Human Resources and Payroll FAQs

What is the Human Resources and Payroll migration project?

In order to facilitate unified and more consistent Human Resources and Payroll functions, processes, and systems for all University employees, Rutgers is migrating data for current employees from the Banner system to the PeopleSoft Human Capital Management system.

This is an interim step toward creating a more consistent experience for employees throughout the University. In 2018, all Rutgers employees will be placed in the Oracle Human Capital Management system.

Why is this change occurring?

Since the July 2013 enactment of the New Jersey Medical and Health Sciences Education Restructuring Act that integrated the University of Medicine and Dentistry of New Jersey* into Rutgers, the University has maintained two separate employee administrative systems to support a universitywide workforce of more than 10,000 full- and part-time employees.

The transition to PeopleSoft HCM will improve consistency in service expectations and delivery of Human Resources and Payroll functionalities, and eliminate the need to maintain separate systems.

*University Hospital remains a separate, independent medical center. The School of Osteopathic Medicine integrated into Rowan University.

When will employees currently in the Banner system be integrated into the PeopleSoft system?

The nearly 10,500 employees currently in the Banner system will be integrated into the Oracle PeopleSoft system in October 2016.

What training will be available to support staff and faculty during this transition and after the new systems go live?

A comprehensive training strategy is being developed to include a diverse mix of delivery methods and support, including: instructor-led classes and information sessions at Rutgers University–New Brunswick, Rutgers Biomedical and Health Sciences, Rutgers University–Newark, and Rutgers University–Camden, hands-on activities, online modules, and a virtual help desk.

A training manager will be responsible for developing the training curriculum, in partnership with the project teams. Training will be conducted by people on the project teams, in the departments and super users with knowledge of current Banner and PeopleSoft business processes, as well as future state processes.

Phased Out Systems and Processes

What information will be converted from Banner to PeopleSoft?

Employee wage and paid time-off balances for the current calendar year (2016) will be converted from Banner to PeopleSoft in order to report employee W-2 information for state and federal tax purposes. The University will maintain the Banner system for reporting and archival purposes, and employee records from 2008 through 2015 will be accessible in Banner following the integration in October into the PeopleSoft system.

Banner will still be used for student records following the employee data migration.
 

Will business and academic units in the Banner system follow all PeopleSoft business processes once the employee administrative systems have been integrated?

As a guiding principle, whenever possible, current business processes and procedures will be followed to support PeopleSoft in order to promote a unified and more consistent employee experience at the University.

Following the integration of the Human Resources and Payroll employee administrative systems, a thorough business process review and reengineering effort will be conducted to determine the most efficient business process for all University units moving forward.