe client workstation and operating system requirements of solution.
h. Describe any competitive advantages relating to the solution that distinguishes them in the
HR/Payroll services field.
i. Describe how customer’s system is kept up to date (within normal support fees) with
federal, state, and any other compliance standards such as HIPAA, Section 508 of the
Rehabilitation Act, etc., or other regulatory changes specific to non-profit organizations.
j. Identify non-profit customers that are currently implementing or have implemented your
HR/Payroll solution in the past three years. Which of these non-profit customers are most
similar to Agency in terms of size and complexity? Include these customers and contact
information in an Attachment.
k. Describe largest currently supported customer installation in terms of number of customer
locations, employees, computers, browsers, hours of support, uptime requirements and any
other technical complexities introduced by a large environment. Provide contact
information for this customer.
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l. Describe how system is in a current supported technology.
m. Describe how product customization and configuration is handled (both before and after
implementation) in order to minimize the risk and level of effort to install future upgrades.
n. If you are proposing any customizations or extensions in the requirements responses,
specify if the customizations or extensions become a standard part of your solution and will
be supported in the next version as part of the base system.
o. Vendor’s systems must allow customer to access customer master data through either web
services or other secured programmatic interfaces outside of the User Interface. Describe
how the solution exchanges, accesses, and/or consumes master data with the enterprise.
Specify which data is and is not accessible through these methods and include any
customization charges necessary to allow customer access to data. Describe how Agency
could access data and deliver data to an on premise enterprise data warehouse based on MS
SQL Server.
p. Describe any limitations on the ability to extract information from the solution. Describe
capabilities and limitations for full and incremental (changes only) extracts.
q. Describe the usage of data encryption for both data in transit and data at rest. What data
encryption options are available? In particular, does all web access support HTTPS?
r. Describe your robust disaster recovery and business continuity plan.
s. Describe your solution’s document management functionality including; document imaging,
printing/reprinting, uploading, saving/storing documents, security model, reports, and
communications, generating/creating documents or templates, sending documents, version
control, mark ups, and highlighting.
t. Describe the extent to which users at different levels of the organization have flexible fields
available for their unique data needs. Can user defined fields be used in business rule logic,
and to dictate workflow steps?
u. Describe your project approach from start to finish including all phases and approach to
those phases.
v. Specify if any contingency time is included within the proposed costs/schedule.
w. Specify whether your company has successfully integrated the solution with any of the
following systems or types of systems: FinancialEdge by Blackbaud (accounting system);
Teacher Retirement System of Texas; TxEIS or other student data management system
(SDMS)/student information system (SIS); inventory management, volunteer management,
or SharePoint?
- If so, identify the version or versions of each such third party system to which your
solution has been successfully interfaced and currently is in production. Please
provide a list of current customers who have these systems integrated with your
solution. Include these customers and contact information in an Attachment
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x. Describe the minimum (mandatory) amount of data required to be converted or input into
the solution to support the implementation of the solution. If there are multiple data bases
or objects, identify each such database or object, and the minimum amount of data required
to support the implementation of the solution.
y. Specify if solution offers separate environments for production, user training, evaluation,
sandbox, and development and efficient mechanisms for propagating customizations and
configuration changes between environments.
z. Describe any Agency network architecture and bandwidth requirements of the solution.
aa. Describe any programs in place to keep customers abreast of non-profit industry issues and
specific program enhancements.
bb. Describe examples of continuous improvement, including recent innovations that have
lowered costs or improved service for your customers.
cc. Describe the full mechanism and data requirements for position management. Describe the
required data to/from other systems such as budget, finance, applicant tracking system
(ATS) – required to enable position control in your system. Can use of position control be
selected by characteristics such as employee type (e.g., title, home code, funding program),
organization or funding source (e.g., not used for positions funded by grants and contracts)?
If so, please describe, including any elements that are not supported. Can position control
be disabled for positions funded from specific sources, such as those funded by grants and
contracts? Describe how the solution manages positions paid through non-wage based
mechanisms such as stipends.
dd. Describe the reporting and business intelligence (BI) functionality in your solution. Include
detailed descriptions of the following functionality; data queries, standard reports, ad hoc
reporting, dashboards, and metrics. Identify when the reporting/BI functionality is native to
the solution, and when it is a separate module. Describe how the solution meets the need for
users to access data and create reports that they can modify for their own purposes. Attach a
sample of the base set of reports.
ee. Describe application response time standards for the system.
ff. Describe the search functionality in your solution. How would a user search for data or a
transaction? Describe advanced functionality like sorting, filtering, contextual searching,
fuzzy logic, and exact or like matching. What data elements are searchable?
gg. Specify application security model and how the system is protected against common web
application security vulnerabilities such as XSS, XSRF, SQL injection, etc.
hh. Describe
security
incident
response
process
notifications/documentation and responses to the customer.
specifically
including
ii. Provide a comprehensive description of solution and technical support organization and
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capabilities including service hours, methods of contact, number of Agency contacts
allowed, agreed response times after initial incident report and problem escalation including
all tiers of support.
jj. Provide a description of the formal procedure for dealing with customer issues, including
software/solution issues, service issues, and feature requests. Provide typical turnaround
times (from report to solution availability) for mission-critical defects. For non-missioncritical defects. Provide examples.
kk. Describe all post-implementation support offerings including business support, training,
technical support
ll. Describe solution's capabilities or limitations for selectively requiring two-factor
authentication for selected business functions.
mm. Vendor must assure system uptime of 99.99%. Describe the reasons for any
from this standard.
deviation
nn. Specify how system is highly available and fault tolerant.
oo. Describe how solution can offer a controlled upgrade schedule with support for prior
versions of the system in order to facilitate planning and scheduling of Agency resources.
pp. Describe the workflow user experience of each of the following activities: adding
attachments; viewing the workflow path; creating ad hoc routing; adding comments and
notes; setting ticklers; and creating task lists. Describe how a user configures business rules
that dictate workflow steps. Describe the workflow process, including: (a) What are the
roles? (b) What is the approval process? (c) How do electronic signatures work; in
particular, describe your solution’s use of certificate authority, signature validation, and
audit capability? (d) Does the approval process integrate with email? (e) How is data
validated during entry using a form and as part of a mass data change? (f) How is the status
of an approval tracked and viewed? (g) What audit trail exists for the workflow
capabilities?
INFORMATION AND SYSTEM TECHNOLOGY Function Table:
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2.
3.
Requirement
Vendor shall not require elevated or administrative permissions
on the client when accessing the vendor’s system.
The solution must include the ability to provide user access via a
web browser using standard HTTPS protocols and ports and, at
a minimum, must support Internet Explorer 9 and newer, and the
latest versions of Google Chrome and Mozilla Firefox.
Vendor must adhere to a published change control schedule and
provide that schedule to customer to plan for maintenance and
upgrade outages
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4.
5.
6.
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8.
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11.
Requirement
Vendor must specify advance notification timeframes for future
releases and impact to the Agency. This must include technical
notifications requiring technical environment changes, data
access changes, security changes or notification about new
functionality.
Solution must support the ability to add custom fields and
attributes to records and utilize these in reporting, workflows,
data import/export, and other standard system functionality.
The scope of ongoing support post-HR/Payroll Project
completion must include the retrofitting and warranty of any
extensions and custom programming that are implemented
during the HR/Payroll Project, and must be included in the fees
charged to Agency for support and/or hosting or SaaS, as
applicable.
Vendor’s systems must support open and well-documented data
definitions and models.
The solution should offer either a third-party hosted, licensed
commercially-available software product or a commerciallyavailable, subscription-based fully managed software solution.
Agency is not planning to develop custom-built software or
procure an on premise solution.
Vendor's implementation plan will include data conversion and
cleansing, and the ability to import historical records from
multiple disparate data sources.
Vendor must have experience in converting data from
customer’s legacy system and will ensure that all data
conversions aspects are carried out in a documented approach.
Vendor will examine legacy data early within the project to
identify potential issues going forward. Vendor will work
closely with Agency to map out any transformations or resolve
any conflicts. Migration plan must include frequent backups,
processes data recovery
During conversion/implementation, the Vendor must describe
how they will provide personnel with a minimum of 2 years’
experience with their company in the following roles:
- An experienced project manager who has successfully
converted customers from a legacy system to the vendor’s
system. This project manager will oversee all aspects of the
conversion/implementation of the new system including clear
specifications expected of the customer
- An experienced data expert who has successfully lead
conversions of previous customers' data from legacy system(s)
to the vendor’s system. This data expert will ensure that all data
agreed upon by the customer is converted properly and will
show quantitative results of conversions, anomalies and
transformations applied. Data expert should work closely with
the project manager to define expectations and schedules
- An experienced business expert with knowledge of the
customer’s business domain. This expert will help establish the
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13.
14.
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19.
20.
21.
22.
Requirement
need for changes or new business procedures and practices as a
result of the vendor’s system implementation
Solution must provide ability to expose applicant tracking
functionality on external Agency website accessible by mobile
device.
Solution must provide ability to track assigned assets (laptop,
cellular devices, etc.) and assigned security access (keys and
door badges) for on-boarding and off-boarding purposes.
Solution must offer online help available within the system
Vendor will conduct an annual audit with Agency of Agency’s
use of the solution, the purpose of which shall be to identify
opportunities for improving and maximizing Agency’s use of
the solution.
Vendor shall have the ability to provide 24x7x4 hour response
times for all support requests defined as critical and/or outage
per customer
Vendor must make comprehensive support and enhancements
available on a long-term basis and assign specific individuals
within its support team to work with Agency to ensure
consistent, high-quality, and knowledgeable support is provided
Vendor will provide training for essential staff on business use
as well as technical use of software and its interfaces and
provide online and offline offerings for training of non-essential
staff in use of system. Describe training provided and/or
recommended for end users, power users, and technical staff.
Vendor must offer a SLA with uptime guarantees and provisions
for not meeting those standards.
The HR/Payroll Solution should be usable by Agency across its
entire spectrum of Charter Schools, program operations, and
support services functions, now and in the future as Agency
grows, all without restriction as to limitations on users, usage, or
other metrics.
The solution must provide timely e-mail notification to multiple
designated staff triggered by events such as record creation,
modification, deletion, or other changes in status. Attributes to
be included in these notifications must be configurable.
Vendor solution must provide non-technical users with extended
permissions the ability to modify workflow processes and add
custom business rules to workflow models.
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INFORMATION AND SYSTEM TECHNOLOGY Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that may be a part of the Information and System Technology
Demonstration.
i.
ii.
iii.
iv.
v.
vi.
vii.
viii.
ix.
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xi.
xii.
xiii.
xiv.
Demonstrate how solution provides a comprehensive audit trail; including: capturing,
maintaining, and viewing the complete audit trail log of all transactions, activities, and
documents.
Demonstrate how solution sets up and stores employee records.
Demonstrate your solution’s document management functionality including; document
imaging, printing/reprinting, uploading, saving/storing documents, security model,
reports, and communications, generating/creating documents or templates, sending
documents, version control, mark ups, and highlighting.
Demonstrate how users at different levels of the organization have flexible fields available
for their unique data needs.
Demonstrate the mechanism for position management.
Demonstrate reporting and business intelligence (BI) functionality in your solution,
including; data queries, standard reports, ad hoc reporting, dashboards, and metrics.
Demonstrate the search functionality in your solution.
Demonstrate two-factor authentication for selected business functions.
Demonstrate adding custom fields and attributes to records.
Demonstrate access by mobile device.
Demonstrate how assets (laptop, cellular devices, etc.) and assigned security access (keys
and door badges) are tracked.
Demonstrate online help function.
Demonstrate e-mail notification triggered by events.
Demonstrate how non-technical users with extended permissions can modify workflow
processes and add custom business rules to workflow models.
End of the INFORMATION AND SYSTEM TECHNOLOGY Section
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ORGANIZATIONAL STRUCTURE:
Please provide a short answer to the following questions:
a. Explain how your system creates organization charts.
b. Describe how your system maintains associate “report to” data.
c. Describe how your system handles/manages large reorganizations.
ORGANIZATIONAL STRUCTURE Function Table:
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Requirements
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2.
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4.
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6.
Provides ability to export data to an organizational charting
application.
Structures the organizational chart based on the reporting
relationships defined for each associate.
Provides an on-line organization or report to chart.
Establishes new organization entities (i.e., companies, cost
centers, etc.) without vendor professional services.
Adds/changes organization entities and easily transfers
associates within and/or across entities (including companies).
Manages organization restructuring including position control
and salary changes.
End of the ORGANIZATIONAL STRUCTURE Section
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Comments
RECRUITING AND APPLICANT MANAGEMENT:
Please provide a short answer to the following questions:
a. Describe the functional capabilities of your recruiting and applicant management system
from job requisition to posting.
b. Describe your candidate pre-screening or qualification process.
c. What job boards are supported with your product? Describe how jobs are posted to
Internet job boards.
d. Does your system allow for an automatic e-mail response to applicants and candidates?
If so, please describe the communication types (e.g. notice that application has been
received, notice that job has been filled, etc.) included in the application. Can we
customize the responses?
e. How is an applicant transitioned to an employee in your system? If the systems are
integrated, describe the file transfer process and the technology applied.
f. Describe the process for an applicant to apply for a job online?
g. Describe the competitive advantage your Recruiting and Applicant Management system
offers over other systems available in the marketplace.
h. Describe the value and efficiencies that Agency will realize if we select your system.
RECRUITING AND APPLICANT MANAGEMENT Function Tables:
Requirement
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2.
3.
4.
5.
6.
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8.
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10.
11.
12.
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Support access from any work station and mobile devices
Ability to create a personal profile including skills, credentials,
success stories, aspirations and goals. Has unique username and
password.
Ability to submit personal profile through links with social
media, RSS feeds, blogs etc.
Ability to update personal profile
Ability to post and update resumes
Ability to send skills questionnaire, surveys or cultural
assessments to candidates and receive results.
Ability to confidentially apply for internal job postings from
personal profile
Ability to receive email communication regarding status updates
View progress bar during any application/survey process
Ability to check on status of requests
Ability to create various types of Talent Pools
Ability for employees to recommend applicants or candidates
15
Comments
Requirement
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
Code
House interview question templates for each job.
Ability for managers to analyze hiring statistics and predict
talent needs
Ability to review internal candidates and talent pools
Ability to communicate with HR recruiters regarding employees
seeking employment outside of the Agency
Ability to attach recommendations and notes to profiles
Ability to write and review notes/documentation on profiles
Ability to analyze employee competencies
Ability to modify/customize the user interface.
User friendly platform with web-based user's guide and support
Ability to support multiple languages (minimum English and
Spanish).
Ability to connect with different Social Media
Ability to provide different business rules for multiple
departments.
Ability to identify promotion ready staff
Ability to create a workflow process or form (i.e. approval
process).
Ability to send auto-generated and manual emails to
manager/supervisor & internal candidates for status updates
Ability to create dashboards to identify competencies and
staffing trends
Ability to capture electronic signature authorization as needed
Ability to create keyword searches
HR’s ability to recommend internal candidates to managers from
their profile
Job posting process includes prompting for education and skill
requirements.
Ability for system password resets for external candidates
Generates reports on all fields that exist in the database.
16
Comments
RECRUITING AND APPLICANT MANAGEMENT Demonstrations
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the RECRUITING AND APPLICANT
MANAGEMENT Demonstration.
i. Post a job position, and simulate an internal and external candidate applying for a position. Show the
notifications that are received and functionality of the system from the perspective of the candidate, hiring
manager, and the HR recruiting staff.
ii. Demonstrate the system’s capabilities to identify and view all of the positions that a candidate has
applied for with a single function.
iii. Demonstrate the Talent Pool feature from the candidate’s perspective and the HR recruiting staff.
iv. Demonstrate candidate tagging features and search capabilities within the Talent Pool.
v. Demonstrate importing a list of candidates from an Excel worksheet into the Talent pool.
End of the RECRUITING AND APPLICANT MANAGEMENT Section
17
HIRING:
Please provide a short answer to the following questions:
a. Describe and/or provide a workflow diagram of the new hire functions.
HIRING Function Tables:
Requirement
1.
2.
3.
4.
5.
Code
HR and manager new hire/rehire checklist ability, by position,
with check-off ability as tasks are completed (for example, offer
letter has been sent and received).
Provides ability to automatically notify other areas of
organization of new hire (security, payroll, IT, etc.).
Provides ability to automatically notify new hire of activities
they need to complete and remind them if they don’t do them in
a timely manner.
Manager is prompted to assign correct property asset to the
employee.
Ability to enter new hire before start date (effective dating) and
new person will not appear on org charts until effective start
date.
End of the HIRING Section
18
Comments
TERMINATION:
Please provide a short answer to the following questions:
a. Describe your employer configurable termination workflow and how it supports termination
of employees and independent contractor assignments.
b. Describe how your system notifies and tracks resolution of various areas of the organization
e.g. security, IT, payroll, outstanding credit card balances, Agency assets in the employee’s
possession such as laptops, credit cards, etc.
TERMINATION Function Table:
Requirement
1.
2.
3.
4.
5.
Code
Enables manager self-service request for termination workflow.
Tracks terminations by reason (e.g. discharged, better
opportunity, etc.), date, rehire eligibility, COBRA election.
Can the termination workflow be different based on the
termination reason, or other termination criteria?
Maintains exit interview information.
Can automatically cancel specified employee benefits upon
termination.
End of the TERMINATION Section
19
Comments
ONBOARDING:
Please provide a short answer to the following questions:
a. Please provide a brief overview of your onboarding solution.
b. What are examples of the forms your solution supports that are typically completed by
the hiring manager and/or new hire?
c. Please provide examples of how your solution assists in conducting employment
verification.
d. How are records for volunteers, interns and/or independent contractors identified
separately from paid employees? How does the system parse their data from payroll?
ONBOARDING Function Tables:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
Onboarding Requirements
Code
Ability to predefine workflows and workflow tasks that vary
according to the position being filled.
Ability to delegate a proxy or change the owner for any specific
task.
Ability to track expected lead times vs. actual lead times to
assist in planning (e.g., to determine the lead times for telephone
provision is 72 hours).
Ability to output a well-formatted completed form to hard copy
print.
Ability for hires to return and update or correct their information
after the initial submission.
Ability to provide task response and status via email reply.
Ability to measure the performance of the onboarding process.
Ability to vary the onboarding process workflow according to
multiple candidate and position factors — employee type,
business unit, job function, country and state, etc.
Ability to monitor the overall status of the onboarding process,
providing a clear indication of “new hire readiness.”
Ability to make completion of one task a firm prerequisite to the
initiation of other tasks.
Ability for the hiring manager to enter all required data on
behalf of a candidate’s profile.
Ability to pre-populate form fields using data provided by from
the recruitment module/system.
Ability to brand the forms and pages seen in the new hire portal
or page flow.
Ability to automatically notify other areas of organization of new
hire (security, payroll, benefits, etc.).
Ability to seamlessly close a requisition once a candidate’s
profile is updated as a new hire.
20
Comments
16.
17.
18.
19.
21.
22.
23.
24.
25.
26.
Ability to facilitate automation of new hire paperwork collection
and new hire responses for each candidate.
Ability for HR and manager new hire/rehire to create/access
checklist, by position, with check-off ability as tasks are
completed (e.g., offer letter has been sent and received).
Ability to automatically notify new hire of activities he/she needs
to complete and then send reminder he/she does not complete
these in a timely manner.
Ability to enter new hire before start date (effective dating) and
new person will not appear on org charts until effective start date.
Ability to interface employee’s I-9 to e-verify for United States.
Ability to generate acceptance email notice/workflow notification
to hiring manager, with start date.
Ability to include range of documents, such as W-4, I-9,
employee agreement, non-compete agreement, etc.
Ability to provide electronic new hire packets, with ability to
attach.
Ability to deliver employment eligibility verification, with
automatic status update and validation noted in employee profile.
Ability to print a new hire package for candidate’s signature as
well as workflow to generate appropriate pre-employment forms
to be sent to the candidate.
ONBOARDING Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the ONBOARDING Demonstration.
i. Ability to embed a YouTube video on the welcome screen.
ii. Filling out a background check
iii. View the ability to fill out W-4 / I-9 information
iv. Uploading documents to HR team
v. Accessing the onboarding page on a mobile device
vi. HR team’s ability to create a welcome message to all new employees
vii. HR team’s ability to send communications to new hires
viii. Workflow processes from candidates, hiring managers, HR system
ix. Electronic signature and date stamp
End of the ONBOARDING Section
21
HUMAN RESOURCES:
Please provide a short answer to the following questions:
a. Is this system integrated with the payroll system?
b. When was this human resources product developed?
c. Describe the types of historical information your system maintains (including
number of years maintained).
d. How do you support electronic signatures?
e. Describe the HR process for transferring an employee between departments
and/or companies.
f. Are there duplicate fields in both HR and Payroll that can be updated and
modified? What is the timing? Describe how it works.
g. Explain how a “re-hire” is identified and how previous history and years of
service are recognized.
h. Can electronic files and scanned documents be stored by associate on your
system? What limitations, if any, exist?
i. Describe how your system can trigger events beyond pay for terminated
employees (e.g., remove system access, revoke access cards, remove PIN
numbers for wire transfers, etc.).
j. Describe how a terminate action can be reversed in the system.
k. Describe the competitive advantage your HR system offers over other systems
available in the marketplace.
l. Describe the value and efficiencies that Agency will realize if we select your
system
HUMAN RESOURCES Function Tables:
Requirements
1.
2.
3.
4.
5.
Code
Provide on-line support/instructions for completion of routine
tasks.
Establish new organizational entities (e.g., companies, cost
centers, and other variables) with no IT or programming
required.
Add/change organizational entities and easily/effectively
transfer employees within and/or across them.
Maintain employee demographic data for all employmentrelated details (e.g., birth date, employee number, gender, hire
date, contact information).
Maintain ethnic, visa, and I-9 related data.
22
Comments
Requirements
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30
Code
Maintain marital, family, and dependent/beneficiary related and
tax-related elections.
Maintain historical data for current/former employees (e.g.,
names, employment, job/assignments, performance ratings,
status, and pay).
Maintain audit trails of employee file and data updates by date,
time, and origin of update.
Generate, identify, and track employees by unique employee
number. Track Social Security Number for U.S. based
employees.
Maintain language, education, and certification data.
Establish jobs/roles/positions and all relevant details.
Maintain data for all job-related details (e.g., grade, exemption
status, EEO code, salary, job family).
Make simultaneous changes to large employee groups (e.g., new
hires, salary changes, transfers).
Enable effective/future dating of pending transactions/events,
and maintain transaction history.
New hires automatically routes approval based on company’s
hierarchy.
Routes job/salary changes electronically for approval based on
user defined approvals.
Managers can view and change employee salary information
with workflow.
Managers can add new hires information
Managers can run reports.
Managers can create ad-hoc reports based on security access.
Managers can view employee training and employment records.
Progressive disciplinary actions can be tracked and reported.
E-mail alerts can be generated based on system or user defined
events.
Data/transactions submitted by managers automatically validate
for accuracy and completeness.
Life-to-date history on all employee fields.
Audit trails for all additions, updates and changes.
Retains employee status code history.
Narrative history (e.g., disciplinary actions, grievances).
No limit to historical data captured.
Unlimited user defined fields.
23
Comments
HUMAN RESOURCES demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the HUMAN RESOURCES Demonstration.
i.
Demonstrate the data entry for a new employee and the flow of the information to benefits,
payroll, and the organizational chart.
ii.
Demonstrate process for transferring an employee between departments and/or companies.
iii. Demonstrate duplicate fields in both the HR and Payroll that can be updated and modified.
Show the timing of the update throughout the system.
iv. Demonstrate the data entry made by a candidate during the application process and how it
flows into the Human Resources system if they are hired.
v.
New Hire entry
vi. Home Cost Center allocation
vii. Job Title
viii. FLSA Codes
ix. Anniversary Date
x.
Reasons
xi. Notes
xii. Customizable Forms
xiii. Deletion of employee data
xiv. Salary Changes
xv. Reporting Structure
End of the HUMAN RESOURCES Section
24
COMPLIANCE:
Please provide a short answer to the following questions:
a. As human resource regulations change, how do you ensure your software and clients stay
in compliance?
b. Explain how your system maintains OSHA logs.
c. Describe how the software facilitates the maintenance of employee data and creation of
employee history.
COMPLIANCE Function Tables:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
Code
Changes to compliance requirements are maintained and
updated by HRIS vendor.
All compliance reporting can be generated for current periods
and historical periods.
Standard compliance reports include:
EEO-1
OSHA 300 and OSHA 301
Multi-Worksite Reports
Vets-100
Automatic notification of I-9 expiration/visa expiration.
COBRA qualifying events are automatically triggered based on
employee transactions.
COBRA letters can be generated from the system.
Tracks any accommodations made to support the American with
Disabilities Act (ADA).
Tracks ADA and disability information.
Provides military and veteran status for employees.
Includes affirmative action compliance features.
Provides HIPAA support.
Provides worker’s compensation support.
Creates separate, mandated government reports for each
individual tax entity.
Includes state-mandated “New Hire” reports (for child support
payment tracking).
Updates from HRIS vendor when federal/state/local regulations
change.
End of the COMPLIANCE Section
25
Comments
PERFORMANCE APPRAISAL:
Please provide a short answer to the following questions:
a. Please describe your performance appraisal feature.
b. Does the system support 360 degree evaluations?
c. Describe how the system can provide real time monitoring of performance appraisals.
d. Can completed performance reviews be attached to an employee record?
e. Can another performance appraisal system be integrated with this module?
PERFORMANCE APPRAISAL Function Tables:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
Code
Delivers configurable comprehensive options to allow
administrators to configure the performance review process to
their specific business needs without the need for technical or
consultative services.
Intuitive user experience that eliminates the need for end-user
training for administrators, employees, and managers.
Solicits performance feedback from multiple reviewers (e.g.,
subordinates, directors, other managers, peers) and exchanges
data among multiple users simultaneously.
Saves work in process/draft reviews and provides option to
return to complete.
Enables administrators to assign different review forms for
different employees within the same review cycle.
Enables employees to complete self-evaluations.
Tracks performance review status and dates (e.g., complete,
incomplete).
Provides email reminders and overdue notices throughout the
process.
Maintains performance feedback and ratings history.
Provides historical reviews that can be accessed easily by
managers or administrators.
Enables administrators to view the status of the review process
at any time.
Provides delivery of standard competencies and objectives.
Provides goals management that allows either the employee or
manager to create and add their own personal goals or
objectives.
Enables individual weighting of goals.
Provides ability to assign employee performance objectives
Provides access to all talent factors, including employee
information, review history, skills and competencies, education,
salary history, and learning history, based on role.
Enables reporting and analysis of performance ratings for
26
Comments
Requirement
18.
19.
20.
Code
Comments
various employee groups (e.g., by job, manager, geography).
Provides a centralized gateway for managers to monitor the
progress of their performance management activities — in one
place.
Summarizes performance review in an easy-to-read format that
can be printed for future reference.
Integrates with career development and succession management
applications and processes (e.g., learning plans/career planning).
PERFORMANCE APPRAISAL Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the PERFORMANCE APPRAISAL
Demonstration.
i. Show how a performance appraisal form is created with various competencies, responsibilities,
and other functions your system can provide.
ii. Show the employee self-evaluation process and how it can be used by others, e.g. 360 reviews,
manager review, etc.
End of the PERFORMANCE APPRAISAL Section
27
EMPLOYEE RELATIONS:
Please provide a short answer to the following questions:
a. Please describe how disciplinary actions are accommodated.
b. Please describe your capabilities to track grievances.
EMPLOYEE RELATIONS Function Table:
Employee Relations Requirement
1.
2.
3.
4.
5.
6.
7.
8.
Code
Tracks disciplinary actions including a description of the
incident.
Managers and HR staff can record the type of action taken (i.e.,
written warning, verbal warning, termination).
Records required follow-up steps and the time frame for
completion.
Schedules review of employee response to actions.
Grievances can be viewed in summary format.
Managers can drill into specific grievances.
Tracks the date and type of grievance (i.e., inequality, unfair
pay, and unfair working conditions).
Tracks final outcome of the grievance and the date it was closed.
End of the EMPLOYEE RELATIONS Section
28
Comments
SUCCESSION MANAGEMENT:
Please provide a short answer to the following questions:
a. Please provide a brief overview of your succession management functionality.
b. Please explain how Succession Management is unified with your Performance Management and
Career Development offerings.
c. Please explain how succession plans are created.
d. How much historical information is retained? How is it accessed?
e. What types of reporting and metrics are available on the succession data?
SUCCESSION MANAGEMENT Function Table:
Succession Management Requirements
1.
2.
3.
4.
5.
6.
Stores multiple iterations of possible succession plans for each
team/leader.
Provides printable/PDF capabilities.
Allows configurability by the client (ASM) or allows hardcoding from the vendor.
Provides the ability to track and report on critical roles and
critical talent.
19.
Delivers robust reporting, including exception reporting.
Provides the ability to track core competencies associated with
next/future job.
Provides the ability to track the date/timeframe an employee will be
ready for the next position.
Provides the ability for employees and managers to create a
development plan based on license, skills, training, education, and
competencies.
Provides the ability to track multiple language proficiency
information, including speaking, reading, and writing, for each
employee.
Provides the ability to maintain multiple education information per
employee such as schools attended, dates of attendance, degrees, and
course of study.
Provides the ability to track and search on the following data:
Skill description
Experience level
Proficiency level
Competency description
Provides the ability to track employee licenses and certification and
expiration dates. Send notifications when renewals are needed.
Provides the ability to track employee professional associations.
Specify limit.
Provides the ability to identify where employees are in their current
performance and potential growth.
Provides the ability to provide audit records.
20.
Provides the ability to be delivered with standard competencies and
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
29
Code
Comments
21.
objectives. Administrators should be able to add and modify clientspecific, effective-dated competencies,
Enables the graphic display of the manager's direct report
organization.
End of the SUCCESSION MANAGEMENT Section
30
LEARNING MANAGEMENT:
Refer to Learning Management descriptions and goals at the beginning of the Scope of Services
Section
Please provide a short answer to the following questions:
a. Does your system have the capability of allowing Neighborhood Centers the ability to
market and deliver unique context via an e-commerce site including fee based material
sales and/or online access for a fee through your LMS?
b. Does your LMS provide pre-packaged and customizable training modules/materials? i.e.
effective communication, harassment in the workplace, project management 101.
c. For our employees needing additional training, can the training modules tie in or connect
to performance evaluations?
d. Can your LMS system recommend training based on low performance evaluation scores?
e. Will this be a single sign on system e.g. HR, Payroll, and Learning Management?
LEARNING MANAGEMENT function table:
Requirements
1
Code
Assessment Tools Built in
Certification tracking
2
3
4
Career Tracking
Succession planning
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
Classroom Management
Content Library
Course Catalogue
Content Management
Coursework grading
Customizable Branding
Data Import Export
Document Management
Goal Setting Tracking
Ability to host videos
Ability to use YouTube
Mobile Access
Multiple languages
Notification email
Notification SMS
Skills Tracking
Test Building
Testing
Ability to track performance and export data into charts/excel
31
Comments
Requirements
24
25
26
27
28
29
Code
Comments
Ability to produce graphs with data
Ability to analyze training year over year
Ability to reset passwords
Ability to create profile with unique username & password
Ability to accommodate data for 2,000 staff
Ability to integrate with other systems.
LEARNING MANAGEMENT demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the LEARNING MANANAGEMENT
Demonstration.
i.
ii.
iii.
iv.
v.
Demonstrate the creation of a course, creation of modules within a course, and see the
addition of a YouTube video as part of course material.
Demonstrate the scheduling of courses and the trainees’ ability to register for a course.
Demonstrate building an assessment/test.
Demonstrate a post assessment communication sent to trainees.
Demonstrate the creation of a training report that shows the trainer how well the trainees
understood the content, or certain sections of the content.
End of the LEARNING MANAGEMENT section.
32
CUSTOMER SERVICE & TRAINING:
Please provide a short response to the following questions:
a. Provide an overview of your training programs and delivery methods.
b. Is there a test database utilizing real data available for future new employee training?
c. Is there a cost associated with training for new employees during or after implementation?
d. What ongoing customer training is available?
e. What training materials do you provide?
f.
Provide an overview of your training programs and delivery methods.
g. Provide an overview of your customer support and maintenance services.
h. Is there a test database utilizing real data available for future new employee training?
i.
What is the cost of your annual maintenance plan?
j.
Do you use your Web site as a mechanism to provide support to your clients? How is the Internet
part of your support strategy? Please explain.
k. What is the experience level of your service and support staff? What is the average length of
service in your support area?
l.
How does your firm educate and train your service and support staff?
m. What is the training migration process in upgrading to new versions?
n. Is there a cost associated with training for customers during or after implementation?
o. What ongoing customer training is available?
p. What training materials do you provide?
End of CUSTOMER SERVICE & TRAINING Section
33
EMPLOYEE DEVELOPMENT:
Please provide a short answer to the following questions:
a.
Please describe how employee development and succession planning are accommodated
in your system.
b.
Describe how the employee development feature is used by employees.
EMPLOYEE DEVELOPMENT function table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
Code
Tracks core competencies associated with next/future job.
Flags employees that are recommended for a specific job.
Tracks the date an employee will be ready for the next position.
Managers can create a career plan based on license, skills,
training and education.
Tracks multiple language proficiency information including
speaking, reading, and writing, for each employee.
Maintains multiple education information per employee such as
schools attended, dates of attendance, degrees, and course of
study.
Does the system track the following data?
Skill code
Skill description
Experience level
Proficiency level
Last date skill used
Tracks employee licenses and certification and expiration dates.
Tracks employee professional associations. Specify limit.
End of the EMPLOYEE DEVELOPMENT section.
34
Comments
COMPENSATION:
Please provide a short answer to the following questions:
a. Provide an overview of the key compensation features of your system.
b. How is the compensation features integrated with the HRIS and payroll functions?
c. Explain how your system creates and retains salary history.
d. What types of reports are available for compensation?
e. Describe how your system manages bonus pay.
f.
Describe how your system manages incentive pay.
g. Describe how your system manages separation pay and other discretionary pay.
h. Explain how pay changes are entered in the system.
i.
Describe how your system calculates retroactive pay rate changes.
j.
Describe how a mid-period salary change is processed.
k. Explain how the system allows managers to plan salary increases online, process approvals via
workflow, and automatically implement increases on the effective date.
l.
Explain how annual merit increases are processed in your system.
m. Does your system validate minimum and maximum salary (of grade) when pay is changed, and
provide warning messages as needed?
n. How is compensation modeling handled in your system?
o. Describe how salary ranges/grades are established in the system, grades are assigned to positions,
and positions are assigned to associates.
p. Describe how salary range/grade changes are made in the system, those changes are reflected in
positions, and to associates assigned to those positions.
q. Explain how job information is established and maintained in your system (e.g., grade, exemption
status, EEO code, etc.).
r.
Explain how your system calculates, displays, and reports comp-ratio and/or quartile information.
s. Explain how the same job can have different salary ranges based on job location.
End of COMPENSATION section.
35
OSHA AND SAFETY:
OSHA AND SAFETY Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
Code
Maintains OSHA logs at the employee level.
Can view a summary page/window showing all incidents for an
employee.
Can view the detail of an individual employee incident.
Incident details include:
Accident or exposure itself
Date and time
Days away from work
Days of restricted work
Illness or injury
Complete incident description
Ability to add notes.
Case number may be auto incremented.
OSHA reports are included as standard reports (OSHA 300, and
OSHA 301).
All incident history is maintained indefinitely.
Incident information and history are accessible through
reporting.
Managers can view and update OSHA information using
Manager Self- Service.
Maintains required safety reporting for international operations.
End of OSHA AND SAFETY Section.
36
Comments
BENEFITS:
Please provide a short answer to the following questions:
a. Describe the integration between benefits and payroll.
b. How does your system handle benefits administration?
c. Explain how your system facilitates reporting to third party vendors such as benefit
providers.
d. Does the benefit data automatically populate in payroll? Is it real-time or a batch process?
e. Does your system have a module to maintain Worker’s Compensation Claims, Costs,
tracking lost time, restrictions, legal reporting requirements, regular reporting, etc.? Does
the system allow for tracking of all notes, conversations, etc.?
f.
Does the system allow for tracking of all notes, conversations, etc.?
g. How do you support electronic signatures?
BENEFITS Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
Code
Provides total integration between benefits and payroll including
other payroll vendors.
Maintain calculations and limits in compliance with federal
legislation.
Assigns different benefit packages to different groups of
employees based on eligibility rules.
Establishes benefit/deduction plans with multiple types and
options.
Supports effective dated:
Benefit/deduction plans
Employee benefit/deduction plan enrollment
Employer benefit/deduction plan enrollment
Updates benefit/deduction plans based on employee status
change.
Tracks “waived” benefit/deduction plans.
Assigns a rate schedule to apply new rates with future effective
dates for the new plan year.
Without writing a separate program, automatically updates
premiums for age/salary driven benefit calculations.
Automatically enrolls employees in required plans.
Automatically cancels specified employee benefits upon
termination.
Allows benefit costs to be set up for the new year while
continuing processing for the current year.
Tracks and maintains information for dependents and
beneficiaries.
37
Comments
Requirement
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
Code
Calculates imputed income.
Tracks and reports workers’ compensation claims.
Facilitates reporting to third-party vendors such as benefit
providers.
Provides one screen that shows employee data (“benefits-at-aglance”), without having to scroll through multiple screens.
Defines and maintains benefit/deductions for the employee and
employer
Includes automated schedules for benefits/deductions.
Supports benefit/deduction goals and limits.
Supports “catch up” contributions on deferred compensation
plans.
Recovers benefit/deduction amounts that have been put into
arrears.
Supports multiple arrear types.
Includes defined start and stop dates for benefit/deduction.
Processes one-time benefit/deductions.
Maintains and tracks savings bond benefits/deductions.
Restricts participants from receiving more than the annual limit
for reimbursement accounts including 403(b) and 401(k).
Includes pre-tax and post-tax benefits/deductions.
Supports a designated default amount for each deduction code.
Supports multiple types of life insurance, long term disability,
and short term disability.
Supports flexible spending accounts (FSA).
Display flexible spending account information such as:
Plan information
Balance of funds in account (s)
History of transactions for reimbursements
Maintains updated FSA balance.
Includes minimum check option for FSA.
End of BENEFITS Section
38
Comments
OPEN ENROLLMENT:
Please provide a short answer to the following questions:
a. Describe the system capabilities for online benefits enrollment (e.g., eligibility rules,
tenure or grade level based premiums, plan dates).
b. Describe how your self-service solution can be used to guide employees through benefits
enrollment.
c. What tools do you have available for benefit administrators to monitor and provide a
smooth enrollment process for the company and its employees?
d. Is workflow associated with benefit enrollment and life event changes?
OPEN ENROLLMENT Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
Code
System provides next-year enrollment capability while in
current year.
From a Web browser, employees can:
View current benefits and related information.
Compare current benefits to the new benefits employees
may choose to elect.
Compare the cost of current versus new benefits.
Make benefit elections from a list of eligible benefits.
Keep existing benefit elections with no changes.
Modify existing benefit elections.
Make new benefit elections to replace existing benefits.
Waive or decline benefits.
Review, add, modify and remove dependents and
beneficiaries.
Review benefits and summary description documents.
Link to benefit plan provider Web sites for additional
information to help in making informed benefit and
provider choices.
Save “in progress” enrollments and then later return to
modify choices, make additional elections and complete
the enrollment process.
Make life event (e.g., baby, marriage) benefit changes.
From a Web browser, managers can:
Describe benefit plans and include specific plan details.
Include customized messages to employees on
enrollment pages, (e.g., new benefit notifications,
additional instructions, deadlines for completion,
disclaimer for those employees who decline a benefit).
Specify the display order in which each benefit plan is
viewed by the employee.
Identify required and optional activities that designate
39
Comments
Requirement
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
Code
an active versus passive enrollment.
Limit the number of dependents to the employee for
each benefit plan offered.
Limit the number of dependent relationships to the
employee for each benefit plan offered.
View the statuses of all enrollments.
Drill into benefit groups and plans to check specific
enrollment information such as a list of employees
whose enrollments are completed, in progress, or not yet
started.
Add or modify employee elections.
Send due date reminders using an integrated e-mail
feature.
Use a “manage paperwork” feature to track requests for
additional information or paperwork (e.g., proof that a
dependent is enrolled in school, required Evidence of
Insurability form).
Create Internet links to benefit plan provider Web sites
so employees can obtain additional details to help them
make informed choices.
Attach enrollment worksheets for employees to use
when making life event benefit changes.
Report and track benefits-related information and
activities as they relate to new hires, benefit group
changes, dependents, session setup, employee elections,
and terminations.
Export employee enrollment data (e.g., 401(k) plan), to
a ready-to-send file that can be transmitted to
appropriate plan providers or third party administrators
prior to the plan effective date.
Supports default benefits which can be set up for new hires.
Supports unique enrollment dates for each benefit plan.
Provides a next year enrollment capability.
Provides ability to report life event (e.g., marriage) and allow
“eligible” changes to benefit elections.
End of OPEN ENROLLMENT Section
40
Comments
LIFE EVENTS:
Please provide a short answer to the following questions:
a. Please describe the life events that come standard without configuration.
b. Describe how the available life event options are established and maintained in your
system.
LIFE EVENTS Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
Code
Allows online enrollment form for associates to use when
making life-event benefit changes.
Supports life events processed through the associate self-serve
function of the system.
Provides online ability to make life event changes (marriage,
birth of a child, death, divorce).
Automatically prompts “eligible” changes to benefit elections
when life event change made.
Allows update to dependent information for life events.
Allows removing a dependent.
Alerts student status end date to associate and employer
Allows update address changes.
Allows change in marital status.
End of LIFE EVENTS Section
41
Comments
LEAVE ADMINISTRATION:
Please provide a short answer to the following questions:
a. How is a leave of absence identified and processed in the system i.e. Personal Leave (PL) and
Family and Medical leave Act (FMLA)?
b. Explain how your system facilitates handling the provisions of the Family and Medical Leave Act
(FMLA).
c. Explain how you coordinate and manage FMLA with STD management. Describe in detail how
the communication and workflow would operate.
d. Describe how the system maintains leave of absence history records, time/hours used, including
multiple leaves in a 12-month period so time off does not exceed maximum time allowed.
e. Describe how your system monitors workers’ compensation and the related leave of absence
f.
Describe the benefit premium collection process when associates are on leave without
pay.
g. How are leave associates notified about open enrollment and their benefit elections processed?
LEAVE ADMINISTRATION Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Code
Supports leave types.
Supports maximum duration of leave types and combined
leaves, i.e. FMLA to PL, etc.
Tracks due dates of Certification of Healthcare Provider Form
by associate
Tracks the approved date when the associate’s leave of absence
is expected to start.
Tracks the approved date when the associate is expected to
return from the leave.
Tracks and reports cumulative FMLA/PL time taken.
Maintains leave of absence history.
Calculates the planned duration, based on expected end and
expected start dates.
Supports workflow approval processes for leave requests
initiated by associates or managers.
Displays warning message during pay processing if time entered
exceeds the leave balance.
End of LEAVE ADMINISTRATION Section
42
Comments
POSITION MANAGEMENT:
Please provide a short answer to the following questions:
a. How are position statuses maintained in the system?
b. What information associated with the employee is controlled by the position?
c. Will the system enable us to track positions currently including those budgeted now, in
the future, and in the past?
POSITION MANAGEMENT Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
Code
Provides position management reports by different
organizational levels.
Tracks headcount and full time equivalents (FTE) associated
with positions.
Tracks multiple position assignments for an employee.
Stores unlimited history of changes recorded to the position
record.
Tracks unlimited history of changes to employee position
assignments.
Records information for replacement planning, indicating
possible new positions for employees.
Integrates with recruitment and staffing feature for establishing
requisitions.
Supports the generation of organization charts based on position
“reports to” hierarchy.
Tracks status of position approval.
Allows overstaffing for positions.
Prohibits assignments to a position if overstaffing is not allowed.
Allows position codes in the GL distribution.
Assigns position number manually or automatically.
Provides on-line position incumbent data.
Provides on-line prior position incumbent data.
Indicates budget period.
Maintains approved budget by position including dollars, hours
and FTEs.
Tracks current budget accumulators and provides on-line views.
Tracks budget variances.
Maintains multiple budget plan years on-line.
Standard reports that assess budgeted vs. actual FTE’s and dollar
amounts.
End of POSITION MANAGEMENT section.
43
Comments
PAYROLL:
Please provide a short answer to the following questions:
a. Describe your application's payroll functionality.
b. Is this application integrated with the main HRIS application?
c. Was this application developed in house or purchased?
d. Explain how changes are tracked and viewed throughout the system.
e. Describe the payroll process for transferring an associate between departments,
cost centers, companies, or states. Is this integrated with the HR function or is a
separate process required?
f. Describe tools/features available for employees to submit inquiries on their pay.
PAYROLL function table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
Code
Ensures payroll system reflects appropriate earnings and deduction
codes based on company benefits and compensation structures.
Allows system to be set-up to receive and manage company
initiatives such as United Way payroll deduction.
Provides online help in application for end-users.
Provides online help in application for administrators.
Provides “wizards” to walk users through completing tasks.
Provides a “test” system for customers to test new features and
potential changes.
Provides a “test” system for customers to use for internal training.
Ability to modify/customize the user interface.
Ability to customize home page for each employee
Ability to support multiple languages (minimum English and
Spanish).
Ability to provide different calendar schedules for multiple
divisions (school/year), and multiple fiscal years
Ability to notify employee and/or managers when timesheet is not
done or approved.
Training video links
Ability to access the system from different platforms: app,
computer, mobile devices.
Ability to upload documents to employee files
Ability to enter mileage for reimbursement
Ability to create requests with HR pending approval
Ability to track status of requests
Ability to track candidate status
Auto notification of new hires
Ability to import user data and list the available sources.
History of changes (audit trail)
Intercompany transfers
44
Comments
Requirement
24.
25.
26.
27.
Code
28.
Ability to send emails to manager/supervisor & employees
Banking portal and invoices
Ability to send rejected timecard emails
Ability to automatically assign employees to managers in the
hierarchy
Ability to link video trainings/how to use quick reference tools
29.
Ability to delete temporary administrator profiles
30.
31.
32.
33.
34.
35.
Ability to provide reporting interface.
Ability to create custom reports.
Ability to report for point in time and historical data
Ability to reset passwords
Ability to create profile with unique username & password
Employees can perform pay check modeling.
End of the PAYROLL Section
45
Comments
CALCULATING PAY:
Please provide a short answer to the following questions:
a. Where is gross pay calculated (i.e., payroll or time and attendance system)?
b. Describe how a time and attendance system would be integrated into the calculation of
pay.
c. Describe how an out-of-cycle check is calculated and processed. Manual payments
allowed?
d. Describe how time without pay and partial pay are calculated by your system. Include
exempt and non-exempt.
e. Describe how pay is calculated for new hires and terminations.
f. Describe how adjustments to exempt salaries are calculated, particularly partial pay.
CALCULATING PAY Function Table:
Requirement
Code
1. 5Supports unlimited earnings, deductions and tax codes.
.
2. Supports different types of income.
3. Supports employees with multiple rates of pay and
department/cost center assignments.
4. Tracks employees with multiple pay rates and departments/cost
center assignments.
5. Maintains and updates overtime and pay specific rules including
state specific rules.
6. Supports automatic retroactive pay calculations and payments.
7. Enables date-driven salary changes (allowing past and future
changes).
8. Intentionally Left Blank
9. Calculates shift differentials and job premiums automatically.
Automatic calculations
10. Performs gross to net calculations per associate per check and are
immediately viewable.
11. Calculates and initiates off-cycle and special payments (e.g.,
signing bonus, annual bonus).
12. Provides automatic gross up calculation for earnings.
13. Overtime calculations include:
14.
Half time
15.
Time and a half
16.
Double time
17.
Guaranteed overtime (e.g., paid overtime for working Saturday
even if normal work week does not exceed 40 hours)
18. Customer can override an associates pay check by entering or
changing:
Tax frequency
19.
Method of payment (check vs. direct deposit)
46
Comments
Requirement
Code
20.
Rate of pay
21.
Shift codes – How many are allowed?
22.
Hours
23.
Earnings
24.
Deductions
25.
Deduction arrears
26.
Taxes (State, Federal, and Local)
27.
Allocation fields (dept., project, location, etc.)
28. Non-Wage Income
Handles earned income credit.
29. Handles imputed income by pay period.
30. Handles moving expenses to reflect as income.
31. Wage Allocations
Supports multi-tier wage allocations across multiple cost centers
32. System provides wage tax, employer paid taxes and benefit
allocations by:
33.
Companies
34.
Departments
35.
Divisions
36.
Regions
37.
Locations
38.
Cost centers
39.
Projects
40.
Pay groups
41.
Terminated Associates
42. Automatically stops deductions and calculates final pay based on
associate’s termination date (including VACATION, HOLIDAY,
SICK TIME, benefit deductions, etc.).
43. Identifies associates who have pension dollars required to be paid
out at termination.
44. Reporting
45. Provides standard wage tax, employer paid taxes and benefit
allocation reports
Reports can be created with actual cost allocations including:
46.
Rate of pay
Shift codes – How many are allowed?
47.
Hours
48.
Earnings
49.
Deductions
50.
Deduction arrears
51.
Taxes (State, Federal, and Local)
End of the CALCULATING PAY Section
47
Comments
TAXES:
Please provide a short answer to the following questions:
a. Describe tax resources provided to your customers on tax regulations at the
federal, state, and local levels? How do your customers access this information?
b. Note whether you developed your own tax calculation system or you use another
company’s tax calculation system. If you use another company’s tax calculation
system, explain how it integrates with your payroll system.
c. What tax updates, if any, are provided and how are these updates received?
d. Describe how your system can accommodate consolidated tax returns for multiple
companies.
e. Do you provide full tax filing processes?
TAXES Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
Code
Provides for all federal, state and local taxing jurisdictions
within the United States and its territories.
Supports tax calculations of lived in versus worked in state and
local payroll taxes.
Supports state and local reciprocal agreements.
Provides all relevant end of year payroll processing reports,
including W-2, 941, 1099s, State, SUI, and worksite reporting.
Supports the outsourcing of payroll tax deposits and filings.
Vendor can provide a print service for W-2s.
Supports client with preparing tax deposits and filings internally.
Produces tax documents, magnetic media, and signature ready
reports to file.
Allows an employee to create/print their own W-2s.
Allows an employee to view/print their own W-2.
Supports federal, state and local supplemental wage taxation.
Allows for earnings to be taxed at different tax rates (e.g.,
regular and supplemental) on the same check.
Delivers all wage tax categories for wages reported (e.g., W-2,
1099).
Maintains tax rates within the proposed system.
Maintains a history of tax tables by change date.
Employees can change W-4 information via a Web portal.
Managers can change employee W-4 data via a Web portal.
Tax documents (e.g., signed W-4, I-9) can be attached to an
employee’s record.
Provides a payroll tax reconciliation tool.
Tracks YTD taxes, by tax, type for an unlimited number of years
in check detail history.
48
Comments
Requirement
21.
22.
23.
24.
25.
26.
27.
Code
Tracks YTD taxable wages, by tax type, for an unlimited
number of years in check detail history.
Accommodates separate tax exempt controls for federal, state,
and local taxes.
Provides additional withholding fields for federal, state, and
local taxes.
Supports one time additional tax amounts in payroll processing.
Allows for payroll adjustments to correct taxes to be posted to
current quarter.
Allows for payroll adjustments to correct taxes to be posted to a
prior quarter.
Allows for a payroll administration user to generate an employee W2C.
End of TAXES Section
49
Comments
PAYROLL PROCESSING:
Please provide a short answer to the following questions:
a. Describe the process, steps, and time required for running payroll.
b. Describe the payroll gross-to-net process. Include manual checks.
c. Describe situations that cause down time for other areas of the application when payroll is
processing. How long is the HR data entry restriction when payroll is running? Are there
other system functions that are not available when payroll is processing?
d. Describe the audit process for each payroll.
e. How are unscheduled payrolls handled?
f. Describe payroll and year-end processing in the proposed system.
g. Describe your adjustment process for a typical payroll. How are quarter-end and year-end
adjustments processed?
h. Are all custom payroll reports available to view during payroll processing? Please explain.
i.
Are there any payroll reports that cannot be accessed while payroll is running? Why?
j.
What is the process if payrolls need to be re-run multiple times?
k. Is there a limit to how many times payroll can be re-run?
l.
Is data syncing necessary for payroll processing? Why?
PAYROLL PROCESSING Functional Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Code
Run supplemental payrolls at any time.
Provides for pay data entry by:
Employee online
Manager online
Batch uploads
Import from third party time and attendance solution
Exception-based/auto pay (e.g., salaried or fixed hourly
employees).
Performs gross-to-net calculations per employee per check,
which are immediately viewable.
User can override an employee’s pay check by entering or
changing:
Tax Frequency
Method of payment (e.g., check vs. direct deposit)
Rate of pay
Hours
Earnings
Deductions
50
Comments
Requirement
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
Code
Deduction arrears
Taxes
Allocation fields (e.g., dept., job, project, cost center,
location)
Performs gross up calculations.
Allows for an unlimited number of checks issued to an
employee per payroll processing.
When preparing multiple checks for an employee during a
payroll process, options exists for direct deposit or live check as
well as the ability to exclude or process deductions.
Provides pre-check registers and audit reports prior to
processing payroll.
Voids payroll checks by selecting the appropriate check;
changes should be applied to applicable quarter’s totals.
Provides capability to re-run selected steps of the payroll
process.
Provides for check reconciliation.
Using Web browser, administrators can run the entire payroll
process including:
Collect employee time
Open payroll
Calculating pay (including gross-to-net)
Pre-check preview and editing
Check payroll processing status
Generating pay checks and/or direct deposit advises
Payroll reporting
GL reporting
Post payroll
Close payroll
Create manual checks (interim, voided)
Update deduction goal amounts
Perform check reconciliation
Tax filing
End of PAYROLL PROCESSING Section
51
Comments
CHECK MANAGEMENT:
Please provide a short answer to the following questions:
a. Describe how your customers process and print a check locally at their site.
b. Explain how your system provides direct deposit for associates including direct deposit to
multiple accounts. Indicate the maximum number of accounts to which an associate can
deposit pay and the methods (fixed amount, percent, or other) by which the funds can be
split.
CHECK MANAGEMENT Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
Code
Supports different types of payment methods (e.g., direct
deposit, live check, etc.).
Supports printing checks in any order, which may differ from
payroll registers.
Supports check printing services by vendor.
Supports unlimited check detail history.
Provides online pay statements to associates, without creating
paper statements.
Allows for vacation, sick, holiday accrual information to be on
pay statement.
Supports paying employees from different bank accounts.
Creates an ACH file for direct deposit.
Allows customer to rerun ACH file to include adjustments.
Voided Checks
Provides ability to void checks by number and reversals are
immediately fed to the general ledger.
Provides ability to enter multiple check voids by range.
Direct Deposits
Handles direct deposit to multiple financial institutions in
various federal reserve districts.
Allows for an unlimited number of checks issued to an associate
per payroll processing.
Allows employees to have up to 99 direct deposit accounts.
Supports partial direct deposits in either a flat dollar amount or a
percentage of an employee’s pay.
Supports Positive Pay.
Process a refund (negative deduction) with no earnings, pretax
and after tax deductions (taxes adjusted with refund).
Allows for manual checks to be printed onsite,
End of CHECK MANAGEMENT Section
52
Comments
LABOR ALLOCATION:
Please provide a short answer to the following questions:
a. Explain how the proposed system would allocate by different cost centers and projects.
b. Describe how the proposed system handles employees with multiple rates of pay and
department or cost center assignments. How would employees with multiple jobs or
positions be handled?
c. Describe how your system recognizes over time for employees who work across various
divisions or companies within the same work week.
LABOR ALLOCATION Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
Code
System provides for an unlimited number of the following:
Companies in one database
Departments
Divisions
Locations
Cost centers
Jobs
Supervisors
Pay groups
GL base accounts
Tracks an unlimited number of labor distributions in history.
Supports a multi-tier labor allocation (e.g., allocation on
different fields, dept., job, location, cost center).
Reports can be created with actual cost allocations including:
Earnings
Employee deductions
Employee taxes
Net pay
Employer deductions
Employer taxes
Workers’ compensation premiums
Supports the creation of labor allocation files with user
defined timeframes (e.g., 1 payroll period or 7 payroll
periods).
Allows actual labor allocations to be fed into General Ledger.
Creates labor allocation reports.
Allows for end of month accrual processing.
End of LABOR ALLOCATION Section
53
Comments
EARNINGS:
Please provide a short answer to the following questions:
a. Explain how your system will enable us to pay multiple earnings that are taxed
differently, but paid on the same pay check (e.g., regular wages taxed based on the W4
and bonus wages taxed at the supplemental rates on one pay check).
b. Explain how your system will enable us to combine multiple earnings for an individual
working multiple positions or jobs.
c. Are there limits to the number of earning codes that can be established in your system?
d. Can specific earnings be scheduled for a specific payroll cycle?
EARNINGS function table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
Code
Provides an unlimited number of earnings codes
Pays various earnings types (e.g., severance or bonus) after an
employee is terminated on system.
Provides automatic gross up calculation for earnings.
Allocates earnings by different cost centers.
Delivers all federal, state, local earnings tax categories.
Calculates and initiates off-cycle/special payments (e.g., signing
bonus, annual bonus).
Delivers an expression builder to create company specific earnings
calculations.
Allows for earnings to be scheduled in the payroll calendar.
Specifies start and stop dates for earnings.
Differentiates which earnings to include/exclude from other
calculations (e.g., shift, deferred compensation).
Earnings codes are specific for different types or groups of
employees (e.g., part time or executive).
Tracks YTD amounts, by earnings type, for unlimited number of
years in check detail history.
Tracks YTD hours worked, by hour’s type, for unlimited number
of years in check detail history.
Supports the calculation of taxable fringe benefits.
Supports the calculation of imputed income.
Provides ability to enter non-taxable reimbursements.
Does your system have the ability to calculate Texas Education
Agency (TEA) earnings tax categories as well as retirement
categories for the Teacher Retirement System (TRS)?
Handles employees with multiple rates of pay.
Overtime calculations include:
Half time
Time and a half
Double time
Calculates co-efficient overtime on the payroll input
screen.
54
Comments
Requirement
23.
24.
25.
26.
27.
28.
29.
30.
31.
Code
Distinguishes between regular and premium wages for
workers’ compensation.
Automatically accumulates hours and earnings by:
Fiscal year-to-date
Year-to-date
Quarter-to-date
Month-to-date
Last payroll
Employees can view YTD earnings through employee self
-service.
Define hours per week by company, employee, or job
level.
Is file ID# unique i.e. no instances where an employee
needs to be assigned a new number regardless of entity
End of EARNINGS Section
55
Comments
DEDUCTIONS/BENEFITS:
Please provide a short answer to the following questions:
a. Describe the integration between benefits and payroll. When a change is made to an
employee’s benefit election (e.g., single to family coverage), how does the deduction
amount get changed in payroll or other outside systems?
b. How does your product recover deduction amounts that have not been withheld from an
employee’s pay?
c. Does your system calculate garnishments based on the state and federal calculation
rulings?
DEDUCTIONS/BENEFITS Functional Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
Code
Provides an unlimited number of deduction codes.
Calculates garnishments based on the state and federal
calculation rulings.
Stores other relevant garnishment data at the deduction level
(e.g., case number, payee).
Delivered logic to properly calculate multiple garnishments.
Sends child support and/or other payroll deduction information
to accounts payable for separate check processing.
Delivers all federal, state and local deduction/benefit tax
categories.
Accommodates one time deductions.
Delivers an expression builder to create company specific
deduction calculations.
Allows for deductions to be scheduled in the payroll calendar.
Allows client-defined prioritizing of deductions.
Associates goal limits to deduction codes.
Supports start and stop dates for deductions.
Automatically cancels specified employee deductions upon
termination based on company business rules.
Supports effective dating with deductions.
Includes a rate table at the company level for benefit deduction
amounts, so they are not manually entered on each employee.
Deduction cost can be entered for the new year, while
continuing processing for the current year
Deduction codes are specific for different types or groups of
employees (e.g., part time or executive).
Tracks YTD amounts, by deduction type, for unlimited number
of years in check detail history.
Allocates deductions by multiple organizational levels.
Maintains unlimited history of all deduction changes.
Automatically accumulates deductions by:
Fiscal-year-to-date
Year-to-date
56
Comments
Requirement
23.
24.
25.
26.
27.
28.
29.
Code
Quarter-to-date
Month-to-date
Last payroll
Allows employees to view YTD deductions through employee
self-service.
Ability to temporarily override deduction amounts.
Temporarily inactivate deductions at the employee level onetime or on an on-going basis.
Temporarily inactivate deductions at the company level to affect
all employees.
End of the DEDUCTIONS/BENEFITS Section
57
Comments
BUDGET:
Please provide a short answer to the following questions:
a. Please describe how your budget administration tool will assist our organization
with effective decisions regarding future compensation.
b. What are the steps involved in creating a budget worksheet for Agency managers?
BUDGET Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
Code
Managers can view summary data and analyze salary budget
information for their departments.
Managers can assign salary increases based on:
Dollar amounts
Percentages
Combination of dollar and percentages
Managers can create “what if” employee scenarios to ensure that
increases do not exceed the department salary budget.
Managers can apply “across the board” salary increases for a
department.
Managers can allocate different percentages and/or dollar
amounts to different employees.
Assign multiple salary increases to one employee (i.e., cost of
living and merit increases).
Rate changes and increases are effective-dated for payroll
processing.
Manager can plan for compensation, overtime, taxes and
benefits.
Manager can utilize advanced functions to calculate benefits
(nested if/then statements, etc.)
Manager can plan for pre-tax benefits.
Manager can set budget using FTE or Headcount.
Manager can plan for terminations, leaves, and new hires.
Managers can plan for transfers between locations, departments
and sections.
Managers can plan for temporary, part time, half time
employees.
Managers can plan for temporary employees from an outside
agency.
Manager’s view of budget can be restricted to their respective
departments/offices.
Budget Data can be exported to excel.
Current and prior year payroll data is accessible in the budget
planning module.
Manager can generate variance reports to compare budget to
actual expense.
System maintains historical budget records.
58
Comments
Requirement
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
Code
Budget assumes all existing comp, taxes and benefits remains
the same, then allows for overrides as necessary.
System allows data to be compiled for multiple companies and
currencies.
System has reporting capabilities:
Company
Location
Department
Title
Section of Law
Status
Currency
Compensation Only
Benefits & Taxes Only
Employee versus Employer Expense
End of BUDGET Section
59
Comments
GENERAL LEDGER:
Please provide a short answer to the following questions:
a. Describe your general ledger process.
b. Does Payroll software interface with Blackbaud Financial Edge?
c. Please describe how the proposed system will support multi-tier labor allocations
to post actual employee cost to GL. This includes the allocation of wages,
employee and employer taxes, and employee and employer deductions by
multiple organizational levels.
d. What reporting tools are available to query General Ledger transactions generated
from payroll?
e. Can data be exported to excel for editing capabilities?
f. Is there a limitation to length, character segments of General Ledger number?
g. Can you use descriptions in the General Ledger?
h. What setup is required for integration i.e. import and exports?
GENERAL LEDGER Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Code
Maps GL account numbers within your payroll system.
Accommodates multiple GL segments and can be printed
separately or all together on reports.
GL setup tables are assessable by users to change at any time.
GL distribution report or file can be created for a user defined
period.
An exception to the GL mapping is accommodated down to the
employee level.
Creates GL accruals.
GL account numbers can be changed by the user and the GL can
be rerun for specified pay period(s)
Immediate availability of GL data when the payroll is posted to
history.
GL historical data is accessible to user.
Adjustments (e.g., manual and void checks) are automatically
posted to GL.
GL feature includes tools to export data in a user specified
format.
Provides an ad hoc query tool for reporting on GL data.
Provides an OLAP tool for reporting on GL data.
End of GENERAL LEDGER Section
60
Comments
TIME AND ATTENDANCE:
Please provide a short answer to the following questions:
a. Please describe your Time and Attendance functionality.
b. Does your system include a leave management feature?
c. Explain how employee timesheets can be entered on-line.
d. How are these timesheets approved?
TIME AND ATTENDANCE Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
Code
Includes multiple rounding rules by pay group.
Multiple grace periods by pay group.
Unlimited number of user defined time/earnings codes
Includes the definition and application of complex pay rules
based on timesheet details.
Date effective recording of all timesheet- and employee-related
data.
Can maintain and modify any and all complex pay rules without
vendor intervention.
Allow employee punch captured for start and stop times of
breaks and lunches.
Allow group change capabilities to modify common elements in
a group of employee timesheets.
Employees can enter hours using on-line timesheets.
Timesheet values can be adjusted by week and selected days
within a week by authorized users.
Provides a comprehensive audit trail of all changes made to the
timekeeping records.
Tracks both standard and actual hours by activity code for
analysis purposes.
Stores employee (contractor) hours to be withheld from payroll
upload.
Retro calculations based on payroll transfer date.
Allow the viewing of overtime by employee(s) by time period.
Allow validation of cost center codes, in an on-line fashion,
when activity code is entered at timekeeping device.
Includes various types of payroll lockdown dates to freeze
timesheet edits for payroll processing (i.e. supervisor lockout
date, hands-off date, etc.).
Allow a fully reconciled payroll, labor and job activity
information captured and maintained within the application
Allow the tracking of labor metrics (includes project, job,
department and dockets).
61
Comments
Requirement
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
Code
Allow the real-time alerting of immediate time and attendance
value/ rule violations including; Minor rule violation, State rule
violation, Local rule violation, No shows, Approaching
Overtime
Allow employees to punch in and out and make position
changes on-line.
Allow on-line edits to daily timesheets by employee and by
authorized users.
Allow real time access to activities and related costing
information.
Allow the validation of absence codes against associated leave
balances.
Allow for absence tracking with year at a glance scoring and
analysis.
Allow for the viewing employee attendance data for a given
year.
Allow employees to request time off, tracks status with dynamic
validation against time off business rules.
Allow for the employee to view their timesheet along with
weekly hours and costs.
Allow for non-technical personnel to generate standard reports
via a web-based, wizard-style interface.
Allow for scheduled reports to run automatically and be
distributed to specific users/distribution lists, via email or other
means of distribution.
Allow for the building, modification and maintenance of custom
reports by non-technical employees.
Allow for the report hours of worked/dollars earned by
employee by selected date range.
Allow the reporting employee leave balances totals.
Allow for reports to be created by copying an existing report and
modifying it.
Allow for the routing of exception report results to supervisors.
Allow for business intelligence rules to be built supporting
customer specific requests.
Tracks FMLA including intermittent leave.
Reports on FMLA status that include intermittent leave based on
established rules.
62
Comments
TIME AND ATTENDANCE Demonstrations:
i. Show how a cost center code is entered into the system; how the cost center is linked
to an employee; how an employee can have multiple costs centers connections; show
how cost centers can be made inactive for a current payroll cycle and still be in
history for reporting purposes.
ii. Demonstrate employee entering time using multiple cost center codes based on actual time
not an allocation.
iii. Demonstrate the timecard approval process, intervention required when a timecard requires a
correction after managerial approval.
End of TIME AND ATTENDANCE Section
63
HISTORY:
Please provide a short answer to the following questions:
a. Explain the kinds of historical information your system maintains.
b. What accumulators are standard? Please give examples.
c. For archived records, what is the retrieval time?
d. How is system performance affected by the growth of the historical records?
HISTORY Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
Code
Provides a narrative history (e.g., for disciplinary actions,
grievances, exit interviews).
Provides point-in-time reporting capability.
All historical data is viewable.
All historical data is reportable.
Maintain unlimited history on the following:
Job information
Salary and wage data
Evaluation and performance data
Career, skills and education
Training information
OSHA and workers’ compensation data
Organizational changes
Employee status
Benefit elections
Pay check details
Earnings detail
Deduction detail
Tax detail
Archives older historical records.
Can bring firm history from prior software.
End of HISTORY Section
64
Comments
EMPLOYEE SELF SERVICE:
Please provide a short answer to the following questions:
a. Describe your application's employee self-service functionality. What are the
major features?
b. Is this application integrated with the main HRIS application?
c. When was this product developed?
d. Was this application developed in house or purchased?
e. Please explain how your employee self-service feature will assist in the
communication between the company and employees. What types of information
can be made available to our employees, reducing the amount of calls to human
resources and payroll?
f. Can pictures be embedded in an employee record? What are the file types?
EMPLOYEE SELF SERVICE Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
Code
Employees can view communications posted from
administrators.
Employees can access links that can launch:
Documents (forms may be saved and/or printed).
Web sites
E-mails
Employees can model their paycheck for changes including
deductions, marital status, and exemptions.
Employees can view and/or update personal information
including:
Name
Address
Phone numbers
Emergency contacts
Previous employment
Educational background
Employees can view their status and key dates.
Employees can view company property assigned to them.
Employees can view EEO/I9 information.
Employees can view job information including:
Job code and title
Date and time in job
Compensation
Supervisor.
Organizational levels
Unlimited job history including change reasons
Unlimited performance review history
65
Comments
Requirement
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
39.
40.
41.
42.
43.
44.
45.
46.
47.
48.
49.
50.
51.
52.
53.
54.
55.
Code
Unlimited salary review history
Licenses
Skills
Tests
Awards
Employees can view unlimited pay history including:
Net pay
Hours by code
Earnings by code
Deductions by code
Taxes by code
Direct deposit distribution
Employees can view current and previous year-to-date totals.
Employees can view and update their direct deposit distribution
and set effective date.
Employees can download and print their W-2.
Employees can designate that the electronic copy of the W-2 is
the only copy that they require.
Employees can enter time transactions.
Employees can view benefit information including:
Current benefit elections
Employer contributions by code
Beneficiaries and dependents
VACATION, HOLIDAY, SICK TIME accruals and
balances
Cobra qualifying events
Participate in an electronic open enrollment
View all eligible plans
View the costs associated with these plans
Choose their benefit plan and coverage option
Request time off from their manager
Employees can update current benefits coverage based on the
following life events:
New hire
Adding a dependent
Removing a dependent
Change in marital status
Change in address/location
Employees can view documents attached to their employee
record.
Employees can view open jobs.
Employees can apply for open jobs.
66
Comments
EMPLOYEE SELF SERVICE Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the Information and System Technology
Demonstration.
i. Demonstrate the Employee portal and how payroll information, benefits information,
and an employee’s personal information can be accessed and displayed.
ii. Demonstrate communication capabilities to employee groups by cost code,
department, reporting manager, division, etc.
End of EMPLOYEE SELF SERVICE Section
67
MANAGER SELF-SERVICE:
Please provide a short answer to the following questions:
a. Provide an overview of the features available through the manager self-serve.
b. Describe how managers are limited to information for only their direct reports (or
within their organizations).
c. Describe the integration between your manager self-service application and your
HRIS/payroll software.
d. Describe to what level access to information can be controlled (e.g., screen, field,
etc.).
e. Does the application provide managers access to the entire employee self-service
functionality? Please explain.
f. What employee data is a manager NOT able to access and does client control?
g. Are managers able to run reports from self-service? How is this performed?
h. Describe how managers can create and save their own reports.
MANAGER SELF-SERVICE Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
Code
Managers have access to the entire employee self-service
capability.
From a Web browser, managers can search for employees by
name or employee number.
From a Web browser, managers can view and/or modify the
following information:
Employee status
Employee job information
Employee job history
Employee compensation history
Previous employment information
Educational background
Licenses and certifications
Salary reviews
Performance reviews
Begin requisition process to create job openings
Review and approve vacation request
Review and approve leave request
Update organization information (e.g., department,
division, supervisor)
Assign employee paid through dates.
Attach documents to an employee record
Establish whether attached documents are viewable by
the employee
68
Comments
Requirement
19.
20.
Code
Comments
Begin termination workflow process
Access on-line forms/checklist, etc.
MANAGER SELF SERVICE Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the Information and System Technology
Demonstration.
i. Demonstrate the Manager portal and how payroll information, cost codes, and an
reporting relationship can be accessed, displayed, and changed.
ii. Demonstrate communication capabilities to employee groups by cost code,
department, reporting manager, division, etc.
End of MANAGER SELF SERVICE Section
69
SYSTEM ADMINISTRATION:
Please provide a short answer to the following questions:
a. Explain the delivered capabilities for the HR and Payroll system administrators to
manage self-service in each of the environments that the HR/Payroll system is
offered (SaaS, Hosted, etc.)? What is the required competency for a system
administrator for each area?
b. Can you have multiple system administrators?
c. What limitations would a system administrator have in managing self-service in a
hosted environment?
SYSTEM ADMINISTRATION Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Code
Offers role-based security (system access based on an
individual’s role within the organization).
Offers control over which values a user may select from when
changing employee data (e.g., user is allowed to assign a certain
number of job or department codes).
Offers the ability to copy roles when creating them.
Includes built-in workflow.
Includes a Web business rules feature that enables
administrators to view and edit entries in code and description
tables.
Includes a company communications posting feature that
enables you to make company information available 24 x 7 to
users via the Web.
Includes the ability to upload and securely share documents such
as Microsoft Word documents, Excel spreadsheets, and PDF
files.
Offers a page linking tool that allows users to create hyperlinks
from your portal to external Web sites, other products or other
Web pages (e.g., link to your benefits network).
Includes the ability to designate whether page links will appear
inside the product framework or be launched in a second
browser.
Includes the ability to customize the color scheme for your Web
pages.
Includes the ability to re-brand the Web pages (i.e., use your
own logo).
Includes the ability to add your own menu items and Web pages,
and still be contained within the system's security framework.
Includes the ability to establish user-defined fields on Web
pages.
70
Comments
Requirement
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
Code
Offers the choice to display or not display user-defined fields on
employee Web pages.
Designates different levels of ability to manage system
administration activities, from a super user with all rights, to
users with lesser degrees of system administration access.
Generates data-driven user names and passwords to increase the
options for creating Web user login names and default
passwords.
Allows you to view user login activity.
Adds non-employee users (e.g., IT support, auditors) as system
users.
Activates new Web users automatically or manually.
Terminates employees’ Web access inactivated automatically or
manually.
Resets user passwords.
Requires strong passwords (case sensitive).
Requires that passwords expire based upon a number of days
designated by the system administrator.
Requires that passwords for a given user are always different by
maintaining password history.
Stores and displays password hints to help remind users of their
passwords.
Uses a mass password reset to change the default password for
one or all users.
Ability to secure at a field level.
Ability to audit who has viewed/changed items in the system.
Can the system establish single log on for all components of
system?
End of SYSTEM ADMINISTRATION Section
71
Comments
WORKFLOW:
Please provide a short answer to the following questions:
a. Describe the workflow capabilities delivered with employee self-service.
b. Is the workflow part of the employee self-service application, or is it delivered through a
third party?
c. Please describe the workflow setup including where custom programming is required.
Do you supply any predefined workflow processes? If so, how many are delivered as
standard? How much flexibility does client have in building workflows?
d. Can you have multiple levels of approvals for your workflow?
e. Ability to configure notifications upon hire/term via both email and APIs to enable
automated business workflow orchestrations.
f.
What tools are available to enable workflow in your system?
g. Is there any limit to the number of approvals an action can go through? Can there be
different workflow/approval paths based on reason or if/then else logic of a change (e.g.
over threshold, level of person requesting the change)?
WORKFLOW Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Code
Provides built-in approvals for a hierarchy (multiple levels) of
approvers.
Provides for approval by role, where anyone who is assigned the
role can approve incoming requests.
Allows the re-allocation or delegation of tasks from one
approver to another.
Allows the assignment of observers and e-mail recipients to
workflow processes.
Automatically send e-mail notices to approvers to inform them
that they have a request that requires attention.
Automatically sends e-mail notices to the initiator of a request to
let him/her know it has been approved.
Allows users to view outstanding workflow transactions in
various states such as pending or complete
Allow out of the office delegations to automatically manage
workflows during an individual's absence
Allow users to cancel pending workflows (e.g., when an
employee leaves the company).
Provides wizards to walk managers through work event
processes.
72
Comments
Requirement
11.
12.
13.
14.
15.
16.
17.
18.
19.
Code
Comments
Uses audit trails to capture all modifications to employee
information.
Captures the date and time when a request was approved.
Captures who approved a request.
Captures approver comments associated with a request.
Performs real-time updates to employee information.
Allows users to make date-sensitive changes, which are applied
on the desired date.
Allows users to view summary statistics about all workflow
activity.
Allows workflow e-mail messages to be customized.
Displays warning and error messages to users in relation to
requested changes.
WORKFLOW Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the Information and System Technology
Demonstration.
i. Demonstrate sample workflows that would be applicable to our planned system
End of the WORKFLOW Section
73
REPORTING:
Please provide a short answer to the following questions:
a. Provide a brief overview of your reporting tools and how they are integrated with your
HR and payroll system.
b. Does your system have point-in-time reporting capabilities?
c. Describe your ability to create workforce alerts (e.g. email reminders, reports, etc.).
d. Describe the ad-hoc report writer that is delivered with your software.
e. Is this part of the software or a 3rd party addition?
f.
Describe the difference between Web and client reporting functionality.
g. Describe your ability to create workforce alerts (e.g. e-mail reminders, reports).
h. Describe any limitations creating online web reports? (e.g. formatting, fields, tables)
i.
Can the system support links to other websites?
j.
Discuss how a non-technical user can obtain reports from the system without assistance?
REPORTING Function Table:
Requirement
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
Code
Provides standard report capabilities.
Provides ability to schedule standard reports.
Provides access to unlimited years of check and schedule
history.
Provides flexibility for defining selection criteria, data ranges,
sorting and grouping options, and report output enabling users to
tailor information to their specific needs.
Provides ability to set up and run batch reports.
Provides ability to access reports area from within the system.
Provides user-friendly, graphical user interface for accessing and
running reports.
Provides point-in-time reporting capabilities.
Provides integrated ad hoc report writer.
Generates reports on all fields that exist in the data dictionary.
Allows for incorporation of graphics such as logos.
Provides easy-to-use report catalog; user is not required to
understand the database design.
Presents data in a way that makes it easy for users to navigate
within a database and assemble reports.
Provides ability to change field names.
Provides “open” system so that it can be used with other report
writer tools.
Provides managers with standard pre-formatted reporting
functionality.
74
Comments
Requirement
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
Code
Comments
Managers can run reports on live data
Managers can select report criteria at run time
Access to reports is based on a manager’s role (filtered security
setup).
Data on reports is filtered by the manager’s security (filtered
security setup).
Report results can be stored.
Managers can view and reuse a previously stored report.
Managers can select a report sort order.
Manager can select a report group order.
Manager can select report page breaks.
Managers can set expiration dates for reports.
Managers can output reports in PDF format.
Managers can output reports in Excel format.
Ad hoc Reporting from a Web browser.
Ad hoc reports can be scheduled.
Reports be run while managers are in other parts of the system.
Managers can store and access previously run reports.
Managers can create custom reports.
Reports can be assigned an expiration date for automatic
purging.
Does the system have the ability to export reports in a format
that may be sent to recipients electronically without manual
reformatting?
Can letters be generated as well as mailing labels in multiple
formats directly from the system?
Can the system perform calculations within reports such as
Turnover and Retention rates for a specific time interval?
REPORTING Demonstrations:
Vendors may be asked to demonstrate their systems as a part of the vendor RFP evaluation. Listed below
are potential features and functionality that maybe a part of the Information and System Technology
Demonstration.
i.
ii.
iii.
iv.
v.
vi.
All summary reports should have “drill down” functionality to display detail reports.
Able to report system setup/security reports
Annual compliance reports
Allow data import of Employee demographic data (address, phone, e-mail, race, gender, etc.)
Allow for custom reports that can help identify sub-groups of Employees along with information
about them. For Example: identifying and producing a spreadsheet that will include Employee
information for all Employees that are receiving payroll funds from two or more funding streams;
same accounting home code; Agency equipment, keys, or computers, etc.
Business planning tools-“what if” business scenarios and that measure the financial impact for
department budgets
75
vii.
viii.
ix.
Organizational charts that have the option to include current employees, open positions, and
budgeted positions; able to run “what if” scenarios to move employees between
Divisions/Departments; able to show staff reporting to multiple supervisors across Department/
Divisions
Able to report in future events (Benefits entered in 10/26/2014, but report with future criteria date
01/01/2015)
Able to retrieve in a report format any information entered into the system such as job
competencies as they relate to employee performance reviews ratings
End of REPORTING Section
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IMPLEMENTATION:
Please provide in depth answers to the following questions:
a. Based on the functional components outlined in this RFP that would be needed for this
Implementation, identify the project plan milestones, and anticipated timeline.
b. Describe your firm’s approach to avoid scope and cost creep during the Data Conversion
and Implementation phases.
c. What is your process for effectively managing the implementation process? Do you
provide a Project Manager for the Implementation that works across both organizations?
d. What are the Best Practices that your organization follows during the Data Conversion
and Implementation phases?
e. Do you have defined roles and responsibilities for the Agency implementation team
members? Please provide the roles and responsibilities.
f.
What is the job title of the primary point of contact in your organization during
Implementation? Describe the typical Project Team from your organization during the
Implementation. Will your Team be working on site at our location or remotely?
g. Based on the functional components outlined in this RFP, what are the names of the
modules you will be recommending for our organization? What is the module
implementation order and schedule?
h. Describe your approach to identifying, managing, mitigating, and tracking of project
risks. Provide a sample risk mitigation plan.
i.
Describe your issues management approach and plan. Provide a sample issues
management plan and log.
j.
During the implementation process, do your consultants assist with process improvement
and/or best practices? Provide examples.
k. What is your process for moving from implementation to customer maintenance?
l.
How long does implementation team stay with client before transferring to customer
service?
End of the IMPLEMENTATION Section
END OF RFP #15-02 SCOPE OF SERVICE QUESTIONNAIRE
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