The HR/Payroll Modernization is a major initiative to replace UW's existing payroll system and implement a modern human resources and payroll system. The impact and benefits from this modernization will touch every member of our workforce. Why are we doing this? Simply put: It's time to bring UW's systems into the 21st century.
Higher Education Payroll Personnel System (HEPPS) -- UW's existing payroll system -- was technologically advanced when it was implemented more than 30 years ago. But UW has changed a lot since 1982. In the intervening years, UW has added two campuses, seen its research enterprise grow tremendously, watched the demand for its medical services skyrocket, and as a result, has doubled its workforce.
Yet, the underlying technology for HEPPS has not changed. As a result, UW's payroll system has significant operational inefficiencies and service deficits. It is increasingly difficult to keep pace with ever-changing regulatory requirements. UW also lacks basic, enterprise-wide human resources functionality. UW's existing payroll system was designed to pay people at a point-in-time. It was not designed to keep a long history of employee records or be used to manage employees.
This has resulted in departments developing their own specialized solutions (known as "shadow systems") to meet their day-to-day HR management needs. Shadow systems are inherently inefficient. They have limited integration and assurance of data integrity, consistency, or security. With employee data housed in multiple areas, information is inconsistent and in various formats. Excessive time is required to collect and analyze data, and make decisions based on the data, which limits UW‘s efficiency and effectiveness in understanding key elements related to its most important asset – its people.
An integrated HR and payroll system will hold all information about employees, positions, and appointments, including a full life-cycle of activities ranging from recruitment to retirement or separation. The HR and payroll components of the system will inform each other of critical information such as who is employed and in what position; which benefits they are eligible for, and so on. It also will provide equally critical workforce information, such as organizational attributes, individual skills and competencies, performance ratings, labor relations information, licensure requirements and career development plans.
The HR/Payroll Modernization effort will transform the infrastructure supporting our workforce. It will:
- Significantly improve critical HR and payroll functions for the entire University (including recruiting, payroll, time and leave management, compensation and benefits management)
- Strengthen regulatory compliance
- Deliver better information for decision making
- Produce substantial efficiencies and productivity gains throughout UW units
As a result, it directly aligns with our Two Years to Two Decades Initiative to operate more effectively and efficiently while providing improved services.