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Human Resources Information System,
Payroll, Pension, and Timekeeping Systems
Replacement Project
Request for Information
October 5, 2018
Table of Contents
1.0 General Information ........................................................................................................ 1
1.1 Overview of EBMUD ....................................................................................................... 1
2.0 Overview .......................................................................................................................... 1
2.1 Introduction ..................................................................................................................... 1
2.2 Request for Information .................................................................................................. 2
3.0 Current Business Environment ..................................................................................... 3
3.1 Business Environment for HRIS ..................................................................................... 3
3.2 Business Environment for Payroll ................................................................................... 3
3.3 Business Environment for Pension ................................................................................. 3
3.4 Business Environment for Timekeeping (ETS) ............................................................... 4
3.5 General Statistics ........................................................................................................... 4
4.0 Functional Business Requirements .............................................................................. 6
4.1 Proposed Solution .......................................................................................................... 6
4.2 Functional Requirements ................................................................................................ 7
5.0 Technical Requirements ................................................................................................. 8
5.1 Security and Compliance ................................................................................................ 8
5.2 Risk Management ........................................................................................................... 8
5.3 Interfaces ........................................................................................................................ 9
5.3.1 HRIS Interfaces ...................................................................................................................... 9
5.3.2 Payroll Interfaces .................................................................................................................. 9
5.3.3 Pension Interfaces ............................................................................................................... 10
5.3.4 ETS Interfaces ...................................................................................................................... 10
5.4 Reporting Infrastructure ................................................................................................ 11
5.5 Data – Entities and Relationships ................................................................................. 11
5.5.1 HRIS ..................................................................................................................................... 11
5.5.2 Payroll ................................................................................................................................. 12
5.5.3 Retirement (Pension) .......................................................................................................... 12
5.6 Data Migration and Data Warehouse ........................................................................... 13
5.7 Mobile Options .............................................................................................................. 13
6.0 Vendor Requirements ................................................................................................... 14
6.1 Vendor Information and Experience ............................................................................. 14
6.2 Product Information and Hosting Options ..................................................................... 14
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6.3 Pricing Information ........................................................................................................ 15
6.4 Product Implementation ................................................................................................ 16
6.5 Training......................................................................................................................... 16
6.6 Ongoing Production Support ........................................................................................ 16
7.0 Vendor Information ....................................................................................................... 18
7.1 Terms and Conditions .................................................................................................. 18
7.2 Schedule and Contact Information ............................................................................... 18
8.0 Appendix ........................................................................................................................ 19
8.1 Current Overall System Flow ........................................................................................ 19
8.2 HRIS ............................................................................................................................. 20
8.2.1 HRIS Interfaces .................................................................................................................... 20
8.2.2 Active Employee State Diagram .......................................................................................... 21
8.2.3 Position Management Domain Model ................................................................................ 22
8.2.4 HRIS Functional Business Requirements ............................................................................. 23
8.3 Payroll ........................................................................................................................... 31
8.3.1 Payroll Interfaces ................................................................................................................ 31
8.3.2 Payroll System Flow ............................................................................................................ 31
8.3.3 Payroll Cycles ...................................................................................................................... 32
8.3.4 Payroll Adjustments ............................................................................................................ 32
8.3.5 Payroll Functional Business Requirements ......................................................................... 34
8.4 Retirement .................................................................................................................... 39
8.4.1 Retirement Interfaces ......................................................................................................... 39
8.4.2 Retirement Members State Diagram .................................................................................. 40
8.4.3 Retirement Member Domain Diagram ............................................................................... 41
8.4.4 Retirement Domain Pension Calculation ............................................................................ 42
8.4.5 Retirement Pension Calculation .......................................................................................... 43
8.4.6 Retirement Options............................................................................................................. 44
8.4.7 Retirement Functional Business Requirements .................................................................. 45
8.4.8 Retirement Handbook ......................................................................................................... 49
8.5 Timekeeping (ETS) ....................................................................................................... 50
8.5.1 ETS Interfaces ...................................................................................................................... 50
8.5.2 ETS Functional Business Requirements .............................................................................. 51
8.6 HRIS/ETS Time Codes and Business Rules by Unions ............................................... 52
8.7 Glossary ....................................................................................................................... 53
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1.0 General Information
1.1 Overview of EBMUD
East Bay Municipal Utility District (EBMUD) supplies water and provides wastewater treatment for parts
of Alameda and Contra Costa counties on the eastern side of San Francisco Bay in Northern California.
Approximately 1.4 million customers are served by EBMUD's water system in a 332‐square‐mile area
extending from Crockett on the north, southward to San Lorenzo (encompassing the major cities of
Oakland and Berkeley), eastward from San Francisco Bay to Walnut Creek, and south through the San
Ramon Valley. The wastewater system serves approximately 685,000 customers in an 88‐square‐mile
area of Alameda and Contra Costa counties along the Bay's east shore, extending from Richmond on the
north, southward to Oakland.
EBMUD is a publicly owned utility formed under the Municipal Utility District Act passed by the
California Legislature in 1921. EBMUD has a seven‐member Board of Directors publicly elected from
wards within EBMUD’s service area. The Board of Directors and management believe that EBMUD has a
public responsibility to preserve the region's resources and set industry standards for the way water and
wastewater utilities conduct themselves. EBMUD is a customer‐oriented and environmentally sensitive
public agency, firmly committed to serving people and the environment.
The East Bay Municipal Utility District Employees’ Retirement System (EBMUDERS), which is a
governmental defined benefit pension, began in 1937 to provide income for its members after
retirement, and for their survivors. EBMUDERS is a separate public entity governed by the provisions of
the EBMUDERS Retirement Ordinance. The plan is qualified under Section 401(a) of the Internal
Revenue Code.
For purposes of this RFI, EBMUD and EBMUDERS share the same requirements.
2.0 Overview
2.1 Introduction
EBMUD is seeking to replace its Human Resources Information System (HRIS), Payroll, Pension, and
Electronic Timekeeping System (ETS) with new system(s) that leverage current technology and support
industry standard processes for HRIS such as meeting all government reporting, record retention and
withholding history, user‐friendly query capabilities/functionality, and retention of historical information
from current PeopleSoft system. The new system(s) is expected to be a modern state‐of‐the‐art system
that will provide staff with the ability to rapidly respond to changing business requirements to remain in
compliance with legal or regulatory changes by the State of California and Federal Government.
Additionally, the Pension System is seeking a solution that can service staff, its members, retirees,
beneficiaries, and other stakeholders with a comprehensive and integrated system. The Pension System
currently uses PeopleSoft HRIS system with custom built databases and tables which require
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maintenance and updating on a regular basis as the primary repository of retirement data, Health
Insurance Benefit (HIB), and serves as the retirement payroll system.
2.2 Request for Information
EBMUD is seeking a new HRIS, payroll, pension, and timekeeping solution to address its current and
future needs. This Request for Information (RFI) has been prepared to assist EBMUD in fully
understanding the functionality and services that are available in the marketplace as it relates to these
types of information solutions.
The RFI is intended for companies that develop solutions, as well as, companies that implement a
developer’s solution. The RFI contains a general overview of EBMUD and an overview of our current
environments for each of the four systems, mentioned above. The Appendix contains diagrams and
functional specifications, to which we request responses concerning your solution.
Included in the package is an attachment (Attachment 1 – Vendor Response Form) in Excel format that
contains tabs for Technical, Vendor and functional requirements for the four systems. Please submit
your responses on the spreadsheet and then return the spreadsheet to EBMUD. Also included in the
attachments are our Retirement Handbook (Attachment 2) and our Business Rules by Union
(Attachment 3) for further understanding of our environment.
Vendors are encouraged to respond whether they offer technical solutions for all or some of the
business areas documented below. If you provide solutions to some of the business areas, it is critical for
you to document how your system would interface with other business areas and existing systems.
Select vendors will be asked to demonstrate their solutions to EBMUD stakeholders. Project
requirements may be revised over the course of this discovery process based on any additional
information acquired.
(NOTE: A response to this RFI does not constitute a bid; however, any information or demonstration
provided in a response to this RFI may be considered as historical data by EBMUD when EBMUD decides
to issue a Request for Proposal (RFP).)
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3.0 Current Business Environment
3.1 Business Environment for HRIS
EBMUD currently uses PeopleSoft HRIS which was originally installed in 1999 and was last updated 14
years ago. The current system is an integrated system that manages data for employee personal and job
information, position management, payroll, and the EBMUD Employees’ Retirement System. This system
is used to process biweekly paychecks for active employees and monthly payrolls for members of the
EBMUD Board of Directors, retirees and their survivors.
Benefits administration has been outsourced to a third party administrator that provides a web‐based
technology with 24/7 participant access. Benefits enrollment and changes for employees and retirees
are done online using the TPA’s system. Earnings and deduction files come from the TPA and are fed
into the current PeopleSoft HRIS system in order to process payroll.
3.2 Business Environment for Payroll
The Payroll group consists of four full‐time equivalent (FTE) employees who are responsible for
administering the payment of wages and salaries to EBMUD’s employees, retirees and Board of
Directors. Most employees are represented by one of four labor unions. A smaller percentage of
employees are in non‐represented groups. Payroll staff is responsible for processing pay adjustments,
including a wide variety of voluntary and involuntary deductions and reimbursements such as health
care, travel, charitable, garnishments, and off‐cycle checks. Other responsibilities include manually
calculating interest on employee’s retirement contributions upon retirement, managing ACH
requirements, processing employee income tax withholdings, administering quarterly and annual
state/federal filings, and miscellaneous reporting.
3.3 Business Environment for Pension
The current business environment is a patchwork of systems that staff uses to provide recordkeeping of
membership and service credit, pension calculations and benefits, payroll and financial processes. The
current system requires manual data entry, and weekly and occasional/ad‐hoc non‐automated file
feeds. EBMUDERS and ISD staff spends considerable time maintaining and managing data.
The systems used are:
Customized and standard PeopleSoft HR, Benefit, and Payroll panels
Stand‐alone pension calculating system
Imaging System
Third Party Health Benefits Administrator
Excel worksheets
Microfiche reader
Paper files.
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3.4 Business Environment for Timekeeping (ETS)
ETS is an in‐house application used to track time worked and leave data with over 160 timecodes. Data
is fed to the payroll system in order to process payroll. Although ETS is internally supported, changes are
time consuming and complex because ETS is an older system that contains more than just timekeeping
data and it has been enhanced numerous times. ETS interfaces with other systems to track data such as
equipment, job injuries, performance appraisals, and pensionable service hours.
3.5 General Statistics
HRIS
Item Quantity
Number of active employees 1800
Number of groups (represented, non‐represented) 10
Represented group 4 (Locals 2019, 21, 39, and 444)
Non‐represented group Management, Confidential, Non‐Represented,
Non‐Civil Service, Exempt, and Officers &
Assistants
Active union 1650
Active non‐union 140
Full‐time 1800
Less than full‐time 30
Number of retirees and beneficiaries 1800
Number of Board members 7
Number of dedicated HRIS staff 5 FTE
Payroll
Printing Job Approximate Volume Frequency Output Source
Employee advice statements 1720 Bi‐weekly Printed in‐house*
Employee checks 80 Bi‐weekly Printed in‐house
Retirement advice statements 1730 Monthly Printed in‐house
Retirement checks 70 Monthly Printed in‐house
Board Member advice statements 7 Monthly Printed in‐house
Garnishments and other
40 Bi‐weekly Printed in‐house
deduction checks
W‐2’s 1800 Annually Printed in‐house
1099‐R’s 1800 Annually Printed in‐house
*Electronic version available through Employee Self Service
Pension
Item Quantity
Number of active members 1800
Number of inactive members 270
Number of retirees and beneficiaries 1730
Number of disability retirees 70
Number of plans 1
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Number of tiers 3
Number of contributing employer 1
Net assets $1.7 billion
Number of EBMUDERS staff 4 FTE (including support from Payroll, Accounting,
and Finance)
Annual number of retirements 70‐100
Annual number of refunds 20
Annual number of service purchase 15
Printing Job Approximate Volume Frequency Output Source
Annual Membership Printed in‐house and mailed
2070 Annually
Statements directly
Health Insurance Printed in‐house and mailed
1700 Annually and ad‐hoc
Benefit Statements directly
Printed in‐house and mailed
Newsletter 3780 Annually and ad‐hoc
directly
Printed in‐house and mailed
Annual COLA Letter 1700 Annually
directly
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4.0 Functional Business Requirements
4.1 Proposed Solution
The primary objective of this project is to implement a stable, state‐of‐the‐industry solution capable of
supporting the District’s needs as outlined below in section 4.2.
The objectives of this project include:
Improved service levels for all users
Improved, centralized management of employee, retirement member, and retiree information
State‐of‐the‐art protection of personal data
Increased work efficiency, integrating checklists and steps that are now manual into streamline
business processing
Implementation of workflow approval processes for various actions that allows for tracking,
document storage, electronic approvals (elimination of forms), Manager Self‐service
accessibility with delegation features, including best practices
User‐friendly self‐service functions for employees, active/vested pension members, retirees and
survivors
User‐friendly manager self‐service functions, including delegation of authority
Robust Manager and Employee data portals
Accuracy of all information collected, maintained, and provided by EBMUD
System audit and control capabilities
System and data security and controls
Ad‐hoc and custom reporting tools including dashboards and on demand reporting, drill down
capabilities, forecasting scenario capabilities, data manipulation, scheduling capabilities
A secure environment for the receipt, processing, storage and transmittal of all information
related to EBMUD business operations
Capability to access all EBMUD data in real time as well as via reports
Accessible to people with disabilities in accordance with the American Disabilities Act (508
Compliance)
Rapidly adopt updates to changing business requirements due to legal or regulatory changes by
the State of CA and/or Federal Government
Improved employee records management.
EBMUD’s desire is to implement standard software with “off‐the‐shelf” technology and software.
Software capable of personalizing for reporting and query is highly desirable. Additionally, we desire
proposals for best of breed solutions, i.e., open solutions, modern database management capabilities,
user‐friendly interfaces, and CRM capabilities.
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4.2 Functional Requirements
Please find the functional requirements for the various business units in Appendix 8.0.
1. Please use the Vendor Response Form (Attachment 1) to provide your responses for the
functional Business Requirements.
2. For each item, please provide the following information:
a. In the Solution Type column, indicate how the business needs will be met i.e., whether it
is out‐of‐the‐box (Base), an extra add‐on package, a customized solution or if it is not
supported.
b. In the Availability column, indicate whether the feature is available currently or in a
currently scheduled future release or is not available at this time.
c. In the response column, please provide the following information
i. A description of the functional capabilities of your solutions.
ii. What does EBMUD need to provide for a successful deployment of the system?
How does EBMUD supply that information?
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5.0 Technical Requirements
5.1 Security and Compliance
Technical solutions must be designed to protect EBMUD from unauthorized access (especially any
financial or personally identifiable information) from internal or external parties.
1. Describe the security features of your product. Identify features at the user, application,
transaction and data levels.
2. Describe the configuration features that allow for EBMUD policies to be consistently enforce
throughout the organization.
3. Discuss how your solution adheres to Open Web Application Security Project (OWASP) security
principles.
4. Describe any cryptographic technologies used by your solution in support of data privacy.
5. Describe the auditing features of your solution.
6. Discuss how your solution uses role‐based access control and how to manage the roles.
7. If your application allows for external access (mobile, external customer, vendors, etc.), describe
the security features associated with it.
8. If our data is to be hosted remotely, please specify location(s). Are there any international
locations? If yes, identify where the facilities are located.
9. What security requirements are required for your employees?
5.2 Risk Management
EBMUD plans to run its HRIS, payroll, pension, and timekeeping solution for a minimum of 15 years and
upgrade as needed. There are events, however, that could happen that would pose a risk to the support
of a system.
1. Will the source code base of the vendor’s solution be made fully accessible to EBMUD? Will it be
readily available to be built or modified by competent EBMUD programmers should EBMUD
choose to support the solution in‐house? If so, please describe the application development
environment and any tools required for enhance the source code?
2. Do you publish end‐of‐life support dates? Is there an option to continue support on non‐current
software releases? What, if any, is the cost associated with supporting such software?
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5.3 Interfaces
EBMUD’s current software environment consists of numerous applications with varying integration
requirements. EBMUD have numerous interfaces with internal and external systems.
1. How does your solution interface with other software systems?
a. Describe the technical architecture of your solution and what type of protocols is used
to transfer information, both real‐time and as‐needed.
b. Describe how data is secured while in transit from one system to another.
c. Does your solution utilize protocols to verify sender and recipients?
2. Describe what mechanism you use to manage time‐sensitive data transmissions.
3. Describe any audit features associated with your interface architecture.
4. Describe how data can be exported from your solution to be loaded into EBMUD’s other
systems which may be locally or remotely hosted.
5.3.1 HRIS Interfaces
External interfaces include data feeds between EBMUD and:
Affordable Care Act Compliance and Reporting Administrator
Applicant Tracking
Bay Area Air Quality Control
Bay Area News Groups
CA State Controller
Deferred Compensation Administrator
Defined Benefit Retirement System
Emergency Mass Notification
FSA/HSA Administrator
Service Awards Administrator
Third Party Health Benefits Administrator
Internal interfaces include:
Budget Application
Electronic Timekeeping System
Emergency Response System
Enterprise Database
Financial Information System
Reporting System
See integration diagram Appendix 8.2.1 HRIS Interfaces.
5.3.2 Payroll Interfaces
The external interfaces include:
Internal Revenue Service
Employment Development Department
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California State Disbursement Unit
Social Security Administration
Wells Fargo Bank
Credit Union
The payroll system interfaces internally with the EBMUD’s:
Timekeeping (ETS)
Human Resources Information System (HRIS)
o Payroll also relies on data HRIS receives from its external interfaces
Financial Information System (FIS)
East Bay Municipal Utility District Employees’ Retirement System (EBMUDERS)
See integration diagram Appendix 8.3.1 Payroll Interfaces.
5.3.3 Pension Interfaces
External interfaces include data feeds between EBMUD and:
Online Pension Calculation System
Third Party Health Benefits Administrator
Death Audits Administrator
Internal Revenue Service
Actuaries
Internal interfaces include:
HRIS System
Financial Information System
Electronic Timekeeping System
Reporting System
Payroll System
See integration diagram Appendix 8.4.1 Pension Interfaces.
5.3.4 ETS Interfaces
Internal interfaces include:
HRIS
Payroll
Enterprise Database
Work Management Systems (internal and external)
Financial Information System (general ledger, MMIS)
Fleet Database
People & Places Directory
See integration diagram Appendix 8.5.1 ETS Interfaces
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5.4 Reporting Infrastructure
The system requires general reporting including statistical, metrics and management reporting, and a
broad range of standard, pre‐loaded management reporting.
The system requires that the solution being proposed is a robust, easy to use report writer that will
allow new reports to be developed at any time easily by any member of the organization, based on their
security data access levels. In response to this section please include a brief narrative describing how
reports (and ad‐hoc queries) are developed, maintained, and produced in the new solution. Include the
availability of ad‐hoc querying tools and address how management reports are generated and
developed. In particular:
1. What reports are standard with your system?
2. What reporting software is standard with your system?
3. What mechanisms are available for EBMUD to generate customize, ad‐hoc, analytical and
personalize reports? Are there additional costs associated with this? If so, please describe the
fee structure.
4. What tools are available to schedule report generation?
5. What options are available for internal report distribution?
6. What options are available for pre‐built dashboards/portals for management/Retirement
Board?
7. What options are available for real time queries?
5.5 Data – Entities and Relationships
5.5.1 HRIS
5.5.1.1 Active Employee State Diagram
o Active employee state diagram shows the various statuses of an active
employee.
o See Appendix 8.2.2 Active Employee State Diagram
5.5.1.2 Position Management Domain Model
o Position management domain model is a conceptual model that shows the data
needed and the relationship between the entities with the business rules.
o See Appendix 8.2.3 Position Management Domain Model
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5.5.2 Payroll
5.5.2.1 Payroll System Flow
o The Payroll System Flow section shows the various systems payroll interfaces
with internally as well as the data that is distributed externally.
o See Appendix 8.3.2 for Payroll System Flow
5.5.2.2 Payroll Cycle Diagram
o The Payroll Cycle Diagram shows the various payroll cycles within the payroll
system
o See Appendix 8.3.3 for Payroll Cycle
5.5.2.3 Payroll Adjustments
o The Payroll Adjustments section shows the various forms and sources of data
needed to perform additional pay or special deductions functions within the
payroll system. These adjustments may be one‐time or recurring, depending on
the type.
o See Appendix 8.3.4.1 for Flow Chart
o See Appendix 8.3.4.2 for Adjustments to Payroll Sources
5.5.3 Retirement (Pension)
5.5.3.1 Retirement State Diagram
o Retirement state diagram shows the various statuses of our retirement
members and the events and conditions that cause a member to transition from
one state to another state.
o See Appendix 8.4.2 Retirement Members State Diagram
5.5.3.2 Retirement Domain Model
o Retirement domain model is a conceptual model that shows the data needed
and the relationships between entities with the business rules.
o See Appendix 8.4.3 Retirement Domain Diagram
5.5.3.3 Retirement Calculation Models
o Retirement calculation models are conceptual models that shows the data
needed to calculate the pension and the relationships between the entities with
the business rules. The Retirement Pension Calculation shows the formulas used
to calculate pension.
o See Appendix 8.4.4 Retirement Domain Pension Calculation
o See Appendix 8.4.5 Retirement Pension Calculation
o See Appendix 8.4.6 Retirement Options
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5.6 Data Migration and Data Warehouse
Data migration is a critical component of this project. Experience in migrating data from proprietary and
relational data stores will be important for system adoption. Demographic, service information,
historical pay data, financial, and project management data are essential to the day‐to‐day operations of
EBMUD. Our requirements are to maintain our historical employment data needed for pension
processing for 100 years.
1. What is your data migration strategy for transitioning our data to your solution with minimal
business interruption to EBMUD?
a. Describe the advantages and disadvantages of your strategy.
b. Describe your experience in data migration activities including staffing requirements
(from vendor and client) and duration.
c. What tools do you utilize for the data mapping phase?
d. Does your solution provide a Data Dictionary that explains the meaning of your data
elements to be used in mapping data from one system to another?
e. How do you ensure data integrity during the transition?
2. Our plan is to host a data warehouse as a backup to a vendor’s solution. Discuss your options
and experience in providing data backups from your solution to a data warehouse.
a. How do your customers extract a complete set of data for their data warehouses
including the frequency of extraction?
b. What options are there for incremental, differential or complete data set extracts?
c. Is there an extract mechanism or do you only have report file generation?
d. Are there any constraints when extracting large volumes of data?
e. What error notification, audit or correction tools are available?
f. How is the data transmitted to EBMUD? What protocol and security mechanism are
used?
3. Describe any data analytics (dashboards, graphs, and drill down/up capabilities) including ad‐hoc
options with your solution.
5.7 Mobile Options
EBMUD is seeking solutions which take advantage of current technologies to provide real‐time access to
critical business functionality. In addition, we plan to provide our staff with tools to improve
productivity, ensure compliance, and provide flexibility.
1. Describe the extent to which your solution(s) supports mobile access.
a. What technology platforms are compatible with your solution (e.g. tablets,
smartphones, iOS, Android, Chrome, etc.)? Do they comply with ADA accessibility?
2. Describe any additional hardware and software that would be required to implement mobile
access to business functionality.
a. Describe any additional fees associated with your mobile options.
b. Describe what additional maintenance and support activities are associated with your
mobile features.
c. Describe what can be accessed and any limitations/restrictions.
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6.0 Vendor Requirements
6.1 Vendor Information and Experience
EBMUD is interested in partnering with vendor(s) who has demonstrated a successful track record for
HRIS/Payroll/ETS/Pension solutions. Successful implementations are defined as on‐time, at or under
budget, meeting all functional and technical requirements and helping the customer take full advantage
of the efficiencies provided by the solution for end users and their business units.
1. Provide a brief history of your company, its products, and its strategic focus.
2. Provide a brief history of your experience working with governmental agencies within the past
five (5) years? How many of these agencies are located in California? How many of the California
agencies are water/wastewater operations?
3. Provide a list of all government clients, particularly California clients, that have implemented
your solution, including the following information:
a. Date of implementation
b. Length of engagement to implement
c. Type of agency and number of employees
d. Contact information for each client (name, email and phone).
4. What makes your company uniquely qualified to provide and implement the solution? Please
include a description of the qualifications of your staff, effectiveness of your methodologies and
depth of your experience.
5. What is the size and financial stability of your company? If your firm privately held or publicly
traded? Provide copies of your annual reports for the last three years. Provide any additional
information that you feel would be significant in evaluating the financial soundness of your
company.
6. State the nature of any pending litigation, liens or claims involving your organization. Has your
company filed Chapter 7 or 11 bankruptcies in the last ten years?
6.2 Product Information and Hosting Options
EBMUD is open to exploring all hosting options available by our responding vendors.
1. If you provide an on premise solution(s) (a solution hosted in the EBMUD data center), please
address the statements below, otherwise skip to #2.
a. Describe the technical architecture of your application: presentation tier, application
tier, databases supported, operating systems supported, etc.
b. List the hardware specifications required for each tier in your architecture.
c. List the software specifications required for each tier in your architecture: database
versions, middleware versions, etc.
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d. Do your solution(s) support load balanced, high‐availability architecture?
e. Describe how your solutions handle failover or disaster recovery scenarios. Does this
require any additional licenses?
f. Describe any system tools included in your solutions that assists in monitoring
application performance and stability.
g. Is any of the work subcontracted out? If yes, which part? Is any work completed
internationally?
2. If you provide cloud‐based solution(s) (solution(s) not hosted in the EBMUD data center), please
address the statements below.
a. State where your data centers are located.
b. State whether you own and/or lease these data centers. If you do not own this center,
describe your contingency plan in the event your hosting partner goes out of business.
Describe the security protocol/standards utilized.
c. Describe the size and structure of your information security organization.
d. Describe the physical security associated with your data centers and who is responsible
for it.
e. Describe your disaster recovery and business continuity plan.
f. Describe the various methods and the frequency by which EBMUD can access its data.
What costs or fees are associated with accessing our data? What is the level of access
available?
g. Describe the process and timeframe required to export all EBMUD data should we
decide to change hosting option or vendor.
h. How does your organization log and monitor system performance?
i. Describe your organization’s data backup strategy.
j. Describe your application, middleware and operating system patching strategy including
frequency.
k. Describe your organization’s privacy program.
l. Describe your incident management program.
3. Please describe your product roadmap. What features or strategic goals over the next 2 to 5
years are incorporated within it?
4. Describe how your proposed solution(s) is accessible to individuals with disabilities.
6.3 Pricing Information
1. Describe the pricing structure of your solution(s). If you offer different hosting options, clearly
distinguish the difference between each option.
a. Itemize the fees for each component.
b. Does your product offer a perpetual license?
c. Itemize all recurring costs over the first 10 years.
2. Describe your implementation fee structure. Please itemize all fees associated with the
installation, configuration, data migration, functional, regression and integration testing of your
solution.
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6.4 Product Implementation
Product implementation will require the completion of the following tasks:
1. Describe your implementation methodology.
2. Provide a high‐level schedule for the implementation of your solution(s).
3. Describe the number and skill set of EBMUD employees you would need to assist in the
implementation of your solution(s). Please state the time (person hours/weeks/etc.) you would
require from each.
4. Describe the support and years of experience your staff would be dedicated to this project.
Describe the percent of time each of your staff would be dedicated to the implementation.
5. Describe your planned testing strategy (functional, regression, integration, parallel and
acceptance, structural, and performance testing).
6. What environments are to be delivered (test, user acceptance test, staging, prod)?
6.5 Training
1. Please describe the training you would recommend for your solution(s).
a. Describe the different training methods you provide (e.g. online, in‐person, etc.).
b. Provide your training fee structure (if not included in solution).
c. Describe how many hours of training would be optimal for your solution.
d. Describe what training resources you provide (e.g. manual, reference guides, user
groups, etc.).
2. Describe the components of your training plan.
3. Do you conduct a needs assessment before recommending your training options?
4. What type of post‐implementation or ongoing training do you provide or recommend especially
after each upgrade (at rollout, new staff, after updates/upgrades for employees and admin
users, change management, communication strategy)?
6.6 Ongoing Production Support
1. Provide a summary of your on‐going customer service and support programs.
a. What levels of customer support are available? What are the main service level
agreement (SLA) components of each? What hours/days is support available? What is
the cost associated with the support? Is there a toll free number that can be utilized to
access support staff?
b. Describe the escalation procedure in the event that the SLA is not met.
c. Are there performance guarantees and fees and risk?
16
d. Describe the process if a major problem occurs such as not being able to complete an
accurate and timely payroll. What is the guaranteed response time?
2. Describe what is involved in a typical software upgrade (e.g. is any system down‐time required,
and if so, how long do you typically need?).
a. Please identify the typical tasks required for a software upgrade.
b. What would be a standard timeline for an upgrade?
c. How frequently do you release product upgrades?
d. Are release notes included with all your upgrades? Briefly describe the content and
structure.
e. What is the process for evaluating and incorporating specific enhancements into your
system?
f. What is the process for evaluating and incorporating high priority bug fixes into your
system?
g. How often have you released major software upgrades to clients in the last 5 years?
h. Can EBMUD decide to not implement upgrade? Can the upgrade be reviewed by
EBMUD staff before it is implemented?
3. Describe what is involved in an emergency software upgrade?
a. What is the notification process for an emergency software upgrade?
b. How often have you released emergency software patches in the past 5 years?
c. What about asking regarding changes required because of legislative changes (PEPRA)
or benefit changes (addition of new tier, mortality tables, etc.)
17
7.0 Vendor Information
7.1 Terms and Conditions
This RFI requests information regarding available product and services. No contractual
obligations on behalf of EBMUD whatsoever shall arise from this RFI process.
The Respondent shall be solely and fully responsible for all costs associated with the
development, preparation, transmittal and submission of any material in response to this RFI.
Responses to this RFI become the exclusive property of EBMUD upon receipt.
Responses received to this RFI may be subject to the California Public Records Act.
The Respondent may designate elements in the response which are defined as business or trade
secrets and plainly marked as “Confidential,” “Trade Secret,” or “Proprietary.”
7.2 Schedule and Contact Information
The schedule is shown below. Submit your responses to the address below. Email (preferred) and/or hard
copies are acceptable. Please submit any questions or requests for clarification to Brenda Nickelson, IT Project
Manager via email to brenda.nickelson@ebmud.com and susan.leiga@ebmud.com, with subject header:
Questions for HRIS Replacement Project, to ensure all vendors have equal access to information regarding
this RFI.
Event Dates
RFI Release October 5, 2018
Questions Due By October 19, 2018 at 4:00 PM PST
Answers Posted By October 26, 2018 at 4:00 PM PST
Responses Due By November 9, 2018 at 4:00 PM PST
Thank you in advance for your interest in this informational request.
Email responses to: brenda.nickelson@ebmud.com and susan.leiga@ebmud.com
Subject Header: RFI for HRIS Replacement Project
Or send RFI responses to: East Bay Municipal Utility District
Attn: Brenda Nickelson, IT Project Manager
RE: RFI for HRIS Replacement Project
375 11th Street, MS #302
Oakland, CA 94607
18
8.0 Appendix
8.1 Current Overall System Flow
19
8.2 HRIS
HRIS System Flow
Including Benefits
HR Administrator
eti rees) Eligibility,
ic file and R
graph ctive Open
Demo ll f il es (A
ro enrollment
s, Pay
mium Eligibility files
r pre
Carrie
Mail slots, Phone #s
FSA/HSA Contributions
Employee info: num,
Enterprise name,etc.
HR Bi‐weekly file w/ total pay FSA/HSA
Monthly for Board Administrator
Carriers
Timesheet info
FIS
Leave Balances
Benefit Plans Feed
Service Awards EE Benefits Transactions
ETS Administrator
Enterprise Payroll Data
Emergency Notification
EE Info
Systems
Leave of
Absence
FEIN Address
Retirement Bay Area News Groups ACA Administrator
Deferred Compensation Budget State Controller
Administrator (gets salary and
Deferred Savings, position data
EE Contributions, from HRIS)
EE Eligibility
20
8.2.2 Active Employee State Diagram
21
8.2.3 Position Management Domain Model
Position Management Possibility
1 0…*
Job Code/Class ORG
ORG-Job Code-Approved
1
Budget Position Org #
Org Name
0…* 1…* Job Code (Approved)
Job Name
Position # Position # (8 digits)
Flex from
Budget Indicator Position Character
0…* Flex Allowed
Budget Amount 1 Position Title
# Authoried
Date
# Allowed
Total Assigned
1 # Open
1 (except Job Share 1...2) 1
Job Table 1…*
Employee Org-Job Code Option
1…* 1
EE ID
SSN Employee ID Org #
Date SSN Org Name
Salary Date Job Code
Action Code Position # Flexed from
Position Character # Flex Allowed
Representation Status # Assigned
Org # Open
Job Code Date
Position #
Job Code/Class
Assigned by Recruitment & Classification
Position Number
Assigned by HRIS
Numbers are random but some may be assigned a specific range (e.g. special drought positions,
GM Special positions)
Owned by ORGs
Position Character
TC and LT have multiple variations (e.g. external hire, internal hire, or backfill)
22
8.2.4 HRIS Functional Business Requirements
Human Resources Data Management
1 Employee Records & Maintenance
Maintain current and historical demographic data (contact information, marital status,
employee status, salary, etc.) for all active employees, terminated employees, and
dependents. Historical data to be migrated from current system to proposed system
and maintained for 100 years.
Maintain unlimited dependents, beneficiaries including personal information and
emergency contacts
Cross reference employee marital status or domestic partnerships with: current and
terminated employees and retirees (shared family).
Ability to track court orders: garnishments, support orders, dissolutions, and lock‐in
letters.
2 Personnel (Job) Data
Track all employee personnel actions for the entire employee life cycle. Historical data
to be migrated from current system to proposed system and maintained for 100 years.
3 Records Management
Physical and electronic integration with current third party documents management
vendor. The actual documentation (original personnel documents, court orders, etc.) to
be integrated with transactional system.
Salary Management
4 Salary Schedules
EBMUD needs a proposed solution that will provide flexibility to produce and maintain
multiple Salary Schedules in accordance with Board resolutions, District’s Policy &
Procedures, and MOUs. EBMUD’s current systems of record of the Salary Schedules are
Excel spreadsheets manually updated by staff when changes approved by the Board of
Directors occur.
The Salary Schedules consists of multiple compensation structures (step‐based and
min/max range) with variation in rules and some exceptions:
Step‐based salaries have a difference of 5% between each step within the
same salary range. Increases with step salaries are applied to the top step
and divided by 1.05 for each step below to keep the range between steps at
5%.
23
Salaries that have a minimum/maximum salary range (Management Salary
Plan) have a control point that is 90% of the maximum salary range. When
increases occurs the maximum salary range is multiplied by 1.03 and
rounded to the nearest dollar. To obtain the control point, the new
maximum range is multiplied by 0.9. The minimum range is calculated by
dividing the new control point by 1.3 and rounded to the nearest dollar. The
control point should match the maximum step of other classifications with
the same salary range.
4 Salary Step Progression
Track and report employee step progression based on District rules (time in a position,
hours worked for less than full‐time employees) with automation of applying step
increases.
5 General Salary Increase (GSI)
Annually, EBMUD employees receives a general salary increase based on CPI and
negotiated contracts. Percentage of GSI and/or effective dates of GSI may vary based on
representation.
On negotiating contract years retroactive GSI and equity adjustments may occur.
Retroactive payrolls must impact all intervening salary events and recalculate both
applicable earnings and deductions. EBMUD needs a proposed solution that will allow
us to include any/all pay variables with regards to calculating and applying retro
adjustments.
Retroactive activity may include:
variations of applicable earnings subject retro pay
retro deductions (i.e. retirement contributions, union dues)
retired and/or separated employees eligible for retroactive pay
6 Pay for Performance (PFP)
EBMUD’s management, confidential, supervisory designated groups, and qualified
retirees are eligible for annual Pay for Performance. Program participants on a step‐
based salary structure receive payout in the form of a one‐time lump sum payment.
Depending on award percentage, program participants on a min/max range structure
may receive either or both, a one‐time lump sum payment and/or base building salary
increase percentage.
7 Career Service Pay
Employees in designated groups are entitled to career service pay upon completion of
20 years of continuous service. Eligible employees receive a 2.75% salary increase of
their base rate. The proposed solution should provide ability to track eligibility and
apply career service pay for eligible employees (time in a position, hours worked for less
than full‐time employees).
Position Management
8 Position Management
24
EBMUD’s current Staffing Plan is an Excel spreadsheet manually updated by staff when
changes occur. Only Board approved positions are reflected on the Staffing Plan but the
plan does not indicate whether a position is funded or unfunded. Some positions may
be approved to be flexed with another appointment type or other job classifications
that may or may not be in the same job series.
EBMUD needs a flexible solution that will be able to:
Produce a master Staffing Plan (preferably with position number) that will
help staff determine:
Whether a position is funded or unfunded
How a position is currently being filled
If a position is flexed, how the position can be filled
Track positions by position number
Keep history of position changes including incumbents (permanent and
temporary backfill), date created, reason position was created, and Board
approval dates.
Track loaned positions (permanent and temporary attributes) and notifies
department(s) when loan expires
Flag positions for various reasons
Tie multiple job classifications to one position for flex staff purposes and
retain the history
Tie multiple appointment types to one position for flex staff purposes and
retain the history
Place a freeze on identified positions by District, organization, classification
or specific positions as required
Link positions to approved resolutions/authorizing documents (or provide
space to record)
Differentiate whether a position is funded vs. unfunded and active vs.
inactive by budget year
Leave Management
9 Leave Accruals
The proposed solution should provide ability to apply leave accrual rates and track
various types of leave accruals (vacation, sick, service extension, compensatory time,
etc.) with variation in rules and limitations of time being carried over from year to year.
In addition, certain leave without pay must be tracked as well for various purposes.
10 Retirement Service Extension Credit & Conversion
25
Based on MOU rules, when an employee’s sick leave accumulation reaches the
maximum 1,040 hours, the hours accrued thereafter shall be accumulated without limit
as Service Extension Credit. When the employee uses any sick leave hours, hours shall
be deducted from the sick leave balance. Accrual for Service Extension Credit will
resume when the sick leave accumulation reaches the maximum again.
If an employee returns to work after being out sick for 90 calendar days or more, the
hours of sick leave taken shall be restored to the employee’s sick leave account by
deducting that number of hours from any service extension credit in the employee’s
account at the time of return to work to a maximum of 520 hours.
11 Sick Leave Conversion
Employees who use 18 hours or less of sick leave within a defined 6 month period are
eligible to sell or convert sick leave hours to vacation. Employees must be hired prior to
start of the measurement period and have more than 16 hours of sick leave to support
a buyback. Eligible employees are notified and given a defined time frame to elect
whether to:
Sell 8 or 16 hours of sick leave
Convert 8 or 16 hours of sick leave to vacation hours
Or, choose to do nothing
12 Vacation Buyback (Payout)
Employees who have more than 400 hours of vacation accrued at the year‐end has the
option of taking vacation in the first 3 months of the new payroll year or be paid for any
hours over the threshold at the beginning of the 2nd quarter of the year, with the
exception of retiring employees who must notify the Manager of Employee Relations in
advance with the intent to retire within the payroll calendar year. Employees who do
not retire as intended have excess vacation hours of that previous year paid out to
them at the salary rate effective end of March the previous year when the excess hours
should have been paid out.
13 Compensatory Time Buyback (Payout)
Employees with accrued compensatory time may rollover unused compensatory time
earned for the current payroll year to the next payroll calendar year. Any unused
compensatory time rolled over from the previous year is paid off to the employee at the
applicable FLSA rate.
14 Vacation Sellback
Employees may choose to sell back a maximum of 120 hours of vacation leave in 1 hour
increments to the District across the payroll calendar year by reporting hours to be sold
within the Electronic Timekeeping System using a specific timecode.
15 AB 1522 CA Paid Sick Leave Compliance
26
For terminating employees, unused sick leave balances should be retained. Rehires that
were formally temporary 6‐month employees and are rehired within one year should
have unused sick leave balances restored for use and accrual to continue upon rehire.
Performance Management
16 Performance Plan & Appraisal
Performance plans and appraisals are established annually with Performance Plans
established at the beginning of the review year and Performance Appraisals occurring at
the end of the review year. The performance plan period for non‐represented
managers, confidential employees and Local 21 employees is from July 1 through June
30. All other employees have a one‐year appraisal period typically commencing on the
anniversary date of their current position. Number of appraisals for probationary
employees will vary based on length of probation during probation.
Self-service
17 Employee/Manager Self-service
The proposed solution should provide web‐enabled, self‐service functionality, ease‐of‐
use to EBMUD users, and support single sign‐on functionality linking to other external
portals or websites such as retirement or benefits administration. Some of the same
functionality required by administrative users is also applicable to functionality that
must be available on the employee/manager self‐service portal that is accessible
externally with single sign‐on capability.
Onboarding & Off-boarding
18 Onboarding
EBMUD is looking for a modern onboarding application. Onboarding includes I‐9
verification and completion of all required forms in addition to pension plan enrollment
for pension eligible hires and applying the applicable employee contribution rate for
payroll.
If included with the proposed solution, provide a brief description of what
functionalities the proposed solution provides to support recruiting and onboarding
activities.
19 Off-boarding
Off‐boarding is a process that includes the verification of the final timesheets,
calculation and payment of final wages, termination of benefits (including retirement),
inactivating employee from system, and mailing a separation packet to terminated
employee. The process involves collaboration across multiple departments(Terminating
employee's department, HR, Payroll, and Retirement) using paper, emails, and phone
calls. EBMUD would like to automate this process as much as possible with best
practices.
Benefits Administration
20 Health Benefits
27
EBMUD offers six different medical plans, dental, vision, disability, basic and voluntary
life and accidental death and dismemberment insurance, FSA, and HSA plans to eligible
employees. Most retirees are eligible to remain enrolled on a District medical plan and
all retirees are eligible to enroll in one of the two retiree dental plans. Retirees
transition to a Medicare coordinated plan when eligible for Medicare.
Benefits for both actives and retiree population including COBRA administration are
managed by a third party Administrator (TPA). HRIS demographic files are sent weekly
to the TPA. EBMUD accepts files from the Benefits Administrator bi‐weekly for active
payroll and monthly for Board/retiree payrolls to apply appropriate benefit earnings
and deductions based on benefit elections. Premium statements are generated by the
TPA and are sent to the District on a monthly basis for billing reconciliation and
payment.
If available with the proposed solution, provide a brief description on how the proposed
solution supports benefits administration.
21 Deferred Compensation Plans
EBMUD offers employees enrollment in three different deferred compensation plans:
457, 401(a), and 401(k)/401(k) Roth. Eligibility for plans varies by representation. The
solution must provide ability to:
Administer plans in accordance with IRS rules and MOUs
Provide ability to add additional plans (e.g. 457 Roth)
Allow for manual plan enrollment and contribution changes through
Admin user only for 401(a) plan
Receive inbound data files and produce outbound data files to and
from the vendor
Track 401(k)/401(a) loan balances and repayments
Interface with Payroll to apply deductions
22 Affordable Care Act (ACA) Compliance
EBMUD’s current HRIS system is unable to support ACA compliance. EBMUD uses
Equifax Workforce Solutions’ ACA Management Platform for ACA administration, both
tracking of part‐time employee hours and eligibility, and tax reporting. Data files from
HRIS and the Electronic Timekeeping System are transmitted to Equifax on a weekly
basis. A custom table was created in the HRIS system to flag and track ACA eligible
employees. The ACA flag is sent over on a weekly HRIS file to the Benefits Administrator
for benefits enrollment processing. ACA reporting is completed by Equifax Workforce
Solutions.
Describe how the proposed solution handles ACA tracking and reporting.
Other
23 Purchase of Service Credit
28
Limited Term (LT) and Temporary Construction (TC) employees who are immediately
appointed to a probationary position are eligible to purchase Retirement System service
credit for the time they were in the LT or TC position. The employee has the option to
purchase 0%, 25%, 50%, 75%, or 100% of the service credit. The balance of the amount
paid and period of service purchased must be tracked and if a separate system, HR must
send this data to the pension system.
24 Redeposit of Service Credit
A rehire who was previously a member of the Retirement System and withdrew their
contribution funds may redeposit their funds. The employee has the option to redeposit
0%, 25%, 50%, 75%, or 100% of the service credit. The balance of the amount paid must
be tracked and if a separate system, HR must send this data to the pension system.
25 Computer and Emergency Supplies Loans
Eligible employees may apply for an interest free loan of up to $2,500 for the purchase
of a home computer/laptop or emergency supplies. EBMUD would like to automate the
process of application submission and approval, track loan balances, and allows
employees to view loan balance via self‐service.
26 Parking Administration
EBMUD tracks permanent parking (HRIS) and temporary parking (developed in‐house)
in separate applications. Employees assigned to a permanent parking space may not
request a temporary parking space. The in‐house parking application interfaces with
permanent parking data from HRIS to validate temporary requests. If available, provide
a description of how your solution will support this function.
27 Alternative Commute Program
Employees who take public transit or bike/walk to work at least 11 workdays per month
are eligible for a monthly transit subsidy or stipend equivalent in amount. The transit
subsidy is provided in the form of a prepaid card or voucher with the Application and
Agreement for Transit Subsidy required on an annual basis. For those who bike/walk‐to‐
work, the Bike or Walk‐to‐Work Stipend Request is due on a monthly basis and the
stipend is paid directly to the employee’s paycheck for the preceding month.
The current HRIS system has customized tables that are used to track assigned parking
and employees receiving a subsidy or stipend. An employee may not receive both the
subsidy and stipend at any given time. Employees assigned a parking space are not
eligible for the transit subsidy or stipend. If available, provide a description of how your
solution will support this function.
Supporting Functionality
28 Image Processing/Document Management
The proposed solution should support imaging of both inbound and outbound
communications. Describe how the proposed solution stores and manages documents
including:
29
a) Mass extraction of files to be imported to imaging system
b) Can users see documents they uploaded?
c) Control which Admin users can see what type of documents?
29 Workflow
The proposed solution should support Workflow functionality across the entire
organization.
• Unlimited configurable workflows
• Customizable for process needs
• Automation of routing of forms
• Multiple levels of electronic approvals
• History of all completed and in process workflows
30 Audit and Security
The proposed solution should support administering security, maintaining audit trail,
and reporting.
31 Customer Relationship Management (CRM)
The new system should provide the ability to track and summarize the various contacts
made with employees in the new solution. The intent of this required functionality is to
ensure that staff can easily access and review the history of communications and
contacts with employees.
32 Communication, Correspondences & Forms
The proposed system should accommodate various methods of communication for all
users and member including mass e‐mails, text messages, written correspondence
management, etc. The system requires that member correspondence be produced from
the respondent’s solution and pre‐populated with the appropriate employee data. The
system requests that respondents provide predefined letters as part of the scope of the
project as well as pre‐filled forms and blank templates. In response to this section
please include a brief narrative describing how correspondence and forms are
maintained and produced in the new solution.
30
8.3 Payroll
8.3.1 Payroll Interfaces
Active Account Codes
GL
Time & Labor
Payroll Dept. Interface FIS/GL
ETS
Data
Pensionable Comp.
Retirement Contr.
Retirement
HRIS
System
Emp. Info:
EmplID Earnings
SSN Deductions
Job Code Def. Comp.
Status
Salary
HR Dept.
Medical
Dental W‐4/DE‐4
401(a) Judgments/
Vision PR Deduction
401(k)/Roth Garnishments
Disability Union Membership
457
Life/AD&D UDEA
Supplemental
8.3.2 Payroll System Flow
31
8.3.3 Payroll Cycles
8.3.4 Payroll Adjustments
8.3.4.1 Flow Chart
32
8.3.4.2 Adjustments to Payroll Sources (active employees)
33
8.3.5 Payroll Functional Business Requirements
Payroll Processing
1 Earnings and Deductions
Edit, validate, and process all current earnings and deductions (before and after tax) according to
Federal, State, and MOU business rules.
2 Additional Pay & Benefits Allowance
Ability to process all the premium payments including recurring and non‐recurring stipends
currently entered manually through payroll.
Accommodate other forms of benefits allowance payments such as uniforms, safety shoes, and
safety glasses. Benefits may vary by job classes or MOU rules.
3 Miles & Meals
Ability to process EBMUD’s per diem rules for meals during travel. For miles, the difference is
reported as additional income if the employee chooses the higher EBMUD rate over the IRS rate.
Provide interface if reimbursements are to be handled by Accounts Payable or third‐party
administrator.
4 Imputed Income
Ability to process federal and state rules for imputed income (e.g., basic life insurance over $50k,
taxable portion of health benefits for domestic partners and their dependents, etc.) provided by
third‐party administrator
5 Supplemental Benefits - Pre-Tax
Administer the elective deferral of pre‐tax income in accordance with IRS 125 for Flexible
Spending Accounts (FSA) (Medical Care Reimbursement Program and Dependent Care Assistance
Program) and Health Savings Account (HSA).
6 Garnishments
Administer garnishments, or involuntary deduction of wages in accordance with court orders.
System should support EFT (child support CA State Disbursement Unit) of such monies, electronic
withholdings, and/or interface with Accounts Payable to produce separate checks per
garnishment (student loans, IRS, bankruptcies, etc.).
7 Payments
Ability to process on and off‐cycles checks, advices, and pay statements with built‐in printing and
ACH capabilities.
Provide paperless options for checks, advices, pay statements, and other related information.
Provide alternative payment options such as Paycards.
Ability to allocate direct deposit amounts to multiple banks or bank accounts (credit union).
Product should offer prenote capabilities to facilitate in this process.
Adjustments
8 Adjustments to Pay
34
Allow Payroll staff to enter manual adjustments to an employee’s earnings, deductions, fringe
benefits, etc.
Integrate or interface with other systems or file systems to allow for mass entries or adjustments
such as GSI, retro pay, pay for performance, and charitable contributions during EBMUD’s annual
giving campaign.
9 Leave Without Pay Benefits Adjustments
Track employee reimbursements to EBMUD for benefits paid during leave without pay (LWOP).
Adjust or reverse employee repayments (LWOP for benefits) with a given effective date – ACH
reversals, cash, or checks.
10 Unemployment/State Disability Claims
Automate the handling of claims such as Unemployment Insurance and State Disability Insurance
(SDI).
11 Workers' Compensation
Workers' compensation processing in accordance with federal guidelines in addition to EBMUD
specific business rules.
Track each specific job injury while retaining employee confidentiality – medical and personnel
records must be separated by law.
Integrate or interface with third party benefits administrator data.
Ability to pay from single source (combine EBMUD and administrator's payments into one).
Current payments are received from administrator and EBMUD separately and must not exceed
gross monthly income.
Generate Employer’s First Report of Occupational Injury – Form 5020.
12 General Salary Increase and Cost of Living Adjustments
Ability to process a General Salary Increase (GSI) by bargaining units and/or job classification in
various cost of living adjustment (COLA) percentages, and in a retroactive manner.
13 Compensatory Time Payout
Enforce maximum banked compensatory time rule of 75 hours per payroll calendar year. Any
comp time in excess of 75 hours are paid to employees (cashed out) during the payroll cycle.
Compensatory time rolled over from previous payroll calendar year are cashed out if not used
within current payroll calendar year.
Taxation & Reporting
14 Tax Withholdings and Reporting
Perform taxation in accordance with Federal and State requirements.
Have multiple options for disbursing employee or retiree tax withholdings to government
agencies or third‐party administrators.
Electronic (ACH, Wire Transfer, File Upload, etc.)
Telephone Prompt
Create, electronically distribute, and/or file forms and annual statements (employer, employee,
retiree, and BOD).
35
Federal (W‐2, W‐2c, 941, and 1099R)
State (DE‐9 and DE‐9c)
Canadian (1042‐S and 1042‐T)
Self-Service
15 Employee Self-Service (ESS)
Allow employees (and retirees where applicable) to view and manage:
Pay Data
Prior checks, advices, or pay stubs
Tax Documents (W‐2, 1099R)
Tax Information
State and federal withholdings
Dependents
Marital Status
Voluntary deductions
Health Insurance
Life Insurance
Union Dues
Deferred Comp.
Additional Pays
Bike/Walk Stipends
Cellphone Allowance
Certification Pay
Language Premiums
Banking Information
Credit Union Account
Direct Deposits
Leave
Leave Balances
Leave Requests
Vacation Donation
Retirement Information
Employee contribution
Retirement buyback
Years of Service
Loans and Repayment Balances
Personal Computer
Emergency Supply
401(a) and 401(k)
16 Management Self-Service (MSS)
Provide capabilities such as:
On Demand Reporting
36
Drill Down Capabilities
Forecasting Scenario Capabilities
Data Manipulation
Scheduling Capabilities
17 Workflow
Ability to configure workflows to accommodate ESS and MSS functions, examples include:
Initiating requests
Approvals
Tracking Documents
Delegation of duties (out of office)
Timesheet corrections – rejection notices, include notes or comments, etc.
Integrations or Interfaces
18 Third-Parties and Other Agencies
Integrate or interface with third‐parties to administer special programs such as commuter checks,
supplemental benefits administrator/carrier, and repayment of loans
Integrate or interface with third‐parties, government agencies, standards bodies, or publications
for automated updates to reimbursement rates (travel, meals, per diem, etc.)
Integrate or interface with governmental agencies such as US Dept. of Labor to maintain
compliance in calculating overtime for qualified employees according to FLSA guidelines.
Integrate or interface with third‐parties or governmental agencies to handle electronic
withholdings such as child support, deductions such as garnishments, or other employee elected
deductions, etc.
Allow third‐parties (banks, lenders) to initiate request for verification of employment and
financial history based on access and security protocols.
19 Employee Rates and Salary Schedules
Employee salary and rates should be effective dated to accommodate any pay changes during the
pay period. Employee salaries and rates are tracked, retained and stored in HRIS (or other
database) and interfaced with Payroll during payroll processing.
20 Retirement (see Retirement Functional Business Requirements section)
Integrate or interface with EBMUDERS to:
Identify and track pensionable compensation
Track retirement contributions
Calculate retirement contribution interest
Generate retiree pay (checks, direct deposits)
Accommodate retiree and their surviving spouse(s), and/or beneficiaries
37
Accommodate one‐time payments (retiree’s first check, off‐cycle, if prorated)
Track and administer retiree medical, vision, and dental premium
payments/reimbursements
38
8.4 Retirement
8.4.1 Retirement Interfaces
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ay
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es
ire
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39
8.4.2 Retirement Members State Diagram
40
8.4.3 Retirement Member Domain Diagram
41
8.4.4 Retirement Domain Pension Calculation
42
8.4.5 Retirement Pension Calculation
Pension benefit is calculated using these factors:
1. Service credit =
Years of service for each year or partial year worked at the District
+
Redeposited years
+
Purchased years
+
Sick leave balance * 2 in hours converted to years
‐
Leave without pay in hours converted to years
2. Terminal Compensation
Highest continuous 24 or 36 month’s salary (based on 1980 plan or 2013 plan)
Apply pension limits
Apply reciprocal pay
Apply work out of class + standby + shift pay + alone shift pay
3. Determine retirement benefit factor for 1980 plan or 2013 plan (refer to Retirement
Handbook)
Pension for 2013 plan = Service credit * 2013 factor (based on age) * terminal compensation
Pension for 1980 plan = 1980 factor (based on service credit and age) * terminal compensation
43
8.4.6 Retirement Options
44
8.4.7 Retirement Functional Business Requirements
Retirement Data Management
1 Member Records & Maintenance
Maintain current and historical demographic data for all active, retired, terminated members, and
surviving beneficiaries. Historical data to be maintained for 100 years.
Accommodate multiple client defined ID numbers per participant.
Maintain unlimited dependents (includes differentiating State Registered or EBMUD Registered
Domestic Partnership), beneficiaries including personal information and alternate contacts.
Cross reference between dependent/beneficiary and retiree/employee records (shared families,
DROs, participant with multiple IDs).
2 New Member Enrollment
New members are manually enrolled in the appropriate retirement plan which is dependent upon
the member completing a Member Reciprocal Self‐certification Form during onboarding. If
Retirement is a separate system, the proposed Retirement solution should have the ability to
accept new members bi‐weekly. Staff should also have the ability to create a new member profile
manually.
3 Beneficiary Collection and Maintenance
EBMUD's current repository for beneficiary data is through a Third Party Benefits Administrator
and by paper. Paper files are scanned to the imaging system. EBMUDERS would like the proposed
solution to be the source of storing beneficiary data for active, vested, retired members, and other
payees where staff can access data from one source. Beneficiary data should include beneficiary
designated at time of retirement which may not be changed (except Option 1, see 8.4.6
Retirement Options).
4 Power of Attorney/Special Needs/Conservatorship
EBMUDERS' current system of record of all legal files pertaining to retirement is an Excel
spreadsheet manually updated by staff. Legal documents received are routed through appropriate
staff for processing and scanned into the imaging system with the paper copy filed. The solution
should accommodate tracking of Power of Attorney and legal documents with the ability to flag
retirees/dependents associated with it.
Pension Management
5 Pension Calculations and Estimates
The Retirement System uses an external application to process pension calculations and estimates.
The proposed solution should have the ability to calculate the benefits for unlimited Tiers and
payment options.
6 Retirement Contributions Management
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The Retirement System has one reporting employer that is responsible for providing employment,
payroll, and recurring contribution information to EBMUDERS on a bi‐weekly basis. That
information is processed then posted to the members' accounts. The new system must interface
and/or provide required data extracts with the District's payroll system, maintain transaction
history, and have ability to provide file interface/reports allowing the system to update the payroll
and Financial systems. The proposed solution must follow generally accepted accounting
principles. The solution must be able to track pre and post‐tax contributions to support safe harbor
provisions, purchases of service, redeposits of contributions, and posting of semi‐annual interest.
For members with split tier membership, contributions for each tier should be tracked separately.
7 Purchase of Service Credit (Buybacks)
The proposed solution should provide ability to calculate a purchase of service contract, administer
the collection of payment for the purchase, and finally grant the service to the member’s account.
Most purchases are through payroll deduction or through lump sum payment or rollover. System
must also have the ability to accommodate pre and post‐tax contributions as payment for
Purchase of Service and track which type of payment was used and amount of service purchased.
8 Reciprocity
The system is reciprocal with other California public pension systems. Reciprocity allows
participants to qualify for a benefit with service from more than one a plan. System should have
the ability to track reciprocal membership status and dates of service, status of responses from
reciprocal agencies, service credit, final compensation, and vesting.
9 Service Credit Tracking
The proposed solution must have the capability to track and maintain service credit balances for all
eligible employment types up to 60 years of service credit per individual. Purchase of or redeposit
of service credit should be tracked as a separate balance as well as service credit for separate
retirement tiers.
10 Cost of Living Adjustments (COLA)
Annually, EBMUDERS provides a cost of living adjustment. The proposed system must have the
ability to apply the COLA and COLA Bank to retirees and beneficiaries according to plan provisions.
Must be able to prorate COLA in accordance with plan rules.
11 COLA Bank Processing
The proposed solution must have the ability to track and update COLA bank balances (see
definition).
12 Disability
The proposed solution must support the disability process from initial request, to the tracking of
required medical information, to the approval/denial of claim, and the initial setup of retirement
payment, tracking of income, and medical re‐evaluations. Retroactive disability retirement
processing may occur.
13 Return to Work
The proposed solution must have the ability to return a disability retiree or a terminated employee
to an active employee status and track employees who move from full‐time to intermittent/job
share status and accumulate service credit accordingly.
14 IRS 401(a)(17) Limitation
The proposed solution must accommodate IRS 401(a)(17) limits.
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15 IRS 415(b) Limitation
The proposed solution must accommodate IRS 415 limits and a 415 replacement plan.
16 DRO and Court Orders
The DRO and Court Order requirements outline the needs for processing court orders such as
Domestic Relations Orders (DRO), support orders, and other court orders or similar documents.
The proposed solution must have the ability to reflect court orders within benefit calculations and
payments. System should have the ability to calculate split pensions based on time rule and ability
to calculate and apply split accounts.
17 Garnishments
The proposed solution must provide ability to support garnishment of pensions in accordance with
court orders.
18 Death Processing
The system must have the ability to store date of death, process death benefits, set up survivors
and beneficiary benefits (which may include retro processing for reported late deaths).
19 Death Audit
The Retirement System conducts continuous death audits through a third party vendor.
Demographic information is provided to the vendor on a monthly basis.
Describe how your solution handles death audits.
20 Terminations and Refunds
The Retirement System allows terminated, non‐retired (vested or non‐vested) members to receive
a refund of employee contributions with interest through lump sum disbursement or direct
rollover. Amount, type of disbursement, and date disbursed should be tracked. Terminated
members with less than 5 years of service and no reciprocity should receive an automatic refund.
Terminated members with more than 5 years of service should automatically be a vested member
at time of separation.
21 Retirement Payroll – Recurring and Non-recurring Payroll
The requirements for retiree payroll should allow the system to integrate payroll into the proposed
solution to retirees, surviving spouses, beneficiaries. One time ‐payments also need to be
accommodated.
22 Annual Retirement System Member Statements
At the conclusion of each calendar year, active and vested members are provided with a
membership statement of their contribution balance plus interest. Annual statements should
include service credit (including service extension credit if any), reciprocity, estimates, and plan
membership (tier).
23 Correction of Error
If an error is discovered in the administration of the Retirement System, corrective action is made
which may include crediting a member for underpayment or recouping overpayments (i.e.
enrollment in wrong tier, error in reimbursement of HIB payments) from member according to
MOUs and Retirement Ordinance. Administrative users should have the capability to make
retroactive corrections.
Retiree Health Administration
24 Health Benefits
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Most retirees are eligible to remain enrolled on a District medical plan and all retirees are eligible
to enroll in one of the two retiree dental plans. Enrolled retirees’ transition to a Medicare
coordinated plan when eligible for Medicare. Benefits for both actives and retiree population are
managed by a third party benefits administrator. Demographic files are sent weekly to the benefits
administrator. EBMUD accepts files from the Benefits Administrator monthly for retiree payrolls to
apply appropriate HIB earnings and premium deductions based on benefit elections.
25 Health Insurance Benefit (HIB)
Retirees may be eligible for a HIB reimbursement to help in offsetting the cost of health insurance.
Eligible retirees are required to submit proof of coverage and payment on an annual basis to
receive credit. Retirees may report changes to coverage throughout the calendar year. The
proposed solution must administer eligibility for, and participation in the HIB program.
Member Self-service
26 Member Self-service
The proposed solution should provide web‐enabled, self‐service functionality, ease‐of‐use to
EBMUD users, and support single sign‐on functionality with other portals. Some of the same
functionality required by administrative users is also applicable to functionality that must be
available on the employee portal that is accessible externally with single sign‐on capability.
27 Online Calculator
EBMUDERS provide their members’ access to an online retirement estimator. The proposed
solution must include an estimator that can accommodate estimates for all retirement tiers and
options. Members should be able to run as many different scenarios as desired through employee
self‐service.
Reporting
28 State of CA Controller’s Report
EBMUD is required to submit audited financial reports to the State Controller’s office annually.
Content of data requested may vary year to year.
29 Actuarial Reporting
EBMUDERS provide the actuaries retirement census data for all members, retirees, and their
survivors on an annual basis.
30 Global Reporting
The proposed solution should provide ability to generate reports based on user‐selected values
and have the ability to be generated to various file formats.
Supporting Functionality
31 Image Processing/Document Management
The proposed solution should support imaging of both inbound and outbound communications.
Describe how the proposed solution stores and manages documents including:
a) Mass extraction of files to be imported to imaging system
b) Can users see documents they uploaded?
c) Control which Admin users can see what type of documents
32 Workflow
The proposed solution should support Workflow functionality across the entire organization.
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33 Audit and Security
The proposed solution should support administering security, maintaining audit trail, and
reporting.
34 Customer Relationship Management
The new system should provide the ability to track and summarize the various contacts made with
members, retirees and other entities in the new solution. The intent of this required functionality
is to ensure that staff can easily access and review the history of communications and contacts
with members and retirees.
35 Communications, Correspondences & Forms
The proposed system should accommodate various methods of communication for all users and
member including mass e‐mails, text messages, written correspondence management, etc. The
system requires that member correspondence be produced from the respondent’s solution and
pre‐populated with the appropriate employee data. The system requests that respondents provide
predefined letters as part of the scope of the project as well as pre‐filled forms and blank
templates. In response to this section please include a brief narrative describing how
correspondence and forms are maintained and produced in the new solution.
8.4.8 Retirement Handbook
See Attachment 2 (Retirement Handbook)
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8.5 Timekeeping (ETS)
50
8.5.2 ETS Functional Business Requirements
1 Time Entries
System should accommodate as many timecodes as the business deems necessary with
variation in rules, limits, and eligibility of different leaves based on workgroup and
employee status. Provide quick data entry. Errors and warning messages.
Provide up‐front or real‐time validation of hours worked and leave usage with variation
in rules and limits based on workgroup and employee status.
Allow timesheet corrections ‐ ability to recall timesheets prior to approval or notice of
rejection from supervisor.
Provide ability to enter mass/bulk time sheet entries or corrections
2 Employee/Manager Self-service
The proposed solution should provide web‐enabled, self‐service functionality, ease‐of‐
use to EBMUD users, and support single sign‐on functionality linking to other portals.
Some of the same functionality required by administrative users is also applicable to
functionality that must be available on the employee/manager self‐service portal that is
accessible externally with single sign‐on capability.
3 Financial Coding Integration
Allow employees to charge work time to specific financial activities, currently projects
and programs.
The projects and programs should be created in the financial system and interfaced with
timekeeping. Maintenance of projects and programs should be automated to remove
obsolete or inactive projects and programs.
Interface (may be necessary) with new HRIS system if separate.
4 Job Injury & Light Duty Tracking
Track job injury and light duty by occurrence. Each occurrence is subject to EBMUD's
Worker's Compensation rules.
Although, we want the ability to accommodate unlimited time codes, please explain how
your solution uses time codes especially for job injuries and light duty tracking.
Currently, we have a separate code for each occurrence and we are reaching a maximum
job injury and light duty injury code assignments. How does your solution track job
injuries without a new time code? Possibly a combination of job injury with other
identifying data. We currently track 35 different time codes for job injury and 35
different time codes for light duty.
5 Leave Management
Manage leave requests and approvals through employee and manager self‐service.
Manage special leaves such as administrative leave, birthday leaves, floating holidays,
etc.
Employees who work regular hours on Holidays, or who are off on their compressed day
when a holiday occurs, may bank the holiday hours as vacation for future use.
6 California SDI/Paid Family Leave/FMLA
Participant of SDI/PFL may coordinate paid leave with SDI/PFL payments after
exhausting all sick leave coordination.
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All FMLA eligibility and tracking is currently being done in ETS by running reports
(predetermination, eligibility, and tracking of FMLA hours used in 12 month rolling
period)
7 Pay Premiums
Validate Work out of Class time entries and apply appropriate premium pay according to
job classifications and business rules.
Track and accumulate Work out of Class hours and set maximum hour limitations for
each calendar year.
Accommodate Shift Premiums, On call Pay, Standby Pay, etc.
8 Integration or Interface
Support multiple calendar types such as payroll calendar and calendar year.
Support multiple payroll calendars, cycles, pay periods, holidays, etc.
Integration with the HRIS, financial, enterprise database, and multiple work order
systems.
9 Vacation Sellback
Employees may choose to sell back a maximum of 120 hours of vacation leave in 1 hour
increments to the District across the payroll calendar year by reporting hours to be sold
within the Electronic Timekeeping System using a specific timecode.
Supporting Functionality
10 Workflow
The proposed solution should support Workflow functionality across the entire
organization.
• Unlimited configurable workflows
• Customizable for process needs
• Multiple levels of electronic approvals
• History of all completed and in process workflows
11 Audit and Security
The proposed solution should support administering security, maintaining audit trail, and
reporting.
12 Reporting
Supervisors and administrators have the ability to generate reports for tracking and
auditing purposes.
13 Equipment and/or Fleet Vehicles
EBMUD currently tracks equipment and/or fleet vehicle usage by an employee within
ETS and charges to their appropriate department or budget unit. If available, provide a
description of how your solution will support this function.
8.6 HRIS/ETS Time Codes and Business Rules by Unions
See Attachment 3 (Time Codes and Business Rules by Union)
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8.7 Glossary
Term Full Name Meaning System
Before 1986 all contributions were
pre‐taxed, taxes do not have to be
12/86 balance ‐ safe
Safe Harbor paid on contributions if monies have RET
harbor
already been taxed (Accounting
tracks in MISC Retirement)
No longer in use ‐ all Members have
retired. The combination plan started
in 1980, people who have been here
more than 20+ years will likely have
this plan, ex: In 1980, a person who is
57 years old changed their plan and
decided to switch over to 1980 plan
1955/80 1955/80 Plan RET
(which went into effect at the time,
people who were here before 1980
switched over to the new 1980 plan),
people with this plan usually have
richer pensions. Service prior to
8/1/1980 is worth 2.82% of terminal
compensation.
Hybrid plans between the 1980/1955
plan. 1955 Plan members who
elected to join the 1980 Plan in 1990.
1955/90 1955/90 Plan Service prior to 1/1/2000 is worth RET
2.82% of terminal compensation.
Subsequent service is based on
2.60% of terminal compensation.
Retirement tier effective in 1980 ‐
12/31/2012. Members who joined
1980 Plan 1980 Plan the Retirement System on 1/1/1980 RET
or before 1/1/2013. 2.60% of
terminal compensation.
Cal PEPRA ‐ retirement tier effective
01/01/2013. Members who joined
the Retirement System 1/1/2013 and
2013 Plan 2013 Plan RET
after and who have no prior
membership in a CA public pension
plan. Max formula 2.5% of at age 67.
401(a) Deferred Defined pre‐taxed contributions
401(a) HRIS
Compensation Plan based on representation. Employees
53
have 30 days to enroll when first
eligible. If rehired within 2 years,
former election is reinstated.
Annual compensation limit for each
401(a)(17) IRS Section 401(a)17 RET
employee under a qualified plan.
Employees may contribute pre‐tax
401(k) Deferred
401(k)/401(k) Roth and post‐tax contributions to 401(k) HRIS
Compensation Plan
account.
Federal tax policy that limited the
maximum annual amount that the
Retirement System can pay to a
415 Process 415(b) Limitation retiree from pre‐tax contributions. RET
Highly compensated retirees have
part of their pension paid out of
Retirement and Board funds.
Employees may contribute pre‐tax
contributions to 457(b) account.
457b Deferred
457(b) Distributions prior to attaining age 59 HRIS
Compensation Plan
1/2 when separated are not subject
to tax penalty.
Consultant that gathers pension
data, analyzes and values the cost of
Actuary Actuary operating, writes report, and decides RET
how much money that needs to be
contributed to retirement system.
Regular full‐time Managers and
Supervisors who are not eligible for
overtime pay receives 7 paid
Admin Leave Administrative Leave ETS
administrative leave days per payroll
calendar year but is prorated if hired
after September 30th.
Premium for working alone,
Alone Shift Premium
Alone shift premium compensation for working without ETS/RET
(ASP)
manager/supervision
Defines whether a position is
Appointment
Character probationary, civil service, HRIS
Character
management, etc.
Defines whether a position is term or
Appointment Type Type continuous (i.e. TC, LT, LT or TC HRIS
backfill)
Someone who gets survivor benefit
Beneficiary Beneficiary from the pension plan, may be lump RET
sum or continuance or a combination
Hours tracked that includes earnings
Career Service
Career Service Hours such as overtime and sick leave sell HRIS
Hours
back.
Civil Service Civil Service Status The status of an employee who HRIS
54
occupies a full‐time Regular or Less‐
Than‐Full‐Time Regular position and
has completed probation in that
classification. Once achieved, the
employee retains Civil Service status
in the District even during an
appointment to another non‐Civil
Service District position.
COLA is received every year and is
based on CPI‐U (consumer price
index‐ all urban). Limitations 3% ‐ 5%
Cost of Living
COLA maximum. Shall not exceed 3% if ERS RET
Adjustment
is less than 85% funded, and shall not
exceed 5% if ERS funded more than
85%.
COLA increases shall not be more
than 3% if assets (pension benefit
obligation) are less than 85% funded.
For those years where CPI is above
Cost of Living 3%, the excess amount is set aside as
COLA Bank RET
Adjustment Bank the COLA bank amount. For years
that the CPI is under 3% and the
pension recipient has a COLA bank,
the difference will be withdrawn
from the COLA bank.
Employees may elect to receive
compensatory time off to be used in
the future rather than overtime pay.
Compensatory time hours are
Comp Time Compensatory Time HRIS
recorded as straight time but the
employee is credited 1.5 hours of
credit for each hour of time being
banked.
A change of an employee from a
position in one class to a position in
Demotions Demotions another class having a lower monthly HRIS
salary whose top step or control
point is at least 2.75% lower.
Dependents eligible to be covered on
Dependent Dependent HRIS
a District medical plan.
Automated Clearing House ‐ allows
Direct Deposit ACH ‐ Direct Deposit for transfer of funds directly into the PAY
employee's bank account.
Due to an illness or injury that
Disability renders the employee unable to do
Disability Retirement RET
Retirement the essential functions of their job
and has 8 years of membership. Can
55
apply for and receive disability
retirement. May be reciprocal with 8
years of service to disability retire as
well.
This applies when a divorce occurs
and it is decided a defined benefit
Domestic Relations
DRO pension split is needed. There must RET
Order
be a court order to finalize the spilt
of the pension.
EBMUD’s retirement system.
Relevant retirement data such as
pensionable compensation (regular
pay, WOC, standby, shift, alone pay,
LWOP) and retirement contributions
East Bay Municipal are calculated and accumulated
Utility District during payroll processing. For term‐
EBMUDERS PAY
Employees' Retirement vested retirees, this information is
System used by the Retirement office to
determine their pension and gross
monthly income at his/her time of
retirement. Retirement feeds this
information back to Payroll for
payroll processing for Retirees.
Salary changes outside of the normal
salary programs to remedy salary
Equity Adjustments Equity Adjustments issues resulting from MOU changes. HRIS
See range increase and range
reduction.
FIS is the financial reporting system
Financial Information that records the cost associated with
FIS HRIS/ETS
System labor and non‐labor costs incurred by
EBMUD.
An option in the Staffing Plan that
allows one position to be filled by
Flex Staff or Flex two or more different classifications,
Flexible Staffing HRIS
Position not necessarily in the same class
series. A position may also have the
appointment type flexed.
Federal, State, and local
FLSA Fair Labor Standards Act governments minimum wage and PAY
overtime standards
Annual salary increase based on
GSI General Salary Increase negotiated contracts for active HRIS
employees.
Reimbursement towards health
Health Insurance
HIB premiums during retirement. RET
Benefit
Retirees get 25% of maximum for
56
each 5 years of service. Monthly
nontaxable reimbursement applied
to pension payment.
Maximum eligible health insurance
benefits reimbursement. Benefit of
HIB Limits HIB Limits RET
$450 max for single or $550 max for
married retirees.
Reimbursement for District retiree
HID Health Insurance Dental dental premiums applied with RET
monthly pension.
Reimbursement for District retiree
Health Insurance
HIM medical premiums applied with RET
Medical
monthly pension.
Reimbursement for non‐District
health premiums given retiree
HIO Health Insurance Other provides proof of coverage on an RET
annual basis to receive
reimbursement.
Employees who work more than 50%
but less than 100% of a full‐time
Intermittent (INT) Intermittent position. Retirement service is HRIS/RET
calculated manually according to
hours worked.
Two employees who share one
position on a 50/50 basis. Retirement
Job Share (JS) Job Share HRIS/RET
service is calculated manually
according to hours worked.
Legacy Legacy 1980 Plan or prior plans RET
Provides additional payment for
LIA Low Income Adjustment RET
those with low income.
Positions which are intended to
augment regular District staff in
accomplishing extra work or other
operational programs and activities
Limited Term (LT) Limited Term HRIS
of a limited duration. LT positions
are limited to two (2) years unless
extended to a maximum of four (4)
years.
Participant may request for a loan
Loan Provisions Loan Provisions from 401k and 401a plans with RET
conditions and limitations.
Unpaid leave not subject to
LWOP Leave Without Pay RET
retirement service.
Someone who has Membership in
Member Member RET
EBMUDERS
Minimum Required Employees may contribute money
MRD RET
Distribution pre‐tax, IRS rules dictate unless
57
person still working must start taking
money out at age 70.5, if you aren't
working or taking out pension, you
must take money out. Applies to
both DC and DB plans.
Member of retirement system with
Non Vested Non Vested less than 5 years of service and has RET
no reciprocity.
Checks or payment advices
Off‐Cycle Check/Advice
Off‐Cycle generated outside of scheduled PAY
Run
processing times.
At retirement, a Member can choose
from five different payment streams
Option Option RET
depending on whether they want to
provide a benefit for another person.
ORG Organization Also known as budget or work unit. HRIS
Work which is no more than 832
hours per payroll year unless
extended up to a maximum of 1000
Part‐time Part‐time employment HRIS
aggregate hours by authorization
from the Manager of Human
Resources.
The benefit calculated based on
Pension Pension RET
service, age and formula (Tier).
Pensionable Pensionable Compensation which is usable for
RET
Compensation Compensation retirement calculations.
Looking at service, earnestly without
Pensionable Service Pensionable Service pay, service is used to calculate RET
estimated monthly benefits.
California Public 2013 Plan ‐ anyone who joined new
PEPRA Employees' Pension public retirement system after RET
Reform Act (AB 340) 1/1/13.
Formal documents that
retrospectively record employee
performance and achievements
during the appraisal period. They
Performance communicate their supervisor’s
Performance Appraisals HRIS
Appraisals assessment of employee
performance including areas in which
an employee is performing well, and
areas in which improvement is
needed.
Formal documents that help
establish and communicate
Performance Plans Performance Plans responsibilities, accountabilities, and HRIS
performance expectations for
employees.
58
A position may be full‐time or less
than full‐time. Every position has a
unique control number and a
Position Position HRIS
classification assigned to it. A
position's classification is called it
allocation.
To modify an already existing
position, verify the position number.
If the position is occupied, incumbent
data will be affected. After any
Position (Modify) Position Modify HRIS
modifications to an occupied
position, immediately verify and/or
update the employee’s job data
pages.
Defines whether a position is regular
Position Character Reg/temp full‐time, part‐time, intermittent, or HRIS
job share.
Generated file provided to banks
Positive Pay Positive Pay File with list of authorized checks ‐ fraud PAY
detection.
Additional pay entered through ETS ‐
Additional Pay ‐
Premium Pay WOC, shift premium, alone shift PAY
Premium Pay
premium.
Employees hired in a permanent
position but have not obtained Civil
Probation or Probation or
Service Status. They must complete HRIS
probationary period probationary period
and pass a probationary period of 6
or 12 moths.
The status of an employee who has
been appointed to a regular position
from an open eligible, internal
Probationary Probationary eligible, reinstatement,
HRIS
Employment Employment reemployment preference or
demotion list, but who has not yet
completed probationary period in
the position.
A change of an employee from a
position in one class to a position in
Promotion Promotion HRIS
another class having a higher salary
range.
This applies when a divorce occurs
and it is decided a pension split is
Qualified Domestic needed. There must be a court order
QDRO RET
Relation Order to finalize the split of the pension.
Applies to deferred compensation
plans.
Range Salary Range The designated minimum to HRIS
59
maximum salary for any applicable
job classification on the salary
schedule that includes the monthly
salary steps in dollars. A salary range
will normally include between three
and six steps.
When the salary range of a job
classification is increased, the salary
rate of any employee in that job
Range Increase Equity Adjustment HRIS
classification will be adjusted based
on the new rate not to exceed the
new maximum step of the range.
When the salary of a job
classification is reduced, or when the
reclassification of a position results in
a demotion, there will no decrease in
the current salary rate of an
incumbent. An incumbent below the
maximum of the new range will
receive scheduled increases at the
Range Reduction Equity Adjustment HRIS
appropriate time, based on the
established steps for the new salary
range. An incumbent above the
maximum of the new range will
receive no further increase until the
maximum step of the new salary
range exceeds the actual rate being
received.
The change in the assignment of a
Reallocate Reallocation position from one class to another HRIS
existing class or to a new class.
Movement of an employee from one
positon to another position within
Reassignment Reassignment HRIS
the same job classification, without a
change in status or salary.
Agreement between many public
retirement systems in CA that allows
movement from one public employer
to another, within a specified time
limit without losing valuable
retirement rights and related
Reciprocity Reciprocity RET
benefits. As long as you leave to
another reciprocal employer within 6
months with no overlap in service. If
the duration between reciprocal
employers is more than 6 months,
you will have no reciprocity. An
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employee can combine years of
service from two reciprocal systems
to meet minimum service
requirements to qualify for
retirement. The highest final average
salary at either system is used to
calculate pension.
When a person is rehired and
previously worked for district ‐ and
took a cash‐out, they can redeposit
Redeposit of Service
Redeposits their funds, or roll funds from RET
Credit
deferred comp plans. They have 8
years to repay, and must pay
interest.
The re‐appointment of a former Civil
Service employee to a position in
Reinstatement Reinstatement HRIS
his/her former Civil Service
classification.
Election for retirement board ‐
Retirement Board Retirement Board Members consist of two actives and
RET
Elections Elections one retired member who are elected
for 2 year terms each.
Hours that count toward an
Retirement Credit Retirement Service
employee’s retirement pension HRIS
Hours Credit
calculation.
The law under which the pension
Retirement
Retirement Ordinance operates along with CA state laws RET
Ordinance
and the Mud Act.
Retirement eligible service as a
Retirement Service Retirement Service member of EBMUDERS retirement RET
system.
Safe Harbor Safe Harbor See 12/86 Balance RET
Service credit hours are those that
count toward increases in accruals
Service Credit Hours Service Credit Hours and toward years of service award. HRIS
Does not include overtime and a few
other earnings.
Sick leave accrual in excess of 1040
hours. Service extension is doubled
and added to service credit at time of
Service Extension retirement. If an employee decides
Service Extension Credit HRIS/RET
Credit to cash out their sick leave when
retiring, any service extension
balance is also cashed out at half the
balance.
Service Purchase Purchase of Retirement Allows Members to purchase service:
RET
(Buy back) Service if hired as Limited Term (LT) or
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Temporary Construction (TC) and,
were immediately appointed to a
probationary position. Must request
cost estimate within 90 days and
purchase within 30 days after receipt
of estimate. You may purchase 0%,
25%, 50%, 75% or 100%, and repay
within 8 years.
Premium pay, which applies to
situations where scheduled work
Shift pay Shift Differential Pay ETS/PAY
takes place at times other than the
normal District workday.
Sick leave is doubled at retirement
and added to service or cashed out at
Sick Leave Sick Leave half value. Vested members may not PAY/RET
cash out sick leave at time of
retirement.
An executive summary of the
number and kind of positions and
Staffing Plan Staffing Plan HRIS
classifications authorized for each
organization.
Employees assigned to be on call
during non‐working hours shall
Standby Standby PAY/RET
receive a premium of 25% of base
pay during the standby period.
One of the established salary rates in
a salary range. The difference
between steps within the same range
Step Step HRIS
is approximately 5%. The difference
between consecutive salary range
levels is approximately 2.5%.
When an employee receives a step‐
to‐step increase in pay. From Step
One the first increase occurs at 6
months and then annually thereafter
Step Increase or until the top step is achieved. Not all
Salary Step Increase HRIS
Step Advancement job classifications start at Step One.
From Step Two or higher, the first
increase occurs after 12 months and
annually thereafter until the top step
is achieved.
Additional pay entered through
PeopleSoft ‐ Language premium,
Additional Pay ‐ walk or bike to work, NDE, cell
Stipends PAY
Stipends phones, certifications, vacation
donations, HIB, pay for performance,
comp time buy back, vacation buy
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back, etc. Can be one‐time or
recurring.
Beneficiary for Options 2, 3, or 4
designated at time of retirement and
Surviving may only be one individual who will
Surviving Dependent RET
Dependent be paid a monthly lifetime benefit at
time of retiree's death. Beneficiary
designation is irrevocable.
Retiree and spouse/State Registered
DP needs to be married/registered
before retirement and
Surviving Spouse Surviving Spouse RET
married/registered at least one year
prior to death of retiree for spouse to
be eligible for a monthly benefit
The T&L system integrates with the
Electronic Timesheet System (ETS)
and is a component of the HRIS
system. ETS is EBMUD’s in‐house
T&L Time and Labor System developed timekeeping system that HRIS
records an employee’s hours worked
by time, day, earnings code and job
code and contains the preprocessor
(Business rules, validation rules, etc.).
Temporary Six Months An appointment no longer than 6
TEMP6 HRIS
Employment months in a 12 month period.
Positions which are of a limited and
specified duration, typically
Temporary
Temporary Construction associated with public works projects HRIS
Construction (TC)
and facilities. TC positions may
extend for the life of the project.
Terminated employee with at least 5
years of service or establishing
Term Vested Terminated Vested reciprocity regardless of years of RET
service. Eligible to remain vested
member of retirement system.
24 months highest average pay,
Terminal
Terminal Compensation PEPRA (is capped) 36 months highest RET
Compensation
average pay subject to limit.
EBMUD's Retirement System has
three tiers: 1955/90, 1980 (Legacy),
Tier Tier and 2013 (PEPRA). Each tier has a RET
different formula associated with
calculating the retirement benefit.
Benefits Allowance ‐ Additional pay for the purchase of
Uniforms and Safety
Uniform and Safety uniforms, safety shoes, and glasses PAY
Shoes
Shoes for qualified employees.
Vested Vested At least 5 years of service or working RET
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and age 65 or over, and/or reciprocal
with 5 years of combined service.
When an employee is assigned to
temporarily replace another
employee in a higher classification or
to perform the full range of duties
required for a particular assignment
WOC Working Out of Class of a higher classification, he/she shall ETS/RET
be paid the lowest step of the higher
classification or at least 5%
whichever is greater for such work.
Hours worked shall not exceed 480
hours in a payroll year.
If a vacancy is anticipated (i.e.
upcoming retirement or difficult to
fill positions), a department may
request to fill the position prior to it
being vacated for transitional
Workforce purposes. Workforce transition
Workforce Transition HRIS
Transition positions are limited to 10 at a time
and are not funded. The person
transitioning into the vacating
position will hold a temporary
position number until the permanent
position is available.
Management, Confidential, Local
Workgroup Workgroup HRIS
444, 2019, 21, Officer, etc.
The freezing of a salary of an
employee who is receiving a salary
above the salary schedule for his/her
job classification or above prevailing
Y‐Rating Y‐Rating wage. The salary remains frozen until HRIS
the salary matches the salary
schedule at which time the employee
becomes eligible for future salary
increases as they occur.
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