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- Government HRMS
- Implementation and migration
How a Government HRMS rollout works
Start with one department, one hiring case and one reconciled pay period.
Agree ownership
Name the HR Business Partner, Recruiter, Payroll Admin and decision owners for requisitions, offers, leave, time and payroll.
Map the people structure
Reconcile department, location, title, position, grade and employee identifiers before importing transactions.
Configure a bounded pilot
Use one department, one open position, one hiring case and one payroll calendar with a representative pay period.
Rehearse decisions
Test an out-of-range offer, a submitted leave request, a rejected timesheet and a pay run awaiting approval.
Reconcile and release
Compare employees, positions, balances, statement totals and remaining onboarding work with the source before broadening use.
What the customer provides
- Department tree, locations, job titles, position codes and pay grade ranges.
- Employee identifiers, current assignments, managers and dated employment history.
- Opening leave balances, leave types, payroll calendars, benefit plans and jurisdictions.
- Named decision owners and the source systems for signing, learning, bank payment and filings.
Changing it afterwards
Review changes to positions, grades, leave types and payroll calendars with their domain owners. Re-run the hiring, leave and pay-period cases when a field, permission or connection changes. Preserve dated historical events and completed decision evidence when correcting the current record.
Set up Government HRMS your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.