1137_Track and Report Regulatory Information

Lesson: 1137

Title: Track and Report Regulatory Information

Process: Track and Report Regulatory Information

Objective: To track and report any regulatory information

Maintain Employee Data
1.1.3.7 Track and Report Regulatory Information
Roles	Transaction	Yes Workflow	No Workflow
HRIS Functional Administrator	Respond to Employee lifecycle Need to Define Tracking Establishments Diagnosis Job Groups Accommodation Types Create regulatory reports General workforce	Define Tracking	Don�t Define Tracking
Employee Relations Officer	Create OSHA Reports
Office of Fair Practice Analyst	Create EEO Reports
Inputs:	Tracked regulatory information
Outputs:	EEO or OHSA Report
* Initiates process

Process Details

HRIS Functional Administrator decides if the employee lifecycle tracking needs to be defined and the type of tracking. The type of tracking includes identifying establishment information, defining standard diagnosis information, defining standard job groups and defining accommodations required for disability reasons. If the tracking does not need to be defined, the type of report is generated

HRIS Functional Administrator creates Regulatory reports for General Workforce such as Job Group Analysis, Job Group Analysis Summary, Job Group Movement Analysis, Job Group Roster, Termination Analysis and Workforce Analysis.

Employee Relations Officer creates OSHA Reports such as OSHA 302 Incident Report, OSHA 301 Report Print, OSHA-200 Log, OSHA 300 Incident Log, OSHA 300A Annual Summary, UID4068-ADA Accommodation Statistic Query and UID4069-active ADA Accommodation Query.

Office of Fair Practice Analyst creates EEO Reports such as, EEO-1 Employer Information and EEO-4 State/Local Government.

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Process Exceptions and Errors: TBD (here we include any errors users may encounter)

Knowledge and Skill Level: Each role has a certain level of responsibility in the process. Employees should aim at understanding the processes per their role and become skillful in applying their knowledge to complete transactions efficiently and with minimal errors. To guide you in understanding what your level of knowledge and skill to aim for based on your role refer to the table below. Also, below, is a table with descriptions for each level.

Maintain Employee Data	1 = Fundamental
Maintain Employee Data	2 = Intermediate
Track and Report Regulatory Information	3 = Comprehensive
Roles	Knowledge and Skill Level
HRIS Functional Administrator	3
Employee Relations Officer	3
Office of Fair Practice Analyst	3

Level	Description
1	Fundamental – high-level understanding of process, basic ability to do tasks in CONNECT with some or no support, and may refer to a liaison for assistance.
2	Intermediate – full understanding of their individual role functions within a process and is proficient enough to operate effectively under minimal assistance. Has understanding of previous process tasks performed and the impact downstream.
3	Comprehensive – full understanding of process, related roles, activities and tasks performed to complete the process. Comprehensive ability of role functions within the process with no assistance. Ability to perform other tasks related to other roles within the process.