Workforce Administration (WFA) Quick Reference Guide

ABSTRACTThis quick reference guide is not designed to teach you everything you’ll need to know about UCPath, but it will help you quickly get up to speed on key concepts and set the stage to solidify your WFA knowledge foundation.Microsoft Office UserDarrell Littleberry

Table of ContentsGETTING STARTED................................................................................................................................3

UCPATH TERMINOLOGY.......................................................................................................................4APPOINTMENT TO JOB RECORD CREATION........................................................................................................6COMPENSATION RATES EXPLAINED – MONTHLY EMPLOYEES...............................................................................9COMPENSATION RATES EXPLAINED – HOURLY EMPLOYEES................................................................................11PPS COMPENSATION ENTRY VERSUS UCPATH................................................................................................12AUTO-TERMINATION & EXPECTED JOB END DATE...........................................................................................13

AWE BASICS.......................................................................................................................................14

WFA PROCESS OVERVIEW..................................................................................................................15

POSITION MANAGEMENT..................................................................................................................16DEPARTMENT USERS..................................................................................................................................16CENTRAL OFFICE USERS..............................................................................................................................17

FUNDING ENTRY................................................................................................................................18

BUDGET ENTRY..................................................................................................................................19

ON/OFFBOARDING WORKFORCE........................................................................................................20RECRUITING..............................................................................................................................................21HIRING & TERMINATIONS............................................................................................................................21WORK AUTHORIZATION..............................................................................................................................22ORIENTATION............................................................................................................................................22

JOB MAINTENANCE (PAYPATH)..........................................................................................................23

APPROVING TRANSACTIONS..............................................................................................................24

REVIEWING TRANSACTION (MANAGER SELF SERVICE)........................................................................25REVIEW TRANSACTIONS..............................................................................................................................25TRANSACTION STATUS................................................................................................................................26

UCPATH TIPS AND TRAITS..................................................................................................................27

2

Getting StartedThere are several conceptual differences between PPS and UCPath. Some terminology and other functionality considerations have changed. This quick reference guide is not designed to teach you everything you’ll need to know about UCPath, but it will help you quickly get up to speed on key concepts and set the stage to solidify your WFA knowledge foundation.

More detailed information can be found online in UCPath at UCPath Help for Locations

For now, let’s start laying your WFA foundation to support the building of future knowledge.

There are over 2,200 pages of documentation with step-by-step instructions with screenshots covering everything from the basics to functional module detailed tasks.

3

UCPath TerminologyLet’s start with new terminology to promote understanding…

UCPath comes with its own jargon that will help everyone speak a common language about system functionality and use. This section shares and defines the most widely used terminology.

Section Term Working DefinitionA AWE Approval workflow engine routes transactions to users for

disposition (i.e., approve, deny)C Component A collection of related functionality page(s)/tab(s)

D Dropdown List A short list of valid values

E Check Box A yes or no field when checked on = Yes, off = No

E Effective Date The date data becomes active for system use or processing

E Effective Sequence

Unique number order allowing multiple actions for a single effective date

F FTE Position - full time equivalent of the positionJob – full time equivalent of the employee’s work capacity used in calculation of monthly gross job payBudget – full time equivalent for staffing budget purposes

J Expected Job End Date

Forecasted last day of work

J Job Record a unique instance of employment denoted by a unique employee record number

N Navigation UCPath menu path to a component

4

P Page A tab in a component

P Portal A webpage with various related content links

P Position Number

Unique number controlling job, funding and budget data

P Prompt Field A large list of valid values

R Radio button A field allowing only one option to be selected

S Search Dialog Page

The page allowing search data before entering a component

T Text Box Field for free form text

5

Appointment to Job Record CreationLet’s pull back the curtain on how job records were created…

Appointments in PPS were used to create job records in UCPath. However, they don’t necessarily have a one-to-one relationship. It’s important to understand how appointments converted to job record(s).

PPS appointments and their related distribution data was used to determine which job record(s) should be created in UCPath for a

given person. The following key fields were used in the logic to convert appointments to job record(s).

APPT_TYPE APPT_TITLE_CD APPT_DEPT DIST_PYRATE

Converting a person’s PPS appointment(s) into job record(s) required logic based on UCPath system considerations. In UCPath, a job record can only have one:

Employee class (appointment type in PPS) Department (same as in PPS) Job Code (Title code in PPS) Job Comp Rate (Distribution pay rate in PPS)

Any difference in these field values within a person’s appointments or related distribution data will convert the appointment into its own unique UCPath job record.

Note: Distribution funding source data was not used in appointment to job conversion logic. Let’s walk through some examples.

ID Scenario Conversion Logic UCPath Job Result1 Mary monthly employee

has: one appointment in

PERS distribution pay rate

($2,000) [entered at 100% FTE]

distribution % = 1.0 1 funding source

with 100 percentage distribution

Because Mary has one appointment, she will only have one appointment type, title code and department. As well, she only has one rate of pay for the appointment.

Variation:What if Mary had two distribution rows with 50/50 percentages splits?

Job Records Created: 1Job Record: 0Job Comp Rate: $2,000Job FTE: 1.0Department: PERSEmployee Class: as defined in APPT_TYPE-to- EMPL_CLASS cross reference table

6

A: still just one job record as funding source is not included in job creation logic.

2 Mark monthly employee has:

two appointments – CHEM & PHYS

distribution pay rate ($1,000) – both appts

Appt 10 has 2 different funding sources with 25/25 percentage distributions

Appt 20 has 3 different funding sources with 10/20/20 percentage distributions

Because Mark has two different appointment departments, he will definitely have two jobs converted as a job record can only have one department.

Variation: What if Mark’s appointments were for the same department but he had two different title codes? A: 2 job records as a job record can only have one job code

Job Records Created: 2Job Record: 0Job Comp Rate: $1,000Job FTE: .5Department: CHEMEmployee Class: as defined in APPT_TYPE-to- EMPL_CLASS cross reference table----Job Record: 1Job Comp Rate: $2,000Job FTE: .5Department: PHYSEmployee Class: as defined in APPT_TYPE-to- EMPL_CLASS cross reference table

3 Henry hourly employee has: one appointment in

MUSC distribution pay rate

($12/hr) 1 funding source

with 100 percentage distribution

Because Henry has one appointment, he will only have one appointment type, title code and department. As well, he only has one rate of pay for the appointment.

Variation:What if Henry had two distribution rows with 50/50 percentages splits? A: He would still have just one job record as funding source is not included in job creation logic.

Job Records Created: 1Job Record: 0Job Comp Rate: $12/hrJob FTE: .01 (it doesn’t matter for pay calc)Department: MUSCEmployee Class: as defined in APPT_TYPE-to- EMPL_CLASS cross reference table

4 Steven staff student employee has:

one appointment – PERS

distribution pay rates ($12 & $13) –

Because Steven has two different distribution pay rates, he will definitely have two jobs converted as a job record can only have one department. The different

Job Records Created: 2Job Record: 0Job Comp Rate: $12Job FTE: .01 (it doesn’t matter for pay calc)Department: PERS

7

based on different funding sources

funding sources do not matter.

Variation: What if Steve had two different appointments for the same department and he still had two different distribution pay rates? A: He would still have 2 job records as a job record can only have one job code.

What if Steve had

Employee Class: as defined in APPT_TYPE-to- EMPL_CLASS cross reference table----Job Record: 1Job Comp Rate: $13Job FTE: .01 (it doesn’t matter for pay calc)Department: PERSEmployee Class: as defined in APPT_TYPE-to- EMPL_CLASS cross reference table

In conclusion, if any of the of the job creation fields: APPT_TYPE – Academic (5) versus non-academic appointment types APPT_TITLE_CD – Appointment title code APPT_DEPT - Appointment department (not the home or distribution department) DIST_PYRATE – Distribution pay rate

are different for a person’s appointment/distribution information, a unique job record was created. Because it cannot be said enough, funding information was NOT included in the job creation logic.

Let’s walk through some more examples.

APPOINTMENT(S) SCENARIOS UCPATH JOB RECORD(S)SINGLE with same appointment

type, title code, department and pay rate

1 job record

SINGLE with different distribution departments

1 job record – the distribution department is not used in the logic; the appointment department is used

SINGLE with different distribution pay rates

Multiple job records for each unique pay rate

SINGLE One distribution pay rate with multiple FAUs only

1 job record – funding is not in the logic

MULTIPLE with different appointment types

Job record for each appointment type (only one employee class per job record)

MULTIPLE with different appointment departments

Multiple job records for each appointment department

MULTIPLE with different title codes Multiple job records for each unique title code

8

Compensation Rates Explained – Monthly EmployeesComp or compensation rates can appear in more than one place in the Job Data component’s Compensation tab. To understand the meaning of each rate, it helps to understand which rate is entered versus calculated.

The best way to understand the compensation data is to know which fields are entered versus calculated.

Table – Compensation FieldsItem Functional Description1 Rate Code, says how the entered compensation is quoted. In the illustration 1

below, this is a monthly paid exempt employee. In UCPath, this type of employee will generally* have a Rate Code of “UCANNL” meaning the comp rate entered to setup the employee’s pay is quoted as annual amount.

2 Comp Rate, says this is the amount of pay as dictated by the Rate Code’s Frequency. In this illustration the Frequency is “A” for annual. In short, the Comp Rate represents the annual pay.

3 Pay Frequency, says in what time interval the Comp Rate is paid. In the illustration, the frequency is paid monthly.

4 Compensation Rate is not an editable field; it’s calculated by taking the:

Comp Rate quoted annually $137,575.80 Divided by the Monthly pay Frequency factor (this is a behind the scene setup)

12

Multiplied by the FTE value (on Job Data component’s Job Information tab)

1.0

Equals the monthly Compensation Rate or job gross pay for this employee’s job : [($137,575.80 / 12) * 1.0 = $11,464.65 ]

$11,464.65

The first three items in the illustration are entered by the user. Use the table above and the illustration below to:

understand the key compensation fields and see how they inter-related.

9

Illustration 1 - Compensation tab of Job Data Component for monthly employee

Pay frequency

Rate Code frequency

*There are Rate Codes other than “UCANNL” particularly for academic employees so consult HR/APO for guidance.

10

Compensation Rates Explained – Hourly EmployeesWhile the field explanations from the aforementioned section apply, in contrast, hourly paid employees have an hourly:

Rate Code, ‘UCHRLY’ Comp Rate equal to their Compensation Rate Comp Rate and Pay Frequency

Illustration 2 - Compensation tab of Job Data Component for hourly employee

FTE is not used to calculate gross job paid for hourly employees. Job gross pay is calculated by multiplying the Compensation Rate by reported hours.

PPS Compensation Entry versus UCPathLet’s bridge the gap between PPS and UCPath compensation entry…

There are some differences between compensation entry between PPS and UCPath. The major entry difference is how monthly paid employees’ compensation is entered between the systems.

In PPS, the monthly salary rate at 100% FTE is entered while in UCPath, the annual salary rate at 100% FTE is entered

Table – PPS versus UCPath EntryScenario PPS Entry UCPath EntryExempt monthly paid employees

monthly distribution rate was entered at the 100% FTE rate: $10,000

distribution percentage is entered: .60

The gross appointment pay is not seen in distribution setup

= $6,000 appointment gross pay never seen in PPS, just [$10,000 monthly gross * .60 distribution percentage]

annual rate is entered at the 100% FTE rate: $120,000

Rate Code: UCANNL Pay Frequency: M (factor

12) *FTE field is entered: .60

The gross job pay is seen in compensation setup

= $6,000 job Compensation Rate is job gross pay seen in UCPath [$120,000 / 12 * .60]

Non-Exempt hourly paid employees

hourly distribution rate was entered: $10

distribution percentage is entered: .01 (it doesn’t matter for pay calc)

---= $800 appointment gross pay [$10 * 80 reported hours]

hourly rate is entered: $10 Rate Code: UCHRLY Pay Frequency: H FTE field is entered: .01 (it

doesn’t matter for pay calc)

---= $800 job gross pay [$10 * 80 reported hours]

*For monthly employees, the sum of the PPS distribution percentage became the FTE field value in UCPath.

12

Auto-Termination & Expected Job End DateThe nightly executed auto termination process is designed to automatically terminate a job record when both the:

Expected Job End Date has come to be/past and the End Job Automatically checkbox is checked ‘On’

Illustration 3 –Work Location tab of Job Data Component

When both conditions must be met, the process will insert a Termination row effective one day after the Expected Job End Date. In the illustration, when 7/1/2019 comes to be this job record will be terminated.

Things to Know1. By UCPath design, the End Job Automatically checkbox is checked ‘On’ for certain Staff

employee classes and cannot be modified (i.e., unchecking the field). 2. However, academic employee classes allow the End Job Automatically checkbox to be

changed (i.e., checked ‘On’ or ‘Off’).3. In either case, jobs are still automatically terminated by the nightly process only when

both conditions are met.

Job Started 9/9/2018

Job Ends 6/30/2019

Job Terminated 7/1/2019

Active until 6/30/2019 12:00am Terminated at 7/1/2019 12:01am

13

AWE BasicsLet’s understand transaction approval sourcing…

Approval workflow engine is an embedded function in UCPath that identifies approvers and routes transactions for disposition (i.e., Approve, Deny).

Number FAQ Answer1 When is AWE triggered? It depends on the type of transaction. Most WFA

transactions (i.e., hire, rehire, concurrent hire, transfers, terminations, retirements, PayPath actions and more) trigger AWE.

2 How will I know when I need to disposition a transaction?

Your worklist in UCPath will contain transactions you may disposition

AWE will send email notification with a hyperlink sending you to the transaction in UCPath.

AWE Approver Sourcing

The selected users become approvers for the transaction. While there may be multiple approvers who can review and approve a transaction, only one in the pool of approvers has to approve the transaction to move it forward.

AWE gathers the transaction’s

DepartmentEmployee Class

The Employee Class is translated into an Employee

Group

AWE then asks, which users have:

Access to the Department on the transaction (based on your Row Level security permissions)And the approving security role for the employee group

14

WFA Process OverviewThere are several major process area in workforce administration (WFA). Although there are some dependencies, some process areas can and may be performed in a different time in the process flow.

1Position ManagementRequest/create new positionsUpdate vacant positions

2 Funding EntrySetup of percentage distribution of payroll costs to FAU

3Budget EntryBudget by FAU for staffing permanent positions

4OnboardingHiring scenariosWork authorizationWorkforce orientation

5Job Maintenance (PayPath)PositionJob recordAdditional pay

6Absence ManagementLeave administrationPay period adjustmentsCatastrophic leave donations...

15

1 - Position ManagementSummary Top 3 Things to Know Initiation and ApprovalsThere are two ways to create positions.

Department users can complete a position request

Central office users can directly create via the Position Data component

1. Select Review Transaction to see Position Number (post approval)

2. Only vacant positions can be updated via Position Control Request

3. Filled position changes can be made via the PayPath Actions component (excluding multiple headcount positions)

AWE Triggered: Yes

Departments initiate requests

HR/APO approves/denies

Position number created, no UCPC involvement

Department Users1. Department user select the transaction type radio button to complete the request.

2. HR/APO dispositions position request by approving or denying the request3. Department user selects Review Transactions to see position number upon approval.

Academic ConsiderationsBecause recruitment decisions are authorized centrally and can be for multiple positions, the position request process works a little differently for academic non-student (academic, post doc and deans) positions. When such recruitments are authorized,

APO is notified of approved recruitments APO may setup a position immediately or once the candidate has been selected. There

is no need for department users to complete a new position request. APO will provide the position number to the hiring department

However, academic student position requests follow the same process as staff employees.

16

Central Office Users1. Approve/Deny position requests from department users.

2. Directly enter new position data via the Position Data component without a position request.

17

2 - Funding EntrySummary Top 3 Things to Know Initiation and Approvals

Funding entry is used to distribute payroll costs by FAU after the payroll is finalized

1. Funding Effective Date drives which Earnings Distribution is active

2. Funding changes are created by inserting a row with a new Funding Effective Date

3. Pay Dist % must equal 100% by Ern Cd

AWE Triggered: Yes

Departments initiate requests

Department approvers approve/deny

Updates UCPath, no UCPC involvement

Now that we have a position number, we can enter funding distribution.

18

3 - Budget EntrySummary Top 3 Things to Know Initiation and Approvals

Budget entry distributes annual salary data by FAU for permanently funded positions

1. Effective Date drives which Budget Distribution is active

2. Funding changes are created by inserting a row with a new Effective Date

3. Budget Distribution can default from Funding Entry but can be different for staffing purposes

AWE Triggered: No

Direct entry and save via Budget Distribution component

After entering position funding, we can setup budget distribution for the position if this is a permanently funded position for Staffing compliance.

19

4 - On/Offboarding WorkforceWith a position number created, funded, and budgeted for, as required, we can now recruit, hire, authorize and orient new workforce members.

Summary Top 3 Things to Know Initiation and Approvals Smart HR Template

transactions allow users to hire and terminate the workforce.

The workforce includes employees (EMP), contingent workers (CWR) and persons of interest (POI).

1. Hiring templates distinguish between Staff and Academics allowing the respective selection of employee classes

2. These transactions require action by UCPC to complete fulfillment

3. The last tab is usually where the Save & Submit button can be found

AWE Triggered: Yes

Departments/APO (AP non-student) initiate requests

Department/APO (AP non-student) approvers approve/deny

UCPC fulfills approved transactions

RecruitingThe recruiting processes and systems for staff and academic employees will mirror current state.

Hiring & TerminationsThere are several scenarios to hire workforce members. The following are templates for hiring.

New hires – new hire for SBCMP business unit Rehires – hire a person with past employment in UCPath Concurrent/Inter-location hires – add additional job to an active employee Transfers (intra-location) – move an employee from existing to new position

20

Work AuthorizationAs a federal and university requirement, we must authorize workforce members before they can start work. Federal requirements include Form I-9 and E-verification as required. University requirements include a wet signature of the Oath and a Patent acknowledgement via employee self-service (ESS).OrientationNew employee orientation is a Human Resources and department responsibility. Each has a role in getting new workforce members ready with the appropriate resources (i.e., parking permit, door keys, alarm codes, benefit enrollment information, etc.) to work.

21

5 - Job Maintenance (PayPath)Summary Top 3 Things to Know Initiation and Approvals

Job maintenance includes any changes made to a worker’s job record and/or additional pay (flat rate pay). Common examples are change in FTE, pay rate change, extend end date for additional pay.

1. Each tab is designed to allow respective changes

2. Position tab automatically greys for multiple headcount positions, no allowing changes

3. You can only save and submit your transaction on the Additional Pay Data tab

AWE Triggered: Yes

Departments or APO (AP non-students) initiate requests

Department and/or APO (AP non-students) approvers approve/deny

Updates UCPath, no UCPC involvement

22

Approving TransactionsDepartment and Central Office users will be setup as approvers for various transactions and departments based on UCPath user security. Below is an example of a Hire transaction to approve or deny.

The worklist will show transactions awaiting approval where the user was sourced as an Approver.

23

Reviewing Transaction (Manager Self Service)After submitting your transaction, users can use this page to review the AWE and the UCPC transaction fulfillment status for respective approval processes shown below.Review Transactions

24

Transaction StatusThis page shows the UCPC status of fulfilling our AWE campus-approved Smart HR Template transactions.

Remember: You can clone a Smart HR Template transaction canceled by UCPC. You click the yellow Clone button for the desired transaction, (nothing appears to happen) then click the link at the bottom left corner of the page, Smart HR Transactions. There you will see the cloned transaction for the person.

25

UCPath Tips and TraitsA little knowledge about UCPath can go a long way…

1 My eye sight isn’t what it used to be. Can I make my UCPath screen larger?

Yes. Press CNTRL and Plus key; CNTRL and Minus key reduces

2 What is the Name field format?

Lastname,firstname (no space)

Smith,Steve

3 Will the first job record number be zero?

Yes. This is a trait of UCPath.

4 Do I have to click the magnifying glass if I know the value?

No. You can simply enter the value

5 What is the big deal about tabbing out of a field (i.e., Step)

Some code in UCPath will fire when the field value has changed and the cursor has left the field.

26

FAQs Answer1. What is the Position Management Request Process for Academic Personnel and Human Resources?

See above.

2. How does “Reports To” tie into Position Management?

It’s an attribute of a position.

3. Short Work Break Issues Returning an employee from SWB is performed on the Job tab of the PayPath Actions component. The Action is “RBW” with Action Reason “RBW”.

4. Clarification of Expected Job End Date This field is used with 5. Appointment to Job Creation Appointments became job records based on

the commonality of: APPT_TYPE – Academic (5) versus

non-academic appointment types APPT_TITLE_CD – Appointment title

code APPT_DEPT - Appointment

department (not the home or distribution department)

DIST_PYRATE – Distribution pay rate6. How does funding connect to a position? Funding is entered by the position number.

The payroll salary and expenses are allocated to the FAUs based on the entered percentage distribution.

7. For employees with more than one job, how do you end the job? Update the "expected job end date" in Paypath, or do a termination transaction?

You can end a job record by: completing a termination template updating the “expected job end

date” and having the Auto term job checkbox checked ‘On’; The auto termination nightly process will have to run to actually insert the termination row to actually end the job.

8. Why is work location incorrect (usually listing Ellison Hall). Since work location is tied to department code, can it be updated centrally instead of Paypath transaction and the corresponding AWE?

1) We had to make educated guesses as location did not exist in PPS2) Yes, the department code location can be updated. We need to outline the process for campus.

9. Why is the reports to field blank or wrong, and how do we update it?

1) We had to make educated guesses as reports to did not exist is PPS2) Reports To can be updated on the Position tab of the PayPath Actions

27

component

10. To hire a shared student (concurrent hire), do we need to know their SSN?

I don’t think so; The personal information is already known by UCPath for a concurrent hire

11. What fields are required for hire templates and what fields do we disregard?

Required fields are marked with an asterisk (*). However, some fields may be required by UCPC procedure although not marked with an asterisk. A respective hiring scenario can require a field(s) be populated so it’s difficult to make blanket disregards. Please ask any questions about specific fields.

12. How to process limited to career and promotion transactions; how to get them out of an old position and into the new one.

We need to defer this to HR.

13. How to see employee accruals and paychecks.

Employee paychecks can be viewed via security role assignment. I believe the accrual info shows on the paycheck. The accrual information is shown on the pay statement via ESS.

14. Questions and error messages around comp rates and steps during hires. We've had situations where the initiator enters the step, but the corresponding pay rate doesn't then populate, when it is supposed to. FYI, 4922 (student assistants) do not have the grade pre-populated as 1.

See above: Compensation Rates Explained

15. To update the "reports to", you go through a Paypath transaction. However, I think it only updates it for the person in the position. It really should be updated at the position level so it cascades down to all hired into it (same as the work location). However, I tried to go in and make that update but it appears its only something HR can do.16. We also have a lot of Kronos questions like:Why can't the managers see their direct reports?

Likely the REPORTS_TO field needs to populated with the manager’s position number. This can be can changed on the Position tab of the PayPath Action component

28

How/when to TMAAStudents can no longer choose job when they have multiple jobs when clocking inHow to set up a query in new format NotFormat of new account stringsLots of confusion about error report

17. We also have a lot of B&FS Service Now questions, questions about the response they got, when off cycle checks will be generated

18. There are a variety of sequencing issues where it's not clear the order in which you need to do things in order to successfully get a transaction through the AP office. For example an academic new hire. In AP they are creating the position. They trained that they would complete the position information because they had that information from UC Recruit. However, they don't actually fill out all of the information. As an example they leave salary information for the position blank, but say "check the data". When you do a new hire you need them to create the position, but you also need to do the new hire template to trigger BFS to send the oath/I9. What we have seen happen is AP pushes back the position for missing data fields that they trained they would be taking care of, but then the new hire template is also not complete and the oath isn't being sent which means the new employee can't start. There is an out of sequence problem here, and none of our new hires that we needed to hire last week or this week have been successfully hired. All of them are still in limbo in the system. As a department with shared employees we are relying on this approval feature. We can't figure out how to make it work. So we've gone back to emailing for approval outside of the system because we can't get it to work in AWE. 19. We've seen approval errors on GSR This error with screenshot should be sent to

29

percentages. The message says: "Data being added conflicts with existing data (18,2) Warning - This position uses distribution percentages as part of its budget (1500,50) Error saving Component Interface {UC_POS_RQST_CI} (91,37). None of us have any idea what this error means.

the UCSB Service Center for support.

20. Lots of errors on not checking if an employee has another job first before hiring them. This is a training issue. PPS users are used to being able to see other department distributions. There has been a lot of adding employees in but not checking the employee record first to see if that employee already has another job else where. The complaint is that there is not one easy summary screen. 21. In general we need some quick and easy sequencing cheat sheets. Maybe a bulleted checklist of what an initiator needs to do for each transaction because the sequence of events and which central office wants what is not clear. 22. Things are marked as needing eVerify that are not correct. It looks like the eVerify flag is being added to specific fund blocks, however when you look at the award terms in ORBIT the condition code for eVerify is not present. If they fail eVerify but the condition code for eVerify isn't on the award docs how is BFS going to handle this? 23. In general the biggest thing I've seen is that departments are having trouble with business process and how to adjust their business process to the new system. It doesn't really matter how well you know the system if you don't understand how things are supposed to flow through the campus, and there is not an understanding of how things should flow.

30