develop the recruitment and selection assessment criteria you will use to evaluate the candidates for the new payroll position.

Your organization has 460 employees (100 full-time and 360 part-time) on payroll. As the company expects growth in the near future, a Payroll Administrator position has been approved in the budget and you will be promoted to Payroll Manager once the position is filled.

Following are some characteristics of the organization and the payroll environment:

• There is no Human Resources department
• The union covers all the part time employees and half of the full time employees
• Full-time employees are paid semi-monthly
• Part-time employees are paid on a weekly basis
• The organization has a generous benefit package with RRSP, STD, LTD, Group Life, Vision, Dental, Orthodontic, and Out of Country coverage. All benefits are handled in the payroll area including enrollment, termination and administration. Only full-time employees are eligible for benefits.
• Defined benefit pension plan – the employer contributions for full-time employees are made through the payroll
• Payroll is outsourced to Ceridian, who also handles all government statutory remittances
• United Way Campaign – donations are made through the payroll with 65% employee participation
• Social club – deductions are made through payroll
• All payroll journal entries are manually prepared by payroll using Excel and given to the finance department for keying into the General Ledger accounts

You have developed the following Payroll Administrator position description.

Payroll Administrator Position Description

GENERAL INFORMATION:

Ensures that all aspects of the payroll are processed in an accurate and timely manner and in accordance with all applicable corporate policies. Works with Payroll Manager to ensure compliance with legislative requirements for the full annual payroll cycle.

TASKS AND RESPONSIBILITIES:

• Review time and attendance system entries, including adjustments for abnormal shift times, overtime, absences and vacations
• Prepare/input payroll adjustments for processing
• Process new employees, terminations, transfers and position changes
• Process a variety of payroll forms ensuring accuracy and completeness of information
• Prepare payroll reports of earnings, hours worked, taxes, insurance
• Prepare reconciliations for payroll accounts
• Prepare T4s, RL-1s, ROEs, and various payroll reports as requested
• Maintain payroll provider system and personnel records
• Support all internal and external audits related to payroll
• Monitor and interpret new legislation impacting payroll
• Work as a part of a team to continuously improve processes, practices and efficiency of day to day payroll operations through proactive and efficient problem solving techniques
• Other tasks as assigned

QUALIFICATIONS:

• Payroll Compliance Practitioner certification
• Minimum of two to three years’ experience with a national payroll
• Experience with ABC payroll system and DEF time and attendance system
• Proficient with Microsoft Office computer software
• Knowledge of the complete payroll cycle
• Ability to prioritize and meet tight deadlines
• Ability to work well with employees at various levels of the organization
• Attention to detail and accuracy
• Ability to maintain composure under pressure
• Adaptable to changing situations
• Ability to work independently, and in a team environment
• Excellent interpersonal, communication, and problem-solving skills

Issue # 1 – Developing recruitment and selection assessment criteria – 8.5 marks

Based on your knowledge and experience, develop the recruitment and selection assessment criteria you will use to evaluate the candidates for the new payroll position.

• Provide details on the method(s) you would use to do the initial screening of the resumes received. 2 marks

• Explain how you would rank the various components of the position’s responsibilities and qualifications. 2 marks

• Develop five (5) interview questions specific to the position. 2.5 marks

• Explain the strategies you would use to test the applicant’s qualifications. 2 marks

Issue # 2 – Developing Objectives – 5 marks

Develop five (5) detailed, comprehensive, SMART performance objectives for the Payroll Manager and five (5) for the Payroll Administrator that can be used to measure success. Provide information on how the objectives cascade from the department and organization’s objectives.

Part B

Skills and Competencies Evaluation Tool – 6.5 marks

Part B of this Assignment deals with the evaluation of your skills and competencies.

Issue #1 – Skills and Competencies Chart:    1.5 marks

Review your personal and professional skills and competencies against the Canadian Payroll Association’s standards in the chart provided. Research undertaken by the Canadian Payroll Association has identified these essential skills and competencies as critical for payroll professionals to provide efficient and effective payroll management.

For each of the items listed, rate yourself by putting an ‘X’ in the column that best describes your performance.

Chart Ratings

Excellent:                       You are performing at a consistently superior level. This is one of your major strengths.

Satisfactory:                  Your performance is effective and occasionally you perform at a superior level.

Needs Improvement:   You sometimes perform well but on occasion do

                                          not achieve the standard expected. You require some development and change in order to improve your performance to a consistent and effective level.

Unacceptable:               You require substantial development and change for this item in order to perform effectively.

Not Applicable:             Does not apply.

Issue #2 –  Professional Development Plan: 5.0 marks

Once you have completed the skills and competencies chart, you will be able to see any areas that need improvement. Use these results to develop a Professional Development Plan.

Your plan must:

• list two areas that need improvement
• provide 2 goals for each area (one short-term and one long-term) with timelines
• span a minimum of three years
• incorporate various learning formats, including both training and education, and describe how each learning will meet the established goals
• include any costs and internal resources required

Note to student:

Your Professional Development Plan must be submitted with your Assignment and will only be evaluated if the skills and competencies chart is completed in full.