Automated Human Resource Solutions (AutoHR) was developed by Taborda Solutions specifically for the State of California. Our aim was simple: develop an HR system that was both cost effective AND met the unique and complex HR requirements found in California.
Taborda’s AutoHR is comprised of integrated modules that work together to help collect all the necessary information about an employee to effectively have and maintain a single electronic employee personnel file, all while also being able to produce signed and completed versions of the Standard State Forms. It is designed around a simple interview format which helps guide users through the process quickly and easily with no need for in-depth training.
- AutoHR saves time for HR staff, supervisors, and employees by allowing them to complete, route, and approve HR information accurately and rapidly.
- AutoHR saves money by significantly reducing errors and the need for rework as well as eliminating the need for printouts and routing folders.
- AutoHR creates efficiency with built in dashboards and reports.
Our integrated components include the following features:
- Designed to be intuitive requiring little or no formal training for employees
- Uses features like interview style formats, on-screen tooltips, and detailed on-demand instructions and guides
- Is browser based and requires no additional software or plug-ins
- Uses calculations and advanced processing to prevent user errors
- Automatically routes requests for approval based on configurable rules
- Produces Standard State forms
- Has a tracking dashboard to monitor completion rates and request statuses
- Produces specialty configured reports
- Uses automatic email reminders to ensure that employees are notified when requests or approvals need their attention
- Interfaces with your department’s Active Directory through Single Sign On for secure access to the system
- Is a Software as a Service (SaaS) subscription offering thereby eliminating hardware and maintenance costs
- Is hosted and maintained by Taborda Solutions on a secure cloud
The following components are included in the AutoHR package:
- Timesheet – The State of California STD 634 Timesheet is used to report employee’s hours worked as well as their usage of leave credits for eligible absences from work. The Taborda AutoHR Timesheet uses an intuitive calendar-based user interface and compares leave usage against reported leave balances. It also calculates reported hours against expected hours and automatically identifies state holidays.
- Form 700 – The system collects the information necessary to complete a Form 700 filing as required by the Fair Political Practices Commission (FPPC) and is only required for employees in certain positions. Our form 700 is approved for electronic filing direct to the FPPC and is initiated either by the identification of a new employee in a position identified as being a form 700 position through the RPA process or initiated automatically for existing employees in form 700 positions annually. Our Form 700 is also approved for electronic filing direct with the FPPC.
- Request for Personnel Action (RPA) – Used to make a change to a position including reclass, promotions, new positions, redirections, and refilling of vacant positions. The RPA manages and tracks all recruitment information from the time the program requests a change, budgetary approvals including the form 607 for SCO/DOF approval, the job posting on ECOS, the recruitment process, the eligibility verification, pre-hire requirements including medical clearance and background checks, and the resulting appointment. RPA is tightly integrated with position control and changes to a position through the RPA process will automatically update the Position Control record. The RPA automatically kicks off onboarding workflows based on certain criteria and creates a new employee account for new hires.
- Position Control – Position Control allows departments to track various aspects of a position including the position number, classification, salary range, original position authority, and information regarding the current incumbent or date of vacancy. The system eliminates the need for drills to provide vacancy information by allowing personnel offices to run vacancy reports on demand with just a few simple clicks. Position Control is integrated with the RPA ensuring that changes made through an RPA are updated in the position information.
- Employee Profile – Manages information about an employee that may be changed or altered during the employee’s tenure. For example, marital status, withholding allowances, emergency contact information or annual/sick leave election. Information collected through this module is integrated throughout the system and used to populate many employee HR request forms.
- Onboarding – Initiated by the identification of a new employee through the RPA process, onboarding collects one-time information about an employee upon hire. By definition, this information is not changed or altered during the employee’s tenure. Examples include the identification of race and ethnicity for the employee, employment verification information, and prior service (military or exempt) information. Onboarding can also be integrated to existing ticketing systems to seamlessly open service tickets requesting things like IT equipment. Onboarding also contains all the standard information provided to an employee upon hire. This includes things like policies, disclosures, and other information (i.e. Employee Assistance Program information or Acceptable Use Policies).
- Benefits Enrollment – Initiated either by the identification of a new employee through the RPA process or initiated by an employee during their employment period (either during open enrollment or due to qualifying events), this allows an employee to request changes to their benefits when permissible. All requested changes are populated into standard benefit forms for submission to the appropriate department (i.e. CalPERS).
- Annual Policies and Disclosures – A significant function of personnel management is ensuring they receive timely and relevant information regarding various aspects of their employment. The system tracks the delivery of this information and includes a calendaring function to automatically review selected policies on an annual basis. Most departments have developed their own policies and disclosures they would like employees to acknowledge on an annual basis, thus, while we have developed generic policies and disclosures that may be used by a department, we can also use the department’s own policies and disclosure (i.e. Acceptable Use Policy, Harassment Policy, Health and Safety Manuals, or the employee handbook).
- Performance and Development – The system helps HR and supervisors track employee performance and development starting with collecting employee performance appraisal information (producing probation reports) from an employee’s supervisor at configurable intervals to support 6 month, 1 year, or other probationary period lengths. It continues this support through scheduled Performance Appraisal Summaries and Individual Development Plans. This system is configurable to meet a department’s policy on who and when performance appraisals and IDPs should be completed.