To define a job:You use the Job window to define jobs, the skills that jobholders require, and the grades to which they can be assigned. You can also enter job evaluation scores, if you have set up a job evaluation system.
Check with your HR manager or system administrator whether this is the right window for entering job requirements. You use the Job window if requirements were defined using Special Information Types. You use the Competence Requirements window if you are following the competence approach.
Additionally, you can enter in the Further Information field of the Job window:
an FLSA (Fair Labor Standards Act) code indicating whether the job is exempt from payment for overtime work
an EEO job category, needed for production of EEO-1, AAP, and VETS-100 reports, and a job group, line of progression and salary code, needed for AAP reports
an IPEDs category, needed for the production of IPEDS reports
information relating to the use of a job as a survey benchmark.
If you intend loading historic assignment details in Oracle HRMS, make sure you enter valid start dates. You cannot assign an employee to a job before the start date of the job.
Suggestion: Consider using a fixed date as a default for your initial setup, such as 01-JAN-1901. This simplifies your data entry.
To define a job:Enter a start date early enough to handle any historical information you want to enter.
Select the required job group. This defaults to the Default HR Job Group for your Business Group and should not be changed unless you want to enter a job that describes a supplementary role to a person's normal employment, such as a fire warden or health and safety representative, or you are setting up a job to be used in Oracle Projects.
Only jobs entered in the Default HR Job Group will be available in other windows in Oracle HRMS such as Position, Competencies, or Assignment. The only windows within Oracle HRMS that can access jobs outside of the Default HR Job Group are the Supplementary Roles window and the Elections window.
Enter a unique name for the job. If there is more than one segment in the Job Name flexfield, a window opens when you enter the Name field. You must enter a unique combination of segments in this window.
Note: The flexfield that opens is dependent on the Job Group you have selected
Enter a numerical approval authority value to define an approval level for incumbents of this job.
Indicate whether the job carries any additional employment rights or is a benchmark job. A benchmark job is one that can be used to represent a number of jobs in reports such as salary surveys.
Select a benchmark job, if required.
Click in the Further Information field to open the Further Job Information window. Here you can:
mark the job for use as a survey benchmark
select an FLSA code of Exempt or Nonexempt
select an EEO category and an IPEDS category for the job
select a job group, line of progression, and salary code for the job
Save the job. You can now enter further information for the job you have defined. Note that you can only enter some types of further information, such as valid grades or work choices, for jobs defined in the Default HR Job Group.
Choose the Evaluation button to enter evaluation information and an overall evaluation score for the job.
Choose the Requirements button to enter job requirements, such as required qualifications or valid experience, to help you match people to roles.
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 jobholders can be assigned.
See Entering Valid Grades for Jobs and Positions
Note: For calculation of the Workers Compensation liability of your enterprise, you must associate this job with the work classification code of one or more states.
Choose the Work Choices button to enter work choices relevant to the job.
Choose the Survey Mapping button to link salary survey lines to your job.
Note: You use the Map Salary Survey window to map the job details from market surveys, called salary survey lines, to jobs within your enterprise.
Choose the Extra Information button to enter job categories for the job. You can link as many categories as you need to a job, for example, technical, managerial or administration.
There may also be other types of job Extra information defined for your enterprise.
Note: You can only access job categories - your system administrator may have set up other Extra Information for your responsibility.