Position Management and Compensation Modules Services

The Vendor is required to provide position management and compensation modules services shall include project management, solution design, configuration, data conversion, testing, training, change management, go-live support, and post-implementation stabilization.
- Day force position management is used to model and manage the organization hierarchy through business units and positions, supports current, historical, and future organizational views, and can support talent gap and budgeting analysis.
- Day force compensation supports compensation cycles, worksheets, approval processes, reward letters, optional market data and reward history, and can post approved compensation outcomes to HR or payroll.
- Requirement:
1. Position management implementation
• Configure position management client properties and required enablement settings.
• Configure or validate organization designer and related hierarchy functions.
• Design and configure the town’s business unit and position structure.
• Define position hierarchy rules, position attributes, position occupancy rules, vacancy handling, interim assignments, and related governance.
• Configure or recommend workflow approvals for position changes.
• Configure role features and access authorizations for administrators, managers, and approvers.
• Define and execute data conversion or data import strategy for business units, positions, and related records.
• Configure reporting and audit support as required.
• Document administrative procedures for ongoing maintenance.
2. Compensation module implementation
• Configure compensation role security and administrative access.
• Review and validate compensation guidelines, compensation plans, worksheet setup, schedule and approval configuration, and reward letter design.
• Configure compensation cycles, worksheet columns, budget allocation logic, approval routing, and cycle administration.
• Validate salary ranges, pay grades, and related compensation reference data needed for effective configuration.
• Configure management assignments and administrator security as needed.
• Configure posting approach to HR and payroll if included in scope.
• Configure optional features proposed by the offeror and approved by the town, including market pricing, reward history setup, total rewards, or related capabilities.
• Document operating procedures for annual or periodic compensation cycles.
- Data conversion, validation, and readiness
• Data inventory.
• Data mapping.
• Data cleansing recommendations.
• Load templates and transformation logic.
• Validation rules.
• Mock conversions or test loads.
• Final load and reconciliation.