Manager Workday Toolkit

Understanding Workday Basics

What Is Workday?

Workday is a cloud-based system that The Texas A&M University System uses to manage the Human Resources, Benefits and Payroll functions for all employees. Workday is built on three basic fundamentals:

o Organizations: Organizations are used to group people, resources, workers and their institutionor agency. They provide management, visibility and reporting structures for resource allocation

o Business Process: A business process is a set of tasks used to accomplish a specific goal such asposting a position. Workday will automatically route specific steps in a workflow to thoseresponsible for them. Certain processes may require multiple approvals within Workday andmay also have additional approvals outside of Workday

o Security Roles: Security roles determine what you can see and do. Initiation of a businessprocess is determined by the employee’s security role in the Workday system. The samebusiness process may be initiated by multiple security roles Security roles are not job titles. The roles provide Workday users access to appropriate data

within the assigned organization structure. The roles also determine functionalresponsibilities, routing of actions in a business process and access to reports

Workday users will be assigned a security role based on the access they will need in thesystem. Some users may be assigned to multiple security roles depending on their dutiesand responsibilities

Workday Inbox

Access your Inbox by clicking the Inbox worklet on your Home page

All approvals, reviews, to-dos and other action items are accessed through your WorkdayInbox

Action items remain in your Inbox until you (or someone with the same security role)takes the action

Worker Profile

The Worker Profile provides you with basic information about workers in the A&M System who are in Workday. Your security role determines how much information you can see. The Worker Profile displays information such as the organizations employees belong to, who their managers are, and an overview of their education and work experience. Other potential information includes contact, career, personal, performance, feedback, and pay information; once again, the type and level of information displayed depends on your security role.

You can view Employee Position Description under the Job Details section. General job description tied the payroll title can be found by clicking “Job Profile”, and employee specific position description can be accessed by clicking “Position” link.

Frequently Asked Questions

o How can I edit information in my profile that may not be current?

Click Personal Information worklet. You can update any info that is not current.Some changes my route for approval and require additional documentation (i.e. legalname change)

o Managers: How do I view information about my direct reports?

You can add the My Team worklet on your home page. My Team is composed ofwindows that provide different views into your direct reports.

o How often should I check my Workday Inbox?

It is a good idea to check your inbox at least once per day, but you will alsoreceive email notifications of things waiting for you.

o Is there any way we can see where the action is in the routing or the history of an action? Job Aid for titled “Business Process History” is available in Workday Help. You can access

this and other job aid through SSO, Workday Help, Use Workday, All Job Aids. A videotutorial is also available.

o How do I delegate to others in Workday?

You can delegate anything that is not an initiation step. To delegate, type “MyDelegations” in the search bar, click “manage delegations”, and fill in the informationrequired. We recommend clicking the “Retain Access to Delegated Tasks” box. The“Alternate Delegate” is only sent the delegation if your primary delegate is notallowed to take action.

o How can I delegate the approvals for my employees who submit time sheets? When you view the submitted timesheet in your Workday Inbox, click on the gear icon

at the top right and choose delegate task. It is a good idea to talk to the person you aregoing to delegate to so they are expecting the task.

o How do I view the Time Off balances?

To view employees’ time off balances, navigate to the employee, click on the relatedactions button, and choose Time and Leave, Time Off Balance. You can view thebalances for your team.

o How do I use Workday to manage leaves for my team?

You can use the Time and Absence worklet to manage any absence needs foryour team. The worklet’s dashboard shows your team’s upcoming time off,scheduled weekly hours, etc.

o What if an employee did not enter hours? Can I enter for them?

Yes, a manager can enter time on behalf of an employee. To do this, locate theemployee, click on the related actions menu, click time off and leave, and chooseenter time.

o How do we see/access the total number of jobs an employee has in within TAMUS? You can see all jobs for an employee from the employee Worker Profile > Overview and

then access the All Jobs - TAMUS tabs. Additionally, you can see that an employee hasmore than just a Primary Job from the reversed arrows symbol next to their name inWorker Profile. You can then see the list of jobs by clicking on the reversed arrowssymbol.

o If someone’s primary job is with my department, but he also holds an additional jobelsewhere, can I still terminate the employee’s job with my department?

Workday gives you an error that you cannot terminate the employee because he holdsadditional jobs. Contact your HR Liaison to switch primary job and change the additionaljob to the primary job, so the employee can be terminated from the primary job.

o If we begin a business process (for instance, terminating an employee) and submit it for approval – then realize it was a mistake – how do we stop the process from going forward? Is there a method for “recalling” the process? Or canceling it? Click the gear icon in the upper corner and select “cancel” if that options exists. Or, the

person who is next in the approval process can send back or deny. Deny cancels the process entirely.

Not all BPs can be cancelled once submitted without action by an administrator at the System level.

o Who should initiate Business Process? Many BPs can be initiated by multiple security roles including Manager. The primary

initiator should continue to be the HR Liaison. For AABS customers, a Business Process Initiators document is posted on HRPR Customer Reference Manual Workday section for your reference.

o If a manager or department head delegated leave approval to someone else, can that person approve their own leave? Business processes delegated to another person will not trigger to the delegate if the

delegate is the subject of the business process; rather the step will trigger to the alternate delegate which defaults to the delegator's manager. Delegators are encouraged to have conversations with their manager and the persons they intend to delegate business processes to in order to clarify expectations and the delegated work.

o How do I designate an employee as a supervisor? When an active employee will begin supervising others for the first time or a new

employee being hired into a newly created position will be a supervisor, a new supervisory organization must be created so the employee can have the manager role assigned to them. Please contact your HR Liaison to have this set up in Workday. This is a multi-step process in Workday requiring action from payroll, so please allow sufficient time for the business process to complete. When the new supervisory organization is ready and the new manager is assigned to that supervisory organization, the HR Liaison can then move workers to the new supervisory organization. For AABS customers, please a Workday Supervisory Organization Request Form is created to gather all necessary information in order to complete relevant steps. This form is also linked to other forms such as reclassification or hire so that you are reminded to consider supervisory organization setup when personnel actions are initiated.

o When you click on "save for later" - how can others access the action to keep moving in process if the person who saved for later is absent and unable to delegate from their inbox to someone? If one person uses Save for Later, that person then has the item and it is no longer

available for other people in the same role. Any security role with access to the history of the business process can see the status "Saved for Later" and the person who saved it. If that person can no longer perform the remaining duties for some reason, a Business Process Administrator at the system level can reassign the step to another person in the business process security group for that step.

o How do you create a position under someone who is not currently a manager?

Contact your HR liaison so that a request can be submitted to make the person amanager (Move to New Manager) first and then create position in their supervisory org.

o How is FMLA handled with Workday? FMLA requests and determinations are handled outside of Workday, so there is no

change from how it was done in the past. Please contact your HR Liaison if you would like to request FMLA leave. Your HR Liaison will send you FMLA information directly within five days of receiving your request. Medical Certification is sent back to your HR Liaison outside of Workday within fifteen days. You will be notified if your FMLA is granted.

The only difference with Workday regarding FMLA is that two leave requests need to be entered in

Workday related to the FMLA condition:

Once per occurrence as a particular type of leave such as sick leave, vacation leave (ifyou are out of sick leave), sick leave pool (if you have been granted hours) or leavewithout pay (if you have no other leave available)

Once per occurrence as FMLA Time Off

TAMUS to Workday Terminology

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A&M SYSTEM WORKDAY DEFINITION

LeaveTraq Absence Management

Business processes used to manage Leaves of Absence and Time Off

Family Status Change / Change in Status

Benefit Event A life event that allows the employee to change benefit elections

Working Title Business Title Working title or title on an employee's business card

Applicant Candidate An individual applying for a position

Transfer / Promotion Change Job Assigns a position to a candidate in the hire process; or is used to process a transfer, reclassification, promotion, change of hours, reassigned administrator, etc.

Eliminate Position Close Position Removes a position from the headcount; once a position is closed, it cannot be reopened

Workstation Company Denotes an A&M System member with its own Federal Employer Identification Number (FEIN)

BPP U or N record Contingent Worker A worker who is not a TAMUS employee and is not paid via Workday payroll

Funding source lines Costing allocation Indicates the cost center to which an employee’s payroll expenses are charged; can be used to override default cost centers assigned to a position

Benefit package Coverage Type Grouping of benefit plans (Health, Flexible Spending Account, Insurance, Retirement, Additional Benefits, etc.)

TAMUS to Workday Terminology

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A&M SYSTEM WORKDAY DEFINITION

Staff, Faculty, Student BPP screen 101

Employee Type Used to categorize an employee when hired (e.g. staff, faculty, student; etc.)

HRConnect Employee Self-Service (ESS)

Employees' ability to initiate and perform tasks in Workday

Pool Position Evergreen Requisition

A position that hires throughout the year

N/A Freeze Position Puts an unfilled position on hold without closing it and prevents creating a requisition against it; used for both freezing and unfreezing a position

Employee Payroll Action (EPA) Hire Employing a new, or re-hiring a former, employee

Pay Plan BPP screen 455

Job Catalog The collection of job profile groups available for use in hiring and other staffing transactions

Attributes to classify codes for EEO-1, IPEDS, SOC, etc.

Job Classification / Job Classification Group

Attributes on Job Profiles; required for many types of job-related regulatory reporting

Title Code / Title A 4-digit value linked to the job title

Job Profile Defines generic features and characteristics (e.g., pay rate type, competencies and proficiencies; etc.) of a job and of a position that uses that profile

Long / Short Description of Title Code

Job Title The title of the worker in their assigned job; defaults from the Job Title field or Job Profile Name field on the position description

L status in BPP Leave / Leave of Absence

An unpaid absence that is longer in nature and the expected return to work date is not always known

N/A Location The geographic location (city) of the work address for the employee In Workday, a County Code is included in Location

TAMUS to Workday Terminology

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A&M SYSTEM WORKDAY DEFINITION

Supervisor Manager A security role for users with at least one direct report; assigned automatically by Workday

Job Offer Hiring Proposal - PeopleAdmin

Offer An employment offer made to a candidate

Pay Frequencies Pay Group Groups of employees that have a similar pay frequency

Monthly Accruals Period Schedule

Defines the accrual frequency for a time off plan, such as annual or monthly (unless the plan has a custom frequency), and the start and end date of each reporting period; also controls reporting of both accruals and time off requests

Position -PeopleAdmin PIN - BPP

Position

Incudes the Job profile and its attributes: employee name, supervisory organization, worker / employee type, time type (full time vs. part time), pay rate type, location, job family and availability date, compensation, and more; an employee cannot be hired without a position

Position Identification Number (PIN) Example: M12345 (for Budgeted positions) or M12345678 (for Wage positions)

Position ID Code associated with the position, but will not include current TAMUS smart coding; primary jobs will be indicated and the full list of an employee's jobs will clearly display

Post Job Hold Job

Post / Unpost Job The process a recruiter follows to add or remove a job posting from the career site

N/A Pre-employee as Self

Status for individuals who have not yet started, but have gone through the Hire BP to completion; used when the hire date is in the future

TAMUS to Workday Terminology

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A&M SYSTEM WORKDAY DEFINITION

Supplemental questions or disqualifying / knockout questions – PeopleAdmin Question bank

Questionnaire

A pre-built set of questions associated to a job requisition to assess qualifications, basic skills etc.; a maximum of two questionnaires can be added to any requisition; default questionnaires can be built, copied and modified

Hiring Recruiting process

Recruiting Process The steps to post openings through candidate selection; process includes the Review, Screen, Offer, Background Check and Reference Check business processes

Employee Payroll Action (EPA) Types of increases included in this process: Across the board increase, decrease, equity, hiring salary adjustment, minimum wage increase, other salary changes, temporary salary increases

Request Compensation Change

Used to initiate a change in compensation

Notice of Vacancy Posting Job Vacancy Notice

Job Requisition Indicates a request to fill a new or existing position If for a new position, HR will perform the Create Position BP as part of this process

Self-Evaluation Self-Evaluation An employee's review of him or herself as part of a performance review

Employee Payroll Action (EPA) Staffing Event Processes found across HR, Payroll, Compensation business processes

Loosely related to ADLOC Supervisory Organization

The core foundational structure that groups workers into a management hierarchy; documents the reporting structure; all workers must be hired into a Supervisory Organization

TAMUS to Workday Terminology

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A&M SYSTEM WORKDAY DEFINITION

TimeTraq Time Entry Calendar Employee self-service pages that are used to enter, edit and view time

Leave Type Time Off Type Indicates a time off type employees can request, such as Sick Time or Vacation

N/A Worker Type

Assigned to each position and used on job requisitions; distinguishes between employee or Contingent Worker (which may have several user-defined types); compensation, benefits and staffing events are tied to the worker type

N/A Worklet An icon on the landing page that provides easy access to tasks and information e.g., Time Off, Benefits, Pay

Tips And Tricks

Navigation

1. Viewing Your Profile

a. Click your Name in the upper right corner of the Workday screen.

b. Click View Profile

2. Hamburgers & Twinkies

a. Hover your mouse over any blue text. It will show a hyperlink with three dots in next to

it.

b. Move your mouse over the three dots (turns orange with white dots…twinkie style).

c. Click the twinkie to access menu items

3. See In New Tab (SINT)

a. Right click on an item and click See In New Tab (SINT) to open the item in a new tab.

This is convenient when going back and forth between related screens or if you don’t

want to lose your original search results.

4. Going Home

a. Click The Texas A&M University System logo on the top middle of the screen to return to

your home worklet screen.

b. Click the Workday logo in top left corner of the Workday screen (next to the GSB) to

return to your home worklet screen.

Finding Things

1. Global Search Bar (GSB)

a. Three Letter Search (3LS) - Type in the first three letters of any word(s) in a name,

report, etc.

b. Hit Enter instead of picking the suggestion to return all possible words matching the 3LS.

In some cases, there could be more than one employee, pre-hire or report with those

letters.

2. Setting Search Preference

a. Click your Name in upper right corner of Workday screen

b. Click My Account Change Preferences

c. Under Search Preferences heading type All of Workday in the Preferred Search Category

field.

d. Click OK. Now every time you search using the GSB, all of Workday will be searched.

3. Use Global Search Bar to find all Business Processes for an employee

a. Enter your 3LS. Hit Enter.

b. Review the search list and right click on the Business Process (BP) you would like to see

Click SINT to open BP in new tab

c. Click Process tab to view Process History, Awaiting Actions and Remaining Process

Button.

4. Adding Favorites

a. Click your Name in the upper right corner of Workday screen

b. Click Favorites –items you add to Favorites will appear on Favorite Reports and Tasks

Tips And Tricks

c. Click Manage Favorites button

d. Select or search for reports or business objects to add

5. Where in the Process…

a. Enter your 3LS. Hit Enter.

b. Right Click to SINT the Employee’s Profile

c. Click Actions capsule Worker History View Worker History by Category

d. Candidate in Recruiting Process – search Recruiting Category to find candidate record

i. Right click on twinkie next to candidate name to SINT.

ii. Click the Actions capsule Business Process Business Process Event History

iii. Select the appropriate job application you wish to view. Click OK.

iv. Click Process tab

v. Scroll to see Process History and Awaiting Action items

vi. Click Remaining Processes button for what’s next

6. Duplicates

a. Use Global Search Bar (GSB)

i. Type 3LS. Hit Enter.

ii. Enter UIN (if known)

b. Recruiting

i. Go to the Job Requisition –

1. Click Candidates Tab

2. Click Candidate Name

3. Click Duplicates Tab – any possible duplicates show

c. Hire Employee Process

i. Click “Existing Pre-Hire” radio button

ii. Enter a portion of new employee’s names

iii. Use Existing Pre-Hire if found and is correct pre-hire record

Workday Inbox

1. Filters

a. Create filters to manage inbox

i. Go to Inbox. Under Actions tab click Viewing: button.

ii. Click Edit Filters

iii. Click Create Inbox Filter

2. Delegation

a. Delegating a Task

i. Go to Inbox. Click Gear Icon Delegate Task

ii. Enter Name you wish to delegate task to in Proposed Delegates field

b. Creating a Delegate

i. Go to your profile

ii. Click Actions capsule Business Process Manage Delegation Settings

c. Delegating ALL Business Processes means the delegate gets EVERYTHING!

Business Processor Initiators

Workday Business ProcessesBusiness Process Functional Area Initiating Security RolesAbsence Calendar Time Off and Leave Absence Partner

Employee As Self

Manager

Add Additional Job Staffing HR Contact

Assign Costing

Allocation

Core Payroll

Interface

HR Contact

Assign Work

Schedule

Time Off and Leave

Time Tracking

Manager

Cascade Goals Performance and

Goals

Manager

Manager's Manager

Change Default

Compensation

Core Compensation HR Contact

Change Job Staffing HR Contact

Change

Organization

Assignments

for Worker

Organizations and

Roles

HR Contact

Close

Evergreen

Requisition

Recruiting Recruiting Partner (HROE)

Close Job

Requisition

Pre-Hire Process Recruiting Partner (HROE)

Contract

Contingent

Worker

Staffing HR Contact

Workday Business ProcessesBusiness Process Functional Area Initiating Security RolesCorrect Time Off Time Off and Leave Absence Partner

Employee As Self

Manager

Create Position Staffing HR Contact

Delegate Task System Employee As Self

Manager

Edit Position

Restrictions

Staffing HR Contact

End Additional Job Staffing HR Contact

End Contingent

Worker Contract

Staffing HR Contact

Enter Time Time Tracking Employee As Self

Manager

Time Keeper

Freeze Job

Requisition

Pre-Hire Process Recruiting Partner (HROE)

Freeze Position Staffing HR Contact

HR Partner

Get Feedback on

Worker

Talent Core Employee As Self

Manager

Hire Staffing HR Contact

Job Requisition Pre-Hiring Process Recruiting Coordinator

Recruiting Partner (HROE)

Manage Awards and

Activities

Talent Core Employee As Self

Manager

Manage Certifications Talent Core Employee As Self

Manager

Workday Business ProcessesBusiness Process Functional Area Initiating Security RolesManage Education Talent Core Employee As Self

Manager

Manage Goals Performance and

Goals

Employee As Self

Manager

Manager's Manager

Manage Job History Talent Core Employee As Self

Manage Languages Talent Core Employee As Self

Manage Professional

Affiliations

Talent Core Employee As Self

Manager

Manage Publications Talent Core Employee As Self

Manage Work

Experience

Talent Core Employee As Self

Move Worker

(Supervisory)

Staffing HR Contact

Offer Recruiting HR Contact

Photo Change Personal Data Employee As Self

Propose

Compensation

Change

Core Compensation HR Contact

Propose

Compensation Hire

Core Compensation HR Contact

Report Safety Incident Safety Incident Tracking Employee As Self

Manager

Safety Partner

Request

Compensation

Change

Core Compensation HR Contact

Request Leave of

Absence

Time Off and Leave Employee As Self

Workday Business ProcessesBusiness Process Functional Area Initiating Security RolesRequest One-

Time Payment

Core

Compensation HR Contact

Request Return

from Leave of

Absence

Time Off and Leave Absence Partner

Request Time

Off

Time Off and Leave Absence Partner

Employee as self

Manager

Requisition

Compensation

Core Compensation HR Partner (HROE)

Switch Primary

Job

Staffing HR Contact

Termination Staffing HR Contact

Title Change Staffing HR Contact

Hiring Manager – Initiate Request

Submit new position or reclassificationform to hrpr@tamu.edu to provide newposition information

HR Contact – Create Position

• Initiate “Create Position” BP in Workday if novacant position is found

• In order to hire an individual, a “seat” needs to becreated for them in Workday. A position capturesposition details: Job profile, supervisoryorganization, worker/employee type, time type(full time vs. part time), pay rate type, location, jobfamily, availability date, compensation and more.

Department and HROE Approvals – Create Position

• The Create Position business process will route toHiring Manager, Department Head, and ExecutiveApprove before routing to HROE approvals for staffand wage positions.

• Student position creation only requires HR Contactreview.

• Graduate positions will require TAMU HROE andhiring manager approval, but not Department Headand Executive Approver review.

Hiring Manager – Request Posting

• Submit the “Create Job Requisition” form tohrpr@tamu.edu in order to request job

requisition creation and posting of new

position

Flow Chart - Create Position, Job Requisition and Posting

HR Contact – Create Job Requisition

• Create job requisition based on information providedby hiring manager

• This include position information and requisitioncompensation information

Department and HROE Approvals – Job Requisition

Hiring Manager, Department Head, andExecutive Approver review job posting andcompensation information for the jobrequisition for approvals.

HROE Recruiting Partner reviews and postsjob in Workday

HROE Recruiting Partner – Initial Overview

Applicants apply to the job posting

HROE Recruiting Partner reviews

minimum qualifications of applicants

and moves qualified applicants to

screening stage for hiring manager

review

Hiring Manager – Screening and Selection

Hiring Manager reviews applicants and moves eligible

candidates to interview stage

Interviews are conducted. Top candidates are selected. Hiring

Manager moves top candidates to reference check stage

Hiring Manager conducts reference checks, and determines

the final candidate for hire.

Hiring Manager submits New Budgeted Employee Hire

Checklist and associated documentation to hrpr@tamu.edu to

initiate hire in Workday

HR Contract – Prepare to Offer

HRPR contacts candidate to submit Degree

Verification Form, Selective Service Registration, and

a copy of SSN. HRPR submits required hiring

documentation to HROE for review.

HROE Recruiting Partner moves final candidate to

Offer stage

Hiring Manager – Offer

Hiring Manager finalizes offer in

Workday and submits offer to final

candidate for review and acceptance.

Candidate receives offer in email and

accepts offer via Workday

HR Contact, HROE – Background Check

HR Contact marks candidate offer acceptance in Workday and

triggers background check task to be sent to candidate.

Candidate receives background check task in email and

completes required tasks.

HROE monitors background check outcome and notifies HR

Contact when background check is cleared.

Flow Chart - Recruiting and Hire

HROE – Hire

HROE Recruiting Partner moves candidate to

Hire process. If candidate is TAMU System

employee, change job business process is

triggered

HR Contact – Hire

HR Contact completes relevant tasks in Workday regarding the

Hire business process.

This will include subprocesses to propose compensation hire and

request one-time payment.

If one-time payment subprocess is initiated, it will route to Hiring

Manager, Department Head, and Executive Approver separately

from the hire process.

Hiring Manager – Approve Hire

Hiring Manager approves hire in

Workday

HROE – Approve and Process Hire

HROE Classification and Compensation

reviews and approves hire.

HROE UIN Partner sets up employee account

in Workday

HR Contact – Process Hire

HR Contact completes costing allocation

HR Contacts performs relevant Workday

To-Do items for the new hire

Payroll – Completes Hire

Payroll Partner assigns pay group for the new hire in

order to complete the hire process

Upon completion of this step, hire BP completes and

onboarding steps for new employee are then

triggered

Employee

Enter Personal Information

Enter legal name (required)

Enter preferred name

Enter DOB (required)

Enter Citizenship (required)

Submit

Employee

Enter Contact Information

Home Contact Information Sectiona. Enter Primary Addressb. Enter Primary Phonec. Enter Primary Email

Work Contact Information Sectiona. Primary Work email (required) – WD

references this email for notificationsb. Alternate Work Location: place where

they show up to work

HR Contact

Trigger Benefits Onboarding

Questions, Direct Deposit, Privacy

Flag, and State Veteran’s Preference

for employee, TRS ISD Onboarding

Question

Employee

Edit Worker Additional Data

Direct deposit declaration

Privacy flag

State veterans preference

Onboarding benefits questions

Employee

Onboarding

Complete form I-9 section 1

Enter government ID (SSN) for payroll

Voluntary self-identification for disability

Veteran status identification

Direct deposit information

Change photo

Review employee notices

Enter emergency contact

Enroll in electronic W-2

Verify prior state service

Change 1095-C printing election

Complete federal withholding elections

Flow Chart - Staff Employee Onboarding

HR Contact

Complete I-9 section 2

HROE I-9 Partner

Review form I-9

HROE I-9 Partner

Complete E-verify status

HR Contact

Update Mail Stop

Organization – specific Onboarding Activities

Update Time Off Service

HR Contact

Confirm restoration of leave

balances (if applicable)

HROE – Benefits Partner

Review onboarding questions, SGIP

driver and TRS date

Add medical only change benefit

event for retiree hire (if applicable)

Review OPR eligibility (if applicable)

Employee

Make benefit elections

Employee

Manage payment elections –

direct deposit information

Employee

Edit Passport and Visa

details (if applicable)

Job Application Overview This job reference outlines the process to move a candidate through the job application process

Important Information:

The Job Application Process starts after a candidate has applied through a job posting

This process involves up to 7 stages: Review, Screen, Interview, Offer, BackgroundCheck, Reference Check and Ready for Hire

The process starts with the Initial Review stage and ends with the Ready for Hire stage

where the candidate can be hired in Workday.

A candidate can be dispositioned at any stage by declining them for various reasons and

will be notified automatically via email. It is advisable to wait until the final candidateaccepts the offer to disposition other candidates. If you want to notify the candidate

in person, only disposition the candidate after notifying him/her

Steps Initial Review The Initial Review is performed by the Recruiting Partner at HROE. This step screens the candidates for minimal qualifications. The Recruiting Partner will move qualified candidates to the “screen” stage for manager review.

Screen 1. The Manager receives an Inbox item to screen the candidate

Note: The Manager can screen the candidate by viewing their skills, experience,

resume, etc. and determine whether to proceed or decline

2. Click the Move Forward button and select from the dropdown:

Interview3. Click DoneNote: The Manager can click Decline to decline the candidate due to any of the following

reasons:

Does not meet required minimum job qualifications Less relevant experience/skills than other candidates Unable to meet schedule of position Unable to contact candidate Candidate withdrew Position not being filled

Interview

1. The Manager receives an inbox item to Schedule Interview Team

2. In the inbox item Schedule Interview Team, enter the Interviewer and Interview Date

Note: You can add multiple Interviewers by using the plus icon

3. The Recruiting Partner at HROE receives a To Do as an inbox task to ReviewCandidate for Duplicates

4. Each Interviewer receives an inbox item to rate the candidate’s interview

Each interviewer can select one of the following ratings:

a. Exceeds Expectationsb. Meets Expectationsc. Does not Meet Expectations

Select a rating and enter comments, as needed

Click Submit

Click DoneNote: After each interviewer rates the candidate’s interview, the Manager must make theinterview decision

5. The Manager receives an inbox item to make the Interview Decision. The Manager canview the interview ratings for the candidate under the Interview tab

6. Click Move Forward and select “another interview” or “reference check”

Note: The Manager should not complete the decision task until they have received and

reviewed the interview ratings from the interview team, if applicable

You can click Decline for any of the following reasons:

Less effective interview Less relevant experience/skills than other candidates Less relevant education than other candidates Unable to meet work schedule of position Does not meet minimum job qualifications Less preferred qualifications No show for interview

Candidate withdrew Position not being filled

Reference Check

1. The Manager receives an Inbox item with the Reference Check QuestionnaireNote: The Candidate must move to the Reference Check stage for the Inbox item to

appear in the Manager Inbox

2. Enter the following information:

Name of reference

Date of reference check

Reference check contact information3. Click SubmitNote:

You can add up to 3 references

The actual reference check is done outside Workday

The Manager performs the reference checks and moves the candidate forward

through their inbox

4. After submitting the reference check questionnaire, the Manager receives an inbox task

to make the Reference Check Decision. Click Move Forward and select from the

dropdown for “offer”

Note: You can click Decline for any of the following reasons:

Reference is not favorable

No response from references

Candidate withdrew

Position not being filled

Hire not approved by HR

Offer

1. The Recruiting Coordinator receives an Inbox item to Initiate Offer

Note: The Candidate must move to the Offer Stage for the inbox item to appear in the

Recruiting Coordinator inbox. Recruiting Coordinator (HR Liaison) will initiate offer based on

new hire form hiring manager submitted to HRPR.

2. Click the edit icon to make edits to the offer details

Note: The Initiate Offer step uses the Guided Editor to move through different sections for

the offer

3. Enter the following information:

Hire Date: Pre-populated based on Target Hire Date from the job requisition. Edit to

proposed hire date for candidate

Location: Defaulted from the job requisition

Document Language: English

Business Title: Defaulted from the job requisition

4. Click Next5. In the Compensation section, complete/modify the following information:

Salary/Hourly: Depending if it is a Salary or Hourly position

Frequency: Monthly for salary positions and hourly for non-exempt positions

Effective Date: Same as Hire Date

Allowances: If applicable

6. Click Next7. In the One-Time Payment section, complete/modify the following information:

Effective Date: Will default from the Hire Date on the Start page – will need to be

edited if different than hire date

Employee Visibility Date: The date that will be visible to the employee in Workday

Reason

8. Under Payment, click AddNote: You will only be able to add a payment amount after adding a Payment Plan

9. In the Payment section, complete/modify the following information:

One-Time Payment plan

Amount

Currency (USD)

Additional Information: Add additional comments, as needed

Worktags: Enter the appropriate Cost Center, if applicable

10. The Send to Payroll checkbox should be selected by default

11. Click Next to review all information entered

12. Click SubmitNote:

The Initiator (HR Liaison) receives an Inbox To Do item to obtain appropriate

compensation approvals outside of Workday (if applicable). This is for offers that

require additional approvals beyond those configured in Workday

Click Submit after obtaining compensation approvals (if applicable) to route to HR

for review and obtain appropriate approvals

13. The Recruiting Partner (HROE) receives a Consolidated Approval inbox task to review

proposed compensation for offer. They have the ability to approve, decline, or send back

for edits

14. The Manager receives an Inbox item to Generate the Offer Document

Note:

You can edit the verbiage of the offer letter in the Document field. If you make edits,

you must first save the edits before generating the PDF if you want the edits to be

visible in the PDF. You can view the offer letter by clicking the View PDF button

If you do not use the Generate Document feature in Workday and skip the Generate

Document step, it will not send the letter to the candidate.

15. Click SubmitNote:

The candidate receives the offer letter. An internal candidate will receive their offerletter in their Workday inbox while external candidates will receive it on theirCandidate Home account on the external career site.

The Manager receives an Inbox item asking whether the candidate accepted the

offer

16. The Manager selects Yes or No and clicks Submit17. The Manager clicks Move Forward and select from the dropdown for “Background

Check” or “Renegotiate Offer”

Note: You can click Decline for any of the following reasons:

Declined Offer – Compensation is insufficient

Declined Offer – Unwilling to relocate

Declined Offer – Unable to meet work schedule of position

Declined Offer – Other reason or no reason provided

Candidate withdrew

Position not being filled

Hire not approved by HR

Background Check

1. The Recruiting Partner (HROE) receives an Inbox item to select the Background CheckPackage

Note: The Candidate must move to the Background Check stage for the Inbox item to

appear in the Recruiting Partner inbox

2. Candidate completes background check online after receiving email link

3. Background check is completed by third party vendor – Sterling

4. Recruiting Partner enters background check status upon completion of background

check

5. Recruiting Partner moves candidate to “Ready to Hire” stage

Note: Candidate can be Declined for any of the following reasons:

Unacceptable criminal background check Unacceptable credentials check

Candidate withdrew

Position not being filled

Hire not approved by HR

Ready for Hire

1. The Recruiting Partner (HROE) receives an inbox item to complete Hiring ChecklistNote:

This is the last stage of the Job Application process

The Candidate must move to the Ready for Hire stage for the Inbox item to appearin the Recruiting Partner Inbox

The Hiring Checklist consists of questions around the usage of Hiring Matrix,review of hiring documents, confirming minimum qualifications, reference/educationverification, etc. This is used for compliance purposes. Hiring manager submitsrequired hiring documentation to HRPR along with new hire form, so HRPR liaisoncan upload these documentation for HROE to perform this step.

2. Complete the questions in the Hiring Checklist3. Click Submit

Note: If the Recruiting Partner responds with a “Yes” on the questionnaire that the degreeverification is needed, the degree verification form goes to the Candidate Home for the candidate to complete.

4. The Recruiting Partner (HROE) receives a To Do item to confirm if the candidate is

eligible to hire

Note:

The Recruiting Partner confirms that candidate has met all minimum qualifications

5. The Candidate changes personal information and changes Government IDs in Workday.This step does not happen until the previous To Do is complete and submitted. Theinternal candidate will receive the task to their Workday inbox while the externalcandidate will receive the task to their Candidate Home.

6. Once the candidate completes their tasks, the Recruiting Partner (HROE) receives theReady for Hire Checklist in their inbox

7. Click Submit

Note:

The job posting will unpost automatically, if it has not been manually unposted prior

to completing Ready for Hire step

Once the Ready for Hire step is completed by the Recruiting Partner, the candidate

is ready to be hired in Workday

Within the Job Requisition, the Recruiting Partner, Recruiting Coordinator, and

Manager can see all the candidates, the stage they are in, awaiting actions for each

of them and other application related information under the Candidates tab (visibility

will be based on the security roles)

Candidates should only be advanced through inbox items, NOT through the

candidate grid

Managing Notifications The job reference below provides instructions to change your email notification settings through

Workday preferences, as well as a guide about funneling your Workday emails into a particular

Outlook inbox folder.

Changing Workday Notification Preferences1. In the top right corner of your Workday home screen:

a. Click your picture icon

b. Select “My Account”

c. Click “Change Preferences”

2. Scroll to the bottom of the page, where you will find the “Parent

Notification Type” section. This is where you will change your

email notification preferences.

a. The 5 items in the left column (Alerts, Business

Processes, HCM, Recruiting, System) each have

multiple types of notifications that are sent. Please

review each section to make sure the settings follow

your preference.

b. Each notification type will need to be changed

individually.

3. To change the notification

a. Click the “Send Notification Via Channels” field

b. Choose how you would like to be notified – if you do not want

to be emailed notifications, select “disabled”

c. Be sure to “X” the undesired choice or you will receive an

error, as seen below

Test Employee

l

Creating an Email Inbox Rule in OutlookIf you do not want to disable Workday email notifications, but do not want them feeding into

your Outlook inbox, you can create a Rule that will divert the emails to a specific folder. This

allows you to check notifications from Workday in Outlook without having them clutter your

inbox.

1. You need to create a Workday folder where you will be

sending all notifications from Workday.

a. Right click your email inbox, and select “New

Folder”

b. We recommend you name the folder “Workday”

2. In your Desktop Outlook application, select “FILE”, then choose “Rules and Alerts”

3. You will select “new rule”

a. Choose “Move messages from someone to a

folder”

b. Click “people or public group” then type the email

address tamus@myworkday.com in the field.

c. Click “specified” folder and choose the Workday

email folder you created previously

d. Click “next” and then type the name of your rule,

and click “finish”

4. Your Outlook rule is complete and should automatically

redirect all Workday emails into your specified Workday

folder in Outlook.

A

B C

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Last Updated May 2, 2018

Page 1 of 3

Delegate Task Overview This job aid outlines the process for users to delegate an Inbox task to another user in Workday or complete a task that has been delegated to the user by switching accounts

Prerequisites: N/A

Important Information:

• Delegation temporarily reassigns tasks to another user, enabling that user to perform individualactions on the delegator’s behalf

• Users can delegate a task in their Inbox, such as Review, Approval and To Do steps, to anotherperson, if that task allows delegation

• Use for a quick one-time need when you are not available to complete a step in a business processor a task

• Delegated tasks show as “On behalf of:” in the delegate’s Inbox

• The delegate will use Switch Account to complete the delegated tasks

Steps From the Workday Home page:

1. Navigate to your Inbox2. Click the action item you would like to

delegate

3. Click the Gear icon on the top right handcorner of the screen that displays

4. Click Delegate Task

5. Select Proposed Delegates

6. Enter any comments, as needed

7. Click SubmitThis completes the Delegate Task process

Release 30

Last Updated May 2, 2018

Page 2 of 3

Complete a Delegated Task 8. Navigate to your inbox

9. Click on the task that has been delegated toyou

Example Shown is an Absence Request delegated by Bradley Blair

10. Click on Switch Account

11. Click OK when asked if you would like tocontinue as the individual that delegated thetask to you

12. You will see the Delegation Dashboard. Clickon the Delegator’s inbox to access the taskthat has been delegated to you

13. Review the directions provided in the inboxitem and complete the steps. In this examplewe are approving a Time Off request

14. After you submit the item for completion, youwill see a confirmation message

15. Click Done16. You will see the inbox task but the task will be

empty on the right

17. Click on the My Account icon for theDelegator and select Switch Account

Release 30

Last Updated May 2, 2018

Page 3 of 3

18. Select your name and you will be returned toyour account’s home page

This completes the Complete a Delegated Task

process

ACADEMIC AFFAIRS BUSINESS SERVICES

2nd Floor Eastmark4255 TAMU College Station, TX 77843-4255 USA Tel. +1 979.458.3621 Fax +1 979.862.2696

Forms and Definitions

Bi-Weekly Payroll Schedule for AABS Departments - FY18

o Bi-Weekly Payroll Schedule for pay period begin & end date, Timesheet due date,

and pay date.

Budget and Wage Employee Termination Checklist (New)

o This Checklist includes all off-boarding steps that need to be completed before

the terminated budgeted or wage employee leaves on their last day. Checklist

needs to be returned to HRPR upon employee termination.

Budgeted and Wage Employee Termination Form (New)

o Complete form to initiate the termination of budgeted and wage employee in

Workday.

Checklist - Large Group Hire

o In situations where a large group of employees (12 or more) will need to be

processed for payroll all at once, AABS HR/PR recommends the procedures laid

out in this form as we do not have space in our building to accommodate the

hiring of a group this size.

Checklist - New Student Employee Hire (New)

o Complete this form to initiate hires of new student workers.

Checklist - New Wage Employee Hire (New)

o Complete this form to initiate hires of new wage employees.

Checklist - Student Employee Changes or Termination (New)

o This form is to make a change, termination, or transfer for a student employee. A

change constitutes as a change in student employee’s official title or

appointment. For any Promotion, Pay Increase or Merit Increase, a current

Student Employee Performance Review in the personnel file is required.

Checklist - Wage Employee Changes

o This form is to make a change for a wage employee. A change constitutes as a

change in the waged employee’s official title or appointment. For any Promotion,

Pay Increase or Merit Increase, a current Performance Review in the personnel file

is required.

Create Job Requisition Form (New)

o This form is to request a job posting in Workday for new or existing vacant

positions other than student worker or graduate assistant.

Dual Employment Comment Template (New)

o This form is required in Workday to process student hires who are to be dual

employed. An employee is considered dual employed when holding two or more

jobs at a State of Texas Agency.

Hiring Matrix

o Hiring Matrix form is required to be completed and submitted before a new hire

can be processed in Workday. NOTE: Must include ‘Yes’ and ‘No’ for the Veterans

Preference and Former Foster Child Preference, for each applicant on the hiring

matrix.

Internal Promotion Transfer Form (New)

o This form initiates an internal promotion/transfer of employee from one position

to another position within TAMU departments.

Memo - Request for Equity Adjustment

o This is a memo template to be used when requesting an equity increase for a

budgeted employee.

Memo - Request for Hiring Salary Adjustment

o This is a memo template to be used when requesting a salary adjustment for an

employee who has already completed six months of service in a new position.

Memo - Request to Hire at Salary Above Allowed Rate

o This is a memo template to be used when requesting a hiring salary that is above

the lower band of the pay range as defined by the job title.

Memo - Temporary Salary Increase for Staff

o This is a memo template to be used when requesting a temporary raise for an

employee placed in an acting or interim status or who is required to assume

significant additional responsibilities for an extended period of time (more than

30 days).

New Budgeted Employee Hire (New)

o Complete this form to initiate hires of new budgeted employees.

New Position/Reclassification Form (New)

o This form requests the creation of a new position or reclassification of an existing

position.

Offer Letter - GANT

o Sample Offer Letter to a Graduate Assistant – Non Teaching

Offer Letter - GAR GAT GAL

o Sample Offer Letter Graduate Assistant Research, Graduate Assistant Teaching,

Graduate Assistant Lecturer

Offer Letter - Non Social

o Sample Offer Letter for student employee who needs to apply for a social security

number.

Offer Letter - Student Employee

o Sample Offer Letter for a student employee

Offer Letter - Wage Employee

o Sample Offer Letter for a wage employee

Request to Allow Graduate Assistant to Work More Than 50%

o This form is used to request permission for Graduate Assistant to work more than

50% (20 hours per week), or to request an Add Additional Job in Workday for a

Graduate Assistant.

Student Employee Performance Review

o This template can be used to assist in evaluating student worker’s performance

across predetermined job duties and professional competencies.

Update Position Restriction Form (New)

o This form is used to update position descriptions or to request change of work

percent effort.

Wage Calculator FY18

o The moment an employee works 5 months at 50% effort or higher, both the

employee and department are subject to Teacher Retirement System deductions

going back to the beginning of the Fiscal Year. This form will help calculate

whether or not that threshold has been crossed.

Workday Supervisory Organization Request (New)

o This form is used to request creation of new supervisory organization, change of

reporting relationship, change supervisory organization name, or deletion of

supervisory organization.

Academic Affairs Business Services (AABS) Texas A&M University

New Student Hire Initialization Process

New Student Hire Page 1 of 9

1.0 Introduction

The purpose of this document is to list the steps needed to access, complete and route the New Student Hire initialization form for approval.

1.1 Accessing the online New Student Hire initialization form

a. Go to https://aabs.tamu.edu in Chrome browser . The link to the form will be under Formssection.

Figure 1 Landing page

New Student Hire Page 2 of 9

1.2 Completing the New Student Hire Initialization form

a. Complete the form as below. The fields that are marked with * are required:

a. Hiring Department* – Choose your department from the dropdown.

b. AdLoc* - This will be automatically populated from the database.

c. Hiring Manager Name* - Enter the name of the hiring manager.

d. Hiring Manager NetID* - Enter the NetID of the hiring manager.

e. Hiring Manager Email* - Enter the email of the hiring manager.

f. New Employee Full Legal Name* - Enter the full legal name of the new employee.

g. New Employee UIN (if available) – Enter the new employee UIN if available.

h. New Employee NetID (if available) – Enter the new employee NetID if available (NetID isnot required if choosing a Non-Affiliate title)

i. Job Title* - Select the appropriate job title from the dropdown.

j. New Employee Email* - Enter the email of the new employee.

k. New Employee Phone Number* - Enter the phone number of the new employee.

l. Proposed Start Date* - Enter the proposed start date for the new employee.

m. Estimated Hours per Week - Enter the estimated hours per week for the new employee.

n. Pay Rate* - Enter the pay rate ($ / hour) for the new employee.

o. Office Building* - Enter the office building location for the new employee.

p. Department Mail Stop* - Enter the department mail stop for the new employee.

q. Job Description* - Enter the job description for the new employee.

r. Comments - Enter any comments on specific accounts or projects for this position to beon.

New Student Hire Page 3 of 9

s. Click Submit. Additional options will be shown to Print, Download or Email the submitted form. It isnot suggested to print or email the form.

Figure 2 Submitting the Form

New Student Hire Page 4 of 9

t. Close the tab.

u. The submitter will receive an email notification as below on successful submission:

We have received your new hire request for John Smith and it is in progress

Name: John Smith

Proposed Start Date: 5/31/2018

Title: Graduate Assistant - Non-teaching (biweekly)

Hiring Department: Academic Affairs Business Services

Laserfiche Tracking Number: 9454

Next steps include:

• Student Upload Required Documentation (Pending)• Strategic Partner Position Outsourcing Verification• Hiring Manager adding Documentation• HR Contact completing hire in Work Day

v. The Student will receive an email notification as below on successful submissionrequesting to upload documentation if they have a NetID:

In order to process your employment as with Academic Affairs Business Services, you arerequired to provide identification documentation. Please click the link below to providedocumentation.

Click here to open this task in Forms.

w. The Student will complete the form as below. The fields that are marked with * arerequired:

a. Do you have an assigned US government social security number? * - Select Yes orNo.

a. If Yes is selected, upload a copy of your social security card athttps://filex.tamu.edu

b. If No is selected, bring the employment offer letter to Hotard #315.

b. Date of Birth* - Enter the date of birth

c. Is the Student an International? * - Select Yes or No.

d. New Student Employee Online Orientation Certificate* - Upload the certificate.

e. Are you a male U.S. citizen or a male alien? * - Select Yes or No.

New Student Hire Page 5 of 9

a. If Yes is selected, upload the selective service registration.

f. Do you have Work Study? *- Select Yes or No.

g. Click Submit.

Figure 3 Student Identification

New Student Hire Page 6 of 9

1.3 Routing the online New Student Hire form for Review

Strategic Partner Review

a. The strategic partner can click on the link Click here to open this task in Forms in the email toperform the costing allocations.

Figure 4 Strategic Partner Review

b. The strategic partner can enter the Costing Allocations section.

c. Comments is optional.

d. Click Submit to submit the form.

Hiring Manager Review

a. The hiring manager can click on the link Click here to open this task in Forms in the email toupload documentation for the new student hire.

New Student Hire Page 7 of 9

Figure 5 Hiring Manager Review

b. The hiring manager has the ability to change the job title or pay rate. If any of these getchanged, the process will be routed to the strategic partner to perform costing allocations.

c. The hiring manager will complete the form as below. The fields that are marked with * arerequired

a. Is the position dual employed? * - Select Yes, No or Contact Chris Brooks if assistance isneeded. If Yes is selected, enter the details of dual employment. If Contact Chris optionis selected, enter the details that you are aware of.

b. Minor Employment Release* - Upload the release document if the new hire student isyounger than 17 years of age.

c. Proof of Enrollment* - Upload the proof of enrollment.

d. Offer Letter* - Upload the offer letter if a graduate title is selected.

e. Comments is optional.

f. Click Submit to submit the form. Click Terminate Hiring Request to terminate therequest.

HRPR Team Review

a. The HRPR team can click on the link Click here to open this task in Forms in the email to completethe checklist for the new student hire.

New Student Hire Page 8 of 9

Figure 6 HRPR Team Checklist

b. The HRPR team will complete the form as below. The fields that are marked with * are required

a. New Employee First Name* - Enter the first name of the new employee.

b. New Employee Last Name* - Enter the last name of the new employee.

c. New Employee Middle Name – Enter the middle name of the new employee if exists.

d. Create Position in Workday* - Check Yes once the position is created in Workday.

e. Submitted Background check to HROE* - Check Yes once the background check has beensubmitted to HROE.

f. HROE Date* - Enter the date when submitted to HROE.

g. Comments is optional.

h. Click Submit to submit the form. Click Send Back to HM to send the form back to HiringManager for review.

c. The Student will receive an email to complete background check once HRPR team submits the form.

HRPR Team Review after Background Check

a. The HRPR team can click on the link Click here to open this task in Forms in the email to completethe checklist for the new student hire after the background check step.

New Student Hire Page 9 of 9

b. The HRPR team will complete the form as below. The fields that are marked with * are required

a. Verify dual employment* - Check Yes once the dual employment has been verified.

b. Verify UIN in UIN Manager* - Check Yes once the UIN has been verified.

c. Employee UIN (verified) * - Enter the verified employee UIN.

d. Background check cleared* - Check Yes once the background check has been cleared.

e. Create Position BP in Workday completed* - Check Yes once the BP has been completed.

f. SDP Ticket Number* - Enter the SDP ticket number.

g. Comments is optional.

h. Click Submit to submit the form. The Student receives an email to make the I9 appointment.

HRPR Team Actual Hire Date

a. The HRPR team can click on the link Click here to open this task in Forms in the email to enter theactual hire date.

b. The HRPR team will complete the form as below. The fields that are marked with * are required

a. Pay Status* – Select Biweekly or Monthly.

b. Actual Start Date* - Enter the actual start date.

c. Complete Work Hire BP* - Check Yes once the work hire BP has been completed.

d. Complete I9* - Check Yes once the I9 has been completed.

e. Upload additional hiring document – Upload additional documents if needed.

f. Comments is optional.

g. Click Submit to submit the form. A notification email is sent to IT for the new hire. Anotification email is also sent to the HRPR Liaison, hiring manager and the strategic partnerinforming them of the approval for the new hire.

h. The form and all the documents are stored in the Laserfiche repository.

AABS HRPR Liaison Contact List

Adloc Department Name AABS HR/Payroll Liaison Contact Information

SFAOP 120410 Scholarships & Financial Aid Mechelle Oaks 458-2589AHSO 134021 Aggie Honor System Mechelle Oaks 458-2589REGI 121323 Office of the Registrar Mechelle Oaks 458-2589SABR 137905 Study Abroad Programs Office Mechelle Oaks 458-2589ITAS 121322 Provost Information Technology Office Melissa Moehlman-Welch 845-6205

HECN 134308 Instructional Media Services Melissa Moehlman-Welch 845-6205GRST 137901 Office of Graduate & Professional Studies Melissa Moehlman-Welch 845-6205APHU 137902 Undergraduate Studies Melissa Moehlman-Welch 845-6205

EIS 210480 Enterprise Information Systems Melissa Moehlman-Welch 845-6205ITAS-OAL 237304 Open Access Labs Melissa Moehlman-Welch 845-6205

OOIA 120017 Office of Institutional Effectiveness and Evaluation Melissa Moehlman-Welch 845-6205TEXC 134340 Center for Teaching Excellence Melissa Moehlman-Welch 845-6205MHEC 138129 McAllen Higher Education Center Melissa Moehlman-Welch 845-6205CMSE 138131 Center for Math & Science Education Melissa Moehlman-Welch 845-6205IDIV 120016 Office of the VP & Associate Provost for Diversity Jovana Guillen/Teresa Wyatt 862-3694/862-2395

AABS 121317 Academic Affairs Business Services Jovana Guillen/Teresa Wyatt 862-3694/862-2395PROV 120002 Office of the Provost & Executive Vice President Teresa Wyatt/Jovana Guillen 862-2395/862-3694AST 120067 Office VP for Enrollment & Academic Services Teresa Wyatt/Jovana Guillen 862-2395/862-3694

TAMIN 138108 Texas A&M Institute for Neurosciences Teresa Wyatt/Jovana Guillen 862-2395/862-3694ISED 138130 School of Innovation and Economic Development Teresa Wyatt/Jovana Guillen 862-2395/862-3694CARC 120409 Career Center Tomasita Heardmon 862-2293ODRS 121202 Office of Data Research Services Tomasita Heardmon 862-2293ACAD 137903 Transition Academic Programs Tomasita Heardmon 862-2293ADMI 210670 Office of Admissions (Processing) Tomasita Heardmon 862-2293ADMI 120400 Office of Admissions Tyisha Thomas 862-2699UWC 213460 University Writing Center Tyisha Thomas 862-2699ISS 217900 International Student Services Tyisha Thomas 862-2699

APAA 120066 Associate Provost for Academic Affairs Yasa Rathnayaka 458-3111PPO 120069 Public Partnership & Outreach Yasa Rathnayaka 458-3111

UHON 134309 Honors & Undergraduate Research Yasa Rathnayaka 458-3111EDBS 134331 Educational Broadcast Services Yasa Rathnayaka 458-3111APDF 137900 Dean of Faculties Yasa Rathnayaka 458-3111ASC 137909 Academic Success Center Yasa Rathnayaka 458-3111

AABS HRPR Liaison Contact List

ITS 212080 Instructional Technology Services Yasa Rathnayaka 458-3111All student personnel actions for all departments Chris Brooks 845-6406