While the majority of Employee Services staff will work remotely to do our part to reduce community spread of the COVID-19 virus, our services will continue without interruption. We're dedicated to providing excellent service to every CU employee and every HCM user. You can still reach us by phone or email. If you have questions or need assistance, reach out at email@example.com or 303-860-4200, option 2.
Learn how to create and update position data and the non-person profile (job description), and, if necessary, prepare to feed data to CU Careers for recruitment. The types of changes you can make include working with vacant positions, reactivating positions, updating positions, new positions, and moving position and non-person profile data to CU Careers.
Learn how to:
Step-by-step: Adding Required Training
Step-by-step: Approving Transactions
Step-by-step: Create a Position
Step-by-step: Creating or Updating a Non-Person Profile
Step-by-step: Updating a Position
Quick Reference Guide: View Completed ePAR Transactions and Track their Status
Please use the following lists and reference guides when building Non-Person Profiles. (Hint: To sort through these lists, click the dropdown arrow at the top of each column. )
How HCM and CU Careers work together
Integration means simplified position creation
Using HCM and CU Careers, creating job descriptions will center on selection of duty statements, competencies, qualifications, training requirements and other additional position requirements. The Non-Person Profile is the basis of what will become our Job Descriptions.
Non-Person Profiles compile information from a variety of sources:
- HCM provides Position Data and Training Data (HIPAA, Hazardous Material);
- Kenexa provides job matches and competencies;
- CU Careers provides job summaries, duty statements and other information about posted positions.
Transaction pages let us create the position and the profile on the same page, so the Manager/HCM Department User/HR will not have to navigate to different pages. They enable automatic transactions between integrated systems. This means less data entry for everyone involved. Driving human resources by position lets us define specific attributes of various positions and then move workers in and out of those positions.