1. No category

Human Resources
and Payroll:
y
Policy and Process
A Self-Paced Module
September 2009
Integrated Service Center
1
Course Overview:
This course will focus on New York City
Department of Education (DOE) polices and
procedures related to staffing schools, changes
in personnel status and payroll processing.
Emphasis will be placed on tools and practices
to support effective management of these
functions at the school.
school
2
Topics:
•NYCDOE
NYCDOE S
Staffing
ffi P
Policies
li i and
dP
Procedures
d
> In FY 2010 hiring restrictions have been implemented which may alter the
standard hiring process. These restrictions are temporary and are not expected
to change the basic hiring procedures/requirements
procedures/requirements.
> When applicable these restrictions will be indicated by bold blue print.
•Changes in Personnel Status
•Payroll
y
Concepts
p
3
NYCDOE Staffing Policies/Procedures
4
NYCDOE Staffing Policies/Procedures
The New
Ne York Cit
City Department of
Education (DOE) has established policies and
procedures for staffing schools
schools. The staffing
policies are governed by union contracts and
chancellors regulations.
g
5
NYCDOE Staffing Policies
This self-paced module will cover the hiring policies for those
areas school administrators are called on to manage on a regular
b i
basis:
> New Pedagogical Hires
ƒ Must be State certified in the assignment area
ƒ Valid fingerprints through the Office of Personnel Investigations
(OPI)
> Teacher Certification
ƒ Teacher Certification is based on requirements set by the
New York State Education Department (NYSED).
New York City Licenses are issued based on certification
issued by the State Education Department
Department.
ƒ To obtain New York State certification all pedagogical staff are
required to submit an online application to the New York State
Education Department at http://www.highered.nysed.gov.tcert
6
NYCDOE Staffing Procedures
New Hires
The DOE has placed restrictions on the hiring of teachers and
other school-based staff. Principals will continue to decide
whether to hire and which candidates, as long as the person is
already working in a New York City public school or is in the
excess pool, which will include those staff who are newly
excessed for budget or enrollment reasons.
7
NYCDOE Staffing Procedures
New Hires
There are two immediate exceptions.
> The first onlyy applies
pp
to new schools that will be in their first,, second,,
or third year of operation. These schools will be able to fill 40% of their
vacancies with outside hires external to the system.
> The second immediate exception applies to positions in the following
areas: speech,
speech bilingual special education
education, bilingual school
psychologists, bilingual social workers, occupational and physical
therapists, or bilingual counselors. Note this list may change over time.
The DOE will be reviewing the hiring limitations regularly. Restrictions may
be lifted for certain areas.
8
NYCDOE Staffing Procedures
New Hires
Procedures
> Principal’s Responsibilities ƒ Must provide a Nomination Letter to all candidates
indicating intent to hire with a Galaxy Job ID
ƒ Send copy of Nomination letter to your CFN/ISC HR
Representative to begin the hiring process.
ƒ Candidates are not permitted to work until OPI has
cleared their fingerprints
9
NYCDOE Staffing Procedures
New Hires (con’t)
> Pedagogical Candidates Responsibilities ƒ Must possess valid New York State Certification –
• candidates
did
pending
di certification
ifi i must b
be processed
d at the
h
ISC by a HR Certification Specialist.
ƒ Submit an on-line application on
http://www teachnyc net/
http://www.teachnyc.net/
• The on-line application has been temporarily suspended until
hiring restrictions are lifted.
ƒ Candidates are not permitted to work until OPI has
cleared their fingerprints
10
NYCDOE Staffing Procedures
New Hires (con’t)
> Non-Pedagogical Candidates Responsibilitiesƒ Candidates must contact the school’s HR Representative
t obtain
to
bt i an application
li ti for
f employment
l
t and
d start
t t the
th
hiring process.
ƒ Candidates must meet the minimum requirements
q
of the
posted position (i.e.: college degree, managerial
experience, community service etc.)
ƒ Candidates are not permitted to work until OPI has
cleared their fingerprints
11
NYCDOE Staffing Policies
Transfers are based on the current collective bargaining
agreement.
agreement
> All UFT Titles can use the Open Market, (from mid-April through
early
y August),
g ), to secure a city-wide
y
transfer without consultation
with the current principal. After the Open Market closes the
Inter/Intra District Transfer Forms require approval from both the
sending and receiving principals. Seniority travels with the
individual.
> Principals can view on-line applications through the Principals’
Portal at:
http://www.nycboe.net/applications/transferplani/login.aspx.
12
NYCDOE Staffing Procedures
Transfers (con’t)
After the closing of the Open Market Transfer Plan all
transfers are negotiated between Principals
Inter/Intra District Transfers (All titles)
» Intra-District: transfers from school to school
within the same District
» Inter-District: transfers from a school in one ISC
to a school in a different District
ƒ All non-pedagogical staff must always use the inter/intra
district transfer forms.
13
NYCDOE Staffing Procedures
Excessed Staff
> Excessing is a provision of the UFT Contract under Article
17B that governs the movement of pedagogic staff with in a
school, district or organizational unit. The DOE ensures that
the rules of excessing are adhered to under the collective
bargaining agreement.
> Staff can be excessed for one or more of the following
reasons:
ƒ
ƒ
ƒ
ƒ
Grade reconfiguration
Reduction in student enrollment
School phase out/closing
Program change
14
NYCDOE Staffing Procedures
Excessed Staff
In general:
> Excessing occurs within license
> Strict
St i t seniority
i it order
d
ƒ least senior first
ƒ probationers excessed before tenured staff
Excessing seniority reports can be accessed via the Principals’ Portal located
at:
http://intranet nycboe net/offices/DHR/HRProfiles/Tenure/Welcome aspx
http://intranet.nycboe.net/offices/DHR/HRProfiles/Tenure/Welcome.aspx
Contact your HR Representative (CFN Director/HR Partner) to review Excessing Reports
15
NYCDOE Staffing Procedures
Excessed Staff Selection System (ESSS)
> The Excessed Staff Selection System is another resource of
information on available staff and a tool for use by schools to
fill vacancies
vacancies.
> Only regularly appointed, current UFT staff who have
properly been placed into excess in Galaxy may access the
ESSS to apply for a new assignment when the Open Market
Hiring System closes.
> Excessed staff from schools that have closed or are in the
process off phasing
h i outt h
have b
been assigned
i
d tto the
th Ab
Absentt
Teacher Reserve Pool (ATR Pool).
http://www.nycboe.net/applications/transferplani/login.aspx
p
y
pp
p
g
p
16
NYCDOE Staffing Procedures
ATR’s and the ATR Incentive
DEFINITION:
The Absent Teacher Reserve (ATR) Pool are teachers who
are in excess from closing/phasing schools, returns from
reassignment, or teachers who are in excess from their home
school due to changing
g g conditions at the school.
School-Based Assignments:
ATR s assigned to schools by the Human Resources
ATR’s
Department are assigned as per diem substitutes or to fill
long-term leave replacement assignments.
17
NYCDOE Staffing Procedures
Financial Subsidies for Hiring Eligible ATRs
> DOE will initially pay the difference between the ATR’s
ATR s actual salary and a
starting teacher’s salary, and the difference between actual salary and the
following step on the salary scale (e.g., step 2A in the second year) for a
period of eight years.
Until November 15, 2010, DOE will pay half the starting teacher’s salary
that the school would otherwise pay, so that the cost to the school will be
approximately $23,000 per year.
Provisional Hires:
> Principals may hire provisional ATRs throughout the school year. At the end
of the first year the Principal or the ATR can opt to have the ATR returned to
the ATR pool.
> The subsidies
s bsidies o
outlined
tlined above
abo e do not apply
appl to the provisionally
pro isionall hired ATRs
during the first year of their employment. If the school hires the ATR after the
first year then the subsidy does apply for the next eight years.
18
Assessment: Staffing
g Policies and
Procedures
What conditions must be met before a new pedagogical
hire can begin work?
A. Nomination letter with a valid Galaxy job
B. Clearance form the Office of Personnel Investigations
C. Hold a valid State Certificate
D. Completed
p
an on-line application
pp
E. All of the above
Please click to choose your answer
19
Assessment: Staffing
g Policies and
Procedures
What conditions must be met before a new pedagogical
hire can begin work?
Correct –
Click
B. Clearance form the Office of Personnel Investigations anywhere to
continue
C Hold a valid State Certificate
C.
A Nomination letter with a valid Galaxy job
A.
D. Completed an on-line application
E All of the above
E.
Answer is E
All of the above
20
Assessment: Staffing
g Policies and
Procedures
What conditions must be met before a new pedagogical
hire can begin work?
A Nomination letter with a valid Galaxy job
A.
Incorrect –
B. Clearance form the Office of Personnel Investigations Click
anywhere to
C Hold a valid State Certificate
C.
continue
D. Completed an on-line application
E All of the above
E.
Answer is E
All of the above
21
Assessment: Staffing
g Policies and
Procedures
Schools can excess staff under which of the following
conditions:
A Grade reconfiguration
A.
B. Reduction in student enrollment
C School phase
C.
phase-out/closing
o t/closing
D. Program change/school restructuring
E. All of the above
Please click to choose your answer
22
Assessment: Staffing
g Policies and
Procedures
Schools can excess staff under which of the following
conditions:
A Grade reconfiguration
A.
B. Reduction in student enrollment
C School phase
C.
phase-out/closing
out/closing
D. Program change/school restructuring
E All of the above
E.
Correct –
Click
anywhere to
continue
Answer is E
All of the above
23
Assessment: Staffing
g Policies and
Procedures
Schools can excess staff under which of the following
conditions:
A Grade reconfiguration
A.
B. Reduction in student enrollment
C School phase
C.
phase-out/closing
out/closing
D. Program change/school restructuring
E All of the above
E.
Incorrect –
Click
anywhere to
continue
Answer is E
All of the above
24
Assessment: Staffing
g Policies and
Procedures
Teachers can be appointed in a new license only if
A. They have taught in the position for 2 years.
B. They have a degree in that subject area.
C. They have the approval of the HR Partner.
D Th
D.
They h
hold
ld a V
Valid
lid St
State
t C
Certification
tifi ti iin th
the new lilicense area.
Please click to choose your answer
25
Assessment: Staffing
g Policies and
Procedures
Teachers can be appointed in a new license only if
A. They have taught in the position for 2 years.
B. They have a degree in that subject area.
C. They have the approval of the HR Partner.
D. They hold a Valid State Certification in the new
license area.
Correct –
Click
anywhere to
continue
Answer is D
They hold a Valid
State Certification
in the new license
area
26
Assessment: Staffing
g Policies and
Procedures
Teachers can be appointed in a new license only if
A. They have taught in the position for 2 years.
B. They have a degree in that subject area.
C. They have the approval of the HR Partner.
Incorrect –
Click
anywhere to
continue
D. They hold a Valid State Certification in the new
license area.
Answer is D They
hold a Valid State
Certification in the
new license area
27
Changes in Personnel Status
28
Changes in Personnel Status
There are many circumstances that can
result in a change in personnel status for a
school based employee
employee. These include
changes due to advancement or simply a
change in positions throughout an employees
career.
career
Contact your HR Representative for all transactions
29
Changes in Personnel Status
We would like to review the criteria for some of
the most common changes involving school
based staff.
These include:
> Teacher to Supervisory
> Paraprofessional to Teacher
> School Aides/Paraprofessional to
y
Secretary
> Change in License Area
30
Changes in Personnel Status
Teacher to Assistant Principal
Basic criteria required:
> State Certification for Supervisors including the appropriate
license area
> Interim Acting Forms are completed and sent to the Deputy
Director of Human Resources at the ISC
> Position must be advertised in a DOE Circular
> All teachers must apply through Open Hire
> Appointment through the C-30
C 30 process.
Contact your HR Representative for all transactions
Note: Principal selections are
handled through
g The Office of
School Leadership
31
Changes in Personnel Status
Paraprofessional to Teacher
Paraprofessional appointments to teacher titles have been temporarily
suspended until further notice.
Basic criteria required:
> Holds a valid New York State Teaching Certificate
> Have completed online application in www.teachnyc.net
www teachnyc net
> Secure a teaching position and present a letter of intent to hire
from the principal
pp y for a one-year
y
leave of absence through
g H.R. Connect
> Apply
Contact y
your HR Representative
p
for all transactions
32
Changes in Personnel Status
Change in License Area
e.g. English to Math or General Ed. to Special Ed.
Basic criteria required:
q
> New York State Teaching Certificate in new license area
> If in the same school –
ƒ Principal’s approval
ƒ Teacher’s approval
Contact your HR Representative for all transactions
Note: Notify your HR Representative whenever a new
appointment is requested to ensure that service history is
properly updated in the Human Resource System (HRS). New
appointments
i t
t are subject
bj t to
t an additional
dditi
l probationary
b ti
period.
i d
33
Changes in Personnel Status
School Aide/Paraprofessional to Secretary
School Aide/Paraprofessional appointments to Secretary have been temporarily
suspended until further notice.
B i criteria
Basic
it i required:
i d
> Holds a valid New York City Secretary license
> Complete Online application in www.teachnyc.net
> Request a leave of absence, if eligible
Contact your HR Representative for all transactions
34
Employee Information System (EIS)
All changes in personnel status entered in the Employee
Information System
y
((EIS)) by
y the HR Representative,
p
, Payroll
y
Support or HR Connect can be viewed in 2.4. This screen will allow
you to view staff on your Table of Organization by category. The
following slides outline the steps needed to view your school’s
Table of Organization.
Contact your HR Representative for all transactions
35
Table of Organization EIS Logon
Type P, then press CTRL
36
Table of Organization EIS Logon
Press pause break
37
Table of Organization EIS Logon
Type CESN, then press CTRL
38
Table of Organization EIS Logon
Type userid & password, press enter
39
Table of Organization EIS Logon
Type db2
40
Table of Organization EIS Logon
Type eis
41
Table of Organization EIS Logon
Press CTRL
42
Table of Organization EIS Logon
Press CTRL
43
Table of Organization EIS Logon
Press Enter
44
Table of Organization EIS Logon
Type 2.4, then press enter
45
2.4 Organization EIS Logon
1. Type your district
3. Type 5 for Org Unit
Leave EIS ID blank
2. S - Pedagogues
P – Paraprofessional
B - School Aids & Family Workers
T – F-Status
H - Administrative
4. Type your distribution – District-Borough-School and press enter
46
2.4 Organization EIS Logon
47
Assessment: Changes in Personnel
Status
Paraprofessionals seeking to become teachers must:
A. Possess a New York State Teaching Certificate
A
B. Have completed online application
C. Have secured a teaching position and
present a letter
l
off iintent to hi
hire
D. Should apply for a leave of absence
through H.R. Connect
E. All of the above
Please click to choose your answer
48
Assessment: Changes in Personnel
Status
Paraprofessionals seeking to become teachers must:
A.
B.
C.
D.
Possess a New York State Teaching Certificate
Have secured a teaching position and present a letter
of intent to hire
Should apply for a leave of absence through
Correct –
H.R. Connect
Click
E. All of the above
anywhere
y
to
continue
Answer is E
All of the above
49
Assessment: Changes in Personnel
Status
Paraprofessionals seeking to become teachers must:
A. Possess a New York State Teaching Certificate
B. Have completed online application
C. Have secured a teaching
gp
position and p
present a letter of intent
to hire
D. Should apply for a leave of absence through H.R. Connect
E. All of the above
Incorrect –
Click
anywhere to
continue
Answer is E
All of the above
50
Assessment: Staffing Policies and
Procedures
What information does the 2.4 screen provide in EIS:
A. Seniority Reports
B. Staff Rating history
C. School Table of Organization
D. Employee Profiles
Please click to choose your answer
51
Assessment: Staffing Policies and
Procedures
What information does the 2.4 screen provide in EIS:
A.
B.
C.
D.
Seniority Reports
Staff Rating history
School Table of Organization
Employee Profiles
Correct –
Click
anywhere to
continue
Answer is C
School table of
Organization
52
Assessment: Staffing Policies and
Procedures
What information does the 2.4 screen provide in EIS:
A.
B.
C.
D.
Seniority Reports
Staff Rating history
School Table of Organization
Employee Profiles
Incorrect –
Cli k
Click
anywhere to
continue
Answer is C
School Table of
Organization
53
54
Payroll
Comprehensive management of school staff and school
budget resources requires familiarity with the various
components of the school based payroll process and an
understanding of the administrator’s responsibilities within
this process.
thi
These components include:
>
>
>
>
Payroll Banks
Payroll Systems
Principal Approvals
Monitoring Bulk Job Expenditures
55
Payroll
y
Banks
The NYC Department of Education has various categories of
employees who are paid through several payroll banks. The
mostt common banks
b k ffor school-based
h lb
d staff
t ff are as follows:
f ll
> Q-Bank – (Q742) ~ Supervisors, Teachers, Clinicians, Guidance
Counselors, School Secretaries & UFT Paraprofessionals (Q744)
(
)
> E-Bank – (E745) ~ School Aides, School Guards, Family Workers
(DC37 Paraprofessionals) & Office of School Food Nutrition Services
(OSFNS Staff)
> H-Bank- (H740) ~ Administrative Employees and SAPIS Workers,
Parent Coordinators, Business Managers & Therapists
> Z-Bank – (Z740) ~ Administrative Hourly - e.g. clerical associates &
clerical aides
56
Payroll Banks
Q-Bank – (Q742) ~ Supervisors, Teachers, Clinicians,
Guidance Counselors,
Counselors School Secretaries & UFT
Paraprofessionals (Q744)
> An exception payroll serving the employees covered by the United
Federation of Teachers and The Council of Supervisors and
Administrators.
> Payment is produced for all active annual employees.
> Employees on the Q-742 Payroll are paid on a semi-monthly basis.
> There are twenty-four payroll periods in a year.
57
Payroll Banks
E-Bank – (E745) ~ School Aides, School Guards, Family
Workers (DC37 Paraprofessionals) & Office of School
Food Nutrition Services (OSFNS Staff)
> Is a positive payroll serving hourly employees represented
by DC 37, Local 372, IBT 237 as well as Co-op Students.
> This payroll is a bi-weekly positive payroll that requires the
entry of timekeeping events in order for payments to be
produced.
> The payroll period is based on a 10 day payroll period, which
begins on a Wednesday and ends on a Tuesday.
58
Payroll Banks
H-Bank- (H740) ~ Administrative Employees, SAPIS
Workers Parent Coordinators
Workers,
Coordinators, Business Managers &
Therapists
> The administrative payroll is a 12-month payroll that serves
both as an exception (H740) payroll and a positive (Z740)
payroll.
> Generates payments based on an annual salary without
intervention once a record has been established.
59
Payroll
y
Banks
Z-Bank – (Z740) ~ Administrative Hourly - e.g. clerical
associates & clerical aides
> Requires the input of work hours in order for payment to be
produced
60
Payroll
y
Systems
y
The payroll for school based staff is processed
th
through
h three
th
(3) different
diff
t payroll
ll systems
t
depending upon the employee’s title and the type of
service being
g provided.
p
These three systems are
> EIS – Employee Information System
> PDPS - Per Diem Payroll System
> T-Bank - Per Session Payroll System
61
Payroll
y
Systems
y
Key Terms:
All payroll is generated in one of two ways:
> Positive Pay – requires the entry of timekeeping events in
order for payments to be produced. Time worked must be
entered for each payroll period.
> Exception Pay – the employee is paid according to their
established schedule if an active staffing record exists in the
personnel/payroll system
system. This is only used for annual
employees.
62
Payroll
y
Systems
y
EIS – (Employee Information System)
This system is a database that provides current and
historical employee related information. EIS is used to
track employee status as well as changes in the Table of
Organization
The EIS Payroll System pays:
•
•
•
•
Exception payroll for all pedagogic titles
Teacher coverages
UFT Paraprofessionals per session
DC37 employees
l
Note: In E-Bank there is no Approval Process in the EIS
system for Principals. Time is in-putted and up-dated by
the secretary. When payroll updates employees are paid.
63
Payroll
y
Systems
y
PDPS - Per Diem Payroll System
Per diem service refers to service by licensed pedagogic personnel serving
on a day to day basis in a school and/or any of its programs. Employees
serving on a per diem basis are commonly referred to as substitute
teachers.
• The Per Diem Payroll is a positive payroll for service rendered on a per
diem (daily) basis.
• It is a semi-monthly
semi monthly payroll processed by the employee’s
employee s
timekeeper/payroll secretary.
• Daily rates are contractual and F Status and Z Status rates are based
on the employee’s salary step and differentials.
• The Per Diem Payroll requires Principal approval
64
Payroll
y
Systems
y
PDPS - Per Diem Payroll System
The categories of service paid on the per diem payroll include:
• Occasional per diem
A teacher assigned on a day by day as needed basis to fill occasional vacancies due to a teacher
absence. This employee is paid at a fixed rate for each day of service.
• Long-term per diem (z-status)
An occasional per diem teacher who works 30 or more consecutive days in the same position
covering
i th
the same absence
b
b
becomes a llong-term
t
per diem
di
tteacher.
h Li
Limited
it d accruals
l apply
l –
contact your HR partner for more information.
• Full/part-time (f-status)
A per diem employee engaged for a full term but for less than 5 full days per week (e.g., 2 days
every week). The full/part time employee receives a pro-rated salary This payroll for a per diem
employee is generated semi-monthly for the prior month’s service. Limited accruals apply –
contact your HR partner for more information.
65
Payroll
y
Systems
y
T-Bank – Per Session Payroll System
Per Session service refers to service by licensed pedagogic
personnel serving
p
g on an hourly
y basis in a school p
program
g
outside of
the regular school day or during the summer months.
•
This payroll is a positive payroll that processes payments at hourly
contractual rates
rates.
•
•
It is generated semi-monthly for the prior month’s service.
•
The Division of Human Resources (DHR) will issue this formal
advertisement following the guidelines of Chancellor’s Regulation C175.
•
There are specific limitations affecting the number of jobs and hours
anyone may serve during a per session year. Limited accruals may
apply – contact your HR Representative for more information.
Employees must first apply to an advertisement which is promulgated
by the office/school,
office/school etc.
etc requesting a per session positions
positions.
The Per Session Payroll requires Principal approval
66
Principal Approvals
Principal approval is a critical step in the final processing of all
payrolls Only the principal,
payrolls.
principal or the principal
principal’s
s designee
designee, is
authorized to approve the school’s payroll.
payroll
A unique
i
password
d iis generated
t d ffor thi
this purpose and
d under
d
no circumstance should the initiator (data entry) and the
approver be the same.
The following slides outline the approval process for the
Per Diem (PDPS) Payroll
Per Session (Tbank) Payroll
67
Principal Approvals
The following slides outline the Per Diem approval process for
Principal s.
Principal’s
68
Per Diem – Principal Approval Screens
Type P, then press CTRL
69
Per Diem – Principal Approval Screens
Press pause break
70
Per Diem – Principal Approval Screens
Type CESN, then press CTRL
71
Per Diem – Principal Approval Screens
Type userid & password, press enter
72
Per Diem – Principal Approval Screens
Type db2, then press CTRL
73
Per Diem – Principal Approval Screens
Type pdps, then press CTRL
74
Per Diem – Principal Approval Screens
Type 01, then press CTRL
75
Per Diem – Principal Approval Screens
Press CTRL
76
Per Session – Principal Approval Screens
Type 01, then press CTRL
77
Per Diem – Principal Approval Screens
Type selection 03, location, then press CTRL
78
Per Diem – Principal Approval Screens
A to select and approve
Choose the candidate, type A to approve, press
CTRL, they Y to confirm
79
Principal Approvals
The following slides outline the Per Session approval process
for Principal
Principal’s
s.
80
Per Session – Principal Approval Screens
Type P, then press CTRL
81
Per Session – Principal Approval Screens
Press the Pause/Break button
82
Per Session – Principal Approval Screens
Type CESN, then press CTRL
83
Per Session – Principal Approval Screens
Type your userid and password, then CTRL
84
Per Session – Principal Approval Screens
Type in db2, then press CTRL
85
Per Session – Principal Approval Screens
Type the selection TBNK, then press CTRL
86
Per Session – Principal Approval Screens
Type the selection PERS, then press CTRL
87
Per Session – Principal Approval Screens
Important Information
Press F10 key twice
88
Per Session – Principal Approval Screens
Type 02, service summary
89
Per Session – Principal Approval Screens
Type the district, borough, and school number, press F8
90
Per Session – Principal Approval Screens
Individual line item approval:
•Select
Select line item
•Enter A for approve
•Hit enter to approve item
91
Per Session – Principal Approval Screens
Group Approval F5 approves all items
92
Monitoring Bulk Job Expenditures
Bulk jobs are used to pay services rendered for before and after
school
h l activities
i i i and
dd
day-to-day
d per di
diem substitutes.
b i
The bulk job expenditures are monitored through PDPS.
Management of bulk job expenditures:
> Allows administrators to plan for expenditures and adjust their plans
as school needs change
> Ensures timely compensation of staff members for services
rendered
> Strengthens the overall fiscal integrity of the school’s budget
93
Monitoring Bulk Job Expenditures
Per Session/Per Diem Bulk Job Inquiry Function
This function
Thi
f
ti allows
ll
a school
h l tto monitor
it expenditures
dit
off
specific bulk jobs. (e.g. prep periods, per session, per diem,
F-status)
This function is available in the PDPS and EIS Systems.
94
Monitoring Bulk Job Expenditures
PDPS Bulk Job Inquiry Function:
> Displays the available balances, expenditures, and pending
expenditures for each bulk job
> Approved payrolls are credited to the expenditure column in
the PDPS screen when payroll is updated.
> Only UFT titles can be viewed by the PDPS Bulk Job Inquiry
Function
The following slides navigate through the PDPS Bulk Job
Inquiry Function for per session bulk jobs.
95
Per Session Payroll - Bulk Job Inquiry Log in
Type P, then press CTRL
96
Per Session Payroll - Bulk Job Inquiry Log in
Press pause break
97
Per Session Payroll - Bulk Job Inquiry Log in
Type CESN, then press CTRL
98
Per Session Payroll - Bulk Job Inquiry Log in
Type userid & password, press enter
99
Per Session Payroll - Bulk Job Inquiry Log in
Type db2
100
Per Session Payroll - Bulk Job Inquiry
Type pdps
101
Per Session Payroll - Bulk Job Inquiry
Function 02 – Per session Payroll Enter
102
Per Session Payroll - Bulk Job Inquiry
Bulletin Board Important Updates
103
Per Session Payroll - Bulk Job Inquiry
Function: 02 Location: Dist/Borough/School
Press Enter
104
Per Session Payroll - Bulk Job Inquiry
Enter Function 08 – bulk job inquiry and
School Location – press CTRL/Enter
105
Per Session Payroll - Bulk Job Inquiry
Displays bulk job cost, expenditures,
pending expenditures and available balance
106
The following slides navigate through the PDPS Bulk Job
Inquiry Function for per diem bulk jobs.
107
Per Diem Payroll - Bulk Job Inquiry Log In
Type P, then press CTRL
108
Per Diem Payroll - Bulk Job Inquiry Log In
Press pause break
109
Per Diem Payroll - Bulk Job Inquiry Log In
Type CESN, then press CTRL
110
Per Diem Payroll - Bulk Job Inquiry Log In
Type userid & password, press enter
111
Per Diem Payroll - Bulk Job Inquiry Log In
Type db2
112
Per Diem Payroll - Bulk Job Inquiry
Type pdps
113
Per Diem Payroll - Bulk Job Inquiry
Type function 01, then enter
114
Per Diem Payroll - Bulk Job Inquiry
Bulletin Board Important Updates –
Press enter
115
Per Diem Payroll - Bulk Job Inquiry
Press function 02, then CTRL
116
Per Session Payroll - Bulk Job Inquiry
Type function 11 - Bulk Job Inquiry and
Location
117
Per Diem Payroll - Bulk Job Inquiry
F Status Remaining Hours 585.30
Job Cost (Allocation) – Expenditures - Pending Expenditures = Available Balance
118
Monitoring Bulk Job Expenditures
EIS Bulk Job Inquiry Function:
> 12
12.4
4 displays the available balances and expenditures for
each bulk job.
> Approved payrolls are credited to the expenditure column
and there is a payroll lag of approximately 2 payroll
periods (4-weeks)
> All Titles can be viewed in the EIS Bulk Job Inquiry Function
The following slides navigate through the EIS Bulk
Job Inquiry Function.
119
Bulk Jobs EIS Logon
Type P, then press CTRL
120
Bulk Jobs EIS Logon
Press the pause break key
121
Bulk Jobs EIS Logon
Type CESN
122
Bulk Jobs EIS Logon
Type userid and password
123
Bulk Jobs EIS Logon
Type db2, then press CTRL
124
Bulletin Board
Please read important information
125
Bulk Job Inquiry 12.4
Type 12.4 then press CTRL
126
Bulk Job Inquiry 12.4
Type in Responsible District (09) and school code (x000) - enter
127
Bulk Job Inquiry 12.4
Displays job cost, expenditures and available balances
128
Assessment: Payroll
What systems are available to monitor per diem bulk job
expenditures?
A. Employee Information System
B. PDPS - Per Diem Payroll System
C. A and B
D. T-Bank - Per Session Payroll System
E. All of the above
Please click to choose your answer
129
Assessment: Payroll
What systems are available to monitor per diem bulk job
expenditures?
A.
Employee Information System
B.
PDPS - Per Diem Payroll System
C. A and B
Correct –
Click
anywhere
y
to
continue
Answer is C
A&B
D
D.
T Bank - Per Session Payroll System
T-Bank
E.
All of the above
130
Assessment: Payroll
What systems are available to monitor per diem bulk job
expenditures?
A.
Employee Information System
B.
PDPS - Per Diem Payroll System
C. A and B
Incorrect –
Click
anywhere
y
to
continue
Answer is C
A&B
D
D.
T Bank - Per Session Payroll System
T-Bank
E.
All of the above
131
Assessment: Payroll
An exception payroll is used for staff covered by?
A. United Federation of Teachers
B The Council of Supervisors and
B.
Administrators
C. Administrative Staff
D. B and C only
E All of the above
E.
Please click to choose your answer
132
Assessment: Payroll
An exception payroll is used for staff covered by?
A. United Federation of Teachers
B. The Council of Supervisors and Administrators
C. Administrative Staff
D. B and C onlyy
E. All of the above
Correct –
Click
anywhere to
continue
Answer is E
All of the above
133
Assessment: Payroll
An exception payroll is used for staff covered by?
A. United Federation of Teachers
B. The Council of Supervisors and Administrators
C. Administrative Staff
D. B and C onlyy
E. All of the above
Incorrect –
Click
anywhere to
continue
Answer is E
134
Assessment: Payroll
Principals or their designees approve the
A. Per diem payroll
B. Per session payroll
p y
C. Exception payroll
D. A and B
E. All of the above
Please click to choose your answer
135
Assessment: Payroll
Principals or their designees approve the
A. Per diem payroll
C. Exception payroll
Correct –
Click
anywhere
h
tto
continue
D. A and B
Answer is D
E. All of the above
A and B
B. Per session payroll
136
Assessment: Payroll
Principals or their designees approve the
A. Per diem payroll
B. Per session payroll
C. Exception payroll
D. A and B
Incorrect –
Click
anywhere to
continue
Answer is D
E. All of the above
137
FOR MORE INFORMATION
Please contact your HR Representative
www.nyc.gov/schools
138