1. Cornerstone Human Resources and Payroll Project Overview

2. Background History Current State Future State
The July 2013 integration of nine academic and clinical units from the University of Medicine and Dentistry of New Jersey (UMDNJ) into Rutgers University led to the creation of Rutgers Biomedical and Health Sciences (RBHS), and the integration of several central administrative units. This integration added 10,500 employees and 15 collective negotiating units to the Rutgers workforce.
Current State
Since the integration, Rutgers has maintained two separate human resource and payroll systems – Banner, for employees who joined from UMDNJ, and PeopleSoft, for employees who worked at Rutgers prior to the integration.
Future State
Migrate employees in Banner into the current PeopleSoft system.

3. What it means for employees
The Change Journey
Implement an interim solution by migrating employee records maintained in Banner to PeopleSoft
Create more consistent experience for employees across the University
Why change now?
Analyze current state of data in Banner and mapping to PeopleSoft
Focus on comprehensive testing throughout the project lifecycle
Train administrators who will use the system via workshops and job aids
Migrate data from Banner to PeopleSoft
What is the path ahead ?
Banner business administrators and department administrative staff will be supported through training sessions and workshops, and personal support during user acceptance training and after the October implementation
Guides and job aids will be provided for ongoing training support
What it means for employees

4. Preparing for the Future: SystemsD J F M A S O N
SIT / UAT /
Payroll Parallel
Training

5. Human Resources and Payroll: Transaction Flow
Transaction Types
Oracle Cloud Fusion
Payroll Journal Entries
Payroll Project Detail
Time & Labor
PeopleSoft HR and Payroll
Employees
Commitment Acctg/Payroll
Time & Labor
Benefits
Data Warehouse
General Ledger Balances
Project Detail
Payroll Detail
Reporting

6. Managing Change Develop change and communications plan and toolkit
Communicate new process mapping to Banner and key stakeholders
Identify key stakeholders and determine available communication channels and preferences
Evaluate change management effectiveness
Assess Banner’s change readiness

7. Managing Communications
Stakeholder Analysis
Periodic Communications
Change Impact Analysis
Communication before and after Milestones
Ongoing: Continue aligning stakeholders on overarching roadmap

8. UAT & On-Site Personal Support
Our Training Approach
Buddy
System & Mentorship
Training & Workshops
UAT & On-Site Personal Support
On Call Support
Guides & Job Aids