Creating positions

Effective Date

Required. Specify the effective date for the position.

Position

The application automatically assigns a unique number to each position. This number is used on requisitions, work assignments, etc. You can change the position name and still keep its unique ID.

Short Description

Specify the position's short description. Because of the synchronization capabilities, the short description must be unique for each position.

If you leave the short description field blank, the application assigns a number.

Note: 

If a position is synchronized from a job, you can change the short description only by changing the job's short description

Description

Specify a description. If left blank, the field default is the short description.

Note: 

If a position is synchronized from a job, you can change this description only by changing the jobs description. The application automatically updates the position's description.

Active

Select the Active check box to make the position active. The position is active by default. Clear the check box to inactivate the position and make it unavailable to resources or requisitions.

Note: 

If a position is synchronized with a job, you can change the position's status by changing the job's Active Status field. The position's active status is automatically updated.

Position Description Document

To attach a description document, click the attachment icon, browse to and select the file, click Open, then click OK.

The file name is the Position Description Document field. You can overwrite it.

Position Description Date

Specify the document date.

Key Position, Reason

If this is a key position, select the check box, and select a reason. Define the reasons in Setup > Jobs and Descriptions > Position Components > Key Position Setup.

Note: 

This field is used in the context of succession management. See the Infor Succession Management User Guide.

Critical Position, Reason

If this is a critical position, select the check box, and select a reason. Define the reasons in Setup > Jobs and Descriptions > Position Components > Critical Position Setup.

Note: 

This field is used in the context of succession management. See the Succession Management User Guide.

Frozen Position, Reason

If this is a frozen position, select the check box, and select a reason. Define the reasons in Setup > Jobs and Descriptions > Position Components > Frozen Position Setup.

Note: 

This field is informational only. It can be deselected at any time. It may be used as a warning to a Position Budget Manager not to include this position in budgets or to a Recruiter or Hiring Manager not to submit a requisition for the position.

Job

Required. Select the job for this position.

Organization Unit

Select the organization unit to which this position belongs.

Expense Account, Activity

This field is available only if your organization is configured to use Chart of Accounts. Specify a default expense account (company, accounting unit, account). If applicable, specify also an activity and account category. If the position default rule for these fields is set to Default With Override or Default No Override, these field values are carried over to work assignments and requisitions associated with this position. These fields are used to interface expenses and activities to Infor Financials and Supply Management.

Cost Center, Project

This field is available only if your organization is not configured to use Chart of Accounts. Specify a default cost center and project to be carried over to work assignments and requisitions associated with this organization unit if the position default rule for these fields is set to Default With Override or Default No Override. These fields are used to interface expenses and projects to a financial system other than Infor Financials and Supply Management.

Direct Manager

Select the direct manager role for the position.

Note: 

To automatically create a manager role synchronized with the position, this field is required to determine where the supervisor role is placed in the Supervisor Structure.

Dotted-Line Manager

Select the indirect manager role for the position.

Create a manager code

Select this check box to create a manager role that is synchronized with the position. When you save the position, a manager role with the same short description, description, and active status as the position is created under the manager role that you selected in the Direct Manager field.

Note: 

If you select this option, you must also select a direct manager.

See Automated position-supervisor synchronization.

Position Is Manager

If you create a synchronized manager code, the new manager code is displayed in this field when you save the position.

To associate the position with an existing non-synchronized manager role, select the manager role in this field.

Location

You can associate the position with a location. A location can be important for job requisitions. The organization can create a location of job out of a location. A requisition inherits the location, and therefore the location of job from the position. The location of job displays on job postings and can be used as a search parameter.

Union

If the position is unionized, select the union name. Unions are defined under Infor HR Talent Setup > Resources Components.

Note: 

This field may not display depending on your configuration.

Bargaining Unit

If the position is unionized, select the unit responsible for negotiating union contracts. Bargaining units are defined under Infor HR Talent Setup > Resources Components.

Note: 

This field may not display depending on your configuration.

Work Schedule

If a position is associated with a specific work schedule, select the work schedule. Work schedules are defined under Infor HR Talent Setup > Resources Components.

Shift

If the position is associated with a shift, specify the shift number.

Screening category

Select the screening category used to group assessment and background check packages so that they can be assigned and processed together.

Additional Requisition Screening Category

Select the screening category for requisitions.

Talent Science Integration

Select the Talent Science Assessment Profile to link to this position to enable the Talent Science integration for requisitions.

Position Level

If your organization uses position levels to rank positions, select the level associated with this position.

Note: 

There is no connection between job levels and position levels.

Position Family

If your organization uses position families to classify positions, select the family that is associated with this position.

Note: 

There is no connection between job families and position families.

Position Category

If your organization uses position categories to classify positions, select the category that is associated with this position.

Note: 

There is no connection between job categories and position categories.

Position Sub Category

If you select a position category that has position subcategories defined, select the position subcategory that is associated with this position.

Weighted Responsibilities

This section displays only if Use Weighted Responsibilities is selected on Administrator > Set Up > Performance > Organization Configuration.

When you save the position, the Responsibility Total Weight Must Equal field is populated with the default weight specified for all positions on Performance > Organization Configuration. You can override this value only for this position.

The Responsibility Total Weight field is a display-only field that computes the total weight of all of the responsibilities that are attached to the position, including the default responsibilities from the associated job. The total weight must not exceed the weight specified in the Responsibility Total Weight Must Equal field.

Note: 

The Responsibility Total Weight field also appears on Setup > Jobs and Positions > Positions. If it appears in red, it means that there is a mismatch. You must adjust the responsibility weights or the position weight to correct the mismatch.

Do Not Display On List

Check this box to hide this positions from employees. This is especially useful for executive level positions, for example, CEO.

Summary

Specify the position's summary.

Responsibilities

Specify the position responsibilities.

Other Information

Specify any other details about the position. For example, work requirements, hours, or the type of person.

Pay Rate

Specify a pay rate for the position. If you specify a schedule, grade, and step, leave this field blank. If you specify a salary structure, you can specify a pay rate to see where the pay rate fits within the salary structure.

Currency

Select the pay rate currency. This field is required if you specify a pay rate.

Step And Grade Schedule, Grade and Step

Select a step and grade schedule. If you specified a pay rate or a salary structure, leave this field blank.

Note: 

Job default rules determine if these values are the default from the job.

Step Rate

If you specified a schedule, step, and grade, the pay rate for the selected step is displayed.

Pay Rate Type

Select a pay rate type, for example hourly, annual salary, or monthly salary. This field is required if you specify a pay rate or step.

Number Of Months

If the pay rate type is monthly salary, specify the number of months. The default is 12.

Pay Frequency

Select the pay frequency, for example, weekly, biweekly, monthly, etc. If you select a pay rate or a schedule grade and step and a frequency, the rate based on other pay frequencies is displayed in the Calculated Rates region.

Payment Schedule

Select the payment schedule (for example, the last day of the month).

Full Time Equivalent

Specify the full time equivalent factor associated with the position. This field is the percentage of the full-time annual hours that are anticipated for this position.

Full Time Annual Hours

Specify the number of full-time annual hours. This field is used in conjunction with the full-time equivalent to calculate the expected annual hours for this position.

Calculated Annual Hours

When you save this form, the annual hours are calculated by the system as Full Time Equivalent * Full Time Annual Hours. For example, if Full Time Equivalent is 0.75 and Full Time Annual Hours is 2080, the calculated annual hours are 2080 * 0.75 = 1560.

Use these guidelines to specify field values in the Compensation Analysis region:

Salary Structure

Select a salary structure for the position. For more information, see the Compensation User Guide.

Note: 

You cannot select a salary structure if you select a step and grade schedule.

Geographic Differential

Select the appropriate geographic differential code if it exists for the salary structure.

Note: 

Geographic differential codes are used to create multiple rate tables for a salary structure based on a geographic location.

Grade

Select the grade in the salary structure to assign to the position.

Compa Ratio

If you specified a pay rate and a salary structure, geographic differential, and grade, the system computes the compa ratio percentage, which is the position's pay rate compared to the salary structure zone flagged as the midpoint or compa ratio zone. The salary matrix for the structure and grade is also displayed.

Percent of Salary Range

If you specified a pay rate and a salary structure, geographic differential, and grade, the system computed the position of the pay rate related to the salary range. The formula is SalaryRangePercent = (PayRate (Beginning Salary Range x FTE if <> 1)) / ((Ending Salary Range x FTE if <>1) (Beginning Salary Range x FTE if <>1)) x 100

In the Calculated Rates region, view the rates calculated for monthly, weekly, etc.

If Career Planning is enabled, a Career Planning section displays. Select the Do Not Display On List check box to exclude this position from being shown to the employee.