Case Study3

CHAPTER 7
ISIS HUMAN RESOURCE SYSTEM

SECTION 7.1
ISIS HR SYSTEM FEATURES
7.1.1 OVERVIEW
As stated in the ISIS HR Project Vision, “Louisiana has chosen to implement a cutting-edge human
resources system that will improve the way government agencies and departments do business. This
technology will allow us to transform our current payroll, personnel and position management systems into
a single, integrated system that will propel employee administration into the future”.
ISIS HR is a fully integrated system. Data is only entered one time and is then accessible to users for
review, reporting, evaluation, update, etc. ISIS HR system is replacing the three central legacy systems:
CS02 personnel system, the AM45 position control system and the Uniform Payroll System (UPS). The
ISIS HR system will provide additional functionality and enhanced reporting capabilities. There will be
many differences between the ISIS HR system and the systems it is replacing. These differences will
encompass many aspects from presentation and layout of online screens and reports to new and expanded
functionality. This Chapter of the AIG addresses some of the new functionality and some of the
differences. This Chapter intends to provide an introduction to system differences and new functionality so
that agencies can begin the process of assessing the impact of implementing ISIS HR.
Phase I of ISIS HR will implement the following components of the SAP R/3 software:
• Personnel Administration
• Organization Management
• Job Position Definition & Control
• Benefits Administration
• Compensation Management
• Time Management
• Payroll
• Accounts Payable to support Payroll related activities
• Employee Self Service (ESS)
The agencies should realize many benefits from this new system:
• Entry into one single integrated system instead of multiple systems

• Eliminate or reduce the amount of time spent on such things as multiple entry, pre-approval, auditing,
reporting, tracking, manual processes and reconciliation, enabling agency employees to focus on
value–added activities
• Timely, current, accurate and complete employee information
• Easy access to this information
• Ability to perform what-if analysis on all data
• Personnel budget projections
• Detail effective dated history
• Future dated processing
• Data maintained on transfer between agencies
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• Standardize business processes

• Civil Service pre-approval replaced by post audit
7.1.2 NEW SYSTEM CAPABILITIES
Classified Actions
Agencies will enter their classified employee actions directly into ISIS HR.
Effective Dates - History

ISIS HR will maintain a complete history of each record or infotype. This is done by each version of the
infotype having an effective date period consisting of a beginning (from) date and ending (to) date. For the
current record, the ending date is the “SAP end of time” and is recorded as “12/31/9999”. As new
information is processed with a new effective, the system automatically delimits the old information with the
appropriate ending date.
Example:
An employee has a current address record with the following effective dates:
from 11/20/1996 to 12/31/9999.
An address change is entered with an effective beginning date of 03/03/2000. The system
automatically delimits, or ends, the old record with a date of 03/02/2000.
Thus the old address record has effective dates:
from 11/20/1996 to 03/02/2000
and the new address record has effective dates:
from 03/03/2000 to 12/31/999.
While ISIS HR maintains and still requires an employee’s social security number, the system will generate
a unique Personnel Number.
Job Codes
The Job Code numbers currently assigned by Civil Service will be retained in ISIS HR. Civil Service and
the State Police Commission will continue to assign job code numbers.
Position Numbers
For new positions, the position number will be system assigned, however the position number currently
existing in AM45 will be retained as the position information is converted.
Transfers
Data will be maintained upon employee transfer between agencies. Thus, it will no longer be necessary to
treat the employee as though he was a new employee. The employee will not have to re-enroll in benefits,
retirement, complete new tax forms, etc. The Employee Administration unit will not have to re-enter the
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employees personal data, benefits, deductions, tax information that already exist in the ISIS HR system.
The employee’s record will remain active and access to the record will be transferred to the new
organization. (Note: Payroll information is, of course, not maintained for the agencies that are not paid
through ISIS HR. In transfers between non-paid agencies and paid agencies, procedures on transfers will
be different).
Payroll Payables
There will be major changes in the area of payroll payables. Payments to third party vendors and benefits
providers will be automated in ISIS HR. Whatever is deducted from the employee will be remitted directly
to the vendor.
Garnishments will be centralized within OSUP.
Tax Reporter – a component of ISIS HR will be utilized to process all quarterly and year-end tax reporting
(i.e., W2, 940, 941, W3, etc.)
Retroactive Pay Calculation

ISIS HR is capable of automatic retroactive pay calculation. The calculation process is based on the
effective date of the event. However, of course, retro pay cannot be calculated by the system if the
effective date is prior to the implementation date of the ISIS HR. The calculation process takes into
account the work schedule, the holiday calendar and the actual time worked. Retroactive pay calculation
will need to be reviewed if there have been intervening actions that could affect the calculation.
Supplement Payments
Supplemental checks can be requested and processed on line with ISIS HR. The employee administration
group will enter the data required to generate the supplemental check and the payment will be generated.
Supplemental pay may be issued to the employee in the form of a paper check or it may be direct
deposited.
Absence (Leave) Codes

In addition to retaining the majority of the current UPS leave codes (i.e. LA – annual leave, LB – sick leave,
LK – K time OT 1.5, LL – K time straight time, LH – holiday) leave codes, called absences in ISIS HR, have
been expanded.
Examples of some of the new absences are:
LALB- annual leave in lieu of sick leave;
LI – suspended with pay;
LILW – suspended without pay;
LSAG – special leave act of God;
LSOC – special leave office closure;
LSCA - special leave civil air patrol;
LE01 – educational leave job related.
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Absence (Leave) Quotas

ISIS HR also allows for establishing the quota on the appropriate absence type to enable the tracking of
this leave taken by an employee.
Examples of some of these quotas are:
LM01 - military training leave 15 working days per calendar year;
LSCA –special leave civil air patrol 15 working days per calendar year.
This process will ensure that the employee does not exceed the maximum hours of leave allowed for these
specific absences.
Attendance
In UPS leave codes were used to record the fact that an employee was in a work status even though that
employee was not at his/her regular work location, but a new concept in ISIS HR is that of an attendance
versus an absence. Examples of attendances are drug testing; attending a conference/convention; court
appearance; participating in a training course; interview. Specific codes will be assigned to the attendance
types.
Employee Self Service

Employees will have the ability to inquire and maintain some of their own information via the Web. For
inquiry only, this will include benefit information and pay stubs. In addition to inquiry, employees will have
the ability to maintain their personal information like address, emergency contact, family
member/dependents and tax withholding information.
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ORGANIZATION MANAGEMENT
7.2.1 ORGANIZATION MANAGEMENT
ISIS HR Organizational Management is a tool to effectively manage agencies’ organizational structure. It

lets the agency construct and maintain a precise model of the organization structure, ensuring a clear
picture of the staff and the structural environment within the agency.
Organization Management in ISIS HR consists of organizational units, positions and jobs. These
components of organizational management are linked together creating an organizational hierarchical
structure for Louisiana State Government. Agencies can view their organizational structure, positions and
holders (employees) in a color coded hierarchical tree structure making it easy to distinguish between
organizational units, positions (filled and vacant) and employees. The ISIS HR system also provides the
capability for the organizational structure to be displayed in organizational chart form through structural
graphics. This type of structure provides the agency the ability to move organizational units and/or positions
utilizing the “drag and drop” feature. Refer to the attached exhibits 1 AND 2 for an example of a tree
structure and an organizational chart.
7.2.2 ORGANIZATIONAL UNITS
Organizational units are established to reflect the structure of an organization along functional lines.
Organizational units will represent the department, each agency within the department, each office/division
within an agency and all sections/units within the office/division. An Organizational Unit is linked to another
Organizational Unit thereby creating the hierarchical structure of the department/agency. Additional
organizational units may be established to represent boards and commissions; these additional
organizational units are linked to the appropriate organizational unit to which they report in the department.
Organizational Management provides the capability for user query and reporting at any level desired by
agency management (agency level, section level, etc.). A history of all changes is captured allowing the
agency to view both the current organizational structure as well as any past structure.
Organizational unit numbers:

Conversion: No existing organizational numbers will be converted. ISIS HR organizational unit
numbers will be assigned during the conversion process. (The three digit AFS agency
number will become the Personnel Area in the ISIS HR hierarchy).
ISIS HR: New organizational units, the organizational unit number is automatically assigned by the system.
When creating a new organizational unit, specifying which organizational unit the new unit reports to,
creates the reporting structure and links the organization. Organizational units also contain other attributes
that further define or describe the organization, such as name, physical location and expenditure
organization (cost center). Cost Center information can be maintained at the organizational unit level or
the position level, depending on how positions are charged (see position information below for further
explanation).
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In ISIS HR, organizational units are not required to represent timekeeping units. Timekeeper designation is
handled by another method in the system, allowing timekeepers the capability to manage multiple
organizational units or portions of organizational units.
7.2.3 JOBS
Jobs are basically the same as they are today. A job is a classification of responsibilities or group of duties
used for recruitment, to determine qualifications and the basis for pay level. Job specifications will also be
maintained in ISIS HR. All jobs are available for linking to positions in any organizational unit. In ISIS HR,
pay schedules are attributes of the job. When a position is linked to a job, the pay schedule will
automatically be inherited by the position. When changes on the job occur, such as a job title change or
pay schedule change, the existing information will not be deleted but will be date delimited. The delimited
information will contain any characteristics of the job prior to the change, and the new record will contain
the new information. This process creates history information of job changes.
Job numbers:
Conversion: CS02 existing job numbers will be maintained for existing jobs.
ISIS HR: New jobs, the job number is still assigned by Civil Service or the State Police Commission.
7.2.4 POSITIONS
Position Management is similar to organizational unit management is many ways. A position is linked to a
job and inherits the characteristics of the job. Positions will also have other identifying characteristics such
as whether it is a training series position, whether it contains holders (employees), if it is a supervisory
position or is supervised by another position, vacant, etc. Positions may also contain attributes that may be
maintained in the system indicating whether the position is approved for special pay. Multiple special pays
such as housing allowance, premium pay, shift differential, etc., may be assigned to the position.
Position numbers:
Conversion: AM45PC existing position numbers will be maintained for existing positions.
ISIS HR: New positions, the position number is automatically assigned by the system.
Each position throughout the organization is linked to the position to which it reports, i.e., defining
supervisory and subordinate relationships thereby creating the reporting structure. Although supervisors or
superiors may exist within the same organizational units or in other organizational units, features are
available to link those positions to reflect appropriate reporting structure.
Each position in ISIS HR will be attached or linked to the ISIS HR hierarchy. The hierarchy identifies such
things as full time/part time, classified/unclassified, etc., and contributes to the functionality in the system
that drives the various areas of the system such as leave, benefits, payroll and finance. Please refer to
Chapter 14 for a listing of the hierarchy structure.
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As mentioned, cost center information can be maintained at either the organizational unit level or the
position level. If all of the positions in an organizational unit will charge expenditures to the same cost
center, the cost center information will be maintained at the organizational unit level and the positions will
inherit the cost center. If all of the positions in the organizational unit do not charge expenditures to the
same cost center, the agency would only enter the cost center at the position level for those positions
requiring a different cost center from the one set up on the organizational unit. By having the cost center
information linked to the position (inherited or entered by the user), it is not necessary to create
organizational units corresponding to a cost center.
Agencies will be responsible for entering their positions into ISIS HR and are subject to post audit by Civil
Service/ State Police Commission. Some positions may require pre-approval before the agency enters
them into ISIS HR. Refer to Civil Service/State Police Commission policies and procedures.
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EXHIBIT 2: Organizational Hierarchy – Organization Chart Form through Structural Graphics
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SECTION 7.3
PERSONNEL ADMINISTRATION
7.3.1 GENERAL EXPLANATION
ISIS HR Personnel Administration is a tool that will provide state agencies an accessible, central repository
for personnel data.
INFOTYPES
In ISIS HR, infotypes are related units of information used to record employee data for purposes of
administration, time recording, and payroll. Infotypes provide a structure to data, thus facilitating entry of
data and enabling the storage of data for specific periods of time.
Infotypes appear in the system simply as screens or windows where related data are stored. For example,
Personal Data (Infotype 0002) contains fields for entering the employee’s name, date of birth, social
security number, marital status, etc. Each infotype is made up of both “required entry fields” and “optional
entry fields.” The user cannot conclude entry of data on an infotype until information is entered into all
required entry fields.
The storage of data on infotypes allows the agency to maintain a complete employment history for each
employee. As an employee’s data changes or develops during an employment period, these changes must
be entered into infotypes. When updated information is entered into the system, the old data is not lost; it is
stored instead with a specific period of validity for each infotype record, thereby keeping a history of all
changes. The agency will be able to view both current and historical employee information.
ISIS HR PERSONNEL ACTIONS

Essential personnel administration tasks, such as hiring a new employee, requires the entry of a large and
varied amount of data into the system. Tasks such as these will involve processing an ISIS HR personnel
action, which is a series of infotypes that are grouped together and appear in succession. ISIS HR
personnel actions assure that all information necessary to accomplish a given task is entered.
While most ISIS HR personnel actions comprise a predefined set of infotypes, certain data entered on an
infotype may result in the automatic display of a related infotype. This response is known as a dynamic
action, which is triggered by the system and not by the user. For example, when “Married” is entered on
Personal Data (Infotype 0002), Family-Related Person (infotype 0021) will automatically appear and be
added into the personnel action sequence. If “Single” is entered or the field is left blank, Family-Related
Person (infotype 0021) will not appear, and the ISIS HR personnel action will continue.
ISIS HR Personnel actions may be entered at any time, but to affect an employees’ pay, the action must be
entered prior to the final day of the pay period.
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The personnel actions that have been defined include the following:
• Hiring (w/payroll), Hiring (w/o payroll)— used for any employee who does not have a record in ISIS
HR.
• Rehire (w/payroll), Rehire (w/o payroll)—used for an employee returning to state service who has an
existing record in ISIS HR. The employee will be reassigned the same personnel number, which
remains in the system. One benefit of this reassignment is that the employee’s history is maintained
even with breaks in service.
• Organization Assignment (w/payroll), Organization Assignment (w/o payroll)—used when an
employee moves from one position in a personnel area (agency) to another position in the same
personnel area (agency). Ex: promotions, demotions, etc.
• Appointment Change (w/payroll), Appointment Change (w/o payroll)—used to move an employee
from probation to permanent, from job appointment to probation, etc.
• Transfer in, Transfer—used when an employee moves from one personnel area (agency) to another
personnel area (agency) Ex: lateral, promotion, etc. One benefit of this action is that the employee
does not have to re-enroll in retirement, group benefits, etc.
• Separation (w/payroll), Separation (w/o payroll)—used when an employee leaves state service.
• Benefits Selection—available only to ISIS HR paid employees and is used to enroll in the benefits
plans (Group Insurance, Cafeteria, etc.).
Not all updates of employee records will require an ISIS HR personnel action. When changes do not
require an ISIS HR personnel action to accomplish the task (a group of Infotypes is not required), changes
can be made directly to the appropriate infotype. For example, if an employee has a change in mailing
address, the user would go directly to Addresses (infotype 0006) to update the address, or if an employee’s
tax information were to be adjusted, the user would go directly to Withholding Info. W4/W5 (infotype 0210).
7.3.2 INTEGRATION OF ORGANIZATIONAL STRUCTURE
Personnel Structure and Organizational Management are integrated in ISIS HR. In Organizational
Management, position data is linked hierarchically to a Company Code, a Personnel Area, a Personnel
Subarea, a Cost Center, an Employee Group, an Employee Subgroup, a Job, and an Organizational Unit.
These fields serve as default settings for each position and as such have practical consequences on ISIS
HR personnel actions. For example, when a new employee is hired into a position, the Personnel Area,
Employee Group, and Employee Subgroup will default with values from Organizational Management.
These values can be changed during entry when necessary, but the agency must always review the
defaults to ensure accuracy. (Refer to the Organizational Management and Hierarchy chapter of the AIG for
more details.)
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7.3.3 CONVERSION
Conversion: CS02 and the Uniform Payroll System will be used to convert identified existing employee
master data. However, some information will need to be manually entered into ISIS HR
because these legacy systems do not have the necessary detail.
The project team will provide agencies with a list identifying the system from which each data element will
be converted. Additionally, the project team will send reports to the agencies, which identify discrepancies
between the legacy systems. Agencies will need to review these reports and make corrections where
necessary in the appropriate system.
7.3.4 DATA MAINTENANCE
Agencies will be responsible for entering employee master data into ISIS HR and are subject to post audit
by Civil Service/State Police Commission. (Refer to Civil Service/State Police Commission policies and
procedures.)
In early 2000, the project team will provide the agencies with a list of all data required for each ISIS HR
personnel action (hire, rehire separation, etc.). Agencies must evaluate any internal input forms that they
are currently using to determine if their forms should be revised, replaced, or eliminated.
Examples to consider:
• Some agencies may be able to sit down with the employee and type the information directly into the
system. Upon completion, a report would be printed from the system, and the employee would be
asked to review and sign that the information is correct, thereby eliminating the need for an input form.
• Other agencies may be hiring employees in various locations across the state and mailing/faxing the
information to Employee Administration in Baton Rouge to be entered prior to the end of a pay period.
These agencies may need a very detailed input form to get the information necessary to set up the
employee in the system to receive a paycheck.
• Other agencies may use a combination of an input form and a system confirmation form. The data
required to hire an employee may come from an input form; however, the agency may choose to sit
down with the employee (within the 30 days allowable) and type the data directly into the system to
enroll the employee in Group Benefits. The system produces a benefits confirmation form that could
then be printed for the employee’s review and signature.
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BENEFITS ADMINISTRATION
7.4.1 OVERVIEW
Benefits in ISIS HR will be maintained only for employees who are paid through ISIS HR.
ISIS HR Benefits is a tool for the comprehensive administration of employee benefit plans. It will streamline
enrollment into state benefit plans, improve the exchange of employee data with State Employees’ Group
Benefits Program (SEGBP) and some retirement groups, and ease the processing of employee changes to
or termination of benefits.
The benefit plans administered through ISIS HR Benefits include retirement options and those plans
offered or administered by State Employees’ Group Benefits. Miscellaneous insurance types that are
selected by employees will continue to be treated as payroll deductions rather than benefit elections.
A number of automated features will help to streamline the process of enrolling employees into benefit
plans. For example, the plans offered during enrollment will be limited automatically and include only those
that are applicable to the type and status of employee. The plans themselves are presented in a tree
structure that reflects the anticipated plan participation dates; the desired plan can be selected with a
“double-click,” and further plan options chosen. A history of all changes is also maintained automatically,
thus an agency will be able to view all plans and options selected by an employee during the course of
employment. Some additional features of ISIS HR Benefits include automatic determination of eligibility
groups, automatic calculation of employer contributions and coverage amounts, and automatic monitoring
of federal limits.
Because employees who are hired/re-hired either must choose to participate in a retirement plan, social
security, or Deferred Comp in lieu of Social Security/retirement, or must meet eligibility requirements for not
participating in any of these options, the process for enrolling into retirement plans is included in the “ISIS
HR Hire and Re-hire Personnel Actions”. However, because employees have thirty days to enroll in health
insurance, enrollment into plans available through or administered by State Employees’ Group Benefits will
be handled in a separate “ISIS HR Benefits Selection Action”.
Direct interfaces with SEGPB, La. State Employee Retirement System (LASERS) and Teachers Retirement
System of La. (TRSL) will facilitate the timely exchange of employee data with these groups. When the
employee enrolls into a plan, data entered into ISIS HR will be transmitted via an interface to the
appropriate group, thus limiting the amount of paper being passed back and forth. All changes made to the
benefit selections and/or relevant
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changes to the employee’s master data (e.g., address changes, etc.) also will be transmitted via interface.
In addition, because organizational information is linked in the ISIS HR system, employee benefits can
follow the employee from agency to agency without termination and re-enrollment into the plans. The
applicable system(s) will be notified via the interface if an employee transfers from one agency to another.
Standard “Adjustment Reasons” will ease employee changes to and terminations of health and insurance
benefits. Adjustment Reasons not only identify the reason for the change or termination, but also restrict
the options available to be added, deleted, or changed. For example, changes made to insurance options
because of a life event change, such as the birth of a child, will be entered, and when applicable, the
system will recalculate the employee and state contribution rate as well as send the necessary information
to SEGBP via the interface.
7.4.2 Retirement Benefit Options
Every employee paid through ISIS HR who is eligible to receive benefits will fit into a “Benefits Group.”
These benefits groups are used to restrict the retirement plans available to an employee. For example,
District Attorneys will belong to one benefits group and be restricted to enrollment in their retirement plan
only. Additionally, because some employees can elect to remain in TRSL rather than enroll in LASERS,
they will belong to a benefits group that allows enrollment into either LASERS or TRSL.
When an employee is eligible for benefits, a default benefits group assignment occurs during the “ISIS HR
Hire and Re-Hire Action”. The default assignment is based on a combination of information from master
data and information from the hierarchy that is tied to the position into which the employee is being hired.
Enrollment into the plans for which the employee is eligible is further restricted by the employee’s benefit
status, which is based on the employee’s planned work schedule. For example, an employee hired as a
student worker, and thus ineligible for benefits, would not be assigned to a benefits group and could not be
enrolled in LASERS. Part-time, classified employees scheduled to work fewer than 20 hours a week may
be assigned to a benefits group, but would be restricted from enrolling into LASERS because of their
benefit status.
7.4.3 Plans available or administered by State Employees’ Group Benefits
In ISIS HR, benefits consist of benefits categories, plan types, and plans with their associated options.
“Benefits categories” are the major international categories of plans: Health, Insurance, Savings,
Miscellaneous, and Spending Accounts. The benefits category is the
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highest level of description of the plan types that will be used in ISIS HR and will help to determine how
employees are enrolled in plans.
“Plan types” are subdivisions of benefits categories. They define the types of plans available to employees,
such as medical, life insurance, etc. Employees can be enrolled in only one plan per plan type (i.e., an
employee cannot enroll in State Employees’ Group Benefits PPO and Ochsner HMO at the same time).
“Plans” are the actual plans offered by the State. Each plan includes options, which are additional
selections within those plans (e.g., Employee only, Employee plus one, etc.).
Enrollment of eligible employees into a health or life insurance plan will require the completion of an “ISIS
HR Personnel Action”—the Benefits Selection Action. The Benefits Selection Action will present a series of
infotypes that are necessary to complete the enrollment. For example, during the course of the Benefits
Selection Action, an infotype called Family-Related Persons (infotype 0021) will appear automatically.
Information needed by the various plans regarding dependents can be entered and saved. If dependent
information is not needed, the Family-Related Persons infotype can be skipped and the enrollment
continued.
7.4.4 SPECIAL ISSUES
7.4.4.1 HEALTH INSURANCE PREMIUMS FOR EMPLOYEES ON FMLA

LEAVE WITHOUT PAY
When an employee is on FMLA leave without pay, both the employee and the state premium shares must
continue to be paid. In some cases, the employee may remit a check(s) to the agency during the period
they are off. In other cases, the employee’s share must be paid by the agency. In these cases, the agency
must enter specific information into the system so that it will continue to remit the employee’s share. When
the employee returns to work, the agency will again need to enter information into the system to stop it from
paying the employee’s premium. Agencies are responsible for recovering any amounts paid on behalf of
the employee. Detailed procedures outlining this process will be provided prior to the implementation of
ISIS HR.
7.4.4.2 ARREARS (does not apply to FMLA)
If the amount of an employee’s check is such that the total insurance premium cannot be deducted, the
system will place the employee into arrears for the shortage. If the employee is still in arrears when the last
check for the month is issued, the system will pay the correct state share; however, the employee’s portion
will be shown as being in arrears both in ISIS HR and
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on the interface to SEGBP. Arrears recovery will be handled either by getting a check from the employee or
by recouping the money from the employee’s future check(s) and entering the amount into ISIS HR to clear
the arrears. If the employee resigns/fails to return to work, the agency must enter the cancellation of the
insurance into ISIS HR so that the system can inform SEGBP of the cancellation via the interface, clear the
employee arrears, and take a credit for the state share on the next payment to SEGBP (premiums paid in
advance of the month). Detailed procedures outlining this process will be provided prior to the
implementation of ISIS HR.
7.4.4.3 BENEFITS REPORTING
The ISIS HR system provides various search methods for generating a benefits overview of plan selection
and participation for an employee or groups of employees. The benefits overview, in addition to showing
plan participation, shows plan attributes such as employee and employer costs, dependent/beneficiary
information, and employee master data relative to benefits.
ISIS HR Benefits also provides the means to produce, in an easy-to-read format, a “Benefits Confirmation
Form” that lists the employee’s choices for plan participation, employee master data information, and plan
participation dates and attributes. The “Benefits Confirmation Form” may be printed and submitted to the
employee for verification of enrollment, changes, or termination.
Rather than having the employee complete some type of input document/form, some agencies may want to
consider sitting down with the employee and entering the insurance selections directly into the system. The
confirmation form could then be printed for the employee, who could then review the information for
accuracy and sign the form.
7.4.5 CONVERSION
Benefit categories, plan types, plans and options:
Conversion: The Uniform Payroll System will be used to convert existing employees enrolled in plans to
the appropriate benefit categories, plan types, plans and options in ISIS HR.
UPS does not have all of the required information (e.g., dependents information). The
project team is working with SEGBP to gather as much of this missing data as possible from
SEGBP and load it into ISIS HR. However, some of the information that can be obtained will
not indicate the necessary relationships to
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the employee. Some of this information may need to be verified by each agency between
the 10/1/2000 personnel implementation and the 1/1/2001 implementation of Payroll and
Benefits. The Project team will release as soon as possible more information on this issue
and the process that will need to be followed.
ISIS HR: Benefits for employees paid through the ISIS HR system will be maintained.
Certain confidential information, such as beneficiary information, will continue to be

handled outside of the ISIS HR system in paper format.
ISIS HR: Existing, new, and/or terminating plans and options will be maintained in the system.
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CHAPTER 7
5'%6+10
/#56'4&#6#4'%14&/#+06'0#0%'
5RGEKCN2C[
6JGTGYKNNDGVYQUGRCTCVGOGVJQFUVQJCPFNGVJGRC[OGPVQH5RGEKCN2C[ /CPWCNCPF
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VJGCVVGPFCPEGV[RGD[VJGVKOGMGGRGTCPFVJGTCVGQPVJG$CUKE2C[+PHQV[RG#WVQOCVKE
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PQVTGEGKXGCEJGEMCVCNN
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CHAPTER 7
5'%6+10
/#56'4&#6#4'%14&/#+06'0#0%'
4')7.#4*1745914-'& #YCIGV[RGVKGFVQVJKUTWNGCPFGPVGTGFQPVJG
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• *C\CTFQWU&WV[ CPGZVTCRC[OGPVIKXGPVQCPGORNQ[GGVJCVYQTMUKPC
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JCUTGEGKXGF
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5'%6+10
/#56'4&#6#4'%14&/#+06'0#0%'
• %JCUG6GCO6CEVKECN6GCO6QYGT%NKODGTU CPGZVTCRC[OGPVIKXGPVQC
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SPECIAL PAY
CHART
CHART
WAGE ATT. ISIS-HR Further

explanation
TYPE TYPE Long text Type Sub-type Pay rule
0009 -------- Ext Dty Chase Tm Act Extra Duty Chase Teams Actual Hours
Hr Worked
0010 -------- Ext Dty Pst Aut Actual Extra Duty Postion Actual Hours
Hr Authorized Worked
0011 -------- Ext Dty Pst Aut Flat Extra Duty Postion Flat Rate
Rate Authorized
0012 0012 Ext Dty Pst Aut Extra Duty Postion Manual Entry
Man.Rte1 Authorized
Man.Rte2 Authorized
11/03/00
CHAPTER 7
Man.Rte3 Authorized
Man.Rte4 Authorized
Man.Rte5 Authorized
0017 -------- Ext Dty Pst Aut Reg Extra Duty Postion Regular Hours
Hrs Authorized Worked
0018 0018 Haz Dty Duties Hazardous Duty Duties Manual Entry
Man.Rte1
Man.Rte2
Man.Rte3
Man.Rte4
Man.Rte5
0023 -------- Haz Dty Pst Aut Actual Hazardous Duty Postion Actual Hours
Hr Authorized Worked
0024 -------- Haz Dty Pst Aut Flat Hazardous Duty Postion Flat Rate
Rate Authorized
0025 -------- Haz Dty Tower Flat Hazardous Duty Tower Climbers Flat Rate
Rate
0026 -------- Haz Dty Tactical Act Hazardous Duty Tactical Teams Actual Hours
Hrs Worked
0027 -------- Ret/Rec Cert Actual Retention/Recruitm Certification Actual Hours
Hrs ent Worked
0028 -------- Ret/Rec Cert Flat RateRetention/Recruitm Certification Flat Rate
ent
0029 -------- Ret/Rec Facilty Act Hrs Retention/Recruitm Facility Actual Hours
ent Worked
0030 -------- Ret/Rec Facilty Flat Retention/Recruitm Facility Flat Rate
Rate ent
0031 -------- Ret/Rec LongTy Actual Retention/Recruitm Longevity Actual Hours
Hrs ent Worked
0032 -------- Ret/Rec LongTy Flat Retention/Recruitm Longevity Flat Rate
Rate ent
0033 -------- Ret/Rec Pst Aut Actual Retention/Recruitm Postion Actual Hours
Hrs ent Authorized Worked
0034 -------- Ret/Rec Pst Aut Flat Retention/Recruitm Postion Flat Rate
Rate ent Authorized
0035 0035 Ret/Rec Pst Aut Retention/Recruitm Postion Manual Entry
Man.Rte1 ent Authorized
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CHAPTER 7
0040 -------- Ret/Rec Pst Aut Reg Retention/Recruitm Postion Regular Hours
Hrs ent Authorized Worked
0041 -------- Ret/Rec Flat Rate- Retention/Recruitm Postion Flat Rate - No
80HrsLW ent Authorized Ck/No Prem Pay
0042 -------- Ret/Rec Spec Ut Actual Retention/Recruitm Speciality Units Actual Hours
Hr ent Worked
0043 -------- Ret/Rec Spec Ut Flat Retention/Recruitm Speciality Units Flat Rate
Rate ent
0044 0044 Ret/Rec Spec Ut Retention/Recruitm Speciality Units Manual Entry
Man.Rte1 ent
Man.Rte2 ent
Man.Rte3 ent
Man.Rte4 ent
Man.Rte5 ent
0049 -------- R/R AllPd Hrs - K Retention/Recruitm Postion All Hrs Pd Except
Taken ent Authorized K-Taken
0050 -------- R/R AllPd Hr + Leave - Retention/Recruitm Postion Reg. Hrs + Leave
LW ent Authorized Hrs. + OT Hrs
11/03/00
CHAPTER 7
5'%6+10
/#56'4&#6#4'%14&/#+06'0#0%'
5JKHV&KHHGTGPVKCN2C[1P%CNN2C[
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11/03/00
CHAPTER 7
5'%6+10
/#56'4&#6#4'%14&/#+06'0#0%'
1P%CNN2C[
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11/03/00
CHAPTER 7
5'%6+10
6KOG/CPCIGOGPV
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11/03/00
CHAPTER 7
5'%6+10
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<2%4 2QUV%GTVKHKECVKQP
<640 6TCKPKPI
<656 6GUVKPI'ZCO
<5#$ 5CDDCVKECN2TQH%WNV&GX
1P%CNN
1P%CNN9GGMGPF*QN2C[
5JKHV&KHH PF5JKHV
5JKHV&KHH TF5JKHV
*QNKFC[5JKHV&KHH
016'#OCLQTFKHHGTGPEGDGVYGGP725CPF+5+5*4KUVJCVQH NGCXGTQNNKPI
11/03/00
CHAPTER 7
5'%6+10
6KOG/CPCIGOGPV
+P725YJGPCPGORNQ[GGJCUKPUWHHKEKGPVNGCXGJQWTUVQEQXGTJQWTUCDUGPV725TQNNUCU
HQNNQYU
7255KEMNGCXG +HUKEMJQWTUCTGKPUWHHKEKGPVKVTQNNUVQ(.5#%QORGPUCVQT[
VKOGVJGPVQ56
UVTCKIJVVKOG%QORGPUCVQT[VQ#PPWCN
CPFHKPCNN[VQ.912
725#PPWCNNGCXG +HCPPWCNJQWTUCTGKPUWHHKEKGPVKVTQNNUVQ(.5#
%QORGPUCVQT[VKOGVJGP56%QORGPUCVQT[CPFHKPCNN[VQ
.912
725(.5#-VKOG+H(.5#-KUKPUWHHKEKGPVKVTQNNUVQ56%QORGPUCVQT[NGCXG
VJGPVQ#PPWCNNGCXGCPFHKPCNN[VQ.912
72556-VKOG +H56-KUKPUWHHKEKGPVKVTQNNUVQ#PPWCNNGCXGVJGPVQ
.912
+5+5*4FQGU016UWRRQTVVJKUV[RGQHNGCXGTQNNKPI
6JG10.;NGCXGTQNNUKP+5+5*4CTGCUHQNNQYU
+5+5*4#PPWCNNGCXG 5[UVGOHKTUVVCMGU-6KOG'CTPGF
ZVJGP-6KOG'CTPGF
56VJGP#PPWCN
+5+5*4(/.#(COKN[ 5[UVGOHKTUVVCMGU-6KOG'CTPGF56VJGP#PPWCN
+5+5*4(/.#5GNH 5[UVGOHKTUVVCMGU5KEMVJGP-6KOG'CTPGF56VJGP
#PPWCN
+P01ECUGFQGU+5+5*4GXGTTQNNVQ.GCXGYKVJQWV2C[
.912
+HVJGGORNQ[GGFQGUPQVJCXGGPQWIJNGCXGVQEQXGTYJCVYCUGPVGTGFVCMKPIKPVQCEEQWPVVJG
URGEKHKGFTQNNUVJGU[UVGOYKNNFKURNC[CPGTTQT6JGVKOGMGGRGT/756VJGPCFLWUVVJGNGCXG
JQWTUTGEQTFGFVQTGHNGEVVJGCRRTQRTKCVGPWODGTCPFV[RGQH.GCXGYKVJQWV2C[JQWTU
6JGTGCTGVYQV[RGUQHVKOGTGEQTFKPI0GICVKXGVKOGTGEQTFKPIKUWUGFVQTGEQTFQPN[VJG
GZEGRVKQPUVQCPGORNQ[GG UTGIWNCTYQTMUEJGFWNG2QUKVKXGVKOGTGEQTFKPIKUWUGFVQTGEQTF
CNNJQWTUYQTMGF
CVVGPFCPEGUCPFCNNCDUGPEGUHQTCPGORNQ[GG*QWTN[GORNQ[GGUYKNNDG
RQUKVKXGVKOGGPVT[;QW/756GPVGTCNNVKOGQPVJGUGGORNQ[GGUHQTVJGOVQDGRCKF
6KOGGPVT[TGEQTFUQPEGUCXGFECPDGXKGYGFHQTCRTGXKQWUYGGM
UOQPVJQTHQTVJG
EWTTGPVECNGPFCT[GCT
11/03/00
CHAPTER 7
5'%6+10
6KOG/CPCIGOGPV
914-5%*'&7.'5
#NNGORNQ[GGURCKFVJTQWIJ+5+5*4YKNNJCXGCYQTMUEJGFWNG6KOGGPVT[KUDCUGFWRQPVJG
GORNQ[GG UYQTMUEJGFWNG
%156&+564+$76+10
'XGT[GORNQ[GGKPCP+5+5*4RCKFCIGPE[YKNNJCXGC%QUV&KUVTKDWVKQP+PHQV[RG
VJCV
GUVCDNKUJGUVJGKTJQOGEQFKPIHQTEQUVKPIRWTRQUGU#P[GZEGRVKQPUVQVJKUEQFKPICTGJCPFNGF
VJTQWIJVKOGGPVT[#NNEQUVFKUVTKDWVKQPTGNCVGFGPVTKGUOCFGQPVJGYGGMN[VKOGGPVT[UETGGP
YKNNQXGTTKFGVJGJQOGEQFKPIGUVCDNKUJGFKP%QUV&KUVTKDWVKQP+PHQV[RG
&KUVTKDWVKQP
QHEQUVKPIECPDGGPVGTGFQPGKVJGTPGICVKXGVKOGUVCVWUQTRQUKVKXGVKOGUVCVWUGORNQ[GGU
CPFOWUVDGGPVGTGFD[VJGFC[%156+0)%#0016$'57//#4+<'&
$[GUVCDNKUJKPICPGORNQ[GGCUCPGICVKXGVKOGUVCVWUVJGU[UVGOYKNNCNNQY[QWVQGPVGT
EQFKPIHQTQPN[VJGJQWTUYJKEJOWUVDGEQUVGFVQUQOGVJKPIQVJGTVJCPVJGFGHCWNVEQUVKPI
GUVCDNKUJGFQP%QUV&KUVTKDWVKQP+PHQV[RG
#NNTGOCKPKPIJQWTUYKNNCWVQOCVKECNN[
FGHCWNVVQ%QUV&KUVTKDWVKQP+PHQV[RG

'Z#PGORNQ[GGVCMGUPQNGCXGFWTKPIVJGRC[
RGTKQFCPFJQWTUKUTGEQTFGFQPVJGVKOGHKNGYKVJXCTKQWUEQUVEGPVGTUTGRQTVKPIECVGIQTKGU
GVE6JGTGOCKPKPIJQWTUYQTMGFYKNNFGHCWNVVQVJGEQFKPIXCNWGUFGUKIPCVGFQP%QUV
&KUVTKDWVKQP+PHQV[RG

*1.+&#;%#.'0&#4
#JQNKFC[ECNGPFCTYKNNDGGUVCDNKUJGFHQTJQNKFC[UVJCVGZKUVFWTKPIVJG[GCT*QNKFC[CDUGPEG
JQWTUYKNNCWVQOCVKECNN[DGGPVGTGFQPVJGYGGMN[VKOGUETGGPD[VJGU[UVGOYJGPVJG
VKOGMGGRGTDGIKPUVQGPVGTVKOGHQTVJGRGTKQFKPYJKEJVJGJQNKFC[QEEWTU*QNKFC[UVJCVCTG
RTQENCKOGFD[VJG)QXGTPQTPQVKPENWFGFQPVJGJQNKFC[ECNGPFCTOWUVDGGPVGTGFD[VJG
VKOGMGGRGTKPVQVJGU[UVGOD[WUGQHVJGYGGMN[VKOGUETGGP
7.8.6 ABSENCE LEAVE QUOTAS
6JG+5+5*4U[UVGOJCURTQXKUKQPUHQTOCPWCNN[GPVGTKPISWQVCUHQTVJGHQNNQYKPI
(COKN[/GFKECN.84QNN;GCT
'FWECVKQP
,QDTGNCVGF
'FWECVKQP
/CPFCVGF
%KXKN#KT2CVTQN
/KNKVCT[#EVKXG&WV[
/KNKVCT[6TCKPKPI
8QNWPVGGT&KUCUVGT5XE
11/03/00
CHAPTER 7
+5+5*4YKNNVTCEMVJGCDUGPEGUVJCVJCXGDGGPVCMGPCICKPUVGCEJURGEKHKESWQVCV[RGUCPF
CEEGRVPQOQTGJQWTUFC[UVJCPCNNQYCDNGCEEQTFKPIVQ%KXKN5GTXKEG4WNGU
5'%6+10
6KOG/CPCIGOGPV
18'46+/'%1/2'05#6+10
6JG+5+5*4U[UVGOJCUDGGPEQPHKIWTGFVQCWVQOCVKECNN[RC[CPQPGZGORVGORNQ[GGHQTCP[
-6KOG'CTPGF
ZJQWTUVJCVGZEGGFVJGJQWT(.5#ECRQTJQWT-(.5#ECR
6JGTGCTGPQU[UVGONKOKVUHQT-6KOG'CTPGF56JQWTU'CEJCIGPE[YKNNDGGZRGEVGFVQ
OCPCIG-6KOG'CTPGF56JQWTUDCNCPEGUOCPWCNN[KPCEEQTFCPEGYKVJVJGKTCIGPE[CPFQT
%KXKN5GTXKEGRQNKEKGUCPFRTQEGFWTGU+HCVCP[VKOGCPCIGPE[EJQQUGUVQRC[CPGORNQ[GG
HQTQPGQTDQVJV[RGUQH%QORGPUCVQT[JQWTU
-6KOG'CTPGFZQT-6KOG'CTPGF56
TGICTFNGUUQHCP[ECR+5+5*4JCUEQFGUCXCKNCDNGYJKEJYKNNIGPGTCVGVJKURC[OGPV
52'%+#.2#;
6JGTGCTGVYQUGRCTCVGOGVJQFUHQTRC[OGPVQHURGEKCNRC[OCPWCNURGEKCNRC[CPF
CWVQOCVKEURGEKCNRC[
/CPWCNURGEKCNRC[KUVJGOGVJQFYJKEJEQODKPGU9GGMN['PVT[Y#EVKXKV[#NNQECVKQP
+PHQV[RG
YKVJ$CUKE2C[+PHQV[RG
/CPWCNURGEKCNRC[KUIGPGTCVGFYJGPC
OCPWCNURGEKCNRC[CVVGPFCPEGV[RGGPVGTGFQPVJGVKOGGPVT[UETGGPOCVEJGUCOCPWCNURGEKCN
RC[V[RG
YJKEJKPENWFGUCEQTTGURQPFKPIJQWTN[TCVGVJCVYCUUGVWRD['ORNQ[GG
#FOKPKUVTCVKQPQPVJG$CUKE2C[+PHQV[RG
6JGU[UVGOVJGPECNEWNCVGUVJGURGEKCNRC[
COQWPVDCUGFQPVJGPWODGTQHJQWTUGPVGTGFQPVJGVKOGHKNGVKOGUVJGJQWTN[TCVGQP$CUKE
2C[+PHQV[RG
HQTVJCVGORNQ[GG
#WVQOCVKEURGEKCNRC[KUIGPGTCVGFDCUGFQPVJGYCIGV[RG
UCPFEQTTGURQPFKPIJQWTN[TCVG
GPVGTGFQP$CUKE2C[+PHQV[RG
D['ORNQ[GG#FOKPKUVTCVKQP6JGYCIGV[RGUJCXG
RC[TQNNTWNGU VKGF VQVJGOYJKEJVJGU[UVGOWUGUVQECNEWNCVGVJGCRRTQRTKCVGRC[COQWPV
VJWUPQVTGSWKTKPICP[GPVTKGUQPVJGVKOGHKNG
5*+(6&+(('4'06+#.2#;
5JKHVFKHHGTGPVKCNRC[KUJCPFNGFKP+5+5*4D[EQODKPKPI9GGMN['PVT[Y#EVKXKV[
#NNQECVKQP+PHQV[RG
5JKHV&KHHGTGPVKCNRC[KUIGPGTCVGF
YJGPCUJKHVFKHHGTGPVKCNCVVGPFCPEGV[RGGPVGTGFQPVJGVKOGGPVT[UETGGPOCVEJGUCUJKHV
FKHHGTGPVKCNYCIGV[RG
YJKEJKPENWFGUCEQTTGURQPFKPIJQWTN[TCVGVJCVYCUUGVWRD[
'ORNQ[GG#FOKPKUVTCVKQPQP$CUKE2C[+PHQV[RG
6JGU[UVGOECNEWNCVGU5JKHV
11/03/00
CHAPTER 7
FKHHGTGPVKCNRC[DCUGFQPVJGPWODGTQHJQWTUGPVGTGFQPVJGVKOGHKNGVKOGUVJGJQWTN[TCVGQP
$CUKE2C[+PHQV[RG
HQTVJCVGORNQ[GG
10%#..2#;
5'%6+10
6KOG/CPCIGOGPV
1PECNNRC[KUCNUQJCPFNGFKP+5+5*4D[EQODKPKPI9GGMN['PVT[Y#EVKXKV[#NNQECVKQP
+PHQV[RG
1PECNNRC[KUIGPGTCVGFYJGPCP1PECNN
CVVGPFCPEGV[RGGPVGTGFQPVJGVKOGGPVT[UETGGPOCVEJGUCP1PECNNYCIGV[RG
YJKEJKPENWFGU
CEQTTGURQPFKPIJQWTN[TCVGVJCVYCUUGVWRD['ORNQ[GG#FOKPKUVTCVKQPQP$CUKE2C[
+PHQV[RG
6JGU[UVGOECNEWNCVGUVJG1PECNNRC[COQWPVDCUGFQPVJGPWODGTUQHJQWTU
GPVGTGFQPVJGVKOGHKNGVKOGUVJGJQWTN[TCVGQP$CUKE2C[+PHQV[RG

24+142#;2'4+1&#&,756/'065
1PEGCPCIGPE[JCUTGXKGYGFTGUWNVUHTQOVJGRC[RGTKQFKHEQTTGEVKQPUCTGPGEGUUCT[VJG[
YKNNPGGFVQPQVKH[VJG'ORNQ[GG#FOKPKUVTCVKQP7PKVCURGTCIGPE[FGHKPGFRTQEGFWTGU
#WVJQTK\GF'ORNQ[GG#FOKPKUVTCVKQPRGTUQPPGNYKNNCEVWCNN[TGEQTFVJGEQTTGEVKPIGPVT[YKVJKP
+5+5*46JGUGEQTTGEVKPIGPVTKGUYKNNWRFCVGJKUVQT[TGEQTFUCUCRRTQRTKCVG%QTTGURQPFKPI
RC[CFLWUVOGPVUKHPGEGUUCT[YKNNQEEWTKPVJGUCOGRC[RGTKQFKPYJKEJVJGEQTTGEVKQPCEVKQP
KUGPVGTGFKPVQ+5+5*4QTKHOQTGCRRTQRTKCVGCPQHHE[ENGRC[OGPVECPDGKUUWGF
11/03/00

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CHAPTER 7

ISIS HUMAN RESOURCE SYSTEM

• Entry into one single integrated system instead of multiple systems

• Standardize business processes

7.1.2 NEW SYSTEM CAPABILITIES

Effective Dates - History

Garnishments will be centralized within OSUP.

Retroactive Pay Calculation

Absence (Leave) Codes

Absence (Leave) Quotas

Employee Self Service

7.2.1 ORGANIZATION MANAGEMENT

ISIS HR Organizational Management is a tool to effectively manage agencies’ organizational structure. It

7.2.2 ORGANIZATIONAL UNITS

Organizational unit numbers:

EXHIBIT 2: Organizational Hierarchy – Organization Chart Form through Structural Graphics

7.3.1 GENERAL EXPLANATION

ISIS HR PERSONNEL ACTIONS

7.3.2 INTEGRATION OF ORGANIZATIONAL STRUCTURE

7.3.4 DATA MAINTENANCE

7.4.2 Retirement Benefit Options

7.4.3 Plans available or administered by State Employees’ Group Benefits

7.4.4 SPECIAL ISSUES

7.4.4.1 HEALTH INSURANCE PREMIUMS FOR EMPLOYEES ON FMLA

7.4.4.2 ARREARS (does not apply to FMLA)

7.4.4.3 BENEFITS REPORTING

Benefit categories, plan types, plans and options:

Certain confidential information, such as beneficiary information, will continue to be

 (.#64#6' 01%-0124'/2#; #YCIGV[RGVKGFVQVJKUTWNGCPF

 4')*45 .'#8'*45 16*45 #YCIGV[RGVKGFVQVJKUTWNGCPF

WAGE ATT. ISIS-HR Further

#PGORNQ[GG U*4/CUVGT&CVCTGEQTFURGEKHKGUVJGGORNQ[GG UUVCVWU

7.8.6 ABSENCE LEAVE QUOTAS

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(.#64#6' 01%-0124'/2#; #YCIGV[RGVKGFVQVJKUTWNGCPF

4')45 .'#8'45 16*45 #YCIGV[RGVKGFVQVJKUTWNGCPF