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Job Bidding Process

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KenBowers

Learn how the Job Bidding Process is customized in SAP to support job vacancy through bidding results published.

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The Job Bidding Process for Hourly and Nonexempt Employees Ken Bowers, PHR Ryobi North America, Inc 2 0 0 0 AS U G An n u a l C o n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 Γ ε ο ρ γ ι α Ω ο ρ λ δ Χ ο ν γ ρ ε σ σ Χ ε ν τ ε ρ • Α τ λ α ν τ α Γ ε ο ρ γ ι α 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright A M E R I C A S ’ S A P U S E R S ’ G R O U P© Copyright 20002000 2000 ©Copyright
What is Job Bidding? • A system to analyze all eligible bids submitted by employees • A process which identifies and gives fair consideration for all qualified internal candidates for the open job vacancy • To provide a procedure that is widely understood and accepted from the workforce • Used for lateral, downward, and promotional bidding purposes 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Job Bidding Process 1. Open job vacancy 2. Job posted 3. Employees bid on job 6. Find 5. Identify 4. Bid info successful eligible bidders entered bidder 7. Employee 8. Bidding 9. Bidding accepts results results job archived distributed 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Job Bidding Process 1. Job Vacancy 2. Job Bid Sheet Posted 3. Employees forward Job Bidding Form 4. Job Bidders information entered into SAP 5. Display Eligible Bidders 6. Find the Successful Bidder/Bidders 7. Successful Job Bidder reviews/rejects/accepts job 8. Create Job Bidding History 9. Job Bid Results Distributed to all bidders 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 1: Job Vacancy Exists • Additional employees being added due to expansion • Replacing an employee who has transferred out of job • Replacing a terminated employee 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 2: Job Bid Sheet Posted • Approved personnel requisition to fill open job vacancy • Assign a requisition number to open job vacancy • Temporary jobs are expected to last more than 3 months • Posting will remain for 24 hours on the job bidding board • The posting will include job specifics such as: – Job classification – Rate of pay – Department/Shift – General job description and requirements – Name of Supervisor 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 3: Employees Forward Job Bid Form • Employee completes the following information: – Job Title – Requisition Number – Labor Grade of available job – Shift of available job – Dept. Number of available job – Employee Name – Personnel Number – Present Dept. Number – Present Shift – Prior experience, training, education, etc. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 4: Enter Job Bidding Information to Find the Eligible Bidders • Personnel numbers of bidders • Requisition number • Job Code of vacancy • Shift of job available 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Finding the Eligible Employees 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Entering Bidders Personnel Numbers 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Employee Eligibility for Job Bidding • Full-Time, hourly or nonexempt, regular employee • Four months service as a company employee • Six months of satisfactory performance since last written warning • Return of LOA is more than 10 days following the job posting • Employee not medically restricted from performing new job • The new job does not report directly or indirectly to a relative • Employee must not be on probation 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Bidding Restrictions: • Lateral Bidding: Within LG and shift, 12 months in current job • Lateral Bidding: Within LG and different shift, 12 months in current job • Downward Bidding: Completed 18 consecutive months in current job • Promotional Bidding: May bid as often as opportunity allows 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Bidding Details for each Bidder Eligible Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Bidding Details for each Bidder Red: Ineligible 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 5: Identify All Eligible Bidders Eligible Bidders Ineligible Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 6: Finding the Successful Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Select the Successful Job Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Selection Process • Qualification (Customer defined database table) • Disciplinary Action (Warnings) (Infotype 0102) • Seniority (Infotype 0041) • Attendance • Performance (Infotype 0033) • Points are calculated and totaled 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Selection Process based upon Qualification • Points will be given based on actual experience as compared to requirements in the job description. Training months are assigned to each job. If the employee has not been in the job the number of training months to be qualified, qualification points are prorated. • Previously held classification by record: Maximum 10 points • Career Development and/or related Education: Max.8 points • Filled position as temporary but not classified: Max.8 points • Similar or related position in company or other: Max.8 points 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Selection Process based upon Disciplinary Action • If an employee has received verbal or written warnings during a 12 month period preceding the job bid posting, points are SUBTRACTED from the total points. • Written warning: 2 points are subtracted. • Verbal warning: 1 point is subtracted. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Selection Process based upon Seniority • Points are calculated by allowing .3 points for each year of service (rounded to nearest whole year) up to a maximum of 9 points. Over 30 Years 9 Points Each year of service .3 Point Less than 6 months 0 Points 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Selection Process based upon Attendance • A maximum of 2 points will be given for perfect attendance and graduated down by .25 increments. Average Number of Absences Per Year Points 0 2.00 1 1.75 2 1.50 3 1.25 8 0 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Selection Process based upon Performance • Points are calculated and assigned based on last employee’s performance rating using the following charts. Hourly: Non-Exempt: Outstanding 3 Points Outstanding 3 Points Excellent 2 Points Exceeds Expectations 2 Points Satisfactory 1 Point Meets Expectations 1 Points Unsatisfactory 0 Points Below Expectations 0 Points Unsatisfactory 0 Points 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Points are totaled for each internal candidate • Qualification, Disciplinary Action (Warnings), Seniority, Attendance, and Performance. Hourly Job Openings: The employee with the most points will be awarded the position. If two or more employees have the same amount of points, the most senior employee will be awarded the position. Nonexempt Job Openings: Total points will determine who will be interviewed from those employees bidding. Total points and the actual interview will determine, if any employees bidding are selected for the job. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Detailed Summary for each Job Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Summary of Summary of all Eligible Job Bidders bidders in point order 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 7: Employee Accepts New Job • Successful bidder reviews job opening – If successful bidder rejects job, make offer to next employee • Employee accepts new job – Employee signs job bidding form – Perform organizational reassignment to new position 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 8: Create Job Bidding History 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Entering Requisition Information 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Enter Job Bidding Info to Create Job Bidding History/Results Archived • Requisition number • Posting dates • Date requisition was received by HR • Date required as noted on the personnel requisition • Number of openings • Department number • Shift • Initials for employee processing job bid • Personnel numbers and names of all eligible bidders • Action selected by bidders 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Entering Requisition Information 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Reviewing Requisition Information 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Reviewing Requisition Information Successful Bidder Bidder Refused 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Review all requisitions by Job 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Review all requisitions by Job 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Step 9: Job Bid Results Distributed • Ineligible employees are notified – Reasons for ineligibility are explained • All eligible employees receive notification – Summary of their points – Total number of points of the successful bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
Thank you for attending! Please remember to complete and return your evaluation form following this session. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000

More Related Content

Job Bidding Process

  • 1. The Job Bidding Process for Hourly and Nonexempt Employees Ken Bowers, PHR Ryobi North America, Inc 2 0 0 0 AS U G An n u a l C o n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 Γ ε ο ρ γ ι α Ω ο ρ λ δ Χ ο ν γ ρ ε σ σ Χ ε ν τ ε ρ • Α τ λ α ν τ α Γ ε ο ρ γ ι α 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright A M E R I C A S ’ S A P U S E R S ’ G R O U P© Copyright 20002000 2000 ©Copyright
  • 2. What is Job Bidding? • A system to analyze all eligible bids submitted by employees • A process which identifies and gives fair consideration for all qualified internal candidates for the open job vacancy • To provide a procedure that is widely understood and accepted from the workforce • Used for lateral, downward, and promotional bidding purposes 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 3. Job Bidding Process 1. Open job vacancy 2. Job posted 3. Employees bid on job 6. Find 5. Identify 4. Bid info successful eligible bidders entered bidder 7. Employee 8. Bidding 9. Bidding accepts results results job archived distributed 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 4. Job Bidding Process 1. Job Vacancy 2. Job Bid Sheet Posted 3. Employees forward Job Bidding Form 4. Job Bidders information entered into SAP 5. Display Eligible Bidders 6. Find the Successful Bidder/Bidders 7. Successful Job Bidder reviews/rejects/accepts job 8. Create Job Bidding History 9. Job Bid Results Distributed to all bidders 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 5. Step 1: Job Vacancy Exists • Additional employees being added due to expansion • Replacing an employee who has transferred out of job • Replacing a terminated employee 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 6. Step 2: Job Bid Sheet Posted • Approved personnel requisition to fill open job vacancy • Assign a requisition number to open job vacancy • Temporary jobs are expected to last more than 3 months • Posting will remain for 24 hours on the job bidding board • The posting will include job specifics such as: – Job classification – Rate of pay – Department/Shift – General job description and requirements – Name of Supervisor 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 7. Step 3: Employees Forward Job Bid Form • Employee completes the following information: – Job Title – Requisition Number – Labor Grade of available job – Shift of available job – Dept. Number of available job – Employee Name – Personnel Number – Present Dept. Number – Present Shift – Prior experience, training, education, etc. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 8. Step 4: Enter Job Bidding Information to Find the Eligible Bidders • Personnel numbers of bidders • Requisition number • Job Code of vacancy • Shift of job available 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 9. Finding the Eligible Employees 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 10. Entering Bidders Personnel Numbers 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 11. Employee Eligibility for Job Bidding • Full-Time, hourly or nonexempt, regular employee • Four months service as a company employee • Six months of satisfactory performance since last written warning • Return of LOA is more than 10 days following the job posting • Employee not medically restricted from performing new job • The new job does not report directly or indirectly to a relative • Employee must not be on probation 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 12. Bidding Restrictions: • Lateral Bidding: Within LG and shift, 12 months in current job • Lateral Bidding: Within LG and different shift, 12 months in current job • Downward Bidding: Completed 18 consecutive months in current job • Promotional Bidding: May bid as often as opportunity allows 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 13. Bidding Details for each Bidder Eligible Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 14. Bidding Details for each Bidder Red: Ineligible 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 15. Step 5: Identify All Eligible Bidders Eligible Bidders Ineligible Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 16. Step 6: Finding the Successful Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 17. Select the Successful Job Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 18. Selection Process • Qualification (Customer defined database table) • Disciplinary Action (Warnings) (Infotype 0102) • Seniority (Infotype 0041) • Attendance • Performance (Infotype 0033) • Points are calculated and totaled 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 19. Selection Process based upon Qualification • Points will be given based on actual experience as compared to requirements in the job description. Training months are assigned to each job. If the employee has not been in the job the number of training months to be qualified, qualification points are prorated. • Previously held classification by record: Maximum 10 points • Career Development and/or related Education: Max.8 points • Filled position as temporary but not classified: Max.8 points • Similar or related position in company or other: Max.8 points 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 20. Selection Process based upon Disciplinary Action • If an employee has received verbal or written warnings during a 12 month period preceding the job bid posting, points are SUBTRACTED from the total points. • Written warning: 2 points are subtracted. • Verbal warning: 1 point is subtracted. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 21. Selection Process based upon Seniority • Points are calculated by allowing .3 points for each year of service (rounded to nearest whole year) up to a maximum of 9 points. Over 30 Years 9 Points Each year of service .3 Point Less than 6 months 0 Points 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 22. Selection Process based upon Attendance • A maximum of 2 points will be given for perfect attendance and graduated down by .25 increments. Average Number of Absences Per Year Points 0 2.00 1 1.75 2 1.50 3 1.25 8 0 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 23. Selection Process based upon Performance • Points are calculated and assigned based on last employee’s performance rating using the following charts. Hourly: Non-Exempt: Outstanding 3 Points Outstanding 3 Points Excellent 2 Points Exceeds Expectations 2 Points Satisfactory 1 Point Meets Expectations 1 Points Unsatisfactory 0 Points Below Expectations 0 Points Unsatisfactory 0 Points 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 24. Points are totaled for each internal candidate • Qualification, Disciplinary Action (Warnings), Seniority, Attendance, and Performance. Hourly Job Openings: The employee with the most points will be awarded the position. If two or more employees have the same amount of points, the most senior employee will be awarded the position. Nonexempt Job Openings: Total points will determine who will be interviewed from those employees bidding. Total points and the actual interview will determine, if any employees bidding are selected for the job. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 25. Detailed Summary for each Job Bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 26. Summary of Summary of all Eligible Job Bidders bidders in point order 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 27. Step 7: Employee Accepts New Job • Successful bidder reviews job opening – If successful bidder rejects job, make offer to next employee • Employee accepts new job – Employee signs job bidding form – Perform organizational reassignment to new position 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 28. Step 8: Create Job Bidding History 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 29. Entering Requisition Information 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 30. Enter Job Bidding Info to Create Job Bidding History/Results Archived • Requisition number • Posting dates • Date requisition was received by HR • Date required as noted on the personnel requisition • Number of openings • Department number • Shift • Initials for employee processing job bid • Personnel numbers and names of all eligible bidders • Action selected by bidders 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 31. Entering Requisition Information 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 32. Reviewing Requisition Information 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 33. Reviewing Requisition Information Successful Bidder Bidder Refused 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 34. Review all requisitions by Job 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 35. Review all requisitions by Job 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 36. Step 9: Job Bid Results Distributed • Ineligible employees are notified – Reasons for ineligibility are explained • All eligible employees receive notification – Summary of their points – Total number of points of the successful bidder 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000
  • 37. Thank you for attending! Please remember to complete and return your evaluation form following this session. 2 0 0 0 AS UG An n u a l Co n f e r e n c e & V e n d o r F a i r • Μ α ψ 7 − 1 0 , 2 0 0 0 ©Copyright 2000

Editor's Notes

  • #2: 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.
  • #3: 2
  • #7: 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.
  • #8: Information recorded from the job bid sheet. Employee documents employee specific information
  • #10: 2
  • #11: 2 When the report is executed, the program searches various infotypes history to determine employee eligibility.
  • #12: 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
  • #13: 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
  • #14: 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.
  • #15: Same as previous slide showing the ineligible bidders.
  • #16: 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
  • #17: 2
  • #18: 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
  • #19: 2 The program scans the personnel files for job history
  • #20: 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.
  • #21: 2
  • #22: 2 The seniority is calculated from IT0041 Date Specifications.
  • #23: 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
  • #24: 2 IT0033
  • #25: 2
  • #26: 2 All eligible job bidders receive a copy of the output. The total points are displayed for each bidder.
  • #27: 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.
  • #29: 2 Enter “3” and execute
  • #30: Enter the requisition number and “E” to enter data
  • #32: 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
  • #33: 2
  • #34: 2 Reviewing the data which was entered on slide 24
  • #35: Enter: 1. Action code N 2. Date from and to
  • #36: Reviewing personnel requisition history.