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, we've added two campuses, seen our research enterprise grow tremendously, watched the demand for our medical services skyrocket, and as a result, have doubled our workforce.
The technology needs for managing UW's human resources and payroll functions have changed, but we have the same underlying systems supporting a vastly different University. The existing payroll system has significant operational inefficiencies and service deficits, and it is increasingly difficult to keep pace with ever-changing regulatory requirements. These significant gaps in functionality are being “plugged” by hundreds of specialized unit and departmental systems around campus creating more work for over-burdened and scarce resources. In addition, there is no enterprise-wide HR system.
An integrated HR and payroll system will retain all information about positions, appointments, and employees, including a full life-cycle of activities ranging from recruitment to retirement or separation. An HR system will inform the payroll system of information such as who is employed, what position they hold, benefits eligibility, and so on. It also will contain critical workforce information, including organizational information, 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.