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UMB Human Resources System Status Report
Phase 1 of eUMB Project

Objective: To implement a state-of-the-art Human Resources Information System that will make it easier to add employees to the payroll and to make changes electronically to employee data.

Current State: The project is currently in the Design/Build Phase. The Design/Build stage is when the PeopleSoft application software is configured to work in the UMB environment. It requires making modifications to the delivered software, writing reports and building system interfaces to both internal and external systems. UMB Human Resources and Payroll Services offices are involved in the effort to re-align current organizational structures, and develop new processes, forms, and job procedures and responsibilities. A training plan has been created and it will focus its delivery to those 300 to 400 UMB employees who will be directly impacted by this new system. The individuals who will be using this new system will be invited for training and engaged in learning the system prior to going "live".

Schedule:

April - June 2002

  • Continue Design/Build activities and engage employees who will be using this new system.
  • Work with UMCP and State Central Payroll Bureau to test the new interface.
  • Continue to work with UMB Human Resources and Payroll Services offices on process design
  • Establish departmental 'Project Liaisons' to facilitate communications with the campus.

July - August 2002

  • Procure and install new production hardware environment.
  • Continue system testing.
  • Continue to communicate with campus constituencies regarding system development and prepare the workforce for expected system changes.

September - October 2002

  • Begin formal training of the workforce in the use of the new system and continue to communicate the system implementation plan.

November - February 2003

  • HR system support, stabilization
  • State CPB payroll interface completion

Outcome: The first phase of the new system will provide for:

  • The calculation of gross pay.
  • The on-line tracking of all new hires and other employee actions for all employees.
  • The online tracking of work time and calculated leave balances for exempt and non-exempt employees.
  • The online management of employee funding profiles (faculty, exempt, non-exempt, contractual).
  • A new electronic interface process with the Central Payroll Bureau.
  • A new electronic and more flexible labor distribution process.

Current systems expected to be replaced after implementation of the first phase include:

  • HRIS (Human Resources Information System)
  • Payroll tracking
  • Time and leave tracking
  • Position management
  • Numerous shadow and/or supplemental databases.

Communications Groups: President, Deans, Vice Presidents University Leadership Committee Employees who will be using the new system (approx. 350 people)