Position Management

I'm wondering how other companies handle Position Management? Do you have position codes set up in a 1 for 1 relationship (1 EE to 1 chair), or do you have 1 to many chairs with generic positions set up?

We are particularly interested in the 'fill default' function as well as the level of maintenance required if you have a one to one relationship.

We have two processes within our firm: one uses position management on a 1 to 1 basis with fewer job types and many default capabilities (PL, Dept, Exempt from OT, Grade, Job Code, Location, Pay Frequency).

The other has many more jobs and similar positions, but not down to the process level, department, supervisor level. The initial feeling on this process is that it would take an enormous amount of time setting up and maintaing position codes.

We are trying to assess the pros/cons of each solution (generic positions and fewer defaults) versus 1 to 1 with more defaults.

Any thoughts you're willing to share? We are using 9.0.1.7.

Thanks!

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Comments

jmurdoch

We have several employees tied to the same PA02 position codes and use fill defaults when hiring and transfering employees into positions. We also push out mass position changes (pay grade, reporting structure, etc) on the PA02 by running the PA102 to update employee records. We have approximately 3500 PA02 position codes. I'd be happy to discuss in more detail if you'd like!

Legacy Contributor

We use positions - FillDefaults is great! Ours aren't 1:1 but we do have multiple versions of a position if one or more of the fields needs to be different - typically it's supervisor.

Example - our Business Office has 4 supervisors who each have Patient Account Reps reporting to them so we have 4 positions set up where the only difference is the Direct Supervisor. The last character of the position code is different for each position (1, 2, 3, 4).

Our biggest challenge is getting the recruiters to use the correct version of the position code so the employee links up with the correct supervisor.

marty

We too use positions and don't have 1:1 relationships (if I can help it). Like cmeier, we alter the position using a coding system I developed, to distinguish similar positions to each other. We have 12 PLs, and I reuse Job Codes across the PLs, but positions are unique to a PL. We have one PL that uses Step and Grade, and I love that position management and PA rules help to keep that structure good.

As for recruiters using the correct position, I created a position .dme to pull available positions into a spreadsheet that I keep in a central HR location, so that the recruiters and data entry people can find the correct position to use by filtering. It works really well for us.

I personally feel that Position Management helps us with consistency and data mining capabilities. I'm willing to discuss with you further should you want to.

Legacy Contributor

First off, thank you all for your responses! I do have some follow-up questions related to your position coding scheme.

We have some 'smart coding' built into our position codes. For example, MN036CCFBAB1: location=MN036, CC=Call Center (Division), FBAB1=Financial Analyst I.

Can you tell me your coding scheme, aproximately how many position codes you have and how many employees within your organization? Not only do I want to compare your scheme to ours but also want to try and assess how much effort it is to maintain your structure, given supervisor changes and organizational structure changes and default field changes.

Any information you are willing to share is appreciated.

Thanks!

[Updated on 4/23/2015 10:53 AM]

Legacy Contributor

We currently have 6,000 employees with 2,700 positions.

Our position structure has been in place for about 14 years and has worked well.
Characters 1-5 = job code
Characters 6-10 = department number
Character 11 = process level identifier
Character 12 = number value to accommodate variations (i.e. supervisor)

Organizational changes can be time consuming depending on how widespread they are. We have used MS add-ins to help with this but due to limitations on who can do add-ins it's often quicker to just manually enter changes.

We do use supervisor codes. If one supervisor leaves, we assign a "filler" to that supervisor code on HR07 rather than changing the supervisor codes on PA02. This works very well. Then when a replacement is hired, he/she automatically replaces the filler and is linked to the employees without having to make any changes to PA02.

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