How PeopleSoft Does Calculates Holiday Hours during Paysheet Creation.

Question : How PeopleSoft Does Calculates Holiday Hours during Paysheet Creation?

Answer:

You setup Holiday Calendar with holiday hours as shown in the below screen shot. For Example for New Year, the holiday hours are set as 8 Standard Hours.

If you are using Payroll for North America for US, you will select Standard as the Holiday Type as this value designates a U.S. holiday.

In this example , I am assuming that you are using Holiday Hours to be controlled by HR Paygroups and Job (not through Time & Labor Rules). Also you are using Semi Monthly Payroll as shown below :

Now, let’s say that you have the 2 Job Codes , one for Full Time Employee and another for Part Time employee with Standard Hours Set to 86.67 for each of this job codes and Semi Monthly as the Work Period.

Part Time Job Code Setup:

Full Time Job Code Setup:

Now let us hire employees into these job codes. We will hire one full time employee into FT job code and another part time employee in PT job code. Set the Standard Hours as shown in the screen shot. i.e. FT will have 86.67 and PT will have 40 hours.

FT Employee:

PT Employee:

Let’s create paysheet for this employees. Run Create Paysheet process for First payroll of the year so that New Year Holiday comes into paylines. Here are the paylines for FT and PT employee:

FT employee has full standard holiday hours which is 8 hours. However the holiday hours for PT employee is only 3.69 hours.

Now Let’s step back and look at the delivered funtionality for PeopleSoft Holiday Hours calculation.

PeopleSoft Delivered Logic for Holiday Hours:

If EE's are not full-time, then the system will calculate the holiday hours by using the standard hours of the employees, divides this by the number of standard hours on the installation table (or job code, if different) and then multiplies it by the hours on the holiday calendar table. 

So, For FT employee, here’s how PS calculated:

Formula will be :

(STD Hours for EE on Job ) / (STD Hours for EE on Job Code ) * Holiday Hours setup = Holiday Hours on paysheet

For FT Employee:

(86.67 / 86.67 ) * 8 =  8

For PT Employee

(40 / 86.67 ) * 8 = 3.692  = 3.69

 

How PeopleSoft Does Calculates Holiday Hours during Paysheet Creation.

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PeopleSoft AWE (Approval Workflow Engine) - Part 2

Let’s look at one of the AWE Example at higher level and see some of its setups.

Here’s an example of AWE process that comes delivered in the system. When a Time Reporter submits time, the time should be approved by this employee’s Supervisor; The Approval process is setup at Employee TL Workgroup level (not at TRC level).

For the above employee’s workgroup, system will be usin g the Approval Process ID of TLReportedTime (or the Approval Definition ID of TLBySupervisorID).

Also, In the demo system that I will be testing this AWE process, the Email Notification is turned off and only worklist is turned on as shown below :

What this mean is that, only worklists are triggerd when the approval s are routed and the Approver  has to go to the Worklist and pick up the approvals. If the Email Active was also selected, the email notification will also be sent to the Approver.  (there is also one more setup at AWE level for notifications and we assume that the delivered system uses both type of the notifications)

 So Lets Take a look at the Timesheet and submit Time :

If you look at the above screen shot, time is submitted for Friday 05/16 for 8 REG hours. This reported time needs approval;

If you look at the Approval Monitor Link, it looks as shown below :

It shows multiple Approvers. If you look at the Multiple Approvers link, it shows as below:

There are several approvers (17 of them) in the list ,which means that, anyone of the list can be approver and once it is approved, the time can be processed by Time Admin.

Now let’s dig into this AWE Setup and see how it is working and find the Process Flow:

AWE has the What, How, When & Who logic. When the Timesheet is submitted, this is the transaction and this is the “What” part of AWE.  So in AWE, we need to have a Transaction Registry Setup and this identifies how the calling application will interact with AWE;

Now comes the “How” Part which is handled by the Approval Process Definitions: The Approval Process Definition pages allow the functional analyst to define the workflow steps to be executed in order for the transaction to be approved. So with our example, we have KU0016 Employee (Time Reporter) time submission for 05/16 date, and how this should be approved; are there multiple approval levels or just a single level, is there a specific logic involved here? From our example, it is a simple single level approval and there are no multiple levels.

Next is the “When” Part.  There is an Approval Process Configuration page that allows the user to define events that trigger notifications. In our example, the Time Sheet submission should trigger the notification in the form of email or worklist or both.

The last part is the “Who” Part, i.e. who should approve or who would get the notification? This is the User list is which is generated by User Roles, SQL Definitions, PS/Query options and Application Packages. In our Example, we had a PS Query that fetches a list of users who can approve the transaction.

Let’s stop the Part – 2 here and continue with deeper diving in the Part – 3 of AWE. Hope you are following the steps so far. We will take a look at each of the above setups in the next part. See you later.

 

PeopleSoft AWE (Approval Workflow Engine) - Part 2

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PeopleSoft AWE (Approval Workflow Engine) - Part 1

I am trying to learn about AWE, as I am fairly new to this concept; there is a Red Paper on AWE which I would like to go through and understand some of its concepts. However, before that, I would like to setup some example to make it in a simplified fashion and understand it better.

PeopleSoft provides Red Papers for certain toolsets, which can be used as a practical guide to implement it (i.e. gives an overview and walks through the steps needed to build it.)

As per the Red Paper, you can use Standard Workflow   , which requires advanced technical skills in PeopleSoft PeopleTools to create and maintain or use AWE which is easier to create, configure, and maintain; there are some process within PeopleSoft HCM 9 and 9.1 which still use the Standard Workflow.

Instead of going and understanding the Red Paper, What I would like to do is, look at some delivered examples that uses AWE feature and work on similar example and then look at all different features of AWE and go back to the Red Paper; I want to act as a Functional user and I want to see how easy is it to use and setup AWE; But before that, let's try to understand some of the basic concepts of Workflow Process.

What is PeopleSoft Workflow or why it is used?

PeopleSoft Workflow can be defined as getting the right work to the right people at the right time;

PeopleSoft Workflow consists of a powerful set of tools that enables to automate time-consuming business processes and deliver the right information to the right people at the right time.

Some of the Workflow Terminology:

• Business Process
• Activities
• Steps
• Roles and Rules.

What is Business Process?

A Business Process includes all of the tasks (or activities) and people that are involved to complete a unit a work. Example would be Hire new employees or Order supplies. So if you look at Hire Business Process, they are numerous task within it such as entering employee info, enroll them in time and labor or benefits, getting emergency contact info or direct deposit info and other tasks.

What are Activities?

An Activity represents specific transaction that you might need to perform. It would consists of Steps that are used to perform a transaction Example would be entering Emergency Info of an Employee or Hire an Employee.

What are Steps?

Steps are the Individual actions that you perform on specific PeopleSoft Pages.

What are Rules?

Rules are your organization’s business practices captured in software. Rules determine when a business event triggers Workflow.

What are Roles?

Roles describe how people fit into the Workflow. A Role is a class of users who performs the same type of work, such as clerks or managers.

An example of business rule would be:

If a member requests leave and it is approved/denied by their supervisor then the member must be notified by email

What is the Approval Workflow Engine (AWE)?

The PeopleSoft Approval Framework is a specialized application used for defining and configuring approvals. Approval Framework enables you to configure approval processes using existing components without writing code; i.e. it uses a series of database objects combined with application component configuration settings to determine how to process approvals using workflow and it is delivered as part of the PeopleSoft Enterprise Components.

AWE is newer concept which comes with latest releases which is much easier to create, configure and maintain and older PeopleSoft Applications used traditional workflow process and some of the Challenges were:

• Requires development in Application Designer (creating Business Process, Activities, Steps and PeopleCode etc.)
• Not configurable online

 AWE can be configured online for different transactions; when user submits a transaction that has approval process, AWE comes into play and finds the appropriate approval process definition and launches the approval workflow.  

In next blog, we will go through an example from Time and Labor i.e. when user submits time which needs approval, and look at all the relevant AWE setups for this transaction.

PeopleSoft AWE (Approval Workflow Engine) - Part 1

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Important Tables in TAM

If you are working on a TAM project or have implemented Talent Acquisition Management in PeopleSoft , at times you may be required to query for different Applicant data; There are many tables in TAM and having to know the most important ones will always come in handy.

Below are the some important TAM Tables that would be used in queries. One thing to note, you will be required to join multiple tables if you are looking to get good amount of data the spans different information.

Table Name		Description
PS_HRS_APP_ADDRESS		Applicant Address
PS_HRS_APP_ANSWER		Applicant Answers to Questionaire
PS_HRS_APP_APLC_VW		Gives Applicant Info on what job applied - what date, status etc
PS_HRS_APP_EMAIL		Applcant Email Info
PS_HRS_APP_ITEMS		Profile Content Items in an Applicant's application.
PS_HRS_APP_JOPSCRN		Applicant Job Opening Screening Process
PS_HRS_APP_LOGIN		Applicant Career Site Login Info
PS_HRS_APP_NAMES		Applicant Names
PS_HRS_APP_PHONE		Applicant Phone info
PS_HRS_APP_PROFILE		Applicant Data..has HRS_PERSON_ID, APPLID, EMPLID
PS_HRS_APP_PSCRANS		Applicant screening info
PS_HRS_APP_PSCREEN		Applicant Prescreeing info
PS_HRS_APP_REF		Applicant References Information
PS_HRS_APP_RES		Applicant Resume
PS_HRS_APP_RTE		Applicant Routing
PS_HRS_APP_RTE_DTL		Applicant Routing Details
PS_HRS_APP_STS		Applicant Status
PS_HRS_APP_WRK_EXP		Applicant Work Exp
PS_HRS_APPLICANT		Applicant Details
PS_HRS_CONTACT		Company Contact Details
PS_HRS_INT_SCHED		Interview panel for an applicant
PS_HRS_JO_DSC_TYP		JO Posting Details
PS_HRS_JO_I		JO info - recruiter id, manager id, creator id--good info
PS_HRS_JO_PST_LIB		JO Posting Description Library
PS_HRS_JO_RCTR_RL		JO Recruiter Roles
PS_HRS_JOB_OPENING		JOB OPENING Details
PS_HRS_LOCATION		Interview Location Details
PS_HRS_OFFER		Offer Details
PS_HRS_RCM_INT		Interview timings for an applicant and other details
PS_HRS_RCMNT		Has Applicant Person ID and Job Opening (interface table)
PS_HRS_RCMNT_I		Has Applicant Person ID and Job Opening (interface table)
PS_HRS_STS_INT_I		Interview Status Details
PS_HRS_STS_JO_I		Status Codes , Details on a Job Opening
PS_HRS_STS_REC_I		Recruitment Status
PS_PT_WF_NOTFY_TBL		Info on for all notification emails sent from HRS REC

Important Tables in TAM

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How does PeopleSoft Calculate Hourly Rate

How does PeopleSoft Calculate Hourly Rate:

In PeopleSoft HCM, we define Frequency ID’s that are defined on the Frequency table, that are used for many different purposes, but one of the usage of Frequency ID is to convert compensation calculations from one frequency to another.

Each Frequency ID that is defined is associated with a Annualization Factor. Frequency Annualization Factor is the number of periods in one year for the frequency ID. For example, a standard monthly frequency has the Annualization factor of 12.

If you hire a Salaried Employee and provide a compensation rate with Annual Frequency, how does PeopleSoft Calculate the Hourly Rate? What logic will it use in converting the Annual Amount to Hourly Amount?  We can take an Example of a Salaried Employee who has a Compensation Rate of 6000.00 USD with a Monthly Frequency.

PeopleSoft uses the below formula for Compensation Conversion Using Frequency:

Annual compensation rate / job standard hours’ × frequency factor of standard work period. 

First the system annualizes the Comp Rate for the given frequency, then for the Annualized Rate, the system applies the above formula. 

For monthly compensation of 6000.00 USD, it is first converted to Annualized rate, by applying the Annualization factor of 12.  This would become 72,000.00 USD. 

Next comes the Job Standard hour for the work period.  If the standard work period defined is as ‘W’ (Weekly, with annualization factor of 52), and for this work period, if the standard hours are defined as 40, then the above formula would be: 

Hourly Rate:           

=   72,000.00 / (40 * 52)         

 =  72,000 / (2080)

 =  34.615385

How does PeopleSoft Calculate Hourly Rate

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Deleting Time and Labor Template Built Rule

Question: How do you delete a time and labor template built rule?

Answer:

If you are working on Time and Labor Template Built rule and if you happen to create a rule by mistake or realize that you did not want the rule to be in specific name and want to create a new one, there is no option in PeopleSoft Time and Labor to delete the Rule that you just created using the Templates. The only way would be using the backend method.

Below are the Time and Labor Tables that you will use to delete the rule using a SQL Editor.

DELETE FROM PS_TL_TMPLT_RULE WHERE TL_RULE_ID = 'Rule Name';

DELETE FROM PS_TL_TMPLT_RULE2 WHERE TL_RULE_ID = 'Rule Name';

DELETE FROM PS_TL_RULE_TMPLT WHERE TL_RULE_ID = 'Rule Name';

DELETE FROM PS_TL_RULE_DEFN WHERE TL_RULE_ID = 'Rule Name';

DELETE FROM PS_TL_RULE_STEPS WHERE TL_RULE_ID = 'Rule Name';

Also, go to TL_TA_RULES Application Engine Program and delete the section of the template rule.

Deleting Time and Labor Template Built Rule

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PeopleSoft Leave Accrual

Question: How does Leave Accrual Process works in PeopleSoft? What are the different setups needed?

Answer: I will be covering the answer in different parts; This will be Part-1 which will cover the basics of Leave Accrual Process in PeopleSoft.

PeopleSoft provides Base Benefit tables where we can provide the accrual rules for Sick and Vacation Plans. The main purpose of leave accrual process in PeopleSoft is to accrue leaves based on the plan setup and maintain employee leave balances.

Every benefit plan in PeopleSoft is distinguished by a unique combination of plan type and plan name. Use the Plan Type field to enter the plan type for the employee. Plan type is a unique identification code. Valid plan types for leave plans are 50-59 and 5A - 5Z. Plan Type of 50 is for Sick Plan and 51 is for Vacation Plan.

Benefits tables store leave plans and accrual balances. The Leave Plan table allows you to define service and accrual processing rules for your leave plan

Set Up for Leave Accrual: Set up HRMS -> Product Related -> Base Benefits -> Plan Attributes -> Leave Plan Table:

On this setup table, you specify how your leave time should accrue, i.e. is it based on the length of service or based on the number of hours you work in each pay period;

For Example, if you want to accrue 8 hours per month if the service length is between 0 to 23 and should accrue 10 hours per month for any service above 24 months, then you would use the following setup:

Service Unit would be: Months

Accrual Rate Units would be: Hours per Month

In the “Accrual Rate Values” grid, you would have 2 lines. One with 0 Service Months and 8 Hours per month and second line with 24 Service Months and 10 Hours per month;

In the setup table, based on “Accrual Rate Units” the award frequency determines how often accrued time is awarded to the employees. If the award frequency indicates “First Run of Year” which means that time is awarded only once, during the first Accrual Processing run of the year for most employees, or during the first run in which a newly hired employee is eligible to be awarded accrued time. If the award frequency indicates “First Run of Month”, during the first Accrual Processing run of each month, each employee will be checked to see if time should be awarded, and if so, how many hours. Accrued hours are awarded during the first run of each week when Weekly frequency is selected. If Hourly frequency is chosen, each employee will be checked during every Accrual Processing run; if additional service hours have been posted to the employee's records by payroll processing, additional time may be calculated and awarded.

This will be Part 1; Will Continue with setups in Part 2....

PeopleSoft Leave Accrual

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Top Oracle Job Site

Question:

What Job or Career , Employment Site can I search for Best , Entry Level Oracle Jobs
Search Oracle Jobs:

For Oracle Jobs:

Oracle Entry Level Jobs
Oracle Freshers Jobs
Oracle Full Time Jobs
Oracle Contract Jobs
Oracle Functional Jobs
Oracle Technical Jobs
Oracle e-Apps Jobs

Oracle HRMS Analyst/Developer

The Oracle HRMS Analyst/Developer will be responsible for delivering projects within our key Enterprise Resource Planning (ERP) initiatives and enhancements to our internal customers. The candidate will be apart of a team of Oracle Developers and interact daily with Functional and Support analysts to fulfill development and support the ERP production environment.
Responsibilities include analysis, implementation, support and customization/upgrade of various Oracle products.

Oracle Database Administrator Job

installing, patching, and upgrading Oracle Databases - Strong Data Warehousing ... - Data Warehouse, Oracle 11g, RAC, Streams/CDC, Data Guard
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Expertise in SQL and PL/SQL development, and tuning using standard Oracle tools such as ... * Experience with batch processing using Oracle external tables, bulking techniques

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Oracle Applications Developer

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Senior Apps Oracle Developer

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Top Oracle Job Site

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New PeopleSoft Jobs site

Question: Where can i find Best PeopleSoft Contract Jobs, PeopleSoft Full Time Jobs , PeopleSoft Entry Level Jobs:

Answer:

PeopleSoft Entry Level Jobs
PeopleSoft Freshers Jobs
PeopleSoft Full Time Jobs
PeopleSoft Contract Jobs
PeopleSoft Functional Jobs
PeopleSoft Technical Jobs
Search PeopleSoft Jobs:

For PeopleSoft Jobs:

PeopleSoft Functional Consultant

PeopleSoft 9.0 with functional and ... multiple large full-scale, full life cycle PeopleSoft implementations
Peoplesoft Management Professional Certificate; 2 years experience in PeopleSoft 9.0, upgrade projects, PeopleSoft HRMS Modules, e-Application Designer and Query Tool.


PeopleSoft HCMS Team Lead

Providing leadership and oversight to the HR functional teams
Reviewing and providing input to the development of PROJECT test plans and scenarios
Coordinating and assisting with development and documentation of an implementation/rollout plan for the HR component of the project plan
Human Resource Management (HRM)-Payroll, HR, Recruiting, Base Benefits, e-Recruit, e-Pay, e-Profile, or e-Compensation; Portal Security.

HRMS Business Systems Analyst

To participate in PeopleSoft related projects and testing efforts to ensure solutions meet user requirements.

* To lead, coordinate and perform the functional tasks related to the development lifecycle of PeopleSoft projects including requirements definition, analysis, fit/gap resolution, process design and implementation, functional design, configuration, testing, training and validation, after implementation.

* To troubleshoot PeopleSoft issues as they come up.

* To constantly look for more efficient ways to manage HR's business processes.

* To keep up with enhancements/improvements delivered by Oracle.

* To work with end users and technical resources to build solutions.

* Owns PeopleSoft HRMS configuration that supports business processes.

* Responsible for writing test scripts and testing functionality.

* Responsible for supporting the eLearning module.


PeopleSoft Technical Developer



Senior PeopleSoft Applications Technical Developer with HCM. Requires PeopleSoft 9.0, People Tools 8.49 and Peoplecode. Must have PeopleSoft upgrade, development, support experience in HCM, and HR HelpDesk

* Experience using PeopleSoft 9.0 or higher.
* PeopleTools version 8.49 or higher.
* Experience with PeopleSoft Integration Tools (Integration Broker, Component Interface).
* Experience using the following PeopleSoft tools: SQR, People Tools, Application Engine .
* Application upgrade experience.

New PeopleSoft Jobs site

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Question:

In the Earnings Setup (Taxes page), there are two check boxes "Subject to FWT" and "withhold FWT" under the US ONLY group box.could you please explain the significance between the two checkboxes? How does it affect the earning code?
Answer:



When you setup an Earning Code, you need to see if the earnings is taxable; If the Earning is taxable and taxes are to be withheld from Employee's paycheck, then you would need to select appropriate properties during an Earning Code Setup. Most of the earnings are defined with both Subject to FWT and Withhold FWT selected.



• Subject to FWT means the earnings is part of taxable gross.
• Withhold FWT means federal income tax on the earnings must be withheld at the time of payment.

If Subject to FWT is checked, but the Withhold FWT is NOT checked, it means that, the earnings are taxable, but when pay calculation is run, payroll will not take out taxes from that earnings;

If Federal tax is not withheld because Withhold FWT is not selected on the Earnings table and the State tax is not withheld because Withholding Follows Fed Rules is selected on the Taxable Gross Definition Table page..

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Changing Job-Code Standard Hours and FTE

How to Change Job-Code Standard Hours and FTE:

Answer:

Please go through the link below to get screen shots and how you can establish this.







FTE (which stands for Full-Time Equivalent—1.00=full-time, .50=part-time).

Use the Rules Definition page to enter the amount of places used after the decimal to calculate FTE (full time equivalent). You are allowed to use up to 6 decimal places. This allows flexibility in FTE calculations and improves precision in FTE and FTErelated calculations such as worker compensation.

If the FTE Decimal Precision field is set to zero, FTE will default to 1 on the Job Data pages, regardless of the number of hours entered or part- or full-time status.

Changing Job-Code Standard Hours and FTE

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How to delete a Job Opening?

Question:

How to deal with PeopleSoft Job Opening Ids are on Pending Status which had some approval path issue? or what is the best approach to delete that old Job Opening ID.

Answer:

In PeopleSoft, there is no direct "Delete" option available for Job Openings. The best practice is to "Data Archiving" process to archive the same.

Steps to Data Archive a old Job Opening or a Job Opening which is in “Pending Approval” status (Since you want to delete a pending job opening)

1). Create a new query of type ARCHIVE . Here you can select a new record of PS_HRS_JOB_OPENING and select one field HRS_JOB_OPENING_ID..name it DELETE_JO.This query will have a prompt field HRS_JOB_OPENING_ID whichever you want.

2). Goto PeopleTools > Data Archive Manager > Manage Archive Templates. Create a new Template. Select base object and archive object as HRS_JOB_OPENING. Select query name DELETE_JO as the new query you create with a prompt field. Save the template.

3). Go to PeopleTools > Data Archive Manager > Archive data to History. Select the newly created template. Use 'Selection' and Query as the new query created. Click on Define Binds. Select 'Reset Query Bind Variables' and enter the Job Opening ID to be deleted based on how your query is setup. Save and run the process.

This process adds all relevant PeopleSoft JO into PS_HRS_JOBOPEN_HST Table.

4). After running the selection process, now run the process using 'Delete' option

This will delete that particular Job Opening.

if you do not want to use the above option..here are the tables that you use to delete the PeopleSoft Talent Acquisition Job OPening:

Records
HRS_JOB_OPENING
HRS_G_JO_PRI
HRS_JO2_LNG
HRS_JOBINDX_CTL
HRS_JOPSTDS_LNG
HRS_JO_ANS
HRS_JO_APRV
HRS_JO_APRV_STS
HRS_JO_ATCH
HRS_JO_ATCH_LNG
HRS_JO_EDUC_EXP
HRS_JO_EXP
HRS_JO_EXP_LNG
HRS_JO_HJ_HIST
HRS_JO_ITEMS
HRS_JO_LNG
HRS_JO_LOC
HRS_JO_LOC_AREA
HRS_JO_NAME
HRS_JO_NOTE
HRS_JO_NOTE_LNG
HRS_JO_OE_EVAL
HRS_JO_POSN
HRS_JO_POSTING
HRS_JO_PROFILE
HRS_JO_PST_DSCR
HRS_JO_PST_DST
HRS_JO_PST_LNG
HRS_JO_QSTN
HRS_JO_RPL
HRS_JO_RQMT
HRS_JO_STS
HRS_JO_TEAM
HRS_PSTDSCR_LNG
HRS_SCR_HIST

Hope this helps

How to delete a Job Opening?

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Future dated tax balance adjusment

Question:

Hi,

We're having an issue with PeopleSoft Payroll N/A 8.9. There apparently was an adjustment made to the tax balance of one of our employees (an officer of the company). The problem is that there was an error during the adjustment and the adjustment was entered in a FUTURE period (2010 year, 10 period), so when confirming payroll, this employee errors out.

Clearing the balance by readjusting the balance didn't fix the error as there is still the future dated record with a YTD balance sitting out there, so it still won't confirm.

Any help would be appreciated!

Answer:

Well, if PeopleSoft allowed to adjust a Balance Period for which there was NO activity, then it is some kind of BUG;

Anyways, if you do take out the balance adjustment, it does NOT delete the row from Balance tables; the data will be there with certain number of rows , but with all ZERO values;

You must delete the Balance Rows from the table(s) that you did an adjustment;

Unless otherwise, you will get the below error:

SQL Error 0805: Non-Unique Data (PSPCBUPD)


Also, refer the below solution:

EPY: Payroll Process fails with Unique Constraint error 805 Master Solution [ID 607013.1]

The balance tables updated/inserted during Pay Confirm processing are:
PS_EARNINGS_BAL
PS_TAX_BALANCE
PS_DEDUCTION_BAL
PS_GARN_BALANCE
PS_CHECK_YTD

Sometimes users may make a balance adjustment to a future pay period or quarter in error. When this occurs, the next confirm process will issue an 805 error for that employee. If you zero out all of the amounts in this future balance record (row), the system will still see the future record and it will still abend. This "empty" future balance record must be deleted via SQL. Once this row is deleted, begin the Confirm process. The Confirm will begin where it left off.


Hope this helps

Future dated tax balance adjusment

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New PeopleSoft Jobs Site

Check here for New PeopleSoft Jobs Site:


Search for your next PeopleSoft Job

New PeopleSoft Jobs Site

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Pay Proration Rules

Question: How does Proration rules work in Payroll:

Answer:

Effective Date:

The effective date is critical in determining how an employee is paid. When you hire an employee, the effective date becomes the hire date and the original hire date. If an employee is hired in the middle of a pay period, the system automatically calculates the percentage of pay that the employee is due, and creates a corresponding paysheet entry.

Similarly, if you add an entry to an employee's job record, such as a promotion or pay rate change, and that change goes into effect in the middle of a pay period, the system creates two pay earnings entries on the paysheet and prorates the earnings accordingly. The system stores rules for proration on the Pay Group table.

When the effective date falls in the middle of a pay period, the paysheet process prorates the employee’s pay for the period by creating additional pay earnings records. Earnings are prorated for all frequencies. Proration rules in Payroll for North America process a single week at a time, Sunday through Saturday. Because of this, problems with proration may occur with employees whose schedule may not fit this pattern.

Proration Rules

An employee is considered eligible for partial pay whenever a job record has an effective date in the middle of a pay period. The system uses work schedule to determine the number of workdays per year and the number of workdays per week.

Mid-period Job Changes

On the Pay Group table, specify a work schedule and a proration rule to calculate prorated pay when there is a partial pay period due to mid-period job changes:

An employee is considered eligible for partial pay whenever a job record has an effective date in the middle of a pay period.Mid-period job changes that can cause partial pay include hiring, termination, or pay data changes. Transfers and promotions might result in pay data changes.

Elements of the Proration Calculations :

The work schedule and proration rule work together to calculate prorated pay. Other factors are the employees standard hours and standard work period, and frequencies specified on the Pay Group table.

This table defines the variables used in the proration rule formulas:

Proration Rules for Mid-pay Period Changes

Salaried Proration Rule and Hourly Proration Rule options on the Pay Group table define how earnings and hours are prorated during paysheet creation for employees eligible for partial pay.

• The system creates a separate pay earnings record with the corresponding hours or earnings for each part of the pay period.
• When an employee is transferred to a new pay group, the system pays the employee for the correct number of hours based on the effective dated change.
• When an employee transfers to a new tax location in the middle of a pay period, the system creates a separate pay line for each state, locality, or both on the paysheet.
• The system uses the work schedule and proration rules on the Pay Group table during paysheet creation to determine how to break out the earnings.

Pay Proration Rules

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PeopleSoft Document Resources

Helpful PeopleSoft Documents (PeopleTools/Technical Related) from Metalink:

Red Paper Topic	Description	Meta Link
Online Performance Configuration Guidelines for PeopleTools 8.45, 8.46, 8.47, 8.48 and 8.49	Practical guide for technical users, installers, system administrators, and programmers who implement, maintain, or develop applications for Oracle PeopleSoft Enterprise Applications.	rp_e_opcg_845_846_847_848_849.pdf (440.33 KB)
Online Performance Configuration Guidelines for PeopleTools 8.1x, 8.4, and 8.44	Learn how to diagnose a PeopleSoft Online Transaction environment, including Pure Internet Architecture® and Enterprise Portal configuration.	Download PeopleSoft 8.1x Red Paper (PDF: 740KB) Download PeopleSoft 8.4 Red Paper (PDF: 844KB) Download PeopleSoft 8.44 Red Paper (PDF: 930KB) Download UNIX shell scripts (ZIP: 5KB) that accompany these red papers.
LDAP Red Paper with Troubleshooting Tips for PeopleTools 8.x , 8.4x		LDAP Red Paper (1,820.02 KB)
Red Paper on Securing Your PeopleSoft Application Environment	How to secure PeopleSoft PIA environment	Red Paper (1,382.04 KB)
PeopleSoft PS/nVision Configuration & Troubleshooting Tips		RP_nVision_guide (1,204.22 KB)
Red Paper on Implementing Clustering and High Availability for PeopleSoft		Clustering_and_High_Availability-_840.pdf (1,983.35 KB)
Clustering and High Availability for Enterprise Tools 8.4x - 8.50	This Red Paper provides guidance for building Webserver and Application Server clusters.	PeopleTools Clustering Red Paper (2,827.3 KB)
Configuring a PeopleSoft Portal	This Red Paper provides guidance on a variety of aspects involved in configuring a PeopleSoft portal. It is organized into topics that prove to often be problematic for portal implementation teams	configuring_ps_8_portal_v1.pdf (1,259.16 KB)
Troubleshooting WebLogic 8.1 and 9.2 Issues		Troubleshooting_Weblogic_81.pdf (234.52 KB) Troubleshooting_Weblogic_92.pdf (1,367.93 KB)
Approval Workflow Engine (AWE) for HCM 9.0	This White Paper discusses how to implement and set up the Approval Workflow Engine (AWE), including how to define all the required support objects	Approval Workflow Engine (AWE) for HCM 9.0 (672.01 KB)
PeopleSoft Performance Monitor Red Paper	Performance Monitor system for troubleshooting performance problems in your environment.	Performance_Monitor_RedPaper.pdf (3,326.46 KB)

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