1 Four basic steps to job bidding. 1. Job bid preparation 2. Determining qualified bidders 3. Finding the successful bidder 4. Job offering and acceptance 5. Archive the Job Bidding Results Basically the program is collecting data from the infotypes and user input, evaluating and assigning points to the data, and providing data output.
2 Once the job posting requirements are satisfied, the job is posted Ryobi assigns a requisition number to all open positions. This number is unique to each job bid. H630T001 H= Hourly position 630 = Department of open job T = Temporary position or P = Permanent position 00 = Year Last number = Serial number of the job.
Information recorded from the job bid sheet. Employee documents employee specific information
2 When the report is executed, the program searches various infotypes history to determine employee eligibility.
2 1. Program is reviewing IT0001 Employee group and subgroup 2. Using the hire date of the employee reviewing IT0041. 3. Reviewing IT0033 performance review An employee is not penalized for verbal warnings. A verbal warning does not cause an employee to be ineligible. However, a verbal warning is considered in the calculation of the total points 4. Review IT000 Return from LOA personnel action. 5. Left to the user discretion.We could have used Internal Medical Service IT0028 and/or Challenge IT0004. 6. Left to user discretion. 7.. System reviews IT0102 Disciplinary Action
2 1, 2, 3, & 4. System reviews IT0000 and 0001 for the job code. Review the current begin date of IT0001 and calculates length of time in the current job. Review IT0007 for shift
The summary explains the reasons why the employee is eligible or not eligible. The output is displayed in personnel number sequence. The ineligible employee receives a copy of this output. The top section give the details of the vacancy. The middle sections gives the details of the employee. The lower sections displays the reasons for eligibility or ineligibility.
Same as previous slide showing the ineligible bidders.
2 There has been no evaluation of the information at this time. Only identifying the eligible bidders. This is a summary of all bidders to determine eligiblity
2 The eligible bidders personnel number are entered into the system. Requisition Number Job Code of vacancy Department Number Date Job was Posted Date Job was taken down All Personnel Numbers of all eligible bidders Career Development points entered (must be documented in HR) Points entered for employee filling job on temporary basis (must be documented in HR) Average Number of absences for the past two years The average absence over rolling two year period. Why is the average taken and not the actual absences taken? The average absence is taken as not to penalize an employee of being absence more in the current year and less in the previous years
2 The program scans the personnel files for job history
2 1. A internal job table was defined with the required training months per job. Once an employee has satisfied the required training months, the employee is said to be 100% qualified to perform the job. 2. Reviewing IT0001 begin and end dates. 3. Career development. A log is maintained in the employees file. Hours are compared to time required to be fully qualified and are prorated based on hours completed. The employee attends in house self paced training courses and receives points upon successful completion. This information is manually entered into the system. This can be tracked in SAP by using IT0024 Qualifications and IT0022 Education. (MANUAL INPUT) 4. Filled positions as temporary but not classified. Hours worked in temporarily classification,must be verified and documented. Hours are tracked to the training months required for that job and points are calculated on a prorated basis. . (MANUAL INPUT) 5. Similar related jobs: The system goes to the employee history table to check to see if the employee is holding or has held same or similar position from IT0001 and customer created history tables. The employee tables includes all job information from the date of hire. Similar jobs are linked together in an internal customer defined table.
2 The seniority is calculated from IT0041 Date Specifications.
2 We are using Kronos time recording and evaluation. This could have been programmed to review IT2004 Absences and 2005 Attendance's. This is manually inputted in the screen
2 All eligible job bidders receive a copy of the output. The total points are displayed for each bidder.
2 Employee Bid Report - list active bids for an employee based on selection criteria Based on this output, the employee with the highest points is offered the position. If two employee tie with the same points, the employee with the most seniority will be awarded the position. If the employee with the highest points refuses the position, the employee with the next highest points will be offered the position.
2 Enter “3” and execute
Enter the requisition number and “E” to enter data
2 Actions by bidders X = Employee refuses B = Employee selects job through job bidding H = Employee is hired to fill opening R = Employee is recalled to fill opening
2 Reviewing the data which was entered on slide 24