BEACON human resources and payroll system : fiscal brief - Page 1 |
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Fiscal Research Division Fiscal Brief Executive Summary Information Technology BBEEAACCONN HHuummaann RRees ssoouur rrccees ss aanndd PPaayyr rrool ll l ll SSyys ss t tteemm September 17, 2008 BEACON – Building Enterprise Access for North Carolina's Core Operation Needs The BEACON Human Resources ( HR)/ payroll system is the HR/ payroll system for approximately 90,000 State employees. Beginning in early June 2008, local print and television media began reporting problems with the new system. The problems included reports of pay shortages for overtime, shift premiums, etc., incorrect leave accruals, and resolution issues for some employees. As a result of these media reports and several inquiries from legislators, the Fiscal Research Division ( FRD) has reviewed the reported post-implementation issues with the Office of State Controller. Staff has also interviewed several agencies and departments relative to the BEACON HR/ payroll system. These agencies and departments include the Department of Health and Human Services, Department of Correction, Department of Transportation, the Office of Administrative Hearings, the Community Colleges System Office, and the Department of Insurance. While there have been some issues with the proper crediting of leave and in some instances supplemental pay, it appears the system is generating base pay correctly for all employees and supplemental pay correctly for the majority of employees when agency time administrators or supervisors have entered/ approved time by payroll cut- off dates. Please see the complete report for background information and our findings. Background: In 2001, the General Assembly authorized a State Business Infrastructure Study and directed the Office of State Controller ( OSC) to determine the feasibility of developing and implementing a new business infrastructure ( human resources/ payroll, budgeting, accounting, revenue collection, cash management, investments, and other business functions) for the State. The study commenced in February 2003 under the direction of OSC with assistance from the Office of State Budget and Management, the Office of Information Technology Services, the Office of State Personnel, and the Department of Transportation. Completed on October 31, 2003, the study concluded that continued use of the current business systems may adversely impact the fiscal integrity of State government as well as the efficiency and effectiveness of its operations. This conclusion was based in part upon findings that the legacy systems supporting the State's core business functions were over twenty years old with limited functionality. These systems rely on dated technology, do not communicate well with each other, are difficult to change for new operational requirements, and are hard to operate and maintain. Moreover, they are at risk of failure due to age, withdrawal of vendor support and the loss of experienced personnel that are reaching retirement age. The General Assembly subsequently approved the recommendation to move forward with an Enterprise Resource Planning solution to develop one integrated system. The adopted strategy
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Title | BEACON human resources and payroll system : fiscal brief - Page 1 |
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Full Text | Fiscal Research Division Fiscal Brief Executive Summary Information Technology BBEEAACCONN HHuummaann RRees ssoouur rrccees ss aanndd PPaayyr rrool ll l ll SSyys ss t tteemm September 17, 2008 BEACON – Building Enterprise Access for North Carolina's Core Operation Needs The BEACON Human Resources ( HR)/ payroll system is the HR/ payroll system for approximately 90,000 State employees. Beginning in early June 2008, local print and television media began reporting problems with the new system. The problems included reports of pay shortages for overtime, shift premiums, etc., incorrect leave accruals, and resolution issues for some employees. As a result of these media reports and several inquiries from legislators, the Fiscal Research Division ( FRD) has reviewed the reported post-implementation issues with the Office of State Controller. Staff has also interviewed several agencies and departments relative to the BEACON HR/ payroll system. These agencies and departments include the Department of Health and Human Services, Department of Correction, Department of Transportation, the Office of Administrative Hearings, the Community Colleges System Office, and the Department of Insurance. While there have been some issues with the proper crediting of leave and in some instances supplemental pay, it appears the system is generating base pay correctly for all employees and supplemental pay correctly for the majority of employees when agency time administrators or supervisors have entered/ approved time by payroll cut- off dates. Please see the complete report for background information and our findings. Background: In 2001, the General Assembly authorized a State Business Infrastructure Study and directed the Office of State Controller ( OSC) to determine the feasibility of developing and implementing a new business infrastructure ( human resources/ payroll, budgeting, accounting, revenue collection, cash management, investments, and other business functions) for the State. The study commenced in February 2003 under the direction of OSC with assistance from the Office of State Budget and Management, the Office of Information Technology Services, the Office of State Personnel, and the Department of Transportation. Completed on October 31, 2003, the study concluded that continued use of the current business systems may adversely impact the fiscal integrity of State government as well as the efficiency and effectiveness of its operations. This conclusion was based in part upon findings that the legacy systems supporting the State's core business functions were over twenty years old with limited functionality. These systems rely on dated technology, do not communicate well with each other, are difficult to change for new operational requirements, and are hard to operate and maintain. Moreover, they are at risk of failure due to age, withdrawal of vendor support and the loss of experienced personnel that are reaching retirement age. The General Assembly subsequently approved the recommendation to move forward with an Enterprise Resource Planning solution to develop one integrated system. The adopted strategy |