Main Content Region

Why CHRS?

Why is the CSU implementing CHRS? 

CHRS is a streamlined, sustainable, and cost-effective HR system that offers opportunities for collaboration and enhancement across the entire CSU system. Our current system (PeopleSoft 9.0) lacks a mobile interface, advanced reporting, and is no longer supported by the vendor. CHRS will solve these problems by upgrading our system to PeopleSoft 9.2. To learn more about why CHRS is being rolled out, watch this short video:

<a href="https://www.youtube.com/embed/Fab75186e08?rel=0&amp;showinfo=0">Watch Why CHRS? YouTube Video</a>

 

Without CHRS: 

  • There are 23 different versions of HR software across the CSU.

  • Campuses use different HR processes. 

  • There are no common methods of doing business. 

  • There are no ways for campuses to share resources. 

  • The vendor is unable to support the CSU's current PeopleSoft 9.0 software. 

With CHRS:

  • All campuses share one common system – CHRS (PeopleSoft 9.2). 

  • HR processes are performed in a common way, allowing for easier communication, support, and sharing of resources between campuses. 

  • There is increased efficiency. 

  • The CSU is positioned to consider cloud-based technologies in the future. 

Why are we implementing CHRS?

  • CHRS will streamline HR business processes and best practices 

  • Enhanced reporting to support data driving decision-making 

  • Immediate gains with enhanced tools and new functionality 

  • Customers will experience improved HR applications 

  • Streamline practices and processes will result in efficiencies and cost savings 

What is changing?

CHRS will impact Human Resources processes and procedures for staff and faculty. The system manages data such as budgeted positions, employment, job, and personal data. Enhancing the system will change aspects of self-service, time and absence management, recruitment, benefits, temporary academic employment, and more. 

Changes by Function or Module

Absence Management 
  • Self-service and manager self-service pages have a vastly different look and feel but the processes are similar to current 
  • No Leave Taken will be entered and approved on its own pages instead of being part of absence, as it is now 
  • Employees can key absences up to 12 months in advance and 12 months prior 
  • Forecasting will be implemented for absence allowing employees to have a better idea of what their balance will look like in the future 
  • Comments for certain absence types are not required by the system as they are now; however, CSUSB will still require comments for these types of absences (e.g. sick leave for family) 
  • The absence process will run twice daily and the monthly calendar will be closed on the 5th working day of the month, which means updated balances will be posted sooner
Benefits 
  • The look and feel between what one will experience in PeopleSoft and CHRS will have a vastly different look and feel, but employees will still be able to view the bulk of their benefit transactions online using CHRS Benefits self-service. 
  • Benefits Reps will experience significant changes to processing, including options for self-service and having the Chancellor's Office taking more control over various processes 
CSU Recruit 
  • There will be minor changes to the integration process between CSU Recruit and CHRS; this will only impact a handful of employees 
  • The full integration process will be implemented which will change how Employee Support Services (ESS) finalizes appointments
Labor Cost Distribution (LCD) 
  • Custom LCD reports will not be available; however, we plan to review the delivered reports in the CFS data warehouse and the new CHRS reporting solution to determine if they meet our needs

  • The HR Expense Adjustment process will transition to the delivered functionality in CHRS 

Person of Interest (POI) 
  • All auxiliary employees and volunteers will be loaded into CHRS as POIs.
  • All Prospective faculty, managers, staff, and student workers scheduled to receive an appointment will be loaded into CHRS as POIs. 
  • The POI function has been redesigned to require a date of birth and social security number, as well as a department ID and an expected end date 
  • You will also be able to track reports to information for POIs 
  • If an individual in a POI role is in the same role (e.g. volunteer) in more than one department or on more than one campus, the information for all instances of their POI can be seen and updated by anyone. 
Personal Data Changes 
  • Enhanced self-service access to change/view personal data such as preferred name, address, and emergency contacts will be made available in CHRS

  • Employees who are also students (and students who work as student employees) will have to change their information in both PeopleSoft CS and CHRS as the two systems are not entirely synced. 

Position Management 
  • There is a new option to track Conflict of Interest information for positions. 

Reporting
  • A query tool will still exist in CHRS, but those that already exist in PeopleSoft will need to be recreated in CHRS. If you have access to create private queries now, ITS will help to ensure similar levels of access are provided. 

  • There will be some delivered reports, but most reporting will occur in the new CHRS reporting solution built with Amazon’s QuickSight tool. 

  • No one on campus will have the ability to create public queries, but you can share your queries with other CHRS users and we can request that the Chancellor's Office create public queries. 

  • All reports within PeopleSoft will be evaluated to determine if they need to be rebuilt in the new reporting solution 

Temporary Academic Employment (TAE) - Formerly Temp. Fac.
  • This new functionality is expected to help streamline the appointment/reappointment of temporary academic employees such as lecturers, TAs, GAs, and ISAs 

  • Built-in workflow and approvals will help the flow of data from one unit to another and should reduce keying and time to finalize appointments/reappointments 

  • Employee Support Services (ESS) will have the ability to do a final approval and push the data into Job, thus reducing their keying as well 

Time Reporting 
  • Self-service and manager self-service pages have a vastly different look and feel but the processes are similar to current 

  • The timesheet view defaults to the current week and cannot be changed (currently it defaults to the current pay period) 

  • Hourly and overtime reporting, both the earn and the take, are capable of entry via employee self-service