Table of Contents
            Introduction
            Perspectives
                    10-Recruitment Contribution
                    20-Governance
                    30-Operational Overview
                    40-External Interactions
                    50-Hiring Value Stream
                    60-Financial
                    70 - Expenses Resolution Requirements
                    80 - Expenses Story
                    90 - Expenses Resolution
                    100 Interview Management Requirements
            Detailed Assertions
            Responsibilities


Introduction:

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Intent

This model is intended to showcase Assertion Modeling(AM). AM tools and methods have been used to design and present the model, and the report itself has been generated from the software.

Content

This business model describes the recruitment function in a medium size business. It shows the repeated decisions and information necessary to recruit for open positions. As well as these operational decisions, made daily, it also shows related strategic and tactical decisions.
The report includes a brief introduction to Assertion Models, the set of Assertions that describe Recruitment and a section that addresses the model authors (modelers) perspective on pertinent issues of the model that should be resolved or clarified.
The report is fully hyperlinked to facilitate the understanding of the flow of business information related to recruitment. For diagrams to appear in the report diagrams files in PNG format must be included in the same folder.

Limitations

The model has not been validated by subject matter experts in recruitment. It serves as a starting point for an organization to adjust, in terminology, objectives and practices to uniquely describe their own business.

Use

As a showcase, this report shows valuable perspectives, easily extracted from a complete assertion model. These perspectives allow a business to be truly designed.

Domain Summary:
This Recruitment Model is intended to address the objective of maintaining an effective. focused, dedicated workforce to perform the business of the organization.

Included

Succession planning is shown briefly but retention is not specifically addressed in the current version. The primary focus is on filling a job position that is (or will become) vacant. There is a chain of Assertions that cascade until the position is filled. It also supports the maintenance of a list of potential applicants to be drawn upon in starting the publication of an open position. Job fairs and other outreach are included because they support a goal of having the organization considered as a desirable employer.
Managers feedback and relationships has been recognized as identifying their roles as Authorities).


Not Included

This does not currently show reference checks and background checks. It does not address staffing. The pass off to Onboarding has not been shown. It does not include the use of External Recruiters (outsourcing). It has not specifically addressed internal hiring decisions. Recruitment sources has not been lightly addressed. Aligning candidates to corporate culture and values has not been addressed. Recruitment strategy does not address mix of sources, agencies, target groups (eg. social media). Career development paths are not addressed. Applicant experience is not addressed. Considering managers as clients of recruitment is not represented. Interview standards and approach are not elaborated. The model does not address re-interviews of the same candidate. Nor does it show a receipt of application being sent to applicant (not always done). Retention is not addressed. There is no specific internal posting. Measures for discriminatory practices have not been addressed. Referrals are included but not referral bonuses.
Development and reporting on a Recruitment budget is not included.

Designer Note: V7 is preparation for a strong example to be presented on assertions.ca.

Version: V07           Modeler: Richard Lay


Perspectives

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Perspectives provide a good way of isolating various business concerns out of the fully aligned business model itself.




  10-Recruitment Contribution

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The Management Perspective shows the contributed information needed to assess the overall Capability of Recruitment by the Recruitment Manager. This largely summarizes the Responsibility of the Recruitment Manger. (In the HyperRep report choose the Responsibilities link and scroll to Recruitment Manager - here you will see the list of their responsibilites) RC22 Recruitment Manager Capabilities is the Assertion where the Manager of Recruitment will assesses the current overall capability. The connections that feed this assessment show the information needed to make the determination, some as statements from the Manager and some from other sources. There are 5 assertions which supply information for RC22. Four are internal governance assertions, assessed on a regular basis. One (EX01) is an assessment made by the Staffing Manager (outside Recruitment) who is responsible for consistent position definitions. While the ability to confirm a position is available and configured properly, it is outside the scope of Recruitment, the time waiting for that confirmation affects the overall performance of Recruitment. This is an excellent example of interdependence of performance. And it is an example of where the Position Capability contributes to one of the Value Stream Stages in Recruitment. The initiative RC34- Business Improvement Initiative is included to help inform RC29 Recruitment Practice Alignment. While some practices might be substandard, the initiative shows they are being addressed.
ModelNote
This is an example of a Recruitment Diagram. It shows the information that contributes to the ultimate decision made by the Recruitment Manger in RC22. This diagram shows the information that the Manager would use to make that assessment. __ NOTE__ is view has a recursive (feedback loop) and must be adjusted before doing a contribution report (because removing recursive needs to be written)


      EX01       RC22       RC24       RC29       RC23a       RC43       RC35                   Diagram Name is: PI_4d497397-3ab7-45be-aee3-ad1e6cfcbaff.png


  20-Governance

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The Governance Perspective provides a management perspective and describes how it relates to the operational assertions.
Management Concerns Addressed Specifically For this Recruitment example a taste of this strategic perspective is provided. It is assumed that the Recruitment Manager makes a statement, probably as a report, on the status of the Recruitment Function with respect to various measures, objective and subjective. In this example it is assumed that these include an assessment of how well the function aligns with best practices, how it provides value to other parts of the organization, and how effectively it does this.
Not Addressed Specifically
In addressing best practices the following would probably be considered in a more complete model.

• We are a desired employer.
• We streamline hiring.
• We are fair.
• We meet regulations.
• We hire employees who are retained.
• We choose from high quality applicants.
• We are diverse.
• We clearly articulate job positions.
• We ensure that applicants rate our process highly.
• We anticipate recruitment needs.
• We track potential employees.

Information for Strategic Statements
The Governance Perspective shows how information is gathered, and used, to provide this assessment Assertion. It also shows how the assessment relies on the information from the operation itself. This occurs from two perspectives. One is that objective measures can be drawn from the operational assertions. The other is that the description of how the operation is performed provides subjective arguments that, for example, a particular best practices is implemented in the organization. This information is drawn from inspection of how the practice is implemented in the organization and the descriptions or the assertions themselves provide support for this assessment. Not included is some discovery of issues and concerns expressed more generally in the organization. These might be discovered in working sessions where stakeholders ( hopefully all identified in the Assertion Model) comment on opportunities for improvement.

Automated strategic statements
Nothing in this model suggests that these assertions should be automated. But is is quite likely that objective performance measures do require extraction of numerical values. Commonly this is done manually by inspecting operational records and assembling, for example, a spreadsheet updated regularly to provide the report. Recognizing this extraction as highly manual can suggest effectiveness improvements by implementing more automatic extraction. The sources of this information becomes explicit in the model.

Building the Strategic Perspective
How would this Strategic and Tactical View be discovered and built? Two or three business events might initiate the need for building this management perspective of Recruitment. Starting a digital transformation would require some early efforts for scoping, the business case, and benefit tracking. Often this starts by identifying stakeholders. The Model provides good opportunity to identify stakeholders, but also understand the communications with them.
The second business event that might precipitate the elucidation of a clear business description might be an organizational design review. Because the assertion model so clearly exposes responsibilities, it would provide an obvious starting point for organizational design.
If a non-financial audit was initiated, an existing assertion model would provide a solid starting point. In fact a strong HR auditor would probably have a similar structure to measure against.

Information Flows between Management and Operations
The relationship between management and operations works both ways. Management exerts influence on operations by providing guidance in a variety of ways. For operational assertions the specification field provides this explicit medium. Adjustments to how operations are performed can be made by documenting these instructions in an assertion model and identifying where they are implemented verbally or in operation procedures.

[This perspective shows how a well built Assertion Model can be interrogated and presented to vividly show key information, stated less often, that is explicit for strategic and tactical decisions].
ModelNote



      RC00       RC22       RC03       RC23a       RC24       RC29       RC30       RC31       RC32                   Diagram Name is: PI_5b7dd7e1-c6d3-4ae6-aee3-0d2ebed63741.png


  30-Operational Overview

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This Overview shows all the Assertions that make up the operational aspects of Recruitment. [This perspective shows how a well built Assertion Model can be interrogated and presented to vividly show the regularly determined operational information and how it is managed. ]

ModelNote
This perspective shows, for example, how information from RC02 Job Offer Response is used by RC04 when an offer is refused. A new Position Offer must be determined (perhaps to a different candidate) This diagram could be arranged into swimlanes to show concepts similar to a process flow diagram. But the connectors here are information flows! A process modler might show this as more than one process flow. One for Publishing an Opening and one for Making an Offer.


      RC10       RC15       RC12       RC14       RC17       RC16       RC02       RC18       RC20       RC26       RC03       RC38       RC04       RC06       RC07       RC08       RC11                   Diagram Name is: PI_f9336f4d-8f33-4463-9d41-e3b0ac07a880.png


  40-External Interactions

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This perspective shows all the assertions that interact across the boundary between inside Recruitment outside Recruitment. All information that flows into and out of Recruitment are shown. To see the information passed select the source assertion and inspect the Frame. it will show the structure of the information and example values. Assertions in the Recruitment Model are identified as EXTERNAL if they are determined by Authorities not included in Recruitment. There will be some INTERNAL assertions that not included in this particular diagram. These only pass information to and from other internal assertions.
The Perspective concentrates on understanding information flowing between Recruitment and its sibling functions (or outside the organization).
ModelNote
The External Interactions Perspective is valuable in exposing the inputs and outputs that affect the functioning of Recruitment. This Perspective has chosen to include both Management and Operational assertions. So there are some interactions which, for example, leave Recruitment as reports on the effectiveness of the operation. As an example perspective, this shows how questions like 'who are our external stakeholders' are answered. Any Authorities outside, who interact are also Stakeholders. [ Conceptual Note The strength of the underlying network concept of the business means that the model itself can be 'queried' as a graph database.]


      RC10       RC14       RC18       RC21       RC20       RC03       RC26       RC04       RC06       RC08                   Diagram Name is: PI_43a2efcc-8a16-4843-88dd-1867b0293cdf.png


  50-Hiring Value Stream

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The Hiring Value Stream shows how RC36 tracks the assertions that add value to the successful recruitment.
This recognized the value stream by specifically identifying how the status updates. RC36 will receive information from the assertions that move the hiring forward and update the status when the 'completion requirements' are met for each.
If a value stream is important then it must be monitored. RC36 could be automatic.
ModelNote
This Perspective is included to show how an identified Value Stream would be recognized in AM. Identifying that a Value Stream exists and is important is one thing. Identifying the Value Stages and how they are assessed is another. The Opening Status identifies the completion state of the stages. When the Business Architecture is being populated Value Stages are identified and should be captured in the AM as assertions. These assertions may be identified as not being implemented in the current state implementation.


      RC15       RC10       RC16       RC17       RC03       RC26       RC36       RC04       RC06       RC07       RC08       RC11                   Diagram Name is: PI_181ffa05-16c1-457d-a279-564269819a39.png


  60-Financial

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Shows assertions that occur in Recruitment that initiate financial information flows outside Recruitment, probably updating subledgers. Here financial information is created by the Interviwee. And sent to the Recruitment Administrator who also makes a financial decision to approve or reject. The approval is passed outside Recruitment to the Expenses Administrator who subsequently initiates the payment and its capture within the financial system. [This perspective shows how a well built Assertion Model can be interrogated and presented to vividly show the how important decisions that affect the organizations financial position will interact with its financial system. ]
ModelNote



      RC18       RC20       RC21                   Diagram Name is: PI_5903ea9b-ca73-41c7-a261-f1eb78042aed.png


  70 - Expenses Resolution Requirements

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In progress... The way we inform the Applicant of how to submit expenses is confusing. This perspective will explore how this might be resolved. The diagram shows 4 boxes which indicate the environments that the Assertions are to be implemented in. Top Left Is the Policy Portal that provides a means for making policy available for internal and external stakeholders. Bottom Left is the current Office Environment. Top Right is the proposed additions to the current HR Application. Bottom RIght is the Financial system. Theree Information flows between Environments will have to be delivered as part of the Expenses Resolution Solution Implementation.
ModelNote
This Perspective has been added as part of the Assertions in Action Video in order to show how a Perspective is used to resolve an issue. It is not fully described. Note that this shws how important Environments are in the design of business solutions.


      RC18       RC20       RC21       RC26       RC06       EX06       EX03       EX02                   Diagram Name is: PI_ea26b379-f1f7-46fe-a6f9-30a131c4172e.png


  80 - Expenses Story

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Assertions that involve expenses
ModelNote
-- model note --


      RC18       RC20       RC21       RC26       RC06                   Diagram Name is: PI_3e67aae2-68a7-432f-bcc2-d67736021000.png


  90 - Expenses Resolution

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-- description --
ModelNote
[ { "Name": "Portal", "X": 0, "Y": 0, "Width": 500 , "Height": 250},{ "Name": "Fin", "X": 950, "Y": 400, "Width": 300 , "Height": 200},{ "Name": "Office", "X": 0, "Y": 350, "Width": 600 , "Height": 250},{ "Name": "HRFin", "X": 650, "Y": 150, "Width": 600 , "Height": 250}] [ { "Name": "Portal", "X": 200, "Y": 0, "Width": 300 , "Height": 250}, { "Name": "Fin", "X": 500, "Y": 0, "Width": 250 , "Height": 250}, { "Name": "Fin", "X": 750, "Y": 0, "Width": 300 , "Height": 250}]


      RC18       RC20       RC21       RC26       RC06       RC45                   Diagram Name is: PI_4d1f9eea-a395-4b41-bb75-cd467d3cb122.png


  100 Interview Management Requirements

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Decisions for Interviews. When the RecAdm get the shortlist from the Hiring Comittee they create an Interview for each candidate to track the progress toward interview completion, including expenses. Events that change the status of the interview are responed and captured;
ModelNote
The Story: When ROff publishes the shortlist the RAdm has to arrange interviews. There may be indicators of the interview window (and other guidelines) (perhaps an out of province will have a face to face). Then RAdm finds some slots in the schedule where a venue and interviewers are available. Intent is to inform applicants so they can choose slots that suit tnem. So they will book the interview online. RAdm will field phonecalls, emails and questions. RAdm will monitor bookings and adjust as necessary. There may be a need to inform about a moved interview. Included is capturing the interview itself ( who attended and scoring or reactions as needed) the Offer decision is not included. RecAdm my field special funding requests (perhaps handicapped) . The Interview status shows information needed by interviewers, candidates, RecAdm, RecOfficer, etc. The interview is not considered complete until expenses are paid and the candidates are informed.


      RC07       RC48       IP01       RC46       IM04       RC49       IM02       RC50       RC47                   Diagram Name is: PI_45fd4da3-69fc-4a46-96d4-f39a6c4a149d.png


Assertions

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Assertions Tables of Contents
By SpecID: CUB01 - Expense Request - Endpoint EX01 - Effective Position Management EX02 - Portal Guidelines for Interview Expenses EX03 - Expenses PROJECT EX06 - Expense Guidelines IM02 - Applicant Interview Status IM04 - Account Creation IP01 - IMA Project RC00 - Our Organization Reputation RC02 - Job Position Gaps RC03 - Job Offer Response RC04 - Position Offer RC05 - Applicant Interview Notes RC06 - Arranged Phone or In Person Interview RC07 - Job Opening Short List RC08 - Suitable Application for Consideration RC09 - Succession Plans for Key Positions RC10 - Application Tendered RC11 - Job Opening Publication RC12 - Potential, Current, Past Resumes RC13 - Resume Offered RC14 - Employee Endorsement RC15 - Position Opening RC16 - Open Position Requirements RC17 - Position to be Filled RC18 - Approved Applicant Expense RC20 - Interview Expenses Claim RC21 - Payment Instructions RC22 - Recruitment Management Capabilities RC23a - Filled Positions Timing(a) RC24 - Recruitment Function Effectiveness RC25 - Onboarding Instructions RC26 - Applicant Interview Attendance RC29 - Recruitment Practice Alignment RC30 - Recruitment Value to Organization RC31 - Diverse Workforce Practices RC32 - Wide and Accurate Sourcing Practice RC33 - Expense Guidelines RC34 - Business Improvement Initiative RC35 - Performance of Human Resources RC36 - Opening Status RC38 - Conference Room Schedule RC39 - Employee Termination RC40 - Employee Onboarding RC41 - Platform Job Posting RC42 - Retainment Capabilities RC43 - Costs to Hire RC44 - Recruitment Staff Feedback RC45 - Expense Guidelines RC46 - Interview Status (T) RC47 - Interview Contribution RC48 - New Interview RC49 - Interview Model Notes RC50 - Interview Results	By Name: IM04 - Account Creation RC26 - Applicant Interview Attendance RC05 - Applicant Interview Notes IM02 - Applicant Interview Status RC10 - Application Tendered RC18 - Approved Applicant Expense RC06 - Arranged Phone or In Person Interview RC34 - Business Improvement Initiative RC38 - Conference Room Schedule RC43 - Costs to Hire RC31 - Diverse Workforce Practices EX01 - Effective Position Management RC14 - Employee Endorsement RC40 - Employee Onboarding RC39 - Employee Termination EX06 - Expense Guidelines RC33 - Expense Guidelines RC45 - Expense Guidelines CUB01 - Expense Request - Endpoint EX03 - Expenses PROJECT RC23a - Filled Positions Timing(a) IP01 - IMA Project RC47 - Interview Contribution RC20 - Interview Expenses Claim RC49 - Interview Model Notes RC50 - Interview Results RC46 - Interview Status (T) RC03 - Job Offer Response RC11 - Job Opening Publication RC07 - Job Opening Short List RC02 - Job Position Gaps RC48 - New Interview RC25 - Onboarding Instructions RC16 - Open Position Requirements RC36 - Opening Status RC00 - Our Organization Reputation RC21 - Payment Instructions RC35 - Performance of Human Resources RC41 - Platform Job Posting EX02 - Portal Guidelines for Interview Expenses RC04 - Position Offer RC15 - Position Opening RC17 - Position to be Filled RC12 - Potential, Current, Past Resumes RC24 - Recruitment Function Effectiveness RC22 - Recruitment Management Capabilities RC29 - Recruitment Practice Alignment RC44 - Recruitment Staff Feedback RC30 - Recruitment Value to Organization RC13 - Resume Offered RC42 - Retainment Capabilities RC09 - Succession Plans for Key Positions RC08 - Suitable Application for Consideration RC32 - Wide and Accurate Sourcing Practice	By Date Created: IM04 - Account Creation RC26 - Applicant Interview Attendance RC05 - Applicant Interview Notes IM02 - Applicant Interview Status RC10 - Application Tendered RC18 - Approved Applicant Expense RC06 - Arranged Phone or In Person Interview RC34 - Business Improvement Initiative RC38 - Conference Room Schedule RC43 - Costs to Hire RC31 - Diverse Workforce Practices EX01 - Effective Position Management RC14 - Employee Endorsement RC40 - Employee Onboarding RC39 - Employee Termination EX06 - Expense Guidelines RC33 - Expense Guidelines RC45 - Expense Guidelines CUB01 - Expense Request - Endpoint EX03 - Expenses PROJECT RC23a - Filled Positions Timing(a) IP01 - IMA Project RC47 - Interview Contribution RC20 - Interview Expenses Claim RC49 - Interview Model Notes RC50 - Interview Results RC46 - Interview Status (T) RC03 - Job Offer Response RC11 - Job Opening Publication RC07 - Job Opening Short List RC02 - Job Position Gaps RC48 - New Interview RC25 - Onboarding Instructions RC16 - Open Position Requirements RC36 - Opening Status RC00 - Our Organization Reputation RC21 - Payment Instructions RC35 - Performance of Human Resources RC41 - Platform Job Posting EX02 - Portal Guidelines for Interview Expenses RC04 - Position Offer RC15 - Position Opening RC17 - Position to be Filled RC12 - Potential, Current, Past Resumes RC24 - Recruitment Function Effectiveness RC22 - Recruitment Management Capabilities RC29 - Recruitment Practice Alignment RC44 - Recruitment Staff Feedback RC30 - Recruitment Value to Organization RC13 - Resume Offered RC42 - Retainment Capabilities RC09 - Succession Plans for Key Positions RC08 - Suitable Application for Consideration RC32 - Wide and Accurate Sourcing Practice

Details for each assertion including its frame .
RC00 - Our Organization Reputation

Our Organization Reputation How well our organization has presented itself at job fairs, post secondary institutions, advertising, employee ratings, and word of mouth as a valued employer because of recompense, fairness, advancement opportunities, availability of jobs etc. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Employee Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 20     Why:         Yearly Repeat:    Why: Information Management        RC00 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Gather feedback ands activities performed to present as an employer. UI Function : Modeling Status: V3 ModelNote: Where does this information come from? Employees will talk encouragingly about the organization (or not). We may hear word of mouth comments. Or we may find ourselves in a online rating. Or we may poll.

Inputs: -

Out Our Organization Reputation STRING A self assessment of the organization as an employer prototype value: Most applicants have identified that they first heard of out organization by word of mouth. To: RC29 Recruitment Practice Alignment

RC14 - Employee Endorsement

Employee Endorsement Employee proposes a colleague or acquaintance as a potential employee. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Employee Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC14 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Provide name, contact information, reason for endorsement, resume and if available, the open position. UI Function : Modeling Status: V3 ModelNote: Approach for this to be determined. Actions for crediting the employee if candidate is selected are currently not identified in the model. Does the Employee endorse only applicants, or can they suggest a person for hire, independent of the Position an

Inputs: from: RC11 Job Opening Publication - From RC11 -Job Opening Publication Competition ID STRING Unique id for competition for a job opening. prototype value: SMAU-22-08 Publish Date STRING -- New Desc -- prototype value: 2022-01-04 Level Salary STRING Job Level in Organization and Salary Range prototype value: $88,000 - $90,000 Required Skills STRING Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit STRING Title of the Department or Section prototype value: Influencer Development Submission Details STRING Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction STRING A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed STRING Indicator that the Posting has beeen made prototype value: True

Out Employee ID STRING Identifier for Employee from HR system prototype value: E_1374 Endorsement Details STRING Endorsee Name Contact Information, prototype value: Tony Savic, 3791 Bay St. Farly, MO Reason For Endorsement STRING Textural rationale for why this person should be an employee prototype value: Tony has a strong advancement record in an organization that has recently merged and downsized Resume STRING Resume of endorsee prototype value: Pending To: RC08 Suitable Application for Consideration

RC21 - Payment Instructions

Payment Instructions Authorization to bank for bank transfer or to issue a cheque. Updated: Wed Feb 26 2025 10:13:56 GMT-0800 (Pacific Standard Time)	Top Authority: Expenses Administrator Automatic: false Activity Type: REQUEST
Sizing         Hours to comlete:     Why: 2000 applies to payment instructions for expenses only         Yearly Repeat:    Why: Information Management        RC21 creates   Personal  Financial  Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : {for interview expenses only}Confirm that instructions are coded correctly, amounts are within bounds and reasonable.Also confirm to recipient that payment has been initiated. UI Function : undefined Modeling Status: V3 ModelNote: This Assertion is within the Financial Realm and is included in Recruitment to show how financial assertions may be handled and initiate financial transactions for the organization.

Inputs: from: RC18 Approved Applicant Expense - From RC18 -Approved Applicant Expense Recruitment Expanse Code STRING The account where this expense should be charged prototype value: RE_14 Competition ID STRING To Identify the Position and Year prototype value: Business Analyst 3 - 12 Applicant Name STRING prototype value: Rajiv Tanser Applicant Address STRING -- New Desc -- prototype value: 247 Action Drive, Collard, BC Expense Amount CURRENCY Total claimed by applicant to be paid prototype value: $352.18

Out Payment Instructions STRING Information necessary for bank to credit an account or issue a cheque. prototype value: FOR NOW - Who is to be paid, How much, And a Cost Centre. And who authorizes the payment.

EX06 - Expense Guidelines

Expense Guidelines Guidelines to assist an Applicant in completing expense requests that are complete and accurate Updated: Fri Mar 21 2025 09:17:50 GMT-0700 (Pacific Daylight Time)	Top Authority: Expenses Administrator Automatic: null Activity Type: FINDING
Sizing         Hours to comlete: 6     Why:         Yearly Repeat: 1   Why: Information Management        EX06 creates   Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Specify in detail how an Applicant is to submit expenses. UI Function : undefined Modeling Status: INIT ModelNote: Confirm with Finance where Expense guidelines originate.

Inputs: -

Out Expense Guidelines STRING -- New Desc -- prototype value: Hotel accommodation expenses will be reimbursed if return travel time for the interview exceeds 4 hours. You must stay at the Knights Inn Daze Motel next to our office building. Flights will be recompensed for interviews but must be booked by the Recruitment Administrator in advance. To: EX02 Portal Guidelines for Interview Expenses

RC10 - Application Tendered

Application Tendered An application is sent by an applicant for a specific competition. There may be an informal structure of information needed by the specified posting. Updated: Tue Jun 24 2025 16:17:53 GMT-0700 (Pacific Daylight Time)	Top Authority: Job Applicant Automatic: false Activity Type: REQUEST
Sizing         Hours to comlete: 5     Why: Preparation of a job application requires research, comprehension of the posting and numerous iterations of a resume.         Yearly Repeat:    Why: Assume 10 postings per year and 20 applicants for each Information Management        RC10 creates   Personal  Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : See the Job Posting for the information you must submit for this Posting. UI Function : undefined Modeling Status: V3 ModelNote: This is part of an attainment for both Applicant and HR.Applicant Statements lead to a selection and onboarding. They also may lead this particular applicant to be hired.The application is probably semi structured with a specified set of information r

Inputs: from: RC11 Job Opening Publication - From RC11 -Job Opening Publication Competition ID STRING Unique id for competition for a job opening. prototype value: SMAU-22-08 Publish Date STRING -- New Desc -- prototype value: 2022-01-04 Level Salary STRING Job Level in Organization and Salary Range prototype value: $88,000 - $90,000 Required Skills STRING Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit STRING Title of the Department or Section prototype value: Influencer Development Submission Details STRING Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction STRING A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed STRING Indicator that the Posting has beeen made prototype value: True

Out Competitionidentifier to clearly identify the attached application prototype value: SupportingLetter Full letter prototype value: SubmittedResume -new descr- prototype value: To: RC08 Suitable Application for Consideration

IM02 - Applicant Interview Status

Applicant Interview Status If the Candidate confirms Interview knowledge, will attend, fails to attend, has questions Updated: Sat Jun 28 2025 15:41:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Job Applicant Automatic: null Activity Type: DECISION
Sizing         Hours to comlete: 1     Why: null         Yearly Repeat: 480   Why: 4 updates by 3 candidates by 40 competitions Information Management        IM02 creates Standard Information Other Information Sources (ad hoc): Probably an email about interview woud inform/initiate this.	Specification (business rules) : Confirm understanding of the interview actions, state intention to attend, attend interview, know result of competition. UI Function : The Candidate would use this to confirm attendance when informed of interview. Modeling Status: INIT ModelNote: This may be implemented in IMA or in second release.This feeds the Interview status overall.There would be a sibling cubicle for expenses.

Inputs: -

Out Status null General values prototype value: Events may be to cancel orchange interview, To withdraw or not appear. etc. Confirmation of Interview Details STRING If the candidate says they understand. prototype value: I understand the venue time and expenses details. Intention to attend STRING Confirmation that the candidate will attend. prototype value: I will attend. To: RC46 Interview Status (T)

RC18 - Approved Applicant Expense

Approved Applicant Expense An interview for an Opening has been held and the applicants submitted expenses are legitimate should be paid. Updated: Fri Mar 21 2025 09:55:35 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Admin Automatic: false Activity Type: FINDING
Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC18 creates   Personal  Financial  Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Ensure that the applicant has been aware of expense policy.Ensure the interviewee has attended the interview and that the submitted amounts and categories meet the policy for interviews. Ensure that receipts for all expenses are aligned with the claim. UI Function : undefined Modeling Status: V3 ModelNote: This Assertion added to show how some assertions are financial and are therefore particularly likely to be inputs to further Financial interpretation and reporting. The account to be charged is an important part of this. Handling of a rejected expense submission is not currently modeled.

Inputs: from: RC20 Interview Expenses Claim from: RC26 Applicant Interview Attendance - From RC20 -Interview Expenses Claim Applicant Name STRING Name of person completing claim prototype value: -- enter your full name -- Competition ID STRING Identifier created by Recruitment prototype value: -- enter the competition id -- Expense Items STRING Itemized list of claimed amounts and receipts prototype value: Hotel $245 PerDiem $45 Hotel Name STRING -- New Desc -- prototype value: -- enter hotel name -- Bank Details STRING Describe where you want the deposit prototype value: -- bank account -- From RC26 -Applicant Interview Attendance Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23

Out Recruitment Expanse Code STRING The account where this expense should be charged prototype value: RE_14 Competition ID STRING To Identify the Position and Year prototype value: Business Analyst 3 - 12 Applicant Name STRING prototype value: Rajiv Tanser Applicant Address STRING -- New Desc -- prototype value: 247 Action Drive, Collard, BC Expense Amount CURRENCY Total claimed by applicant to be paid prototype value: $352.18 To: RC21 Payment Instructions

RC06 - Arranged Phone or In Person Interview

Arranged Phone or In Person Interview When this Assertion is made a short list candidate has been informed with all the information necessary to arrive (physically, or on line) at the interview. This includes information on expenses Updated: Fri Mar 21 2025 09:15:14 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Admin Automatic: false Activity Type: value stream
Sizing         Hours to comlete: 6     Why: Time to contact interviewee, arrange meeting room(or zoom), inform attendees, arrange scoring.         Yearly Repeat: 25   Why: This may be repeatedly changed as availability of candidates and committee change. Last year was 23. Information Management        RC06 creates   Personal  Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Determine available times for interview committee and location. Determine travel support for the Interviewee including travel costs. Contact and arrange the time. Respond to Interviewee inquiries. Reschedule as necessary. Inform Candidate of travel constraints. Guide the Candidate in submitting the expenses. UI Function : undefined Modeling Status: V3 ModelNote: The logistics of arranging the interview, which may include some financial parts for travel and accommodation. Is the output of this an applicant at the interview, or the interview arranged. - probably the attendance at the interview is the last piece of

Inputs: from: RC07 Job Opening Short List from: RC38 Conference Room Schedule from: EX02 Portal Guidelines for Interview Expenses - From RC07 -Job Opening Short List Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: Business Analyst 3 - 12 Candidate List STRING Those candidates who have been chosen for an interview. prototype value: Lily Carsten. Oliver Khan.Thomas Hobbes. Interview Constraints STRING Details about availability of interviewers, Suggested location and timescale. prototype value: None or the interviewers are available on Nov 5 From RC38 -Conference Room Schedule Conference Room Schedule STRING description for Conference Room Schedule prototype value: Conference room A has been allocated for interviews for all November and only Nov 18 is taken. From EX02 -Portal Guidelines for Interview Expenses Guidelines for Interview Expenses STRING -- New Desc -- prototype value: Hotel accommodation expenses will be reimbursed if return travel time for the interview exceeds 4 hours. You must stay at the Knights Inn Daze Motel next to our office building. Flights will be recompensed for interviews but must be booked by the Recruitment Administrator in advance.

Out Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Your interview is scheduled for Please arrive at 203-234 Any Street BC . CA and check in with the receptionist. If you are unable to attend please call 555 2121. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: -- visit a375.bizzstate.com to complete your expense claim -- Competition ID STRING Identifier assigned on competition creation prototype value: -- enter the Competition ID here --- Expenses URL STRING URL for expense policy prototype value: Visit hr.bizzstate.com for guidance on expenses To: RC36 Opening Status To: RC05 Applicant Interview Notes To: RC20 Interview Expenses Claim To: RC26 Applicant Interview Attendance

RC48 - New Interview

New Interview Identify intended interiew for a competition Updated: Tue Jun 24 2025 08:08:15 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Admin Automatic: null Activity Type: DECISION
Sizing         Hours to comlete: 2     Why: null         Yearly Repeat: 120   Why: 40 competitions with 3 candidates each Information Management        RC48 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Using the shortlist for a competition, and guidance from the Hiring Team, create interview status for each candidate and schedule and invite participants. UI Function : undefined Modeling Status: INIT ModelNote: Driven by the short list

Inputs: from: RC07 Job Opening Short List - From RC07 -Job Opening Short List Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: Business Analyst 3 - 12 Candidate List STRING Those candidates who have been chosen for an interview. prototype value: Lily Carsten. Oliver Khan.Thomas Hobbes. Interview Constraints STRING Details about availability of interviewers, Suggested location and timescale. prototype value: None or the interviewers are available on Nov 5

Out InterviewID STRING Created on New prototype value: CID_25_3_36 General Values null -desc- prototype value: example value CompetitionID STRING From Competition (FK) prototype value: CID_25_03 ApplicantID STRING From registering applicants prototype value: AID_25_03_36 To: IP01 IMA Project To: RC46 Interview Status (T) To: IM04 Account Creation

RC22 - Recruitment Management Capabilities

Recruitment Management Capabilities The Recruitment Manager summarizes how Recruitment is performed by providing an overview discussion of the principles and how they are addressed and some key performance measures. Updated: Sun Mar 15 2026 08:39:55 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: capability
Sizing         Hours to comlete: 2     Why:         Yearly Repeat: 4   Why: A quarterly assessment Information Management        RC22 creates Standard Information Other Information Sources (ad hoc): Also hold discussions with Recruitment Administrator and Recruitment Officer	Specification (business rules) : Provide an overall Assessment of the Recruitment Function.Assess ability to encourage a wide choice of high performing candidates. Assess accuracy and timeliness of decisions and information. Assess and address real and perceived fairness of the selection process. Determine the impact of staff changes. Also use feedback from Recruitment staff on issues with their responsibilities. UI Function : undefined Modeling Status: V3 ModelNote: To make this assessment the Recruitment Manager needs to see the major operational assertions (how many) and the performance measures.Performance Measures are conceptually a tack on and confuse a first view of how the function operates. The analogy is y

Inputs: from: RC24 Recruitment Function Effectiveness from: RC29 Recruitment Practice Alignment from: RC30 Recruitment Value to Organization from: RC43 Costs to Hire from: RC44 Recruitment Staff Feedback from: EX01 Effective Position Management - From RC24 -Recruitment Function Effectiveness Period STRING Identify period that this was assessed prototype value: 3rd Quarter 2022 Competition Count STRING Ending in Period prototype value: 6 Average Time To Fill STRING From position confirmation to acceptance. prototype value: 87 days Competitions in Progress STRING prototype value: As of August 2022 we have 5 positions in competition. One open position was offered and rejected and the second shortlist candidate has been offered the position From RC29 -Recruitment Practice Alignment Recruitment Alignment STRING An assessment of how well our practices align with recognized practices. prototype value: We do not have monitoring or actions in place to address our reputation.An assessment should be performed to find actions within Recruitment scope that cab be applied with minimal resourcesWe do not use staffing agencies yet; but probably should.Many organizations have proactive policies in place to support a diverse workforce.. From RC30 -Recruitment Value to Organization A_Recruitment Value to Organization STRING Summary of how recruitment provides value prototype value: The Organization has not addressed this other than implicitly. Improvements to Recruiting Capability should include additional information sources. From RC43 -Costs to Hire Costs to Hire STRING Objective Statement on what the costs might be. prototype value: Our current budget line allocates $35,000 for this and Actuals for last year were $46,000 due to rehiring after Covid.We hired 23 new staff. so the estimated cost to hire is $2,000 From RC44 -Recruitment Staff Feedback From EX01 -Effective Position Management Effective Position Management STRING A subjective textural summary of current state of Positions prototype value: All Position descriptions were reviewed in the last year and renumeration is up to date. Some reporting responsibilities need to be assigned.

Out Assessed Recruitment Management Capabilities STRING A summary of current capabilities prototype value: As of 2022 most of our activities are fairly stable. Too much is done by hand and is labour intensive. We still have some delays because the Positions Section reviews every vacated position which some times results in delays. We have had a number of offer refusals recently and this probably reflects the loosening job market. We last addressed renumeration 3 years ago. The Recruitment Administrator has identified concerns over managing interview expenses. There has been some friction with the financial group. Date of Assessment DATE When the assessment was last made. prototype value: July 2022 To: RC35 Performance of Human Resources

RC24 - Recruitment Function Effectiveness

Recruitment Function Effectiveness A fair, timely function for selecting from a good set of candidates Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 3     Why:         Yearly Repeat: 2   Why: Constantly updated for a period Information Management        RC24 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Compare average time to recruit to previous year and report on improvement. Compare number of staff changes for the year to previous and report change. UI Function : Modeling Status: V3 ModelNote: The manager claims a set of goals and some measures against them. Not all inputs are in place but RC3 reports on timeliness and RC0 supports outreach as the organizations reputation. In this case the claim is that having job fairs means a good reputation.

Inputs: from: RC23a Filled Positions Timing(a) - From RC23a -Filled Positions Timing(a) Position ID STRING Defined in Position object prototype value: SMAU-03 Days to Recruit STRING -- New Desc -- prototype value: 43

Out Period STRING Identify period that this was assessed prototype value: 3rd Quarter 2022 Competition Count STRING Ending in Period prototype value: 6 Average Time To Fill STRING From position confirmation to acceptance. prototype value: 87 days Competitions in Progress STRING prototype value: As of August 2022 we have 5 positions in competition. One open position was offered and rejected and the second shortlist candidate has been offered the position To: RC22 Recruitment Management Capabilities

RC29 - Recruitment Practice Alignment

Recruitment Practice Alignment A subjective assessment of the use of best practices within the organization. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Assumes some of the supporting assessments are up to date. Information Management        RC29 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Consider wokrforce diversity, Wide recruitment sourcing and organizational reputation and other appropriate factors to assess how well recruitment aligns with current recognised practices. UI Function : Modeling Status: V3 ModelNote:

Inputs: from: RC00 Our Organization Reputation from: RC31 Diverse Workforce Practices from: RC32 Wide and Accurate Sourcing Practice from: RC34 Business Improvement Initiative - From RC00 -Our Organization Reputation Our Organization Reputation STRING A self assessment of the organization as an employer prototype value: Most applicants have identified that they first heard of out organization by word of mouth. From RC31 -Diverse Workforce Practices Diverse Workforce Practices STRING Text to summarize how recognized practices are adopted. prototype value: Formal measures for Diversity are not in place. From RC32 -Wide and Accurate Sourcing Practice Wide and Accurate Sourcing Practice STRING Textural assessment of practices we use to sourcing prototype value: We have used some local publications and LinkedIn. There is an opportunity to use better targeted sources. From RC34 -Business Improvement Initiative Initiative Name STRING Short name for Initiative prototype value: Automate Recruitment Initiative (ARI) Title STRING Title for initiative prototype value: Streamlining Automation in the Organization Objectives STRING Text describing initiatives. This will be shown in Requirements Report prototype value: Recruitment Automation Initiative (RAI) is intended to reduce efforts in filling vacated or new positions.This includes faster time to recruit, Reduced errors in supplying subsequent processes such as onboarding. REduced interview costs. Interview scheduling reduced tracking efforts. Accurate job offers for given positions.

Out Recruitment Alignment STRING An assessment of how well our practices align with recognized practices. prototype value: We do not have monitoring or actions in place to address our reputation.An assessment should be performed to find actions within Recruitment scope that cab be applied with minimal resourcesWe do not use staffing agencies yet; but probably should.Many organizations have proactive policies in place to support a diverse workforce.. To: RC22 Recruitment Management Capabilities To: RC34 Business Improvement Initiative

RC30 - Recruitment Value to Organization

Recruitment Value to Organization How recruitment is seen as contributing to the organization. This might include cost to recruit (value for money) and quality of new hires. Speed of service erodes values. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC30 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Assess contribution to individual supervisors. UI Function : Modeling Status: V3 ModelNote: Retainment is not just recruitment. It is broader HR. This Attainment is currently 'uninformed' and poorly articulated.

Inputs: -

Out A_Recruitment Value to Organization STRING Summary of how recruitment provides value prototype value: The Organization has not addressed this other than implicitly. Improvements to Recruiting Capability should include additional information sources. To: RC22 Recruitment Management Capabilities

RC31 - Diverse Workforce Practices

Diverse Workforce Practices How well we ensure we hire a diverse workforce and avoid discrimination in hiring Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC31 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Ensure that objective measures are applied in selecting candidates based on best practices and avoiding hidden biases. UI Function : Modeling Status: V3 ModelNote:

Inputs: -

Out Diverse Workforce Practices STRING Text to summarize how recognized practices are adopted. prototype value: Formal measures for Diversity are not in place. To: RC29 Recruitment Practice Alignment

RC32 - Wide and Accurate Sourcing Practice

Wide and Accurate Sourcing Practice Ensure sources for candidates including advertisements are effective Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC32 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Determine how our organizations practices compare to best practice measures. UI Function : Modeling Status: V3 ModelNote: Input information is inadaquate to make this assessment

Inputs: -

Out Wide and Accurate Sourcing Practice STRING Textural assessment of practices we use to sourcing prototype value: We have used some local publications and LinkedIn. There is an opportunity to use better targeted sources. To: RC29 Recruitment Practice Alignment

RC34 - Business Improvement Initiative

Business Improvement Initiative The objectives and expectations for a set of actions that will alter the way the business is preformed. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: FINDING
Sizing         Hours to comlete: 8     Why: Iniitial objective may be developed in 2 hours. Subsequent more detailed initiatives may require days todescribe.         Yearly Repeat:    Why: Three in initiatives formulated yearly and each revised 3 times. Information Management        RC34 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Use comparisons with best practices. Poll staff on issues.State the name and objectives of the initiative. State the expected benefits. UI Function : Modeling Status: V3 ModelNote: This assertion is used to populate the Requirement document.There will be a automation initiative with buy or build to improve the Recruitment Capability. There are no inputs currently identified.

Inputs: from: RC29 Recruitment Practice Alignment - From RC29 -Recruitment Practice Alignment Recruitment Alignment STRING An assessment of how well our practices align with recognized practices. prototype value: We do not have monitoring or actions in place to address our reputation.An assessment should be performed to find actions within Recruitment scope that cab be applied with minimal resourcesWe do not use staffing agencies yet; but probably should.Many organizations have proactive policies in place to support a diverse workforce..

Out Initiative Name STRING Short name for Initiative prototype value: Automate Recruitment Initiative (ARI) Title STRING Title for initiative prototype value: Streamlining Automation in the Organization Objectives STRING Text describing initiatives. This will be shown in Requirements Report prototype value: Recruitment Automation Initiative (RAI) is intended to reduce efforts in filling vacated or new positions.This includes faster time to recruit, Reduced errors in supplying subsequent processes such as onboarding. REduced interview costs. Interview scheduling reduced tracking efforts. Accurate job offers for given positions. To: RC29 Recruitment Practice Alignment

RC42 - Retainment Capabilities

Retainment Capabilities A consideration of what expectations are for retainment and how we meet them. And an assesmet of how this might be improved. Factors that affect this might be brainstormed.ds Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: false Activity Type: capability
Sizing         Hours to comlete: 1     Why:         Yearly Repeat: 5   Why: The Recruitment Mgr. might think about this every couple of months. Information Management        RC42 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Manually pull records from employee DB and calculate. UI Function : Modeling Status: V1 ModelNote: This will not improve the cost to hire. Factors outside Recruitment will affect this capability. But improvement may result in a drop in the rate of hirings.

Inputs: -

Out Retainment Capabilities STRING An assessment of our retention prototype value: Currently we can only look back over employee records manually to provide information on this.

RC43 - Costs to Hire

Costs to Hire Either an off-the-cuff approximation, or a deeper investigation that extracts a value from existing sources. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: FALSE Activity Type: ASSESSMENT
Sizing         Hours to comlete: 4     Why:         Yearly Repeat:    Why: Information Management        RC43 creates   Financial Information Other Information Sources (ad hoc):	Specification (business rules) : Identify categories of costs and identify sources for this information. UI Function : Modeling Status: V1 ModelNote: Sources of information to feed this determination are to be established. Should FTE time be included ( not tracked to this level in current timekeeping. Possibly just expenses incurred against the budget items.

Inputs: -

Out Costs to Hire STRING Objective Statement on what the costs might be. prototype value: Our current budget line allocates $35,000 for this and Actuals for last year were $46,000 due to rehiring after Covid.We hired 23 new staff. so the estimated cost to hire is $2,000 To: RC22 Recruitment Management Capabilities

RC44 - Recruitment Staff Feedback

Recruitment Staff Feedback Input from discussions with Recruitment staff. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: null Activity Type: CONFIGURATION
Sizing         Hours to comlete: 2     Why: null         Yearly Repeat: 4   Why: null Information Management        RC44 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Periodically canvas staff for their feedback. UI Function : Modeling Status: INIT ModelNote: null

Inputs: -

Out To: RC22 Recruitment Management Capabilities

EX03 - Expenses PROJECT

Expenses PROJECT Guidelines and Objectives for an Implementation Project Updated: Sat Jul 12 2025 09:49:28 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: null Activity Type: PROJECT
Sizing         Hours to comlete:     Why: null         Yearly Repeat:    Why: Information Management        EX03 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Outline, at the project initiation, the nature of the change initiative, expected benefits, expected resources and approach.Values entered here may be included in the Business Requirements Document. UI Function : undefined Modeling Status: INIT ModelNote: This will look at some of the design. these statements will be shown with the Requirement Document. This will support resourcing and statement of work decisions

Inputs: -

Out Objective STRING The objective of the Expenses Implementation prototype value: The Expenses Upgrade is intended to streamline and simplify the efforts in guiding, approving and paying applicants for interviews. Expected Benefits STRING A summary of the beneficial results of the expected change prototype value: When completed the efforts of the Recruitment Administrator will be reduced and fewer errors will have to be resolved. Scope STRING An Outline of areas that will be impacted and those that will not. prototype value: Intended that the Interview Expense Claim by the Applicant and its approval by the Recruitment Administrator are implemented in the current HR WebApp. Efforts for Arranging the Interview will continue to be performed with MSOffice tools. Payments will continue to use the Financial system. Capturing and presenting guidelines for expenses will implemented in the existing Organization Portal Resources STRING A summary of who will provide resources for the project. prototype value: Efforts to analyze the expenses and propose a solution will be by the Recruitment Manager. If changes are to be implemented it is expected that some IT resources will be requested.

IP01 - IMA Project

IMA Project Status of the IMA Design and Implementation Updated: Thu Jul 10 2025 15:57:11 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Manager Automatic: null Activity Type: PROJECT
Sizing         Hours to comlete: null     Why: null         Yearly Repeat: null   Why: null Information Management        IP01 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : State outstanding items and intent of the project UI Function : undefined Modeling Status: INIT ModelNote: Is this the Recruitment Manager or the Recruitment Designer?The RecMgr should 'see' the state of the design of the implementation.(by observing metaconectors)This is like RC49 ( But from Officer perspective ??)

Inputs: from: RC48 New Interview - From RC48 -New Interview InterviewID STRING Created on New prototype value: CID_25_3_36 General Values null -desc- prototype value: example value CompetitionID STRING From Competition (FK) prototype value: CID_25_03 ApplicantID STRING From registering applicants prototype value: AID_25_03_36

Out IMA Project null general comments prototype value: Note that this impl will require Table creation ( and removel of old tables or convert) Approach is use cubicle capabilities to see the app progressing. And add scope as it progresses. Technical Comments STRING What Cubicle services are needed prototype value: Cubicle Build needs to create table and endpoints. And be able to move emails in and out of cubicles when they cross environments. Design Backlog STRING Issues to be resolved prototype value: Scope - does IMA email the Candidate on changes? When RecAdm creates the Interview - how is the Applicant told they are a Candidate? Is the Competition Management part of the IMA? Where is its ID created? How is Venue and Participant scheduling performed? Decision on comments from each of the interviewers? Is there an Interviewers table? If so what identifies the interviewer - employee number?

RC12 - Potential, Current, Past Resumes

Potential, Current, Past Resumes The set of resumes submitted on spec or as part of Application process. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: EXTRACTION
Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Information Management        RC12 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Maintain a set of resumes previously submitted, or of current employees who are looking for advancement who may be candidates any position opening. Respond to requests that specify a job position to be filled by forwarding resumes to the selection committ UI Function : Modeling Status: V3 ModelNote: This is a search of Resumes once a position is open to ensure the potential applicant is contacted. The HR Admin performs the search and makes the contacts. This should feed into the Job Opening Publication so that potentials are contacted when the open

Inputs: -

Out Resume List STRING collection of resumes with search parameters prototype value: To: RC08 Suitable Application for Consideration

RC15 - Position Opening

Position Opening A prepared description of a job opening with requirements. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: value stream
Sizing         Hours to comlete: 10     Why:         Yearly Repeat:    Why: Information Management        RC15 creates   Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Give the job title, organizational level (range)(implies pay scale). list of skills. Job duties. Approach for selection. UI Function : Modeling Status: V3 ModelNote: Is there a standard list of skills or are these different for each position? In a mature organization he job duties may be derived from the Statements Model. This is the formal, current description of the job. It is independent of how it is advertised.

Inputs: from: RC16 Open Position Requirements - From RC16 -Open Position Requirements PositionID Identifier for the Position prototype value: 22-001 RequiredSkills May be formally enumerated or just textural prototype value: BPMN, AM, Interviewing JobLevelID Identifier for Paygrades prototype value: Sr-2 IncumbantID Employee ID of person who holds position prototype value: E-2316 Opening Requirements Identified Indicator that the Opening requirements are completed prototype value: false

Out Competition ID STRING For this Position prototype value: SMAU-03 Publish Date -new descr- prototype value: 2022-01-04 Level Salary Job Level in Organization and Salary Range prototype value: $88000 - $90000 Required Skills Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit Title of the Department or Section prototype value: Influencer Development Submission Details Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed Indicator that the Posting has beeen made prototype value: False To: RC23a Filled Positions Timing(a) To: RC11 Job Opening Publication

RC16 - Open Position Requirements

Open Position Requirements The nature of the position to be offered, necessary skills etc. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: value stream
Sizing         Hours to comlete: 3     Why:         Yearly Repeat:    Why: The set of output information may change iteratively until a draft is transmitted. Information Management        RC16 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Confer how the position skills and needed certifications may have changed. Determine timing and publication approach. May determine how duties will be covered during recruitment. The supervisor must provide the clarity of the job description. UI Function : Modeling Status: V3 ModelNote: Where is the job position specified? When a position is vacated will the skills needed etc be updated? Are these stored with the position. Is the position a job description? A job level change may initiate a position change. How do 16,15,11 compare??

Inputs: from: RC17 Position to be Filled - From RC17 -Position to be Filled Job Description STRING Informal identification of the need to initiate Recruitment prototype value: I need a new AM ASAP Supervisor Identity STRING A way of identifying the supervisor who is drawing the opening to the Recruitment Officer. prototype value: Richard Lay

Out PositionID Identifier for the Position prototype value: 22-001 RequiredSkills May be formally enumerated or just textural prototype value: BPMN, AM, Interviewing JobLevelID Identifier for Paygrades prototype value: Sr-2 IncumbantID Employee ID of person who holds position prototype value: E-2316 Opening Requirements Identified Indicator that the Opening requirements are completed prototype value: false To: RC15 Position Opening To: RC36 Opening Status

RC02 - Job Position Gaps

Job Position Gaps Job Positions that are unfilled, change often, or are difficult to find qualified applicants for. Updated: Mon Sep 23 2024 16:16:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: FINDING
Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC02 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Add job rejections to the gaps list. Review positions that change incumbents often. UI Function : Modeling Status: V3 ModelNote:

Inputs: from: RC04 Position Offer from: RC03 Job Offer Response - From RC04 -Position Offer Competition ID STRING from initiation prototype value: SMAU Position Offered STRING Description of the position prototype value: Position is Assertion Analyst 3 Salary STRING Full Salary prototype value: Your full salary will be $88,000 per annum. Start Date DATE Date to present for work prototype value: 2027 From RC03 -Job Offer Response Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately

Out List of Positions STRING Open Positions prototype value: DevelopersBusiness Architects

RC23a - Filled Positions Timing(a)

Filled Positions Timing(a) A collection of positions that were filled for a period and the time taken to fill. Updated: Tue Nov 05 2024 09:07:30 GMT-0800 (Pacific Standard Time)	Top Authority: Recruitment Officer Automatic: TRUE Activity Type: CALCULATION
Sizing         Hours to comlete: 0     Why:         Yearly Repeat: 2   Why: This is cumulative Information Management        RC23a creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Compile Start and Finish dates for competition for a period and calculate total and average. Capture a new competition with RC13 when a position is needed. Create a competition record and start date, and capture elapsed days when RC3 reports an acceptance.When the Position Opening has been published, the competition is considered to start.When the Position Response is positive from a chosen applicant it is complete.With Information from the two assertions the time to recruit for this position can been calculated.The automatic script will track the openings by their ID. When a new opening is published (from RC15) it has its publish date logged. When a position is accepted (RC03) the time to compete is calculated. UI Function : Modeling Status: V3 ModelNote: Used for performance measures this taps into existing Assertions to report for a period

Inputs: from: RC15 Position Opening from: RC36 Opening Status from: RC03 Job Offer Response - From RC15 -Position Opening Competition ID STRING For this Position prototype value: SMAU-03 Publish Date -new descr- prototype value: 2022-01-04 Level Salary Job Level in Organization and Salary Range prototype value: $88000 - $90000 Required Skills Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit Title of the Department or Section prototype value: Influencer Development Submission Details Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed Indicator that the Posting has beeen made prototype value: False From RC36 -Opening Status Competition ID STRING Identified at start of Competition prototype value: 2024-34 Status STRING One of Defined, Opened, Published, Shortlisted, Offered, Rejected, Accepted prototype value: Published Comment STRING Summary of significant events as it progresses prototype value: From RC03 -Job Offer Response Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately

Out Position ID STRING Defined in Position object prototype value: SMAU-03 Days to Recruit STRING -- New Desc -- prototype value: 43 To: RC24 Recruitment Function Effectiveness

RC36 - Opening Status

Opening Status As certain hiring steps are completed, update the current staatus Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: true Activity Type: product
Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC36 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : List the stages of competion for the Hiring. UI Function : Modeling Status: V3 ModelNote: This will use Assertions to determine the status.Assertions will identify the status for an opening or an interview! There may be a cycle of interviews if some requests are denied.Provided the inputs are correct and timely this can be automatic!

Inputs: from: RC06 Arranged Phone or In Person Interview from: RC16 Open Position Requirements from: RC04 Position Offer from: RC07 Job Opening Short List from: RC11 Job Opening Publication from: RC26 Applicant Interview Attendance from: RC03 Job Offer Response - From RC06 -Arranged Phone or In Person Interview Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Your interview is scheduled for Please arrive at 203-234 Any Street BC . CA and check in with the receptionist. If you are unable to attend please call 555 2121. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: -- visit a375.bizzstate.com to complete your expense claim -- Competition ID STRING Identifier assigned on competition creation prototype value: -- enter the Competition ID here --- Expenses URL STRING URL for expense policy prototype value: Visit hr.bizzstate.com for guidance on expenses From RC16 -Open Position Requirements PositionID Identifier for the Position prototype value: 22-001 RequiredSkills May be formally enumerated or just textural prototype value: BPMN, AM, Interviewing JobLevelID Identifier for Paygrades prototype value: Sr-2 IncumbantID Employee ID of person who holds position prototype value: E-2316 Opening Requirements Identified Indicator that the Opening requirements are completed prototype value: false From RC04 -Position Offer Competition ID STRING from initiation prototype value: SMAU Position Offered STRING Description of the position prototype value: Position is Assertion Analyst 3 Salary STRING Full Salary prototype value: Your full salary will be $88,000 per annum. Start Date DATE Date to present for work prototype value: 2027 From RC07 -Job Opening Short List Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: Business Analyst 3 - 12 Candidate List STRING Those candidates who have been chosen for an interview. prototype value: Lily Carsten. Oliver Khan.Thomas Hobbes. Interview Constraints STRING Details about availability of interviewers, Suggested location and timescale. prototype value: None or the interviewers are available on Nov 5 From RC11 -Job Opening Publication Competition ID STRING Unique id for competition for a job opening. prototype value: SMAU-22-08 Publish Date STRING -- New Desc -- prototype value: 2022-01-04 Level Salary STRING Job Level in Organization and Salary Range prototype value: $88,000 - $90,000 Required Skills STRING Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit STRING Title of the Department or Section prototype value: Influencer Development Submission Details STRING Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction STRING A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed STRING Indicator that the Posting has beeen made prototype value: True From RC26 -Applicant Interview Attendance Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23 From RC03 -Job Offer Response Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately

Out Competition ID STRING Identified at start of Competition prototype value: 2024-34 Status STRING One of Defined, Opened, Published, Shortlisted, Offered, Rejected, Accepted prototype value: Published Comment STRING Summary of significant events as it progresses prototype value: To: RC23a Filled Positions Timing(a)

RC04 - Position Offer

Position Offer The Selection Committee makes a decision to offer the position to a candidate. Level and salary are decided. It may be that the Recruitment Officer compiles the offer letter itself.This assertion may also be re- initiated if the offer is not accepted. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: value stream
Sizing         Hours to comlete: 2     Why: Deliberations by the committee may require two meetings         Yearly Repeat:    Why: Repeats for every offer made in a year. Information Management        RC04 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Using Resumes, Skiill requirements, Interview notes, decide on Applicant for offer (or none) UI Function : Modeling Status: V3 ModelNote: If accepted this initiates the on-boarding activities. Includes rejections.Is a decision by a selection committee to offer a certain salary level need to be captured in the Financial system at this point.Probably the formal offer should come from the

Inputs: from: RC05 Applicant Interview Notes from: RC26 Applicant Interview Attendance from: RC03 Job Offer Response - From RC05 -Applicant Interview Notes PositionID STRING Organizational Position Identifier prototype value: Applicant ID STRING Candidate Identifier prototype value: InterviewID STRING Interview Identifier - allows lookup to details of the interview (location, date, interviewers. prototype value: Interview Notes STRING Pertinent information captured in Interview to document. prototype value: From RC26 -Applicant Interview Attendance Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23 From RC03 -Job Offer Response Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately

Out Competition ID STRING from initiation prototype value: SMAU Position Offered STRING Description of the position prototype value: Position is Assertion Analyst 3 Salary STRING Full Salary prototype value: Your full salary will be $88,000 per annum. Start Date DATE Date to present for work prototype value: 2027 To: RC02 Job Position Gaps To: RC36 Opening Status To: RC03 Job Offer Response

RC05 - Applicant Interview Notes

Applicant Interview Notes Personal Notes and formal interview record from the interview.If there is a formal, structured, interview process then this will include the scoring sheets from the interview. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: FINDING
Sizing         Hours to comlete: 4     Why:         Yearly Repeat:    Why: Notes would be submitted once Information Management        RC05 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Scribe notes that conform to the interview template or interview question list. UI Function : Modeling Status: V3 ModelNote: Details are still vague here as to how much of interview planning and execution are documented and implemented. With 60 or more interviews additional support for the Recruitment Administrator may be cost effective.Assumed that the interview records from

Inputs: from: RC06 Arranged Phone or In Person Interview - From RC06 -Arranged Phone or In Person Interview Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Your interview is scheduled for Please arrive at 203-234 Any Street BC . CA and check in with the receptionist. If you are unable to attend please call 555 2121. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: -- visit a375.bizzstate.com to complete your expense claim -- Competition ID STRING Identifier assigned on competition creation prototype value: -- enter the Competition ID here --- Expenses URL STRING URL for expense policy prototype value: Visit hr.bizzstate.com for guidance on expenses

Out PositionID STRING Organizational Position Identifier prototype value: Applicant ID STRING Candidate Identifier prototype value: InterviewID STRING Interview Identifier - allows lookup to details of the interview (location, date, interviewers. prototype value: Interview Notes STRING Pertinent information captured in Interview to document. prototype value: To: RC04 Position Offer

RC07 - Job Opening Short List

Job Opening Short List A list of Applicants that should be vetted further with phone, online, in-person interviews, or reference checks Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: value stream
Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Information Management        RC07 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Convene a work-session of stakeholders in the filling of this position. Review each short list candidate and include appropriate candidates for interview.Decide, through discussion, the set of applicants who will further be interviewed or vetted. UI Function : Modeling Status: V3 ModelNote: There may be a number of individual consultations that lead to the agreement of the final short list. Effort is for the Committee. If there are 3 participants the FTE equivalent is 3 times as much. Estimating effort is complicated for group Authority.

Inputs: from: RC08 Suitable Application for Consideration - From RC08 -Suitable Application for Consideration Suitable Application for Consideration STRING -- New Desc -- prototype value: Tony Savic Meets Requirements STRING Indicator that the minimum requirements have been met prototype value: True

Out Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: Business Analyst 3 - 12 Candidate List STRING Those candidates who have been chosen for an interview. prototype value: Lily Carsten. Oliver Khan.Thomas Hobbes. Interview Constraints STRING Details about availability of interviewers, Suggested location and timescale. prototype value: None or the interviewers are available on Nov 5 To: RC06 Arranged Phone or In Person Interview To: RC48 New Interview To: RC36 Opening Status

RC08 - Suitable Application for Consideration

Suitable Application for Consideration A single application meets or fails to meet preliminary application requirements. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC08 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Assess the tendered application to identify the competition and if competition requirements are met.An initial review of the application to confirm the correct posting and that the minimum criteria are met. UI Function : Modeling Status: V3 ModelNote: This manual assessment uses specifications published with the opening. Refined modeling will make clearer if the Recruitment Administrator is authorized to reject immediately a set of skills in the application that do not meet any of those stated. Needs c

Inputs: from: RC14 Employee Endorsement from: RC10 Application Tendered from: RC12 Potential, Current, Past Resumes - From RC14 -Employee Endorsement Employee ID STRING Identifier for Employee from HR system prototype value: E_1374 Endorsement Details STRING Endorsee Name Contact Information, prototype value: Tony Savic, 3791 Bay St. Farly, MO Reason For Endorsement STRING Textural rationale for why this person should be an employee prototype value: Tony has a strong advancement record in an organization that has recently merged and downsized Resume STRING Resume of endorsee prototype value: Pending From RC10 -Application Tendered Competitionidentifier to clearly identify the attached application prototype value: SupportingLetter Full letter prototype value: SubmittedResume -new descr- prototype value: From RC12 -Potential, Current, Past Resumes Resume List STRING collection of resumes with search parameters prototype value:

Out Suitable Application for Consideration STRING -- New Desc -- prototype value: Tony Savic Meets Requirements STRING Indicator that the minimum requirements have been met prototype value: True To: RC07 Job Opening Short List

RC09 - Succession Plans for Key Positions

Succession Plans for Key Positions A set of recruitment resources, organizations, employment firms or internal resume bank where employees could be quickly recruited from. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 6     Why:         Yearly Repeat:    Why: Information Management        RC09 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Review the set of organizational positions and for each determine potential incumbents or approach for recruiting if the position is vacated. Includes a training and experience component for potential candidates or temporary incumbents. UI Function : Modeling Status: V3 ModelNote: Currently this is the only inclusion of succession planning. More needed here. Probably in acting and Temporary positions in Position Management.This output is potentially used when positions are vacated.

Inputs: -

Out Succession Plans for Key Positions STRING Positions , possible incumbents, training prototype value: TBD Test New Attr for Succession STRING -- New Desc -- prototype value: xxxxxx -- New Name -- STRING -- New Desc -- prototype value: yyyyyy

RC11 - Job Opening Publication

Job Opening Publication Details necessary to promote an opening Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: FALSE Activity Type: value stream
Sizing         Hours to comlete: 8     Why: null         Yearly Repeat:    Why: It is unlikely but possible that the same posting would be re-issued. Information Management        RC11 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Complete the standard template for a posting and identify where the posting should be sent. Identify job level. submission requirements etc UI Function : Modeling Status: INIT ModelNote: This will need more detail in the data definitions. much of the updated job position will fall into the posting. Will the identification of channels for distribution be considered as part of the output data? Or will the outputs go to a number of external

Inputs: from: RC15 Position Opening - From RC15 -Position Opening Competition ID STRING For this Position prototype value: SMAU-03 Publish Date -new descr- prototype value: 2022-01-04 Level Salary Job Level in Organization and Salary Range prototype value: $88000 - $90000 Required Skills Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit Title of the Department or Section prototype value: Influencer Development Submission Details Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed Indicator that the Posting has beeen made prototype value: False

Out Competition ID STRING Unique id for competition for a job opening. prototype value: SMAU-22-08 Publish Date STRING -- New Desc -- prototype value: 2022-01-04 Level Salary STRING Job Level in Organization and Salary Range prototype value: $88,000 - $90,000 Required Skills STRING Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit STRING Title of the Department or Section prototype value: Influencer Development Submission Details STRING Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction STRING A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed STRING Indicator that the Posting has beeen made prototype value: True To: RC14 Employee Endorsement To: RC10 Application Tendered To: RC36 Opening Status To: RC41 Platform Job Posting

RC46 - Interview Status (T)

Interview Status (T) Details of interview data and place, expense guide, confirmed by Applicant etc Updated: Fri Jul 11 2025 07:05:27 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: TRUE Activity Type: ASSESSMENT
Sizing         Hours to comlete: null     Why: null         Yearly Repeat: 800   Why: 40 competitions by 4 shortlist applicants by 5 updates each Information Management        RC46 creates   Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Show the current information on the shortlist interview, from initiation by the admin to payment by financial. UI Function : undefined Modeling Status: INIT ModelNote: If the information in this comes from 2 authorities, who authorizes.Is this automatic so it can be updated by 2 inputs. Design decision also include if updates to venue are logged with previous states.It is likely that this is an automatic extraction. The key inputs are when recadm schedules or reschedules. The position and competition and applicant provide the context.This is probably a Table!A prime example of a shared record.There will be different transations - where something that the applicant does creates an update and a different thing that the recadm does.This interview history (table) can provide reporting on interviews such as number of cancellations, current interviews this week, interviews for an interviewer etc.This will have to push to the corporate scheduler too. With, for example venue changes.

Inputs: from: IM02 Applicant Interview Status from: RC48 New Interview from: RC50 Interview Results from: IM04 Account Creation - From IM02 -Applicant Interview Status Status null General values prototype value: Events may be to cancel orchange interview, To withdraw or not appear. etc. Confirmation of Interview Details STRING If the candidate says they understand. prototype value: I understand the venue time and expenses details. Intention to attend STRING Confirmation that the candidate will attend. prototype value: I will attend. From RC48 -New Interview InterviewID STRING Created on New prototype value: CID_25_3_36 General Values null -desc- prototype value: example value CompetitionID STRING From Competition (FK) prototype value: CID_25_03 ApplicantID STRING From registering applicants prototype value: AID_25_03_36 From RC50 -Interview Results General Values null -desc- prototype value: example value From IM04 -Account Creation General Values null -desc- prototype value: example value

Out General Values null you should know prototype value: This is probably a value stream. Notes STRING from RecAdm prototype value: Interview ID STRING Unique ID from RecAdm prototype value: CompID-IntID -101 Competition ID STRING created by the RecOfcr prototype value: CID - Pos34- 25 Scheduled Date and Time STRING changed by RecAdm prototype value: 2025-04-12 A9:15 Scheduled Venue STRING -- New Desc -- prototype value: Meeting Room A To: RC47 Interview Contribution

RC50 - Interview Results

Interview Results The attendance, process followed, captured comments and candidate input. Updated: Fri Jul 11 2025 06:23:24 GMT-0700 (Pacific Daylight Time)	Top Authority: Recruitment Officer Automatic: null Activity Type: CONFIGURATION
Sizing         Hours to comlete: null     Why: null         Yearly Repeat: null   Why: null Information Management        RC50 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Capture candidate, interviewers, interview team notes, candidate tests or preferences. UI Function : undefined Modeling Status: INIT ModelNote: null

Inputs: -

Out General Values null -desc- prototype value: example value To: RC46 Interview Status (T)

RC20 - Interview Expenses Claim

Interview Expenses Claim Claim incurred expenses for interview Updated: Mon Jul 14 2025 10:03:32 GMT-0700 (Pacific Daylight Time)	Top Authority: Selected Applicant Automatic: false Activity Type: CLAIM
Sizing         Hours to comlete: 1     Why: Assumes about an hour to comple receipts         Yearly Repeat: 20   Why: Submitted once if instructions are clear Information Management        RC20 creates   Personal  Financial  Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Review the potential employer's policy for interview expenses. Assemble receipts for legitimate expenses. Summarize categories and amounts and submit to Recruitment Administrator. UI Function : undefined Modeling Status: V3 ModelNote: Yearly repeat value is from Organization perspective not Applicants perspective!

Inputs: from: RC06 Arranged Phone or In Person Interview from: EX02 Portal Guidelines for Interview Expenses - From RC06 -Arranged Phone or In Person Interview Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Your interview is scheduled for Please arrive at 203-234 Any Street BC . CA and check in with the receptionist. If you are unable to attend please call 555 2121. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: -- visit a375.bizzstate.com to complete your expense claim -- Competition ID STRING Identifier assigned on competition creation prototype value: -- enter the Competition ID here --- Expenses URL STRING URL for expense policy prototype value: Visit hr.bizzstate.com for guidance on expenses From EX02 -Portal Guidelines for Interview Expenses Guidelines for Interview Expenses STRING -- New Desc -- prototype value: Hotel accommodation expenses will be reimbursed if return travel time for the interview exceeds 4 hours. You must stay at the Knights Inn Daze Motel next to our office building. Flights will be recompensed for interviews but must be booked by the Recruitment Administrator in advance.

Out Applicant Name STRING Name of person completing claim prototype value: -- enter your full name -- Competition ID STRING Identifier created by Recruitment prototype value: -- enter the competition id -- Expense Items STRING Itemized list of claimed amounts and receipts prototype value: Hotel $245 PerDiem $45 Hotel Name STRING -- New Desc -- prototype value: -- enter hotel name -- Bank Details STRING Describe where you want the deposit prototype value: -- bank account -- To: RC18 Approved Applicant Expense To: CUB01 Expense Request - Endpoint

RC26 - Applicant Interview Attendance

Applicant Interview Attendance The applicant will respond to details aboout the interview. Initially this my require some scheduling discussions. Once a comittment to attend is made, there still may be updates to this assertion if the applicant is unable to attend. A complete no-show is also considered an assertion by the applicant. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Selected Applicant Automatic: false Activity Type: value stream
Sizing         Hours to comlete: 2     Why: Applicant will align their schedule and plan onlline call or travel.         Yearly Repeat:    Why: Probably an average of 2.5 interviews for10 hirings per year. Information Management        RC26 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Respond to the Recruitment Administrator's information about an interview. There may be some phone conversations. UI Function : Modeling Status: V3 ModelNote: Is it the Recruitment Officer that makes this observation or the Applicant that makes the no-show statement?This may cause a re-schedule by the Rec Admin.Missing here is the confirmation of attendance.Are confirming and showing up two separate asser

Inputs: from: RC06 Arranged Phone or In Person Interview - From RC06 -Arranged Phone or In Person Interview Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Your interview is scheduled for Please arrive at 203-234 Any Street BC . CA and check in with the receptionist. If you are unable to attend please call 555 2121. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: -- visit a375.bizzstate.com to complete your expense claim -- Competition ID STRING Identifier assigned on competition creation prototype value: -- enter the Competition ID here --- Expenses URL STRING URL for expense policy prototype value: Visit hr.bizzstate.com for guidance on expenses

Out Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23 To: RC18 Approved Applicant Expense To: RC36 Opening Status To: RC04 Position Offer

RC03 - Job Offer Response

Job Offer Response The applicant accepts, refuses, or negotiates the job offer Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Selected Applicant Automatic: false Activity Type: value item
Sizing         Hours to comlete: 3     Why:         Yearly Repeat:    Why: Information Management        RC03 creates   Personal  Financial  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Decide to accept, refuse, or negotiate the job offer, and responds with the decision. UI Function : Modeling Status: V3 ModelNote: Model does not currently show any final negotiations between the applicant and the organization. Is an agreed to salary a Financial statement? Certainly it has to be put into the payroll system as part of on-boarding. This acceptance is Financial because

Inputs: from: RC04 Position Offer - From RC04 -Position Offer Competition ID STRING from initiation prototype value: SMAU Position Offered STRING Description of the position prototype value: Position is Assertion Analyst 3 Salary STRING Full Salary prototype value: Your full salary will be $88,000 per annum. Start Date DATE Date to present for work prototype value: 2027

Out Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately To: RC02 Job Position Gaps To: RC23a Filled Positions Timing(a) To: RC36 Opening Status To: RC04 Position Offer To: RC40 Employee Onboarding To: RC25 Onboarding Instructions

IM04 - Account Creation

Account Creation Candidate has agreed to account by creating login and PWD Updated: Sat Jun 28 2025 11:49:00 GMT-0700 (Pacific Daylight Time)	Top Authority: Selected Applicant Automatic: null Activity Type: null
Sizing         Hours to comlete: null     Why: null         Yearly Repeat: null   Why: null Information Management        IM04 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : null UI Function : undefined Modeling Status: INIT ModelNote: null

Inputs: from: RC48 New Interview - From RC48 -New Interview InterviewID STRING Created on New prototype value: CID_25_3_36 General Values null -desc- prototype value: example value CompetitionID STRING From Competition (FK) prototype value: CID_25_03 ApplicantID STRING From registering applicants prototype value: AID_25_03_36

Out General Values null -desc- prototype value: example value To: RC46 Interview Status (T)

RC38 - Conference Room Schedule

Conference Room Schedule Use and status of the meeting rooms of the organization and the allocation of their usage. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Office Resource Admin Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 1     Why: May be required to clean or reorder or stock a room         Yearly Repeat:    Why: Daily chech of schedule and room state for 8 rooms Information Management        RC38 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Capture room bookings and availability, and room details UI Function : Modeling Status: INIT ModelNote: The ORA responds to queries

Inputs: -

Out Conference Room Schedule STRING description for Conference Room Schedule prototype value: Conference room A has been allocated for interviews for all November and only Nov 18 is taken. To: RC06 Arranged Phone or In Person Interview

EX01 - Effective Position Management

Effective Position Management An assessment by the Staffing Manager(Not in Recruitment) on the effectiveness of defining positions. Updated: Tue Feb 11 2025 09:45:01 GMT-0800 (Pacific Standard Time)	Top Authority: Staffing Manager Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        EX01 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Determine if Positions have current duties and payscales aligned and are assigned to organization and are up to date UI Function : Modeling Status: V2 ModelNote: External to Recruitment. If positions are vague or need updating when they become vacant then recruitment takes longer. It is a good question if budgeting for positions is managed here (ie in Staffing Function) This does not feed the position information but influences it.

Inputs: -

Out Effective Position Management STRING A subjective textural summary of current state of Positions prototype value: All Position descriptions were reviewed in the last year and renumeration is up to date. Some reporting responsibilities need to be assigned. To: RC22 Recruitment Management Capabilities

RC39 - Employee Termination

Employee Termination This includes initiated by employee or organization. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Employee Administrator Automatic: false Activity Type: CONFIRMATION
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC39 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Capture date, final payments, disosition of laptop and access. UI Function : Modeling Status: V1 ModelNote: This is outside recruitment but is included to capture Retention information.This is to be used to provide information on retention.Who says this is how they were terminated.Staffing Officer, Termination Administrator, Employee Manager?

Inputs: -

Out Employee ID STRING Assigned in onboarding prototype value: E_371 Termination Date DATE Effective date of termination prototype value: 23-12-02 Termination Reason STRING Stated reason for termination by employee or organization prototype value: Retirement

RC40 - Employee Onboarding

Employee Onboarding -Description- Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Employee Administrator Automatic: false Activity Type: Determination
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC40 creates   Personal Information Other Information Sources (ad hoc):	Specification (business rules) : -Plain text that explains how the Statement is to be assessed- UI Function : Modeling Status: INIT ModelNote: -Notes on how this impacts the model-

Inputs: from: RC03 Job Offer Response - From RC03 -Job Offer Response Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately

Out Employee Onboarding STRING Information needed for onboarding prototype value:

RC41 - Platform Job Posting

Platform Job Posting Output of this assertion is our of scope.The Staffing agency may ask for information in a set format and then the feeding assertion must have its frame adjusted Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: Staffing Agency Automatic: false Activity Type: CONFIRMATION
Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC41 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Post the position opening. UI Function : Modeling Status: V1 ModelNote: An agency may just post for a price or may act as an intermediary.

Inputs: from: RC11 Job Opening Publication - From RC11 -Job Opening Publication Competition ID STRING Unique id for competition for a job opening. prototype value: SMAU-22-08 Publish Date STRING -- New Desc -- prototype value: 2022-01-04 Level Salary STRING Job Level in Organization and Salary Range prototype value: $88,000 - $90,000 Required Skills STRING Itemized list of skills necessary for the opening prototype value: Social Media Savvy; Influencer friends; Organizational Unit STRING Title of the Department or Section prototype value: Influencer Development Submission Details STRING Closing date of competition and delivery requirements prototype value: Send an email to recruit@smau.bsMust arrive befor 2022-01-25,Include resume and covering letter. Posting Introduction STRING A summary of the organization and its need for staff. prototype value: The Startups-R-Us Corporation has the need for an experienced self-starter in its Social Media Division. Posting Completed STRING Indicator that the Posting has beeen made prototype value: True

Out Platform Job Posting STRING Format is defined by Staffing Agency prototype value: NA

RC17 - Position to be Filled

Position to be Filled A single position is available (immediately or anticipated) and must be filled. Updated: Sun Mar 15 2026 08:48:43 GMT-0700 (Pacific Daylight Time)	Top Authority: Supervisor Automatic: false Activity Type: REQUEST
Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Information Management        RC17 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Identify a current job position that is, or may become, available and initiates the recruitment process. UI Function : Modeling Status: V3 ModelNote: The Supervisor will probably be the first to know of a resignation or if they will be assigned a new job position. This may inform Payroll of formal end date. but here it initiates the attainment of Recruiting for a position.

Inputs: -

Out Job Description STRING Informal identification of the need to initiate Recruitment prototype value: I need a new AM ASAP Supervisor Identity STRING A way of identifying the supervisor who is drawing the opening to the Recruitment Officer. prototype value: Richard Lay To: RC16 Open Position Requirements

RC49 - Interview Model Notes

Interview Model Notes Decisions, issues and other notes. Updated: Thu Jul 10 2025 15:50:33 GMT-0700 (Pacific Daylight Time)	Top Authority: tbd Automatic: null Activity Type: ASSESSMENT
Sizing         Hours to comlete: null     Why: null         Yearly Repeat: null   Why: null Information Management        RC49 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : null UI Function : undefined Modeling Status: null ModelNote: null

Inputs: -

Out General Values null -desc- prototype value: example value

EX02 - Portal Guidelines for Interview Expenses

Portal Guidelines for Interview Expenses Guidance for completing accurate submissions for expenses incurred in an Interview. Updated: Sun Mar 02 2025 17:37:06 GMT-0800 (Pacific Standard Time)	Top Authority: Portal Administrator Automatic: null Activity Type: PUBLICATION
Sizing         Hours to comlete: null     Why: null         Yearly Repeat:    Why: null Information Management        EX02 creates   Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : null UI Function : undefined Modeling Status: INIT ModelNote: null

Inputs: from: EX06 Expense Guidelines - From EX06 -Expense Guidelines Expense Guidelines STRING -- New Desc -- prototype value: Hotel accommodation expenses will be reimbursed if return travel time for the interview exceeds 4 hours. You must stay at the Knights Inn Daze Motel next to our office building. Flights will be recompensed for interviews but must be booked by the Recruitment Administrator in advance.

Out Guidelines for Interview Expenses STRING -- New Desc -- prototype value: Hotel accommodation expenses will be reimbursed if return travel time for the interview exceeds 4 hours. You must stay at the Knights Inn Daze Motel next to our office building. Flights will be recompensed for interviews but must be booked by the Recruitment Administrator in advance. To: RC06 Arranged Phone or In Person Interview To: RC20 Interview Expenses Claim

RC35 - Performance of Human Resources

Performance of Human Resources An assessment of the HR Function as a whole. Intended to support a varety of Goverance decisions outside Recruitment. Updated: Sun Sep 22 2024 17:11:19 GMT-0700 (Pacific Daylight Time)	Top Authority: Manager Human Resources Automatic: false Activity Type: ASSESSMENT
Sizing         Hours to comlete: 5     Why:         Yearly Repeat:    Why: Quarterly Information Management        RC35 creates   Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Considering Mission and Values of the organization assess the overall contribution to those Goals UI Function : Modeling Status: V3 ModelNote: Added to recognize decisions outside Recruitment that require information from i usually provided by the Recruitment Manager.

Inputs: from: RC22 Recruitment Management Capabilities - From RC22 -Recruitment Management Capabilities Assessed Recruitment Management Capabilities STRING A summary of current capabilities prototype value: As of 2022 most of our activities are fairly stable. Too much is done by hand and is labour intensive. We still have some delays because the Positions Section reviews every vacated position which some times results in delays. We have had a number of offer refusals recently and this probably reflects the loosening job market. We last addressed renumeration 3 years ago. The Recruitment Administrator has identified concerns over managing interview expenses. There has been some friction with the financial group. Date of Assessment DATE When the assessment was last made. prototype value: July 2022

Out Performance of Human Resources STRING A summary document or report on HR Performance prototype value: Report is delayed while serious business analysis is applied to the function of Recruitment

CUB01 - Expense Request - Endpoint

Expense Request - Endpoint The message to an exposed api endpoint to request expense reimbursement Updated: Sun May 11 2025 08:22:12 GMT-0700 (Pacific Daylight Time)	Top Authority: Expense Service User Automatic: TRUE Activity Type: REQUEST
Sizing         Hours to comlete: 1     Why: null         Yearly Repeat: 100   Why: null Information Management        CUB01 creates Standard Information Other Information Sources (ad hoc): undefined	Specification (business rules) : Prepare an applicants request for reimbursement to standard endpoint format UI Function : undefined Modeling Status: INIT ModelNote: Exploring ...the output will be a structure that can be sent to an endpoint.So this defines the use of the endpoint.This assertion must be implemented by external--- OR --provided by internal as a UI !

Inputs: from: RC20 Interview Expenses Claim - From RC20 -Interview Expenses Claim Applicant Name STRING Name of person completing claim prototype value: -- enter your full name -- Competition ID STRING Identifier created by Recruitment prototype value: -- enter the competition id -- Expense Items STRING Itemized list of claimed amounts and receipts prototype value: Hotel $245 PerDiem $45 Hotel Name STRING -- New Desc -- prototype value: -- enter hotel name -- Bank Details STRING Describe where you want the deposit prototype value: -- bank account --

Out A_Expense Request - Endpoint STRING -- New Desc -- prototype value:

RC45 - Expense Guidelines

Expense Guidelines -- Updated: Fri Mar 14 2025 08:02:22 GMT-0700 (Pacific Daylight Time)	Top Authority: Expenses Administrator Automatic: null Activity Type: null
Sizing         Hours to comlete: 3     Why: null         Yearly Repeat: 2   Why: null Information Management        RC45 creates   Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : null UI Function : undefined Modeling Status: null ModelNote: null

Inputs: -

Out Guidelines to Publish STRING -- New Desc -- prototype value: Hotel accommodation expenses will be reimbursed if return travel time for the interview exceeds 4 hours. You must stay at the Knights Inn Daze Motel next to our office building. Flights will be recompensed for interviews but must be booked by the Recruitment Administrator in advance.

RC47 - Interview Contribution

Interview Contribution Comittement to attend, participation and comments. Updated: Mon Jun 23 2025 09:13:38 GMT-0700 (Pacific Daylight Time)	Top Authority: Interviewer Automatic: null Activity Type: FINDING
Sizing         Hours to comlete: null     Why: null         Yearly Repeat: null   Why: null Information Management        RC47 creates   Corporate Record Information Other Information Sources (ad hoc): undefined	Specification (business rules) : null UI Function : undefined Modeling Status: INIT ModelNote: The interviewer is identified as part of the Competition

Inputs: from: RC46 Interview Status (T) - From RC46 -Interview Status (T) General Values null you should know prototype value: This is probably a value stream. Notes STRING from RecAdm prototype value: Interview ID STRING Unique ID from RecAdm prototype value: CompID-IntID -101 Competition ID STRING created by the RecOfcr prototype value: CID - Pos34- 25 Scheduled Date and Time STRING changed by RecAdm prototype value: 2025-04-12 A9:15 Scheduled Venue STRING -- New Desc -- prototype value: Meeting Room A

Out General Values null -desc- prototype value: example value Attended BOOLEAN -- New Desc -- prototype value: true Comments STRING from Interviewer prototype value:

RC13 - Resume Offered

Resume Offered An external source (individual or employment firm) submits an unsolicited resume. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: null Automatic: false Activity Type: REQUEST
Sizing         Hours to comlete: 5     Why:         Yearly Repeat:    Why: Information Management        RC13 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Send letter and resume to organization UI Function : Modeling Status: V3 ModelNote: Are all personal statements automatically organization records.To be determined if there is a formal capture of resumes.While the authority for this is Applicant there does not have to be a competition associated.It may be necessary to allow for han

Inputs: -

Out A_Resume Offered STRING -- New Desc -- prototype value: Resume STRING A textural copy of a resume ( may be in Word etc) prototype value: Keyword List STRING a string of keywords to support filtering when the resume is included in a collection. May require a more sophisticated categorization for searching in the future. prototype value:

RC25 - Onboarding Instructions

Onboarding Instructions This informs the Onboarding Function to initiate that function. Updated: Fri Sep 13 2024 08:46:17 GMT-0700 (Pacific Daylight Time)	Top Authority: null Automatic: false Activity Type: CONFIGURATION
Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC25 creates   Personal  Corporate Record Information Other Information Sources (ad hoc):	Specification (business rules) : Inform Onboarding of Applicant details including personal information, agreed date, section, payrate agreement, etc. UI Function : Modeling Status: V3 ModelNote: This recognizes that there is a passover to other authorities modeled elsewhere. How responsibilities are divided between HR and the department must be established.

Inputs: from: RC03 Job Offer Response - From RC03 -Job Offer Response Competition ID STRING Unique identifier prototype value: SMAU-03 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately

Out Onboarding Instructions STRING Information to the new hire for onboarding prototype value: Please contact Onboarding Section for details

RC33 - Expense Guidelines

Expense Guidelines Rules to set out legitimate expenses for organizational activities and guidance for coding to correct accounts Updated: Sun Nov 03 2024 09:10:12 GMT-0800 (Pacific Standard Time)	Top Authority: null Automatic: false Activity Type: CONFIGURATION
Sizing         Hours to comlete: 15     Why:         Yearly Repeat: 1   Why: Assumed that Expense guidelines are rarely updated but take significant time to prepare accurately and clearly. Information Management        RC33 creates Standard Information Other Information Sources (ad hoc):	Specification (business rules) : Provide clear guidance that addresses user needs for incurring, submitting and coding expenses. UI Function : Modeling Status: V3 ModelNote: It may be that advice on coding certain expenses may come from budgeting assertions.

Inputs: -

Out Expense Guidelines STRING Policy and guidelines of interview expenses for interviewees. prototype value: Your accommodation hotel must be approved in advance. Receipts must be provided. Per Diem is $80 and does not require receipts.

Responsibilities

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Each Authority is responsible for a number assertions, some are determined manually, others are calculated automatically.

Calculate
Automatic assertions are determined from instructions specified by the Authority. Most often these instructions are business rules translated into scripts or code modules where they are implemented.

Determine
With manual assertions The Authority is guided by the Specification. but uses their own judgement, supplied information from other sources (inputs), or the experience expected of their profession. There may be automated support to augment these manual decisions, usually they asist searching and organizing the input information, and aid in the configuration and sequencing of the output.
The Specification describing how the assessment is determined or calculated is also shown in this report.

Authorities are not job descriptions for organizational positions, but they certainly are clear duties for the various Authority given to organizational positions. The list of Authorities is the list of Stakeholders. It spans the range of those who inform or will be informed by the model set of assertions.

Employee   Represents the role of the employed person within the organization.
            Responsible to make the following determinations:

Determine
	RC14 - Employee Endorsement   ------ Provide name, contact information, reason for endorsement, resume and if available, the open position.
	RC00 - Our Organization Reputation   ------ Gather feedback ands activities performed to present as an employer.
Calculate

Expenses Administrator   The duty of reviewing expense claims, confirming assignment to accounts and initiating payments if constraints are met
            Responsible to make the following determinations:

Determine
	EX06 - Expense Guidelines   ------ Specify in detail how an Applicant is to submit expenses.
	RC21 - Payment Instructions   ------ {for interview expenses only}Confirm that instructions are coded correctly, amounts are within bounds and reasonable.Also confirm to recipient that payment has been initiated.
Calculate

Job Applicant   Applying person
            Responsible to make the following determinations:

Determine
	IM02 - Applicant Interview Status   ------ Confirm understanding of the interview actions, state intention to attend, attend interview, know result of competition.
	RC10 - Application Tendered   ------ See the Job Posting for the information you must submit for this Posting.
Calculate

Recruitment Admin   Responsibile of admin support for operational recruitment tasks.
            Responsible to make the following determinations:

Determine
	RC18 - Approved Applicant Expense   ------ Ensure that the applicant has been aware of expense policy.Ensure the interviewee has attended the interview and that the submitted amounts and categories meet the policy for interviews. Ensure that receipts for all expenses are aligned with the claim.
	RC06 - Arranged Phone or In Person Interview   ------ Determine available times for interview committee and location. Determine travel support for the Interviewee including travel costs. Contact and arrange the time. Respond to Interviewee inquiries. Reschedule as necessary. Inform Candidate of travel constraints. Guide the Candidate in submitting the expenses.
	RC48 - New Interview   ------ Using the shortlist for a competition, and guidance from the Hiring Team, create interview status for each candidate and schedule and invite participants.
Calculate

Recruitment Assessor   Someone who looks at how the Recruitment Function is performed and provides an assessment.
            Responsible to make the following determinations:

Determine

Calculate

Recruitment Manager   Manager responsible for the Recruitment function.
            Responsible to make the following determinations:

Determine
	RC34 - Business Improvement Initiative   ------ Use comparisons with best practices. Poll staff on issues.State the name and objectives of the initiative. State the expected benefits.
	RC43 - Costs to Hire   ------ Identify categories of costs and identify sources for this information.
	RC31 - Diverse Workforce Practices   ------ Ensure that objective measures are applied in selecting candidates based on best practices and avoiding hidden biases.
	EX03 - Expenses PROJECT   ------ Outline, at the project initiation, the nature of the change initiative, expected benefits, expected resources and approach.Values entered here may be included in the Business Requirements Document.
	IP01 - IMA Project   ------ State outstanding items and intent of the project
	RC24 - Recruitment Function Effectiveness   ------ Compare average time to recruit to previous year and report on improvement. Compare number of staff changes for the year to previous and report change.
	RC22 - Recruitment Management Capabilities   ------ Provide an overall Assessment of the Recruitment Function.Assess ability to encourage a wide choice of high performing candidates. Assess accuracy and timeliness of decisions and information. Assess and address real and perceived fairness of the selection process. Determine the impact of staff changes. Also use feedback from Recruitment staff on issues with their responsibilities.
	RC29 - Recruitment Practice Alignment   ------ Consider wokrforce diversity, Wide recruitment sourcing and organizational reputation and other appropriate factors to assess how well recruitment aligns with current recognised practices.
	RC44 - Recruitment Staff Feedback   ------ Periodically canvas staff for their feedback.
	RC30 - Recruitment Value to Organization   ------ Assess contribution to individual supervisors.
	RC42 - Retainment Capabilities   ------ Manually pull records from employee DB and calculate.
	RC32 - Wide and Accurate Sourcing Practice   ------ Determine how our organizations practices compare to best practice measures.
Calculate

Recruitment Officer   A representative of the HR department responsible for the recruitment to positions
            Responsible to make the following determinations:

Determine
	RC05 - Applicant Interview Notes   ------ Scribe notes that conform to the interview template or interview question list.
	RC50 - Interview Results   ------ Capture candidate, interviewers, interview team notes, candidate tests or preferences.
	RC11 - Job Opening Publication   ------ Complete the standard template for a posting and identify where the posting should be sent. Identify job level. submission requirements etc
	RC07 - Job Opening Short List   ------ Convene a work-session of stakeholders in the filling of this position. Review each short list candidate and include appropriate candidates for interview.Decide, through discussion, the set of applicants who will further be interviewed or vetted.
	RC02 - Job Position Gaps   ------ Add job rejections to the gaps list. Review positions that change incumbents often.
	RC16 - Open Position Requirements   ------ Confer how the position skills and needed certifications may have changed. Determine timing and publication approach. May determine how duties will be covered during recruitment. The supervisor must provide the clarity of the job description.
	RC36 - Opening Status   ------ List the stages of competion for the Hiring.
	RC04 - Position Offer   ------ Using Resumes, Skiill requirements, Interview notes, decide on Applicant for offer (or none)
	RC15 - Position Opening   ------ Give the job title, organizational level (range)(implies pay scale). list of skills. Job duties. Approach for selection.
	RC12 - Potential, Current, Past Resumes   ------ Maintain a set of resumes previously submitted, or of current employees who are looking for advancement who may be candidates any position opening. Respond to requests that specify a job position to be filled by forwarding resumes to the selection committ
	RC09 - Succession Plans for Key Positions   ------ Review the set of organizational positions and for each determine potential incumbents or approach for recruiting if the position is vacated. Includes a training and experience component for potential candidates or temporary incumbents.
	RC08 - Suitable Application for Consideration   ------ Assess the tendered application to identify the competition and if competition requirements are met.An initial review of the application to confirm the correct posting and that the minimum criteria are met.
Calculate
	RC23a - Filled Positions Timing(a)   ------ Compile Start and Finish dates for competition for a period and calculate total and average. Capture a new competition with RC13 when a position is needed. Create a competition record and start date, and capture elapsed days when RC3 reports an acceptance.When the Position Opening has been published, the competition is considered to start.When the Position Response is positive from a chosen applicant it is complete.With Information from the two assertions the time to recruit for this position can been calculated.The automatic script will track the openings by their ID. When a new opening is published (from RC15) it has its publish date logged. When a position is accepted (RC03) the time to compete is calculated.
	RC46 - Interview Status (T)   ------ Show the current information on the shortlist interview, from initiation by the admin to payment by financial.

Supervisor, Recruitment Officer   A joint authority who confer to decide on certain openings and their job positions.
            Responsible to make the following determinations:

Determine

Calculate

Selected Applicant   The person who has been selected for a job position
            Responsible to make the following determinations:

Determine
	IM04 - Account Creation   ------ null
	RC26 - Applicant Interview Attendance   ------ Respond to the Recruitment Administrator's information about an interview. There may be some phone conversations.
	RC20 - Interview Expenses Claim   ------ Review the potential employer's policy for interview expenses. Assemble receipts for legitimate expenses. Summarize categories and amounts and submit to Recruitment Administrator.
	RC03 - Job Offer Response   ------ Decide to accept, refuse, or negotiate the job offer, and responds with the decision.
Calculate

Office Resource Admin   Responsible for maintaining resurces such as meeting rooms and office space
            Responsible to make the following determinations:

Determine
	RC38 - Conference Room Schedule   ------ Capture room bookings and availability, and room details
Calculate

Staffing Manager   Responsible for clear organisational positions including payscales and duties
            Responsible to make the following determinations:

Determine
	EX01 - Effective Position Management   ------ Determine if Positions have current duties and payscales aligned and are assigned to organization and are up to date
Calculate

Employee Administrator   Responsible for interacting with Employees and keeping their informatio up to date.
            Responsible to make the following determinations:

Determine
	RC40 - Employee Onboarding   ------ -Plain text that explains how the Statement is to be assessed-
	RC39 - Employee Termination   ------ Capture date, final payments, disosition of laptop and access.
Calculate

Staffing Agency   An organization that provides posting and job search services
            Responsible to make the following determinations:

Determine
	RC41 - Platform Job Posting   ------ Post the position opening.
Calculate

Supervisor   NewDescription
            Responsible to make the following determinations:

Determine
	RC17 - Position to be Filled   ------ Identify a current job position that is, or may become, available and initiates the recruitment process.
Calculate

tbd   Default Authority
            Responsible to make the following determinations:

Determine
	RC49 - Interview Model Notes   ------ null
Calculate

Financial Control Officer   Responsible for corporate expenses
            Responsible to make the following determinations:

Determine

Calculate

Portal Administrator   Responsible for Publishing Public Messaging on the Portal
            Responsible to make the following determinations:

Determine
	EX02 - Portal Guidelines for Interview Expenses   ------ null
Calculate

Manager Human Resources   Responsible for managing the employee life cycle
            Responsible to make the following determinations:

Determine
	RC35 - Performance of Human Resources   ------ Considering Mission and Values of the organization assess the overall contribution to those Goals
Calculate

Expense Service User   Responsible for submitting an expense request.
            Responsible to make the following determinations:

Determine
Calculate
	CUB01 - Expense Request - Endpoint   ------ Prepare an applicants request for reimbursement to standard endpoint format

Expenses Administrator   Responsible for setting expenses policy.
            Responsible to make the following determinations:

Determine
	RC45 - Expense Guidelines   ------ null
Calculate

Interviewer   Member of the Interview Panel
            Responsible to make the following determinations:

Determine
	RC47 - Interview Contribution   ------ null
Calculate

AM Guide   Responsible for advice on parts of the model
            Responsible to make the following determinations:

Determine

Calculate

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Contribution Appendix for Model RecMod7

Contribution Report
The contribution report shows the information delivered by an assertion and the hierarchy of information that contribute to that decision.
It originates from the perspective, and only includes contributing assertions that are in that perspective.

Use this report to quickly see the current prototype values for slowly changing assertions that help show benefit realization

6daa4076-2018-4eaa-9a33-82eecc895669 , , , ,

Recruitment Manager RC22 - Recruitment Management Capabilities The Recruitment Manager summarizes how Recruitment is performed by providing an overview discussion of the principles and how they are addressed and some key performance measures.
	Assessed Recruitment Management Capabilities	As of 2022 most of our activities are fairly stable. Too much is done by hand and is labour intensive. We still have some delays because the Positions Section reviews every vacated position which some times results in delays. We have had a number of offer refusals recently and this probably reflects the loosening job market. We last addressed renumeration 3 years ago. The Recruitment Administrator has identified concerns over managing interview expenses. There has been some friction with the financial group.
	Date of Assessment	July 2022
	, , , Recruitment Manager RC24 - RC24 - Recruitment Function Effectiveness A fair, timely function for selecting from a good set of candidates   Period 3rd Quarter 2022   Competition Count 6   Average Time To Fill 87 days   Competitions in Progress As of August 2022 we have 5 positions in competition. One open position was offered and rejected and the second shortlist candidate has been offered the position   , Recruitment Officer RC23a - RC23a - Filled Positions Timing(a) A collection of positions that were filled for a period and the time taken to fill.   Position ID SMAU-03   Days to Recruit 43
	Recruitment Manager RC29 - RC29 - Recruitment Practice Alignment A subjective assessment of the use of best practices within the organization.   Recruitment Alignment We do not have monitoring or actions in place to address our reputation.An assessment should be performed to find actions within Recruitment scope that cab be applied with minimal resourcesWe do not use staffing agencies yet; but probably should.Many organizations have proactive policies in place to support a diverse workforce..
	Recruitment Manager RC43 - RC43 - Costs to Hire Either an off-the-cuff approximation, or a deeper investigation that extracts a value from existing sources.   Costs to Hire Our current budget line allocates $35,000 for this and Actuals for last year were $46,000 due to rehiring after Covid.We hired 23 new staff. so the estimated cost to hire is $2,000
	Staffing Manager EX01 - EX01 - Effective Position Management An assessment by the Staffing Manager(Not in Recruitment) on the effectiveness of defining positions.   Effective Position Management All Position descriptions were reviewed in the last year and renumeration is up to date. Some reporting responsibilities need to be assigned.