State of Connecticut
Core-CT Project
Application:HRMS
Module:Human Resources
Business Process:Exam Process/Reemployment/SEBAC
Requirement Number:HR652
Requirement Title:Ability to maintain employee ‘Rights’ for performing the Re-employment/SEBAC process
Module Leads: Lina Simonu, Lisa Lagus
- Requirement Description
Describe the requirement (gap). Include a description of the delivered PeopleSoft functionality.
Employees who have been targeted for layoff or have been laid off from the state may or may not have Reemployment/SEBAC rights to positions. Currently the State of Connecticut has a custom system, APS/ATC, to facilitate the assignment of those rights. This process requires the State to assign rights to an employee when they have been selected for layoff. Primary rights are obtained based on the permanent status of positions held at the State of Connecticut and the employee’s seniority. Secondary rights are obtained by any positions they are qualified to fill but have not held status. The custom legacy system stores employee information for employees that have either been targeted for layoff or have been laid off. The employee’s rights are identified by full or part time status or preference, geographic location, permanent or non-permanent, job code, and shift. If an employee is selected for a position based on the fact that they have Rights to that position, they may either accept or reject the offer. Their acceptance or rejection, the date, certification list number, and any additional comments are recorded online. This information is solicited by unions monthly to ensure employee Rights were reviewed when processing position appointments. As delivered, PeopleSoft stores employee job code history and seniority data, however, it is not in a format that could be used for performing the Re-employment/SEBAC process.
- Business Need
Provide a justification for the requirement. Include information about frequency, volume, number of users impacted, etc.
This information is required in order to maintain all of the rights associated to an employee. This right occurs every time an employee is targeted for layoff or is actually laid off. Once employee is identified, right is assigned to the employee by their employment status and union code. This information must be reviewed every time a position is filled (approximately 6,000 positions filled annually, amount of employees laid off per year varies, however, currently there are 2,690 individual rights currently active). This is due to bargaining unit and statutory requirements. Layoff language is addressed in all bargaining unit contracts and state statute is 5-241 Order of Layoffs. Notice. Placement on reemployment list… “the commissioner shall cause the name of such employee to be placed on the reemployment list for the appropriate class for which he has attained permanent status or has the ability to qualify, as determined by the Commissioner…” Requirement has been rated medium because it addresses what is required to generate the list.
- Required By: (Y/N)
Federal ____Agency ____Bargaining Unit _Y___
State Statutory __Y__State Regulatory ____State Procedural ____
- Requirement Priority
Medium(High, Medium, Low – please see “Requirements Prioritization Criteria”)
- Recommended Solution
Enter an “X” next to the appropriate category
___X___Process Solution
_2_Option Number
______Application Modification
___Option Number
- Explanation for Recommendation
Provide reasons for recommendation. Please do not re-state the description of the solution itself.
PeopleSoft is planning to expand the examination functionality in the future and this functionality may be adapted for the Reemployment/SEBAC process. The State of Connecticut will be continuing to work with PeopleSoft to meet the states needs for Reemployment/Sebac/Examination processing.
- Organizational Impact of Recommendation
Describe the changes to the organization that result from the recommended solution. Include a description of any role, process, statute, or bargaining unit agreement affected.
Central DAS will continue to maintain the employee rights applicable to Reemployment/SEBAC in ATC.
- Process Solutions
Describe the possible Process Solutions. Include a description of impacts and benefits of each solution.
Option 1. Store the Individual Employee Rights outside the system on excel or access at Central DAS. When filling a vacancy, agencies could request the list from Central DAS. DAS could print the list and forward it to the requesting agency.
This would be a large undertaking for DAS, and additional staff may be required to comply with all of the demands for the list. This would also slow down the process of recruitment because agencies would need to wait for Central DAS to review and send them the information.
Option 2. Maintain current legacy system ATC. Requirements will need to be defined to interface data between Core-CT HRMS system and ATC.
- Application Modifications
Describe the possible Application Modifications. Include a description of impacts and benefits of each solution.
Option 1.
Modification Type: On-line
Complexity: Difficult
Description: Create a record and page to store the employee ID, record number, and employee name. Employee eligibility and preferences would also be stored which include the job code(s) they are eligible for, effective date of entry of right, date eligible for right (rights are turned on and off according to their employment status – active/terminated), effective date right ends, effective date of acceptance/rejection, employee has the ability to request right be temporally turned off and an effective date of the turn off, preferred geographic location(s), full/part time preference/eligibility, preferred permanent/non-permanent appointment, statutory seniority, contractual seniority, mailing address accessibility, preferred shift, number of waivers, number of no reply’s, appointment date to another position. An employee could have multiple Rights assigned to them. Central Re-employment/SEBAC Specialists would be responsible for maintaining this information on-line.
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