To define a position:You use the Position window to define positions within your organizations and to add them to position hierarchies. You can also enter the skills that position holders require and the grades to which they can be assigned. You can enter position evaluation scores, if you have set up a position evaluation system.
Attention:
To define a position:Enter a start date early enough to handle any historical information you want to enter. You can also enter an end date, but ensure it is before the end date of all the valid grades for the position.
Suggestion: Consider using a fixed date as a default for your initial setup, for example, 01-JAN-1901. This will simplify your data-entry.
Enter a unique name for the position.
If there is more than one segment in the Position Name flexfield, a window opens when you enter the Name field. You must enter a unique combination of segments in this window.
Select the organization and job for this position. They must have a start date on or before the start date of this position.
Note: You cannot change the organization or job once you have saved the definition.
You can set up several positions that have the same job in the same organization. Each position name must be unique.
Optionally, select a status for the position. If the status is Valid or blank, employees can be assigned to the position. If the status is Invalid or any other status defined at your site, employees cannot be assigned to the position.
Location and Standard Conditions default from the organization, but you can override the defaults.
If there is a probation period for this position, you can enter its length in the Probation Period tabbed region.
In the Absence tabbed region, select Yes in the Replacement Required field if you want users to be warned that they should enter the name of a replacement when they enter an absence for a holder of this position. You can do this for positions where it is essential that a person is in charge at all times.
You can select the position that should be held by the person to cover as relief in case of absence.
In the Planned Successor tabbed region, you can select the position from which a successor will move to fill this position.
Save your position.
If you want to add the position to one or more position hierarchies, choose the Reporting To button. Select a hierarchy and the name of the position to which this position reports.
Choose the Evaluation button to enter evaluation information and an overall evaluation score for the position.
Choose the Requirements button to enter position requirements, such as required qualifications or valid experience, to help you match people to roles.
See: Entering Job and Position Requirements
Note: You use the Competence Requirements window to enter competencies if you are following the competence approach.
Choose the Valid Grades button to enter the grades to which position holders can be assigned.
Choose the Occupancy button to view all those people who have held a selected position or who are applying for it, and the dates of their occupancy. This information could be relevant for selecting people with the necessary skills for similar positions.
Choose the Work Choices button to enter work choices that can affect an employee's, applicant's, contractor's, or ex-employee's capacity to be deployed within your enterprise (or a customer's).
Choose the Survey Mapping button to link salary survey lines to your position.
Choose the Extra Information button to enter any additional information required by your enterprise.