During the recent implementation of higher duty (and or Temporary Assignment) for demonstration we have discovered some aspects of higher duty which were missing in the implementation guide or were not covered in detailed.
Though the idea was to do an end to end implementation i.e EC with integration to payroll; however in our case we have to use custom integration as ECP isn’t in scope. This blog is mostly related to higher duty solution in EC.
Reference
Implementation guide
Recent blogs on higher duty by Prasad Hariharan
Prerequisite of ECP (Employee Central Payroll)
Enabling Industry feature and higher duty in provisioning states few Prerequisites. One of them is Employee Central Payroll. However, we have discovered and have a confirmation from SAP service desk that Higher Duty solution can be implemented in EC without ECP. If non-EC Payroll system is used then a custom integration will be needed.
Enable Higher Duty or Temporary Assignment — requires “Industry Features”, “Enable Employee Central Payroll - requires a license for Employee Central Payroll”, “Employee Central V2 (i.e., Event Reason Derivation)”, “Enable Generic Objects”, “Enable Translation of Employee Central Foundation Objects”, “Effective Dated Data Platform”, “Employee Profile data audit”, “Enable the Attachment Manager” and “Employee Central Foundation Objects”
Standard P2P integration used for integration data from EC to ECP supports integrating higher duty record to infotype 0509. However, a customer should have public sector solution activated in ECP if they intend to use IT0509 for higher duty.
Responsibility Type – there are 3 different responsibility types (for details refer to blog by Prasad) for Higher duty. I have added some additional information
Individual Contributor: The employee won’t have any delegations or responsibilities related to the directs (if any) of the position for which the higher duty is created.
Only Delegation: The employee will have only delegations of the incumbent of the position for which the higher duty is created, but not other responsibilities such as talent management aspects.
Full Responsibility: The employee will have complete responsibility of the new assignment position including talent management aspects related to the directs of the position for which the higher duty is created.
Position Management – Note the impacts to position field and position data.
Assignment of New company - is a field in employment info which needed for higher duty. if the field is hidden or sufficient permission isn't available then a user will not be able to create for higher duty record. We observed the the form freeze before the job information.
Higher Duty Allowances Calculation - Allowance are calculated at the end after the workflow is approved.
At the time of higher duty record creation fields such as Nominal reference salary, Higher Duty reference salary and the currency are not populated. After the submission, when the workflow is generated; values in these fields will be displayed.
Compensation section of workflow will not display the calculated value. On approval of workflow compensation record gets update with salary difference.
High duty allowance is derived from pay scale. The difference between the nominal pay scale and higher position pay scale will be the higher duty allowance.
Calculation can either be Base only or Base and allowance. These are maintained against the pay component group.
For allowance – generic allowance covered in the award agreement would be maintained against pay component group.
Multiple configuration - There cannot be multiple configurations for higher duty i.e. there can be only one pay component group for base and annualized salary. Configuration cannot be country or region specific.
Manage data - Higher Duty or Temporary Assignment Configuration
Higher Duty Start date – Once a higher duty record is created; start date of higher duty record cannot be changed. Alternatively, a record of higher duty can be deleted and recreated if needed.
Take Action – Manage Higher Duty/ Temporary Assignment
User accessing their records – Person on higher duty will have more than 1 profile in the system. Their personal and basic information will be same between the nominal and higher duty profile. Job will hold details related to their employment and assignment.
Compensation info for higher duty profile will hold only the higher duty allowance. Any other regular payment will be maintained in their nominal profile.
Time Management – Employee continues to use the nominal profile for his/her time management i.e. applying for leave, timesheets. Higher duty profile would not contain any values for time management fields.
Ending or extending Higher Duty assignment can be performed by accessing the higher duty profile.
Take Action – Manage Higher Duty/ Temporary Assignment
Hope the above helps. If you have any questions do let me know.
Sanjay Wadhwani
Though the idea was to do an end to end implementation i.e EC with integration to payroll; however in our case we have to use custom integration as ECP isn’t in scope. This blog is mostly related to higher duty solution in EC.
Reference
Implementation guide
Recent blogs on higher duty by Prasad Hariharan
- Higher Duty Allowance in Workflows
- Common questions and scenarios in Higher Duty or Temporary Assignment
- Use cases for choosing the different types of Higher Duty or Temporary Assignment
Prerequisite of ECP (Employee Central Payroll)
Enabling Industry feature and higher duty in provisioning states few Prerequisites. One of them is Employee Central Payroll. However, we have discovered and have a confirmation from SAP service desk that Higher Duty solution can be implemented in EC without ECP. If non-EC Payroll system is used then a custom integration will be needed.
Enable Higher Duty or Temporary Assignment — requires “Industry Features”, “Enable Employee Central Payroll - requires a license for Employee Central Payroll”, “Employee Central V2 (i.e., Event Reason Derivation)”, “Enable Generic Objects”, “Enable Translation of Employee Central Foundation Objects”, “Effective Dated Data Platform”, “Employee Profile data audit”, “Enable the Attachment Manager” and “Employee Central Foundation Objects”
Standard P2P integration used for integration data from EC to ECP supports integrating higher duty record to infotype 0509. However, a customer should have public sector solution activated in ECP if they intend to use IT0509 for higher duty.
Responsibility Type – there are 3 different responsibility types (for details refer to blog by Prasad) for Higher duty. I have added some additional information
Individual Contributor: The employee won’t have any delegations or responsibilities related to the directs (if any) of the position for which the higher duty is created.
- Employee will have a parallel profile with Position field blank. No subordinates are reported to person performing higher duty.
- System will calculate higher duty allowance. i.e. the difference between higher duty salary and nominal salary.
Only Delegation: The employee will have only delegations of the incumbent of the position for which the higher duty is created, but not other responsibilities such as talent management aspects.
- Employee will have a parallel profile with Position field blank. No subordinates are reported to person performing higher duty.
- System will calculate higher duty allowance. i.e the difference between higher duty salary and nominal salary.
- Subordinates of incumbent position will continue to report to the same manager but the person on higher duty will receive the workflows for approval but will not have access to talent manage modules such performance appraisal forms.
Full Responsibility: The employee will have complete responsibility of the new assignment position including talent management aspects related to the directs of the position for which the higher duty is created.
- Employee will have a parallel profile with value in Position field. Position will be shared with the original incumbent and person performing higher duty.
- System will calculate higher duty allowance. i.e the difference between higher duty salary and nominal salary.
- Subordinates of incumbent position will to report to the person performing higher duty. Their job information will reflect the change.
- Person on higher duty will receive the workflows for approval and will have access to talent manage modules such performance appraisal forms.
Position Management – Note the impacts to position field and position data.
- When Individual Contributor or Only Delegation option is used for higher duty; then the position field in the higher duty should be left blank. In such cases position will be set not mandatory or can be controlled by business rule with decision based on event reason.
- When ‘Full Responsibility’ option is selected then position is shared between the incumbent holder and person performing higher duty. In such case Position should be set to allow multiple holders. Multiple People Allowed = Yes.
Assignment of New company - is a field in employment info which needed for higher duty. if the field is hidden or sufficient permission isn't available then a user will not be able to create for higher duty record. We observed the the form freeze before the job information.
New Assignment Company field
Higher Duty Allowances Calculation - Allowance are calculated at the end after the workflow is approved.
At the time of higher duty record creation fields such as Nominal reference salary, Higher Duty reference salary and the currency are not populated. After the submission, when the workflow is generated; values in these fields will be displayed.
Workflow for Higher Duty - 1
Compensation section of workflow will not display the calculated value. On approval of workflow compensation record gets update with salary difference.
Workflow for Higher Duty - 2
High duty allowance is derived from pay scale. The difference between the nominal pay scale and higher position pay scale will be the higher duty allowance.
Compensation Info
Calculation can either be Base only or Base and allowance. These are maintained against the pay component group.
For allowance – generic allowance covered in the award agreement would be maintained against pay component group.
Pay Compensation Group
Multiple configuration - There cannot be multiple configurations for higher duty i.e. there can be only one pay component group for base and annualized salary. Configuration cannot be country or region specific.
Manage data - Higher Duty or Temporary Assignment Configuration
Higher Duty Start date – Once a higher duty record is created; start date of higher duty record cannot be changed. Alternatively, a record of higher duty can be deleted and recreated if needed.
Take Action – Manage Higher Duty/ Temporary Assignment
User accessing their records – Person on higher duty will have more than 1 profile in the system. Their personal and basic information will be same between the nominal and higher duty profile. Job will hold details related to their employment and assignment.
Compensation info for higher duty profile will hold only the higher duty allowance. Any other regular payment will be maintained in their nominal profile.
Profile Selection
Time Management – Employee continues to use the nominal profile for his/her time management i.e. applying for leave, timesheets. Higher duty profile would not contain any values for time management fields.
Job Info - Time Information
Ending or extending Higher Duty assignment can be performed by accessing the higher duty profile.
Take Action – Manage Higher Duty/ Temporary Assignment
Hope the above helps. If you have any questions do let me know.
Sanjay Wadhwani
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