P4077: Nextel - Business Requirements: Human Resources

This document is available in two formats: this web page (for browsing content) and PDF (comparable to original document formatting). To view the PDF you will need Acrobat Reader, which may be downloaded from the Adobe site.  For an official signed copy, please contact the Antitrust Documents Group.

Government Exhibit 4077
Confidential and Proprietary


Human Resources

Business Requirements - Human Resources

HR Function: # of Business
Requirements:
In Scope or Out of Scope for Phase 1?
201 Benefits 88 In scope
202 Career Development Plan & Competency Tracking 22 In scope
203 Compensation 55 In scope
204 Contractor Tracking 4 In scope
205 Employee Administration 46 In scope
206 Employee Communications 13 In scope
207 Employee Relations 27 Out of scope
208 M&A, Restructuring 3 Out of scope
209 Performance Management 22 In scope
210 Policies and Procedures 50 In scope
211 Recruiting 135 In scope
212 Succession Planning II Out of scope
213 Surveys 3 In scope
214 Training 70 In scope
215 Workforce Planning/Staffing 35 Out of scope
216 Workforce Deployment 0 Out of scope
217 Payroll _______31 In scope
Subtotal HR Function 615

NEXTEL-000289
CONFIDENTIAL

Human Resources

Benefits
ID Function Sub-Function Requirement
201.01.001 Benefits Coverage Maintain the following types of benefit plans: Medical, Dental, Life, LTD, STD, Defined Contribution Benefits, Supplemental Life
201.01.002 Benefits Coverage Ability to view leave balances for employees
201.01.003 Benefits Coverage Ability to define leave plans based on different criteria
201.02.004 Benefits Coverage Ability to base leave accrual on years of service
201.01.005 Benefits Coverage Ability to manually adjust leave balances
201.01.006 Benefits Coverage Ability to track multiple types of leave
201.01.007 Benefits Coverage Auto generate COBRA eligibility letter and track date letter was sent to notify employee of COBRA rights
201.01.008 Benefits Coverage Ability to stop company match when maximum limit is reached
201.01.009 Benefits Coverage Coverage for Life Insurance benefits based on an "as of" salary date (life insurance as of July 1st)
201.01.010 Benefits Coverage Ability to support life insurance coverage reduction rules
201.01.011 Benefits Coverage Ability to support flat contribution benefits plans (Child life - flat 15,000)
201.01.012 Benefits Coverage Seamless transfer of employee benefit elections to benefit carriers
201.01.013 Benefits Coverage Provide the ability to define, calculate and process various types of earnings, including but not limited to base pay, overtime (time and a half), longevity pay, shift differential, stipends, special program pay, holiday pay, leave pay.
201.01.014 Benefits Coverage Setup Benefit Providers
201.01.015 Benefits Coverage Provide employees with web access to their benefits programs, including health, dental, vision, insurance, and savings plans. Enable employees to communicate benefit choices, including elections, validations, confirmation statements, and other related content. Provide single-page, single sign-on access to complete benefit information, for both detail and summary level pages.
201.01.016 Benefits Coverage Manange Savings Plans (403b)
201.01.017 Benefits Coverage Manage FMLA, Leave Plans
201.01.018 Benefits Coverage Determine strategic goals for benefit plans by measuring successes and importance of the plan to individuals utilization
201.01.019 Benefits Coverage Provide the ability to have multiple providers and coverage levels of a single plan type.
201.01.020 Benefits Coverage Provide calculated benefit deduction amounts based on user defined table of rates, calculations, and coverage rules.
201.01.021 Benefits Coverage Determine deduction frequency and amount based on employee pay frequency.
201.01.022 Benefits Coverage Manage life insurance coverage and step change rules.
201.01.023 Benefits Coverage Provide the benefits cost projections for user defined time frames based on current employee data.
201.01.024 Benefits Coverage Provide effective dating for deductions automating arrearages and credits for Employee.
201.01.025 Benefits Coverage To provide the appropriate Cobra benefit and associated reporting whenever the qualifying event occurs.
201.01.026 Benefits Coverage Ability to administer flexible spending accounts and claims administration.
201.01.027 Benefits Coverage Ability to provide employees reimbursement for specified educational advancement.
201.01.028 Benefits Coverage Ability to administer Wellness, EAP, Fitness, Drug testing, physicals and other health policies to minimize health issues.
201.01.029 Benefits Coverage Ability to administer Worker's Compensation insurance including claims, tracking of incidences, and payment of premiums.
201.02.001 Benefits Employee Data Ability to capture basic demographic information on an employee
201.02.002 Benefits Employee Data Ability to store emergency contact information on an employee
201.02.003 Benefits Employee Data Audit trail to track employee changes and indicate who made the change
201.02.004 Benefits Employee Data Ability to auto assign employee number when an employee is added
201.02.005 Benefits Employee Data Ability to group individuals by user defined criteria
201.02.006 Benefits Employee Data Ability to track employee grievances and disciplinary actions (dates, reasons, type of warning, and follow-up)
201.02.007 Benefits Employee Data Ability to establish user defined fields to track information not captured in standard fields
201.02.008 Benefits Employee Data Ability to manually adjust employment dales
201.02.009 Benefits Employee Data Auto enroll employees in default benefits
201.02.010 Benefits Employee Data Auto terminate employees benefits when terminate employment (end of month)

NEXTEL-000290
CONFIDENTIAL

Human Resources

Benefits
ID Function Sub-Function Requirement
201.02.011 Benefits Employee Data Automatically move terminated employees into COBRA eligible status
201.02.012 Benefits Employee Data Track dependent and beneficiary benefits information
201.02.013 Benefits Employee Data Disenroll employee/ retiree in previous plan when change/ new enrollment of plan occurs
201.02.014 Benefits Employee Data Automatically calculate balance due from employee/ retiree whose deductions exceed their payment.
201.03.001 Benefits Guidelines Auto calculation of benefits eligibility
201.03.002 Benefits Guidelines Ability to support eligibility requirement
201.03.003 Benefits Guidelines Maintain enrollments, changes and terminations for billing purposes
201.03.004 Benefits Guidelines Ability to access data from databases and export files
201.03.005 Benefits Guidelines Ability to create and maintain an interim or development directory.
201.03.006 Benefits Guidelines Allow personnel and position adjustments to be made in the development directory.
201.03.007 Benefits Guidelines Create individual site/department audit trail
201.03.008 Benefits Guidelines Allow user defined overrides
201.03.009 Benefits Guidelines Allow varying levels of security access
201.03.010 Benefits Guidelines Allow the creation of user-defined tables
201.03.011 Benefits Guidelines Provide the ability to enroll employees in multiple plans with one point of data entry.
201.03.012 Benefits Guidelines Pend online request for updates if employees are required to submit proof/ documentation.
201.03.013 Benefits Guidelines Provide electronic enrollment process with user defined frequencies.
201.03.014 Benefits Guidelines Provide electronic entry into payroll of benefits billing amounts and transactions.
201.03.015 Benefits Guidelines Provide integration between accounts receivable and benefits billing.
201.03.016 Benefits Guidelines Provide benefit eligibility tracking.
201.03.017 Benefits Guidelines Provide online benefits information and enrollment.
201.03.018 Benefits Guidelines The ability to elect benefits coverage for a plan or calendar year.
201.04.001 Benefits Info Tracking Ability to track CEU credits for nurses and CPE credits for accountants
201.04.002 Benefits Info Tracking Ability to track certifications and renewal dales
201.04.003 Benefits Info Tracking Ability to default position information to employees based on position code assigned
201.04.004 Benefits Info Tracking Ability to track temporary employees, non-employees and interns
201.04.005 Benefits Info Tracking Track entry rules (1st of the month following ninety days (not 3 months) or employment, dale of hire is equal to day one)
201.04.006 Benefits Info Tracking Ability to track hours of absence that count toward FMLA
201.04.007 Benefits Info Tracking Ability to calculate and track company matching contribution of 401K plan
201.04.008 Benefits Info Tracking Track vesting schedules for pension plans (5 year graduated from date of hire)
201.04.009 Benefits Info Tracking Track adjusted hire for pension purposes
201.04.010 Benefits Info Tracking Ability to track costs and claims numbers
201.04.011 Benefits Info Tracking Track employees who waive benefits
201.04.012 Benefits Info Tracking Provide the ability to track survivor coverage.
201.04.013 Benefits Info Tracking Provide the ability to track and collect benefits costs from employees on leave.
201.04.014 Benefits Info Tracking Provide the ability to track employees by hire date, insurance plan, sex, department, and bargaining unit.
201.05.001 Benefits Reports Ability to report by plan, location, department, product
201.05.002 Benefits Reports Change control reports - discrepancy reports, benefits deduction, data entry, cost center, title changes, etc.
201.05.003 Benefits Reports Ability to automatically generate reports with relevant new hire information for Security, ITS, and Facilities when a new employee is entered in the system
201.05.004 Benefits Reports Ability to produce reports based on any segment on the position control number
201.05.005 Benefits Reports Standard reports requested on-line
201.05.006 Benefits Reports Budget and Adjustment Status Report
201.03.007 Benefits Reports Status report of positions

NEXTEL-000291
CONFIDENTIAL

Human Resources

Benefits
ID Function Sub-Function Requirement
201.05.008 Benefits Reports System must be able to generate reports on split funded positions and positions split over multiple locations.
201.05.009 Benefits Reports Provide benefits rate table history.
201.05.010 Benefits Reports Provide automated notice at time employee/ retiree/ term/ beneficiary becomes Medicare eligible.
201.05.011 Benefits Reports Provide automated letter to members at user defined ages to notify of benefit options
201.05.012 Benefits Reports Provide automated benefits letter with options based on employee status changes (including job data and family status changes).
201.05.013 Benefits Reports Support importing of files.

NEXTEL-000292
CONFIDENTIAL

Human Resources

Career Development
ID Function Sub-Function Requirement
202.01.001 Career Development, Plan, Competency Tracking Career Path Planning Identify career progressions
202.01.002 Career Development, Plan, Competency Tracking Career Path Planning Create Career Models
202.01.003 Cuter Development, Plan, Career Path Planning Outline necessary/recommended steps for advancement
202.01.004 Career Development, Plan, Competency Tracking Career Path Planning Design Career Counselling Program
202.01.005 Career Development, Plan, Competency Tracking Career Path Planning Train Managers on Career Counselling
202.01.006 Career Development, Plan, Competency Tracking Career Path Planning Work with employee to complete career development plan
202.01.007 Career Development, Plan, Competency Tracking Career Path Planning Employees manage their own careen and improve their skill sets as job requirements change
202.01.008 Career Development, Plan, Competency Tracking Career Path Planning Facilitate cultural change through the development of continual learning
202.01.009 Career Development, Plan, Competency Tracking Career Path Planning Career Planning
202.01.010 Career Development, Plan, Competency Tracking Career Path Planning Individual Development Plan
202.01.011 Career Development, Plan, Competency Tracking Career Path Planning Personal Development Commitment (What the individual employee proposes to do in the next 12 months, as part of his/her commitment to increasing their value to Nextel)
202.01.012 Career Development, Plan, Competency Tracking Career Path Planning Employee preference for career options
202.02.001 Career Development, Plan, Competency Tracking Skillsets Provide for the capturing and tracking of employee information related to education including (but not limited to) highest level of education attained, degree level, field of degree, date of degree, schools attended, number of semester hour, certification
202.02.002 Career Development, Plan, Competency Tracking Skillsets Review current positions, skills, competencies, and organization structure
202.02.003 Career Development, Plan, Competency Tracking Skillsets Request, record and track employee skills, certifications, licenses, continuing education requirements for statutory, union and skills management.
202.02.004 Career Development, Plan, Competency Tracking Skillsets Update necessary systems with new skills
202.02.005 Career Development, Plan, Competency Tracking Skillsets Show the availability of competent resources to meet present and future business needs.
202.02.006 Career Development, Plan, Competency Tracking Skillsets Create procedures and practices that prepare the new employee or newly promoted for operational readiness
202.02.007 Career Development, Plan, Competency Tracking Skillsets Require that all people be suitably trained to competent level which allows them to meet the requirements of their position
202.02.008 Career Development, Plan, Competency Tracking Skillsets Shift focus to employability inside the organization by developing training programs that align with succession plans
202 02.009 Career Development, Plan, Competency Tracking Skillsets Single capability catalogue to identify Up skilling/Cross skilling options for enrichment or enlargement development
202.02.010 Career Development, Plan, Competency Tracking Skillsets Define an employee's capabilities from the capability list

NEXTEL-000293
CONFIDENTIAL

Human Resources

Compensation
ID Function Sub-Function Requirement
203.01.001 Compensation Awards Calculating Awards and Allocations
203.01.002 Compensation Awards Managing Awards Approval and Payout
203.01.003 Compensation Awards Provide the ability to track evaluation due dates.
203.01.004 Compensation Awards Provide the ability to track evaluation results, including date, reviewer, rating and comments.
203.01.005 Compensation Awards Automatically generate notices to supervisors that an employee evaluation date is pending.
203.01.006 Compensation Awards Provide the ability to administer mass bonuses and to track the total amount (assign bonuses to all employees or a subset using a user defined criteria).
203.01.007 Compensation Awards Provide the ability to create automated incentive pay based on performance criteria.
203.01.008 Compensation Awards Report promotions to management and within management.
203.01.009 Compensation Awards The ability to define the eligibility and protocols for any variable or incentive reward systems.
203.02.001 Compensation Employee Data Provide seniority tracking for certain positions.
203.02.002 Compensation Employee Data Provide the ability to track employment date, evaluation date, adjusted employment date, status date, rehire date, termination date.
203.02.003 Compensation Employee Data Provide the ability to enter multiple personnel actions for a single employee at one time (including actions to occur at a future date).
203.02.004 Compensation Employee Data Provide automated tracking and reporting of probationary periods.
203.02.005 Compensation Employee Data Prompt to review status and new eligibility of temporary employees who have been on the payroll six months or more
203.02.006 Compensation Employee Data Track donated sick leave/ vacation
203.02.007 Compensation Employee Data Provide the new hire report
203.02.008 Compensation Employee Data The ability to uniquely identify each employee
203.02.009 Compensation Employee Data The ability to validate employee status
203.02.010 Compensation Employee Data The ability to send employee an enrollment confirmation
203.02.011 Compensation Employee Data The ability to collect, edit, and balance worked and non-worked lime prior to submitting for processing
203.02.012 Compensation Employee Data The ability to maintain temporary and permanent changes to payroll related data (i.e. adjustments, deductions, W4 information, direct deposit information, etc.)
203.02.013 Compensation Employee Data The ability to extract and provide third-party vendors applicable information related to the payroll process.
203.02.014 Compensation Employee Data The ability to interface necessary payroll data to other systems for required financial reporting.
203.03.001 Compensation Salary Setup Salary Plans
203.03.002 Compensation Salary Budgeting and Planning Salary Increases
203.03.003 Compensation Salary Business Unit/Department Manager actively involved in allocating variable compensation
203.03.004 Compensation Salary Use fewer salary ranges and increase broad-banding breadth to allow Line Managers more discretion in hiring and promotions
203.03.005 Compensation Salary Integration of balanced scorecard toward targets/compensation goals
203.03.006 Compensation Salary Provide the ability to access employee history including but not limited to salary, title, account number, status, weekly time/ attendance and payroll check detail
203.03.007 Compensation Salary Link salaries, EEO and point factors to classifications.
203.03.008 Compensation Salary Provide salary range exception warnings.
203.03.009 Compensation Salary Provide automated salary increases based on user defined criteria (e.g. union, department, etc.)
203.03.010 Compensation Salary Provide the user defined rate table to accommodate multiple salary structures.
203.03.011 Compensation Salary Provide history of salary ranges, changes, and retro pays.
203.03.012 Compensation Salary Provide the ability to change compensation structures for all employees based on published survey data
203.03.013 Compensation Salary Provide the ability to generate and print compensation statements including all elements (benefits, incentive pay, etc.).
203.03.014 Compensation Salary Provide the ability to automatically calculate retro pay, if necessary, and transfer salary when an employee transfers to a different organizational unit as authorized with appropriate security and approval levels.
203.03.015 Compensation Salary Provide the ability to compute termination pay-offs.
203.03.016 Compensation Salary Administer Compensation
203.03.017 Compensation Salary Process Salary Change requests
203.03.018 Compensation Salary Ability to track Base Pay amount.
203.03.019 Compensation Salary Ability to track Pay Changes as amounts or percentages.

NEXTEL-000294
CONFIDENTIAL

Human Resources

Compensation
ID Function Sub-Function Requirement
203.03.020 Compensation Salary Complete job pricing activities
203.03.021 Compensation Salary Manage Executive Compensation Program
203.03.022 Compensation Salary Communicate available compensation plans
203.03.023 Compensation Salary The ability to adjust qtr and year-end balances, print and distribute W-2's and balance qtr/year end
203.03.024 Compensation Salary The ability to collect, calculate and audit payroll information.
203.03.025 Compensation Salary The ability to calculate gross to net and prove the calculations are accurate before producing payment distribution
203.03.026 Compensation Salary Estimated compensation guidelines for individual contracts
203.03.027 Compensation Salary Leverage off external salary surveys such as Pay Net
203.03.028 Compensation Salary Determine salary and compensation requirements for the position
203.03.029 Compensation Salary Compensation plans art focused on Customer, Individual, Team and Organization goals
203.03.030 Compensation Salary Business Unit/Department Manager actively involved in allocating variable compensation
203.03.031 Compensation Salary Compensation policies and FAQ knowledge bases available on-line to 100% of employees and managers
203.03.032 Compensation Salary Employees have access to planning tools that incorporate total compensation
203.04.001 Compensation Time Reporting Support borrowing of employees between work groups and reporting across work groups and stale lines
203.04.002 Compensation Time Reporting Support partial day loan of employees between work groups and across state lines
203.04.003 Compensation Time Reporting Establish Time Reporting Codes and Work groups
203.04.004 Compensation Time Reporting Define Schedules, and Report Time. Integrate with Payroll Applications, and Financials.
203.04.005 Compensation Time Reporting Collect time
203.04.006 Compensation Time Reporting Support clock how, elapsed time, project / labor, and dollar reporting.
203.04.007 Compensation Time Reporting Work time cannot overlap other work time on a time report.
203.04.008 Compensation Time Reporting Exception and Positive time and attendance reporting must be supported.
203.04.009 Compensation Time Reporting Evaluate reported hours
203.04.010 Compensation Time Reporting Complete forecasting and reporting
203.04.011 Compensation Time Reporting Prepare hours for gross to net processing
203.04.012 Compensation Time Reporting Prepare and deliver hours to payroll
203.04.013 Compensation Time Reporting Employee enters overtime
203.04.014 Compensation Time Reporting Overtime communicated to supervisor for approval
203.04.015 Compensation Time Reporting Overtime approved by supervisor
203.04.016 Compensation Time Reporting Payroll only processes approved overtime
203.04.017 Compensation Time Reporting Ability to monitor unapproved overtime
203.04.018 Compensation Time Reporting Overtime showing actual and convened hours, year to date and pay period dollars

NEXTEL-000295
CONFIDENTIAL

Human Resources

Contract Tracking
ID Function Sub-Function Requirement
204.01.001 Contractor Tracking General Contract Management
204.01.002 Contractor Tracking General Individual contractors (labor hire)
204.01.003 Contractor Tracking General Provide an internal check- and- balance of authorized contract payroll deductions
204.01.004 Contractor Tracking General Prevent further employee payment at expiration date of contract or at depletion of contract amount

NEXTEL-000296
CONFIDENTIAL

Human Resources

Employee Administration
ID Function Sub-Function Requirement
205.01.001 Employee Administration Records and Reports The ability to prove that all necessary benefits, company and pay information is available to a departing employee, all company assets are accounted for, and exit interview is performed
205.01.002 Employee Administration Records and Reports The ability to define decision making authorization levels (organization hierarchies) and departmentation.
205.01.003 Employee Administration Records and Reports The ability to prove that organizational staffing assignments meet the business objectives
205.01.004 Employee Administration Records and Reports The ability to execute acquisitions or divestitures of segments of the company and the related employees.
205.01.005 Employee Administration Records and Reports The ability to track and record personal data changes.
205.01.006 Employee Administration Records and Reports The ability to identify, store, track and destroy employee related reports and records to meet statutory regulations.
205.01.007 Employee Administration Records and Reports The ability to identify various access levels to employee data dependent upon the individual user.
205.01.008 Employee Administration Records and Reports Require various reports, such as sick leave by location, exception parameters, ad hoc reports, etc.
205.01.009 Employee Administration Records and Reports Allow managers to forecast and manage expenditure on training, salaries and operating budgets, such as: contractors, stationary, telecommunications, travel, accom., etc
205.02.001 Employee Administration Time Off Provide the ability to create user defined leave accrual structures based on employee attribute (attributes include, years of service, job assignment, etc.).
205.02.002 Employee Administration Time Off Provide the ability to define parameters, carryover amounts, ceilings, etc. for leave plans.
205.02.003 Employee Administration Time Off Provide automated retro vacation accruals based on user defined criteria (i.e., class, compensation, etc.).
205.02.004 Employee Administration Time Off Provide the ability to transfer leave balances between employees at any level on an hour- for- hour basis or actual cost by using appropriate formulas.
205.02.005 Employee Administration Time Off Provide vacation and sick leave accrual as a percentage of paid service.
205.02.006 Employee Administration Time Off Provide leave accruals earned during paid absence.
205.02.007 Employee Administration Time Off Provide the ability for vacation to be used after a specified period of lime.
205.02.008 Employee Administration Time Off Manage Leaves of Absence
205.02.009 Employee Administration Time Off Receive employee request for Leave
205.02.010 Employee Administration Time Off Track/maintain leave status and reporting
205.02.011 Employee Administration Time Off Ability to pay 1st month of salary in full and then subsidized 2nd and 3rd month for Military Leaves followed by Termination
205.02.012 Employee Administration Time Off Ability to track STD after a month being on disability (may use or may not use sick time) and then after 6 months if the employee has not come back, place them on LTD.
205.02.013 Employee Administration Time Off Ability to track employees on 30 days of personal leave which may be extended up to a period of 3 months
205.02.014 Employee Administration Time Off Ability for Managers to return employee from Leave.
205.02.015 Employee Administration Time Off Ability to track Administrative Type Leave - Suspended with or without Pay
205.02.016 Employee Administration Time Off Ability to report on length of leaves and Expected Return Date.
205.02.017 Employee Administration Time Off Ability for employees to be terminated when they go on LTD
205.02.018 Employee Administration Time Off Ability to track employees on worker's comp.
205.02.019 Employee Administration Time Off Provide the ability to view leave activity for vacation, sick leave, and compensatory time off on a pay period by pay period basis through an online leave account ledger.
205.02.020 Employee Administration Time Off Provide the ability to have additional leave categories (e.g., Personal & Comp Time).
205.02.021 Employee Administration Time Off Decentralize absence application and approval process
205.02.022 Employee Administration Time Off Employee entry of absence application
205.02.023 Employee Administration Time Off Absence applications or exceptions communicated to supervisors for approval
205.02.024 Employee Administration Time Off Absence or exceptions approved by supervisor

NEXTEL-000297
CONFIDENTIAL

Human Resources

Employee Administration
ID Function Sub-Function Requirement
205.02.025 Employee Administration Time Off Absence or exception approval communicated to employees
205.02.026 Employee Administration Time Off Payroll only processes approved absences or exceptions
205.02.027 Employee Administration Time Off Ability to monitors unapproved absence applications or unapproved exceptions
205.02.028 Employee Administration Time Off Exception reporting including the ability to define exception parameters
205.02.029 Employee Administration Time Off Future post known exceptions to employee work schedules for vacation, training, LOA, unpaid absences
205.02.030 Employee Administration Time Off Support vacation, holiday, excused work day and other time off reporting in both full day and part-day
205.02.031 Employee Administration Time Off Enforce negative leave balances for employees.
205.02.032 Employee Administration Time Off Allow reporting of both paid and unpaid absence time.
205.02.033 Employee Administration Time Off Allow exceptions by pay type (mgmt, non-mgmt) for positive reporting.
205.02.034 Employee Administration Time Off Define, detect and report on absences.
205.02.035 Employee Administration Time Off Record comments or reasons for employee absence.
205 02.036 Employee Administration Time Off System must be able to generate scheduled time when no exceptions are reported for a day
205.02.037 Employee Administration Time Off Allow reporting of both paid and unpaid worked time.

NEXTEL-000298
CONFIDENTIAL

Human Resources

Employee Communication
ID Function Sub-Function Requirement
206.01.001 Employee Communications General Provide the ability to manually assign, automatically generate or use SSN as employee/ applicant/ retiree number.
206.01.002 Employee Communications General Provide the ability to make mass changes on employee data based on reorganizations (reassign departments or divisions.)
206.01.003 Employee Communications General Provide Employee Self Service tools on the Internet or Intranet.
206.01.004 Employee Communications General Provide reporting by position.
206.01.005 Employee Communications General Provide the ability to view and print any electronic approvals or cancellations of personnel transaction forms and update database.
206.01.006 Employee Communications General Display and report employee's earnings by pay period, quarterly and yearly, or, on range of dates
206.01.007 Employee Communications General Provide earnings statements with breakdown of YTD totals for wages, taxes and deductions
206.01.008 Employee Communications General Allow employees to update their own personal data, including, Name, Home and Mailing Address, Personal Telephone Numbers, Emergency Information, Marital Status.
206.01.009 Employee Communications General The ability to address key management practices to define, evaluate, measure and communicate the organizational structure
206.01.010 Employee Communications General The ability to establish protocols for communications between employees, management and bargaining units as appropriate.
206.01.011 Employee Communications General Provide information to generate injury reports.
206.01.012 Employee Communications General Provide the ability to record and report on employee skills and competencies, including history.
206.01.013 Employee Communications General Deliver Global Communications via multiple channels and mechanisms, developed to reach 100% of the employee population

NEXTEL-000299
CONFIDENTIAL

Human Resources

Employee Relations
ID Function Sub-Function Requirement
207.01.001 Employee Relations Benefits Determine union grievance procedures
207.01.002 Employee Relations Benefits Provide the ability to track employee grievances, including steps taken, dates or the steps (including future dates), appeals, and comments.
207.01.003 Employee Relations Benefits Review benefits and compensation programs
207.01.004 Employee Relations Benefits Review other rewards
207.01.005 Employee Relations Benefits Review market trends in retention
207.01.006 Employee Relations Benefits Revise/create employee retention program
207.01.007 Employee Relations Benefits Obtain approval of retention program
207.02.001 Employee Relations Performance Provide the ability to track special and additional evaluation without changing the dates or annual evaluation.
207.02.002 Employee Relations Performance Provide the ability to extend probationary period
207.02.003 Employee Relations Performance Provide the ability to change the date of annual evaluation.
207.02.004 Employee Relations Performance Carry out comparisons between an employees profile and the ideal job requirements of a potential job
207.02.005 Employee Relations Performance Performance Management
207.02.006 Employee Relations Performance Evaluation to measure performance of Contractors for managers / supervisors
207.02.007 Employee Relations Performance Reports on budget performance for senior managers
207.02.008 Employee Relations Performance Contractor performance
207.02.009 Employee Relations Performance Assess rewards
207.03.001 Employee Relations Structure Evaluate and monitor existing labor contracts
207.03.002 Employee Relations Structure Negotiate and manage contract elements
207.03.003 Employee Relations Structure Determine wage administration
207.03.004 Employee Relations Structure Provide a contract management system that allows calendar of events, trigger/ tickler capability and record of transaction history.
207.03.005 Employee Relations Structure Provide the ability to track results from drug/ alcohol tests (e.g, positive, random, post- accident, reasonable suspicion, and follow-up information) by employee, department, organization, job classification, disciplinary actions, treatment programs
207.03.006 Employee Relations Structure Provide the ability to track at all procedural levels by type, date, organizational unit and employee.
207.03.007 Employee Relations Structure Collect and review employees issues and concerns
207 03.008 Employee Relations Structure Document and implement worklife policy
207.03.009 Employee Relations Structure Establish guidelines, policies and principles regarding the relationship between employee and organization
207.03.010 Employee Relations Structure Determine which skills are in demand in the market and hence those roles where significant turnover may be expected
207.03.011 Employee Relations Structure Prepare workforce demographic reports out to five years to determine expected turnover of workforce

NEXTEL-000300
CONFIDENTIAL

Human Resources

M&A, Restructuring
ID Function Sub-Function Requirement
208.01.001 M&A, Restructuring General Identify HR/Payroll issues in relationship to reorganizations and acquisitions
208.01.002 M&A, Restructuring General Develop action plan to manage and resolve issues
208.01.003 M&A, Restructuring General Implement Issue Management/Resolution Plan

NEXTEL-000301
CONFIDENTIAL

Human Resources

Performance Management
ID Function Sub-Function Requirement
209.01.001 Performance Management Evaluation/Rewards Provide the ability to track each employee's performance review dates.
209.01.002 Performance Management Evaluation/Rewards Provide the ability to track delinquent performance evaluations.
209.01.003 Performance Management Evaluation/Rewards Allow user- defined performance rating codes
209.01.004 Performance Management Evaluation/Rewards Provide the ability to track performance evaluation objectives (i. e , training programs, etc.)
209.01.005 Performance Management Evaluation/Rewards Reward philosophy based on achievement, not entitlement
209.01.006 Performance Management Evaluation/Rewards Basis for pay increases if person's value, based on competency and contribution to team/organization, not tenure
209.01.007 Performance Management Evaluation/Rewards Develop and document award/incentive policy (consult with managers and employees)
209 01.008 Performance Management Evaluation/Rewards Implement Recognition Policy
209 01.009 Performance Management Evaluation/Rewards Redesign current benefits and compensation programs
209.01.010 Performance Management Evaluation/Rewards Select and manage applicable vendors for Incentive policy
209.01.011 Performance Management Evaluation/Rewards Identify and resolve substandard work performance through an agreed upon plan of action
209.01.012 Performance Management Evaluation/Rewards Determine KPIs using Organization's strategic objectives
209.02.001 Performance Management Job Specification Establish [Unreadable Word] Framework. Derive pay bands for jobs from external surveys and sources such as Pay Net (Awards, Agreements)
209.02.002 Performance Management Job Specification Standardize position profiles (Standard proforms)
209.02.003 Performance Management Job Specification Position employee within determined pay band based on their development of skills, knowledge and competencies
209.02.004 Performance Management Job Specification Record behavioral competencies
209.02.005 Performance Management Job Specification Addresses both non-variable and variable pay
209.02.006 Performance Management Job Specification Evaluate employee/organization skills and competencies against the competencies required to forward the strategic plan.
209.02.007 Performance Management Job Specification Identify skills progression and responsibility progression within an organizational structure that is aligned with the strategic goals.
209.02.008 Performance Management Job Specification The ability to provide the opportunity for individuals to progress along established career paths.
209.02.009 Performance Management Job Specification The ability to establish developmental goals and measurements for an individual and utilizing company wide procedures for assessing results.
209.02.010 Performance Management Job Specification The ability to identify job responsibilities/activities and to document the skills and qualifications necessary for successful performance.

NEXTEL-000302
CONFIDENTIAL

Human Resources

Policies and Procedures
ID Function Sub-Function Requirement
210.01.001 Policies and Procedures Develop & Update Create/revise policy or procedure
210.01.002 Policies and Procedures Develop & Update Consult/review with line management and/or SME
210.01.003 Policies and Procedures Develop & Update Obtain approval of new/revised policy or procedure
210.01.004 Policies and Procedures Develop & Update Develop Strategy to promote diversity in the workplace
210 01.005 Policies and Procedures Develop & Update Obtain support from senior level management
210.01.006 Policies and Procedures Develop & Update Establish diversity councils
210.01.007 Policies and Procedures Develop & Update Finalize Workforce Diversity Strategy
210.01.008 Policies and Procedures Develop & Update Obtain approval in Workforce Diversity Strategy
210.01.009 Policies and Procedures Develop & Update Develop policies in multiple languages if employee demographics and studies indicate negative impact to employees
210.02.001 Policies and Procedures Health & Safety The ability to report and investigate safety issues and their resolution.
210.02.002 Policies and Procedures Health & Safety The ability to develop health and safety guidelines and provide compliance.
210 02.003 Policies and Procedures Health & Safety Capture rehabilitation data such as examination attendance and automatic notification
210.02.004 Policies and Procedures Health & Safety Process employee's return to work.
210.02.005 Policies and Procedures Health & Safety Require the implementation of risk management strategy
210.02.006 Policies and Procedures Health & Safety Risk Assessment tool for tasks and processes
210.02.007 Policies and Procedures Health & Safety Risk Assessment tool using the energy damage model
210.02.008 Policies and Procedures Health & Safety Risk Assessment tool link to procedures, standards, work orders
210.02 009 Policies and Procedures Health & Safety Risk Assessment tool record controls, person undertaking assessment, date etc
210.02.010 Policies and Procedures Health & Safety Develop Strategy to promote health and wellness in the workplace
210.02.011 Policies and Procedures Health & Safety Manage the health and safety of all personnel (employees, contractors)
210.02.012 Policies and Procedures Health & Safety Keep track of action officers and be able to attach photos and forms i.e. notification
210.02.013 Policies and Procedures Health & Safety Requirement to report on expiry date of certificates and qualifications and automatic notification for both our workers and contracted workers
210.02.014 Policies and Procedures Health & Safety Document Health & Safety policies, procedures etc
210.02 015 Policies and Procedures Health & Safety When purchasing, receiving and dispatching good/services, 11&S signoff
210.02.016 Policies and Procedures Health & Safety Requirement to ensure that applicants meet the health and fitness requirements of the position. Generate a report of the fitness of health requirements for a position that can be submitted to a medical examiner for verification of applicant fitness
210.02.017 Policies and Procedures Health & Safety Health Evaluation - regular, pre-employment, rehabilitation. Automatic notification
210.02.018 Policies and Procedures Health & Safety Report on accident and incident reporting, compensation claims, rehabilitation data, asbestos (and other exposures) exposure and health and safety training attendance
210.02.019 Policies and Procedures Health & Safety Record Health and Safety training and automatic notification. Stat training reports - who is current, when assessed
210.02.020 Policies and Procedures Health & Safety Ability to report on absences which are related to an incident
210.02.021 Policies and Procedures Health & Safety Registrable Plant Record - inspection and test details. Who has done them and when. Registration costs and registration code.
210.02 022 Policies and Procedures Health & Safety Asbestos exposure register. Asbestos location register.
210.02.023 Policies and Procedures Health & Safety Illness, Incident, and Injury Tracking
210.02.024 Policies and Procedures Health & Safety Process Rehab, Claims, and Examination Data
210.02.025 Policies and Procedures Health & Safety Report to US Occupational Safely and Health
210.03.001 Policies and Procedures Implementation Implement new/revised policy or procedure
210.03.002 Policies and Procedures Implementation Publish new/revised policy or procedure
210.03.003 Policies and Procedures Implementation Implement Workforce Diversity Strategy
210.03.004 Policies and Procedures Implementation The ability to familiarize new or transferred employees with company policies, procedures, benefits, and logistics including relocation and international workforce administration.
210.03 005 Policies and Procedures Implementation The ability to address key employment practices as it relates to human resources in the areas of individual employment rights, job analysis, and workplace behavior.
210.03.006 Policies and Procedures Implementation Process for document and resolve issues of employee rules violations

NEXTEL-000303
CONFIDENTIAL

Human Resources

Policies and Procedures
ID Function Sub-Function Requirement
210.03.007 Policies and Procedures Implementation The ability to resolve employee grievances and interpersonal issues within the workplace.
210.03.008 Policies and Procedures Implementation The ability to anticipate possible crisis scenarios and create plans for mitigating impact.
210.03.009 Policies and Procedures Implementation The ability to administer policies and procedures to control the theft and fraud of personal and company property.
210.04.001 Policies and Procedures Tracking & Reporting The ability to report employment and advancement opportunities to remedy effects of past discrimination against women and minorities.
210.04.002 Policies and Procedures Tracking & Reporting The ability to report female and minority representation in the employer's total workforce as well as in standard job groupings
210.04.003 Policies and Procedures Tracking & Reporting The ability to report on employment and advancement opportunities for disabled and Vietnam-era veteran.
210.04.004 Policies and Procedures Tracking & Reporting The ability to report employment opportunities for persons with disabilities and provided accommodations
210.04.005 Policies and Procedures Tracking & Reporting The ability to provide new hire information to state agencies to assist with collection of child support payments and fraudulent unemployment and worker's comp claims.
210.04.006 Policies and Procedures Tracking & Reporting The ability to report the extent and severity of work-related injuries and illnesses affecting employees.
210.04.007 Policies and Procedures Tracking & Reporting The ability to report, investigate and resolve violations of policy (i.e. sexual harassment, misconduct)

NEXTEL-000304
CONFIDENTIAL

Human Resources

Recruiting
ID Function Sub-Function Requirement
211.01.001 Recruiting Application Process Provide standardized application for each position
211.01.002 Recruiting Application Process Provide online employee applications using web forms
211.01.003 Recruiting Application Process Provide employee applications entered through scanned forms.
211.01.004 Recruiting Application Process Provide the ability to attach electronic resume documents to the applicant record.
211.01.005 Recruiting Application Process Provide the ability for applicants to apply for two or more positions at once
211.01.006 Recruiting Application Process Provide automated inclusion of previous applicants who are eligible for new openings in hiring evaluations.
211.01.007 Recruiting Application Process Provide automated inclusion of current employees who are eligible for new openings in hiring evaluations.
211.01.008 Recruiting Application Process Provide test scheduling for applicants when tests are required for applicants
211.01.009 Recruiting Application Process Provide test score tracking for applicants that transfers to employee records if the applicant is hired.
211.01.010 Recruiting Application Process Provide the applicant tracking with multiple search criteria including name, SSN, applicant number, etc.
211.01.011 Recruiting Application Process Provide fields for capturing applicant source.
211.01.012 Recruiting Application Process Provide an automated requisition approval process.
211.01.013 Recruiting Application Process Provide fields to capture comments and status of multi- step employment process which varies by department.
211.01.014 Recruiting Application Process Provide the ability to request and accept electronic credit and background checks from outside agencies.
211.01.015 Recruiting Application Process Provide automatic standardized letters using system data (date or flag driven triggers)
211 01.016 Recruiting Application Process Provide the ability to automatically create an employee record from applicant tracking data.
211 01.017 Recruiting Application Process Provide the Applicant Tracking report with status, dates, etc.
211.01.018 Recruiting Application Process Provide EEO reports on applicants (tracking of race, sex, position applied, etc .).
211.01.019 Recruiting Application Process Provide the ability to print reports for police/ fire applicants listing qualification/ employment process activities to dale.
211.01.020 Recruiting Application Process Provide the ability to analyze applicants on criteria including but not limited to education, experience, skills, references, past performance, tests, work location preference, veteran status, etc
211.01.021 Recruiting Application Process Provide report of past applicants listing what and when they applied, status, results, etc.
211.01.022 Recruiting Application Process Provide the ability for applicants to signify whether former employer may be contacted.
211.01.023 Recruiting Application Process Provide warnings and errors when trying to rehire employees terminated or disqualified for cause.
211.01.024 Recruiting Application Process Track and report applicant status through multiple processes and positions
211.01.025 Recruiting Application Process Provide the ability to reject applications for specific reason codes.
211 01.026 Recruiting Application Process Provide the automated ability to identify applicants with desired skills, abilities, experience and education.
211.01.027 Recruiting Application Process Provide the ability to accept interest in formation and to generate notices to applicants when jobs open for recruitment that apply to their interest
211.01.028 Recruiting Application Process Provide the ability to generate appropriate letter upon eligible and applicant disposition and relate to mailing list for distribution via the system.
211.01.029 Recruiting Application Process Provide the ability to track applicants by occupational category and job groups through the entire personnel process for EEO tracking selected by date( s).
211.01.030 Recruiting Application Process Track applicant lest scores.
211.01.031 Recruiting Application Process The ability to gather, input and report on applications/ resumes received from internal and external sources.
211.01.032 Recruiting Application Process The ability to match applicant skills to the requirements for the job.
211.01.033 Recruiting Application Process The ability to schedule, conduct and evaluate interviews with candidates.
211.01.034 Recruiting Application Process The ability to end applications from recruits that were not chosen to fill job and evaluate historical requirements
211.02.001 Recruiting Interview Process Provide the online review and approval of personnel transactions with updates at final review approval.
211.02.002 Recruiting Interview Process Provide tracking for multiple types of tests, both pass/ fail and scored for employees and applicants
211.02.003 Recruiting Interview Process Provide the ability to electronically rate and/or weight skills, experience, education, certification and licenses as compared to predetermined classification standards.
211.02.004 Recruiting Interview Process Provide the ability to have various weighting capabilities for exams.
211.02.005 Recruiting Interview Process Provide and maintain exam item bank.
211.02.006 Recruiting Interview Process Provide for online testing (example: typing, data entry, written multiple choice).
211.02 007 Recruiting Interview Process Send pre- induction booklet
211.02.008 Recruiting Interview Process Ensure the coordinated induction of new / transferred employees / contractors and visitors

NEXTEL-000305
CONFIDENTIAL

Human Resources

Recruiting
ID Function Sub-Function Requirement
211.02.009 Recruiting Interview Process Induction day factored into process of beginning job
211.02.010 Recruiting Interview Process Finalize employee on-boarding process
211.02.011 Recruiting Interview Process Perform selection process of shortlisted applicants
211.02.012 Recruiting Interview Process Determine suitable applicant
211.02.013 Recruiting Interview Process Notify successful applicant
211.02.014 Recruiting Interview Process Send letter of offer
211.02.015 Recruiting Interview Process Define standard interview questions
211.02.016 Recruiting Interview Process Define interview feedback questions
211.02.01I7 Recruiting Interview Process Interview and screening results are available online to interviewers, managers and external candidate sources
211.02.018 Recruiting Interview Process Move job selection process to line managers, with HR developing criteria for job competencies, hiring decision matrix, and administration processes
211.02.019 Recruiting Interview Process Generate notices with variables in order to use the same teller, but be able to customize the individual letters according to need.
211.02.020 Recruiting Interview Process Generate eligible lists in any order and to be able to provide information to each specific eligible list according to the interview results
211.02.021 Recruiting Interview Process Ability to set parameters as to how long an eligibility list is maintained
211.02.022 Recruiting Interview Process Provide the ability to track the number of units accumulated and currently taking for student workers and determine if enough units were taken the previous semester.
211.02.023 Recruiting Interview Process Develop screening tools
211.02.024 Recruiting Interview Process Determine appropriate tool for a specific position or applicant
211.02.025 Recruiting Interview Process Screen candidate or group of candidates
211.02.026 Recruiting Interview Process Candidates are eliminated or advanced to selection/pre-placement verification
211.02.027 Recruiting Interview Process Decide to Hire/Rehire an applicant
211.02.028 Recruiting Interview Process Generate offer and rejection letters.
211.02.029 Recruiting Interview Process Report hiring information for Affirmative Action.
211.02.030 Recruiting Interview Process Selection criteria on-line for managers/interested employees
211.02.031 Recruiting Interview Process Develop Talent Sourcing and Selection Strategies
211.03.001 Recruiting Policies & Procedures Allow for rehired employees to use their previous employee ID.
211.03.002 Recruiting Policies & Procedures Assign employee ID to New Hire.
211.03.003 Recruiting Policies & Procedures Store employee personal information (address, SSN, birth dale, etc.)
211.03.004 Recruiting Policies & Procedures Store professional certification titles.
211.03.005 Recruiting Policies & Procedures Track Disabled Status.
211.03.006 Recruiting Policies & Procedures Track Handicapped Codes.
211.03.007 Recruiting Policies & Procedures Update Seniority and Service Date fields for rehires
211.03.008 Recruiting Policies & Procedures Track who belongs to a union.
211.03.009 Recruiting Policies & Procedures Track company properly held by the employee when hired.
211.03.010 Recruiting Policies & Procedures Define standard job codes.
211.03.011 Recruiting Policies & Procedures Define standard job description for each job code.
211.03.012 Recruiting Policies & Procedures Define job grades associated with each job code
211.03.013 Recruiting Policies & Procedures Define standard job titles.
211.03.014 Recruiting Policies & Procedures Define all job sites.
211.03.015 Recruiting Policies & Procedures Define approval workflow
211.03.016 Recruiting Policies & Procedures Define information that needs to be captured in a requisition form.
211.03.017 Recruiting Policies & Procedures Define sources where jobs should be posted
211.03.018 Recruiting Policies & Procedures Define which sources should be used for which types of jobs
211.03.019 Recruiting Policies & Procedures Define prescreening process and criteria.
211.03.020 Recruiting Policies & Procedures Define information that needs to be captured in an offer form.

NEXTEL-000306
CONFIDENTIAL

Human Resources

Recruiting
ID Function Sub-Function Requirement
211.03.021 Recruiting Policies & Procedures Recruiting and Selection policies and procedures are on-line, accessible to everyone involved in the staffing process
211.03.022 Recruiting Policies & Procedures Centralized Staffing Centers supporting the entire organization
211.03.023 Recruiting Policies & Procedures Implement internal job posting guidelines
211.03.024 Recruiting Policies & Procedures Determine guidelines for the use of Temporary/Contract Services
211.03.025 Recruiting Policies & Procedures Obtain approval of Temp/Contract Services guidelines
211.03.026 Recruiting Policies & Procedures Control unauthorized hiring
211.03.027 Recruiting Policies & Procedures Create job description
211.04.001 Recruiting Recruiting Process Improve college recruiting strategies by beginning candidate/hire socialization into the company before the formal start dale
211.04.002 Recruiting Recruiting Process Manage Recruiting Vendors
211.04.003 Recruiting Recruiting Process Candidates should have access to web sites, IVR and fax machines to increase recruiting process success
211.04.004 Recruiting Recruiting Process Develop cooperative recruiting alliances with community-based programs to identify and attract specify audiences (women, minorities, retirees, disabled)
211.04.005 Recruiting Recruiting Process Initiate sourcing/recruiting effort
211.04.006 Recruiting Recruiting Process Collect Resumes
211.04.007 Recruiting Recruiting Process Attend Career fairs
211.04.008 Recruiting Recruiting Process Develop Internship programs
211.04 009 Recruiting Recruiting Process Develop Campus and Community recruiting programs
211.04.010 Recruiting Recruiting Process Track expenses associated with requisitions.
211.04.011 Recruiting Recruiting Process Assign a requisition to a recruiter and generate productivity reports
211.04.012 Recruiting Recruiting Process The ability to establish the best recruiting channels to be utilized for each hiring scenario.
211.04.013 Recruiting Recruiting Process The ability to evaluate recruitment strategies against objective criteria.
211.04.014 Recruiting Recruiting Process Electronic transfer of position description and other relevant recruitment information
211.04.015 Recruiting Recruiting Process Recruitment process controlled by Manager responsible for vacancy
211.04.016 Recruiting Recruiting Process Online guidance for Managers on recruitment process
211.04.017 Recruiting Recruiting Process Recruitment forecast for next 12 months
211.04.018 Recruiting Recruiting Process Create Internal and External Source and Recruit Strategics
211.04.019 Recruiting Recruiting Process Identify appropriate sourcing/recruiting activities and programs
211.04.020 Recruiting Recruiting Process Finalize comprehensive recruiting/sourcing plan
211.04.021 Recruiting Recruiting Process Obtain approval of recruiting/sourcing plan
211.05.001 Recruiting Staffing Needs Establish and maintain a register of external providers
211.05.002 Recruiting Staffing Needs Establish and maintain a service level agreement for external providers
211.05.003 Recruiting Staffing Needs Utilize external providers for your temporary employee needs
211.05.004 Recruiting Staffing Needs Utilize external providers for contract employees, and pay through Accounts Payable system
211.05.005 Recruiting Staffing Needs Outsource job postings and advertisements to external agencies, subscription companies said web site management companies
211.05.006 Recruiting Staffing Needs Recruitment need identified
211.05.007 Recruiting Staffing Needs Required to obtain the necessary Capabilities Tasks and Accountabilities for the position
211.05.008 Recruiting Staffing Needs Define salary ranges for each job code. This may or may not be based on job location
211.05.009 Recruiting Staffing Needs Must include key customers in all decision making and delivery activities
211.05.010 Recruiting Staffing Needs Determine the core competencies and work activities that are core to your company; outsource non-core functions
211.05.011 Recruiting Staffing Needs Provide the ability to customize job postings by adding detail specific to each opening.
211.05.012 Recruiting Staffing Needs Provide the ability to generate piper, e-mail and web posting notices of positions to be filled.
211.05.013 Recruiting Staffing Needs Provide report of open positions by department, job title, and/ or class code.
211.05.014 Recruiting Staffing Needs Provide the ability to track filled and vacant positions by position number and/ or department and print reports with totals.
211.05.015 Recruiting Staffing Needs Provide for a random, computer selection of names, for unskilled job types
211.05.016 Recruiting Staffing Needs Transfer postings to internet

NEXTEL-000307
CONFIDENTIAL

Human Resources

Recruiting
ID Function Sub-Function Requirement
211.05.017 Recruiting Staffing Needs Create Management training programs
211.05.018 Recruiting Staffing Needs Post position internally
211.05.019 Recruiting Staffing Needs Track and Measure the performance of Temporary/Contract Services
211.05.020 Recruiting Staffing Needs The ability to document and gain approval for new job requisition
211.05.021 Recruiting Staffing Needs The ability to hire temporary and contract personnel to fill short-term needs.
211.05.022 Recruiting Staffing Needs Ability to assess employee profiles for match against vacant position

NEXTEL-000308
CONFIDENTIAL

Human Resources

Succession Planning
ID Function Sub-Function Requirement
212.01.001 Succession Planning General Support workforce wide succession planning
212.01.002 Succession Planning General Separation management
212.01.003 Succession Planning General Survey employees to identify potential separation dates - Must be optional and non binding, for forecast purposes only
212.01.004 Succession Planning General Develop and Implement Succession Plant
212.01.005 Succession Planning General Plan succession paths
212.01.006 Succession Planning General Document/publish succession pluming materials
212.01.007 Succession Planning General Conduct Exit Interviews to establish reasons for separation
212.01.008 Succession Planning General Succession Planning.
212.01.009 Succession Planning General Assess and manage the current workforce's composition and ability to satisfy organizational plans and requirements. In particular develop succession planning options for high risk or critical 'Jobs'.
212.01.010 Succession Planning General Identify succession planning strategies for high risk / value position with Nextel
212.01.011 Succession Planning General Individual succession planning reports

NEXTEL-000309
CONFIDENTIAL

Human Resources

Surveys
ID Function Sub-Function Requirement
213.01.001 Surveys General The ability to survey internal and external changes, which may impact the organizations strategic plan and Human Resources.
213.01.002 Surveys General The ability to measure and interpret opinions and satisfaction of active and terminated employees (Exit Interviews, Focus Groups) and recommend changes based on the analysis.
213.01.003 Surveys General Develop a strategy for deploying on-line, web based surveys to employed and managers.

NEXTEL-000310
CONFIDENTIAL

Human Resources

Training
ID Function Sub-Function Requirement
214.01.001 Training Need, Selection & Execution Planning Training Budgets
214.01.002 Training Need, Selection & Execution Monitor and store all costs related for budgeting purposes
214.01.003 Training Need, Selection & Execution Provide tuition reimbursement- system that has electronic forms, electronic calculations, processing rules, payment requests, update system payroll, and integration to transcripts and payments and reporting capability.
214.01.004 Training Need, Selection & Execution Implement training administration processes which allows department managers to request internal training classes for their direct reports.
214.01.005 Training Need, Selection & Execution Provide integration between training and employee competencies to determine training needs.
214 01.006 Training Need, Selection & Execution Provide the ability to maintain recommended course and curriculum by position and/ or employee.
214.01.007 Training Need, Selection & Execution Provide electronic training approval routing based on user defined routing paths.
214.01.008 Training Need, Selection & Execution Provide the online course catalogs in training module with ability to search on course description / key words.
214.01.009 Training Need, Selection & Execution Provide automated training class prerequisite checking by the system.
214.01.010 Training Need, Selection & Execution Provide the ability to capture and track training goals from performance appraisal reviews.
214.01.011 Training Need, Selection & Execution Provide the ability to track last activity date and next required action date per employee and per training and licensing requirement
214.01.012 Training Need, Selection & Execution Provide the ability to review current training and certifications of employees and recommendation of employee training plans that relate to their specific position or job function.
214.01.013 Training Need, Selection & Execution Provide the ability to flag supervisors (including actual supervisory responsibility) to determine those who are required to attend special training.
214.01.014 Training Need, Selection & Execution Identify skills and competencies necessary to support organization
214.01.015 Training Need, Selection & Execution The ability to respond to the Training Needs Assessment with planned educational activities.
214.01.016 Training Need, Selection & Execution The ability to schedule, provide and track the training commitments.
214.01.017 Training Need, Selection & Execution Facilitate job-rotation, cross-training and self-managed work teams
214.01.018 Training Need, Selection & Execution Develop learning maps by business unit focusing on competencies, markets, solutions, customer and foundation skills
214.01.019 Training Need, Selection & Execution Link learning maps to people, learning, infrastructure and industry best practices
214.01.020 Training Need, Selection & Execution Design an eLeaming data base that contains teaming solutions and products, learning paths, materials, and with flexibility to adapt to changing market requirements and customer delivery
214.01.021 Training Need, Selection & Execution Integrate the Human Resource and Applicant tracking system to the Training system.
214.01.022 Training Need, Selection & Execution Require a course catalogue which consists of both external and internal courses necessary to meet the training needs of Client
214.01.023 Training Need, Selection & Execution Develop rapid deployment competencies delivering eLeaming solutions to support operational effectiveness
214.01.024 Training Need, Selection & Execution Provide automated scheduling of classrooms, instructors and equipment with tracking of classroom usage, instructor usage and certifications, and special equipment usage and attendance
214.01.025 Training Need, Selection & Execution Develop, provide and track necessary education and training required for safety issues.
214.01.026 Training Need, Selection & Execution Provide the ability to calculate next required training/ licensing date based on last activity date and training and licensing frequency requirement.
214.01.027 Training Need, Selection & Execution Provide the ability to establish default settings for training and licensing descriptions, classifications, restrictions, frequency requirements and comments.
214.01.028 Training Need, Selection & Execution Develop training programs which develop techniques that positions the organization to learn from mistakes and successes, through an adaptive, flexible workforce
214.01.029 Training Need, Selection & Execution Training decision-making responsibilities are managed throughout the organization and with Line Manager leadership
214.01.030 Training Need, Selection & Execution Require the need for employee training to come from the training plans/performance appraisal
214.01.031 Training Need, Selection & Execution Implement a global learning management system that aligns competency and organization development practices
214.01.032 Training Need, Selection & Execution Use external training resources for non-core training programs (courses such as Word, Excel, PowerPoint)

NEXTEL-000311
CONFIDENTIAL

Human Resources

Training
ID Function Sub-Function Requirement
214.01.033 Training Need, Selection & Execution Decrease and reduce training costs by identifying non-valued courses through annual review and measurement of the training program
214.01.034 Training Need, Selection & Execution Outsource non-core training courses
214.01.035 Training Need, Selection & Execution Outsource and utilize non-core instructors; for training courses
214.01.036 Training Need, Selection & Execution Review development of core, internal courses and determine best approach, method and value for internal course design and delivery
214.01.037 Training Need, Selection & Execution Just in Time training delivery becomes more valuable than scheduled courses, thus HR trainers must have flexible schedules to adapt to operational requirements
214.01.038 Training Need, Selection & Execution Based on comparison analysis, establish the need for development
214.01.039 Training Need, Selection & Execution Develop Training plan for next 12 months
214.02.001 Training Performance & Results Train and Advise managers on effective performance management and appraisal
214.02 002 Training Performance & Results Design Comprehensive Performance Measurement Program
214.02.003 Training Performance & Results Administer Employee Performance Reviews
214.02.004 Training Performance & Results Notify Supervisors/Employees of Review deadlines
214.02.005 Training Performance & Results Collect and document employees' issues/concerns
214.02.006 Training Performance & Results Analyze results
214.02.007 Training Performance & Results Publish and distribute results to employed
214.02.008 Training Performance & Results Communicate results to management
214.02.009 Training Performance & Results Compensate employees for attaining skills that add value to the organization and or workforce flexibility
214.02.010 Training Performance & Results Measure employees against higher level jobs
214.02.011 Training Performance & Results Determine key and high potential employees
214.02.012 Training Performance & Results Carry out comparisons between an employees, profile and the ideal job requirements of a potential job
214.02.013 Training Performance & Results Store and monitor bookings/availability of course placements
214.02.014 Training Performance & Results Provide the ability to maintain waiting lists for classes.
214.02.015 Training Performance & Results Provide the ability to automatically move employees from waiting lists to enrolled in classes as space becomes available.
214.02.016 Training Performance & Results Provide the ability to cancel classes with automated notice to employees of the cancellation.
214.02.017 Training Performance & Results Provide the ability to maintain student enrollment history city wide by supervisor.
214.02.018 Training Performance & Results Provide the ability to automatically enroll employees in City required training classes based on hiring process.
214.02.019 Training Performance & Results Track multiple types of tests, both pass/ fail and scored for employees and applicants.
214.02.020 Training Performance & Results Store training histories and attendance records
214.02.021 Training Performance & Results Provide a report of all training for one employee (transcript).
214.02.022 Training Performance & Results Provide the ability to add free form notes to employee training records.
214.02.023 Training Performance & Results Provide automated notification that certifications and license are set to expire.
214.02.024 Training Performance & Results Provide class evaluation processing.
214.02 025 Training Performance & Results Provide the ability to track all required and optional training, licenses, certifications ect.
214.02.026 Training Performance & Results Track attendance
214.02.027 Training Performance & Results Complete post-course certification/verification
214.02.028 Training Performance & Results Develop Performance Standards and Measurements
214.02.029 Training Performance & Results Complete reporting and calculations based on results
214.02.030 Training Performance & Results Develop competency models that identify critical success factors that differentiate high or low performers and integrate desired behaviors and performances into training & education programs
214.02.031 Training Performance & Results Track necessary development information

NEXTEL-000312
CONFIDENTIAL

Human Resources

Workforce Planning & Staffing
ID Function Sub-Function Requirement
215.01.001 Workforce Planning/Staffing Analysis Manage Workforce Forecasting and Headcount
215.01.002 Workforce Planning/Staffing Analysis Develop strategy for determining workforce needs
215.01.003 Workforce Planning/Staffing Analysis Collect forecasting data, information, and tools
215.01.004 Workforce Planning/Staffing Analysis Gather employee census data
215.01.005 Workforce Planning/Staffing Analysis Gather staffing level analysis
215.01.006 Workforce Planning/Staffing Analysis Gather and analyze turnover data
215.01.007 Workforce Planning/Staffing Analysis Scenario planning - Determine the skill knowledge and capabilities of future work force requirements
215.01.008 Workforce Planning/Staffing Analysis Identify capability gap between work force and planned projects/organizational tasks
215.01.009 Workforce Planning/Staffing Analysis Analyze organizational work plans for next 12 months against workforce availability and capability from workgroup to corporate level
215.02.001 Workforce Planning/Staffing Scheduling Provide the ability to track and maintain work schedules by position, classification and employee.
215.02.002 Workforce Planning/Staffing Scheduling Enable the user to generate daily, weekly, bi- weekly and future schedules automatically, allow for manual overrides on an exception-basis and provide for effective calendar dating.
215.02.003 Workforce Planning/Staffing Scheduling Provide the ability to define multiple shifts including, but not limited to, starting and ending times, breaks and lunch periods, etc.
215.02.004 Workforce Planning/Staffing Scheduling Provide comments fields to provide reasons for changes in schedules.
215.02.005 Workforce Planning/Staffing Scheduling Ability to generate work schedules based on period work schedule pattern
215.02.006 Workforce Planning/Staffing Scheduling Ability to attach employees to workschedule rules
215.02.007 Workforce Planning/Staffing Scheduling Shift planning
215.03.001 Workforce Planning/Staffing Staffing Provide the ability to assign employees to hours, shifts, positions, departments, etc. outside of their normal schedule and accumulate and track all associated time and related data without affecting the employees normal schedule.
215.03.002 Workforce Planning/Staffing Staffing Provide the ability to define and assign employed to an unlimited number of labor cost codes as defined in the City's chart or accounts and pre- load default code assignments.
215.03.003 Workforce Planning/Staffing Staffing Determine staffing shortages based upon current and future schedules.
215.03.004 Workforce Planning/Staffing Staffing Recommend available and eligible employees for filling scheduled but unfilled positions.
215.03.005 Workforce Planning/Staffing Staffing Create work force plan
215.03.006 Workforce Planning/Staffing Staffing Ability to transfer employees between work schedules
215.03.007 Workforce Planning/Staffing Staffing Ability to transfer employees between work areas and sites
215.03.008 Workforce Planning/Staffing Staffing Demands for high work intensity critical work periods
215.03.009 Workforce Planning/Staffing Staffing Preferred leave periods
215.03.010 Workforce Planning/Staffing Staffing Employee attendance / availability
215.03.011 Workforce Planning/Staffing Staffing Capability to contingency plans workforce options
215.03.012 Workforce Planning/Staffing Staffing Job description stored with Jobcode automatically transfer to requisition.
215.03.013 Workforce Planning/Staffing Staffing Maintain and update headcount (open v. filled positions)
215.03.014 Workforce Planning/Staffing Staffing High risk/critical positions within organization
215.03.015 Workforce Planning/Staffing Staffing Organization chart down to position level
215.03.016 Workforce Planning/Staffing Staffing Individual, Workgroup, Site / Division, and Organization Skills / position matrix
215.03.017 Workforce Planning/Staffing Staffing Determine organizational behavior and culture required to support company strategics
215.03.018 Workforce Planning/Staffing Staffing Determine development effort needed to support organizational changes
215.03.019 Workforce Planning/Staffing Staffing Identify critical positions and tasks

NEXTEL-000313
CONFIDENTIAL

Human Resources

Workforce Deployment
ID Function Sub-Function Requirement
216.01.001 Workforce Deployment Benefits Administer Employee Assistance Services
216.01.002 Workforce Deployment Benefits Receive request for employee assistance
216.01.003 Workforce Deployment Benefits Refer employee to appropriate provider
216.01.004 Workforce Deployment Benefits Coordinate gathering and transfer of necessary information to provider
216.01.005 Workforce Deployment Benefits Monitor provider service and performance
216.01.006 Workforce Deployment Benefits Allow options of waive coverage, single, employee + Sp, Family, Spouse Only (if employee or spouse is 65) coverage. Child only
216.01.007 Workforce Deployment Benefits Ability to terminate coverage at any lime
216.01.008 Workforce Deployment Benefits Ability to offer health benefits to surviving spouse (no life insurance)
216.01.009 Workforce Deployment Benefits Ability to maintain existing level of coverage and premiums for covered participants in grand-fathered plans
216.01.010 Workforce Deployment Benefits Ability to list premium payments via Benefit Plan
216.01.011 Workforce Deployment Benefits Ability to track beneficiaries for life insurance
216.01.012 Workforce Deployment Benefits Ensure Employees on worker's comp an not paid through payroll.
216.01.013 Workforce Deployment Benefits Process death and/or retirement if applicable
216.01.014 Workforce Deployment Benefits Provide Outplacement and Career Transition Counselling
216.01.015 Workforce Deployment Benefits Create outplacement and career transitions counseling program
216.01.016 Workforce Deployment Benefits Receive employee request for outplacement and career transition counseling
216.01.017 Workforce Deployment Benefits Administer outplacement program
216.02.001 Workforce Deployment New Hires Develop and Manage Employee Assimilation
216.02.002 Workforce Deployment New Hires Introduce new employees to organization
216.02.003 Workforce Deployment New Hires Complete office and facility tours
216.02.004 Workforce Deployment New Hires Introduce new employees to appropriate personnel
216.02.005 Workforce Deployment New Hires Distribute necessary tools to successfully begin work
216.03.001 Workforce Deployment Promotions Administer Promotions
216.03.002 Workforce Deployment Promotions Decide to promote an employee and initiate necessary correspondence to employee
216.03.003 Workforce Deployment Promotions Ability to promote employees to another job without a change in pay.
216.03.004 Workforce Deployment Promotions Ability for employees to be 'demoted' to job with a lower pay grade with no decrease in pay.
216.03.005 Workforce Deployment Promotions Finalize promotion
216.04.001 Workforce Deployment Retirement Administer Retiree Processing & Counseling
216.04.002 Workforce Deployment Retirement Receive employees request for retirement
216.04.003 Workforce Deployment Retirement Ability to maintain all vital employee information after the employee is Retired.
216.04.004 Workforce Deployment Retirement Ability to track employees who take early retirement incentive plans
216.04.005 Workforce Deployment Retirement Administer retiree benefits
216.04.006 Workforce Deployment Retirement Communicate retiree options under applicable plant
216.04.007 Workforce Deployment Retirement Automated Benefits Billing by directly accessing the retiree's bank acct.
216.04.008 Workforce Deployment Retirement Ability to have retired billed annually with 12 monthly coupons
216.04.009 Workforce Deployment Retirement Ability to monitor contract of employee's who are offered an 'early out' option (early retirement)
216.04.010 Workforce Deployment Retirement Ability to notify COBRA TPA for retirees losing coverage
216.04.011 Workforce Deployment Retirement Ability to determine eligibility based on age 60 and 20 years of unbroken service
216.04.012 Workforce Deployment Retirement Ability to ID retiree's/spouses approaching age 65 for Medicare Supplement info
216.04.013 Workforce Deployment Retirement Ability to identify different groups of Retirees
216.04.014 Workforce Deployment Retirement Ability to generate a file that houses retiree name, banking info, Social Security and benefit deduction amt.
216.04.015 Workforce Deployment Retirement Ability to extract retiree banking info for ACH file
216.04.016 Workforce Deployment Retirement Ability to identify retirees who have premiums deducted via ACH file
216.04.017 Workforce Deployment Retirement Ability to draw a report on retirees requiring Benefits Billing
216.04.018 Workforce Deployment Retirement Ability to post ACH deductions to the retiree's Benefits Billing account records
216.04.019 Workforce Deployment Retirement Ability to post retiree check payments to the retiree's records

NEXTEL-000314
CONFIDENTIAL

Human Resources

Workforce Deployment
ID Function Sub-Function Requirement
216.04.020 Workforce Deployment Retirement Ability to track payment history/type for ACH and non-ACH deductions
216.04.021 Workforce Deployment Retirement Ability to consider active employee who retires eligible for COBRA, then when COBRA ends, be considered eligible for retiree medical.
216.05.001 Workforce Deployment Termination Initiate separation of employment
216.05.002 Workforce Deployment Termination Ability to terminate all the deductions when employee is terminated.
216.05.003 Workforce Deployment Termination Ability to pay out vacation when employee is terminated.
216.03.004 Workforce Deployment Termination Ability to enter number of vacation hours to be paid out.
216 05.005 Workforce Deployment Termination Ability for employees to chose between Pay Continuation with Benefits and Lump sum without Benefits pay out.
216.05.006 Workforce Deployment Termination Administer voluntary or involuntary separation
216.05.007 Workforce Deployment Termination Ability to terminate all benefits for employees upon termination, (e.g., medical, dental, life, FSA's, etc) Terminate either at the end of pay period or the termination date.
216.05.008 Workforce Deployment Termination Ability to process employees who terminate with pay but no benefits
216.05.009 Workforce Deployment Termination Determine employee benefit eligibility for employee who is receiving severance.
216.05.010 Workforce Deployment Termination Ability to stop coverage what severance ends.
216.05.011 Workforce Deployment Termination Ability to stop coverage when coverage it supposed to end due to election of lump sum payout of severance.
216.05.012 Workforce Deployment Termination Ability to stop coverage when severance has started but ends early due to election of lump sum payout of severance.
216.05.013 Workforce Deployment Termination Ability to allow in employee to continue in some benefit plans after termination
216.05.014 Workforce Deployment Termination Ability to allow employees on severance to elect benefits during O/E or make FSC
216.06.001 Workforce Deployment Transfers Manage Transfers
216.06.002 Workforce Deployment Transfers Decide to transfer an employee to another location/office
216.06.003 Workforce Deployment Transfers Maintain internal transfer reporting
216.06.004 Workforce Deployment Transfers Transfers with and without Pay Changes
216 06.005 Workforce Deployment Transfers Transfer employee based on different criteria (location, job, merit, promotion, etc.)

NEXTEL-000315
CONFIDENTIAL

Human Resources

Payroll
ID Function Sub-Function Requirement
217.01.001 Payroll Employee Account Define unique pay groups and payroll rules
217.01.002 Payroll Employee Account Provide the ability to group employers by organizational unit without having to set up multiple records for each organizational unit.
217.01.003 Payroll Employee Account Provide the ability to assign an employee to a primary organizational unit or fund (e.g., GL home account)
217.01.004 Payroll Employee Account Provide the ability to establish automatic default set up of new employee pay and deduction codes by classification
217.01.005 Payroll Employee Account Provide the ability to assign a unique employee identifier.
217.01.006 Payroll Employee Account Provide the ability to enter employees by SSN, employee identifier and/ or name.
217.01.007 Payroll Employee Account Provide the ability to make payroll changes by, but not limited to, organizational unit, bargaining unit or group.
217.01.008 Payroll Employee Account Requirement to remunerate employees according to the conditions detailed in their contracts of employment
217.01.009 Payroll Employee Account Maintain Employee Master File
217.02.001 Payroll Processing & Deductions Ability to capture taxable employee benefits data (e.g., 1099) and pass required data to applicable HR/Payroll applications
217.02.002 Payroll Processing & Deductions Provide the ability to track multiple overtime reason codes.
217.02.003 Payroll Processing & Deductions Provide the ability to utilize different GL account codes to record various pay types such as vacation pay, sick pay, etc..
217.02.004 Payroll Processing & Deductions Provide the ability to accommodate various pay statuses (e. g., biweekly, hourly, fee, salaried, uncompensated, etc).
217.02.005 Payroll Processing & Deductions Ability to process automatic step and range increases based on user-defined hours of paid service that can vary by class
217.02 006 Payroll Processing & Deductions Provide the ability to override or adjust hours accumulated toward step and range increase.
217.02 007 Payroll Processing & Deductions Accommodate a user- defined number of pay steps within a pay range for any classification.
217.02.008 Payroll Processing & Deductions Provide the ability to update salary ranges by percentage or flat dollar amounts for any specified class or bargaining unit.
217.02.009 Payroll Processing & Deductions Provide the ability to enter steps and ranges that may be fixed or variable as specified for each class.
217.02.010 Payroll Processing & Deductions Ability to perform simulation pay runs
217.02.011 Payroll Processing & Deductions Requirement to transfer appropriate payroll results to Financials to complete the payment to third parties
217.02.012 Payroll Processing & Deductions Requirement to update YTD figures without making a payment to the employee
217.02.013 Payroll Processing & Deductions Requirement to perform retrospective payments
217.02.014 Payroll Processing & Deductions Requirement to automatically calculate payroll tax and workcover payments
217.02.015 Payroll Processing & Deductions Requirement to prioritize deductions and take account of protected net
217.02.016 Payroll Processing & Deductions Allow an unlimited number of pre-tax and post-tax deductions
217.02.017 Payroll Processing & Deductions Handle special taxes for all states
217.02.018 Payroll Processing & Deductions Handle all federal, slate, and local taxes and associated taxable wage collection
217.02.019 Payroll Processing & Deductions Allow authorized payroll personnel to easily update all payroll tables (e.g., taxes, deductions, earnings, etc.)
217.02.020 Payroll Processing & Deductions Provide regular tax table updates in electronic format
217.02.021 Payroll Processing & Deductions Indicate state(s) in which employee should be taxed (home and work)
217.02.022 Payroll Processing & Deductions Ability to change employee's department with automatic transfer of GL account
217.02.023 Payroll Processing & Deductions Online stub review
217.02.024 Payroll Processing & Deductions On-line payment modeling
217.02.025 Payroll Processing & Deductions Allow for on-line time entry
217.02.026 Payroll Processing & Deductions Capture both regular and overtime hours
217.02.027 Payroll Processing & Deductions Capture Leave without Pay
217.02.028 Payroll Processing & Deductions Capture Jury Duty Time
217.02.029 Payroll Processing & Deductions Pay for employed working part-time or a reduced workweek should be automatically calculated with no [unreadable word] intervention
217.02.030 Payroll Processing & Deductions Ability to not deduct taxes from exempt employees (e.g., student visa)
217.02.031 Payroll Processing & Deductions Track the employee and employer portions of each tax
217.02.032 Payroll Processing & Deductions Track the wage base upon which each tax is calculated
217.02.033 Payroll Processing & Deductions Capture both taxable and non-taxable wages
217.02.034 Payroll Processing & Deductions Standard, recurring payments can be setup
217.02.035 Payroll Processing & Deductions Calculate state and local taxes for employee temporarily working in a state other than the employee's normal home or work stale
217.02.036 Payroll Processing & Deductions Allow an employee to be taxed in multiple locations at same time (e.g.. home state and work state)
217.02.037 Payroll Processing & Deductions Calculate worker's comp premiums based on employee's work state and job code
217.02.031 Payroll Processing & Deductions Track hours charged to leave (annual, sick or holiday)

NEXTEL-000316
CONFIDENTIAL

Human Resources

Payroll
ID Function Sub-Function Requirement
217.02.039 Payroll Processing & Deductions Accrue annual leave based on leave schedule and hours worked
217.02.040 Payroll Processing & Deductions Automatically payout vacation when employee is terminated
217.02.041 Payroll Processing & Deductions Create file for 401k vendor indicating actual amount withheld for 401k participants
217.02.042 Payroll Processing & Deductions Calculate tax on non-cash payments (eg., gift certificates over $125)
217.02.043 Payroll Processing & Deductions Ability to include special payments on regular paychecks if desired
217.02.044 Payroll Processing & Deductions Ability to tax relocation payments as required
217.02.045 Payroll Processing & Deductions Automatically reconcile bank account using file of cleared checks from bank
217.02.046 Payroll Processing & Deductions Automated payroll journal entry
217.03.001 Payroll Payment Use system to help handle manual paychecks and reconciliation
217.03.002 Payroll Payment Requirement to disburse employee payments to one or more bank accounts (max. 6)
217.03.003 Payroll Payment Requirement to make payments on behalf of the employees to third parties e.g. insurance, HMOs
217.03.004 Payroll Payment Requirement to print payslips to various locations
217.03.005 Payroll Payment Requirement to make off-cycle payments
217.03.006 Payroll Payment Ability to pay employees by cheque
217.03.007 Payroll Payment Requirement to post required data to Financials and controlling modules
217.03.008 Payroll Payment Incorporate rules to determine what is considered eligible income for each garnishment type
217.03.009 Payroll Payment Attach garnishment vendor to employee record
217.03.010 Payroll Payment Allow multiple direct deposit accounts for each employee
217.03.011 Payroll Payment Track information in garnishment document on employee record
217.03.012 Payroll Payment On-line vacation balance review
217.03.013 Payroll Payment Prioritize garnishment deductions based on user-defined rules
217.03.014 Payroll Payment Stop garnishment deduction when garnishment is paid (if applicable)
217.03.015 Payroll Payment Automatically generate AP invoice for the appropriate vendor for garnishment, benefit and tax payments
217.03.016 Payroll Payment Capability to pay expense reimbursements through payroll to single or multiple employee bank accounts
217.03.017 Payroll Payment Support payments to benefit carriers
217.03.018 Payroll Payment Ability to process manual check and calculate appropriate accumulations for deductions outside of regular pay period
217.03.019 Payroll Payment Allow special payment to be made through direct deposit
217.03.020 Payroll Payment Remit taxes electronically
217.04.001 Payroll Reports & Analysis Ability to produce payables aging analysis reports
217.04.002 Payroll Reports & Analysis Maintain payroll detail online for minimum specified time period.
217.04.003 Payroll Reports & Analysis Deductions list report, Summary report (gross wages, deductions etc), Movement report (terminations, transfers etc)
217.04.004 Payroll Reports & Analysis Ability for employee to access own Pay Slip and print copy.
217.04.005 Payroll Reports & Analysis Generate error report
217.04.006 Payroll Reports & Analysis Track period-to-date, QTD and YTD balances (or employees on all earnings, deductions and taxes
217.04.007 Payroll Reports & Analysis Ability to reflect taxable third-party payments on employee's W-2 at year end (e.g., relocation expense paid directly to 3rd party)
217.04.008 Payroll Reports & Analysis Produce Quarterly unemployment reports
217.04.009 Payroll Reports & Analysis Produce FICA reports
217.04.010 Payroll Reports & Analysis W-2 reconciliation report
217.04.011 Payroll Reports & Analysis Print payroll reports by posting date or entry date
217.04.012 Payroll Reports & Analysis Employee audit trail report (changes made to employee record)
217.04.013 Payroll Reports & Analysis State Unemployment report
217.04.014 Payroll Reports & Analysis Deduction Register
217.04.015 Payroll Reports & Analysis W-2 report
217.04.016 Payroll Reports & Analysis Form 940 - Federal Unemployment (Quarterly and Annual)
217.04.017 Payroll Reports & Analysis Form 941 - Quarterly Federal Employer Tax Return
217.04.018 Payroll Reports & Analysis Time Distribution History
217.04.019 Payroll Reports & Analysis GL Distribution report

NEXTEL-000317
CONFIDENTIAL

Human Resources

Payroll
ID Function Sub-Function Requirement
217.04.020 Payroll Reports & Analysis State Tax Reporting/Withholdings SUI
217.04.021 Payroll Reports & Analysis Check Register
217.04.022 Payroll Reports & Analysis Direct Deposit Register
217.04.023 Payroll Reports & Analysis Payroll register
217.04.024 Payroll Reports & Analysis Employee Earnings and Deduction register
217.04.025 Payroll Reports & Analysis Employee Earnings and Deduction history
217.04.026 Payroll Reports & Analysis Leave Report (vacation, sick and holiday)
217.04.027 Payroll Reports & Analysis Worker's Compensation Premium Report
217.04.028 Payroll Reports & Analysis Report on unworked hours by employee (disability, leave without pay, etc.)
217.04.029 Payroll Reports & Analysis 401k reconciliation report
217.04.030 Payroll Reports & Analysis Payroll accruals report
217.04.031 Payroll Reports & Analysis Year End Reporting (W2s), Ability to interface with Financial System

NEXTEL-000318
CONFIDENTIAL

Updated August 14, 2015

Was this page helpful?

Was this page helpful?
Yes No