Create new position code structure in preparation for upgrade to Global HR

Our organization is embarking on "data clean-up" in preparation for a future upgrade to Global HR. We are looking for best practices ideas with respect to meaningful position codes. I welcome any ideas or other resources that provide ideas.

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megan-dwyer

We will be doing a general ledger, position, department rebuild in the next fiscal year. I would be interested in anything you learn. megan.dwyer@mymlc.com

Legacy Contributor

Our position codes are made up of 4 pieces of information - job code, department, process level, supervisor . Our job codes and department numbers are 5 digits each. We have an alpha code assigned to each process level. The supervisor digit is used to create a unique position code when more than one supervisor has direct reports in the same position (i.e. 5 business office supervisors each supervisor patient account reps so the patient account rep positions use 1-5 in the final digit). We use HR07 for supervisors so this method allows us to have a different direct supervisor code on each position.

We've also used the last digit to create unique positions when there was a difference in position requirements (PA08) or required health tests (PA48.4).

This method has worked well for us since going to Lawson in 2001.

sriman-shivakoti

Ours are set up similarly as Carla described. We interface to KRONOS for timekeeping so ours are PL, Accounting Unit, job,special character,status. For example a FT nurse in ED would be 30260087000F. This allows the nurse to transfer in KRONOS to CCU (150) which would send the hours back to Lawson to pay to 30150087000F and based on default values on PA02, the labor would be charged to dist co 30 and accounting unit 150 instead of 30 260. Our special character is sometimes used to denote grant positions or overfills.

We also link to HR07 as mentioned above and have position requirements on PA08.

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