Loren Data's SAM Daily™

FBO DAILY ISSUE OF AUGUST 27, 2009 FBO #2833
SOLICITATION NOTICE

R -- ENHANCED TIME AND ATTENDANCE (ETA) REPLACEMANT FOR e-Payroll OFFICE OF FINANCIAL SYSTEMS

Notice Date

8/25/2009
 

Notice Type

Presolicitation
 

NAICS

423430 — Computer and Computer Peripheral Equipment and Software Merchant Wholesalers
 

Contracting Office

Center Aquisition Innovation Frederick;Department of Veteran's Affairs;Department of Veteran's Affairs;7485 New Horizon Way;Frederick MD 21703
 

ZIP Code

21703
 

Solicitation Number

VA-798-09-RI-0081
 

Response Due

9/18/2009
 

Archive Date

11/17/2009
 

Point of Contact

Melissa MaloyKirstin Quinn
 

E-Mail Address

Contract Specialist Intern
(melissa.maloy@va.gov)
 

Small Business Set-Aside

N/A
 

Description

Request for Information (RFI)ENHANCED TIME AND ATTENDANCE (ETA) REPLACEMANT FOR e-Payroll OFFICE OF FINANCIAL SYSTEMS RFI #:VA-798-09-RI-0081 Date of Issue: August 25, 2009 Date of Response: September 18, 2009 NAICS: 423430 AGENCY: VA Center for Acquisition Innovation (CAI); 7485 New Horizon Way, Frederick, MD 21703 POC: Melissa Maloy, Contract Specialist, Ph: 202-461-0787 email: Melissa.maloy@VA.gov or Kirstin Quinn, Contract Specialist, Ph: 202-461-0727 email: kirstin.quinn@VA.gov 1.0 INTRODUCTION The Office of Finance is responsible for payroll operations for the entire Veterans Affairs (VA) workforce. The Enhanced Time and Attendance (ETA) system is a decentralized time and attendance system, written in the Mumps (M) programming language. Each week ETA is responsible for serving approximately 260,000 individual timecards to the payroll process. ETA interfaces with the Defense Finance and Accounting Service (DFAS), Defense Civilian Pay System (DCPS), supplying DCPS with time and attendance data for payroll processing. ETA also interfaces with the PAID (Personnel and Accounting Integrated Data) system to obtain HR data from which eligibility for types of time is based. ETA also functions as an outlet of various HR data. 2.0 SCOPE OF WORK The objective of this RFI is to research the market for potential replacements for ETA. It is the intent of the VA to obtain a Commercial, Off-the-Shelf (COTS)/Government Off-the-Shelf (GOTS) Payroll software, or other software approach, with the capability of meeting all ETA/e-Payroll requirements (see attachment 2) through various methods of customization. Contractors are requested to discuss the additional aspects of their Time and Attendance system as outlined in Attachment 1 with their capability statement. Contractors should indicate the extent to which their system meets each item in attachment 2. Our expectations are that throughout all phases of the project, all structural or architectural modifications made to accommodate ETA/e-Payroll requirements will be made to the COTS/GOTS or other software as part of the federalized version of the software package. 3.0 SPECIFIC REQUIREMENTS: TIME AND ATTENDANCE - Stores data on hours worked and leave hours used. Reports on time and attendance are generated based on this data. This sub-function controls, edits, and corrects the time and attendance data. 3.1 Provide for the collection of time and attendance data on a daily, weekly, biweekly, semimonthly and monthly basis. a)Capability to input time and attendance on a daily basis. Information will be input by timekeepers. b)Capability to input time and attendance for any day within the current pay period. Pay periods are defined by beginning and ending dates. c)Capability to correct time and attendance for previous day(s). d)Capability for exception-based process. A scheduled tour of duty/work schedule is assigned and any activity that occurs beyond working the scheduled tour is posted e)System must allow compressed tours of varying types. f)System must allow posting of unscheduled hours. 3.2 Add a new employee to a designated time and leave unit. a)Capability to change an employee from one designated unit to another. b)Ability to enter, change, delete and certify a tour of duty for each employee; view/print time and attendance data for any pay period. c)Process and release, systematically, all certified time that is not on hold. d)Ability to place or clear a hold on all or any portion of an employee's current time record. e)Ability to view/print all employee time records on hold. 3.3 Request and approve premium pay time (overtime, compensatory time). Enter, change, delete and certify overtime requests. a)Timekeeping requirements are for daily, weekly, hourly, piecework, and fractional hours counted in 15 minute increments. b)Premium pay to include but not limited to overtime, compensatory time earned, night differential, holiday, Sunday pay, Saturday pay, on call pay, and shift differential and tour. c)Ability to record premium pay entitlements with multiple definitions. d)Capability to provide approval prior to hours being worked for a particular employee for certain pay types, e.g. overtime, compensatory time, etc, and have multiple approval levels. e)Ability to view/print overtime request/authorization. f)System must provide email alerts to selected employees, e.g., supervisors, timekeepers, payroll technicians, for unused compensatory time. 3.4 Support the collection of work time, leave time, work done in temporary assignments/details, other pay-related time (daily, weekly, and fraction of hours). a)Ability to post time on any increment, i.e., on a daily basis, weekly basis, hourly basis down to the quarter hour. b)Allow for a variety of hours or days that can be carried over with capability to place time limits. c)Capability to enter, change, delete and certify daily start and stop times when time worked or absent is in exception to assigned tour. d)Enter, change, or delete the type of time when start and stop times are entered. Maintain employees' leave balances; calculations to include current pay period positive balances and alert to negative conditions. e)Capability to view/print leave request/authorization. 3.5 Produce data on union employee activity. a)Capability to record union activity in 15-minute increments. 3.6 Correct current and prior pay periods time and attendance records. a)System must allow for correction of time and attendance records which have already been processed. b)Corrected timecards require the signatures (electronic) from various levels, first line supervisor and second line supervisor. c)Edit Time and Attendance against appropriate master records/files/reference tables on daily, weekly or bi-weekly basis. 3.7 Receive and accept electronic approvals; store electronic signatures. a)Electronic signatures must be built into the system for various levels of approvals, e.g. first line supervisor, second line supervisor, HR. 3.8 Calculate and adjust weekly time based on Fair Labor Standards Act (FLSA) and non- FLSA employees. 3.9 Generate reports on time and attendance, including leave through various processing modes, including existing Enhanced Time and Attendance (ETA) software developed in-house, at different levels. a)The reporting requirements are such that all elements of pay and leave, particularly the premium pay (night differential, tour differential, shift differential, weekend pay, holiday pay) will be generated at the agency level as well as for certain types of employees and for each administration, rolled up to the pay period and the pay year. b)The requirements also should allow for reports which can roll up to the Service (Department within a Medical Center) level for a single pay period shown for all pay periods fiscal-year-to-date. The report should also provide for reports which can be rolled up completely to the Service level for reporting to the Director of the Medical Center. c)The system should allow for posting of advanced leave with electronic approvals. 3.10 Accept time and attendance data through various processing modes, including existing in-house developed Decentralized Hospital Computer Program (DHCP), ETA, and On-Line Data Entry (OLDE). a)The system must allow for on-line input as well as batch processing. 3.11 Cost employee time to multiple cost centers, organizations and facilities. a)The system must allow for a single employee to be posted to a single or multiple organizations/cost centers b)The system must allow for these cost centers to be changed during payroll processing; however, the system should maintain a master record of the cost center(s) to be charged for each employee. c)The system must be able to generate reports on the utilization (cost) charged to all cost centers. Reports must be at the employee level and rolled up to higher levels. See attachments 1 and 2 below Attachment #1 Time and Labor Requirements Abbreviations Used in this Document: "OT - Overtime "CT - Compensatory Time "ED - Environmental Differential "ND - Night Differential "HZD - Hazardous Duty "CH - Credit Hours "C&B - Care and Bereavement "REG - Regular Hour "WOP - Without Pay "LWOP - Leave without Pay "FF - Firefighter "HOL - Holiday "OC - On-Call "DST - Daylight Saving Time "COP - Continuation of Pay "T&A - Time and Attendance "FLSA - "N/D - Night Differential Amended Timecard/Prior Pay Period Adjustment: "Process manually-computed adjustments for all types of T&A hours which may have been reported incorrectly or which must be changed for some reason. "Create amended pay record and store with original record after processing for T&A history.. "Select archived T&A history by date to amend previously processed information without changing current history. "Ability to review, correct and print current and previous pay period data for a designated time period. "Ability to designate multiple and diverse approval levels for corrected time cards "Compute Entitlement "Read Pay Entitlement Table and compute entitlements based on start and stop times. Continuation of pay: "Provide a mechanism for identifying those employees on continuation of pay. oMaintain the number of days an employee has been on continuation of pay for his current, job-related injury. (Pay can be continued for a maximum of 45 days per fiscal year.) oProhibit the over use of Continuation of Pay (COP) by applying the rules governing this type of time oJob-related Injury time: oTrack oReport Data Capture: "Ability to accept time and attendance data through various processing modes, including vendor-developed software or existing VA time and attendance systems. "Maintain the number of hours: "Worked by a part-time or intermittent employee since his last anniversary date. "Reset to zero each year on the anniversary date. Edit routines: "Edit data against appropriate master records/files/reference tables on: oDaily basis. oWeekly basis. oBiweekly basis. Environmental Differential: "Employee requests environmental differential FLSA "Calculate & adjust weekly hours based on FLSA. Labor Distribution: "Input time spent by employees who work temporarily: oWithin the department but in different organizations or work centers or; oIn other departments "Provide a mechanism for recording costs to more than one organizational unit during a single pay period. This is needed for employees on detail and employees who work overtime for another organization. "Collect labor distribution hours by classification code. "Allocate costs for Canteen employees based on the cost distribution percentages stored on each employee's record. Leave accruals: "System must allow leave to be taken in the same period in which it is earned. Leave Balance display "Display leave balances to employees Advanced Leave "Allow leave advances by allowing an employee's leave balance to go negative. Leave Request "Prepare a SF 71 (Application for Leave) as needed. "Enter, change, delete, certify and authorize leave and non-pay request(s): "Leave Request Approval "Provide a mechanism for approving or disapproving leave requests. Leave Request Family friendly "Monitor use of Family Friendly leave and prohibit its use when maximum usage occurs. Notify employee of maximum usage during leave request process. "Allow the use of Family Friendly leave; reduce sick leave where appropriate. Rules governing this type of leave will apply. Leave Request Manager "VA requires that only the employee is able to request his or her own paid and non-paid time off except when the employee will be away from duty for an extended length of time. In which case only authorized personnel may request leave on behalf of the employee. "Provide a mechanism for recording employee acknowledgement (initialing) of absence posted on the T&A report and other remarks as needed. Leave Request print: "View/print leave request/authorization Military Leave "The minimum charge for military leave is 1 hour, additional charges for military leave are in multiples of the minimum charge. "An employee may be charged military leave only for hours during which the employee would otherwise have worked and received pay. "Employees who request military leave for inactive duty training will be charged only the amount of military leave necessary to cover the period of training and necessary travel. On line help "Maintain online reference containing instructions for recording time and leave data correctly. OT/CT minimum "Record a minimum of two hours of overtime, when applicable. "View/print overtime and comp time request/authorization. "Employee requests overtime or comp time "Enter, change, delete and certify overtime and comp-time requests: "Enter overtime requests. "Change overtime requests. "Delete overtime requests. "Certify overtime requests. Reports audit "Each quarter, audit randomly-selected T&A reports for accuracy in recording of T&A data and in filing of required supporting documentation or authorization. "Generate detail audit trail and control data to ensure that all reported leave hours have been processed accurately and that the hours used to calculate pay are corrected. "Each pay period, audit T&A reports for mathematical accuracy and proper certification before submitting for processing. "Each pay period, audit T&A reports for proper recording of leave charges, hours affecting pay, and required remarks. Reports edit "Match each T&A report received to the employee master file. If a match is found, pay the employee automatically through the system. If no match is found, or if there is a master file record but no T&A record, list the employee on an error report. Reports error "Produce report of T&A errors identified during T&A editing. Reports generate "VA requires the ability to generate reports on time and attendance, including leave, with roll-ups, or summaries, at various organizational levels. Reports storage "Store hard-copy T&A reports, T&A subsidiary records, SF 71's, SF 1150's, etc. Transfer to local storage and destroy as appropriate. Security designate alternates "Maintain a file of authorized timekeeper and alternate timekeeper data, including T&L unit, timekeeper name, effective date, and timekeeper initials. "Ability to designate multiple and diverse approval levels for particular pay and non-paid types "As needed, prepare a memo designating the unit timekeeper and alternate unit timekeeper and obtain the necessary approvals. T&L Unit assign "Ability to assign employees to designated time and leave units for purposes of recording, reviewing and certifying employee time and attendance data. T&L Unit create "Create, change, and maintain employees from one designated T&L unit to another. T&L Unit New hire "Add a newly hired employee to a designated unit. Timecard Transmit "Prepare and transmit T&A data to Austin. Timecard certification "Provide a mechanism for supervisor certification of T&A reports. Timecard comments "Enter, change, and delete remarks in free-text form on timecard posting and corrected timecard. "Select, enter, change, and delete remarks using a table of standardized remarks. Timecard Control Data "Compute hash total of all time and leave hours to ensure all recorded hours are entered correctly. Timecard court leave "Approve court leave after receipt of a notice from the court. Timecard detailed employees "Provide a mechanism for collecting T&A data for employees on detail to other facilities. Timecard edit "Edit and validate T&A data submitted for processing. Ensure that T&A data is not entered for days prior to the employee's entered on duty date or after his separation date. Timecard electronic approval: "Receive and accept electronic approvals. Timecard electronic signature "Ability to use electronic signature to approve and certify time and attendance data for: oCurrent pay period. oPrior pay period corrections. Timecard hold "Place or clear a hold on all or any portion of an employee's current time record. Timecard per annum visits "Record number of visits for per annum consultant and attending employees. Timecard posting "Post oLWOP separately. oAWOL separately. oSuspension hours separately. oSuspension days separately. "Every day, record on the T&A report: oNumber of hours for which an employee should receive premium pay oNumber of hours an employee was absent from work. oRecord hours in quarter-hour increments. oEnter, change, delete and certify daily start and stop time when time worked or absent is an exception to assigned tour. "Post unscheduled time and capture continuation of pay information on time and attendance records. Rules governing VA Directive 5610.3 Alternate work schedule. "For certain types of employees, compute leave accrual correctly for those cases where a holiday at the beginning or ending of a pay period affects an employee's accession or separation date, respectively. (The employee is entitled to the full pay period's leave accrual in these cases.) Timecard print "As needed, prepare preprinted initial T&A report for new employees and employees returning from extended LWOP (Subsequent T&A reports are prepared automatically.) Timecard processing "Ability for the processing of leave transactions to be performed for each reported leave type at the end of each effective pay period. Timecard record data "Ability to collect time and attendance data in any increment of time, e.g.: o15 minute oHourly oDaily oWeekly oBiweekly Timecard separated employees "Ensure that separated employees are not paid after their separation dates. Timecard submit "Process and release, systematically, all certified time that is not on hold. Timecard Subsidiary records "As needed, maintain subsidiary records supporting entries recorded on the T&A report. Timecard training hours "Record number of training hours completed for employees receiving a fixed stipend. Timecard view "View/print employee's time records on hold. Tour approved for station "View/print tours of duty which have been approved for the station. Tour change employees "Request tour of duty change "Allow temporary advance change of the tour of duty for the next pay period. Following the tour revert back to the previous pay period's tour. Tour change managers "Enter, change, delete and certify a tour of duty for each employee Tour duty roster "As needed, prepare a duty roster listing those employees who will be working irregular tours of duty in the near future. Make the duty roster available to employees. Timecard "Ability to collect specific times worked. For example: not only that the tour was 8 hours but the fact the tour was from 3:30 PM to midnight. Premium pays are based on when as well as number of hours worked. "Review, update or override exceptions to an employee's normal tour of duty. Tour establish "Define the normal and any irregular tours of duty for each station. Tour inquiry "View/print employee's tour of duty. Tour Irregular "Record irregular tours of duty on the T&A report, if applicable. Tour limit to T&L "Allow only those tours to employees that the employee is eligible to work. The same tour may apply to more than one T&L Unit or may be exclusive to one T&L. Tour listing "Prepare a centralized listing by station, showing by organizational element the opening and closing hours for each tour of duty. Tour setup "Allow various types of compressed and flexible tours Leave Request Care & Bereavement "Do the following edits when C&B is requested on the leave Request: -C&B can not be used greater then the sick leave balance or the amount of sick leave that will be accrued in the current pay period. Display error message on leave request and on timecard posting. -If the Care & Bereavement Balance is greater than 40 then C&B is not allowed unless the sick leave balance is greater then 80. Display error message on leave request and on timecard posting. Tour of Duty "A 2-day tour - hours on second day should show on timecard. These hours should not be paid at an overtime rate. "Overtime, On-call, and standby can be built into the tour of duty but is not included in the total for regular hours. "Edit to ensure Tour hours match Standard Hours, when creating the tour. "When assigning a tour to an employee, if the employee is full time and the tours hours are not 40 each week, need to display one of the following error messages: -"Employee is full time. Is this a compressed tour?" -"Employee is full time. Is this a flex tour?" -Provide an audit trail for Tour of Duty changes for request and approval. -Provide an audit trail for Tour of Duty changes made by who/when (must include history) "Display the following: -Total scheduled hours by the pay period and by the day on the panel. -Effective date of tour. -Description of tour. -Request/approval. (who & date) "Must be able to post more than one tour of duty on same day. Holiday "Need ability to set holiday to a different day. Time Change "System must allow for Daylight Savings (DST) change and back to Standard Time. Such as, (DST must send 7 hours reg. And 1 hour leave. )(For ST must send 8 hours reg. And 1 hour OT.) Intermittent "Intermittent Employees - hours worked will be posted to the timecard. Overtime and Comp Time "The timekeeper must post the OT/CT to the timecard; this can be done regardless of the approval process. Pay Continuation "If the hours surrounding a holiday are posted to COP, then send tour hours of Holiday plus the appropriate night or shift differentials and 8 hours of COP (to decrement COP). "Need an edit at the time of posting for the use of Continuation of Pay to ensure that there is no overuse. Timecard Posting "Timekeepers have the option of timecards being brought up automatically in alphabetical order, or they can select employees individually to post time based on the T&L Unit Group. "Post LWOP hours for hourly employees and days for Doctors. "Enter, change, delete and certify daily start and stop time when time worked or absent is an exception to assigned tour. "COP and Bone Marrow balances will be decremented in days "Bone marrow leave needs edit to prevent from going negative "A Timecard can have numerous segments (rows) of time posted to it. "Notify employee and manager that OT posted on the Timecard does not have a corresponding approved request. "Time Off Awards must be posted in whole hours "When an employee is hired in the middle of the pay-period, display "Hire date does not equal employee's start date. Some days may need to be posted Non-Pay" for that pay period only. "If either Call Back-overtime or Call Back-comp-time is posted to the timecard adjacent to Regular/Leave hours, display an error, "Call Back not appropriate. Post OT or CT'. "When a tour of duty has CORE hours in it, the time must be worked or an available type of absence must be charged based on the employee's workgroup. Display an error message "Part-time Physicians must work their scheduled CORE hour. Please post CORE or a valid absence". Title 38 "Edit to determine if request exists for time posted (OT/CT, CH, Leave, ED/HZD). "Leave is not charged to holiday or days off. "Edit Daily Time Reporting - time posted each day must be equal to the employee's work schedule hours. "Timecard errors that are only discovered through Payroll edits are returned to the timekeeper for correction and re-certification. Timecard Approval "Appropriate party must approve all timecards. "Timecard should come up to manager by T&L Unit Group and/or by individual employee the manager has authority over "Need an electronic signature with date/time stamp and User ID. "The system displays the premium pays associated with the timecard before the Supervisor approves. Reporting "The system should send to payroll the number of days an intermittent employee actually worked as well as the hours posted on the Timecard Amended Timecard "Corrected timecards will be certified by the employee's supervisor, or other designated person, and will be approved by the division chief or higher administrative officer. Corrected reports are forwarded to the Employees Accounts Section. "Payroll (station) compares the corrected timecard to the original timecard submitted to determine what corrective action is needed, if any. "The system provides the ability to provide record level auditing which will track all changes to both current and corrected timecards. "The decompose system shall automatically compute differences Amended Timecard /Prior Pay Period Adjustment "The system shall process prior period pay transactions on an effective pay period basis. (I.e. the pay period impacted by the prior period pay adjustment needs to have other impacted elements adjusted.) "The system shall provide the ability to automatically generate Time and Labor data that results from processing a corrected time card. "The system shall provide the ability to make prior pay period adjustments to inactive or deceased employees (note: this may require manual intervention; I.e. the ability to create a time card or add a pay sheet.) "The system shall provide the ability to process prior period adjustments that may be generated prior to the system conversion dates. (E.g. a converted employee receives a prior period adjustment generated from ETA). "Status of amended timecard should show - 1st approver, 2nd approver, and Payroll Processed. GAO only requires 1 signature. Leave accruals "Leave that is accrued in the current pay period is available for use by the employee on the first day of that pay period. Leave Request "The system has a date/time stamp for the date leave was requested and date leave was approved/disapproved "Leave request must be entered as hours, start and end date and times, type of leave, and total hours "The leave request displays the status and comments on it. Display leave request with status. "Allow employee to edit request before saving. "When exiting without saving, a warning message should come up "Do you want to exit without saving?" "Only the employee is able to request his/her own paid and non-paid time off. "Ability to indicate a SF-71 (Application for Leave) is on file. "Leave may be requested in 15-minute increments for employees that earn their leave in hours. The Timekeeper enters this. "Full Time Doctors that have a day tour must be able to request their leave in whole day increments. Title 38 "Leave request must be retained for 6 years "Employee comments are required for Authorized Absence, Leave without Pay, Advanced Leave, and Transfer of Leave. "Employees can view their own leave balances. Managers/Timekeepers can also view employee leave balances for those employees assigned to him/her. "Employees can view/request/edit/or cancel leave requests. "Manager can view/approve/disapprove leave requests for those employees assigned to him/her. Timekeepers can only view Leave request. "Employee should receive an error message when requesting leave that will cause that leave to go negative or exceed the maximum for that type of leave. "Leave balances should display on leave request panel and on view leave balance panel. "Display the applicable tour of duty for the period that the leave is being requested. Advanced Leave "Advanced Annual Leave can not exceed the amount that can be accumulated at the end of the leave year in which it is granted. "Advanced Sick Leave can not exceed 30 days. "If an employee requests to liquidate their advance leave and they are not separating payroll will instruct employee's timekeeper to change the period of advanced leave for which a refund is required to LWOP. OT/CT "OT/CT must be requested in 15 minute increments "Comments (justification) are required by the first or second approver if they disapprove the OT/CT request "OT/CT can only be requested outside of employee's active tour of duty for the pay period that the requested OT/CT starts. "An approved/unapproved OT/CT request can be edited as long as the day has not been posted on the timecard. "Notify supervisor when an OT/CT request is pending for approval. "Edit performed to prevent duplicate OT/CT request. "Display tour of duty on OT/CT request panel "Display hours, start and end date of the request. "Display OT/CT request with status. "System should have a date/time stamp for the date OT/CT requested and date approved/disapproved along with signatures of requestor/authorizer/approver/disapprover. "Overtime Request should display requested work date, type of time, hours requested, T&L Unit group that work will be performed, and justification for OT/CT. Environmental Differential/Hazard Duty "The request requires the name of the affected employee, type of Environmental Differential/Hazard Duty, percentage rate, number of hours for which payment is due, hourly Environmental Differential/Hazard Duty rate, total environmental differential/hazard duty salary for period covered, date(s) and period of exposure. A brief description of the exposure is included in the justification box. "Request requires 2 approval signatures - the division or service chief or his/her designee and the Director or his/her designee. "The system has a date/time stamp for the date Environmental Differential/Hazard Duty requested, date, type of Environmental Differential/Hazard Duty, and who approved/disapproval. "An approved Environmental Differential/Hazard Duty request can be edited as long as the day has not been posted on the timecard. "Display tour of duty on Environmental Differential/Hazard Duty request panel. "Display hours and start and end date "Display Environmental Differential/Hazard Duty request with status "System should show signatures of requestor/authorizer/approver/disapprover. Credit Hours "Only employee's on a flexible work schedule, (flexitour, modified flexitour, gliding flexitour,) are eligible to earn credit hours. Members of SES may not accumulate credit hours. "The request to work credit hours only needs the manager's approval (1 Level). "Credit hours must be earned within the limits of the flexible time bands established by the supervisor. As an example, with a gliding flexitour schedule, if the morning flexible band starts at 6:30am and the afternoon flexible band ends at 6:00pm, an employee could not earn credit hours during hours worked earlier than 6:30am or later than 6:00pm. In addition credit hours are not considered overtime "Credit hours may not be earned with a compressed work schedule. Reporting "Un-Transmitted Employees (All T&L) - A list of the timecard status of all employees or employees in certain T&L Units whose timecard has not been transmitted to the Austin Automation Center. "Pay Period Exceptions - A list of employees by T&L Unit for a specific pay period whose timecard has either minor exceptions or critical exception on them "List Prior Pay Period Exceptions - A list of employees by T&L Unit whose timecard has either minor exceptions or critical exception on them "List/Display OT and CT/CH Requests - View the status of OT/CT request with approver's name and date/time stamp of approvals for audit purposes "Environmental Differential/Hazard Duty "Display Environmental Differential Request -View employee Environmental Differential Request for audit purposes with approver's name and date/time stamp of approvals "Display Pay Period - View employee timecard for selected pay period. It contains the timekeeper, approver and submitter's name and date/time stamp "Display Employee Entitlements - Display the Entitlement Table and the associated employee by T&L Unit and Employee "Employee Inquiry Menu - Create ad-hoc reports of employee master record and T&L Unit data "Print Employee Entries "Search Employee Entries "Display T&L Unit - View the authorized timekeeper, supervisor and OT/CT Approver by T&L. "List Un-Certified Employees -Lists the timecards that have not been certified by the manager. "List/Display Leave Requests -View employee leave request for audit purposes with approver's name and date/time stamp of approvals "Employee Leave Balance - View employee leave balances current as of the last payroll processing "List Daily Exceptions -List of exceptions oLeave requested and not approved oLeave posted and not requested oLeave posted with no approval "List Tours by T&L Unit - View all of the tours a T&L Unit has authorization to use. "Display Tours of Duty - List of all tour in the system by Tour ID "Display Credit Hour Request - View employee Credit Hour request for audit purposes with approver's name and date/time stamp of approvals "List tours of duty for station - View tours of duty for all of the T&L Unit Groups at a given station. "Display employees Tour of Duty - View the employee's tour of duty "List Tours of Duty by T&L Unit- View the tour of duty setup for a given T&L Unit. "View/Print Employee's Bi-Weekly Timecard - View the Timecard for specified pay period. This will show any prior pay period adjustments preformed on the Timecard as well. "Display 'T&L' List - View names in T&L, their scheduled tour of duty. "List Supervisors Certified by a T&L. This report lists all managers who approved by a given T&L unit. "List OT/CT requests pending first approval. "List OT/CT requests with first approval, pending second approval. "List OT/CT posted with first approval but not with second approval. "List OT/CT posted and not requested "Transmission History - tells who transmitted the timecards, date and time transmitted, number of employees, number of records, and number of messages acknowledged by Austin. "Exception List - provides the following information: oCredit Hours requested and not approved oCredit Hours posted and not requested oCredit Hours posted with no approval "Employee Leave Taken Report "Employee's Leave Pattern Night Differential (N/D) "Tour of duty must include hours of work that fall between 6pm and 6am "If lunch is taken between 6pm and 6am, N/D is reduced by the lunch period. Tour must say "Meal on Premium Time. "If lunch is taken before 6pm or after 6am there is no impact on N/D. Tour must not say "Meal on Premium Time. "N/D is payable for leave if the leave totals less than 8 hrs. in a pay period. "N/D is not payable for periods of AWOL and LWOP "N/D is paid for periods of Holiday excused, Military Leave, and Court Leave "N/D is payable for OT, if the OT is scheduled in advance of the workweek in which it was performed. Use TRC OTUNS. "N/D is payable to intermittent employees, if it is scheduled in advance of the workweek in which it is performed. "N/D is not subject to retirement. "Paid on the entire tour of duty for nurses provided 4 more hours of the tour are between 6pm and 6am. If the tour is less than 4 hours, then only duty performed between 6pm and 6am are payable. Shift Differential "Payable at 2nd shift rate for the entire shift when the majority of the scheduled non-overtime hours (5 or more) occur between 3pm and midnight. Meal periods are used to determine the majority. "Payable at 3rd shift rate for the entire shift when the majority of the scheduled noon-overtime hours (5 or more) occur between 11pm and 8am. Meal periods are used to determine the majority. "A wage employee regularly assigned to a day shift will receive the 2nd or 3rd shift rate when temporarily assigned to work a regular shift for which the 2nd or 3rd shift rate is payable. "A wage employee regularly assigned to a day shift will receive the 2nd or 3rd shift rate when temporarily assigned to work to regular shift for which 2nd or 3rd rate is payable. "A wage employee regularly assigned to 2nd or 3rd shift, and temporarily assigned to a day shift, or another shift, will receive the rate of their own tour or the tour actually worked, whichever is greater "All periods of leave with pay will be paid at the rate the employee would have received had they been in actual duty status "If it can not be determined, because of an irregular tour assignment, which, tour the employee would have worked had they been in duty status rather than a leave status, they will be paid the rate they were receiving at the time the absence began "Shift Differential is not earned for periods in non-paid status "Shift Differential earned during OT/CT is not subject to retirement and must be identified separately from Shift Differential earned during regular time. Shift differential is payable for comp-time earned "Roll-over Time - Two day tours of duty that cross over the end of the pay period. The shift differential rate is determined based on the entire tour commencement. The shift differential is payable in the pay period earned. For example, a tour 9pm - 5am starting on Saturday at the end of the pay period pays for 9pm to 12am, 3 regular hours, 3 hours of Sunday premium, and 3 hours of 3rd Shift premium. In the next pay period, 12am to 5am pay 5 regular hours, 5 hours Sunday premium and 5 hours of 3rd shift premium. "Roll-over time is not used in determining majority shift for tours commencing on Sunday in a new pay period "Some Purchase & Hire employees are intermittent employees that work full time but are compensated like full or part time wage grades. Environmental Differential "Payable to an employee for unusually severe working conditions or unusually severe hazards. "Duty performed within the basic 40 hour workweek, included as part of the employee's basic rate of pay and will be used to compute premium pay (overtime, holiday and Sunday), the amount from which retirement deductions are made, and the amount in which group life insurance is based. It is not part of basic pay for purposes of lump sum annual leave payments and severance pay. "Duty performed outside the basic 40 hour workweek, retirement deductions will not be made "Payment will be based on the percentage rate authorized for the exposure by the second rate of grade WG-10 for the appropriated fund employees, and NA-10 for the non-appropriated fund employees on the current regular non-supervisory wage schedule for the area "Computation of Environmental Differential pay will be at the day rate only "Employee will be paid a minimum of 1 hour of Environmental Differential pay for the exposure. Beyond one hour, the employee will be paid in increments of 15 minutes "An employee may not be paid for more than one Environmental Differential for a particular period of work. The payment of ED is computed on the basis of the highest ED rate authorized during the period of entitlement "The number of hours an employee is paid Environmental Differential shall not exceed the number of hours of duty performed by the employee on the day of exposure "Environmental Differential earned during OT is not subject to retirement and must be identified separately from Environmental Differential earned during regular time Sunday Premium "Work performed during a regularly scheduled tour of duty any part of which is within the period midnight Saturday and midnight Sunday "Not paid without the actual performance of duty "Not paid for overtime work for Title 5 "Part time employees are not entitled to Sunday except employee's with PPI = E, F "Wage, Non-appropriated Fund, Per Annum employees of the VCS, Purchase & Hire "All rules for General Schedule apply, except Sunday premium will be at the applicable shift rate plus 25% for Sunday "Nurses and GS employees who are authorized to receive premium pay under T38 "All rules for General Schedule apply except Sunday premium is paid for OT work. Part time and Intermittent employees are eligible for Sunday premium - T38 "An employee who performs duty on two separate tours of duty on Sunday which qualify for Sunday premium shall receive additional pay for each hour of both tours. Saturday Premium "If an employee has two separate tours, such as a tour that begins on Friday and ends on Saturday, and another tour that falls entirely on Saturday, employee is entitled to premium pay for each tour of duty "Saturday premium is payable for OT work for T38 "Part time and Intermittent employees are entitled to Saturday premium - T38 "Baylor Plan Nurses are not entitled to Saturday premium Sleep Time/Stand-By "Sleep time reduces from stand-by hours if greater than 5 or more hours of sleep time taken in a 24 hour tour "Not considered hours of work under FLSA "Sleep time is deducted from a tours of duty that may consist of 'Stand by + regular time' that totals 24 hours or more "Not more than 8 hours in a 24 hour period shall be considered as sleep time "Sleep hours must be identified within the 24 hour tour "If sleep time is interrupted by a call to duty, time spent on duty is considered hours of work and sleep hours will be reduced by the number of hours worked that fall within the sleep period "There must be at least 5 hours available during the sleep period or no deduction of sleep time will be made "Employees are not entitled to Night Diff, Holiday or Sunday Diff during sleep time "Work preformed outside of Standby on 24 hour tour oSleep time is not reduced "Work preformed during SB on a 24 hour tour oSleep time is not reduced o1 is not paid oActual work must be record "Work preformed during sleep time: oSleep time is reduced oTravel time will be included as time worked "Work preformed during Standby on less then 24 hour tours oEntitled to 1 for OT "Grandfathered employees receive greater of On-Call or Standby pay. OC and SB must be sent to payroll for calculation "If employee does not work during Standby hours then Standby hours should equal On-Call hours sent to payroll "If employee works during Standby hours then scheduled Standby hour should be sent to payroll and the same number of hour minus the number hours worked should be sent for On-Call. Overtime/Compensatory Time "Paid leave is considered work in determining if an employee has exceeded 8 hours in a day or 40 hours in a week "Non-paid leave (LWOP or AWOL) is not considered work therefore, overtime hours must be substituted for non-paid leave up to 40 hours for FT non-compressed "Any period of non-pay within the employee's workweek, an equal period of overtime worked that same workweek, must be substituted and paid at the basic hourly rate if the OT is preformed on a non-duty day "Each day stands alone. E.g., LWOP on Monday does not prevent OT worked on Tuesday.105.05, a(1), pg 1-26. Timecard Generation and Pre-posting the Timecard with Approved Absence and OT/CT/CH "Tour changes are not effective unless approved or requested by the supervisor "Leave can not be requested outside of employee's tour of duty that is active for the pay period when the requested leave starts "Leave request can encompass days off and holiday "Annual Leave is not charged for employee's day-off, except doctor's who take annual leave before and after their day off "MDs who have taken AL for the entire week have beginning and ending non-duty days charged to AL "A leave request can be edited as long as the day has not been posted on the timecard "Supervisors should be notified when an approved leave request has been canceled "The system should have a date/time stamp for the date leave requested and date leave approved/disapproval "Notify employee when requesting and supervisor when approving a leave request that there is a negative leave balance for the type of leave being requested "AWOL and LWOP should be sent to payroll even when substituted by overtime. "Leave balances to show up on panel "If duplicate leave request submitted, alert employee "Display types of leave allowed in drop down menu "Display tour of duty on leave request panel "Display hours and start and end date "Display leave request with status "Alert employee tour is not effective unless approved by supervisor "Approve tour change "Display employee pay period "Alert employee that leave-slip has a remark from supervisor "Notify employee leave slip has been canceled "Allow employee to edit request before saving "Alert supervisor that employee is requesting leave for a prior pay period "Notify supervisor if OT/CT is requested for a prior pay period "Alert employee that OT/CT request is valid only if approved by supervisor and OT approver "Alert employee that CT earned in that pay period will be forfeited if not used in 7 pay periods "Notify employee when OT/CT request has been approved "System should have a date/time stamp for the date OT/CT requested and date approved/disapproved "System should have initials of person requesting OT/CT and approval for 1st and 2nd level "System should alert employee that unless approved by approving officials they can work no more than hours requested "Show a list of environmental differences that can be requested "Show date, from and to time, meal time, type of exposure and justification on request for environmental differences "Show drop down menu of valid time reporting codes for environmental/hazardous duty request "Allow approving official to review previous request for employee when new request appear "Display requested work date, type of time, hours requested, T&L Unit number worked performed under and justification on OT/CT panel Credit Hours "Employees may earn up to 20 credit hours during biweekly pay period "Full-time employees may carry over no more than 24 credit hours into the next pay period "Part time employees may carry over no more than 25 percent of the hours in their biweekly basic work requirements "Credit hours should be used as soon as possible after they are earned "Credit hours not used within 4 pay periods of the pay period which they were earned and that are not eligible to be carried over to the next pay period will be forfeited by the employee, unless the employee was prevented from using them because of exigency of the service. "When an employee ceases to work in a work unit where credit hours may be earned, a full-time employee will be compensated for not more than 24 credit hours. A part-time employee will be compensated for not more than 25 percent of the hours in the employee's basic work requirements "Credit hours will not be transferred between facilities, but local approving officials may allow credit hours to be transferred between work units at the same facility. Tour Differential "An employee who is excused from duty because of a holiday falling within the basic workweek will be entitled to the normal compensation for that day, basic rate plus tour differential if applicable. "These employees may be full-time, part-time, or intermittent. "Intermittent employees are entitled to tour differential, if it can be demonstrated that the duty being performed is on an established tour (must be annotated on the time card that the employee was working and established tour). "Tour differential is payable for service performed on a tour of duty (including scheduled and unscheduled overtime), any part of which is within the period commencing at 6:00 pm and ending at 6:00 am. "If 4 or more hours of the tour fall between 6:00 pm and 6:00 am--then each hour of that tour will qualify for tour differential. (This is the primary difference between night diff for GS and tour diff for nurses). "When fewer than 4 hours fall between 6:00 pm and 6:00am--then he/she shall receive the differential pay for each hour of service performed between those hours only. "Payable for: oPeriods of annual leave and sick leave used when the amount of such paid leave (regardless when taken) totals less than 8 hours within the pay period oPeriods of authorized absence. oMilitary leave or court leave. "Impact of leave usage on tour differential entitlement: oreduction of tour differential when on LWOP or AWOL ono tour differential earned on leave when total of 8 hours or more of leave taken within the pay period "Limited entitlement to tour differential for intermittent employees omust be performed on an established tour and include statement in "remarks" section Absences "Comp-time "Annual Leave "Donated Leave - Currently charged to annual leave. Specification were developed to automate this process "Restored Annual Leave "Sick Leave "Military Leave - Charged for the whole day. "Authorized Absence "Leave Without Pay "Absent Without Leave - Disciplinary act "Suspension - Disciplinary act, however, it maps to LWOP instead of AWOL "Non-Pay - Used when and employee is assessed or separates in the middle of the pay period "Holiday - See section on Holiday "Family Friendly: Care and Bereavement, Adoption, Organ Donation "Family Medical Leave Act - All four types of FMLA are charged to LWOP "Alternate Work Schedule: Credit Hours "Continuation of Pay - When an employee is injured on the job they are entitled to continue to receive their normal pay once approved by the Department of Labor. The system accommodates two injuries "Non-Pay Annual Leave Family and Medical Leave Act "Employees are responsible for invoking their FMLA leave entitlements "Employees can retroactively invoke their entitlement to family and medical leave based on the following: Employees may choose whether to substitute paid leave, as appropriate, for leave without pay under FMLA "Under certain conditions, an employee may use the 12 weeks of FMLA leave intermittently, or the employee may work under a work schedule that is reduced by the number of hours of leave taken as family medical leave "Employees are entitled to a total of 12 administrative workweeks of unpaid leave during any 12 month period "FMLA may only be charged on days on which an employee is scheduled to be in a duty status "Holidays and non-workdays occurring within a period of FMLA leave should not be counted toward the 12-week entitlement. "Medical certification is required no later than 15 calendar days after the date the agency requests it. If medical certification is not provided within 30 calendar days the absence may be charged to AWOL; or the employee may be allowed to request annual, sick or LWOP. Employees who do not provide the requested medical certification are not entitled to FMLA leave "FMLA entitlements are in addition to any annual leave; sick leave; other paid leave; or compensatory time off available to the employee "An agency may not subtract leave from the 12-week FMLA leave entitlement unless confirmation has been obtained from the employee of his or her intent to invoke entitlement to FMLA leave "If sick leave balance is less than 80 hours, okay to use 40 for general care and bereavement or for serious health condition of family member "If sick leave maintained greater than 80, okay to use 104 for general C&B. The employee may use 480 hours sick leave for serious health condition of family member "The total for C&B or serious condition can not exceed 480 hours. Day Tour "A tour will be for 1 hour each day with the Time Reporting Code (TRC) of "DAY". "Day off for doctors will be identified by the use of the TRC DAYOF. This maps to REG to accommodate Standard Hours "Standard Hours in the employee record will be 7, 14 for the pay period "The Custom Time and Labor system will send 7 hours of REG or TRC that map to REG for each week, 1 for each day, to payroll unless an absence is posted in which case 1 will be sent to payroll for each day of absence "No partial day posting is allowed "Absence is charged on a daily bases "No overtime "If a doctor works on their day off they are entitled to an 'In-Lieu' of day. The supervisor will post DAY or DAYOF for the appropriate days "'Day' on the Workgroup, Workgroup Rules panel 3 must be checked "The DAY TRC should be used for doctor's Day tours only "Only TRC prefaced with DAY are available for doctors' timecards. "Doctors will have to have 2 days off (non-compressed) and more then 2 for compressed even though they get paid for 24 hours a day, 7 days a week. Fee Basis "The total dollar amount of consults/procedures is entered for each day of the pay period "Total Days and/or Total Procedures are mandatory fields. Total hours are used for recording purposes Pieceworkers "Pieceworkers will be paid on a percentage of sale basis, the percentage of commission sales cannot be less than 65% or more than 99%. Pieceworker percentages can be changed periodically. "The timecard is posted as usual in the Timecard panel, entitlement rules will apply based on the Workgroup. "A different rate of pay is calculated yearly and used for leave and holiday pay. The average hourly rate is computed based on earnings for the previous calendar year divided by the total adjusted hours in pay status. The hours will be decreased for all non pay hours and increased for hours worked in excess of the scheduled tour of duty hours and hours on holidays. "Generally, the earnings of each pieceworker should be geared to fall with in the range of: Minimum - the hourly rate prescribed in the Fair Labor Standards Act, as amended or in a State minimum wage act whichever is higher. Maximum - hourly rate is Step 5 grade 10 of the current VC wage schedule for hourly rate employees at the canteen where a pieceworker is employed. Full-time and part-time pieceworkers are entitled to annual and sick leave, life insurance, health insurance and retirement benefits. Purchase Hire "P&H are hired as intermittent employees "Some are worked as full time or part time employees and are entitled to be compensated as such. oThese employees will have to be put into a workgroup manually because the system will have no way of knowing that they are working FT or PT. The manager will have to inform the SSC. oThe workgroup will allow or disallow Time Reporting Codes and premium pays. oTheir entitlement is like a wage grade. Hazardous Duty "Payable to an employee for unusually severe working conditions or unusually severe hazards. "Duty performed within the basic 40 hour workweek. "Hazard pay is in addition to any additional pay or allowances payable. "Not included as part of the employee's basic rate of pay and will not be used to compute premium pay (overtime, holiday and Sunday), the amount from which retirement deductions are made, and the amount in which group life insurance is based. It is not part of basic pay for purposes of lump sum annual leave payments and severance pay. "Computation of HAZ pay will be at the base pay. "Employee will be paid a minimum of 1 hour of HAZ pay for the exposure. Beyond one hour, the employee will be paid in increments of 15 minutes "The number of hours an employee is paid HAZ shall not exceed the number of hours of duty performed by the employee on the day of exposure Amended Timecard Continuation Pay "Employee is on Authorized Absence on the day of injury "45 day is authorized by Department of Labor (DOL) "There are 2 relevant dates, date of injury and date of return to duty "The employee starts using COP starting with the day after the date of injury "An employee has 45 days from the date of return to duty to use any remaining day of COP "The system should monitor 2 injuries. CORE Hours "A minimum of 25% of a part time Physician's hours will be established as core time. Core time is when management can count on the employee being present or on leave "Employees absent during established core time will be charged leave "Non-Core hours can be worked differently than scheduled so long as the total hours are worked each week. Employees may have to work extra hours one day and then they are able to come in later on another day. SO LONG AS THE HOURS ARE NON-CORE TIME Religious Observance "An employee may elect to work compensatory overtime for the purpose of taking time off without charge to leave when personal religious beliefs require that an employee abstain from work during certain period of the workday or workweek "An employee who elects to work compensatory overtime for this purpose shall be granted (in lieu of overtime pay) an equal amount of compensatory time off (hour for hour) from his or her tour of duty, and thereby avoid an annual leave or leave without pay charge "An employee's election to work compensatory overtime in order to take time off for religious observance purposes shall be granted unless the employee's absence would interfere with the efficient accomplishment of the agency's mission "An employee may work such compensatory overtime either before or after the grant of compensatory time off "Compensatory overtime worked for the purpose of offsetting time off for religious observance purposes shall not be considered an hour of duty for overtime, including FLSA overtime purposes On-Call "Actual work during On-Call hours will reduce On-Call pay "On-call during holiday - the employee is entitled to HOL and OC (holiday excused and on call at the station rate). The supervisor will have to post HOLOC to indicate that the employee is on On-Call on their holiday "If an employee works during their holiday excused, they are not entitled to on-call pay, however they are entitled to HOW (minimum 2 hour at double pay) plus applicable differentials "If an employee is called back to work during their schedule On-Call time, they are entitled to Call-Back Overtime pay (minimum 2 hour) plus Sunday Prem. pay if applicable. Military Leave "MILLV - For Active duty or Reservist Earn 15 days per Fiscal year "Carry over 15 day per Fiscal year "Maximum days during the year is 30 "MILLV surrounding a Holiday, the employee is entitled to regular pay plus night or shift differentials however the holiday is charged to MILLV "The custom system will send 8 MILLV hours when this is posted "MLDO - Day Off for Military Leave This will be posted on employee day off when orders indicate that duty will surround the day off "The custom system will send 8 MLDO hours when this is posted "MLLE - Military Leave for Law Enforcement and Natural Disaster not to exceed 22 workdays in a calendar year r "Can not be charged for partial days "The custom system will send 8 MLLE hours when this is posted "MLDOL - Military Leave-Day Off-Law Enforcement and Natural Disaster "This will be posted on employee day off when orders indicate that duty will surround the day off "The custom system will send 8 MLDOL hours when this is posted Holiday Pay "Determining the holiday: For employees having workweeks other than Monday through Friday, the employee's 1st day off in the administrative workweek is considered to be in lieu of Sunday, the 2nd day off is considered to be in lieu of Saturday "Holidays falling on Saturday: When an employee's basic workweek includes Saturday, Saturday is that employee's holiday. When an employees workweek does not include Saturday, the day immediately preceding the Saturday, will be considered the holiday. This does not apply to part time employees "Holidays falling on Sunday: When an employee's basic workweek includes Sunday, Sunday is that employee's holiday. When an employees workweek does not include Sunday, the next workday immediately following Sunday is considered the holiday. This does not apply to part time employees "An employee who works on the holiday is entitled to a minimum of 2 hours at the holiday rate. This applies to part time employees also "Part time and intermittent employees are entitled to holiday pay for work performed during their tour of duty. The Saturday and Sunday rules normally do not apply. Exception: if the office is closed for observance of such holiday by full time employees, part time employees will receive their basic rate of pay for that day "If an employee's workday covers portions of 2 calendar days, the first segment of the tour of duty which commences on a legal holiday will be treated as the employee's full scheduled tour of duty for the holiday "If an employee has a split shift on the legal holiday the first segment of time on that day will be treated as the employee's Holiday benefit day and the second segment is treated as regular hours of pay. "Non-Compressed employee's - If a holiday falls on the 1st day off, for pay purposes, the holiday is the next regularly scheduled workday. If a holiday falls on the 2nd day off, for pay purposes, the holiday is the first preceding regularly scheduled workday. "Compressed employee's - The legal holiday falls on the 1st or 2nd day off then the holiday goes forward to the next day worked. If the legal holiday falls on the 3rd or 4th day off it goes back to the last day worked. Firefighters "The entire tour will consist of regular time "For Fire Chiefs the tours will have multiple segments to identify regular hours (REG) and fire fighter hours (FF) "Fire Chiefs can be compressed if they have 80 Standard Hour, however, the tour can not have more then 53 in a week "True overtime (1 and not subject to retirement) is based on hours in excess of the weekly tour of duty "Posting oOT starts with hours in excess of the tour hours for the week oOT can not be earned when WOP is in the week. "Timecards are generated with multiple segments for Fire Chiefs, REG and FF "TRC available for the timecard are REG, FF, and all absences for each of these types of time. Absence during REG and FF are each subject to different divisors (see list at the bottom) "Posting Edits: oPaid/unpaid absences are posted in the time taken. oWOP taken during REG time is not substituted for FF. oWOP and overtime in the same week - "OT worked in one week has no impact on WOP in another week "Can not have OT until WOP during REG time has been substituted first. "Need process to automatically populate employee profiles, supervisory chains and email addresses. Attachment #2 Systems Capabilities Questionnaire Discuss the following aspects of your T&A offering: 1.Document routing and notification capabilities of your system, 2.User Types / Roles / Responsibilities / Verification and Validation, 3.Configurable aspects of your system (e.g., establishing and changing eligibility rules for types of time, creation of new types of time, user roles, rules for generating premium pay, ability to interface to HR system to extract data needed in the T&A process and for ad-hoc display purposes, capability to define ad-hoc reports, other capabilities.) 4.The size of your three largest T&A implementations (i.e., number of employees using your T&A system), 5.Work-load scheduling capability for hospital work force, if any, 6.Interface capability of your T&A system to external payroll systems, 7.How your T&A system generates premium pay on the timecard, 8.Creation, storage and maintenance of work-schedule templates, 9.Application of work-schedule to employee, 10.What Database technology does your system use? 11.Describe your T&A system's technical architecture. 12.Which government agencies use your T&A system? 13.Capability to process retroactive timecard modifications. 14.Does your time and attendance system handle VA Title 38 and hybrid Title 5 / Title 38 employees? If not, how would you modify your system to handle these types of employees?
 

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