CMB2Tracking HR and BT - HM

HR - Tracking Benefits
and Human Resources

Handout Manual
V08021075120PR185CMB2
2010 ADP, Inc.
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The ADP Logo is a registered trademark of ADP, Inc. ADP Workforce Now is a trademark of ADP, Inc.
All other trademarks and service marks are the property of their respective owners.
2010 ADP, Inc. and its licensors. All rights reserved.

The information contained herein constitutes proprietary and confidential information of ADP. It must not be copied,
transmitted, or distributed in any form or by any means, electronic, mechanical, or other, including photocopy or
recording, or through any information storage and retrieval system, without the express written permission of ADP.
PREFACE
Contents
Course Introduction
Course Purpose....................................................................................................... 1
Course Objectives .................................................................................................. 1
Course Agenda ....................................................................................................... 2
Part 1: Benefits Tracking
Module 1 Introduction................................................................................................1-1
Topics..................................................................................................................1-1
Logging On.................................................................................................................1-2
Overview .............................................................................................................1-2
Activity: Logging On ..........................................................................................1-2
Overview of Benefits Tracking ..................................................................................1-3
What Is Benefits Tracking?.................................................................................1-3
Implementation Tasks ................................................................................................1-4
Benefits Tracking Implementation Checklist......................................................1-4
Activity: Setting Up Benefits Tracking...............................................................1-5
Viewing Online Help for Benefits Tracking Job Aid..........................................1-8
Key Points ...........................................................................................................1-9
Module 1 Summary ..................................................................................................1-10
Knowledge Check .............................................................................................1-10
Module 2: Creating Benefit Plans
Topics..................................................................................................................2-1
Overview Benefit Plans and Types .........................................................................2-2
What Is a Benefit Plan?.......................................................................................2-2
Benefit Plan Types ..............................................................................................2-2
What Is a Benefit Provider? ................................................................................2-3
Setting Up Your Benefit Plan.....................................................................................2-4
What Is the Benefit Tracking Wizard?................................................................2-4
Ativity: Viewing a Benefit Plan Job Aid.............................................................2-4
Activity: Creating a Benefit Plan ........................................................................2-5
Setting Up a Retirement Plan Job Aid...............................................................2-10
Activity: Setting Up a Life Insurance Plan as a Company- Paid Benefit..........2-12
Fields Used in Benefit Plans .............................................................................2-14
Creating Your Own Benefit Plans.....................................................................2-17
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PREFACE
Practice: Setting Up an FSA Plan......................................................................2-19

Practice Results: Setting Up an FSA Plan.........................................................2-20
Debrief...............................................................................................................2-21
Key Points .........................................................................................................2-22
Module 2 Summary ..................................................................................................2-23
Knowledge Check .............................................................................................2-23
Module 3: Enrolling Employees and Dependents and Assigning Beneficiaries
Topics..................................................................................................................3-1
Overview The Benefit Enrollment Process .............................................................3-2
Description ..........................................................................................................3-2
Guidelines for Implementation............................................................................3-2
Viewing an Employee's Enrollment Job Aid ......................................................3-2
Activity: Enrolling an Employee in a Plan..........................................................3-3
Viewing an Employee's Deductions Job Aid ......................................................3-5
Impact on Employee Payroll Deductions............................................................3-5
Dependent and Beneficiary Records ...................................................................3-6
Activity: Enrolling a Dependent..........................................................................3-7
Activity: Assigning a Beneficiary .......................................................................3-9
Key Points .........................................................................................................3-10
Module 3 Summary ..................................................................................................3-11
Knowledge Check .............................................................................................3-11
Module 4: Workshop
Topics..................................................................................................................4-1
Workshop ...................................................................................................................4-2
Setting Up Benefit Plans and Enrolling an Employee.........................................4-2
Workshop Results.......................................................................................................4-5
Create a Benefit Provider ....................................................................................4-5
Create a Benefit Plan...........................................................................................4-6
Enroll Employees and Dependents......................................................................4-7
Debrief.................................................................................................................4-8
Part 1 Closing (VC Only) ...........................................................................................4-9
Part 2 Preview .....................................................................................................4-9
Additional Training .............................................................................................4-9
Training Evaluation...........................................................................................4-10
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PREFACE
Part 2: Modifying Benefit Plans and Generating Reports

Module 5: Updating or Ending Benefit Plans and Enrollments
Topics..................................................................................................................5-1
Benefit Plan Review ...................................................................................................5-2
Activity: Guided Practice: View an Existing Benefit Plan and Enrollment........5-2
Updating Benefit Plans...............................................................................................5-3
Modifying a Benefit Plan ....................................................................................5-3
What Is a Mass Update?......................................................................................5-4
Initiating a Mass Update .....................................................................................5-4
Viewing an Existing Enrollment Job Aid............................................................5-5
Activity: Running a Mass Update .......................................................................5-5
Viewing an Updated Deduction Job Aid.............................................................5-6
Ending Benefit Plans...........................................................................................5-7
Activity: Ending a Benefit Plan ..........................................................................5-8
Reassigning a Deduction Code ...........................................................................5-8
Modifying Enrollments ..............................................................................................5-9
Why Would You Modify an Enrollment?...........................................................5-9
Ending an Enrollment........................................................................................5-10
Ending a Dependent's Enrollment or Beneficiary's Assignment.......................5-10
Viewing Enrollment Information Job Aid.........................................................5-11
Activity: Ending an Employee's Enrollment .....................................................5-11
Viewing Updated Enrollment Information Job Aid ..........................................5-12
Deleting Enrollments.........................................................................................5-13
COBRA Events .................................................................................................5-14
Viewing a COBRA Contact Job Aid.................................................................5-14
Activity: Creating a COBRA Event ..................................................................5-15
Key Points .........................................................................................................5-16
Module 5 Summary ..................................................................................................5-17
Knowledge Check .............................................................................................5-17
Module 6: Reporting on Benefits Tracking
Topic ...................................................................................................................6-1
Reporting on Benefits Tracking .................................................................................6-2
Benefit Tracking Audit Reports ..........................................................................6-2
Viewing an Audit Report Job Aid.......................................................................6-3
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PREFACE
Using Your Reporting Tool.................................................................................6-3

Module 6 Summary.............................................................................................6-4
Module 7: Workshop
Topics..................................................................................................................7-1
Workshop ...................................................................................................................7-2
Changing an Existing Benefit Plan and Creating a COBRA Event ....................7-2
Workshop Results.......................................................................................................7-3
Change Coverage-Level Details Results.............................................................7-3
Vision Care Benefit Plan Summary Results........................................................7-3
Change to Employee Premium............................................................................7-4
Frank Cavallo Termination Results.....................................................................7-5
COBRA Event Results ........................................................................................7-5
Frank Cavallo Summary Results.........................................................................7-6
Debrief.................................................................................................................7-7
Exploring ADP Workforce Now ................................................................................7-8
Overview .............................................................................................................7-8
Accessing ADP Workforce Now Job Aid...........................................................7-8
Navigating ADP Workforce Now Job Aid........................................................7-10
Part 2 Closing (VC Only) .........................................................................................7-12
Part 3 Preview ...................................................................................................7-12
Additional Training ...........................................................................................7-12
Continuing Education Credits ...........................................................................7-12
HR - Tracking Benefits and Human Resources (75120)...................................7-14
Part 3: Human Resource eXpert
Module 8: Implementing Human Resource eXpertModule Introduction...................................................................................................8-1
Topics..................................................................................................................8-1
Overview of HR .........................................................................................................8-2
What Is the HR Module?.....................................................................................8-2
HR Core Features ................................................................................................8-2
Implementation Overview ..........................................................................................8-3
Stages in Setting Up HR......................................................................................8-3
Enabling Human Resource eXpert Job Aid ........................................................8-4
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PREFACE
User Profiles ...............................................................................................................8-5

What Is a User Profile? .......................................................................................8-5
Activity: Modifying a User Profile .....................................................................8-5
H/R Administrator Profile Defaults ....................................................................8-6
Validation Tables........................................................................................................8-8
What Is a Validation Table?................................................................................8-8
Activity: Reviewing Validation Tables...............................................................8-8
Validation Table Categories................................................................................8-9
Viewing Online Help for Validation Tables Job Aid........................................8-10
Activity: Updating a Validation Table ..............................................................8-10
What Is Meant by Assigning a Business Unit to an Employee? .......................8-11
Activity: Assigning a Business Unit to an Employee .......................................8-11
Required Fields.........................................................................................................8-12
What Fields Are Required in HR? ....................................................................8-12
mplementation Reports and Pages ....................................................................8-12
Viewing the Required Fields Page Job Aid.......................................................8-13
Activity: Running the Required Fields Report..................................................8-14
Activity: Viewing the Terminated Employees Page .........................................8-15
Key Points .........................................................................................................8-15
Module 8 Summary ..................................................................................................8-16
Knowledge Check .............................................................................................8-16
Module 9: Tracking Human Resource Information
Topics..................................................................................................................9-1
HR Tracking ...............................................................................................................9-2
Entering Statutory Compliance and Other HR Data ...........................................9-2
Statutory Compliance .................................................................................................9-3
What Is Statutory Compliance Information?.......................................................9-3
Entering Statutory Compliance Information Job Aid..........................................9-3
Viewing Online Help for HR Pages Job Aid ......................................................9-3
Practice: Entering Statutory Compliance Information ........................................9-4
Practice Results: Entering Statutory Information................................................9-6
Debrief.................................................................................................................9-7
Other HR Information ................................................................................................9-8
What Is Included in Other HR Information?.......................................................9-8
Activity: Entering Company Property.................................................................9-8
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PREFACE
Activity: Entering a Certification ........................................................................9-9

Custom User-Defined Fields ...............................................................................9-9
Activity: Creating and Assigning a Custom User-Defined Field ......................9-10
Performance Management........................................................................................9-12
What Is Performance Management? .................................................................9-12
Understanding the Performance Management Process .....................................9-13
Templates and Rating Scale ..............................................................................9-15
Creating a Performance Management Plan Job Aid..........................................9-15
Activity: Creating and Assigning a Performance Management Plan ................9-16
Activity: Completing the Performance Review ................................................9-18
Practice: Creating and Assigning a Performance Plan ......................................9-20
Practice Results: Creating and Assigning a Performance Plan .........................9-21
Debrief...............................................................................................................9-24
HR Employee Reports with Human Resource eXpert Enabled ........................9-25
HR Employee Reports with or without Human Resource eXpert Enabled.......9-27
Viewing Online Help for Reports Job Aid........................................................9-27
Practice: Running an HR Report .......................................................................9-28
Debrief...............................................................................................................9-29
Key Points .........................................................................................................9-30
Exploring ADP Workforce Now ..............................................................................9-31
Overview ...........................................................................................................9-31
Accessing ADP Workforce Now Job Aid.........................................................9-31
Navigating ADP Workforce Now Job Aid........................................................9-32
Module 9 Summary ..................................................................................................9-34
Knowledge Check .............................................................................................9-34
Course Closing .........................................................................................................9-35
Course Objectives .............................................................................................9-35
Important Information .......................................................................................9-35
Continuing Education Credits ...........................................................................9-35
HR - Tracking Benefits and Human Resources (75119)...................................9-36
Next Steps .........................................................................................................9-38
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HANDOUT MANUAL
Course Introduction
Course Purpose
This course prepares you to use benefits tracking to manage and report on benefit plans and
enrollments, as well as to maintain and report on Government Compliance and other human
resource information.
Course Objectives
Upon completing this course, you will be prepared to:
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Set up and maintain benefit plans
Set up and maintain benefit enrollments
Report on benefit enrollments
Maintain Government Compliance and other human resource information
Report on Government Compliance and other human resource information
V08021075120PR185CBM2
HANDOUT MANUAL
Course Agenda
Part
Modules
Module 1: Getting Started with Benefits Tracking

Module 3: Enrolling Employees and Dependents
and Assigning Beneficiaries
Module 4: Workshop
Part 2: Modifying Benefit Plans and Generating

Reports
Module 5: Updating or Ending Benefit Plans and

Enrollments
Module 7: Workshop
Module 8: Implementing Human Resource eXpert

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V08021075120PR185CBM2
HR - Tracking Benefits and Human Resources

Handout Manual
PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING
HANDOUT MANUAL
Part 1 Introduction
In This Part:
Module 3: Enrolling Employees and Dependents and Assigning Beneficiaries
Module 4: Workshop
Module 1 Introduction
Topics
This module includes the following topics:
Logging On
Overview of Benefits Tracking
Implementation Tasks
Summary
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Logging On
Overview
To log on, you will need the following:
Digital certificate
User ID
Password
Activity: Logging On
Instructions
Step
Action
Enter the following URL: https://portal.adp.com
On the Portal page, click Administrator Login.

Result: You are prompted to select your digital certificate.
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Select your digital certificate and click OK.
Enter you user name and password and click OK.
Click My ADP.
Click Pay eXpert.
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Overview of Benefits Tracking

What Is Benefits Tracking?
Benefits Tracking is a core feature of the HR module that enables you to manage benefits and
enrollment information.
Examples
Benefits Tracking streamlines the benefits administration process by enabling you to manage
benefits and the enrollment process. With Benefits Tracking, you can:
Define and manage benefit providers
Define and manage benefit plan information, including
Coverage levels
Benefit costs and premiums
Plan start dates and end dates
Enroll employees in benefit plans
Manage dependent and beneficiary information
Manage dependent and beneficiary enrollment information
Manage benefit plan payroll deductions
Generate audit reports
Use your reporting tool to create ad hoc reports
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Implementation Tasks
Benefits Tracking Implementation Checklist
Overview
Before you can use Benefits Tracking, you must perform several setup tasks. Although
Benefits Tracking has already been activated, you should be familiar with the four stages
required to set up Benefits Tracking.
Description
These stages are required in setting up Benefits Tracking:
Stage
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Description
Activate Benefits Tracking.
Create or modify user profiles.
Set up validation tables.
Create benefit providers and plans.
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Activity: Setting Up Benefits Tracking

Instructions: Part 1 Activate Benefits Tracking
These steps are for reference only, as Human Resource eXpert and Benefits have already been
activated. Review each of these steps:
Step
Action
Click Setup.
Under General, select System Options.
Notice that both Human Resource Expert and Benefits Tracking have been selected.
Click Save.
Important Information Masking the Social Security Number

To address privacy concerns about the use and display of social security numbers, you can
choose to mask or hide social security numbers for employees and their dependents and
beneficiaries.
For each user profile, you select how you want to display social security numbers within the
application and on reports. The options, found in the SSN Display section of the User Profiles
page, are as follows:
No Display: XXX-XX-XXXX
Masked Display: XXX-XX-6789 (default)
Full Display: 123-00-6789
Note: When Masked Display or No Display is selected for a user profile, searching and sorting
by social security number is not available throughout the application.
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Instructions: Part 2 Modify User Profiles

Step
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Action
Click Setup.
Under Users, select User Profiles.
In the User Profile Name column, click the H/R Administrator link.
Under SSN Display, make sure that Masked Display (XXX-XX-7689) is selected for the user
interface and reports.
Select the Setup tab.
On the Setup page, click to select Benefits Tracking, if needed.
Click Done.
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Instructions: Step 3 Set Up Validation Tables

Step
Action
Click Setup.
Under General, select Validation Tables.
Select Benefits.
Select Cobra Qualifying Event.
Add the desired values.
Click Back to Validation Tables Menu.
Important Information
The following table lists validation tables used in Benefits Tracking:
Core Feature
Validation Table
Benefits
Benefit Providers
Health and Welfare Type
Insurance Category
COBRA
COBRA Cost
COBRA Qualifying Event
COBRA Contacts
Personal
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Relationship
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Viewing Online Help for Benefits Tracking Job Aid

Scenario
In this demonstration, you will see how to access context-sensitive help, as well as how to
access the Benefits Tracking Setup Guide.
Instructions: Part 1 Online Help (Support Center)

Step
1
Action
From any page in the application, click the Help icon (question mark).
Result: Page Help displays.
The Contents tab displays a Table of Contents for the Help System.
Select a topic.
Click the X in the upper-right corner to close the window.
Instructions: Part 2 Online Help (Guides)

Step
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Action
From any page in the application, click the Support Center icon.
Select Product Documentation > Payroll Products > Pay eXpert.
Select Guides.
On the ADP Support Center page, select Training > Product Training.
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Additional Resources
Another way to access the Support Center is to go to https://support.adp.com.
Key Points
Implementing benefits tracking is a four-stage process:
1. Activate Benefits Tracking.
2. Create or modify user profiles.
3. Set up validation tables.
4. Create benefit plans and providers.
Social security number masking is an attribute of the user profile.
Define all Benefits Tracking validation tables except the COBRA Qualifying
Event table.
Online Help and the Benefits Tracking Setup Guide provide assistance on setting up
your benefit plans.
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Module 1 Summary
Knowledge Check
1. What is the most likely reason a user would be unable to see benefit plans?
a. They have activated Benefits Tracking but not Human Resource eXpert.
b. They need to start a new payroll cycle.
c. They do not have access to system-level tables.
d. They need to be granted access based on their user profile.
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Handout Manual
PART 1 > MODULE 2: CREATING BENEFIT PLANS
HANDOUT MANUAL
Topics
Overview - Benefit Plans and Types
Setting Up Your Benefit Plan
Summary
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Overview Benefit Plans and Types

What Is a Benefit Plan?
In Benefits Tracking, a benefit plan describes the actual benefit. For example, a benefit plan
contains information such as a PPO, with coverage levels, costs to the employer and employee,
provider information, and plan start and end dates.
Benefit Plan Types

Overview
You can set up five types of benefit plans in Benefits Tracking.
Types and Descriptions

The following table describes the plan types and definitions, the existing plans in the training
database, and the new plans that you will create.
Plan Type
Health & Welfare
Description
Provides medical,
surgical, or hospice
care
Existing Plans
New Plans
Aetna Dental PPO
Cigna Medical
Indemnity
WellBeing Medical
HMO
Delta Dental DMO

Delta Dental PPO
Vision Care
AetnaCare
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Flexible Spending
Account (FSA)
Allows employees to
contribute pretax dollars
to a fund that pays for
certain healthcare or
dependent care
expenses not covered
by health and welfare
plans
Retirement and Savings
Allows employees to
contribute money to
retirement accounts or
other savings accounts
Insurance
Provides coverage in
the event of death or
disability. They are
defined within Human
Resource eXpert as
benefit plans for all
nonmedical insurance
plans.
Miscellaneous
A benefit plan that does

not fall into any of the
other four categories
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Dependent Care FSA
Health Care FSA
401(k)
Personal Accident
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What Is a Benefit Provider?

The benefit provider is the organization that provides services for a benefit plan.
A benefit provider is usually a third party such as an insurance carrier. The benefits
administrator is responsible for adding benefit providers to the system.
The benefit providers added will later be associated with the benefit plans the provider
supplies. A benefit provider can be associated with multiple benefit plans.
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Setting Up Your Benefit Plan

What Is the Benefit Tracking Wizard?
Benefits Tracking provides a wizard to guide you through the process of creating a new benefit
plan. The wizard presents up to six different steps to ensure that you capture the needed data.
The exact number of steps in the wizard depends on the type of benefit plan you are creating.
For example, when you create a medical benefit plan, six steps are required. However, a
retirement plan requires only five steps. In each case, the wizard presents the exact number of
steps required to create the plan.
Activity: Viewing a Benefit Plan Job Aid

Scenario
Let's look at an existing benefit plan, Cigna Medical Indemnity.
Instructions
Step
Action
Review the benefit plan information.
Review the benefit plan details.
Review the coverage-level details:

Health & Welfare
Insurance
Miscellaneous
4
5
Review the selected company codes.

Review the deduction details.
Note: Deduction details are only available for certain plan types.
Review the Benefit Plan Summary.
You can edit the following information:
Plan information such as contact information
Plan details such as plan dates or policy information
Coverage-level details for health and welfare, insurance, and miscellaneous plans (for
example, coverage level, employee cost, or employer cost)
Deduction details such as deduction information at the coverage level or plan level,
depending on the type of plan
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Activity: Creating a Benefit Plan

Overview
Benefits Tracking provides a wizard to guide you through the benefit plan setup process.
Depending on the type of plan you select, you will be presented with up to six different steps.
Scenario
A new benefit plan, Aetna Dental PPO, is available to employees for the upcoming benefit
year. You need to add this dental plan to Benefits Tracking. You will also be creating a new
benefit provider.
Instructions: Step 1a Enter Benefit Plan Information

Step
Action
Click Setup.
Under Human Resources, select Benefit Plans.
Click Add New.
In the Plan Type field, select Health & Welfare.
Click Next.
In the Plan Name field, type Aetna Dental PPO.
In the Provider field, click the plus sign (+) next to the list.
Result: The validation table for a benefit provider displays.
Instructions: Step 1b Enter Benefit Provider Information

Step
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Action
In the Provider ID field, type 600540077.
In the Provider Name field, type Aetna PPO.
In the Street Address 1 field, type 8037 Colesville Rd.
In the City field, type Silver Spring.
In the State field, select Maryland.
In the ZIP Code/Postal Code field, type 20910.
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Instructions: Step 1c Enter Benefit Provider Contact Details

Step
Action
In the Contact Information area, Name field, type Linda Marks.
In the Title field, type Client Services Manager.
In the Email field, type Linda_Marks@aetnamd.com.
In the Phone Number field, type (301) 562-3800.

Note: When entering phone numbers and social security numbers, type the numbers without
any spaces or special characters. Once you leave the field, the system will automatically format
your entry.
Click Done.
Note: The Benefit Plan Information page displays.
6
7
In the Provider list, select Aetna PPO - 600540077.

In the Plan Start Date field, enter today's date.
Note: Use the shortcut key Y, D, or T as a shortcut to entering yesterday, today, or tomorrow's
date.
Click Next.
Instructions: Step 2 Enter Benefit Plan Details

Step
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Action
In the Health & Welfare Type field, select D-Dental.
In the Policy ID field, type 1156827.
In the Plan Number field, type 00876.
In the Group Number field, type 11579.
In the Cost Period field, select Monthly.
In the Deduct from Payroll field, select Primary Position.
Select Core Coverage, Pretax Deduction, Allow Dependents, COBRA Eligible, and HIPAA
Eligible.
Click Next.
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Instructions: Step 3 Enter Coverage Level Details

Step
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Action
Click Add New.
In the Coverage Level field, type Employee.
In the Employee Cost field, type 17.10.
In the Employer Cost field, type 193.86. Click Add New.
In the Coverage Level field, type Employee + 1.
In the Employer Cost field, type 298.34. Click Add New.
In the Coverage Level field, type Family.
10
In the Employer Cost field, type 462.53. Click Next.
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Instructions: Step 4 Select Company Codes

Step
Action
In Available Companies, select Geneva Entertainment.
Click the single arrow.
Click Next.
Instructions: Step 5 Enter Deduction Details

Step
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Action
In the Deduction field, select D-Dental-High Ded.
Click Apply.
Click Next.
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Instructions: Step 6 Review the Benefit Plan Summary

Step
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Action
Verify the accuracy of the data entered.
Click Done.
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Setting Up a Retirement Plan Job Aid

Overview
Not all benefit plans require six steps. In this demonstration of setting up a retirement plan,
observe how this setup differs from the Health and Welfare benefit type.
Scenario
The company offers a 401(k) plan which you must create. Prudential is the benefit provider for
this plan. The plan allows for a contribution maximum of 20 percent per year. The company
matches up to 3 percent of an employees salary.
Instructions: Step 1 Enter Benefit Plan Information

Step
Action
Click Add New.
The plan type is Retirement and Savings.
Indicate the plan name.
Indicate the plan provider.
Click Next to begin entering benefit plan details.

Step
Action
Enter the plan start date.
Indicate whether a dollar or percentage deduction will be used.
Enter the employee contribution and the employer matching contribution.
Select whether the plan allows beneficiaries and pre-tax deductions, and whether it is a defined
contribution plan. Select Primary Position.
Click Next to begin entering company codes.
Instructions: Step 3 Select Company Codes

Step
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Action
Select the company code to which this benefit applies.
Click Next to begin entering the deduction details.
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Instructions: Step 4 Enter Deduction Details

Step
Action
Select the appropriate deduction code.
Click Next to begin reviewing the benefit plan summary.

Step
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Action
Click Done.
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Activity: Setting Up a Life Insurance Plan as a CompanyPaid Benefit

Overview
Now we will set up a life insurance plan as a company-paid benefit, which does not require an
employee contribution. Remember to select the Company Paid check box in step 2 of the
wizard.
Scenario
The company is now offering a basic life insurance plan as a company-paid benefit which you
must set up. This plan is being offered to employees, dependents, and beneficiaries.
Instructions: Step 1a Enter Benefit Plan Information

Step
Action
Click Setup.
Click Add New.
On the Add New Benefit Plan page, select Insurance.
Click Next.
In the Plan Name field, type Met Life.
Instructions: Step 1b Enter Benefit Provider Information

Step
1
Action
In the Provider field, click the plus sign (+) next to the list.
Result: The validation table for a Benefit Provider will display.
In the Provider ID field, type 24678.
In the Provider Name field, type Met Life.
Under Contact Information, in the Name field, type Bill Davis.
Click Done.
Result: The Benefit Plan Information page displays.
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In the Provider list, select Met Life - 24678.
In the Plan Start Date field, enter today's date.
Click Next.
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Step
Action
In the Insurance Plan Category field, select Basic Life Insurance.
Under Plan Options, select Company Paid.

Result: The message, "Because the Company Paid Indicator is Yes, you cannot assign
Deduction codes to this plan" displays.
Click OK.
Select Allow Beneficiaries.
Click Next.
Instructions: Step 3 Enter Coverage Level Details

Step
Action
On the Coverage Level Details page, click Add New.
In the Coverage Level field, type Employee.
Click Next.
Result: The Benefit Plan Summary page displays.

Step
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Action
Review the Benefit Plan Summary page.
Click Done.
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Fields Used in Benefit Plans

Overview
The following table provides descriptions of the fields used in the Benefit Plans.
Fields and Descriptions

Field
Description
Plan End Date
This is the date when a benefit plan will no longer

be available for enrollment.
Note: As soon as you populate the Plan End Date
field, the plan ends immediately regardless of the
date you entered. Employees cannot be enrolled in
the plan, and active employee enrollments will also
end. This occurs regardless of whether the entry is
a past, current, or future date.
Deduct from Payroll
The value entered determines whether you can

assign deductions to the benefit plan. It also
controls the position from which to deduct.
If None is selected, the benefit cost is not
deducted from an employees pay; no deduction
codes can be assigned.
If Primary Position is selected, the deductions are
associated with the position that is designated as
the employees primary position.
Note: For retirement and savings plans with
percentage contributions, the option All Payrolls is
available. If All Payrolls is selected, retirement and
savings contributions will be taken from all the
employees positions, not just the primary position.
Company Paid
This field indicates that the benefit is paid by the

company. If this field is selected, deduction codes
cannot be assigned to the plan.
Note: This field is available for insurance plans
only.
Cost Period
This field indicates the period associated with the

employee cost or contribution amount that is
entered in step 3. You can enter employee costs
or contribution amounts based on annual, monthly,
or per-pay-period cost periods.
This field must be populated if at least one
deduction code is assigned to the plan.
Note: If this field is populated, the Employee Cost
field in step 3 must also be populated.
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Fields and Descriptions (Continued)

Field
Description
Defined Contribution Plan
This field indicates the plan is one to which

employees contribute, such as a Retirement and
Savings plan. This field is for recordkeeping
purposes only.
Core Coverage
Selecting this option indicates that this plan is

available to all employees who meet general
eligibility requirements. This field is for
recordkeeping only.
Annual Enrollment Required
Selecting this option indicates that the employees

election in this plan expires at the end of each plan
year. This field is for recordkeeping only and will
not be used to re-enroll employees.
Pretax Deduction
Selecting this option indicates that the employees

contribution or premium is taken from pretax
dollars. This field is for recordkeeping only and is
not used to determine the deduction calculation.
COBRA Eligible
Selecting this option indicates that the plan is

eligible for COBRA. Choosing this option does not
enable COBRA compliance reporting.
Note: You must select this option to ensure the
benefit plan is available when generating COBRA
continuation letters.
HIPAA Eligible
Selecting this option indicates that the plan is

HIPAA eligible.
Allow Dependents
Selecting this option indicates that dependents can

be assigned to enrollments in this plan. This option
is only available for Health & Welfare, Insurance,
and Miscellaneous type plans.
If this field is selected when you enroll the
employee, you can select the employees
dependents.
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Fields and Descriptions (Continued)

Field
Description
Allow Beneficiaries
Selecting this option indicates that beneficiaries

can be assigned to enrollments in this plan. This
option is available only for Insurance, Retirement
and Savings, and Miscellaneous plan types.
If this field is selected when you enroll the
employee, you can select the employees
beneficiaries.
Eligibility/Plan Comments
When creating a plan, you can enter eligibility

comments, plan comments, or both. Human
Resource eXpert does not have the ability to
identify eligibility rules.
You can enter up to 254 characters in the
Eligibility/Plan Comments fields.
Employee Cost
This value is the premium the employee must pay

for this benefit plan for the cost period entered in
the previous step.
For example, if the cost period selected in step 2 is
Annual, enter the annual employee premium. If the
cost period entered in step 2 is Per Pay Period,
enter the per-pay-period amount the employee
would pay.
Based on what you enter in the Employee Cost
field, the application will automatically calculate the
correct amount to deduct from the employees
paycheck.
A change in pay frequency may affect an
employees deduction amounts. If the change does
affect deduction amounts, these amounts will be
recalculated automatically.
Employer Cost
This value is the premium your company must pay

for this benefit plan for the cost period entered in
the previous step.
For example, if the cost period selected in step 2 is
Annual, enter the annual employer premium. If the
cost period entered in step 2 is Per Pay Period,
enter the per-pay-period amount your company
would pay.
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Creating Your Own Benefit Plans

Overview
There are a number of key factors that need to be considered when creating your own benefit
plans.
Guidelines Benefit Plans

Type
Health and Welfare Plans
Guidelines
Specific coverage levels must be established for all Health and
Welfare plans. Examples include:
- Employee
- Employee + 1
- Employee + Children
- Family
Premium costs and deduction codes are defined for each coverage
level.
When creating a medical plan for Open Enrollment, you must select
a provider and also enter the plans Group ID and the benefit
providers member services phone number.
FSA Plans
Contributions are determined at the individual enrollment level. You

may need to set up deduction goals for employees selecting FSA
plans.
Sometimes a partial deduction is required. For example, an
employee may enroll midway through the payroll cycle, so the
deduction should not be for the entire payroll cycle. The deduction
amount can be overridden during pay data entry for the current pay
period.
If you create an FSA plan for an upcoming Open Enrollment, the
cost period defaults to Annual.
Retirement and Savings Plans
If you are creating a percentage plan, use deduction codes 81

through 96.
Percentage deductions can be deducted from an employees
primary position payroll or from all of an employees positions.
Insurance Plans
Deduction codes for insurance plans are defined at the plan level,
while premium costs are defined at the individual enrollment level.
If the Company Paid field is set to Yes, no deduction codes can be
assigned.
Miscellaneous Plans
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Specific coverage levels must be established. Premium costs and

deduction codes are defined for each coverage level.
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Deduction Codes and Cost Periods

When using deduction codes, the following guidelines apply:
Payroll deductions are associated with the company code. Only assign deduction codes
to company codes that offer this benefit plan to employees.
Only scheduled deduction codes with the category Other can be assigned to a
benefit plan.
Once a deduction code is assigned to a benefit plan, you must assign it to an employee
through the enrollment process in Benefits Tracking. Do not assign a benefit-related
deduction manually on the employees payroll deduction page.
The type of cost period being used (for example, pay period) will determine how the deduction
code should be set up:
If the cost period is per pay period, then the deduction amount is set to the
employee cost.
For Health & Welfare plans with a cost period of per pay period, the number of times
deducted per year does not display.
If the cost period is annual or monthly, then a pay frequency table will display with the
number of times the benefit will be deducted per year. For example, for a weekly pay
frequency, a value of 52 displays in the Number of Times per Year field.
Best Practice
Run the Benefit Plan Summary audit report to determine which deduction codes are assigned
to benefit plans.
For additional information on setting up plans, refer to online Help and the Benefits Tracking
Setup Guide available on the ADP Support Center at https://support.adp.com.
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Practice: Setting Up an FSA Plan

Scenario
The healthcare FSA plan is available for the upcoming benefit year. The plan allows for a
minimum of $500 and maximum of $5,000 per year.
Instructions
Use the following information to set up the benefit plan:
Employment Details
Plan Name: Health Care FSA
Provider: Cigna
FSA Type: Health Care
Plan Number: 371152001
Plan Start Date: January 1 of next year
FSA Annual Minimum: 500
FSA Annual Maximum: 5,000
Annual Enrollment Required: Yes
Pretax Deduction: Yes
COBRA Eligible: Yes
HIPAA Eligible: Yes
Company: Geneva Entertainment
Deduction Code: F-FSA-Health
Online Help
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Practice Results: Setting Up an FSA Plan
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Debrief
Notes
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Key Points
Coverage-level details are required for Health and Welfare, Insurance, and
Miscellaneous benefits plans. Flexible Savings Accounts and Retirement/Savings plans
do not have coverage levels.
In a company-paid benefit plan, deduction codes are not used.
Validation tables for the benefit provider can be set up either before or during the
process of creating a benefit plan.
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Module 2 Summary
Knowledge Check
1. Coverage levels are required for which of the following plan types? Select all
that apply.
a. Health & Welfare
b. FSA
c. Retirement and Savings
d. Insurance
e. Miscellaneous
2. For the upcoming benefit year, your company is offering a new plan that offers assistance
with moving costs when transferring to a new company location. Which benefit plan type
does the administrator select when setting up the plan in Benefits Tracking?
a. Miscellaneous
b. Insurance
c. FSA
d. Retirement and Savings
3. Which of the following statements are true? Select all that apply.
a. Validation tables provide the contents for many of the fields in Benefits Tracking.
b. Validation tables can be either user-defined or system-defined.
c. When you create a benefit provider, you are adding an entry to a validation table.
d. Validation tables are associated with the individual user profile.
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Module 3: Enrolling Employees and Dependents
and Assigning Beneficiaries
Handout Manual
PART 1 > MODULE 3: ENROLLING AND ASSIGNING
HANDOUT MANUAL
Topics
Overview - The Benefit Enrollment Process
Summary
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Overview The Benefit Enrollment Process

Description
Once you have created your benefit providers and benefit plans, you are ready to enroll your
employees in the benefit plans. You can enroll employees in specific plans through the
Benefits Tracking feature, or you can import enrollment information from another application
or source.
Guidelines for Implementation

Scenario
Immediate Tasks
Future Tasks
You are setting up

plans for the upcoming
benefit plan year, but
you do not want the
deduction to begin until
the start of the new
benefit plan year.
Set up your plans without

deduction codes.
You have several new

employees who are
eligible for a benefit
plan after a specific
waiting period.
Enter the eligibility date.
Enroll your employees.
Enter the waiting period start

date.
When it is time to start taking the

deduction, assign deduction code(s) to
the plan.
When it is time to start taking the

deduction, remove the Do Not Deduct
option on the employees enrollment.
Select the Do Not Deduct

option when enrolling
employees.
Viewing an Employee's Enrollment Job Aid

Scenario
You can check an employee's benefit enrollments from the Employee Information page.
Instructions
Step
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Action
Select an employee.
From the Employee Information page, select Benefit Enrollments.
Click the benefit plan you want to view.
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Activity: Enrolling an Employee in a Plan

Scenario
An employee, Heather Duncan, has elected to enroll in AetnaCare for medical coverage. She
has chosen coverage for herself only no dependents will be included in this plan.
Instructions: Step 1 Enter Enrollment Information

Step
Action
Click Employee.
Under Employee Information, select Benefit Enrollments.
Click the Employee List.
In the Last Name - Quick Find field, type Dun* (including the asterisk as a wildcard).
Click Go.
Result: Heather Duncan's Benefit Enrollments page displays.
Click Add New.
In the Plan Name field, select AetnaCare.
Click Next.
Instructions: Step 2 Enter Enrollment Details

Step
Action
In the Eligibility Date field, enter todays date.
In the Enrollment Date field, enter todays date.
In the Coverage Level field, select Employee Only.
Click Next.
Note: Both the Waiting Period Start Date and the Eligibility Date fields are used for
recordkeeping only. If your benefit plan requires a 90-day waiting period, you can use these
fields to specify when the waiting period begins and ends. An entry in the Enrollment Date field,
which is automatically copied into the Original Enrollment Date field, will enroll the employee in
the benefit plan.
Instructions: Step 3 Enter Dependent/Beneficiary Information

Heather has selected the Employee coverage level so dependent information does not need to
be entered. Click Next to go on to the next step.
Instructions: Step 4 Enter Dependent Enrollment Details

This step will not display because in this case, there are no dependents. After you click Next in
Step 3, the Employee Enrollment Summary page displays (see Step 5).
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Instructions: Step 5 Review Employee Enrollment Summary

Step
Action
Click Done.
Best Practice
Run the Employee Enrollment audit report to determine which deduction codes are assigned to
benefit plans.
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Viewing an Employee's Deductions Job Aid

Overview
Once the employee is enrolled in the benefit plan, the deduction code associated with that plan
is automatically assigned to the employee and is displayed on the employees Deductions page.
Let's look at the deductions for an employee.
Instructions
Step
Action
Select an employee.
In the Employee Information section, select Deductions/Deposits.
Click any of the codes to display the details.
Impact on Employee Payroll Deductions

Overview
Employee payroll deductions are directly affected by changes in benefit enrollments.
Guidelines
Deduction amounts for plans that contain coverage levels cannot be changed on the
employees deductions page. Coverage level costs can be changed only at the
plan level.
For benefit plans that require an employee to elect a deduction amount or percentage,
the deduction can be changed only in the enrollment, not on the All Deductions page.
An employee deduction cannot be deleted if it is assigned to an active enrollment; you
must end the enrollment for the deduction to be removed from the employee.
You can reassign a deduction code to a benefit plan coverage level; however, the old
deduction code is removed from all payroll deduction information for the employees
enrolled in that plan with that coverage level.
Before reassigning a deduction code, contact Customer Service for
specific instructions.
The deduction codes for an employees active enrollments must be unique; the
employee cannot be enrolled in two benefit plans that use the same deduction code.
The deduction frequency is used to determine the payroll deduction amounts per
pay period.
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Dependent and Beneficiary Records

Overview
A dependent is a person who is related to the employee and who relies on the employee for
benefit coverage. Dependents can be added to the application to associate them with an
employees benefit plan enrollment.
A beneficiary is a person or trust named by the benefit plan participant to receive any benefits
provided by the plan if the participant dies.
A person can be a beneficiary, a dependent, or both a beneficiary and dependent. For example,
Joanne Albright is enrolled as a dependent in Anthony Albrights medical plan. Joanne can
also be assigned as a beneficiary in Anthony Albrights 401(k) plan.
Note: A trust cannot be set up as a dependent.
Plan Types - Dependents and Beneficiaries

Dependents and beneficiaries can be created either prior to or during the employees
enrollment. This table indicates the plans that allow dependents and beneficiaries:
Plan Type
Allows Dependents
Allows Beneficiaries
FSA
Health & Welfare
Insurance
Miscellaneous
Retirement and
Savings
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Activity: Enrolling a Dependent

Scenario
James Martin recently married and would like to enroll himself and his spouse Sarah in the
Delta Dental DMO plan. Sarah will be enrolled as a dependent.

Step
Action
Click Employee.
Click Add New.
In the Plan Name field, select Delta Dental DMO.
Click Next.

Step
Action
In the Coverage Level field, select Employee+1.
Click Next.

Step
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Action
Click Add New.
In the Name-SSN field, click the plus sign.
In the First Name field, type Sarah, and in the Last Name field, type Martin.
In the Social Security Number field, type a fictitious social security number.
In the Relationship field, select SP-Spouse.
In the Birth Date field, type 07/08/1966.
In the Gender field, select Female.
Select Use Employees Address.
Click Return to Enrollment.
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Instructions: Step 4 Enter Dependent Enrollment Details

Step
Action
In the Name - SSN field, select Sarah Martin from the list.
In the Start Date field, enter todays date.
Click Next.
Instructions: Step 5 Review Employee Enrollment Summary

Step
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Action
Click Done.
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Activity: Assigning a Beneficiary

Scenario
James Martin wants to enroll in Personal Accident Insurance. In addition, he wants to assign
his wife Sarah as his primary beneficiary.

Step
Action
Click Add New.
In the Plan Name field, click Personal Accident Insurance.
Click Next.

Step
Action
In the Coverage Level field, select Employee.
In the Coverage Amount field, type 100000.
In the Employee Premium field, type 95.
In the Cost Period field, type Annual.
Click Next.

Step
Action
Click Add New.
In the Name field, select Sarah Martin.
In the Percent field, type 100.
In the Designation field, select Primary.
In the Start Date field, enter todays date.
Click Next.
Instructions: Step 4 Review Employee Enrollment Information

Step
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Action
Click Done.
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Best Practices
Include a social security number whenever possible as the benefit provider may require this
information.
Tips
When enrolling employees in an Insurance plan, entering information in the Coverage Amount
field is not mandatory.
For more information on the procedures covered in this topic, refer to the Enrolling Employees
in Plans section in the Benefits Tracking Setup Guide, found on the ADP Support Center at
https://support.adp.com.
Key Points
To enroll an employee in a benefit plan prior to its effective date, set up the plan
without a deduction code. Enroll the employees. When the plan becomes effective,
assign the deduction code..
If the benefit plan requires a waiting period, enter the eligibility date and waiting period
start date, and select the Do Not Deduct option when enrolling employees. When the
employee deduction is to begin, remove the Do Not Deduct option.
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Module 3 Summary
Knowledge Check
1. The benefits administrator set up a new benefit plan for vision coverage and enrolled those
employees who have elected this coverage. When reviewing the All Deductions page for
each of the enrolled employees, the administrator notices the deduction does not appear.
Why?
a. The Deduct from Payroll field on the benefit plan is set to None.
b. The plans start date is in the future.
c. A unique deduction code is assigned to each coverage level.
d. The deduction code assigned to the plan is assigned to another Health and Welfare plan.
2. The benefits administrator received the benefit enrollment forms from several new
employees. For several benefits plans, there is a waiting period before coverage can begin
for new hires. How can the benefit administrator enter all of the enrollments now without
starting those that require a waiting period?
a. Enter a future date as the enrollment date.
b. Enter a waiting period date and the system will start the enrollment on that date.
c. There is no way to enter all the enrollments now and start some later.
d. Select Do Not Deduct on the Enrollment Details page.
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HR- Tracking Benefits and Human Resources

Module 4: Workshop
Handout Manual
PART 1 > MODULE 4: WORKSHOP
HANDOUT MANUAL
Topics
This module included the following topics:
Workshop - Setting Up Benefit Plans and Enrolling Employees
Workshop Results
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Workshop
Setting Up Benefit Plans and Enrolling an Employee
This module allows you to demonstrate your knowledge of Benefits Tracking by completing a
workshop. Upon completing this topic, you will be able to:
Set up a benefit provider
Set up a benefit plan
Enroll specific employees in a benefit plan
Scenario
As the benefits administrator, you are responsible for maintaining benefit plan and enrollment
information in Benefits Tracking. A new health and welfare plan is being offered to
employees.
Instructions
In this workshop, you will set up the provider and plan information and enroll several eligible
employees. Specifically, your assignment is to complete the following:
Set up the benefit plan.
Set up the benefit provider as you create the benefit plan.
Enroll Charles Fager and his dependents with an enrollment start date of
January 1 of next year.
Hint: Be sure to create the dependents, as well as enrolling them in the benefit plan.
Provider Details
Provider ID: 839005401
Provider Name: WellBeing Plans, Inc.
Street Address 1: 192 State Highway 16
City: Louisville
State: KY
Zip Code: 40202
Contact Name: Charles Irwin
Title: Plan Administrator
Email Address: charles_irwin@wbplans.com
Phone Number: 800-355-9312
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Plan Details
Plan Name: WellBeing Medical HMO
Provider: WellBeing Plans, Inc.-839005401
Health & Welfare Type: M-Medical
Plan Start Date: January 1 of next year
Policy ID: 4597998A
Plan Number: 900270010
Group Number: 61158-4523
Cost Period: Monthly
Deduct from Payroll: Primary Position
Pre-Tax Deduction: Yes
COBRA Eligible: Yes
HIPAA Eligible: Yes
Allow Dependents: Yes
Company Codes: Geneva Entertainment
Deduction Code: H
Assign to All Coverage Levels in Company Code: Apply
Coverage-Level Details
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Coverage Level
Employee Cost
Employer Cost
Employee
$39.72
$248.70
Employee + 1
$56.11
$483.09
Family
$81.40
$764.28
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Employment Details
Enroll this employee and his dependents with an enrollment start date of January 1 of next
year.
Employee: Charles Fager
Coverage Level: Family
Dependent: Alexa Fager
Social Security Number: Enter a fictitious social security number.
Relationship: Wife
Birth Date: 7/20/1959
Gender: Female
Address: Use employees address
Dependent: Steven Fager
Social Security Number: Enter a fictitious social security number.
Relationship: Son
Birth Date: 4/12/1994
Gender: Male
Address: Use employees address
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Workshop Results
Create a Benefit Provider
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Create a Benefit Plan
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Enroll Employees and Dependents
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Debrief
Notes
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Part 1 Closing (VC Only)

Part 2 Preview
The next part of the course includes the following topics:
Updating or Ending Benefit Plans and Enrollments
Reporting on Benefits Tracking
Workshop
Additional Training
The following resources are available to you:
Online Help and information is available 24 hours a day, 7 days a week, 365 days a year at
https://support.adp.com. Here, you will find documents referenced during this course,
including the following:
Benefits Tracking Setup Guide (select Help > Guides)
Importing Employee Data Guide (select Help > Guides)
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Training Evaluation
Thank you for attending the HR - Tracking Benefits and Human Resources course. Please take
a moment to complete the evaluation.
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Part 2: Modifying Benefit Plans and
Generating Reports
Module 5: Updating or Ending Benefit Plans
and Enrollments
Handout Manual
PART 2 > MODULE 5: UPDATING OR ENDING BENEFIT PLANS AND ENROLLMENTS
HANDOUT MANUAL
Part 2 Introduction
In This Part:
Module 5: Updating or Ending Benefit Plans and Enrollments
Module 7: Workshop; Closing
Topics
Updating Benefit Plans
Modifying Enrollments
Summary
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Benefit Plan Review

Activity: Guided Practice: View an Existing Benefit Plan and
Enrollment
Scenario
View any existing Benefit Plan Summary page; then view the existing enrollment.
Instructions
Step
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Action
View any existing Benefit Plan Summary page.
Answer the questions displayed on the slide.
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Updating Benefit Plans

Modifying a Benefit Plan
Overview
You should ensure that the information in your plans is current and accurate. This may include
updating employee or employer costs each year, changing the cost period for health and
welfare or miscellaneous plans, or reassigning a deduction code.
Guidelines
You can update a plan even if it has active employee enrollments.
You cannot delete a coverage level from a benefit plan if an active employee enrollment
is associated with that coverage level.
Note: If your company uses Self Service, all open enrollment benefit plans become read-only
during the Open Enrollment period.
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What Is a Mass Update?

A mass update is an update to an active benefit plan that requires updates to related
enrollments, enrollment history, or employee deduction information.
Example
The employee cost for the Aetna HMO plan changes. When the benefits administrator changes
the employee cost in the benefit plan, the cost is updated on all corresponding employee
enrollments.
To perform a mass update, you must be the only user logged in. Before starting your update,
make sure that all other users have logged out.
Once you perform a mass update, the changes will become effective in the current pay period
and will show on the paycheck immediately following the update.
Initiating a Mass Update

Overview
A mass update will be triggered if there are corresponding active enrollments, regardless of
whether the updated field exists on any of the corresponding employee enrollments. For
example, if a weekly deduction amount is changed on the plan and no employees are paid
weekly, the mass update still will be triggered, but no employee enrollment records will be
updated.
Rules for Initiating a Mass Update

A red asterisk displays in the application next to each field that will trigger a mass update if the
value is changed or deleted. These fields are:
Cost Period
Deduction Code
Employee Cost
Employer Cost
Number of Times Deducted per Year
Plan End Date
For more information on mass updates, search for mass updates in the Index section of the
online Help.
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Viewing an Existing Enrollment Job Aid

Scenario
Before modifying a benefit plan, look at an employee's current enrollment in this plan. After
the plan is modified, revisit the employee's enrollment to view the change.
Instructions
Step
Action
Select an employee.
Locate the deductions/deposits for this employee.
Select the deduction code that corresponds to the current benefit plan.
Activity: Running a Mass Update

Scenario
For the new benefit year, the employee cost has changed for the Delta Dental DMO plan. For
the employee-only coverage level, you need to update the benefit plan to reflect the new cost
of $19.32.
Instructions: Step 1 - Change Employee Cost on a Benefit Plan

Step
Action
Click Setup.
Select Delta Dental DMO.
Select Coverage Level Details.
In the Employer Cost field, type 157.75.
Select Benefits Plan Summary.
Click Done.
Instructions: Step 2 - Run a Mass Update

In response to the message, click Run Now.
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Viewing an Updated Deduction Job Aid

Scenario
Let's look at the employee's benefits after modifying the benefit plan.
Instructions
Step
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Action
Select an employee.
Locate the deductions/deposits for this employee.
Select the employee's deduction code to display the modified benefit plan.
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Ending Benefit Plans

Overview
When managing benefit enrollments, you should end any benefit plans that are no longer
available for enrollment. You update the active benefit plan with a benefit plan end date. The
plans status immediately changes to inactive regardless of the date entered.
Guidelines for Ending Benefit Plans

By populating the Benefit Plan End Date field, you trigger a mass update. This
automatically ends any active enrollments associated with the benefit plan and the
enrollment end dates default to the benefit plans end date.
You can delete any benefit plans entered in error if there are no enrollments associated
with the plan.
Let's say you wanted to end the old FSA plan and make the new plan active. To end the current
plan, enter an end date for the current years plan. Be sure that the end date is after the last pay
period of the current plan year and before the first payroll of the new plan year.
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Activity: Ending a Benefit Plan

Scenario
The company no longer offers the Cigna Medical Indemnity plan so you must end
the plan.
Instructions
Step
Action
Click Setup.
On the Benefit Plans page, locate and then click Cigna Medical Indemnity.
Result: The Benefit Plan Summary page for the Cigna Medical Indemnity plan displays.
Select Benefit Plan Details.
In the Plan End Date field, enter todays date.

Note: Any changes to fields with an asterisk require a mass update if enrollments exist for this
plan. All other users must be logged off to save the plan changes.
Select Benefit Plan Summary. Click Done.

Result: The warning message All active enrollments will be ended and employee payroll
deductions will be removed. Do you want to continue? displays.
7
8
Click OK.
On the Message page, click Run Now.
Result: The warning message All active enrollments will be ended and employee payroll
deductions will be removed. Do you want to continue? displays again.
Click OK.
Reassigning a Deduction Code

Overview
You can change deduction codes assigned to a benefit plan or coverage level, if needed.
Guidelines
If a deduction code assigned to a benefit plan or a benefit plan coverage level is changed, the
following occurs:
Any employee payroll deductions assigned to the old deduction code are removed. The
new payroll deduction codes are assigned to the affected employees.
The number of times the cost is deducted may change based on the deduction code
selected. This change would result in employees deduction amounts also changing to
reflect the new deduction frequency.
Changing a deduction code does not change the employee or employer premium costs for the
affected benefit plan; the total amount deducted by the end of the year will be
the same.
Before reassigning a deduction code, contact Customer Service for specific instructions.
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Modifying Enrollments
Why Would You Modify an Enrollment?
You may need to modify an employees enrollment in a benefit plan.
Three main triggers require a change in an employee's benefit plan enrollment:
Work or life change event
Dependent/beneficiary change or addition
Change to benefit elections during open enrollment
Example
When a current employee gets married and wants to enroll his or her spouse in a benefit plan,
the change to the employee's enrollment would be a modification. Similarly, a current
employee having a newborn child and adding the child to his or her benefit plan is a
modification to the employee's benefit enrollment. In both cases, the employee's benefit
enrollment would need to be modified to reflect the enrollment of the spouse and the child in
the current benefit plan.
For more information on employee transfers, refer to the Transferring Employees topic in the
Pay eXpert User Guide, found on the ADP Support Center at https://support.adp.com.
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Ending an Enrollment
Overview
For various reasons, it may be necessary to end an employees enrollment in a benefit plan. For
example, an employee may:
Leave the company
Receive benefits from a spouses benefit package
No longer be eligible for benefits
Guidelines
If the employee takes a leave of absence, the benefits administrator must determine
what to do with the enrollment status.
You end an employees enrollment in a benefit plan by entering an enrollment end date
in the enrollment record. The enrollment will end once the Enrollment End Date field is
populated, regardless of the date entered.
In addition, the deduction for the benefit is automatically removed once the enrollment
end date is entered.
If you are terminating the employee, once you enter a termination date in the
employees record all benefit enrollments are also terminated.
Ending a Dependent's Enrollment or Beneficiary's Assignment

Overview
When you end an employee's enrollment in a benefit plan, the dependent enrollment and
beneficiary assignments are also affected.
Guidelines
Keep the following in mind for dependent enrollments and beneficiary assignments:
When an employee enrollment is ended and the beneficiary or dependent enrollment
end date is blank, the beneficiary or dependent end date will be set to the enrollment
end date.
Beneficiary and dependent enrollments are deleted when the employees enrollment is
deleted, not that of the beneficiary or dependent.
To end coverage for a dependent or beneficiary, the administrator enters an end date on the
dependent enrollment or beneficiary assignment.
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Viewing Enrollment Information Job Aid

Scenario
You may need to check an employee's enrollment in a benefit plan and determine if any of the
employee's dependents are covered.
Instructions
Step
Action
Select an employee.
Select the benefit plan you want to check.
Activity: Ending an Employee's Enrollment

Scenario
Charles Fager has decided to cancel his enrollment in Delta Dental DMO because he is now
covered under his wifes dental insurance. Because his enrollment was not entered in error, you
must end it rather than deleting it.
Instructions
Step
Action
Click Employee.
Select Charles Fager.
Click Delta Dental DMO.
Select Enrollment Details.
In the Enrollment End Date field, enter todays date.
Click Done.
Result: The warning message Warning: Ending this enrollment will remove employee payroll
deductions displays.
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Click OK.
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Viewing Updated Enrollment Information Job Aid

Scenario
You may need to check an employee's previous benefit plan enrollments, including any benefit
plans that were ended.
Instructions
Step
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Action
Select an employee.
On the Benefit Enrollments page, in the View Enrollments list, select All.
Select the benefit plan you want to view.
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Deleting Enrollments
Overview
Employee enrollment in a benefit plan can be deleted regardless of whether the enrollment is
active or ended. Once deleted, the enrollment information is permanently removed from the
system and any corresponding deductions are deleted from the employees record.
Description
To delete an employees enrollment in a benefit plan, select Benefit Enrollments for the
employee. Select the benefit plan to be deleted and click Delete.
Note: Only enrollments entered in error should be deleted. All other enrollments should be
ended.
Best Practice
For COBRA purposes, you must end the employees enrollment by entering an enrollment end
date. This will be discussed in greater detail later in this chapter.
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COBRA Events
Overview
Benefits Tracking allows you to track COBRA events for your employees and their dependents
so that you can determine whether employees and dependents have been notified of their
COBRA continuation rights.
Guidelines
Only benefit plan enrollments that are set up as COBRA eligible and that have an
enrollment end date are available for selection when creating COBRA events.
You can offer coverage levels equal to or less than the coverage level in which the
employee was enrolled during his most recent employment.
You can generate COBRA letters.
Viewing a COBRA Contact Job Aid

Scenario
You can view the COBRA contacts in a validation table.
Instructions
Step
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Action
Click Setup.
Under General, select Validation Tables.
Select the Benefits validation table.
On the Validation Tables - COBRA Contacts page, select the COBRA contact you want to view.
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Activity: Creating a COBRA Event

Scenario
Charlie Bontempo has resigned from his position. Terminate him and generate a COBRA
continuation letter for Charlie and his dependent.
Instructions: Step 1 - Terminating the Employee

Step
Action
Click Employee.
Under Employee Information, select Position.
Select the Status tab.
Select Charlie Bontempo.
In the Current Status field, select Terminated.
In the Termination Date field, enter todays date.

Note: If the coverage does not end on the termination date, modify the enrollment end date to
reflect the correct coverage end date.
Click Save.
Result: A message warns you that all benefit enrollments will be deactivated if you continue.
Click OK.
Instructions: Step 2 - Creating the COBRA Event

Step
Action
Under Employee Information, select COBRA Events.
Click Add New.
In the Qualifying Event field, select End of Employment.
In the Qualifying Event Date field, enter todays date.
In the Date Notified field, enter todays date.

Note: You must notify the employee by the Notify By Date, which is 14 days from the qualifying
event date.
Click Generate Continuation Letter.
Instructions: Step 3 - Select Letter Recipients

Step
1
Action
Click the double arrow (>>).
Result: Both Charlie and his dependent display in Selected Names.
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Click Next.
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Instructions: Step 4 - Select Benefit Plans

Step
Action
In Available Plans, select Delta Dental DMO.
Click the double arrow (>>).
Click Next.
Instructions: Step 5 - Select Coverage Levels

Step
1
Action
In Available Coverage Levels, select *Delta Dental DMO Employee + 1.
Note: The employees current coverage levels for each plan are marked with an asterisk.
Click the right arrow.
Click Next.
Instructions: Step 6 - Select COBRA Contact

Step
Action
In the Name field, select Joseph Barrone.
Click Next.
Instructions: Step 7 - Review the COBRA Continuation Summary

Step
1
2
Action
Click Done.
Result: The View Reports page displays.
Instructions: Step 8 - Viewing the Reports

On the View Reports page, select COBRA Continuation Letter.
Key Points
To perform a mass update, you must be the only user logged on. Before starting your
update, make sure that all users have logged off.
When a termination date is entered for an employee:
The employee's end dates for the benefit plan are automatically populated with the
employee's termination date
The employee's deductions are automatically removed
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Module 5 Summary
Knowledge Check
1. The benefits administrator enters updates to the employer cost for the Medical POS plan.
What happens when the administrator saves the updates to the plan?
a. The administrator is prompted to enter a start date for the benefit plan change.
b. The administrator is prompted to run a mass update for the changes to be made to the
active employee enrollments.
c. The administrator must update the cost information for each active employee
enrollment in the plan.
d. The administrator cannot make updates to the plan when active enrollments exist.
2. An employee has left the company. The benefits administrator changes the employees
status to terminated and enters a termination date. As a result, which of the following
occurs with the employees active enrollments?
a. The enrollment end dates are automatically populated with the current date, and the
benefits administrator must remove the employees deductions.
b. The enrollment end dates are entered by the benefits administrator using the current
date, and the employees deductions are automatically removed.
c. The enrollment end dates are automatically populated with the employees terminated
date, and the employees deductions are automatically removed.
d. The enrollment end dates are entered by the benefits administrator using the employees
termination date, and the benefits administrator must remove the employees
deductions.
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Generating Reports
Handout Manual
PART 2 > MODULE 6: REPORTING ON BENEFITS TRACKING
HANDOUT MANUAL
Topic
This module includes the following topic:
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Benefit Tracking Audit Reports
Overview
This topic provides you with an overview of the Benefits Tracking audit reports and the
Benefits Tracking reports you can create using your reporting tool.
Upon completing this topic, you will be able to identify the available Benefits Tracking
reports.

The following table describes the audit reports that are available on the Employee reports menu
when you have enabled Benefits Tracking:
Report
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Description
Benefit Plan Summary
Lists all plan-related information including provider

information, plan characteristics, and deduction
information
Benefit Providers
Lists benefit provider contact information including

name, address, phone number, and Web site
address, if applicable.
Employee Enrollment
Lists the enrollment details of all of an employees

enrollments including plan information, deduction
information, coverage level, dependents, and
beneficiaries
Overage Dependents
Lists dependents who are enrolled in benefit plans

and have reached the age of majority
Participant Election by Benefit Plan
Lists employee elections by selected benefit plan

including coverage level, deduction information,
dependent enrollments, and beneficiary
enrollments
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Viewing an Audit Report Job Aid

Scenario
A number of Audit Reports are available to you for viewing.
Instructions
Step
Action
From the Audit Reports page, select any report.
Select the output format.
Run the report.
Using Your Reporting Tool

Overview
You can customize the audit reports by filtering the plan name, plan type, plan status,
enrollments, or enrollment date. In addition, you can sort the report by plan name, plan type, or
start date.
Guidelines
The following information is available using the various audit reports.
A single employee and all the plans in which that employee is enrolled
A single plan and all the employees enrolled in that plan
A single plan type and all the employees enrolled in all the plans in that plan type
All benefit plans and the employees enrolled in them
A single employee and the employees enrollments with dependents
All benefit plans, the employees enrolled in the plans, and the employees beneficiaries
All benefit providers
Dependents enrolled in benefit plans who have reached the age of majority
Employee elections by plan for the plans selected
For more information on audit reports, refer to the online Help.
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Module 6 Summary
In this module, you learned many of the steps necessary to generate the available Benefit
Tracking audit reports.
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Generating Reports
Module 7: Workshop
Handout Manual
HANDOUT MANUAL
Topics
Changing an existing benefit plan
Creating a COBRA event
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Workshop
Changing an Existing Benefit Plan and Creating a COBRA
Event
This workshop allows you to demonstrate your knowledge of Benefits Tracking.
Scenario 1: Changing a Benefit Plan

For the new benefit year, Vision Care has increased its premiums at all coverage levels for
both employee and employer. For Employee Only coverage, the new employee cost is $12.18
per month and the employer cost is $252 per month.
Instructions
As the benefits administrator, you are responsible for entering this change so the appropriate
employee deduction will be taken.
Perform the following steps:
Look at the Vision Care deduction amount for Stephen Carr. Notice the amount he pays
per pay period. (This will change after you enter the mass change.)
Enter the coverage details for a mass update.
Look again at the Vision Care deduction amount for Stephen Carr. Notice that it reflects
the new amount of $5.62 to be deducted each pay period.
Scenario 2: Creating a COBRA Event

Frank Cavallo has resigned from the company and has elected COBRA coverage.
Instructions
As the benefits administrator, you are responsible for entering this change.
Perform the following steps:
Terminate Frank Cavallo.
Create the COBRA event.
Include medical coverage for Frank Cavallo.
COBRA contact: Joseph Barrone
Online Help
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Workshop Results
Change Coverage-Level Details Results
Vision Care Benefit Plan Summary Results
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Change to Employee Premium
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Frank Cavallo Termination Results
COBRA Event Results
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Frank Cavallo Summary Results
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Debrief
Notes
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Exploring ADP Workforce Now

Overview
In this topic, you will see how to log on ADP Workforce Now to access the HR module.
You will also see how to navigate to the features that allow you to perform the tasks you just
learned.
Accessing ADP Workforce Now Job Aid

Instructions
Step
Action
On the Login page, click Administrator Login.
On the Choose a Digital Certificate page, select your digital certificate and click Enter.
Enter your user name and password.
Click OK.
On the Security Alert page, click Yes.

Result: The Welcome page displays.
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Items and Descriptions

When you are back in your office, you will use your company's logon information. Refer to the
following table for an explanation of each item:
Item
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Description
Digital Certificate
A file that is used along with your user name and password to verify your identity.
A digital certificate is required to access ADP Workforce Now as a practitioner and
to view and make changes to employee records.
User name
Your ADP representative assigns your user name. It must not contain spaces.
Password
You will create your own unique password when you register for ADP Workforce
Now using ADP Netsecure. Passwords must contain at least eight characters,
including at least one alpha character (letter) and one number. In addition, you can
use the following special characters: ! @ # $ -.
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Navigating ADP Workforce Now Job Aid

Instructions: Selecting a Role
Step
Action
On the Primary Navigation bar, point to Practitioner and indicate Portal Administrator.
On the Primary Navigation bar, point to Portal Administrator and indicate Practitioner.
Point to Payroll.
Result: Employee, Payroll, Utilities, and Setup display.
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Point to Payroll and select Employee.
Under Employee Information, click Benefits Enrollments.
Point to Payroll and select Setup.
Under General, select Validation Tables > Benefits > Benefit Providers.
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Instructions: Printing Reports

Step
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Action
On the Primary Navigation bar, point to Payroll and select one of the menu items.
Perform the desired task.
Point to Reports and select Payroll Reports.
Select the appropriate report.
Enter any necessary criteria.
Under Select Output Format, select Acrobat Format (PDF).
Click Run Report.
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Part 2 Closing (VC Only)

Part 3 Preview
The next part of the course includes the following topics:
Introduction to the HR module
Implementing the HR module
Tracking in the HR module
Closing
Additional Training
The following resources are available to you as a Payroll module client:
https://support.adp.com. Here, you will find documents referenced during this course,
including:
Benefits Tracking Setup Guide (select Help > Guides).
Importing Employee Data Guide (select Help > Guides).
Continuing Education Credits

Introduction
ADP is an approved provider of recertification credit hours (RCHs) by the American Payroll
Association (APA) and continuing professional education (CPE) credits by the National
Association of State Boards of Accountancy (NASBA), and is an authorized provider by the
International Association for Continuing Education and Training (IACET), 1760 Old Meadow
Road, Suite 500, McLean, VA 22102. Most ADP courses are eligible for RCHs, CPE credits,
and continuing education units (CEUs) .
RCHs, CPE credits, and CEUs provide recognition for updating or broadening professional
competencies and may be used to maintain certifications such as the Certified Payroll
Professional (CPP), Certified Public Accountant (CPA), or the Society for Human Resource
Management (SHRM). Professional organizations establish their own certification procedures,
which are subject to change.
Professional organizations often require documentation of class objectives, agenda, and
duration, along with a certificate of completion. This information is provided on the following
pages. At your request, your instructor may provide you with a certificate of completion at the
end of this class.
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Continuing Education Credits for This Course

Upon completion of all parts of this course, participants may be eligible for the following
recertification credit hours (RCHs), continuing professional education (CPE) credits, and
continuing education units (CEUs):
RCH: 4.5
CPE: 5.0
CEU: 0.5
In accordance with the standards of the National Registry of CPE Sponsors, CPE credits have
been granted on a 50-minute hour.
ADP, Inc., Major Accounts, Training & Performance
Systems is registered with the National Association of State
Boards of Accountancy (NASBA) as a sponsor of continuing
professional education on the National Registry of CPE
Sponsors. State boards of accountancy have final authority on
the acceptance of individual courses for CPE credit.
Complaints regarding registered sponsors may be addressed
to the National Registry of CPE Sponsors, 150 Fourth
Avenue North, Suite 700, Nashville, TN, 37219-2417. Web
site: www.nasba.org.
ADP, Inc. is an authorized provider by the International
Association for Continuing Education and Training (IACET),
1760 Old Meadow Road, Suite 50G, McLean, VA 22102.
In accordance with the American Payroll Association (APA),

RCHs apply to Certified Payroll Professional (CPP) and
Fundamental Payroll Certification (FPC) credentials.
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HR - Tracking Benefits and Human Resources (75120)

Program Content
This course teaches participants to use the Benefits Tracking feature of ADP's Pay eXpert.
Part 1 topics include setting up benefit providers and plans, and enrolling employees and their
dependents and beneficiaries in benefit plans. Part 2 topics include updating plans and
enrollments and reporting on Benefits Tracking.
Objectives
Upon completing this course, participants will be able to:
Participant Materials
Participants need to print the handout manual before attending class.
Method of Presentation
Instructor-led training and virtual classroom
Duration
4 hours, 30 minutes
Training Evaluation
Thank you for attending part 2 of the HR - Tracking Benefits and Human Resources course.
Please take a moment to complete the evaluation.
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Handout Manual
PART 3 > MODULE 8: IMPLEMENTING HUMAN RESOURCE EXPERT
HANDOUT MANUAL
Part 3 Introduction
In This Part:
Topics
Overview of HR
Implementation Overview
User Profiles
Validation Tables
Required Fields
Summary
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Overview of HR
What Is the HR Module?
HR is a feature of Payroll that allows you to track your human resource information.
For example, the HR module includes features for maintaining and reporting on statutory
compliance categories such as OSHA (Occupational Safety and Health Administration) and
FMLA (Family Medical Leave Act). In addition, the Performance Management feature allows
you to create and complete performance reviews for your employees.
HR Core Features
Overview
The core features of HR include statutory compliance and other HR information.

Feature
Navigation
Description
Emergency Contact
Personal > Emergency Contact
Stores primary emergency contact and

doctor information for your employees
Statutory Compliance
Statutory Compliance > [select a

tab from the items listed in the
Description field]
Stores data to assist with your compliance

activities:
VETS-100/EEO-1
FMLA
ADA Disability (and Accommodation)
IRCA
OSHA
Employee
Development
Development > [select a tab from

the items listed in the Description
field]
Stores information about an employees:

Education
Skills
Licenses/Certifications
Memberships
Performance Reviews
Previous Employer
Personal > Previous Employers
Stores information about an employees

previous employer
Compensation
Analysis
Pay Rates > Current Rates
Displays the employees annualized salary

and compa ratio
Company Property
Company Property
Stores information about company

property issued to an employee
Custom Fields
Custom Fields
Provides up to 30 additional custom fields

you can use to store and manage data as
well as to report
(You can identify field labels and define
the data type and default value for each of
these fields.)
Benefits Tracking
(a separate feature
of HR)
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Benefit Enrollments
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Provides the ability to manage benefits

and enrollment processes while being fully
integrated with Payroll
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Implementation Overview
Stages in Setting Up HR
Overview
This topic explains how the Human Resource eXpert feature was enabled. Remember that both
HR and Benefits Tracking have already been activated.
Description
The implementation process requires specific stages to enable and set up the HR feature.
Although stage 1 has already occurred, you will have to complete the remaining stages in this
list.
Setting up HR includes these stages:
Stage
Description
Enable Human Resource eXpert.
Create or modify user profiles.
Update validation tables for:

Job Title
Increase Type
Business Unit
Update required fields:

Update required fields for each employee.
Set the termination date for all terminated or deceased employees.
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Complete additional validation table setup.
Create custom user-defined fields, if needed.
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Enabling Human Resource eXpert Job Aid

Scenario
Your company is ready to begin implementing the HR feature in Payroll. To enable Human
Resource eXpert, specific system options were activated. These can be set both during and
after implementation.
Instructions
Step
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Action
Click Setup.
Under General, select System Options.
Select Human Resource eXpert.
Click Save.
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User Profiles
What Is a User Profile?
A user profile is used to determine what information is accessible to each group of users.
For example, the HR Administrator user profile does not have access to previous employer
information, while the Super User has rights to every capability in the application.
Activity: Modifying a User Profile

Scenario
The administrator needs to modify the H/R Administrator profile to allow access to the
specified HR options.
Instructions
Step
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Action
Click Setup.
Under Users, select User Profiles.
In the User Profile Name column, click the H/R Administrator link.
Under SSN Display, make sure that Masked Display (XXX-XX-7689) is selected for the user
interface and reports.
On the Employee tab, make sure the following are selected: Development, Emergency Contact,
Previous Employer, and Statutory Compliance.
On the Reports tab, make sure Employee Reports is selected.
On the Setup tab, select Custom Fields.
Click Done.
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H/R Administrator Profile Defaults

Overview
When accessing the user profiles, you will notice five predefined profiles:
H/R Administrator
Payroll Administrator
Remote Payroll User
Super User
System Administrator

For each profile, certain options default as they are selected, giving users assigned to that
profile access to those functions in the application.
Tab
Employee
HR Functions Selected
HR Functions Not Selected
Add New Employee
Emergency Contact
Personal Information
Previous Employer
Position
Development
Status
Effective Dated Changes
Field Maps and Labels
User Fields
Reports
Employee Reports
N/A
Utilities
Change Password
N/A
Setup
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System Options
Custom Fields
Payroll and HR Validation Tables
Users
Benefits Tracking
User Profiles
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For each user profile, you select how you want to display social security numbers on pages and
on reports. The options, located in the SSN Display section of the User Profiles page, are as
follows:
No Display:
XXX-XX-XXXX
Masked Display:
XXX-XX-6789
Full Display:
123-00-6789
The default SSN Display is Masked Display. However, when a new record is created, the
social security number displays in its entirety no matter what SSN Display option is selected.
This helps ensure that users enter the numbers correctly.
The User Profiles page allows you to modify existing profiles so your users can see the data
used for HR.
You can create new profiles with access to the HR pages in the application. These can
be created or modified both during and after implementation.
If you create a new profile, remember to assign the new profile to your human resource
users.
When you add a new user, you must contact your ADP representative to get a new digital
certificate for that user.
Never modify the Super User profile.
For more information on user profiles, refer to the online Help.
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Validation Tables
What Is a Validation Table?
A validation table contains core data. Information in a validation table can be accessed via lists
in the application. Three validation tables are required:
Job Title
Increase Type
Business Unit
For example, the Business Unit Validation table contains a list of codes and descriptions for
each business unit or department in your company. You could assign a 4-digit code (such as
1234) to the Research and Development business unit. Both the codes and the business unit
names can be customized.
Activity: Reviewing Validation Tables

Scenario
When using HR, you have new validation tables to ensure the integrity of your data.
Instructions
Step
Action
Click Setup.
Select Validation Tables.
To access the Business Unit and Job Title tables, select Position.
To access the Increase Type table, select Pay Rates.
The Job Title, Increase Type, and Business Unit validation tables must be populated
before you can implement HR.
Note: For Increase Type, you must have Salary History enabled. This option is on the
System Options page under the Standard Options section.
All tables on the validation table list are at a parent-code level, meaning that the values
carry through for all of the company codes.
Other validation tables can be populated either at the same time or after the system has
been implemented and you are ready for data entry.
An entry in a validation table can be deleted only if it has not been assigned to
an employee.
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Validation Table Categories

Overview
Validation tables fall into categories.
Categories and Descriptions

The following table identifies the validation tables that are available with each HR core
feature:
Validation
Table Category
Development
Validation Table
Core Feature
Education
Credit Type
Education Major/Minor
Education Level
Learning Institution
Qualifications
Note: The Qualifications table and Education Level
table are related. When you assign a qualification to
an employee, you must also select an education level
value; this value is used to organize your employees
by their education level.
Development
Development
License/Certification Category
License/Certification Type
Licenses &
Certifications
Membership Category
Memberships
Membership Type
Development
Employee Acknowledgement Status
Performance Reviews
Performance Review Category

Performance Review Status
Performance Review Type
Development
Skills Category
Skills
Skills Proficiency Level

Skills Type
Pay Rates
Increase Type
Compensation Analysis
Pay Grade
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Personal
Company Property Type
Company Property
Position
Job Class
Previous Employer
Statutory
Compliance
OSHA Establishment
OSHA
Health Care Facility
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Viewing Online Help for Validation Tables Job Aid

Overview
Online Help contains valuable information on the Business Unit validation table.
Scenario
Access Online Help to review how to find a validation table.
Instructions
Step
Action
Click the Help icon (question mark) to retrieve context-sensitive help.
Close the Help by clicking the X in the upper right corner of the window.
Activity: Updating a Validation Table

Scenario
The administrator must enter the companys business units before implementation of HR.
Instructions
Step
Action
Click Setup.
Select Validation Tables.
Select Position.
Select Business Unit. Click Add New.
In the Code field, type 0130.
In the Description field, type Quality Assurance. Click Add Another.
In the Code field, type 0140.
In the Description field, type Employment and click Done.
In the lines per page field, select 30. Scroll to the bottom of the list.
Result: Both Quality Assurance and Employment display in the list of business units.
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What Is Meant by Assigning a Business Unit to an Employee?

Every employee is a member of a single business unit (for example, Purchasing or Marketing).
Since the Business Unit field is required in HR, you will need to enter this information for each
employee. Assigning a business unit to an employee is the process of connecting an employee
to a business unit.
For example, you must use the Position page for each employee to enter a business unit from
the pull-down list. You must also enter a position start date for each employee.
Activity: Assigning a Business Unit to an Employee

Scenario
While checking Patricia Contis position information, the HR administrator notices that the
business unit information is missing. The administrator updates Patricias information.
Instructions
Step
Action
Click Employee.
Under Employee Information, select Position.
Select the Employees tab.
Select Patricia Conti.
In the Business Unit field, select 0130 Quality Assurance.
Click Save.
The position start date is the date when the employee was originally assigned to the
business unit.
If a page on the employee record displays as read-only, the new payroll cycle has not been
started. You can edit fields on the employees record only after the Start New Cycle step of the
payroll cycle has been completed by payroll. (See the payroll cycle on the Payroll Home page.)
Contact your payroll department to obtain a schedule of dates so you can determine when you
can make changes to employee records for each payroll cycle.
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Required Fields
What Fields Are Required in HR?
Some fields that are optional in Payroll must be populated on the employee record to
implement HR. Completing all required fields during implementation ensures that the data
produced in your reports is complete.
Example
The following fields are required in HR:
Birth Date
Hire Date
Leave of Absence Start Date (if status is Leave)
Business Unit
Job Title
Position Start Date
Increase Type
Increase Effective Date
Implementation Reports and Pages

Overview
Two tools are available to assist you in populating this required data:
Implementation reports (Required Fields report and Terminated and Deceased
Employees report)
Implementation pages (Required Fields page and Terminated Employees page)
To access the implementation pages, select HR Implementation in Setup. You can then select
custom fields, required fields, or terminated employees.
Implementation reports are available both during and after implementation.
The ability to run reports is based on the system options and the users profile.
Reports and Descriptions

Report
2010 ADP, Inc.
Description
Page
Required Fields
Lists all employees including all required fields for

the optional HR feature
Required Fields
Terminated and
Deceased
Lists all terminated and deceased employees

including termination dates
Terminated Employees
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Viewing the Required Fields Page Job Aid

Overview
HR integrates easily with Payroll; however, you must consider the following if you are already
using Payroll:
Some fields that are optional in Payroll must be populated in HR. When you navigate to
a page with a blank required field, you must enter the required information before
saving.
Employees with a terminated status must have a termination date.
Scenario
On the Required Fields page, determine the fields which need to be populated for each
employee in HR.
Instructions
Step
Action
Click Setup > HR Implementation > Required Fields.
From the Required Fields page, obtain a list of all fields that need to be updated or added for
each employee.
Add the missing data for each employee.
You can enter the missing data on the implementation pages or export the report to spreadsheet
software and import the data into the application, especially if you have a large amount of data
to enter.
For more information on running reports, search for HR Reports in the Index section of the
online Help.
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Activity: Running the Required Fields Report

Scenario
You would like to see a spreadsheet showing any missing employee data for the required
fields. To do so, you must run the Required Fields report.
Instructions
Step
1
Action
Access Reports.
For ADP Solutions Other Than ADP
Workforce Now
For ADP Workforce Now
Click Reports
Point to Reports and select Payroll

Reports
Under Audit Reports, select Employee.
Select HR Implementation.
Select Required Fields.
Select all companies by clicking the double arrow.
Change the filter to All Employees.
Click Run Report.
Click the Required Fields report.
Review the report.

Note: You can save the report to Microsoft Excel, fill in the missing information, and then import
the information back into HR.
In order to facilitate entering missing data, you can export the report to a spreadsheet, enter the
necessary changes, and then import the data into the application.
For more information on running reports, search for HR Reports in the Index section of the
online Help.
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Activity: Viewing the Terminated Employees Page

Scenario
You would like to view the terminated or deceased employee records with blank termination
dates. If there are only a few employees, you will enter the termination dates in the application.
Instructions: Step 1 View the Terminated Employees Page

Step
Action
Click Setup.
Select HR Implementation.
Select the Terminated Employees tab.
Review the page.
Instructions: Step 2 Enter the Termination Dates

Step
Action
In John Davis row, click in the Termination Date field.
Enter last Fridays date.
Repeat steps 1 and 2 for John Fisher, using the same date.
Click Save.
Key Points
Job Title, Increase Type, and Business Unit need to be set up as validation tables before
data entry in HR.
The setup process in HR includes both setting up system options, as well as modifying
the user profiles.
Complete the required fields for all employees.
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Module 8 Summary
Knowledge Check
1. Your company is ready to begin implementation of HR. Which of the following validation
tables does not need to be set up prior to data entry?
a. Business Unit
b. Position
c. Job Title
d. Increase Type
2. The administrator wants to verify that all required fields are populated in the HR module.
The administrator looks for the Required Fields report on the Reports menu but does not
see it listed. Why? Select all that apply.
a. Human Resource eXpert has not been enabled.
b. The report is available only during implementation.
c. The administrators security profile does not allow access to the report.
d. The administrator needs to create an ad hoc report.
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Handout Manual
PART 3 > MODULE 9: TRACKING HUMAN RESOURCE INFORMATION
HANDOUT MANUAL
Topics
HR Tracking
Other HR Information
Performance Management
Summary
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HR Tracking
Entering Statutory Compliance and Other HR Data
Overview
HR allows you to track two categories of information: Statutory Compliance and other HR
information. Statutory Compliance includes the following categories:
VETS-100/EEO-1
Family Medical Leave Act (FMLA)
ADA (Americans with Disabilities Act)
IRCA (Immigration Reform and Control Act)
OSHA (Occupational Safety and Health Administration)
Pages and Data

To enter employee data, select the employee from the Employees tab. Then, on the Menu tab,
select the desired page under Employee Information.
The following table lists each page and the type of data you can enter on it:
Page
Personal
Data
Personal Information
Emergency Contact
Previous Employers
Dependents/Beneficiaries
Position
Position tab
Status tab
Position Start Date
Current Status
Job Title
Termination Date
Business Unit
Development
Education
Skills
Memberships
Performance Reviews
Pay Rates
Current Rates tab

Increase Type
Compa-Ratio (Compensation Analysis)
Select from the following tabs:

VETS-100/EEO-1
FMLA
ADP Disability
IRCA
OSHA
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Custom Fields
Based on the fields set up for your company
Company Property
Based on the type of company property set up for your company
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What Is Statutory Compliance Information?
Statutory Compliance information consists of government compliance information that can be
maintained in HR. Examples of government compliance information include veteran, family
leave, disability, immigration, and occupational and safety information.
There are five components of Statutory Compliance: VETS-100 (EEO-1), FMLA, ADA,
IRCA, and OSHA.
Entering Statutory Compliance Information Job Aid

Scenario
Access and review the Support Center pages.
Instructions
Step
Action
On the Employee Menu tab, select Statutory Compliance.
Select an employee.
Complete the information for one or more components.
Viewing Online Help for HR Pages Job Aid

Instructions
Step
2010 ADP, Inc.
Action
Click the Help icon (question mark) to retrieve context-sensitive Help.
Click the X in the upper-right corner of the window to close the Help.
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Practice: Entering Statutory Compliance Information

Scenario 1: VETS-100, EEO-1 Information
Henry Damaska is a veteran. His VETS-100 form needs to be completed.
Questions
Answers
Henry is a Gulf War Veteran. Where would

you enter this information?
Where would you enter Henry's professional
classification?
Scenario 2: FMLA Information

Henry Damaska is taking a leave of absence. His FMLA information needs to be completed.
Questions
Answers
Henry is caring for a family member. Where

would you enter this information?
What are the other listed reasons for taking a
family leave?
What fields are required on the FMLA form?
Scenario 3: ADA Disability Information

Henry Damaska has a physical challenge. His ADA information needs to be completed.
Questions
Answers
Where would you enter the fact that Henry has

emphysema?
Where would you enter Henry's request for a
modified work schedule?
Is Status a required field?
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Scenario 4: IRCA Information

Henry Damaska is a United States citizen. Where would you enter the following information
on the appropriate page?
Questions
Answers
Where would you enter the information that

Henry is a U.S. citizen, as well as his passport
number?
If Henry had none of the List A documents,
what would be required?
Hint: Use the Help system.
Scenario 5: OSHA Information

Henry Damaska injured his hand when he was installing a new computer system. He was
treated at the hospital for a laceration.
Questions
Answers
What fields are required on the OSHA

Disability Information form?
Where would you enter the name of the doctor
who treated Henry?
The default for Privacy Type is No. If you select the Hide Job Title option, you must
select the Hide Name option.
The values for Injury Illness Type and Injury Illness Class are predetermined and
cannot be changed.
The values in the Establishment Name field are entered in the OSHA Establishments
validation table.
OSHA events can be changed or deleted. Case number cannot be modified.
Best Practices
At year end, run OSHAs Form 300 report to ensure that your data is complete.
.
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Practice Results: Entering Statutory Information

VETS-100, EEO-1 Information Results
Questions
Answers
Henry is a Gulf War Veteran. Where would

you enter this information?
Click to clear Vietnam veteran. Select Other

eligible veteran.
Where would you enter Henry's professional

classification?
Use the Occupation Class list.
FMLA Information
Questions
Answers
Henry is caring for a family member. Where

would you enter this information?
On the FMLA tab, click Add New. In the

Reason for Leave list, select Illness of Family
Member.
What are the other listed reasons for taking a

family leave?
Birth/Adoption of Child and Illness of

Employee.
What fields are required on the FMLA form?
Reason for Leave and Start Date.
ADA Disability Information

Questions
Answers
Where would you enter the fact that Henry has

emphysema?
On the ADA Disability tab, click Add New. In

the Disability list, select Emphysema.
Where would you enter Henry's request for a

modified work schedule?
Select View/Edit Accommodations.
Is Status a required field?
Status is not a required field; the red triangle

does not display before it.
IRCA Information
Questions
Answers
Where would you enter the information that

Henry is a U.S. citizen, as well as his passport
number?
In the Document Type field, select US

Passport. In the Document Number field,
enter 123459876.
If Henry had none of the List A documents,

what would be required?
Hint: Use the Help system.
A document in List B (Identify), as well as a

document in List C (Authority) would be
required.
OSHA Information
Questions
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Answers
What fields are required on the OSHA

Disability Information form?
Case number and date are required.
Where would you enter the name of the doctor

who treated Henry?
In the Health Care Professional field.
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Debrief
Notes
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Other HR Information
What Is Included in Other HR Information?
In addition to maintaining Statutory Compliance information, you may track other types of HR
information, including:
Company Property
Custom Fields
Education
For example, in the Company Property category, you may want to track laptop computers, cell
phones, or personal digital assistants (PDAs). In the Education category, you could track recent
degrees and certifications earned by employees.
Activity: Entering Company Property

Scenario
Henry Damaska has been issued a laptop. Record this information.
Instructions
Step
Action
Click Employee.
Under Employee Information for Henry Damaska, select Company Property.
Click Add New.
In the Property field, select LPTP-Laptop.
In the Asset ID field, type 45623.
In the Date Acquired field, enter todays date.
In the Manufacturer field, type IBM.
In the Model field, type ThinkPad X41.
Click Done.
To verify your company property entries, run the Company Property report:
2010 ADP, Inc.

Workforce Now
1. Click Reports.
1. Point to Reports and select Payroll Reports.
2. Select Audit Reports > Employee >

Personal > Company Property.
2. Select Audit Reports > Employee > Personal >

Company Property.
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Activity: Entering a Certification

Scenario
Henry Damaska has recently become a Microsoft Certified Professional. You need to enter this
information on the appropriate page.
Instructions
Step
Action
Under Employee Information, select Development.
Select the Licenses/Certifications tab.
Click Add New.
In the License/Certification list, select Microsoft Certified Professional.
In the Effective Date field, enter today's date.
Click Done.
Custom User-Defined Fields

Overview
You can use up to 30 customizable fields to store, manage, and report on additional data.
Custom fields can be defined both during and after implementation.

When creating custom fields, refer to the following table for field types and lengths:
Field Type
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Maximum Length/Format
Numeric
12
Text
50
Date
mm/dd/yyyy
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Activity: Creating and Assigning a Custom User-Defined Field

Scenario
You need to keep track of cubicle or office numbers for all employees.
Instructions: Step 1 Create the Custom User-Defined Field

Step
Action
Click Setup.
Under Human Resources, select HR Implementation.
Select Custom Fields.
Click Add New.
In the Field Label field, type Cubicle #.

Note: The field label is limited to 12 characters.
In the Type field, select Text.
Click Make Available to All Employees.
Click Done.
Result: This custom user-defined field is assigned to all employees on the View/Edit Employee
Custom Fields page.
Instructions: Step 2 Enter Custom Field Information

Patricia Conti's cubicle number is 4236A. You need to enter this information.
Step
2010 ADP, Inc.
Action
Click Employee.
Under Employee Information, select Custom Fields.
Using the Employees tab, select Patricia Conti.
Select Cubicle #.
Enter 4236A.
Click Done.
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Custom fields allow you to:
Import data to populate the fields
Use an audit report to report on these fields
Assign custom fields to specific employees
Update the fields:
If you change a custom field label, the change applies to the corresponding
employee custom field label for all employees.
You cannot change the type if a value exists in an employee custom field.
If you update the default value, the value in the employee custom field is not
updated; it will only apply to any new employees and their custom fields.
You cannot delete a custom field if a value exists in a corresponding employee
custom field.
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What Is Performance Management?
Performance Management allows you to:
Set up, assign, schedule, and complete performance reviews for your employees
Define performance categories and goals to evaluate your employees
Create and modify performance templates containing review criteria; save and reuse
these templates by assigning them to performance plans
Assign a performance plan to one or more employees simultaneously
Example
An example of Performance Management is the process of creating a document that will be
used for an employee review. The document will contain categories and goals, as well as
weighted percentages for each category (for example, Communication, Technical Knowledge,
and Adaptability). The resulting Performance Management Plan is a form that will be
completed by the employee's HR Administrator or Manager.
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Understanding the Performance Management Process

Overview
The Performance Management Plan consists of three components:
Category/Goal
Template
Rating Scale
Description
Notice the interrelationships among the components: The template contains Categories and
Goals. Within the template, you can indicate the weighted percentages for each category and
goal.
Components
Sub-Components
Category/Goal
Name
Type (Category or Goal)
Description
Template
Categories/Goals
Indicator: Required (Y/N)
Weight Percentage
Weight Locked (Y/N)
Rating Scale
Name
Numeric Value
Description
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Description (Continued)
The Performance Management Plan consists of categories/goals, a template, and a rating scale.
Within the Performance Management Plan, you can indicate the review type, the frequency,
and the review date.
Components
Sub-Components
Performance Management Plan
Template
Rating Scale
Name
Can be Modified (Y/N)
Description
Review type (Performance, Probationary, Other)
Frequency (Annual, One-Time)
Review Date
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Templates and Rating Scale

Overview
To simplify the Performance Management process, HR is pre-supplied with two, predefined
templates and a rating scale. Selecting these predefined components will make it easier to
create a Performance Plan.

Type
Description
Rating Scale
5 Step Rating Scale
Template
Management Template
Non-Management Template
Creating a Performance Management Plan Job Aid

Scenario
You want to review the components of a Performance Management plan (categories, rating
scales, and templates)
Instructions
Step
2010 ADP, Inc.
Action
Click Setup > Validation Tables > Development.
The four components, Performance Management Categories/Goals, Performance Management

Templates, Performance Management Rating Scales, and Performance Management Plans, are
available.
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Activity: Creating and Assigning a Performance

Management Plan
Scenario
You will be creating a Performance Management Plan for all employees in department
001000. You will use a predefined template but will be creating a new rating scale. The
Performance Management Plan will be assigned to this department.
Instructions: Step 1 Creating the Rating Scale

Step
Action
Click Setup > Validation Tables > Development > Performance Management Rating Scale.
Click Add New.
In the Rating Scale Name field, type Rating Scale - Class Use.
For each rating level you want to create, enter a numerical value and a description of the value
Enter the following: 1- Below Expectations; 2 - Meets Expectations; 3 - Exceeds
Expectations
Click Done.
Instructions: Step 2 Viewing the Templates and Goals

Step
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Action
On the Validation Tables page, in the Development area, select Performance Management
Template.
Select the predefined template, Template - Executive Staff. These are the goals and
categories that comprise this Performance Management Plan.
Click Cancel.
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Instructions: Step 3 Creating the Plan

Step
Action
In the Development area, select Performance Management Plan. Click Add New.
In the Name field, type My Performance Plan.
In the Review Type list, select Performance.
In the Review Frequency list, select Annual.
In the Manager Notification field, type 30.
In the Review Method list, select Based on Hire/Re-Hire Date.
In the Rating Scale list, select Rating Scale - Class Use.
In the Template list, select Template - Executive Staff.
Click Done.
Note: This Plan can be now assigned to one or more employees and will be used as the basis
for their review.
Instructions: Step 4 Assigning the Plan

In this step, the Performance Plan will be assigned to all employees in Department 001000.
Step
Action
Select the Employee tab.
In the Employee tasks area, select Assign Performance Plans.

Result: The Performance Plan Assignments page displays.
Click Add New.

Result: The Assign/Unassign Performance Plans - Select Details page displays.
In the Performance Plan list, select the plan you created (My Performance Plan).
In the Comparison Set 1 area, Field Name list, select Home Department.
In the Comparison list, select is equal to.
In the Value list, select 001000.
Click Next.
Click Start.
Result: The message "Are you sure you want to assign this plan to the displayed employee"
displays.
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Click OK.
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Activity: Completing the Performance Review

Overview
The HR Administrator will need to print the Performance Management Assessment Form for
the manager of each employee in department 001000. With the Performance Management Plan
assigned to all employees in department 001000, you need to run the audit report, Performance
Reviews. This will generate an assessment form that can be completed by the manager for each
employee. The data will then be entered by the HR Administrator.
Scenario 1: Generate the Audit Report, Performance Reviews

Run the audit report, Performance Reviews report, to generate the Performance Management
Assessment form for each employee in department 001000.
Instructions
Step
1
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Action
Access Reports
Workforce Now
Click Reports
Point to Reports and select Payroll Reports
In the Audit Reports area, click Employee.
On the Employee Reports page, click Development > Performance Reviews.
To move all Available Review Types to Selected Review Types, click the double right
arrow (>>).
In the Available Review plan, select My Performance Plan.
Click the double down arrow.
Select Acrobat Format (PDF) as the output format.
Click Run Report.
In the Report Name column, select the Performance Reviews Report.
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Scenario 2 Entering the Assessment Data

John Dexter has completed his review of Anthony Albright and has entered all of the required
information directly on a printed copy of the Performance Management Assessment form. The
HR Administrator needs to enter Anthony's Performance Review.
Instructions: Step 1 Retrieving the Performance Management

Assessment Form
Step
Action
Select the Employees tab.
Select Anthony Albright.
Click Menu.
In the Employment Information area, click Development.
Select the Performance Reviews tab.
Click View/Edit Plan Assignment.
In the Plan column, select My Performance Plan.
Enter today's date. Click Done.

Note: Click OK if asked about entering a date earlier than the default setting.
Click Back to Current Reviews.
Instructions: Step 2 - Entering the Assessment Data

Enter the Performance Management Review assessment in HR.
Step
1
Action
In the Review Type field, click Performance.
Note: The Performance Review for Anthony Albright displays.
For each category, enter a rating and add comments. In the Review status field (near the top of
the page), select Complete.
Click Done.
Context sensitive, online Help can be accessed from any of the performance management
pages. Help topics range from setting up a performance management plan, entering review
information, and assigning the plan to multiple employees.
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Practice: Creating and Assigning a Performance Plan

Scenario 1: Create a Performance Plan for the Executive Staff
Create a Performance Plan for the executive staff. Use the default five-step rating scale. Use
Template - Executive Staff. Name the plan New Executive Plan.
Instructions
Performance Plan: New Executive Plan
Rating Scale: Standard Five Step Rating Scale (already exists in database)
Template: Template - Executive Staff (already exists in database)
Scenario 2: Complete a Performance Review

Using the Performance Plan you created (New Executive Plan) assign the plan to all
employees in department 002000. As the HR Administrator manager, you will be completing
the review for Francis O'Connor. Provide ratings and, optionally, comments for each of the
four categories. Be sure to indicate a Review Status of Complete. Click Done to save
the review.
Hint: You may find it helpful to refer to the previous Guided Practices on Assigning and
Completing a Performance Review.
Instructions
Employee: Francis O'Connor
Performance Plan: New Executive Plan
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Practice Results: Creating and Assigning a Performance Plan

Create a Performance Plan for the Executive Staff Results
Complete a Performance Review Results
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Complete a Performance Review Results (Continued)
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Complete a Performance Review Results (Continued)
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Debrief
Notes
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HR Employee Reports with Human Resource eXpert Enabled

Overview
Once you have enabled Human Resource eXpert, the following reports are available under
Audit Reports. The Page column lists the source pages for the report data.

Report
Description
Page
ADA Accommodations
Request
Lists the disabled employees who have requested

accommodation of a disability
ADA Accommodation
ADA Disability
Lists the disabled employees who have protected

disabilities under the Americans with Disabilities
Act, including disability date and description
ADA Disability
Company Property
Lists assigned company property by employee
Company Property
Compa-Ratio Analysis
Lists employees with a pay grade including salary,

grade, grade ranges, and compa-ratio
Pay Rates > Current
Custom Fields
Displays all custom fields for each employee who

has at least one custom field value
Employee Custom
Fields
Education
Lists education information by employee
Education
EEO-1 Employee
Detail
Lists all employees, their gender, ethnic code,

occupation category, and on the job training (OJT)
class
VETS-100 and EEO-1
EEO-1 Worksheet
Displays (as a summary matrix) one page per

company of job categories versus EEO gender and
ethnic categories
VETS-100 and EEO-1
Emergency Contact
Lists emergency contact information by employee
Emergency Contact
Employee
Development
Displays two pages per employee of personal,

previous employer, education, skills, licenses and
certifications, and membership data
Education
Memberships
Skills
Performance Review
Previous Employers
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Performance Reviews
Displays all performance review details for

employees
Performance Review
Performance Review
Assignments Report
Displays a summary status for the Reviewing

Manager of all employees with either a completed
or pending Performance Review.
Performance Review
Performance Plan
Contents Report
Display the Performance Plan (categories/goals,

rating scale, template) for each employee.
Performance Review
Family Leave (FMLA)
Lists all employees who have taken leave under the

Family Medical Leave Act, including the reason for
leave, the leave start and end dates, and the days
taken
FMLA
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Types and Descriptions (Continued)

Report
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Description
Page
IRCA Employment
Eligibility Verification
Lists all employees for whom immigration

authorization and identification documents have
been recorded
IRCA
Licenses and
Certifications
Lists license and certification information by

employee
Memberships
Lists membership and association information by

employee
Memberships
OSHAs Form 300
Displays a log of all injuries and illnesses that

occurred in a given year
OSHA Event
OSHAs Form 300A
Displays a summary of injury illness classes,

number of days, and injury illness types that
occurred in a given year
OSHA Event
OSHAs Form 301
Displays information about a specific incident that

appears in the injury and illness log
OSHA Event
Skills Audit Report
Lists the skills, experience, and proficiency level an

employee has acquired.
Skills
VETS-100
Displays a list of Vietnam or disabled veterans

employed as of a specific date within the last 12
months. It displays totals by job category for the
various veteran categories.
VETS-100 and EEO-1
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HR Employee Reports with or without Human Resource eXpert

Enabled
Overview
The following reports are available with or without Human Resource eXpert enabled:

Report
Description
Page
Employee Directory
Lists employees for the selected company, including

their social security numbers, addresses,
and home and business telephone numbers
Employee > Personal

Information
Employee Profiles
Displays human resource information for employees
Employee > Personal

Information
Employee > Position
Human Resources >
Emergency Contact
Employee > Pay
Rates > Current
Self -Service Changes
Lists all changes made by participants in their

benefit enrollments.
N/A
Self-Service
Participants
Lists all employees and indicates their enrollment

status in Employee Self Service (ESS)
N/A
Name and Address

Labels
Lists in standard label format employee names and

addresses for mailing purposes
Employee > Personal

Information
For more information on HR reports, refer to the online Help.
Viewing Online Help for Reports Job Aid

Instructions
Step
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Action
From the Audit Reports page, click the Help icon for context-sensitive help.
Click any topic for additional information.
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Practice: Running an HR Report

Scenario
Select and run a report you will use frequently.
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Debrief
Notes
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Key Points
A Performance Management Plan consists of Categories/Goals, a Rating Scale, and a
Template.
Performance Validation Tables enable you to:
Define performance categories and goals to evaluate your employees
Create performance templates that contain categories/goals, rating scales and
weighted percentages
Performance Plans can be assigned to one or more employees.
The Required Fields and the Terminated and Deceased Employees Audit Reports will
identify which employees have missing information that needs to be entered.
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Exploring ADP Workforce Now

Overview
In this topic, you will see how to log on ADP Workforce Now to access HR. You will also see
how to navigate to the features that allow you to perform the tasks you just learned.
Accessing ADP Workforce Now Job Aid

Instructions
Step
Action
On the Login page, click Administrator Login.
On the Choose a Digital Certificate page, select your digital certificate and click Enter.
Enter your user name and password.
Click OK.
Click Yes on the Security Alert page.

Result: The Welcome page displays.
Items and Descriptions

When you are back in your office, you will use your company's logon information. Refer to the
following table for an explanation of each item:
Item
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Description
Digital Certificate
A file that is used along with your user name and password to verify your identity.
A digital certificate is required to access ADP Workforce Now as a practitioner and
to view and make changes to employee records.
User name
Your user name is assigned to you by your ADP representative. It must not
contain spaces.
Password
You will create your own unique password when you register for ADP Workforce
Now using Netsecure. Passwords must contain at least 8 characters, including at
least one alpha character (letter) and either one number. You can also use the
following special characters: ! @ # $ -.
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Navigating ADP Workforce Now Job Aid

Instructions
Step
Action
On the Primary Navigation bar, point to Practitioner and indicate Portal Administrator.
On the Primary Navigation bar, point to Portal Administrator and indicate Practitioner.
Point to Payroll.
Result: Employee, Payroll, Utilities, and Setup display.
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Point to Payroll and select Employee.
Under Employee Information, click Company Property.
Point to Payroll and select Setup.
Under General, click Validation Tables.
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Navigating ADP Workforce Now Job Aid (Continued)

Instructions
Step
2010 ADP, Inc.
Action
On the Primary Navigation bar, point to Payroll and select Employee.
Under Employee Information, click Statutory Compliance.
Point to Reports and select Payroll Reports.
Select the appropriate report.
Enter any necessary criteria.
Under Select Output Format, select Acrobat Format (PDF).
Click Run Report.
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Module 9 Summary
Knowledge Check
1. Which Audit Reports identify the missing information in the HR module?
a.
The Employee Enrollment Report and the Benefit Plan Summary Report
b.
The Required Fields and Terminated/Deceased Employees Report
c.
The Employee Development and the Performance Review Assignments Report
d.
The Employee Changes and the Masterfile Audit Report
2. Before creating the validation table for a Performance Plan, what other components need
to be created? Select all that apply.
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a.
A list of employees who will be assigned to this plan
b.
Rating Scale
c.
Template
d.
Categories/goals
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Course Closing
Course Objectives
Now that you have completed this course, you are prepared to:
Maintain Government Compliance and other Human Resource information
Report on Government Compliance and other Human Resource information
https://support.adp.com. Here, you will find documents referenced during this course, such as
the Importing Employee Data Guide.
Continuing Education Credits

Introduction
ADP is an approved provider of recertification credit hours (RCHs) by the American Payroll
Association (APA) and continuing professional education (CPE) credits by the National
Association of State Boards of Accountancy (NASBA), and is an authorized provider by the
International Association for Continuing Education and Training (IACET), 1760 Old Meadow
Road, Suite 500, McLean, VA 22102. Most ADP courses are eligible for RCHs, CPE credits,
and continuing education units (CEUs) .
RCHs, CPE credits, and CEUs provide recognition for updating or broadening professional
competencies and may be used to maintain certifications such as the Certified Payroll
Professional (CPP), Certified Public Accountant (CPA), or the Society for Human Resource
Management (SHRM). Professional organizations establish their own certification procedures,
which are subject to change.
Professional organizations often require documentation of class objectives, agenda, and
duration, along with a certificate of completion. This information is provided on the following
pages. At your request, your instructor may provide you with a certificate of completion at the
end of this class.
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HR - Tracking Benefits and Human Resources (75120)

Program Content
This course teaches participants how to use the HR features of Payroll. Topics include enabling
Human Resource eXpert, using HR features, and running HR reports.
Objectives
Upon completing this course, participants will be prepared to:
Maintain and report on Statutory Compliance and other human resource information
Participant Materials
Participants need to print the handout manual prior to attending class.
Method of Presentation
Instructor-led training and virtual classroom
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Duration
2 hours, 30 minutes
Continuing Education Credits for This Course

Upon completion of all parts of this course, participants may be eligible for the following
recertification credit hours (RCHs), continuing professional education credits (CPEs), and
continuing education units (CEUs):
RCH: 2.5
CPE: 3.0
CEU: 0.3
In accordance with the standards of the National Registry of CPE Sponsors, CPE credits have
been granted on a 50-minute hour.
ADP, Inc., Major Accounts, Training & Performance
Systems is registered with the National Association of State
Boards of Accountancy (NASBA) as a sponsor of continuing
professional education on the National Registry of CPE
Sponsors. State boards of accountancy have final authority on
the acceptance of individual courses for CPE credit.
Complaints regarding registered sponsors may be addressed
to the National Registry of CPE Sponsors, 150 Fourth
Avenue North, Suite 700, Nashville, TN, 37219-2417. Web
site: www.nasba.org.
ADP, Inc. is an authorized provider by the International
Association for Continuing Education and Training (IACET),
1760 Old Meadow Road, Suite 50G, McLean, VA 22102.
In accordance with the American Payroll Association (APA),

RCHs apply to Certified Payroll Professional (CPP) and
Fundamental Payroll Certification (FPC) credentials.
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Next Steps
What will you do in the next week to apply this training?
Training Evaluation
Thank you for attending this course. Please take a moment to complete the evaluation.
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CMB2Tracking HR and BT - HM

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HR - Tracking Benefits

and Human Resources

2010 ADP, Inc.

2010 ADP, Inc. and its licensors. All rights reserved.

Practice: Setting Up an FSA Plan......................................................................2-19

Part 2: Modifying Benefit Plans and Generating Reports

Using Your Reporting Tool.................................................................................6-3

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User Profiles ...............................................................................................................8-5

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Activity: Entering a Certification ........................................................................9-9

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Set up and maintain benefit plans

Set up and maintain benefit enrollments

Report on benefit enrollments

Maintain Government Compliance and other human resource information

Report on Government Compliance and other human resource information

Part 1: Benefits Tracking

Module 1: Getting Started with Benefits Tracking

Part 2: Modifying Benefit Plans and Generating

Module 5: Updating or Ending Benefit Plans and

Part 3: Human Resource eXpert

Module 8: Implementing Human Resource eXpert

2010 ADP, Inc.

HR - Tracking Benefits and Human Resources

PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

2010 ADP, Inc.

PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

Enter the following URL: https://portal.adp.com

On the Portal page, click Administrator Login.

2010 ADP, Inc.

Select your digital certificate and click OK.

Enter you user name and password and click OK.

Click Pay eXpert.

PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

Overview of Benefits Tracking

2010 ADP, Inc.

PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

2010 ADP, Inc.

Activate Benefits Tracking.

Create or modify user profiles.

Set up validation tables.

Create benefit providers and plans.

PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

Activity: Setting Up Benefits Tracking

Under General, select System Options.

Important Information Masking the Social Security Number

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PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

Instructions: Part 2 Modify User Profiles

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Under Users, select User Profiles.

Select the Setup tab.

On the Setup page, click to select Benefits Tracking, if needed.

PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING

Instructions: Step 3 Set Up Validation Tables

Under General, select Validation Tables.

Select Cobra Qualifying Event.

Add the desired values.

Click Back to Validation Tables Menu.

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PART 1 > MODULE 1: GETTING STARTED WITH BENEFITS TRACKING