| Term | Definition |
|---|---|
| 9.2 Configuration | Refers to the ability to make changes to PeopleSoft 9.2 using configurable capabilities within the software to address gaps without having to perform software modifications. |
| 9.2 Vanilla | Refers to the PeopleSoft 9.2 that does not include software modifications. |
| ADD Insurance | Accidental Death and Dismemberment |
| ADO | Additional Days Off |
| Agency (CHRS Recruiting) | A 3rd party recruiter that campus contracted with to source applicants. |
| AM - Absence Managment | The Absence Management module tracks and processes paid and unpaid leave of absences, and the accrual of leave time based on an employee’s years of service. Absence Management is fully integrated with the Payroll and Time Keeping modules. |
| APDB | Academic Planning Database |
| Applicant Card (CHRS Recruiting) | The applicant card is a complete summary of an applicant in the system, including their personal details and application history. |
| Application Development Team | Team that write the functional and technical specs, completes the development of the modules and completes functional and system integration testing a.BSA – Business System Analyst (2 per module)b.TDA – Technical Development Analyst (1-2 per module) |
| Application Security | is the use of software, hardware, and procedural methods to protect applications from external threats. Once an afterthought in software design, security is becoming an increasingly important concern during development |
| Application Security Team | Security framework and implementation for CHRS |
| Application Status (CHRS Recruiting) | A single stage of a recruitment process. Campuses pre-determine their recruitment processes based on the type of recruitment. Application status identifies where an applicant is in that process. Example: First Interview Successful. |
| Approval (CHRS Recruiting) | Position descriptions and requisitions both require approval processes. Offer can also have an approval process, but it is not required. These processes are specified by each campus. If you open a requisition from an approved position description, you must still go through the requisition approval process. |
| Asterisks | Asterisks are used to denote required fields. |
| AVP | Academic Vice Presidents |
| BA - Benefits Administration | The benefits module manages multiple benefits programs, including plans for leave, health and life insurance, savings, and dependent care reimbursement. |
| BA/BB | Benefits Administration / Base Benefits |
| Baseline Modifications | This represents previous modifications the CMS Team has made to PeopleSoft 9.0. |
| BI / Data Warehouse Team | CSU Systemwide human resource data warehouse centrally managed by the CO. Moving to Data Lake. |
| BI / DW | Business Intelligence / Data Warehouse |
| Booking (CHRS Recruiting) | An assigned or reserved spot in an event. See Events. |
| BPF - Business Process Flow | Business Process Flow is a visual depiction of the future standard CHRS business process. Its purpose is to accurately depict the standard CHRS process for accurate communication of that standard process to all parties; and to enable everyone to speak the same language. This is a living document that gets updated throughout the Design and Build phases of CHRS. |
| BPF Step | Business Process Flow Step is a shape on the business process flow depicting a step in the overall process. BPF Steps are assigned a unique number on a single BPF, typically 1.1, 1.2 etc. An optional BPF Step is a step that may not be applicable at every campus AND there are no negative impacts if that step is not run at a campus. |
| BPG | Business Process Guide is a step by step guide on how to execute the business process in CHRS. This is a living document that gets updated throughout the Design and Build phases of CHRS. All Guides have been converted to job aids |
| BSA | Business System Analyst |
| Business Process | is a systemwide view, as opposed to a campus-by-campus view, of looking at the business processes using PeopleSoft 9.2 |
| Business Process Standardization | is the process of identifying key HR business processes and by reviewing the business process flow (BPF) ensuring the system and other tools are used in a consistent way across all campuses. Adherence to CHRS Guiding Principles is key. |
| CABO | Chief Administrators and Business Officers |
| Campaign (CHRS Recruiting) | A campaign is a mechanism for gathering applicants into your talent pool without the need for them to apply for a specific job. Applicants can be pre-screened and invited to apply for suitable jobs as they become available. They can be used for strategies such as expressions of interest. |
| Campus Acceptance Testing | is the last phase of the software testing process, that involves campus end-users. During Campus Acceptance Testing, actual campus software users test the software to make sure it can handle required tasks in real-world scenarios, according to specifications. |
| Campus Change Teams | are teams that help support the CHRS changes locally at each campus. The focus of the campus change teams is to build a network to support the CHRS Program and is focused on information sharing, collaboration and tools to help support change management at each campus. The Campus Change teams meet monthly via Zoom. It is recommended that the campus change team include one or more persons (varies by campus) who are able to share communications across divisions (divisions include Faculty Affairs, HR, Student and Finance – as the key groups/divisions to receive communications). |
| Campus Configuration | has to do with all the standard values in the software - job codes, benefits plans, reporting of time - that are configured centrally. |
| Campus Mapping | is a method that is employed as part of a campus data clean up. If a campus decides to not clean up their data prior to standardization, a campus mapping tool must then be put in place to help in this process. |
| Campus Reports Administrator (CHRS Recruiting) | Campus Reports Administrator is a person whose job is specifically to build and distribute reporting and analytics for their campus. |
| Campus Solutions | Campus Solutions is the name of the Oracle student application. The application previously was called Student Administration (SA). |
| Campus-Specific | is an interface that is not standardized and is developed and maintained by the campus, using CMS-defined standards, and undergoing CMS review prior to activation in CHRS. |
| Card (CHRS Recruiting) | Card refers to forms within the system, which includes Job Card, Applicant Card, Position Description, and Offer. |
| Category (CHRS Recruiting) | Categories are tags that associate applicants with skills or personal characteristics. Categories allow you to create visible, searchable system classifications for applicants that you can use when reviewing an individual applicant or during talent searches. Categories can be manually added or deleted. |
| CCA | Campus Configuration Administrator |
| CFO | Chief Financial Officer |
| CFS | Common Financial System: The delivered Finance baseline that combines data from all 23 campuses and the Office of the Chancellor in a single production database instance.The project name for the work required to combine data from the 23 campuses and the CO into a single Finance database. |
| Change Advisory Committee | advises the CHRS program on campus preparation and readiness, communications, training as well as the overall change management strategy. The focus of the change advisory meeting is to advise the CHRS Program team on change management related activities related to campus preparation and readiness, communications, training as well as the overall change management strategy. The Change Advisory group meets monthly via Zoom. |
| Change Management | is a structured process, based on social science research, for managing the people side of a program and includes processes, tools and techniques to facilitate the adoption and use of a new way of doing work. For the CHRS Program and any large program, effective change management is critical in this process, and requires engagement across a broad audience within the CSU. |
| Change Network | will play an important role in the design, development, and implementation of the CHRS program. The primary objectives of the Systemwide Change Network are to: 1) Gather input and feedback regarding the CHRS program and related work activity; 2) Analyze and assess business readiness for the changes resulting from the new system; 3) Help each campus adjust to and effectively implement the changes in the new system; and, 4) Facilitate communications to all impacted stakeholders across divisions including Faculty Affairs, HR, Student and Finance. |
| CHRS | Common Human Resources System: The delivered HR Baseline that combines data from all 23 campuses and the Office of the Chancellor in a single production database instance.The project name for the work required to combine data from the 23 campuses and the CO into a single HR database instance. |
| CHRS Deliverables | is the functional prototype of the new HR solution by module. |
| CHRS Integration | interfaces between CHRS and other systems (i.e., PIMS, benefit providers). |
| CHRS Recruiting | Stands for Common Human Resource System Recruiting. It refers to the recruiting module, built in the PageUp system, within the overarching CHRS project. It combines recruitment data from all 23 campuses and the Office of the Chancellor in a single production recruiting database instance. |
| CHRS Solution Design | is the design of the common CSU Human Resources application built on a single database platform with standardized business processes and standardized data elements. |
| CIO | Chief Information Officer |
| CIRS - Campus Information Retrieval System | Campus Information Retrieval System |
| CKL | Checklist |
| CMCT - Change Management, Communications and Training | Cross-functional team at the Chancellor's Office to assist campuses in developing and managing strategies and plans for change management, communications and training. |
| CMS - Central | The support team comprised of members from CMS application and technical teams, based at the CO. CMS Central supports the functional and technical operations of the CHRS baseline. |
| CMS | Common Management System: The CSU systems environment that enhances the collective operation of administrative functions in a sustainable and cost effective environment. |
| CO | Chancellor's Office: The Office of the Chancellor is the official name for the central office governing the 22 campuses of the California State University.Informally called the Chancellor’s Office and abbreviated CO. |
| COBRA | Consolidated Omnibus Budget Reconciliation Act |
| Common Door | is developed by CMS. These deliver an exact structure and format for every field that comprises the interface; for example, a date field cannot deviate from 00/00/0000 to 0000/00/00 at another campus. Each campus must extract and convert their data into the exact format required for upload into CHRS. |
| Common Solution | is developed by CMS and used by all campuses as delivered. All exceptions must be submitted and reviewed by the program team on a case-by-base basis |
| Communications Systemwide (CHRS Recruiting) | Systemwide Communications are the notifications pushed out by PageUp that cannot be altered. Examples include Password Reset messages and Event Booking Confirmation messages. |
| Communications Template | Communications Templates are provided for messages that allow campuses to customize branding and/or content. If a campus does not customize the message, the template will be sent by default. |
| Competency Library (CHRS Recruiting) | Data that exists in the CHRS Recruiting system that users can access while performing tasks. Selection criteria and job competencies are defined by campuses, but stored in a competency library that allows for system-wide visibility and access. |
| Compliance Panel Facilitator (CHRS Recruiting) | A role used in recruiting, typically a user who initiates and facilitates the compliance review process. The compliance facilitator is identified on the job card. |
| Compliance Panel Members (CHRS Recruiting) | Users who have been selected by the compliance facilitator to participate in a compliance review. |
| Compliance Review (CHRS Recruiting) | A process by which a compliance review panel audits recruitment activity to ensure that the correct policies and procedures are being followed. During the process, panel members review applications, resumes, and other documentation and then provide their endorsements.The end result of the process is the re-ordering of search committee applicant rankings if deemed appropriate. |
| Conversion | is the process of migrating data from one system to another (e.g. PeopleSoft 9.0 to CHRS). |
| Conversion Team | Team that brings in the data from all of the separate campus instances and converts is per the standards to a single instance |
| Conversion Testing | verifies that one data format can be converted into another data format so that the converted data format can be used seamlessly by the application under test appropriately. |
| Core Program Team | •Executive Director: Overall Program, campus outreach, and strategy•Program Director: Operations management •HRIS Directors / CHRS HR Lead: Requirements, Policy, Campus Engagement•Program Coordinator: Overall program coordination•Director of Application Security: Roles, permissions•Application Development Manager: Requirements, Application development and testing•Project Manager, Conversion and Integrations •Change Management, Communications and TrainingoChange Managers / Coordinator: §Assist campuses with messaging, planning and adopting the change on their campusesoCommunications§Own the communication strategy for CHRS§Manages communications to campuses and internal executive teamsoTraining Manager §Develops the training strategy, at the CO and on campuses§Manages the training team members §Coordinates training efforts with campus training leads |
| CS - Campus Solutions | Oracle PeopleSoft Campus Solutions is a Student Information System supporting the entire life-cycle of a student, from prospects to alumni. Campus Solutions delivers several modules which can be configured according to the institutions’ needs, making it a robust yet flexible system for any institution. The application previously was called student Administration (SA). |
| CS 9.2 Split | is the pre-requesite project to CHRS. The CS 9.2 Split splits campus Human Resources and Campus Solutions. |
| Data Cleanup | is part of the HR Data Standardization project, with the objective to ensure that standardized data values are being consistently and uniformly applied in the CHRS system. Data fields are identified in the Design phase, the usage is standardized (i.e., limit the number of characters, specify only certain fields via drop-down menu), and finally, reach into the system itself, extract the targeted data and update it to match the new guidelines. Cleanup may be a combined effort between CMS and the campuses. |
| Data Governance | is a cross-functional governance body that will represent all of the appropriate constituencies that can validate that there will not be unintended consequences when changes occur. This team will provide support to the day-to-day support needs of diverse business applications (human resources, student services, finance and budget) and business requirements. |
| Data Masking Initative | is a service provided by CMS in partnership with Unisys. The technology provides data security by replacing sensitive information with a fictitious equivalent that can be used for development, testing, and analytics without risk of exposing the original data. |
| Data Retention | are guidelines for how long to retain non-paper data in the system, what to retain, how it should be secured, and which group of employees are impacted. |
| Data Standardization | is the process by which all campuses, including the Chancellor's Office, will use the same common fields of employee-level data (example: Gender). This process is directly linked to Governance. CALPERS helps to define the common definitions by which common fields are arrived at. |
| Data View (CHRS Recruiting) | A view of system data that forms the basis of a report. When you create a report, you must specify the data view to report on. The data view that you select determines the fields that you can see when you build the report. Examples of data views: Jobs (Live), Offers (Live), and Applications (Live). |
| Data Warehouse | A data warehouse is a type of data management system that is designed to enable and support business intelligence (BI) activities, especially analytics. See Tableau. |
| Databases Production and Non-Production | DEV - Development, PRE - Pre-production, PRD - Production, STG - Staging, TST - Test |
| Design Spec | or Design Specification is a detailed document explaining how a design is made, what it is intended to do, and how far it complies with the requirements. It provides information about the characteristics of a project or product to set criteria that the developers will need to meet. |
| DEV | DEV - Development non-production database |
| e-Zine | An online publication, such as a newsletter, that you can bulk-send to prequalified talents. |
| EC | CMS Executive Committee |
| Employee Portal | A portal where a newly hired employee logs in to receive orientation materials, forms and tasks to complete. |
| ERDWS - Enterprise Reporting and Data Warehouse Services | Team responsible for the development and delivery of the CHRS HR data warehouse and analytic reports. |
| ERP | Enterprise Resource Planning software (typically a large suite of integrated applications) At CSU – we use Oracle applications for:-Financials- Common Financial Systems (CFS)-HCM – Human Capital Management (Human Resources-HR)-Student (Campus Solutions-CS)CMS central group supports PeopleSoft for all campuses. There are currently 23 HCM production systems. CHRS system takes all 23 disparate HCM systems and consolidating into a single system.HCM – Human Capital Management (HR)-Recruiting -Benefits-Time/Labor and Absence Management-Workforce Administration (and Position Management)-Temporary faculty-Labor cost distribution (LCD)Only Recruiting is moving to PageUp on cloud. All the rest will continue with PeopleSoft 9.2. |
| ESP | Employee Salary Projection |
| ESS | Employee Self Service |
| Event (CHRS Recruiting) | An interview that is scheduled in PageUp. It has an owner, applicants, and sometimes other users who must book a time for the event. The event has a specific number of applicant “spaces” which, when they are filled, deny further bookings. |
| Expression of Interest Form - known as a Campaign (CHRS Recruiting) | A form that applicants complete to show their interest in working for the university. The expression of interest form is designed by the campus to collect information about the applicant, such as experience and skills, and then used to categorize applicants into different talent pools. The EOI form is very similar to a job application form, except without the particular position details. |
| FA | Faculty Administration: Refers to the group of requirements and/or delivered functionality unique to faculty. Includes administrative functions such as tenure and tenure promotion, WTU accumulation, stipends, etc. |
| FAC | Abbreviation for Faculty |
| FAQ | Frequently Asked Questions: Communication tool used to collect campus questions and post answers to questions with common themes. |
| FERP | Faculty Early Retirement Program |
| Final Approver (CHRS Recruiting) | A panel member who summarizes and signs off on the compliance review process. The final approver has the following responsibilities:-Final checkpoint in the process-Signs off the work undertaken by the compliance panel members-Can provide their input into the order of candidate preferences originally determined by the search committee review chairperson |
| FMI | Faculty Merit Increase |
| FMLA | Family Medical Leave Act (tracked through AM) |
| FTE | Full-time equivalent (CHRS Recruiting): It is a measure of how many hours you are working expressed as a decimal, with 40 hours/week being full-time (1). If you work 20 hr/wk, your FTE is 0.5. |
| Functional Specs | Functional Specifications are the documentation of functional requirements. |
| Gap | is functionality that is required for the Common HR Solution (CHRS) (CSU-wide). The functionality in question currently does not exist in the CSU Baseline. |
| GC | Grants Contracts |
| Governance | is the framework of rules and practices by which the governing board ensures accountability, fairness, and transparency in the CHRS program's relationship with all its stakeholders. |
| GRP | Gap Resolution Form is the form that identifies the proposed solution to resolve an identified Gap. The form also vets the proposed solution against CHRS guiding principles. To be completed for every gap or group of gaps identified during Solution Design Activities. |
| GSI | General Salary Increase |
| HCM | Human Capital Management |
| HECH | Higher Education Constituency Hub: Tool selected to manage integration between the HR and CS databases. |
| Hiring Administrator (CHRS Recruiting) | The person who has the authority to hire applicants for a job. Also known as a hiring manager or hiring authority. |
| HR | Human Resources: Systemwide HR is a department based at the Chancellors Office that establishes and governs systemwide HR policies.B. Oracle Human Resources application (as delivered). C. The HR Baseline contains the final product delivered to campuses, which includes both Oracle-delivered functionality and custom modifications. It commonly refers to the product delivered prior to the CHRS project, which is implemented in 24 production databases (one for each campus and the CO). When the CHRS project is complete, the HR Baseline will simply be called CHRS. |
| HRMS | Human Resources Management System: is a form of HR software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human Resources Software is used by businesses to combine a number of necessary HR functions, such as storing employee data, payrolls managing payrolls, recruitment processes, benefits administration and keeping track of attendance record. |
| HRO | Human Resources Officer |
| IB | Integration Broker |
| Integration | Refers to any read / write data (any data that is read or written) from the standpoint between CHRS and any external system. |
| Integrations Team | Team that completes the requirements gathering, strategy and development of the integrations between PeopleSoft HRMS and other internal and 3rd party systems. |
| Interfaces | are programs that either read or write data either from or to CHRS. |
| IPEDS | Integrated Postsecondary Education Data System |
| IPP | Integrated Program Plan |
| Issues | are items to be reviewed and assessed BEFORE the team proceeds. |
| ITAC | Information Technology Advisory Committee |
| Iterative Development | is a way of breaking down the software development of a large application into smaller chunks. In iterative development, feature code is designed, developed and tested in repeated cycles. |
| JED | Job Earning Distribution |
| Job Card (CHRS Recruiting) | The job card initiates a requisition with specific and relevant details of the job, posting language and requirements, and includes an approval process with notifications and alerts to approvers. With a unique ID to represent each requisition, it facilities central information collection and tracking. The job card also associates users to the requisition by their roles in the recruitment process, such as the Hiring Manager, HR/FA Representative (Recruiter), Search Committee Chair and other key team members.A common job card is shared for the CSU system. Job card is sometimes used to refer to the job requisition. |
| Job No. (CHRS Recruiting) | Job No. appears when searching for a job in CHRS Recruiting. It is called Requisition Number on the Job Card. It is a number automatically generated when a requisition was submitted. Example: 492649 |
| Job Status (CHRS Recruiting) | The current state of a job recruitment process. The job status is displayed as the Recruitment Status on the job requisition. Job status changes can trigger actions, such as starting or ending the Time-to-close timer.Examples of job statuses: Approved, Declined, Filled, Cancelled. |
| Job Template (CHRS Recruiting) | A template for pre-populating a Requisition Information form. Job templates add consistency to job creation and reduce the time for completing a Job Requisition Information form. The job template saves time in job creation, as one only needs to provide specific details of the job, in a pre-established format that populates Job Card fields and advertising details. Template also provides a consistent job posting format. Each campus has its own library of job templates. When creating a new job, the Select a job template page opens first. |
| JPM | Job Profile Management |
| LCD | Labor Cost Distribution: PeopleSoft Commitment Accounting is the budgeting module for HR, which enables users to allocate salary costs to different funding sources. |
| Merge Field (CHRS Recruiting) | Merge fields are specific text strings that pull information directly from the system. You can use merge fields to personalize bulk communications.Example: Dear {FIRSTNAME} is shown in the communication preview. When the communication is sent, {FIRSTNAME} is replaced by the value of the applicant’s first name drawn from the applicant card. |
| Mod Specs | or Modification Specifications are documentation of the technical details of a modification. |
| Module | in PeopleSoft represents a bundle of forms, tables and processes associated to a specific HR function that can be accessed via PeopleSoft. For example: Absence Management Module. |
| Module Lead | is the position that provides expertise on CSU systemwide Policy, Regulations, Practices, CBAs. Responsibilities are to: adhere to and promote the CHRS Guiding Principles; help establish the "common set of HR practices for CSU systemwide”; inform on policy, regulatory requirements, and bargaining agreements; identify greater utilization of delivered functionality to reduce shadow systems; obtain needed information from other key CSU resources; actively participate in the initial prototype build activities. |
| MPP | Management Personnel Plan |
| MSS | Manager Self Service |
| MTP | Move to Production is the final step prior to Go-Live. |
| MyCalPays | Name given to the State of California’s payroll project. |
| New Employee Information Form | A form that is used to collect biographic information from the newly hired employee. This form is only triggered by the acceptance of an offer, for individuals who are not currently actively employed on your campus. |
| Not Supported | see Out of Scope |
| Offer Card (CHRS Recruiting) | A form that is used for creating the official offer for the finalist. The offer card requires an approval process. |
| Offer Status (CHRS Recruiting) | The offer status shows the progress of the offer through the offer approval process. |
| Onboarding Workflow (CHRS Recruiting) | A list of onboarding tasks that must be completed by the new hire and sometimes also the hiring manager. Tasks are grouped into times when the tasks must be completed. For example, on the first day, a new hire must complete several new hire forms, while another set of tasks must be completed within the first 10 days. |
| Operational | refers to something procedural; or the execution of your strategy or approach. |
| Oracle/PeopleSoft (PS) | PeopleSoft was the company who originally owned the PeopleSoft Human Resources, Student Administration and Finance products adopted by the CSU for the CMS project. Oracle bought out PeopleSoft, and the software is now commonly referred to as Oracle, although technically it still retains a “PeopleSoft” technical / development platform. |
| Out of Scope | Not approved to Read / Write either into or out of CHRS. |
| Panel (CHRS Recruiting) | Panel is the term for Search Committee that is used in PageUp documentation. |
| Parking Lot | is a place to capture ideas that the team does not want to lose, but are not appropriate to the discussion at hand (either due to time restrictions or the nature of the topic itself). |
| PCMO - Project Change Management Office | Refers to the project change management office located at the Chancellor’s Office. |
| PD | A postion Description (Also known as a job description) summarizes the specifications adn duties of a position. it outlines the essential and marginal fucntions of a position and describes the physical, mental and environmental demands of the positions. A common position description templates is shared for the CSU system, However each campus can specify which fields to display on the position description, in compliance with CSU Position Description policy. Postion Description function requires an approval process . You can create a requisition from an approval position descripition. |
| PDD | Project Definition Document: Refers to this document, which delivers the core project information, vision, business justification, scope, budget, and project management and communications approach. |
| PDM | Person Data Management: Contains personal data for all students, employees, and Persons of Interest (POI). |
| PeopleSoft (CHRS Recruiting) | A software system that handles most CHRS needs. For example, CHRS Recruiting is a separate system that integrates to PeopleSoft by importing Position IDs, Users, and other information. Integration between CHRS Recruiting and PeopleSoft is maintained so that records in the two systems are consistent. |
| Performance Testing | is testing to evaluate system performance. |
| Permissions (CHRS Recruiting) | In CHRS Recruiting, permissions controls what a user can do in the system. Permission Groups in CHRS Recruiting are delivered. Campuses assign permissions via PeopleSoft and those permissions are used in CHRS Recruiting |
| Person Record | is the data record of one singular person. |
| Phase | or Project Phase, represents the collection of the project activities aimed at a certain end result. Each project phase is goal-oriented and contains a particular number of the work steps to achieve the intended end result. Each phase ends at a milestone, whose attainment means the project has progressed. Each phase can be divided into sub-phases and individual components in a project. |
| PIMS | CSU Personnel/Payroll Information Management System |
| PM | Position Management |
| PMO | Project Management Office: Refers to the project management office located at the Chancellor’s Office. |
| Policy | is a formal publication from Systemwide Human Resources or Security. |
| Position Description (CHRS Recruiting) | A Position Description (also known as a job description) summarizes the specifications and duties of a position. It outlines the essential and marginal functions of a position, and describes the physical, mental and environmental demands of the position. Once approved, a requisition can be created from an approved position description. |
| Position ID/Number (CHRS Recruiting) | A number associated with a position that is generated in PeopleSoft. Position Numbers are attached to positions when they are imported from PeopleSoft into PageUp. In PageUp, Position Numbers start with a campus 2-letter initials.Example: FL-00027198. |
| Position Paper | is a paper that affirms or states one or more of the following: background information, introduction, narrative of an issue, recommendations, considerations, cross functional impacts, for requesting an action/decision. |
| Posting (Job) | Posting is the Higher Education term for Sourcing a job (see Sourcing).Note: the documentation says to go to the Sourcing tab of the job, but the tab name is now Posting. However, the button on the Posting tab is named Add Sourcing Channels. |
| PPT | Personnel/Payroll Transaction |
| PRD | PRD - Production database |
| PRE | PRE - Pre-Production database |
| Process Based Approach for Delivered Functionality | Using PeopleSoft 9.2 delivered functionality including configuration items and comparing it against the systemwide view. |
| Project Phase | see definition for Phase |
| Provisioning (CHRS Recruiting) | A CHRS Recruiting feature that you use to order equipment, access, hardware, and software needed for a new hire via an email to responsible parties on campus. For physical items, you can provide an address for where the items are to be delivered |
| PUM - PeopleSoft Update Manager | PeopleSoft Update Manager |
| Quality Assurance Testing | is a way of preventing mistakes or defects in manufactured products and avoiding problems when delivering solutions or services to customers |
| REC | Abbreviation for Recruiting |
| Recommendations | is when the team has changed the reference from "decisions" to "recommendations" since the output of this step presents a recommended direction. It is tested to assess how "appropriate/right" the recommendation proves to be until otherwise proven not to work. |
| Recruitment Processes (CHRS Recruiting) | Recruitment processes define the stages that applicants will progress through after they have submitted an application for a job. Each campus has its own recruitment processes for its job types. Recruitment processes are visible system-wide, so they must adhere to the CSU naming convention. Example: SD - Staff Process |
| Regression Testing | is an approach to test the whole application with all the changes applied to ensure that even the unchanged parts of the application still function appropriately |
| Report Template (CHRS Recruiting) | A Microsoft Excel spreadsheet that is attached to a PageUp report to manipulate the raw data into an easily viewed format. Report templates are stored in the document library. |
| Requisition Number (CHRS Recruiting) | See Job No. |
| Requisition – See Job Card (CHRS Recruiting) | Job requisition is used to initiate a recruitment process to fill a new position or a recently vacated position. Department supervisors generally starts a job requisition and a recruiter is usually assigned to manage the recruitment process once the requisition is approved. |
| Retrofit | is the process of re-applying a modification after an upgrade or change. |
| Risk Management Plan | is a component of the project, program or portfolio management plan that describes how risk management activities will be structured and performed. |
| Risk Mitigation | is a response strategy whereby the project team acts to reduce the probability of occurrence or impact of a risk. |
| RS | Recruiting Solutions |
| RTP | Retention, Tenure, and Promotion |
| Scenario | is a set of test cases that ensure that the business process flows are tested from end to end. They may be independent tests or a series of tests that follow each other, each dependent on the output of the previous one. |
| Scope | the sum of the products, services and results to be provided. |
| SDW | Solution Design Workshop |
| Search Committee Chair (CHRS Recruiting) | A user who is able to read other committee members’ responses and rank applicants during the search committee review. |
| Search Committee Member (CHRS Recruiting) | A user who is assigned to review or rate applicants during a search committee review. Search committee members compare applicants against a set of selection criteria or job competencies, then decide whether the candidate meets or exceeds the requirements. Committee members can add comments.Decisions and comments made by committee members are visible only to the search committee chair. |
| SEC | Abbreviation for Security |
| Security Conversion | is the process by which OPERIDs are converted. |
| Selection Criteria (CHRS Recruiting) | Criteria that are used to assess applicants during the selection process. Search committees use these during the selection process to assess applicants.Example of a search criterion: Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals.Selection criteria belong to a job competency group and can either be selected from a list or written in. |
| SIT | System Integration Testing |
| SLA | Service Level Agreement |
| SME | Subject Matter Experts: Campus and/or CMS Central staff who are experts in their respective module / technical areas |
| SME Lead | is the Lead Subject Matter Expert. It is the position that provides campus business process, system impacts, and integration expertise. Responsibilities are to: Adhere to and promote the CHRS Guiding Principles; Help establish the "common set of HR practices for CSU systemwide”; Inform on day-to-day campus HR business needs; Provide expertise for system configuration and usability; Obtain needed information from other key CSU resources; Actively participate in the Initial Prototype build activity; Carry out responsibilities of the Campus SME role. |
| Sourcing (Job) | Job sourcing refers to the process of advertising a job in order to attract applicants. When you create a job, you add sourcing channels. Sourcing is the more general term used for this process by PageUp outside Higher Ed. |
| Sourcing Channel (CHRS Recruiting) | A place or means through which a job is posted. Examples: the campus careers website, LinkedIn. |
| Sponsor | is a person (campus president, HRO/AVP or leader) who will champion CHRS at the campus and remove barriers. The Sponsor would receive and share regular program updates; communicate CHRS key messages to campus leadership and share campus leadership feedback with CHRS Program Team. The role of sponsor is critical to the success of the CHRS Program. |
| Sponsorship | is the active and visible participation of the leaders who authorized and funded an initiative. |
| SSI | Service Salary Increase |
| Standardization Team | Team that ensures that all campuses agree on specific fields – what they mean, how they are used, and why. |
| STG | STG - Stage Non-Production Database |
| SWHR | System Wide Human Resources: This is the CO Govering body for everything HR-Related |
| System Guide | is a guide for the system. |
| TL | Payroll and Time Keeping are two modules in PeopleSoft that work together to accurately calculate employees’ time and manage employees’ pay. Time Keeping serves as the time reporting system, which is fully integrated with Payroll. |
| TAE | TAE is for processing temporary academic appointments for R03 and R11. Based on Article 2.13e of the CUS CFA, a Temporary Faculty Unit Employee refers to a bargaining unit employee who is serving in a temporary appointment for a specified period of time. |
| Tag (CHRS Recruiting) | A short descriptor that can be applied to applicants. Tags can be used to identify applicants’ skills, qualifications, or other characteristics. You can then search for applicants by the applied tags. Tags can be applied manually or |
| Talent Pool (CHRS Recruiting) | A collection of prospective applicants with tags that you can use in a talent search. You can enter individuals into a Talent pool without them being an applicant. |
| Talent Search (CHRS Recruiting) | A search tool to search for applicants in talent pools. Use talent search to find applicants in talent pools who meet criteria that you can filter on, such as categories, tags, and location. |
| TDA | Technical Development Analyst |
| Technical Security | is the process of implementing measures and systems designed to securely protect and safeguard information (personal data) utilizing various forms of technology developed to create, store, use and exchange such information against any unauthorized access, misuse, malfunction, modification, destruction, or improper disclosure, thereby preserving the value, confidentiality, integrity, availability, intended use and its ability to perform their permitted critical functions. |
| Test Plan | is a plan that describes systems test. |
| Test Scenario | is a business cases to be tested. |
| Test Script | is a list of test scenarios |
| TF | CSU Temporary Faculty was a CSU-delivered custom module used for the “management” of Temporary Faculty (TF) in PeopleSoft 9.0. This has been replaced by the CSU Temporary Academic Employee (TAE) module in CHRS. |
| Third Party Tools | are add-on tools that make the product that you buy from a vendor, more useful. |
| Tracking Log / Tracking Database | is a SharePoint system used to track all items (Gaps, Parking Lot, Decisions, Action Items..) during the Solution Design Activities. |
| Transaction Data | is any data tied to a person or job (name, benefit information, title, class, payroll record, labor data, etc. Transaction data is often categorized per module; for example: Administer Workforce would have Administer Workforce transaction data. |
| TSC | Technology Steering Committee |
| TST | TST - Testing non-database database |
| TUG | Technology Users Group |
| UAT | User Approval Testing instance of PageUp where campuses who have already moved to Production may test new features and processes without impacting the live Production environment. Similar to the New Wave environment UAT is a replica of Production. |
| Unit System Acceptance | is full cycle business testing; the testing or QA-ing of units as a result of the conversion process. Unit system acceptance is an integration piece; it is also important to the Application Development team. |
| Unit Test | is testing to support development. |
| UPK - PeopleSoft User Productivity Kit | PeopleSoft User Productivity Kit |
| User Guide | is a technical communication document intended to give assistance to people using a particular application, program or system. User guides have been converted to Articles in Knowledge Base |
| VSP | Vision Service Plan |
| WA | Workforce Administration: The HR module maintains position and employee data. Data that is stored and updated in this module relates to employee, job, position, compensation, and benefit information. |
| Wave | is a group of campuses. |
| WBS | Work Breakdown Structure |
| WC/PM | Wave Coordinator/ Project Manager |
| Workstream | Workstreams - these are synonymous with Sub-Projects that make up the CHRS Program:1 . Application Development2. Integrations 3. Standardization4. Conversion 5. BI/ Data Warehouse6. Application Security7. Change Management, Communication and Training (CMCT) |
| Workstream Activities | are the progressive completion of tasks completed by different groups within the CHRS program which are required to finish a single project. For example, the workstream activity for Application Functionality may include prototype demonstrations. |
| WTU | Weighted Teaching Units |
Glossary
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