eRecruit Documentation: Compensation

Compensation Roles Within eRecruit

The Compensation section within Human Resources (HR) is responsible for classifying M&P and BCGEU positions, approving M&P offers at or over salary maximums, and maintaining information used by recruiters when constructing positions (job standards and competency tables).

Classifying Positions

  • For staff positions entered in Position Management, only M&P and BCGEU-Okanagan require classification by HR. All other positions can be moved to the Opening / Posting module by the departmental recruiter with no involvement by HR.
  • On occasion, departments may decide that they require assistance with a position that does not normally require HR classification. They have the option to request this when constructing the position.

For more information, see the eRecruit training material on Position Management.

Approving M&P Offers

  • Approval by compensation is required only when M&P offers are at or over the salary maximum for the range.
  • Once the offer has been completed by the recruiter and approved by the departmental approver, it will be automatically routed to Compensation for approval.
  • Once approved by Compensation, the recruiter can continue toward hiring the applicant.

For more information, see the eRecruit training material on Manage Applicants and Openings.

Maintaining Job Standards

  • Job standards, where they exist, appear in Position Management for informational purposes to assist the recruiter.
  • They are used to determine if the correct classification has been selected for the position.
  • The screens used to maintain the job standards can be found in the following menu: Set Up HRMS, Product Related, Recruiting, UBC Recruiting, UBC Job Standards.
  • There are separate pages to maintain Work Experience, Education level, and Job Standard Components.
  • This last table is used to define the paragraphs headers (or components) of a job standard.
  • Components, education, and work experience are all brought together to form an individual job standard. Initially, the components are blank and must be filled in on the Job Description/Ad Tab.
  • Each job standard is assigned a unique number which is stored in the job code table, attached to a specific job code. A job standard can be attached to more than one job code.

For more information, see the eRecruit training material on Job Standards and Competencies.

Managing Competencies

  • Competencies are added individually by the recruiter to the position.
  • To make them easier to find, competencies are organized into clusters. A cluster represents a group of competencies that have a similar theme.
  • The recruiter first selects the cluster, and then locates the appropriate competency from a list.
  • It is the Compensation section’s responsibility to manage both the clusters and the competencies.
  • The cluster and competency tables can be found in the folder: Set Up HRMS, Common Definitions, Competencies.
  • The Competency table is self-explanatory and is the first step in the process.
  • Once a competency exists, it can be assigned to a cluster by using the Cluster table screen. This is also where new clusters are created.

For more information, see the eRecruit training material on Job Standards and Competencies.

Updated July 2014

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