Rule of thumb:
Consider the following before creating ranks:
- Create a single job rank to support multiple grade levels
when grade level is irrelevant to backfilling the position.
For
example, suppose that the Supervisor rank has three grade levels
and any grade level can backfill 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 Kronos 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 backfill 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...