This step is required regardless of whether a College has chosen to use TAM or not.

The information below is intended to provide colleges guidance on performing a User Acceptance Test on the Hire to Payroll business process, starting Fluid Position Management.  Colleges not choosing to adopt TAM may skip to step HH.001.5 - Hire a New Employee AFTER completing this step in the User Acceptance Test process. Non-TAM colleges will move to the next "start" point indicated on the high level flow diagram once they have completed testing the creation and management of positions.  

Position Management, using Fluid tiles, provides managers, budget approvers and HR staff the ability to create or clone (copy) positions, approve newly created positions, manage existing positions and secure any necessary approvals for changes made to existing positions.  Fluid Position Management puts power to create a Position Request in the hands of supervisors, while leaving control over the approval of those requested positions in the hands of staff with budgetary approval rights and/or HR approval rights. Testers will be able to test adding "effective sequenced" changes (effective date + a sequence number if more than one change is made on the same day), as well as viewing the history of updates made to positions across time.  This PeopleSoft fundamental ability also exist in a similar fashion when making Job Data updates. To get the most out of this testing process you will want to review your homework decisions around your position creation and change approval process and line up testers to create or make a change and testers who are responsible for approving those requests. If your organization is contemplating a re-organization in the future this might be a great opportunity to test out how new positions or position changes would fit into that envisioned organizational change. Positions must first be created before someone can be hired into that position, or have the position on their job record updated.

Depending on how your college on-boarding process works, there may be several different staff involved in hiring a new employee. If your college has different staff managing recruitment than those managing benefit enrollment or leave processing, then coordination with those staff BEFORE commencement of testing is key to ensure your college has defined all the unique data scenarios and hand-offs between staff. Advance coordination will prevent stalls in the testing process as your testers determine whose task is next and whether a test can be verified as 'passed' with confidence that each scenario has been fully tested. In the same way that it doesn't take a single individual to operate the business of running a college it will require coordination across multiple staff and possibly multiple departments to successfully test a business flow from beginning to end.

The HH.001 - Hire to Payroll test is considered complete when the job information, related time, leave and benefits are entered for the population of employees used in executing the test. The end result is employee data that will be ready and available for a payroll test. Actual execution of the payroll test is performed in a separate UAT HF.002 - Payroll to FIN (GL/AP).

Printable version of HH.001.1 Fluid Position Management

• HH.001.1.1 - Manager Position Request
• HH.001.1.2 - Manager Position Request - Approval Process (Standard Approval)
• HH.001.1.3 - Creating a New Position
• HH.001.1.4 - Cloning (Copying) a Position
• HH.001.1.5 - Updating a Position

Scenarios for HH.001.1.1 - Manager Position Request:

• Department dean or Manager should be able to create a new/Update Position Request.

Scenarios for HH.001.1.2 - Manager Position Request Approval:

• The new position request submitted by the Manager should be routed to the approvers.

Scenarios for HH.001.1.3 - Creating a New Position:

• After all the approvals a new position should be created with the details in the Position request form.

Scenarios for HH.001.1.4 - Cloning (Copying) a Position:

• The Manager should also be able to create a new position using the clone option, where the attributes of the existing position will be copied over. Example: Clone an existing faculty member position and apply a different budget code or department information.

Scenarios for HH.001.1.5 - Updating a Position:

• The Manager or HR can update the attributes of an existing position. For Example: Move an existing position from one department to another department with a different budget code.

HH.001.1.1 - Manager Position Request:

• Error Condition: 
  • Manager unable to submit a position request.
  • Getting a peoplecode error when clicking on Submit button on position request page.
• Expected Behavior: The Manager should be able to submit the Position request successfully without any peoplecode or any application error message.

Scenarios for HH.001.1.2 - Manager Position Request Approval:

• Error Condition:
  • Position Request workflow approval chain shows “No Approvers found”.
  • Position Request workflow routed to wrong approver.
• Expected Behavior: Position Request workflow should be routed successfully to the correct approvers.

UAT HH.001 Hire to Payroll

For Colleges Using TAM:

HH.001.2 - Create and Approve Job Opening

For Colleges Not Using TAM:

HH.001.5 - Hire a New Employee