Welcome Rutgers HCM Users!!
This website was created to allow for easy communication between the University HR Department and designated users of the HCM system [HCM Preparers and HCM Approvers]. Click on the post title or the "Read More »" link to view the entire post.
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This is a reminder that in accordance with University Policy 60.3.14, Overtime/Comp Time for Regularly Appointed Staff, all earned and accrued Compensatory time must be utilized or compensated for in wages by the first pay period in June of every fiscal year.
As in prior years, no new compensatory time can be earned after June 3, 2016 through the end of the fiscal year (June 30). Overtime hours worked during this time must be treated as paid overtime. Employees may begin to accrue compensatory time again on July 1. Accrued compensatory time must be used by June 13. Any compensatory time balances remaining after June 13 will be paid out by Friday, June 17.
We now have a schedule of dates that the automated process to terminate Class 4 temporary hourly records will be completed each month. The schedule is to the right under the “General HCM Files” header. Beginning May 23, 2016, any Class 4 record with an expected end date on or before March 31, 2016 will be terminated.
Please remember that entering hours on time and labor for a date after the expected end date of your Class 4 appointment or submitting a late reappointment request will not keep the employee active or stop the automated termination process. Please submit your reappointment requests in a timely manner so they can be processed before the automatic termination program terminates the employee record.
This announcement is a reminder to departments to please submit termination requests for employees, who reach their expected term end date, are no longer regularly scheduled to work in your department, and /or have not signed an appointment letter stating they will work in your area in the foreseeable future. If you have a reappointment letter, please submit the reappointment request into HCM for processing. Your assistance is greatly appreciated in ensuring that employment status is accurately recorded in our systems and that university access to systems is secure.
The automated removal of payroll records is an additional established and critically necessary practice to ensure that the university meets its obligations with respect to accurate reporting of employment for the following purposes: Affordable Care Act, state health benefit plan eligibility, I -9, IRS, state pension and retirement system eligibility, unemployment, other federal and state employment regulations, federal and state reporting requirements, external audit reporting, and university access and security.
We are excited to tell you about a new functionality that the Recruitment, Onboarding, and Classification System (ROCS) team within the Talent Management Department will be making available to HR Preparers within the HCM/Payroll System!
Beginning Wednesday, March 16, 2016, ROCS will automatically populate certain fields in the appropriate HCM new hire template when a hiring proposal is approved for Class 1 Staff positions, for new employees who applied with United States home addresses in ROCS. This tool will take specific data fields from ROCS and auto-populate the HCM new hire template. This will occur when a Hiring Proposal is approved in ROCS by a UHR Consultant.
NEW HCM Job Action Submission Cutoff Schedule Focuses on Action Effective Date and has a New Format!!
We are excited! We are listening to your concerns and, in response, HCM Specialists are now processing actions for their clients in the date and time order they are submitted to the HCM queues. We are really excited about this change! Preparers and Approvers who submit requests early will see their requests processed within days of the submission and will no longer need to wait until the beginning of the relevant pay period to see these future dated requests processed. This shift will enable timely submitted, new hire requests to be active in HCM by the employees’ start dates and other future dated actions to be saved to the job data screens so that Approvers can complete commitment accounting changes before the actual effective date.
UHR is happy to announce additional “Introduction to HCM Template-Based Hire and Reappointment Transactions” classes and “Open Forum” work sessions to better serve our clients’ needs.
Registration is required to attend either the Template-Based Hire sessions or the Open Forum sessions. For more information about the training sessions and/or to register, please visit https://hrservices.rutgers.edu/crs/ and click on the sub-menu for HR Development.
UHR is happy to announce additional HCM training and workshops to better serve our clients’ needs!
Happy New Year to you from University Human Resources! As the New Year has already begun, it will bring about change and new beginnings. For starters, the HCM Specialists have now shifted their assignments.
HCM would like to encourage you to continually visit our blog to see the changes occurring within the HCM Unit.
Recently, we asked for your feedback in order to ensure that the University Human Resources (UHR) Human Capital Management (HCM) unit is meeting your unit’s business needs and supporting your important work at Rutgers. One of the key areas of concern was the need for additional training opportunities in the HCM system. As a direct result of your feedback, UHR is happy to announce additional HCM training and workshops to better serve our clients’ needs!
As you may know, a four year extension of the collective negotiations agreement representing Post-Doctoral Associates and Class 1 Post-Doctoral Fellows employed by Rutgers was ratified on September 8, 2015 (please note that Post Docs in Legacy-UMDNJ units are not represented by this bargaining unit, and are therefore not covered under this Agreement.) Pursuant to this agreement, retroactive to July 1, 2015, the minimum calendar year salary for Post-Doctoral Associates will be $40,000 (the minimum academic year salary will be $34,783). Under special circumstances, the principal investigator/supervisor may request an exception to the salary minimum. Requests to deviate from these salary provisions must be made to the appropriate dean and the Senior Vice President for Academic Affairs.
If a unit member’s salary is equal to or exceeds the minimum salary noted above, he/she will receive at least a 2% salary increase or an increase provided by the funding source, whichever is greater, retroactive to July 1, 2015.