Job Title: Before Configuring...

General Guideline...

Consider the following before creating ranks:

• Create a single job rank to support multiple grade levels when grade level is irrelevant to filling the position.

  For example, suppose that the Supervisor rank has three grade levels and any grade level can back-fill the Supervisor position.

• Create multiple job ranks for each grade level to support a payroll feed requirement.

  If you are considering multiple job ranks to denote grade levels please consult with a Dimensions application expert to see if there may be another way of accomplishing the desired output. This configuration increases personnel maintenance and rarely needed.

• Customers using Dimensions: Although Workforce Dimensions is the source for an employee’s job title, it might be an upstream HR or HCM (Human Capital Management) system that is truly the system of record. A HR job title can be significantly different from a schedule job title. For example, in a public safety department the HR job is Officer however some officers work as Detectives (Schedule Job), some as Patrol Officers (Schedule Job) and some as K9 Officers (Schedule Job). This type of scenario creates a change in how job titles are managed today in this application. An employee’s job title now may reflect the HR job title while his assignment reflects his schedule job title. An employee’s job title does not need to match their Scheduled job title. Both HR job titles and Schedule job titles are part of the Workforce Dimensions business structure, this means both types of job titles are created in this application under Setup by the integration.
• Create a single job rank to backfill generic positions with any job rank.

  For example, use a position like, Event Staffing, to fill special event positions. Alternatively, you can create one generic catch all rank and use the Position’s Overriding Name field to describe the position, such as Training, Meetings, Extended Leave, Light Duty, and so on.

• Create a Unit Type or Roster Count when a unit has a skill set or specialty requirement.

  For example, a paramedic is required inside every engine and every engine seats two firefighters. Use unit types or roster counts to evaluate the entire unit and then determine if the specialty is truly needed because someone with the required specialty may be in the unit due to a shift trade, or an on-duty move, or a previous shift-fill in...

• Determine if naming conventions are required to communicate with 3rd party systems, such as HR, Payroll, CAD, RMS...