Table of Contents
            Introduction
            Perspectives
                    100 - Expenses Resolution
                    10-Recruitment Contribution
                    20-Operational Overview
                    40-External Interactions
                    50-Governance
                    60-Hiring Value Stream
                    90-Financial
            Detailed Assertions
            Responsibilities
            Capabilities


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 the report shows valuable perspectives easily extracted from a complete assertion model. These perspectives allow a business to be truly designed. Adjustments in how the business should be designed (and perhaps implemented) are immediately visible in other perspectives when the report is re-generated. Implications of design decisions are immediately manifest. And it is not necessary to jump to another modeling methodology to expresse the perspective. An assertion model is the launch-pad for innovation. The current focus for this AM is to do the business analysis and design to create a tracker that shows the status of openings and reports on timeliness as a performance measure. To this end a view has been created t

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. No assesment of current effectiveness of existing
Designer Note: V7 is preparation for Show and Tell for Business Architecture Guild and others.
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.




  100 - Expenses Resolution

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Description
The way we inform the Applicant of how to submit expenses is confusing. This perspective will explore how this might be resolved.

Model Note
Add and change assertions to address the confusion.


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


  10-Recruitment Contribution

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Description
This Perspective shows the information needed to assess the overall capability of Recruitment. RC22 is the Assertion where the Manager of Recruitment assesses the current 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 that supply information for this determination to be made. Four are internal governance assertions assessed on a regular basis. One (EX01) is an assessment made by the Staffing Manager who is responsible for consistent position definitions. While the ability to confirm a position is available and configured properly 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. It is also an example of where the Position Capability contributes to one of the Value Stream Stages in Recruitment.

The initiative (RC34) is included to help inform RC29. While some practices might be substandard, the initiative shows they are being addressed,


Model Note
You can inspect each of the feeding assertions to see how they are determined.



      RC22       RC24       RC29       RC23a       EX01       RC43       RC34                   Diagram Name is: PI_4d497397-3ab7-45be-aee3-ad1e6cfcbaff.png


  20-Operational Overview

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Description
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. ]


Model Note
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.


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


  40-External Interactions

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Description
This perspective shows all the assertions that participate in the boundary between Recruitment and Authorities 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 the diagram. These only pass information to and from other internal assertions.
The Perspective concentrates on understanding information flowing in the connections.

Model Note
The External Interactions Perspective is valuable in exposing the inputs and outputs that affect the functioning of Recruitment. This Perspective has chosen to include Management and Operational assertions. So there are some interactions that 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 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.


      RC14       RC10       RC21       RC18       RC06       RC04       RC08       RC03       RC20       RC26       RC35                   Diagram Name is: PI_43a2efcc-8a16-4843-88dd-1867b0293cdf.png


  50-Governance

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Description
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].

Model Note
Still needs some work here


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


  60-Hiring Value Stream

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Description
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.

Model Note
A good example of how a value stream would be shown in AM


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


  90-Financial

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Description
Shows assertions that occur in Recruitment that initiate financial information flows outside Recruitment, probably updating subledgers.

[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. ]

Model Note



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

Detailed Assertions (43 )

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Assertions Tables of Contents
By SpecID: EX01 - Effective Position Management EX02 - Portal Guidelines for Interview Expenses EX06 - Expense Guidelines 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	By Name: RC26 - Applicant Interview Attendance RC05 - Applicant Interview Notes 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 RC33 - Expense Guidelines EX06 - Expense Guidelines RC23a - Filled Positions Timing(a) RC20 - Interview Expenses Claim RC03 - Job Offer Response RC11 - Job Opening Publication RC07 - Job Opening Short List RC02 - Job Position Gaps 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: RC26 - Applicant Interview Attendance RC32 - Wide and Accurate Sourcing Practice 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 RC33 - Expense Guidelines EX06 - Expense Guidelines RC23a - Filled Positions Timing(a) RC20 - Interview Expenses Claim RC03 - Job Offer Response RC11 - Job Opening Publication RC07 - Job Opening Short List RC02 - Job Position Gaps RC05 - Applicant Interview Notes 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 RC25 - Onboarding Instructions

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. Created: undefined	Authority: Employee Automatic: false Activity Type: GOVERNANCE
Specification: Gather feedback ands activities performed to present as an employer. Sizing         Hours to comlete: 20     Why:         Yearly Repeat:    Why: Information Management        RC00 creates Standard Information	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.
Input: No Input Assertions Found	Output: RC0 - Our Organization Reputation Frame 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. null to: RC29 Recruitment Practice Alignment
Implentations: No implementations

RC14 - Employee Endorsement

Employee Endorsement Employee proposes a colleague or acquaintance as a potential employee. Created: undefined	Authority: Employee Automatic: false Activity Type: OPERATIONAL
Specification: Provide name, contact information, reason for endorsement, resume and if available, the open position. Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC14 creates   Personal  Corporate Record Information	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
Input: null from: RC11 Job Opening Publication RC11 - Job Opening Publication Frame 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	Output: RC14 - Employee Endorsement Frame 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
Implentations: No implementations

RC21 - Payment Instructions

Payment Instructions Authorization to bank for bank transfer or to issue a cheque. Created: undefined	Authority: Expenses Administrator Automatic: false Activity Type: EXTERNAL
Specification: {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. 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	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.
Input: PUSH from: RC18 Approved Applicant Expense RC18 - Approved Applicant Expense Frame 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: Applicant Name STRING prototype value: Rajiv Tanser Applicant Address STRING -- New Desc -- prototype value: 247 Action DriveCollard, BC Expense Amount CURRENCY Total claimed by applicant to be paid prototype value: $352.18	Output: RC21 - Payment Instructions Frame 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. No receiving Assertions Found
Implentations: No implementations

EX06 - Expense Guidelines

Expense Guidelines Guidelines to assist an Applicant in completing expense requests that are complete and accurate Created: undefined	Authority: Expenses Administrator Automatic: null Activity Type: EXTERNAL
Specification: Specify in detail how an Applicant is to submit expenses. Sizing         Hours to comlete: 6     Why:         Yearly Repeat: 1   Why: Information Management        EX06 creates   Corporate Record Information	Modeling Status: INIT ModelNote: Confirm with Finance where Expense guidelines originate.
Input: No Input Assertions Found	Output: no types null to: EX02 Portal Guidelines for Interview Expenses
Implentations: No implementations

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. Created: undefined	Authority: Job Applicant Automatic: false Activity Type: OPERATIONAL
Specification: See the Job Posting for the information you must submit for this Posting. 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	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
Input: null from: RC11 Job Opening Publication RC11 - Job Opening Publication Frame 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	Output: Tendered Application Frame Competitionidentifier to clearly identify the attached application prototype value: empty SupportingLetter Full letter prototype value: empty SubmittedResume -new descr- prototype value: empty PUSH to: RC08 Suitable Application for Consideration
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Admin Automatic: false Activity Type: OPERATIONAL
Specification: 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. 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	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. Note that in general nearly all
Input: PUSH from: RC20 Interview Expenses Claim PUSH from: RC26 Applicant Interview Attendance RC20 - Interview Expenses Claim Frame Applicant Name STRING Name of person completing claim prototype value: Tony Savic Competition ID STRING Identifier created by Recruitment prototype value: Business Analyst 3 - 12 Expense Items STRING Itemized list of claimed amounts and receipts prototype value: Hotel $250per Diem $80 RC26 - Applicant Interview Attendance Frame Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23	Output: RC18 - Approved Applicant Expense Frame 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: Applicant Name STRING prototype value: Rajiv Tanser Applicant Address STRING -- New Desc -- prototype value: 247 Action DriveCollard, BC Expense Amount CURRENCY Total claimed by applicant to be paid prototype value: $352.18 PUSH to: RC21 Payment Instructions
Implentations: No implementations

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 Created: undefined	Authority: Recruitment Admin Automatic: false Activity Type: OPERATIONAL
Specification: 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. 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	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
Input: PULL from: RC38 Conference Room Schedule PUSH from: RC07 Job Opening Short List RC38 - Conference Room Schedule Frame 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. RC7 - Job Opening Short List Frame Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: SMAU 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	Output: RC6 - Arranged Phone or In Person Interview Frame Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Lily Carsten; Your interview is scheduled for Jan 24 2024 at 3:00PM 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. Your expenses for the interview include hotel if you reside more that 100 km from the interview. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: Expenses may be submitted to recruitmentofficer@nextjob.com Competition ID STRING identifier assigned on competition creation prototype value: Business Analyst 3 - 12 Expenses Guidance STRING Guide prototype value: Visit OurOrg.com for guidance on expenses PUSH to: RC05 Applicant Interview Notes PUSH to: RC26 Applicant Interview Attendance PUSH to: RC36 Opening Status
Implentations: No implementations

EX01 - Effective Position Management

Effective Position Management An assessment by the Staffing Manager(Not in Recruitment) on the effectiveness of defining positions. Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: EXTERNAL
Specification: Determine if Positions have current duties and payscales aligned and are assigned to organization and are up to date Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        EX01 creates Standard Information	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.
Input: No Input Assertions Found	Output: EX01 - Effective Position Management Frame 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. null to: RC22 Recruitment Management Capabilities
Implentations:     To Be: MS Office

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. Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: 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. Sizing         Hours to comlete: 2     Why:         Yearly Repeat: 4   Why: A quarterly assessment Information Management        RC22 creates Standard Information	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
Input: null from: EX01 Effective Position Management PUSH from: RC24 Recruitment Function Effectiveness PUSH from: RC29 Recruitment Practice Alignment null from: RC30 Recruitment Value to Organization null from: RC43 Costs to Hire null from: RC44 Recruitment Staff Feedback EX01 - Effective Position Management Frame 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. Recruitment Function Effectiveness Frame 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 Recruitment Practice Alignment Frame 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.. Recruitment Value to Organization Frame 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. RC43 - Costs to Hire Frame 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 no types	Output: Recruitment Management Capabilities Frame Assessed Recruitment Management Capabilities STRING A summary of current capabilities prototype value: As of 2023 most of our activities are fairly stable. Too much is done by hand and is labour intensive. The Recruitment Administrator has identified concerns over managing interview expenses. Date of Assessment DATE When the assessment was last made. prototype value: July 2022 PUSH to: RC35 Performance of Human Resources
Implentations: No implementations

RC24 - Recruitment Function Effectiveness

Recruitment Function Effectiveness A fair, timely function for selecting from a good set of candidates Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: 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. Sizing         Hours to comlete: 3     Why:         Yearly Repeat: 2   Why: Constantly updated for a period Information Management        RC24 creates Standard Information	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.
Input: PUSH from: RC23a Filled Positions Timing(a) Timely Recruitment Performance Frame Position ID STRING Defined in Position object prototype value: SMAU-03	Output: Recruitment Function Effectiveness Frame 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 PUSH to: RC22 Recruitment Management Capabilities
Implentations: No implementations

RC29 - Recruitment Practice Alignment

Recruitment Practice Alignment A subjective assessment of the use of best practices within the organization. Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: Consider wokrforce diversity, Wide recruitment sourcing and organizational reputation and other appropriate factors to assess how well recruitment aligns with current recognised practices. 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	Modeling Status: V3 ModelNote:
Input: null from: RC00 Our Organization Reputation null from: RC31 Diverse Workforce Practices null from: RC32 Wide and Accurate Sourcing Practice null from: RC34 Business Improvement Initiative RC0 - Our Organization Reputation Frame 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. Wide and Accurate Sourcing Practice Frame 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. RC31 - Diverse Workforce Practices Frame Diverse Workforce Practices STRING Text to summarize how recognized practices are adopted. prototype value: Formal measures for Diversity are not in place. RC34 - Business Improvement Initiative Frame 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.	Output: Recruitment Practice Alignment Frame 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.. PUSH to: RC22 Recruitment Management Capabilities PUSH to: RC34 Business Improvement Initiative
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: Assess contribution to individual supervisors. Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC30 creates Standard Information	Modeling Status: V3 ModelNote: Retainment is not just recruitment. It is broader HR. This Attainment is currently 'uninformed' and poorly articulated.
Input: No Input Assertions Found	Output: Recruitment Value to Organization Frame 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. null to: RC22 Recruitment Management Capabilities
Implentations: No implementations

RC31 - Diverse Workforce Practices

Diverse Workforce Practices How well we ensure we hire a diverse workforce and avoid discrimination in hiring Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: Ensure that objective measures are applied in selecting candidates based on best practices and avoiding hidden biases. Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC31 creates Standard Information	Modeling Status: V3 ModelNote:
Input: No Input Assertions Found	Output: RC31 - Diverse Workforce Practices Frame Diverse Workforce Practices STRING Text to summarize how recognized practices are adopted. prototype value: Formal measures for Diversity are not in place. null to: RC29 Recruitment Practice Alignment
Implentations: No implementations

RC32 - Wide and Accurate Sourcing Practice

Wide and Accurate Sourcing Practice Ensure sources for candidates including advertisements are effective Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: Determine how our organizations practices compare to best practice measures. Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC32 creates Standard Information	Modeling Status: V3 ModelNote: Input information is inadaquate to make this assessment
Input: No Input Assertions Found	Output: Wide and Accurate Sourcing Practice Frame 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. null to: RC29 Recruitment Practice Alignment
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: OPERATIONAL
Specification: Use comparisons with best practices. Poll staff on issues.State the name and objectives of the initiative. State the expected benefits. 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	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.
Input: PUSH from: RC29 Recruitment Practice Alignment Recruitment Practice Alignment Frame 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..	Output: RC34 - Business Improvement Initiative Frame 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. null to: RC29 Recruitment Practice Alignment
Implentations: No implementations

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 Created: undefined	Authority: Recruitment Manager Automatic: false Activity Type: GOVERNANCE
Specification: Manually pull records from employee DB and calculate. 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	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.
Input: No Input Assertions Found	Output: Retainment Capabilities Frame 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. No receiving Assertions Found
Implentations: No implementations

RC43 - Costs to Hire

Costs to Hire Either an off-the-cuff approximation, or a deeper investigation that extracts a value from existing sources. Created: undefined	Authority: Recruitment Manager Automatic: FALSE Activity Type: GOVERNANCE
Specification: Identify categories of costs and identify sources for this information. Sizing         Hours to comlete: 4     Why:         Yearly Repeat:    Why: Information Management        RC43 creates   Financial Information	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.
Input: No Input Assertions Found	Output: RC43 - Costs to Hire Frame 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 null to: RC22 Recruitment Management Capabilities
Implentations: No implementations

RC44 - Recruitment Staff Feedback

Recruitment Staff Feedback Input from discussions with Recruitment staff. Created: undefined	Authority: Recruitment Manager Automatic: null Activity Type: GOVERNANCE
Specification: Periodically canvas staff for their feedback. Sizing         Hours to comlete: 2     Why: null         Yearly Repeat: 4   Why: null Information Management        RC44 creates Standard Information	Modeling Status: INIT ModelNote: null
Input: No Input Assertions Found	Output: no types null to: RC22 Recruitment Management Capabilities
Implentations: No implementations

RC12 - Potential, Current, Past Resumes

Potential, Current, Past Resumes The set of resumes submitted on spec or as part of Application process. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: 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 Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Information Management        RC12 creates   Personal  Corporate Record Information	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
Input: No Input Assertions Found	Output: RC12 - Potential, Current, Past Resumes Frame Resume List STRING collection of resumes with search parameters prototype value: PUSH to: RC08 Suitable Application for Consideration
Implentations: No implementations

RC15 - Position Opening

Position Opening A prepared description of a job opening with requirements. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: Give the job title, organizational level (range)(implies pay scale). list of skills. Job duties. Approach for selection. Sizing         Hours to comlete: 10     Why:         Yearly Repeat:    Why: Information Management        RC15 creates   Corporate Record Information	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.
Input: from: RC16 Open Position Requirements Position Requirements Frame 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	Output: Position Opening Frame 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 PUSH to: RC23a Filled Positions Timing(a) null to: RC11 Job Opening Publication
Implentations: No implementations

RC16 - Open Position Requirements

Open Position Requirements The nature of the position to be offered, necessary skills etc. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: 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. 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	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??
Input: null from: RC17 Position to be Filled Position to be Filled Frame 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	Output: Position Requirements Frame 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 PUSH to: RC36 Opening Status
Implentations: No implementations

RC02 - Job Position Gaps

Job Position Gaps Job Positions that are unfilled, change often, or are difficult to find qualified applicants for. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: Add job rejections to the gaps list. Review positions that change incumbents often. Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC02 creates Standard Information	Modeling Status: V3 ModelNote:
Input: PUSH from: RC03 Job Offer Response PUSH from: RC04 Position Offer RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately RC4 - Position Offer Frame 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	Output: RC2 - Job Position Gaps Frame List of Positions STRING Open Positions prototype value: DevelopersBusiness Architects No receiving Assertions Found
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Officer Automatic: TRUE Activity Type: GOVERNANCE
Specification: 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. Sizing         Hours to comlete: 0     Why:         Yearly Repeat: 2   Why: This is cumulative Information Management        RC23a creates Standard Information	Modeling Status: V3 ModelNote: Used for performance measures this taps into existing Assertions to report for a period
Input: PUSH from: RC15 Position Opening PUSH from: RC03 Job Offer Response PUSH from: RC36 Opening Status Position Opening Frame 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 RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately RC-36 - Opening Status Frame 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:	Output: Timely Recruitment Performance Frame Position ID STRING Defined in Position object prototype value: SMAU-03 PUSH to: RC24 Recruitment Function Effectiveness
Implentations: No implementations

RC36 - Opening Status

Opening Status As certain hiring steps are completed, update the current staatus Created: undefined	Authority: Recruitment Officer Automatic: true Activity Type: OPERATIONAL
Specification: List the stages of competion for the Hiring. Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC36 creates Standard Information	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!
Input: PUSH from: RC16 Open Position Requirements null from: RC26 Applicant Interview Attendance PUSH from: RC03 Job Offer Response PUSH from: RC04 Position Offer PUSH from: RC06 Arranged Phone or In Person Interview PUSH from: RC07 Job Opening Short List null from: RC11 Job Opening Publication Position Requirements Frame 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 RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately RC26 - Applicant Interview Attendance Frame Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23 RC4 - Position Offer Frame 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 RC7 - Job Opening Short List Frame Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: SMAU 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 RC6 - Arranged Phone or In Person Interview Frame Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Lily Carsten; Your interview is scheduled for Jan 24 2024 at 3:00PM 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. Your expenses for the interview include hotel if you reside more that 100 km from the interview. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: Expenses may be submitted to recruitmentofficer@nextjob.com Competition ID STRING identifier assigned on competition creation prototype value: Business Analyst 3 - 12 Expenses Guidance STRING Guide prototype value: Visit OurOrg.com for guidance on expenses RC11 - Job Opening Publication Frame 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	Output: RC-36 - Opening Status Frame 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: PUSH to: RC23a Filled Positions Timing(a)
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: Using Resumes, Skiill requirements, Interview notes, decide on Applicant for offer (or none) 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	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
Input: PUSH from: RC26 Applicant Interview Attendance PUSH from: RC03 Job Offer Response from: RC05 Applicant Interview Notes RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately RC26 - Applicant Interview Attendance Frame Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23 RC5 - Applicant Interview Notes Frame 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:	Output: RC4 - Position Offer Frame 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 PUSH to: RC03 Job Offer Response PUSH to: RC02 Job Position Gaps PUSH to: RC36 Opening Status
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: Scribe notes that conform to the interview template or interview question list. Sizing         Hours to comlete: 4     Why:         Yearly Repeat:    Why: Notes would be submitted once Information Management        RC05 creates   Personal  Corporate Record Information	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
Input: PUSH from: RC06 Arranged Phone or In Person Interview RC6 - Arranged Phone or In Person Interview Frame Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Lily Carsten; Your interview is scheduled for Jan 24 2024 at 3:00PM 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. Your expenses for the interview include hotel if you reside more that 100 km from the interview. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: Expenses may be submitted to recruitmentofficer@nextjob.com Competition ID STRING identifier assigned on competition creation prototype value: Business Analyst 3 - 12 Expenses Guidance STRING Guide prototype value: Visit OurOrg.com for guidance on expenses	Output: RC5 - Applicant Interview Notes Frame 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
Implentations: No implementations

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 Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: 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. Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Information Management        RC07 creates   Personal  Corporate Record Information	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.
Input: from: RC08 Suitable Application for Consideration RC8 - Suitable Application for Consideration Frame 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	Output: RC7 - Job Opening Short List Frame Competition ID STRING Identity to allow lookup of details of the Competition. prototype value: SMAU 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 PUSH to: RC06 Arranged Phone or In Person Interview PUSH to: RC36 Opening Status
Implentations: No implementations

RC08 - Suitable Application for Consideration

Suitable Application for Consideration A single application meets or fails to meet preliminary application requirements. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: 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. Sizing         Hours to comlete: 1     Why:         Yearly Repeat:    Why: Information Management        RC08 creates   Personal  Corporate Record Information	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
Input: PUSH from: RC10 Application Tendered PUSH from: RC12 Potential, Current, Past Resumes from: RC14 Employee Endorsement RC14 - Employee Endorsement Frame 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 RC12 - Potential, Current, Past Resumes Frame Resume List STRING collection of resumes with search parameters prototype value: Tendered Application Frame Competitionidentifier to clearly identify the attached application prototype value: empty SupportingLetter Full letter prototype value: empty SubmittedResume -new descr- prototype value: empty	Output: RC8 - Suitable Application for Consideration Frame 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
Implentations: No implementations

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. Created: undefined	Authority: Recruitment Officer Automatic: false Activity Type: OPERATIONAL
Specification: 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. Sizing         Hours to comlete: 6     Why:         Yearly Repeat:    Why: Information Management        RC09 creates Standard Information	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.
Input: No Input Assertions Found	Output: Succession Plans for Key Positions Frame 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 No receiving Assertions Found
Implentations: No implementations

RC11 - Job Opening Publication

Job Opening Publication Details necessary to promote an opening Created: undefined	Authority: Recruitment Officer Automatic: FALSE Activity Type: null
Specification: Complete the standard template for a posting and identify where the posting should be sent. Identify job level. submission requirements etc 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	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
Input: null from: RC15 Position Opening Position Opening Frame 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	Output: RC11 - Job Opening Publication Frame 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 null to: RC10 Application Tendered null to: RC14 Employee Endorsement null to: RC36 Opening Status null to: RC41 Platform Job Posting
Implentations: No implementations

RC20 - Interview Expenses Claim

Interview Expenses Claim Submit incurred expenses for interview Created: undefined	Authority: Selected Applicant Automatic: false Activity Type: EXTERNAL
Specification: Review the potential employer's policy for interview expenses. Assemble receipts for legitimate expenses. Summarize categories and amounts and submit to Recruitment Administrator. 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	Modeling Status: V3 ModelNote: Yearly repeat value is from Organization perspective not Applicants perspective!
Input: null from: EX02 Portal Guidelines for Interview Expenses no types	Output: RC20 - Interview Expenses Claim Frame Applicant Name STRING Name of person completing claim prototype value: Tony Savic Competition ID STRING Identifier created by Recruitment prototype value: Business Analyst 3 - 12 Expense Items STRING Itemized list of claimed amounts and receipts prototype value: Hotel $250per Diem $80 PUSH to: RC18 Approved Applicant Expense
Implentations: No implementations

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. Created: undefined	Authority: Selected Applicant Automatic: false Activity Type: EXTERNAL
Specification: Respond to the Recruitment Administrator's information about an interview. There may be some phone conversations. 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	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
Input: PUSH from: RC06 Arranged Phone or In Person Interview RC6 - Arranged Phone or In Person Interview Frame Interview Time and Location STRING Date, time, location and how to find the interview. prototype value: Lily Carsten; Your interview is scheduled for Jan 24 2024 at 3:00PM 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. Your expenses for the interview include hotel if you reside more that 100 km from the interview. Instructions for Expenses STRING What expenses may be claimed and how to claim prototype value: Expenses may be submitted to recruitmentofficer@nextjob.com Competition ID STRING identifier assigned on competition creation prototype value: Business Analyst 3 - 12 Expenses Guidance STRING Guide prototype value: Visit OurOrg.com for guidance on expenses	Output: RC26 - Applicant Interview Attendance Frame Applicant Attendance STRING The Applicant attends the interview prototype value: Lily Carsten attended the Interview on Jul 23 PUSH to: RC04 Position Offer PUSH to: RC18 Approved Applicant Expense null to: RC36 Opening Status
Implentations: No implementations

RC03 - Job Offer Response

Job Offer Response The applicant accepts, refuses, or negotiates the job offer Created: undefined	Authority: Selected Applicant Automatic: false Activity Type: OPERATIONAL
Specification: Decide to accept, refuse, or negotiate the job offer, and responds with the decision. Sizing         Hours to comlete: 3     Why:         Yearly Repeat:    Why: Information Management        RC03 creates   Personal  Financial  Corporate Record Information	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
Input: PUSH from: RC04 Position Offer RC4 - Position Offer Frame 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	Output: RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately PUSH to: RC23a Filled Positions Timing(a) PUSH to: RC02 Job Position Gaps PUSH to: RC25 Onboarding Instructions PUSH to: RC04 Position Offer PUSH to: RC36 Opening Status PUSH to: RC40 Employee Onboarding
Implentations: No implementations

RC38 - Conference Room Schedule

Conference Room Schedule Use and status of the meeting rooms of the organization and the allocation of their usage. Created: undefined	Authority: Office Resource Admin Automatic: false Activity Type: OPERATIONAL
Specification: Capture room bookings and availability, and room details 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	Modeling Status: INIT ModelNote: The ORA responds to queries
Input: No Input Assertions Found	Output: RC38 - Conference Room Schedule Frame 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. PULL to: RC06 Arranged Phone or In Person Interview
Implentations: No implementations

RC39 - Employee Termination

Employee Termination This includes initiated by employee or organization. Created: undefined	Authority: Employee Administrator Automatic: false Activity Type: EXTERNAL
Specification: Capture date, final payments, disosition of laptop and access. Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC39 creates Standard Information	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?
Input: No Input Assertions Found	Output: RC39 - Employee Termination Frame 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 No receiving Assertions Found
Implentations: No implementations

RC40 - Employee Onboarding

Employee Onboarding -Description- Created: undefined	Authority: Employee Administrator Automatic: false Activity Type: OPERATIONAL
Specification: -Plain text that explains how the Statement is to be assessed- Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC40 creates   Personal Information	Modeling Status: INIT ModelNote: -Notes on how this impacts the model-
Input: PUSH from: RC03 Job Offer Response RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately	Output: RC40 - Employee Onboarding Frame Employee Onboarding STRING Information needed for onboarding prototype value: No receiving Assertions Found
Implentations: No implementations

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 Created: undefined	Authority: Staffing Agency Automatic: false Activity Type: EXTERNAL
Specification: Post the position opening. Sizing         Hours to comlete:     Why:         Yearly Repeat:    Why: -Note on if this is changed often or rarely- Information Management        RC41 creates Standard Information	Modeling Status: V1 ModelNote: An agency may just post for a price or may act as an intermediary.
Input: null from: RC11 Job Opening Publication RC11 - Job Opening Publication Frame 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	Output: RC41 - Platform Job Posting Frame Platform Job Posting STRING Format is defined by Staffing Agency prototype value: NA No receiving Assertions Found
Implentations: No implementations

EX02 - Portal Guidelines for Interview Expenses

Portal Guidelines for Interview Expenses Guidance for completing accurate submissions for expenses incurred in an Interview. Created: undefined	Authority: Portal Administrator Automatic: null Activity Type: EXTERNAL
Specification: null Sizing         Hours to comlete: null     Why: null         Yearly Repeat:    Why: null Information Management        EX02 creates   Corporate Record Information	Modeling Status: INIT ModelNote: null
Input: null from: EX06 Expense Guidelines no types	Output: no types null to: RC20 Interview Expenses Claim
Implentations: No implementations

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. Created: undefined	Authority: Manager Human Resources Automatic: false Activity Type: GOVERNANCE
Specification: Considering Mission and Values of the organization assess the overall contribution to those Goals Sizing         Hours to comlete: 5     Why:         Yearly Repeat:    Why: Quarterly Information Management        RC35 creates   Corporate Record Information	Modeling Status: V3 ModelNote: Added to recognize decisions outside Recruitment that require information from i usually provided by the Recruitment Manager.
Input: PUSH from: RC22 Recruitment Management Capabilities Recruitment Management Capabilities Frame Assessed Recruitment Management Capabilities STRING A summary of current capabilities prototype value: As of 2023 most of our activities are fairly stable. Too much is done by hand and is labour intensive. The Recruitment Administrator has identified concerns over managing interview expenses. Date of Assessment DATE When the assessment was last made. prototype value: July 2022	Output: RC-35 - Performance of Human Resources Frame 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 No receiving Assertions Found
Implentations: No implementations

RC13 - Resume Offered

Resume Offered An external source (individual or employment firm) submits an unsolicited resume. Created: undefined	Authority: null Automatic: false Activity Type: OPERATIONAL
Specification: Send letter and resume to organization Sizing         Hours to comlete: 5     Why:         Yearly Repeat:    Why: Information Management        RC13 creates   Personal  Corporate Record Information	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
Input: No Input Assertions Found	Output: Resume Offered Frame 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: No receiving Assertions Found
Implentations: No implementations

RC17 - Position to be Filled

Position to be Filled A single position is available (immediately or anticipated) and must be filled. Created: undefined	Authority: null Automatic: false Activity Type: OPERATIONAL
Specification: Identify a current job position that is, or may become, available and initiates the recruitment process. Sizing         Hours to comlete: 2     Why:         Yearly Repeat:    Why: Information Management        RC17 creates Standard Information	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.
Input: No Input Assertions Found	Output: Position to be Filled Frame 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 null to: RC16 Open Position Requirements
Implentations: No implementations

RC25 - Onboarding Instructions

Onboarding Instructions This informs the Onboarding Function to initiate that function. Created: undefined	Authority: null Automatic: false Activity Type: OPERATIONAL
Specification: Inform Onboarding of Applicant details including personal information, agreed date, section, payrate agreement, etc. 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	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.
Input: PUSH from: RC03 Job Offer Response RC3 - Job Offer Response Frame A_RC3 - Job Offer Response STRING -- New Desc -- prototype value: Competition ID STRING Unique identifier prototype value: SMAU-22-08 Acceptance Details STRING Information from the candidate that may affect the acceptance prototype value: I can start immediately	Output: RC25 - Onboarding Instructions Frame Onboarding Instructions STRING Information to the new hire for onboarding prototype value: Please contact Onboarding Section for details No receiving Assertions Found
Implentations: No implementations

RC33 - Expense Guidelines

Expense Guidelines Rules to set out legitimate expenses for organizational activities and guidance for coding to correct accounts Created: undefined	Authority: null Automatic: false Activity Type: OPERATIONAL
Specification: Provide clear guidance that addresses user needs for incurring, submitting and coding expenses. Sizing         Hours to comlete: 15     Why:         Yearly Repeat:    Why: Assumed that Expense guidelines are rarely updated but take significant time to prepare accurately and clearly. Information Management        RC33 creates Standard Information	Modeling Status: V3 ModelNote: It may be that advice on coding certain expenses may come from budgeting assertions.
Input: No Input Assertions Found	Output: RC33 - Expense Guidelines Frame 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. No receiving Assertions Found
Implentations: No implementations

Responsibilities

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Each of the Authorities ( Stakeholders) are included and for each the Assertions they are authorized to execute. The specification for that Assertion is included to indicate what the Authority is responsible for.


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

	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.

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:

	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.

Job Applicant   Applying person
            Responsible to make the following determinations:

RC10 - Application Tendered   ------ See the Job Posting for the information you must submit for this Posting.

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

	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.

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

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

	RC32 - Wide and Accurate Sourcing Practice   ------ Determine how our organizations practices compare to best practice measures.
	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.
	EX01 - Effective Position Management   ------ Determine if Positions have current duties and payscales aligned and are assigned to organization and are up to date
	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.

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

	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.
	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.
	RC05 - Applicant Interview Notes   ------ Scribe notes that conform to the interview template or interview question list.
	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.

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

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

	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.

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

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

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

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

	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.

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

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

Supervisor   NewDescription
            Responsible to make the following determinations:

tbd   Default Authority
            Responsible to make the following determinations:

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

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

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

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

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

Capability Report For RecMod7

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When an Assertion is identified as a capability it will be shown in this Capability Report.
If it has other Assertions that deliver information to it, and if that Assertion is also a capability, then they will be shown as the next lower level of capability. Thus a full Capability Model can be produced for the Assertion Model.
Capabilities are included in the model as an assessment with the type capability. This way they become a connected part of the model.

Level	SpecID	Capability Name	Description	Model Note	GUID	Parent GUID
1	RC42	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	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.	328359ca-8cc1-4ee9-802f-9bf792be291d	null