Job Indicator Process and Exception Table
Last updated: 2/12/2021
CU runs a nightly process to evaluate the Job Indicator field in Job Data. The process sets the Job Indicator field for each employee ID and employee record based on the logic in the process. While the logic in the process is somewhat complex, below is a summary of the general logic.
- If any employee only has one active, CU company record, the record will be flagged as primary.
- If an employee has more than one active, CU company record, the record that is “Regular” and that has the highest number of standard hours will be flagged as primary.
- If an employee has more than one active, CU company, “Regular” record and the records have the same standard hours, the lowest record number will be flagged as primary. Similarly, if an employee only has a “Temporary”, active, CU company record or records, the one with the highest standard hours will be set as primary.
- If an employee has more than one active, CU company, “Temporary” record, and no active, CU company, “Regular” records, and the records have the same standard hours, the lowest record number will be flagged as primary.
- If an employee has active records in the CU and CUR/CUA companies, the CU company record(s) will be evaluated, and the Job Indicator will be set based on the logic stated above. CUR/CUA records will be set as secondary.
- If an employee only has an active CUR/CUA company record, that record will be set as primary.
All terminated records will be set as secondary.
Adding employees to the exception table
In the event that a PPL feels that an employee’s Job Indicator field needs to be set differently than the process is setting it, the PPL should email firstname.lastname@example.org for assistance. The email should include the following information:
- The employee ID and name of the employee whose record needs to be flagged differently.
- The employee record that needs to be updated and the Job Indicator designation (Primary or Secondary) that should be made.
- A brief explanation about why the designation change is necessary.
A member of the ES HCM Core Analyst Team will evaluate the request and will work with the employee’s PPLs to determine if the employee should be placed on the exception table.