Summary

PayGlobal uses Placement Criteria when selecting appropriate employees to fulfill a requirement. For example, a hospital could require five nurses on a shift, but only three are rostered.

In plain English, a Placement Criteria could be: "Find all employees who are available, suitably qualified and not already rostered". PayGlobal will use this rule to search for suitable candidates.

Importance of aspects of criteria

Situations will weigh different levels of importance to aspects of Placement Criteria. You could specify, for example, that candidates must be at least 50% qualified to be rostered in a position.

This premise forms the core of the Labour Budgeting system and is the most important part for Labour Budgeting to be correct. Often, several sets of criteria can apply - one tight (100%), one a bit looser (50%) and one relaxed (25%). The first set will select the most desirable set of employees through to the last set, which is used when you are desperate to find someone to work.

Basic criteria

• Employee Query: Use this as much as possible to narrow down the candidates. This filter condition is much faster than the others, as they do more involved things like building rosters and determining availability.
• Roster: Identifies employees that are not rostered. Note that where there are reason codes linked to employee timebands, any reason code with Is available ='Yes' will be considered as available for the duration of the timeband.
• Availability: Percentage of availability by comparing the availability of the employee for the shift to the time requirements of the shift.
• Qualification: Matches the qualifications required (which are either explicit qualifications entered into the requirement record, or are the qualifications required of the position), to the qualifications of the employee, taking into account the acquired date of the employee qualifications.

  The percentage of relevant employee qualifications is then divided by the qualifications required.

• Competency: Matches the competencies required of the requirement (which are either explicit competencies entered into the requirement record, or are the competencies required of the position), to the competencies of the employee, taking into account the acquired and expiry dates of the employee competencies.

  The percentage of relevant employee competencies, weighted by importance, is then divided by the competencies required.

  The cut off is used to exclude people who might only partially meet a particular criteria. For example, they might have most of the skills, but not all that are required.

PayGlobal processes suggestions in the order of

1. Employee query
2. Qualifications
3. Competencies
4. Rostering criteria
5. Availability criteria.

This will eliminate as many people as possible using the fastest methods first. Both the Rostering and Availability methods involve some processing, so it is better to do this with the fewest number of pending candidates.