This document provides HR Partners (HRPs) directions on how to create a Job Requisition (JR) and create Position(s) in their organizations in one business process.
Not what you are looking for? Use the button below to visit our Library and find the information you need!
|
Library of Workday Knowledge Base Articles |
· As of June 28, 2021, all UChicago staff, seasonal, and temporary staff positions must have an associated Job Requisition to complete the Hire, Add Additional Job, or Change Job processes.
· As of January 1, 2025, all UChicago job postings are required to disclose a good faith pay range for the posted position(s). This information will be entered on the Edit Additional Data – Pay Transparency Pay Range and Position Control section of the create job requisition process.
· Please see the Staff Job Requisition Cheat Sheet for more information on Pay Transparency Pay Range and Position Control.
· For a video walkthrough demonstration of the Create Job Requisition business process, please review Creating a Job Requisition in Workday. NOTE: This is a resource available for both HRPs and Budget Partners.
· When initiating the Create Job Requisition business process, an HRP must choose between creating a new position (by selecting Create New Position) or using an already existing position (by selecting For Existing Position.) Most Job Requisitions at UChicago support an already existing position therefore For Existing Position should be selected.
· The only time Create New Position should be selected is if the backfill results in a Job Profile change, if a substantial amount of time has passed (e.g. 6 months since termination date), or if the job requisition being created is supporting a truly brand-new position in which no previous incumbent exists.
· Creating a brand-new position to backfill an employee has downstream impacts on UChicago planning, budgeting, and forecasting. If the job requisition being created supports the backfill of an employee, use the existing position and do not create a new position.
· Multiple positions can be created under one individual requisition.
· Creating a Job Requisition does not equal creating a job posting. A Job Requisition is simply the formal request to create a new position in a company whereas the job posting is an advertisement for an open position.
· Job Requisitions are required for both competitive and non-competitive searches. Positions must be posted if they include a competitive search.
· Competitive searches are hired from the Job Requisition. Please see the Hiring Employees from a Competitive Search in Workday Knowledge Base article for more information.
· Non-competitive searches are hired from the Position, also known as Ad Hoc hiring. Please see the Hiring Employees from a Non-Competitive Search in Workday Knowledge Base article for more information.
· For job requisitions that include a competitive search, a job posting must be posted for a minimum of 7 days and a maximum of 6 months.
· Target Hire Date should be set at least 7 days after the Recruiting Start Date.
· The Target Hire Date and Recruiting Start Date of a requisition, as well as the Supervisory Organization, cannot be edited by the HRP once the requisition is created. All other attributes can be changed using the Edit Position Restrictions business process.
· All positions are assigned a default Chart of Accounts (COA) string, which is a 10-segment string of numbers used to track income and spending at the University, that matches the COA string assigned to the Supervisory Organization in which the position will sit. NOTE: All positions are assigned a default COA as part of their organization assignments, and these COA segments (except for Entity, Organization/Cost Center, and Purpose) can be edited later using the Change Organization Assignments process.
· The 10 segments that make up the COA string are: Entity, Organization, Account, Fund, Purpose, Program, Activity, Site, Affiliate, and Future.
· These segments translate into Workday as worktags, which have the same name except for Organization, which is called Cost Center in Workday.
· Out of these 10 segments, there are two, Affiliate and Future which are not used within Workday and therefore are not required for data entry.
· Since Program, Activity and Site are secondary segments, not all COA values will include them, as they are not required for every transaction.
· Additionally, the Account worktag is automatically generated in Workday once payroll is run and is not required for data entry.
· The information required to complete the Create Job Requisition business process in Workday is:
· The name of the supervisory organization in which the requisition and position(s) will sit.
· Positions cannot be assigned to multiple supervisory organizations. If a position is split funded, it will still need to be assigned to one supervisory organization.
· Recruiting Start Date
· Target Hire Date
· Job Profile
· Worker Sub-Type
· Time Type
· Remote Type
· Default Compensation Amount
· Names of Primary Recruiter(s) and Recruiting Screener(s)
· Drug test and/or health screening requirements
· For positions affiliated with an established external organization (i.e., Argonne, Fermi Lab, Marine Biological Lab, etc.), the Affiliated Organization must be entered.
· Job Posting Pay Range/Rate
· Budget and Planning details
· Use of certain job profiles (career tracks and job levels) is restricted – some being available only to certain units, while others require the approval of UChicago Compensation. The following career tracks and job levels are restricted:
|
Job Family |
Career Track |
Job Level |
Restriction Description |
|
Administration & Management |
Administrative Support |
B5 |
Only one per unit, must directly support an Officer or Dean. |
|
Administration & Management |
Business Administrator |
M4, M5 |
Only one per unit. |
|
Alumni Relations & Development |
Development |
M5 |
For use only by Booth. |
|
Student Affairs & Services |
Student Affairs & Inclusion |
P5 |
For use only by CSL. |
|
University Human Resources |
All |
All |
For use only by Central Human Resources. |
· The Unavailable to Fill tab in the Supervisory Organization profile screen will display all positions that are in a closed or frozen status, any positions that are scheduled to be filled on a future date, and positions that have an Availability Date in the future. Positions listed in this tab will not be available for HRPs/Academic HR Partners to act on. If there are no positions in the Supervisory Organization that are in an Unavailable to Fill status, the tab will not display.
· Staff positions will be closed if they remain vacant for more than six months. All other positions do not expire and will remain in your supervisory organization until an action is taken on them that would cause them to be removed from your organization.
· Positions can be moved from one supervisory organization to another through the Move Workers (Supervisory) business process. See the Moving Workers/Positions in Workday Knowledge Base Article for more information.
· Closing a position is a permanent action and will cause the position to move from the Staffing tab in the supervisory organization screen to the Unavailable to Fill tab. If there is any intention of backfilling, do not close the position. Creating a brand-new position to backfill an employee has downstream impacts on UChicago planning, budgeting, and forecasting. See the Closing a Position in Workday Knowledge Base Article for more information.
· A position can also be frozen. Freezing a position is a temporary action and can be scheduled indefinitely, or for a set period of time. See the Freezing a Position in Workday Knowledge Base Article for more information.
· To see where the Create Job Requisition business process is sitting, navigate to the Archive tab of My Tasks and choose any of the tasks related to the process that has been submitted. The View Event screen will display. In the Overall Process field, select Create Job Requisition: Position Title and go to the Process tab where the details of the business process history (including the step, the status, and the person who is assigned to the task) will be displayed.
· To view all the positions in a supervisory organization, run the report View All Positions. To do so, type in View All Positions in the search box at the top of the screen and select the suggested report that appears below the search box.
· To track and monitor job requisitions as they go through the approval process, HRPs and Budget Partners can run the following reports:
· RPT: In Progress Job Requisition Request – This report displays details for in progress job requisitions and includes a list of the Awaiting Persons in which the business process is sitting with. This report also shows the workflow step that is in progress.
· RPT: Job Requisition Request Awaiting My Action – This report displays details for any job requisitions that are awaiting your action and includes the workflow step that is in progress.
1. Log into Workday using your CNetID and password.
2. From the Home page, choose Menu in the top-left corner and select the Recruiting application. Within the Recruiting application, select Create Job Requisition under the Actions header.
a. Alternative ways to initiate the Create Job Requisition process are as follows:
i. Type Create Job Requisition into the search bar at the top of Workday and select the suggested task.
ii. Expand the Recruiting Hub, which is a navigation toolbar on the left-hand side, and select Create Job Requisition from the list of Shortcuts.
1. The Recruiting Hub is only available for Human Resource Partners, Hiring Managers, Primary Recruiters, and Recruiting Screeners.
3. The Create Job Requisition window will populate.
a. If a similar job requisition currently exists and details from the existing requisition can be used for the new job requisition, select the existing job requisition from the Copy Details from Existing Requisition drop-down menu using the Hamburger Menu (the icon with 3 dots and 3 dashes).
b. Select the Supervisory Organization in which the requisition and position(s) will sit.
i. Caution: Supervisory Organization may default to your own personal employee supervisory organization and not the supervisory organization of the new requisition/position being added. Change supervisory organization if this occurs.
c. Most Job Requisitions at UChicago support an already existing position therefore choose For Existing Position.
i. The only time Create New Position should be selected is if the backfill results in a Job Profile change, if a substantial amount of time has passed (e.g. 6 months since termination date), or if the job requisition being created is supporting a truly brand-new position in which no previous incumbent exists.
1. Creating a brand-new position to backfill an employee has downstream impacts on UChicago planning, budgeting, and forecasting. If the job requisition being created supports the backfill of an employee, use the existing position and do not create a new position.
d. For Worker Type select Contingent Worker or Employee, whichever is applicable.
i. This field defaults to Employee.
e. Select OK.
4. The Recruiting Information screen will display. Within the Recruiting Details section, select the pencil icon to edit.
a. Use the Number of Openings field to indicate how many positions need to be created. This field is only available if Create New Position is chosen during the previous step
i. All positions created using this process will be assigned the same attributes.
ii. When multiple positions are created at once, the positions become independent objects in Workday once approved. They will all have the same name but will have a number after the name to differentiate them from each other.
b. Use the Hamburger Menu to the right of the Reason field to indicate why the position is being created.
i. Labor Pool: Select this option if the requisition will be created to support a Permanent Residency application and the application process requires that the labor pool is tested. For more information, review the Initiating the H-1B or Legal Permanent Residency Process (includes Labor Pool Testing) in Workday Knowledge Base article.
ii. New Position: Choose from this category if Create New Position was selected during step 3c. There are several possible reasons for newly created positions:
1. New Position > New Position Competitive Search – Select this option if the requisition will be posted for a competitive search for staff or temporary employees.
2. New Position > Posting Exception – Select this option if a staff position that would typically get posted will not be open to a competitive search. Select this option to request an exception to HR Policy 202.
a. The use of posting exceptions should only be requested in rare cases such as a contractual appointment.
b. Enter the justification in the Comments section located at the bottom of the page. Justification must include changes in job profile, anticipated compensation changes, and key responsibility changes with corresponding percentage.
c. Once the Create Job Requisition process is submitted, it will route to the AVP of Human Resources and the Office of Equal Opportunity Programs for approval. Each will need to approve to move forward. If the exception is not approved, the process is sent back to the HRP, who will determine if it needs to be canceled or if the Reason should be changed to move the process along.
3. New Position > Temp/Seasonal/Non-BenEl/Non-Competitive Search – Select this option for temp/seasonal positions that will not be open to a competitive search. If a temp/seasonal position needs a competitive search, select the New Position> New Position Competitive Search reason code.
a. A job is considered temporary if the position is expected to continue for less than 12 months.
b. A job is considered seasonal if the position is for a temporary need that is defined by the time of year and service is not continuous.
iii. Replacement - Choose from this category if the requisition will be created to replace an existing position and if For Existing Position was selected during step 3c. There are two options for replacement positions:
1. Replacement > Replacement Competitive Search – Select this option if the position will replace an existing staff position and will be posted for a competitive search.
2. Replacement > Replacement: Temp/Seasonal/Non-BenEl/Non-Competitive Search – Select this option if the position will replace an existing temp or seasonal position that will not be open to a competitive search and the job will not be posted.
c. If the job requisition and position(s) are being created due to the backfill of a previous employee, select the former employee within the Replacement For field using the Hamburger Menu.
d. Using the calendar icon, enter applicable dates within the Recruiting Start Date, Target Hire Date, and Target End Date (if applicable) fields.
i. Recruiting Start Date – This date determines when the requisition is posted.
ii. Target Hire Date – This date determines the first day a worker can start employment. Workers cannot begin work before the Target Hire Date has been reached.
iii. Target End Date – This date is required for temporary and seasonal positions.
e. Select Next.
5. The Job screen will display. Within the Job Details section, select the pencil icon to edit. If For Existing Position was selected during step 3c then the below fields will auto-populate. Review and update each field accordingly.
a. Enter the Job Posting Title. This will be visible on both the external and internal job board if the position is posted for recruitment.
i. If the position is a temporary role, the job posting title MUST contain the word “Temporary”.
b. Enter the appropriate job profile using the Hamburger Menu to the right of the Job Profile field. The selected job profile will determine the minimum responsibilities and experience requirements of the requisition.
i. For contingent workers, under By Job Family choose Non-Employee Job Family Group and select one of the job profile options from this category.
ii. For non-union staff members, use the RPT Non-Union Staff Job Catalog report found in Workday to determine the most applicable Job Profile.
iii. For temporary positions, ensure that the job profile code begins with 4000. Below is a list of temporary job codes that may be utilized.
1. Temporary Office Support (4000-01) – Performs general office duties (i.e., word processing, data entry, filing, answering phones, and deliveries).
2. Temporary Technical (4000-02) – Performs duties requiring special skills (i.e., mechanical, scientific, research, or information systems support).
3. Temporary Skilled Trades (4000-04) – Performs skilled trade duties (i.e., carpentry, painting, electrical work, grounds maintenance, and engineering).
4. Temporary Professional Exempt (4000-05) – Performs executive, professional, or administrative duties as defined in the Fair Labor Standards Act. The incumbent must be paid on a monthly basis.
5. Temporary Professional Non Exempt (4000-06) – Performs executive, professional, or administrative duties as defined in the Fair Labor Standards Act. The incumbent must be paid hourly and needs to complete a timecard.
6. Temporary Teacher/Instructor (4000-07) – Performs teaching duties as defined in the Fair Labor Standards Act (i.e., teaching, instructing, or lecturing in the activity of imparting knowledge).
c. Fill out the Job Description Summary, Job Description, and Additional Job Description fields.
i. The Job Description Summary may auto-populate based on the Job Profile selected.
ii. For staff positions impacted by job architecture, follow the formatting guidelines established in the Job Posting Template – Benefits-Eligible Job Architecture Staff found on HR Connect.
1. When creating the Job Description, be sure to reference the Job Profile Description in the Job Catalog. To view the job catalog, duplicate your tab and then type RPT Non-Union Staff Job Catalog in the search box at the top of the screen and select the suggested task that appears below the search box to run the report.
iii. For temporary, union, and seasonal positions not impacted by job architecture, follow the formatting guidelines established in the Job Posting Template – Non Job Architecture and Non Benefits-Eligible Job Architecture Staff found on HR Connect.
d. Enter the Worker Sub-Type and Time Type using the Hamburger Menu to the right of the appropriate field.
e. Enter the Remote Type. Select the level to which the position(s) will be expected to work onsite.
i. Hybrid represents a regularly revolving schedule of onsite and remote work.
ii. Onsite represents functionally fully onsite.
iii. Remote represents functionally fully remote.
f. Enter the Primary Location using the Hamburger Menu to the right of the appropriate fields.
i. The Primary Job Posting Location field will auto-populate once the Primary Location is selected. Do not change this field.
ii. For remote positions, use Illinois as the location because this is needed for affirmative action and posting requirement purposes.
iii. Only one location should be assigned to a position. However, an alternate location can be assigned later once an employee is hired into the position. Please refer to the Managing Work Location in Workday Knowledge Base Article to review instructions on how to do it.
g. Input the number of hours the employee will work each week in the Scheduled Weekly Hours field.
i. Ensure that Scheduled Weekly Hours aligns with the Time Type.
1. Full-Time = 35 to 40 hours per week
2. Part-Time = 32 hours or less per week
h. If applicable, enter the Work Shift.
i. E = Evening Shift
ii. N = Night Shift
i. Select Next to continue.
6. The Organizations screen will display. This section is available for viewing only—it cannot be edited. The information is pulled from the selected Supervisory Organization where the position(s) are or will be located. Changes to the organization assignments can be made during the Change Organization Assignments step of the Hire, Add Job, or Change Job business processes when the position is filled.
a. Select Next.
7. The Attachments screen will display.
a. To determine if an Extra Outreach Plan is needed, select the bar-graph icon in the top-right corner of the page and select Refresh to view the Affirmative Action Profile (AAP). AAP’s include minority placement and female placement goals for Staff, BSD, and Press.
i. If the JR being created supports a BSD or Press unit, review the BSD or Press Minority Placement/Female Placement columns.
ii. If the JR being created supports neither a BSD or Press unit, check the Staff Minority Placement/Female Placement Goal columns.
iii. Create an Extra Outreach Plan ONLY if there is a Yes in a column corresponding to the unit of the JR.
1. Complete the Extra Outreach Plan template (located within HR Connect) and attach it by selecting Add under the Documents section. Select Attach to open the file explorer and locate the document in question.
a. This plan shows how the HRP is targeting certain populations.
b. View the Extra Outreach Plan Framework Quick Reference Guide for more information.
iv. If the AAP shows all No’s, an Extra Outreach Plan attachment is not required.
b. If the position is a people manager as identified in the ‘M’ job levels of job architecture, then upload the organizational chart.
i. Select Add under the Documents section and choose Attach to open the file explorer and locate the document in question.
c. Once the Extra Outreach Plan (if required) and/or organizational chart (if required) are attached, select Next.
i. NOTE: Salary justifications are not uploaded here. Instead, add this information to the Comments box of the Compensation screen.
8. The Assign Roles screen will display. This step is only required for competitive searches.
a. If the JR being created does not include a competitive search, select Next to move to the Compensation screen.
b. If the JR being created does include a competitive search, complete the following:
i. Primary Recruiter(s): Required Role. Are responsible for moving candidates through the recruitment process/applicant lifecycle. This role can view and manage job requisitions. It is recommended that no more than two workers are assigned this role.
1. Select the Add button and using the Hamburger Menu within the Role field, select Primary Recruiter.
2. In the Assigned To field, use the Hamburger Menu to select worker(s) or type their name directly into the Search field and select the Enter key.
a. Multiple Primary Recruiters can be added at once.
3. Select the checkmark in the top-right corner of the section to save your changes.
ii. Recruiting Screener(s): Optional Role. Have view-only access/line of sight into the recruitment process. They can filter the candidate grid within the JR but cannot act on it.
1. Choose Add again and using the Hamburger Menu within the Role field, select Recruiting Screener .
2. In the Assigned To field, use the Hamburger Menu to select worker(s) or type their name directly into the Search field and select the Enter key.
a. Multiple Recruiting Screeners can be added at once.
3. Select the checkmark in the top-right corner of the section to save your changes.
iii. Once all Primary Recruiters and Recruiting Screeners have been added, select Next.
1. NOTE: The Hiring Manager role is not added at this step, as it will default to the manager of the supervisory organization.
9. The Compensation screen will display. The information included on this page will not be reflected on the job posting and is unrelated to the requirements of Illinois pay transparency.
a. Review all fields in the Compensation section to confirm accuracy. Make changes if needed using the Pencil icon or enter information by selecting the Add button.
i. DO NOT edit the Guidelines segment, because it displays the pay grade and is autogenerated by job profile.
1. If offering a pay rate that is outside (below or above) of the Total Base Pay Range, provide justification in the Comment box. HR-Compensation will review justification for pay rates that are outside of their base pay range.
ii. Exempt job profiles can ONLY have a Salary compensation plan. Non-exempt job profiles can ONLY have an Hourly compensation plan.
1. Under the appropriate section, select the Compensation Plan using the Hamburger Menu.
2. Only edit the Amount, DO NOT change the Currency or the Frequency.
a. If entering compensation for a worker in the Salary plan, enter a monthly amount. If entering compensation for a worker in the Hourly plan, enter an hourly amount.
3. Considering that Chicago’s Minimum Wage increases every July 1 per the Minimum Wage Ordinance, make sure to review the City of Chicago’s Minimum Wage page to ensure that the rate for any hourly paid worker is not below the appropriate amount.
4. For fixed term employees, enter an Expected End Date. To do so, go either to the Salary or to the Hourly section (depending on the job profile), and select the small blue arrow to the left of the Additional Details header to expand this segment and add the information.
b. The default compensation can be modified later during the Hire, Add Additional Job, or Change Job business processes.
c. Do not edit the Merit section or select Add under the Bonus section.
d. After the compensation review and editing is complete, select Next.
10. The Summary screen will display. Review all details for accuracy and select Submit.
a. If any corrections or updates need to be made, select the pencil icon under the applicable section.
11. A dialog box will pop up with the next task (Other Job Requisition Details) to complete. Select Edit Additional Data.
a. If the dialog box disappears, select the Mail icon in the top-right corner of the page to navigate to My Tasks, and then select the Other Job Requisition Details task.
12. In the Other Job Requisition Details screen, fill in the About the Department field by copying and pasting content provided directly from the department.
13. For the below questions, checkmark the box to the right of the question for any options that are required and then select Submit.
a. Does this position require incumbent to operate a vehicle on the job?
i. Check marking this box will require receipt of the candidate's Motor Vehicle Record.
b. Is Drug Testing Required?
c. Is Health Screening Required?
d. Include Joint Commission Package (JCAHO) for Background Check
i. Used for certain regular staff positions in the Biological Sciences Division.
e. Include Background Check for any employment held outside of University of Chicago (a la carte)
i. Also used if a temporary employee is hired into a regular staff position within twelve months of their previous background check. An a la carte Education Only Background Check is completed.
f. An assessment is required.
i. Assessments must be requested through the Service Now Clerical Testing Request form, in addition to check marking this box.
ii. Do not require an assessment for some candidates but not for others. Either all candidates are given an assessment, or none are.
14. A dialog box will pop up with the next task (Pay Transparency Pay Range and Position Control Details) to complete. Select Edit Additional Data.
a. If the dialog box disappears, select the Mail icon in the top-right corner of the page to navigate to My Tasks, and then select the Pay Transparency Pay Range and Position Control Details task.
15. In the Pay Transparency Pay Range and Position Control Details screen, review the instructions at the top of the page and complete all fields. For assistance with completing this screen, please see the Staff Job Requisition Cheat Sheet.
a. For the Position Pay Range Minimum (For Job Posting) and Position Pay Range Maximum (For Job Posting) fields:
i. Enter the numerical value as an hourly rate for non-exempt positions or an annualized salary for exempt positions. The dollar sign and commas will auto-populate as needed and should not be entered into these fields.
ii. If you need to post a single rate rather than a range, enter the same rate into both the minimum and maximum fields. Workday will reflect the single rate on the posting when the minimum and maximum fields match.
iii. The values entered must represent a good faith estimate of the expected offer amount. If there any concerns regarding a position's pay range spread, HR Partners should collaborate with the UChicago Compensation team.
b. The Budgeted Amount field should reflect the actual budget for the position(s) (i.e. hourly rate or annualized salary).
c. Utilize the Variable Pay Statement (For Job Posting) field only if the position(s) you are posting is guaranteed to include variable pay. This field should not be used often. Job postings are not required to disclose variable pay that organically materializes during the negotiation process (e.g. most sign-on bonuses) or the dollar or percentage amount of the variable pay to be offered.
i. This field will populate on the job posting, if utilized.
ii. IMPORTANT: The beginning of the variable pay statement auto-populates as “In addition to the base pay posted above, this role may also be eligible for” on the job posting, so simply finish this statement by only entering the type of variable pay plan this position is eligible to receive (e.g. Only enter “incentive plan and housing allowance”).
d. Complete Select number of FTE direct reports into this role by indicating how many employees will report to the position(s), using the Hamburger Menu.
i. FTE = Full Time Equivalency
e. Input the job architecture job level(s) (i.e. P2, P1, B3, T2) in the “Enter job levels of the FTE direct reports for this position” field. If the position(s) is not a part of job architecture, enter a broader value such as union, students, seasonal, etc.
f. Using the Hamburger Menu, answer the question “Can you confirm that the position(s) are approved and budgeted in the UCPLAN application?” Options are:
i. Yes, in current Fiscal Year
ii. Yes, in next Fiscal Year
iii. No, financial explanation and mitigation plan required
1. If this option is chosen, it is required to add the financial explanation and mitigation plan details into the Additional Comments field near the bottom of the screen.
g. Enter a Justification, indicating why the position is critical to be filled now and why it could not be filled later. Also enter why the responsibilities of the position cannot be shared among other positions.
h. Enter the position ID, from the approved Workforce Plan submitted in Oracle that aligns with this position, into the Enter the UCPLAN - Workforce Position ID from the forecasting module in the UCPLAN application field.
i. Position IDs should either be noted as a 9-digit entry beginning with a P or reflect as “New Position three-digit number” (i.e. New Position 382).
1. Existing positions will have a Position ID that begins with a P and is followed by 8-digits.
2. Newly created positions will have a Position ID that states “New Position.”
a. NOTE: If you are having difficulty finding the Position ID, please check with your unit’s budget partner.
ii. For temporary and seasonal positions, enter "temporary" or "seasonal" into this field.
iii. If the position(s) have not been budgeted, enter not budgeted into this field and add an explanation in the Additional Comments box at the bottom of the screen.
i. Answer the question “What is the key purpose of this position?” by using the Hamburger Menu and selecting the reason that best applies.
j. Add the applicable funding source from the Hamburger Menu within the Select the account type funding the position(s) field.
k. To complete the field labeled “Enter the COA (Entity, Oracle Organization/Workday Cost Center, and Fund) or the POETAF related segments (Project, Award, and Funding Source) and the related percentage”, enter the account number from which the position is funded.
i. The COA or POETAF account number must align with account type funding the position selected in the previous step.
l. The below fields are optional but strongly encouraged if a restricted account type was selected during step 15j.
i. Restricted Funding Only: Account Balance – enter the account balance of the restricted fund being used to fund the position.
ii. Restricted Funding Only: Enter the Award/Project Period – enter the start and end dates for the Award/Project (i.e. 7/1/24 - 6/30/2025)
16. Once all applicable fields are completed on the Pay Transparency Pay Range and Position Control Details screen, select Submit.
17. For Posting Exception requests, the process routes to the AVP of Human Resources and the Office of Equal Opportunity Programs for approval and then to the Budget Partner. For all other requests, the process routes directly to the Budget Partner for review and approval.
18. The Budget Partner receives two tasks to complete:
a. The first task is labeled “Job Requisition: JR#####” and allows the budget partner to review the Job Requisition in its entirety, not factoring in pay transparency or position control information. Budget Partner selects Approve.
b. The second task is labeled “Pay Transparency Pay Range and Position Control Details” and allows the budget partner to review and edit pay transparency and position control information. It is an expectation that the Budget Partner correct any information that is not accurate within this task. Budget Partner selects Submit.
19. Once the Budget Partner approves and submits both tasks, the process routes to Recruitment and Retention Specialists for review and approval.
20. After Recruitment and Retention Specialists have approved the process, it then routes to Compensation Administrators for review.
21. From there the Budget Office Controller receives two tasks: one to review and approve the Job Requisition and another to complete the PPPC (PPGP for BSD) Budget Analyst Recommendation.
22. The job requisition is then reviewed for final approval by the Position Posting Process Committee (PPPC) or, for BSD, the Position and Pay Governance Panel (PPGP).
23. After PPPC/PPGP approval, the job requisition is posted (for competitive searches only) to the applicable job boards by the Recruitment and Retention Specialists. The HRP receives a Job Posting Notification once the Job Requisition has posted.