Staffing Learning Hub
Our Hub page brings Staffing content from across our site in to one central location. Use the tabs below to find specific learning materials. For information about the Guardian I-9 application, please visit the Guardian I-9 Help website.
|How can I update Military Status (on the Personal tab) in Workday?
The Military Status section data was converted from our previous personnel system and is not editable; it is maintained for reporting purposes. You can update your Veteran Status Identification in Workday using the Department of Labor reporting requirements by selecting Worker Profile > Personal Data > Change my Veteran Status Identification. The updated veteran status […]
|How can I view veteran status in Workday?
To view veteran status, go to Worker Profile > Personal Data > View Veteran Status Personal Identification; if self-identification has not been completed using the Department of Labor reporting requirements implemented in 2014, and the employee was actively employed in 2017, go to Worker Profile > Personal Data > Military Status. The View Veteran Status […]
|How do I edit the Other IDs for an employee, such as Benefit Replacement Pay or Tenure Status?
The Edit Other ID business process is used to edit various IDs. Refer to the Job Aid Edit Other IDs for instructions on the process and the reference guide Custom Other IDs for a list of all IDs, their purpose, and valid values.
|How do I enter veteran status in Workday?
To enter or update veteran status go to Worker Profile > Personal Data > Change my Veteran Status Identification.
|How will a new hire get access to Workday in order to do their onboarding process?
During the recruiting process, a candidate will enter an email address that will be used to communicate with the hiring department. For direct hires, the hiring department will enter the new hire’s email address when creating the Pre-Hire record during the initiation step of the Hire process. Once an Employee’s Hire process reaches the completion […]
|When is a new Employee notified about their Workday account after hire?
An email is sent to the Employee (using the email address associated with their pre-hire record) from Single Sign On (SSO) which will give them access to Workday. After completing the Hire business process in Workday, the Employee’s record is sent in the overnight integration. If the record is successfully validated (i.e., it has a […]
|Add Additional Job
This job aid outlines the process for an HR Contact, HR Partner, Manager or someone in the Management Chain to initiate the process to add an additional job for an Employee in Workday.
|Add Flexible Work Arrangement for Worker
This job aid outlines the process for a Manager or HR Partner to request a Flexible Work Arrangement on behalf of a Worker. The request can be submitted for working at an Alternate Work Location or using a Flexible Work Schedule. It can also be used to document a workplace accommodation when submitted by an HR Partner.
|Add Retiree Status (Termination)
This job aid describes how to Add Retiree Status to an Employee after the Termination business process has been initiated and how to initiate a Change Benefits Event when the termination reason is Retirement.
|Change Contact Information for Your Employee
This job aid outlines the process for the Benefits Partner, HR Contact, HR Partner, Retiree Partner, or System Benefits Support to change an Employee’s contact information in Workday.
This job aid outlines the activities for an HR Partner, HR Contact or Manager to complete a Change Job business process and the related transactions. Related transactions may include, promotions, transfers, reclassifications, changes in hours or work periods, and changing location.
|Change Job (Graduate Fellow)
This job aid outlines the activities necessary to set up the appropriate custom ID and initiate the Change Job business process for a Graduate Fellow who has been hired into a non-benefits eligible position.
|Change My Contact Information
This job aid outlines the process for an Employee to change their contact information in Workday.
|Change My Name Pronunciation
This job aid describes the business process for an Employee to display the pronunciation of their name in Workday.
|Change My Work Space
This job aid describes the task for an Employee to assign the Work Space (physical facility and office) where the job duties are performed.
|Change Organization Assignments (Staffing Event)
This job aid outlines the process for an HR Partner, HR Contact, or Manager to assign or change the Company and TAMUS System Member Part during staffing events or as a standalone process if the defaulted information is incorrect.
|Change Photo for Your Employee
This job aid outlines the process for an HR Partner or Manager to change their Employee’s or Contingent Worker’s photo in Workday.
|Change Title for Emeritus Status
This job aid outlines the process for an HR Partner, HR Contact, Faculty Partner or Manager to update an individual’s Business Title for Emeritus Status.
|Change Work Space (Managers, HR Contacts or HR Partners)
This job aid describes the task for Managers, HR Contacts or HR Partners to assign the Work Space (physical facility and office) where a Worker primarily performs job duties.
|Change Your Photo
This job aid outlines the process for an Employee or Contingent Worker to change their photo in Workday.
This job aid outlines the process for an HR Partner, Manager or Department Head to close a position that is no longer needed, can be eliminated due to reorganization, or for which funding has ended. There is also the option to close a position after a termination, the end of an additional job, or when an Employee transfers to a new position.
|Complete Form I-9 Section 3 in Workday
This job aid outlines the process for an I-9 Partner to complete an Employee’s Form I-9 Section 3.
|Contract Contingent Worker
This job aid described the process for an HR Partner, HR Contact, a Manager or someone in the Management Chain to formalize the relationship between a Contingent Worker and The Texas A&M University System.
|Convert to Employee
This job aid details the process for an HR Partner to convert a Contingent Worker to an Employee in a paid position.
This job aid outlines the tasks for a HR Partner, HR Contact, and Manager to create a position.
|Edit Non-Effective Dated Additional Data
This job aid outlines the process to edit Additional Data which are a variety of Custom Objects in Workday. Custom Objects are either effective-dated or non-effective dated and are specific to an Employee.
|Edit Other IDs
This job aid outlines the process for various security roles edit an Employee’s other IDs. Other IDs act as custom identification data for business purposes in Workday.
|Edit Payment Elections
This job aid outlines the process for an Employee to edit their own payment elections outside of the onboarding process.
|Edit Position Restrictions
This job aid outlines the process for an HR Contact, HR Partner or Manager to make changes to the Hiring Restrictions and Qualifications of a position using the Edit Position Restrictions business process.
|Edit Service Dates
This job aid outlines the process for an Absence Partner, HR Contact or HR Partner to edit an Employee’s service dates only when there is supporting documentation due to potential impact to Employee benefits eligibility.
|Edit System ID
This job aid outlines the process to edit a Worker’s System ID (UIN) in Workday during Hire or Contract Contingent Worker.
|Edit Worker Additional Data Event
This job aid outlines the activities for an Employee to edit Additional Data on their Worker Profile. Other security roles can also initiate the Edit Worker Additional Data Event on behalf of the Employee.
|End Additional Job
This job aid outlines the process for a HR Contact, HR Partner, Manager or Management Chain to end an additional job assigned to an Employee.
|End Contingent Worker Contract
This job aid outlines the process for an HR Partner, HR Contact, Manager or someone in the Management Chain to end the relationship between a Contingent Worker and a Member.
|End Flexible Work Arrangement
This job aid outlines the process for an Employee to request to end a previously approved Flexible Work Arrangement.
|End Flexible Work Arrangement for Worker
This job aid outlines the process for a Manager or a HR Partner to request to end a previously approved Flexible Work Arrangement for a Worker.
|Export Control Review (Edit Additional Data)
This job aid outlines the process for an Export Control Partner to document in Workday an Export Control Review using the Edit Additional Data business process.
This job aid outlines the primary activities for various security roles during the Hire business process.
|Job Overlap Period
This job aid outlines the activities for an HR Partner, HR Contact, or a Manager to move a current Employee who is pending termination into a temporary position created solely for the purpose of training their replacement.
|Manage Your Personal Information
This job aid outlines the process for employees, retirees and contingent workers to manage personal information in Workday such as Gender, Date of Birth, Race/Ethnicity, Citizenship Status, and Nationality.
|Manage Your SSN and Other Government IDs
This job aid outlines the the process for an Employee to verify their U.S. Social Security Number (SSN) and edit Government IDs in Workday. Government IDs include National IDs, U.S. Social Security Numbers or Qatar ID Card numbers, and additional Government IDs such as Resident Citizen of the United States ID cards (I-179) and Driver’s License.
|Managing Supervisory Organizations
This job aid outlines the process for an Organization Partner to manage Supervisory Organizations. This includes creating new supervisory organizations, assigning superior, and dividing supervisory organizations.
|Mark Pre-hires for Deletion
This job aid outlines the activities for an HR Partner to mark a duplicate Pre-Hire record for deletion. Marking a Pre-Hire record for deletion will prevent the record from being selected during the Hire business process.
|Move to New Manager
This job aid outlines the activities for an HR Contact, HR Partner and Organization Partner to move an Employee to a Manager who was not previously a Manager. A new Supervisory Organization will be automatically created because one does not already exist for this new Manager. This business process will create the new Supervisory Organization and move the Employee to be a member of the Supervisory Organization at the same time.
|Move Workers (Supervisory)
This job aid outlines the process for an HR Partner or HR Contact to move positions and Workers from one Supervisory Organization to another without a change in their position details.
The purpose of this job aid is to provide a new Employee with guidance on how to complete the onboarding process in Workday. However, the experience shown here is only a sample of what an Employee might typically encounter. Onboarding is a process that varies depending on the position and characteristics of the worker hired. Not every Employee will see everything shown in this job aid.
If you have questions on any part of this process, refer to the Additional Resources tab for instructions on how to reach out to your Human Resources department.
|Payment Election Enrollment Event (Onboarding)
This job aid outlines the process for an Employee to manage payment elections during the onboarding process.
|Report No Show
This job aid outlines the activities for an HR Partner, HR Contact or Manager to rescind the Hire event for an Employee who does not arrive as expected or who completed the Hire process but will no longer fill the position.
|Request Delegation Change for Administrative User
This job aid outlines the Request Delegation Change process used by HR Partners to view and modify a worker’s delegation settings, including the ability to view current and past delegations for the worker.
|Request Flexible Work Arrangement
This job aid outlines the process for an Employee to request a Flexible Work Arrangement. The request can be submitted for working at an Alternate Work Location or using a Flexible Work Schedule.
|Request One-Time Payment
This job aid outlines the process for an Absence Partner, Budget Contact, Compensation Partner, HR Partner, HR Contact, or a Manager to request a one-time payment for an Employee. One-time payments can be used to issue ad hoc payments to an Employee for additional work, awards programs, reimbursements, or lump sum vacation payouts.
|Request Worker Start Date Correction
This job aid outlines the process for a for an HR Partner, HR Contact, Benefit Partner, Retiree Partner, or Manager to correct the Hire Date.
|Start Job Change
This job aid outlines the activities for an HR Contact, HR Partner, and Manager to initiate and complete the Start Change Job business process when only the Additional Job Classification is changing for the Worker Position.
|Switch Primary Job
This job aid outlines the process for an HR Contact, HR Partner, Manager, or someone in the Management Chain to switch an Employee’s additional job to be their primary job.
This job aid describes the process for HR Contacts, HR Partners, or Managers to end employment of an Employee’s Primary Job when the termination is involuntary. Additional information is included for when the primary reason for termination is death.
This job aid describes the process for HR Contacts, HR Partners or Managers to end employment of an Employee’s Primary Job when the termination reason is voluntary.
|Update Your Passport or Visa
This job aid outlines the process for an Employee to change their passport and visa information in Workday.
|View Position Restrictions
This job aid outlines the process for an Employee, Manager, and other Workday security roles to view an Employee’s Position Restrictions. Position Restrictions comprise the job summary, job description, responsibilities and required qualifications of a specific position.
|Additional Data Custom Objects
Provides information on various Custom Objects: Insurance Billing, Preservation Hold Custodian, Retiree Electronic Communication, etc.
|Change Job Reasons
This guide provides details for the various reasons that would prompt the need to initiate the Change Job business process.
|Contracting Contingent Workers
Provides a brief overview of the worker type and important steps in the set-up process in Workday
|Correct Worker Start Date
Provides an overview of the business process and provides guidance on facilitating the process effectively. Best practice guidelines are also provided when the business process has advantages over using the Correct task that is also available in Workday.
|Form I-9 Processing
Since a Form I-9 for an employee may be located in Workday or in Guardian, actions required during a business process will be based on various factors. Use this reference guide to learn how Form I-9 processes need to be completed
|Onboarding Processes by Security Role
This guide focuses in detail on onboarding for Hire. Information regarding onboarding for Change Job and Add Additional Job is provided in the last section of this reference guide.
|Report No Show – Decisions and Impacts
This guide provides guidelines for when the Report No Show business process is appropriate to initiate, outline examples for when Report No Show is not possible and explains the possible downstream impacts to recruiting processes
|Summer Appointments (Faculty and Graduate Assistants)
This guide provides best practice guidance for when making an additional appointment for Faculty and Graduate Assistants during the summer months to avoid a disruption to benefits for the Employee
|Using Academic Pay Period
|Using Flexible Work Arrangement
The purpose of the Using Flexible Work Arrangement reference guide is to provide Employees with an overview of the business process, eligibility requirements, terminology, and other critical details about the process.
|Add Additional Job/Switch Primary Job
This webinar discusses the Add Additional Job and Switch Primary Job business processes. We will review steps and best practices for adding subsequent jobs and switching which job is primary.
|Background Checks – Updated Workday Functionality
Overviews the additional Background Check functionality that allows authorized security roles the flexibility to easily run and record background checks on Employees during Hire, Change Job, Add Additional Job and as a standalone process. Also reviews the current Background Check process and introduces the new Background Check Partner security role.
|Change Job Template for Job Classification Changes
Overview of the new Change Job Template functionality that allows authorized security roles to more easily perform Job Classification changes for the Worker.
|Changing or Moving Jobs
Discusses the Change Job and Move Workers business processes. We will review steps and best practices for editing details of the employee’s current job, transferring the employee to a different job, giving a promotion or simply moving the worker to a new manager
|Correct Worker Start Date
Discusses the new business process Request Worker Start Date Correction that allows authorized security roles to more easily respond to blocking events when correcting the hire date for a worker
|Creating and Editing Positions
This webinar discusses the three core business processes for your staffing needs: Create Position, Edit Position Restrictions, and Edit Position. It goes over the steps, impacts based on unfilled and filled positions, and best practices for worker types.
Reviews the Termination and End Additional Job business processes and best practices for completing these processes. Discusses actions that touch payroll such as paying out vacation balances and death benefits.
|Export Control – Phase II
Reviews the new functionality for managing export control compliance in the employment process. This session focuses on Phase II, which includes new features for tracking positions with export control implications, review steps in staffing events, and reporting.
|Faculty Tenure and Emeritus Status
Overview of how Workday has been configured to be the official record of source for Faculty Tenure and Emeritus awards.
|Hiring & Onboarding Graduate Assistants
Describes the Hire and Onboarding business processes for Graduate Assistants. Topics will include understanding how to appropriately complete the Hire process, the Onboarding actions by Employer and Employee, and taking an active approach in monitoring new hire activities.
This webinar discusses and defines the various job classifications, demonstrates how the job classification can be overridden at the position level, and discusses reports that can be used to identify job classifications
|Job Overlap Period
This solution promotes a system-wide standard approach and maximizes efficiency when an employee is terminating in the future and a replacement employee is brought on board early for training and knowledge sharing
|Keeping Organizations Organized in Workday
During this webinar, an overview of the different types and purpose of organizations in Workday. We covered best practices for creating and using supervisory organizations, the manager role, inactivation, and specific actions for contingent workers. We reviewed reports to monitor your member’s organizational health, including the dreaded Supervisory Org Error Report.
Discusses the new Onboarding Dashboard that offers an effective way for new employees to integrate into their organization and enhances an employee's overall onboarding experience
Reviews the business processes and best practices for terminating and retiring an employee in Workday, as well as actions that touch benefits and payroll activities.
|Spotlight on UINs
Provides an overview of UINs, best practices for locating and using the correct UIN, as well as discusses the downstream impacts based on UIN selection and compares the UIN process for newly hired versus rehired employees
|Student and Graduate Assistant Employees
Describes the Hire and Onboarding business processes for undergraduate and graduate students. Topics will include understanding how to appropriately complete the Hire process, the Onboarding actions by Employer and Employees, and taking an active approach in monitoring new hire activities.
|Students as Employees
Provides a comprehensive overview of how Workday has been configured to employ, pay and manage student workers.
|Workday Staffing Pt 1: UINs and Prehire Records
Part 1 of the series will train you on best practices for starting a hire, checking UIN Search and Manager, using the Workday Search feature, running the Ineligible for Rehire Report and more. Topics will include: learning to identify duplicate records and pre-hire records linked to a requisition, finding no show and ineligible for hire records, correcting pre-hire records and marking the correct pre-hire for deletion.
|Workday Staffing Pt 2: Hiring New Employees
Part 2 of the series will detail the Hire business process from beginning to end. Topics will include understanding how to appropriately complete details of the Hire such as Annual Work Period and Disbursement Period; Job Classifications and Costing Allocations. We will also cover best practices to avoid common pitfalls.
|Workday Staffing Pt 3: Onboarding & Benefits
Part 3 of this series will walk you through the New Employee’s onboarding experience. We will train you on how to support employees as they navigate their onboarding dashboard and make benefits elections. You will learn onboarding pitfalls to avoid and which issues impact benefits and retirement enrollment.
|Workday Staffing Pt 4: Report No Show
Part 4 of this series will cover the Report No Show and Correct Worker Start Date business processes so you can handle those “oops” that occur when hiring new employees
|The Hire and Change Job business processes now limit selectable Annual Work Periods for certain types of Graduate Assistants based on member selection
|The Change Job and Add Additional Job business processes now prohibit the selection of the Longevity job classification if Tenure Status is Y
|The Personal Information Change business process now includes a To Do for updating GLACIER for Payroll Partner or Tax Compliance Partner, based on member selection, that triggers when an Employee changes citizenship status to Permanent Resident
|The Termination business process now includes a To Do for updating GLACIER for Payroll Partner or Tax Compliance Partner, based on member selection, that triggers when a Foreign National terminates
|The Termination business process now prohibits terminating Workers who are on any type of leave
|The Hire, Change Job, and Add Additional Job business processes now limit selectable Job Profiles for Graduate Assistants based on member selection
|The End Flexible Work Arrangement business process now contains a To Do for updating contact information
|New 0.5 Month Annual Work Periods (May 16 - May 31) & (Jan 01 - Jan 15) can only be used on Additional Jobs for Faculty
|The Hire Compliance Checklist has been removed from the Hire business process
|The Record Background Check, Selective Service, and Mail Stop To Do in Hire now includes Education Verification language
|Contingent Workers will no longer receive the Edit Passport and Visa and Edit Government IDs tasks during Onboarding
|The Termination business process now includes a warning when marking an Employee Not Eligible For Rehire that reminds the Processor of the 5-year policy associated with NEFR employees
|HR Contacts can now complete Add Job and Change Job staffing actions when initiated from Recruiting
|New Dependent Disability fields are visible on the Dependent record
|International Temporary Work Location is available as a Flexible Work Arrangement type based on member selection
|The Update Position Restriction Default Compensation task in Change Job will route to HR Partner or HR Contact based on member selection
|The Propose Compensation Hire step in the Add Additional Job business process will route to HR Partner or HR Contact based on member selection
|The To Do: Complete Form I-9 in Guardian and To Do: Complete Form I-9 Section 3 for Rehire in the Hire business process route based on member selection
|The Assign Roles to Worker and Offboarding Procedure steps in the End Additional Job business process will route to HR Partner or HR Contact based on member selection
|Pre-Employees now have access to Workday 60 days prior to their Hire Date
|Absence Partners will now receive the To Do: Move Time Off Balance when a Faculty changes to/from a 12 month Annual Work Period
|Absence Partners now receive either one or two To Dos in the Termination business process based on member selection
|The "View Open Positions" report has been updated to rename the column Pre-Hires Considered for Position Count to Position Incumbent Count
|HR Partners will now receive an alert 30 days before an Employee's Flexible Work Arrangement expires based on member selection
|The Exit Survey has been updated to be in compliance with Senate Bill 17
|Nationality and Citizenship Status will not be required in the Personal Information Change business process for Non-employee Benefits Only Employees (NEBOs)
|When a Non-Immigrant is rehired, HR Partner or HR Contact will now receive the Update Glacier step for Personal Information changes that are part of the Onboarding business process
|The Eligible for Rehire value will default to No for Involuntary Terminations with the reason of Death
|The report "Business Process Events - Worker Staffing Details" now allows multiple Companies to be selected at once and has an optional prompt for Employee Type
|Audit - Temporary Casual Employee Staffing Events
|Returns hire, add additional job, or change job events for temp/casual employees.
|used by HR, Benefits and Payroll to monitor when Temporary/Casual employee types are nearing the maximum 4.5 months before benefits eligibility should be evaluated.
|Benefits Partner, Benefits View Only, Compensation Partner, Compensation View Only, HR Contact, HR Partner, HR Partner View Only, Payroll Partner, Payroll View Only, System Benefit Support
|Benefit Eligible Employees Missing Benefit Event
|Returns employees with a Hire or Change Job event into a benefit eligible position in the specified company but with no benefit event initiated.
|This report can be used to identify any employees with a staffing event that changed them from benefit ineligible to benefit eligible, but missing a benefit event that should be initiated due to this staffing event.
|Benefits Partner, Benefits View Only, System Benefit Support
|Business Process Events
|Returns general information for all business process events. Two detail reports are available with more data on before and after values for worker's staffing events and compensation events.
|Used to view general information for business process events. Two other reports, "Business Process Events = Worker Compensation Details" and "Business Process Events - Worker Staffing Details" provide more detailed information.
|Benefits Partner, Benefits View Only, Compensation Partner, Compensation View Only, Faculty Partner, Graduate Studies Partner, HR Contact, HR Partner, HR Partner View Only, I-9 Partner, Payroll Partner, Payroll View Only, Recruiting Partner, Recruiting Partner View Only, Retiree Partner, System Benefit Support, Tax Compliance Partner
|Business Process Events - Worker Staffing Details
|Detail report for Business Process Events. Returns all details for staffing events on workers.
|Used to view detailed information specific to staffing business process events.
|Benefits Partner, Benefits View Only, Compensation Partner, Compensation View Only, Executive Approver, Faculty Partner, Graduate Studies Partner, HR Contact, HR Partner, HR Partner View Only, I-9 Partner, Payroll Partner, Retiree Partner, System Benefit Support
|Returns completed hire and termination events, along with job change events to a different company on the Worker's Profile page.
|Used to view a worker's completed hire and termination events, and/or job change events to a different company.
This report provides better view for worker's employment history than "Worker History -> Staffing category" page since it only returns limited BP types. The report can also be used by members to assist with calculating service time (since Workday go live) based on each member’s business needs.
|HR Contact, HR Partner, HR Partner View Only
|Late Staffing Events
|Returns late staffing events that may impact the 60-day window for benefit enrollment.
|Benefit Partners can use the report to correct benefit event dates when the event is triggered by a passive event but the staffing action was effective in the past.
|Benefits Partner, Benefits View Only, System Benefit Support
|My Direct Reports Staffing History
|View information related to all the staffing processes for your direct reports
|Department Head, Executive Approver, HR Contact, HR Partner, Immigration Services for Faculty & Scholars (ISFS) View Only, Manager, Research Partner, Sponsored Research Services
|New Employees Event Status Summary
|Returns event details for new employees so that HR can track the hire or transfer progress.
|The HR office will use this report to track new employee's staffing events (including hire, change job, transfer, promote/demote). This will allow the HR office to track progress and move the hiring process forward in an efficient way.
|Benefits Partner, Benefits View Only, HR Contact, HR Partner, HR Partner View Only
|#FA Benefits#;##FA HR/Comp#
|Pay Frequency Benefit Event Needed
|Returns employees who may need a pay frequency benefit event based on their most recent staffing event.
|Used by Benefits and Payroll personnel to identify which employees have mismatching pay frequencies when comparing their current benefit group with the benefit group associated with the most recent staffing change.
|Benefits Partner, Benefits View Only, Payroll Partner, System Benefit Support
|#FA Benefits#;##FA Payroll#
|Returns the distribution of position statuses and associated details in the prompted Company.
|Used on the HCM Executive Dashboard to return the count of positions by staffing status and the total annual budgeted salary for each status.
|Benefits Partner, Benefits View Only, Compensation Partner, Compensation View Only, Executive View Only, HR Partner, HR Partner View Only, Payroll Partner, Payroll View Only, System Benefit Support
|#FA Benefits#;##FA HR/Comp#;##FA Payroll#
|View All Positions
|Returns all positions based on the prompted staffing status as of an effective date.
|Used to view all positions in a given organization as of a specified effective date.
|Budget Contact, Business Executive View Only, Compensation Partner, Compensation View Only, Department Head, Executive Approver, Export Control Partner, Faculty Partner, Graduate Studies Partner, HR Contact, HR Partner, HR Partner View Only, Manager, Merit Partner, Payroll Partner, Payroll View Only, Recruiting Partner, Recruiting Partner View Only, Research Partner, Security Partner, Sponsored Research Partner, Sponsored Research Services, Sponsored Research Services View Only, Student Employment Partner View Only
|#FA HR/Comp#;##FA Payroll#;##FA Recruiting#
|Worker Change History Report
|View a summary of worker changes in one or more organizations.
|Used to analyze staffing and compensation changes by person within organizations. The work history includes current and proposed changes to positions
|Benefits Partner, Compensation Partner, Department Head, Executive Approver, Faculty Partner, Graduate Studies Partner, HR Contact, HR Partner, Immigration Services for Faculty & Scholars (ISFS) View Only, Manager, Research Partner, Sponsored Research Services, System Benefit Support, Workers' Compensation Partner