Recruitment Management V3 An Example Business Assertion Model	Model by: Richard Lay         Report Date: 2023-09-22 4:41:09 PM         Version: V03         If diagrams do not show, ensure the image files are in the same folder as this htm file.

Table of Contents  Introduction   Business Assertion Modeling   Perspectives         Context         Governance         Operational Overview         Financial  Detailed Assertions  Standard Perspectives           Personal Information Perspective           Responsibilites Perspective  Environments  Connections  Implementations And their Integrations  Model Management  Explain

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Introduction

Introduction to Recruitment Management V3

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.

Recruitment Management V3 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. It passes off to Onboarding. 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.

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Business Assertion Modelling

• This Assertion Model has been built using Firmstate 3.10 software. It integrates with a common modelling platform(Sparx Enterprise Architect) to provide some visual modeling capabilities to Firmstate reports.

See Reading a Business Assertion Model to learn more about reading and understanding BAL and its models

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Perspectives
Perspectives are a highlight of Assertion Modeling. They are additional subsets drawn from the full assertion model, and included in the report, to emphasize any aspects of business that are currently of concern.


Context
Relationships and information passed, and received by Recruitment


RC0     RC1     RC11     RC12     RC15     RC18     RC2     RC22     RC23     RC24     RC29     RC30     RC31     RC32     RC34     RC5     RC6     RC8     RC9    


Governance
The Goverance View 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 asumed 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 Governanceiew shows how information is gathered and used to provide this assessment.
It also shows how building the viewpoint 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 particulare best practices is implemented in the organization. This information is drawn from inspectio of how the preactice 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 sugests 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.

Best Practices
Only two example best practices are shown, Sourcing Widely and Avoiding Discriminatory Practices.
To address value to the organization Manager Hiring Satisfaction is included. Effectiveness is addressed with some more objective performance measures of Timely Recruiting.

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 requuire some early efforts for scoping, the business case, and benefit tracking. Often this occurs with identifying stakeholders. A 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 responsibilites it would provide an obvious starting point for organizatinal 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. Managememnt 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]


RC0     RC1     RC22     RC23     RC24     RC27     RC29     RC3     RC30     RC31     RC32     RC5    


Operational Overview
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. ]


RC1     RC10     RC11     RC12     RC13     RC14     RC15     RC16     RC17     RC18     RC2     RC20     RC21     RC3     RC4     RC5     RC6     RC7     RC8     RC9    


Financial
Shows assertions that occur in Recruitment that initiate financial information flows outdside 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. ]


RC18     RC20     RC21    


Assertions

Table Of Contents Alphabetic         RC26     --Applicant Interview Attendance         RC5     --Applicant Interview Notes         RC10     --Application Tendered         RC18     --Approved Applicant Expense         RC6     --Arranged Phone or In Person Interview         RC34     --Business Improvement Initiative         RC31     --Diverse Workforce Practices         RC14     --Employee Endorsement         RC33     --Expense Guidelines         RC20     --Interview Expenses Claim         RC3     --Job Offer Response         RC11     --Job Opening Publication         RC7     --Job Opening Short List         RC2     --Job Position Gaps         RC25     --Onboarding Instructions         RC16     --Open Position Requirements         RC-36     --Opening Status         RC0     --Our Organization Reputation         RC21     --Payment Instructions         RC-35     --Performance of Human Resources         RC4     --Position Offer         RC15     --Position Opening         RC17     --Position to be Filled         RC1     --Potential Job Fair Proposed         RC12     --Potential, Current, Past Resumes         RC27     --Recruitment Assessment         RC24     --Recruitment Function Effectiveness         RC22     --Recruitment Management Capabilities         RC29     --Recruitment Practice Alignment         RC30     --Recruitment Value to Organization         RC13     --Resume Offered         RC9     --Succession Plans for Key Positions         RC8     --Suitable Application for Consideration         RC23     --Timely Recruitment Performance         RC32     --Wide and Accurate Sourcing Practice

Table Of Contents Model Order         RC0     --Our Organization Reputation         RC1     --Potential Job Fair Proposed         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         RC2     --Job Position Gaps         RC20     --Interview Expenses Claim         RC21     --Payment Instructions         RC22     --Recruitment Management Capabilities         RC23     --Timely Recruitment Performance         RC24     --Recruitment Function Effectiveness         RC25     --Onboarding Instructions         RC26     --Applicant Interview Attendance         RC27     --Recruitment Assessment         RC29     --Recruitment Practice Alignment         RC3     --Job Offer Response         RC30     --Recruitment Value to Organization         RC31     --Diverse Workforce Practices         RC32     --Wide and Accurate Sourcing Practice         RC33     --Expense Guidelines         RC34     --Business Improvement Initiative         RC-35     --Performance of Human Resources         RC-36     --Opening Status         RC4     --Position Offer         RC5     --Applicant Interview Notes         RC6     --Arranged Phone or In Person Interview         RC7     --Job Opening Short List         RC8     --Suitable Application for Consideration         RC9     --Succession Plans for Key Positions

Table Of Contents SpecID Order         RC0     --Our Organization Reputation         RC1     --Potential Job Fair Proposed         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         RC2     --Job Position Gaps         RC20     --Interview Expenses Claim         RC21     --Payment Instructions         RC22     --Recruitment Management Capabilities         RC23     --Timely Recruitment Performance         RC24     --Recruitment Function Effectiveness         RC25     --Onboarding Instructions         RC26     --Applicant Interview Attendance         RC27     --Recruitment Assessment         RC29     --Recruitment Practice Alignment         RC3     --Job Offer Response         RC30     --Recruitment Value to Organization         RC31     --Diverse Workforce Practices         RC32     --Wide and Accurate Sourcing Practice         RC33     --Expense Guidelines         RC34     --Business Improvement Initiative         RC-35     --Performance of Human Resources         RC-36     --Opening Status         RC4     --Position Offer         RC5     --Applicant Interview Notes         RC6     --Arranged Phone or In Person Interview         RC7     --Job Opening Short List         RC8     --Suitable Application for Consideration         RC9     --Succession Plans for Key Positions

Detailed Assertions For Recruitment Management V3



All details of the assertions, including their connections, are detailed here. All of the Perspectives shown in the overall model report will reference these assertions.

Applicant Interview Attendance

RC26     Applicant Interview Attendance Obtain Interview Details 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. Last Modified: 2023-01-20 4:36:54 PM TOC Accountability : Selected Applicant Model Level: OPERATIONAL Activity Type: ACTION Determined: MANUALLY
Specification: Respond to the Recruitment Administrator's information about an interview. There may be some phone conversations. Currency Note: Probably an average of 2.5 interviews for10 hirings per year. Manual Effort: 2 Modeling Status: V3     QA Frame: D1/1 - P0/1 Model Note: 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 assertions- probably. Included In Views: :        Connections Outside Recruitment        REQ_Scope        ALL
Two identical connections fromRC6 but one by phone and one by email. Inputs:       Information provided from:       RC6 - Arranged Phone or In Person Interview   Recruitment Administrator Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim	Output: RECORD PERSONAL Applicant Notes must record a no-show. InterviewAttendance     --   -new type description-       AppearanceAtInterview   ACTION     THe Interviewee attends the interview Output to the following Statements:       RC4 - Position Offer   - tbd       PUSH     via:     Note:       RC18 - Approved Applicant Expense   - Recruitment Administrator       PUSH     via: TBD     Note:
Implementation Section Currently performed by Recruitment Administrator with a manual system of computer files and scheduling, Environments - that deliver this assertion:

Applicant Interview Notes

RC5     Applicant Interview Notes The formal interview record from the interview 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. Last Modified: 2023-01-20 4:48:41 PM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: FINDING Determined: MANUALLY
Specification: Scribe notes that conform to the interview template or interview question list. Currency Note: Notes would be submitted once Manual Effort: 4 Modeling Status: V3     QA Frame: D4/4 - P0/4 Model Note: 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 each interviewer are compiled to one Assertion. Does each of the Interview Committee submit notes or scoring or does the Recruitment Officer compile to submit? Included In Views: :        Governance        Operational Overview        Connections Outside Recruitment        Context        ALL
Inputs:       Information provided from:       RC6 - Arranged Phone or In Person Interview   Recruitment Administrator Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim	Output: RECORD PERSONAL Interview Notes     --   Identify the Competition, Candidate, Interview Iidentifier and pertinent notes from the interview.       PositionID   STRING     Organizational Position Identifier       ApplicantID   STRING     Candidate Identifier       InterviewID   STRING     Interview Identifier - allows lookup to details of the interview (locateion,date,interviewers.       InterviewNotes   STRING     -new descr- Output to the following Statements:       RC4 - Position Offer   - tbd           via:     Note:
Implementation Section Environments - that deliver this assertion:

Application Tendered

RC10     Application Tendered An application is sent by an applicant for a specific competition An application is sent by an applicant for a specific competition. There may be an informal structure of information needed by the specified posting. Last Modified: 2023-01-20 4:49:10 PM TOC Accountability : Job Applicant Model Level: OPERATIONAL Activity Type: REQUEST Determined: MANUALLY
Specification: See the Job Posting for the information you must submit for this Posting. Currency Note: Assume 10 postings per year and 20 applicants for each Manual Effort: 5 Modeling Status: V3     QA Frame: D3/3 - P0/3 Model Note: 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 required. The Application itself may be submitted in a form, or in a letter that supplies the information. Are applications tendered without a position considered in this statement too? Included In Views: :        Operational Overview        Connections Outside Recruitment        REQ_Scope        ALL
Inputs:       Information provided from:       RC11 - Job Opening Publication Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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	Output: RECORD PERSONAL The output may be transmitted by email or via a web interface.   Applicant Tendered Application     --   An application that should meet the requirements of the Posting       Competitionidentifier   STRING     to clearly identify the attached application       SupportingLetter   STRING     Full letter       SubmittedResume   STRING     -new descr- Output to the following Statements:       RC8 - Suitable Application for Consideration   - Recruitment Officer       PUSH     via: TBD     Note:
Implementation Section It may be necessary to implement this as an online application, as a form to submit or as a request for a letter. Environments - that deliver this assertion:

Approved Applicant Expense

RC18     Approved Applicant Expense Request for funds to be released to the Interviewee. An interview for an Opening has been held and the applicants submitted expenses are legitimate should be paid. Last Modified: 2023-01-20 4:50:52 PM TOC Accountability : Recruitment Administrator Model Level: OPERATIONAL Activity Type: FINDING Determined: MANUALLY
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. Currency Note: -Note on if this is changed often or rarely- Manual Effort: 1 Modeling Status: V3     QA Frame: D3/3 - P0/3 Model Note: 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 financial assertions will include a coded value to identify account. Some sets of Assertions, particularly ones that accumulate, will be financial subledgers. Included In Views: :        Operational Overview        Connections Outside Recruitment        Financial        REQ_Scope        Context        ALL
Inputs:       Information provided from:       RC20 - Interview Expenses Claim Expenses Claim     --   Information necessary to validate claim and initiate payment for Recruitment Admin       ApplicantIdentification   STRING     Assigned Applicant ID or Name and Competition       ExpenseItems   STRING     -new descr-       Information provided from:       RC26 - Applicant Interview Attendance InterviewAttendance     --   -new type description-       AppearanceAtInterview   ACTION     THe Interviewee attends the interview	Output: FINANCIAL RECORD PERSONAL Instructions to accounting group to make the payments for an expense claim. Expense Approval     --   -new type description-       NameAndAddress   STRING     This needs to be broken up- just ext for now       ExpenseCode   STRING     Legitimate account for Interview Expenses       CompetitionID   STRING     -new descr- Output to the following Statements:       RC21 - Payment Instructions   - Expenses Administrator [FINANCE]       PUSH     via: DIRECT     Note:
Implementation Section Could be an email to accounting or as part of a form that is offered from the accounting system Environments - that deliver this assertion:

Arranged Phone or In Person Interview

RC6     Arranged Phone or In Person Interview The details and status of an interview and the expense policy Information necessary for the Interviewee to arrive at the interview Last Modified: 2023-01-20 4:51:59 PM TOC Accountability : Recruitment Administrator Model Level: OPERATIONAL Activity Type: ARRANGEMENT Determined: MANUALLY
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 Interivewee inquiries. Reschedule as necessary. Inform Candidate of travel constraints and recompense policy. Currency Note: This may be repeatedly changed as availability of candidates and committee change. Manual Effort: 6 Modeling Status: V3     QA Frame: D2/2 - P0/2 Model Note: 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 the output information. This a composite Statement. A Composite Statement has hidden data and other interactions that may not be modeled. This Assertion probably has a number of feeding assertions that are implied by the Specification and further modeling is necessary here. This is part of an Attainment and more detail is necessary here. AM Meta Issue is that here may be two connections that pass the same information between the same assertions. Staus for one position opening or one interview. Included In Views: :        Operational Overview        Connections Outside Recruitment        Context        Fill Position Attainment        ALL
Inputs:       Information provided from:       RC7 - Job Opening Short List Job Opening Shortlist     --   The list of candidates to be contacted for an interview.       CompetitionIdnetifier   STRING     Identitiy to allow lookup of details of the Competition.       CandidateList   STRING     Those candidates who have been chosen for an interview.       InterviewConstraints   STRING     Details about availabilty of interviewers, Suggested location and timescale.       Closed Competition   BOOLEAN     Status of submissions	Output: RECORD PERSONAL An array of information about the Interview including contacts , schedule etc. The date and time and location of interview, travel arrangements, recompense policy and other details for a successful interview.   Recruitment Administrator Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim Output to the following Statements:       RC20 - Interview Expenses Claim   - Job Applicant       PUSH     via: DIRECT     Note:       RC5 - Applicant Interview Notes   - Recruitment Officer       PUSH     via:     Note:       RC26 - Applicant Interview Attendance   - Selected Applicant       PUSH     via: EMAIL     Note:       RC-36 - Opening Status   - Recruitment Officer       PUSH     via: DIRECT     Note: Status
Implementation Section May be possible to set up registration online for interviews it numerous position openings are available. But more likely this is done with personal communications by email and phone. Environments - that deliver this assertion:

Business Improvement Initiative

RC34     Business Improvement Initiative Initiative to improve efficiency or add capability The objectives and expectations for a set of actions that will alter the way the business is preformed. Last Modified: 2023-01-20 4:53:46 PM TOC Accountability : Recruitment Manager Model Level: OPERATIONAL Activity Type: FINDING Determined: MANUALLY
Specification: Use comparisons wit best practices. Poll staff on issues. State the name and objectives of the initiative. State the expected benefits. Currency Note: Three in initiatives formulated yearly and each revised 3 times. Manual Effort: 8 Modeling Status: V3     QA Frame: D4/4 - P4/4 Model Note: This assertion is used to populate the Requirement document. Included In Views: :        REQ_Objectives        Context        ALL
Inputs:       Information provided from:       RC29 - Recruitment Practice Alignment Recruitment Practice Alignment     --   description for Recruitment Practice Alignment       Recruitment Practice Alignment   STRING     description for Recruitment Practice Alignment	Output: -Text to describe what the output structure and semantics is- Business Improvement Initiative     --   Proposed actions and expectations to improve business operations       InitiativeName   STRING     Short name for Initiative     Prototype value: Automate Recruitment Initiative (ARI)       Title   STRING     Title for initiative     Prototype value: Streamling Automation in the Organizatioon       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.       IniitiativeType   STRING     Classification of the inititive into REQUIREMENT, OTHER     Prototype value: REQUIREMENT Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Diverse Workforce Practices

RC31     Diverse Workforce Practices How well we ensure we hire a diverse workforce How well we ensure we hire a diverse workforce and avoid discrimination in hiring Last Modified: 2023-01-20 4:58:00 PM TOC Accountability : Recruitment Manager Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Ensure that objective measures are applied in selecting candidates based on best practices and avoiding hidden biases. Currency Note: -Note on if this is changed often or rarely- Manual Effort: Modeling Status: V3     QA Frame: D1/1 - P1/1 Model Note: Included In Views: :        Governance        Context        ALL
Uses Interview notes but accurate diversity assessment will require more reliable and appropriate information. Inputs:	Output: Diverse Workforce Practices     --   description forDiverse Workforce Practicess       Diverse Workforce Practices   STRING     Text to summarize how recognized practices are adopted.     Prototype value: Formal measures for Diversity are not in place. Output to the following Statements:       RC29 - Recruitment Practice Alignment   - Recruitment Manager       PUSH     via: TBD     Note:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Employee Endorsement

RC14     Employee Endorsement An employee endorses an applicant. Employee proposes a colleague or acquaintance as a potential employee. Last Modified: 2023-01-20 5:02:48 PM TOC Accountability : Employee Model Level: OPERATIONAL Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Provide name, contact information, reason for endorsement, resume and if available, the open position. Currency Note: Manual Effort: 1 Modeling Status: V3     QA Frame: D4/4 - P0/4 Model Note: 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 and Application Process? Included In Views: :        Operational Overview        Connections Outside Recruitment        ALL
Inputs:       Information provided from:       RC11 - Job Opening Publication Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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	Output: RECORD PERSONAL Endorsed Potential Applicant     --   Details of the Applicant and the competition       Employee ID   STRING     Employee who makes the endorsement       Endorsed Person Details   STRING     Name and contact information for endorsee.       Reason For Endorsement   STRING     Rationale       Endorsee Resume   STRING     Resume Output to the following Statements:       RC8 - Suitable Application for Consideration   - Recruitment Officer           via:     Note:
Implementation Section May be implemented as purely email or as a form in the HR system Environments - that deliver this assertion:

Expense Guidelines

RC33     Expense Guidelines Policy on expenses for the Organization Rules to set out legitimate expenses for organizational activities and guidance for coding to correct accounts Last Modified: 2023-01-20 5:16:11 PM TOC Accountability : Supervisor Model Level: OPERATIONAL Activity Type: CONFIGURATION Determined: MANUALLY
Specification: Provide clear guidance that addresses user needs for incurring, submitting and coding expeses. Currency Note: Assumed that Expense guidelines are raerly updated but take significant time to prepare accurately and clearly. Manual Effort: 15 Modeling Status: V3     QA Frame: D1/1 - P1/1 Model Note: It may be that advice on coding certain expenses may come from budgeting assertions. Included In Views: :        ALL
Inputs:	Output: The guidance or policy, while applying to financial does not contain any currency values and is not categorized as Financial, Similarily it is not Personal Information. It may be considered as a company record. Expense Guidelines     --   description for -NewName-       Expense Guidelines   STRING     Text set of ploicies to guide and control expenses     Prototype value: Hotels must cost less than $200. Interview expenses can only claim one night - etc -- Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Interview Expenses Claim

RC20     Interview Expenses Claim Fully completed expense claim Submit incurred expenses for interview Last Modified: 2023-01-20 5:19:59 PM TOC Accountability : Job Applicant Model Level: OPERATIONAL Activity Type: CLAIM Determined: MANUALLY
Specification: Review the potential employer's policy for interview expenses. Assemble receipts for legitimate expenses. Summarize categories and amounts and submit to Recruitment Administrator. Currency Note: Submitted once if instructions are clear Manual Effort: 1 Modeling Status: V3     QA Frame: D2/2 - P0/2 Model Note: Yearly repeat value is from Organization perspective not Applicants perspective! Included In Views: :        Operational Overview        Connections Outside Recruitment        Financial        REQ_Scope        ALL
Inputs:       Information provided from:       RC6 - Arranged Phone or In Person Interview   Recruitment Administrator Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim	Output: FINANCIAL RECORD PERSONAL Submission should include categories, amounts, competition id, and applicant identity. Expenses Claim     --   Information necessary to validate claim and initiate payment for Recruitment Admin       ApplicantIdentification   STRING     Assigned Applicant ID or Name and Competition       ExpenseItems   STRING     -new descr- Output to the following Statements:       RC18 - Approved Applicant Expense   - Recruitment Administrator       PUSH     via:     Note:
Implementation Section Probably an Email with attachments for receipt images. Environments - that deliver this assertion:

Job Offer Response

RC3     Job Offer Response Respond to offer with acceptance refusal or intent to negotiate The applicant accepts, refuses, or negotiates the job offer Last Modified: 2023-01-21 4:50:05 AM TOC Accountability : Selected Applicant Model Level: OPERATIONAL Activity Type: DECISION Determined: MANUALLY
Specification: Decide to accept, refuse, or negotiate the job offer, and responds with the decision. Currency Note: Manual Effort: 3 Modeling Status: V3     QA Frame: D2/3 - P3/3 Model Note: 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 it leads to contractual obligations. It may be that Onboarding creates the financial record. The current model shows the information going to more than one assertion. In fact the Recruitment Officer would receive the acceptance and broadcast to initiate additional assertions. Included In Views: :        Governance        Operational Overview        Fill Position Attainment        ALL
Inputs:       Information provided from:       RC4 - Position Offer Position Offer     --   The Position, Salary, Start Date,       ApplicationID   STRING     -new descr-       PositionOffered   STRING     -new descr-       Salary   NUMBER     -new descr-       StartDate   DATE     -new descr-	Output: FINANCIAL RECORD PERSONAL Applicant Acceptance     --   A response from an applicant who has been given a job offer.       ApplicantName   STRING     Name     Prototype value: Sanjay Tran       PositionIdentifier   STRING     The competition position offered     Prototype value: 21-124       AcceptanceDetails   STRING     Text to elaborate on acceptance or rejection. May include negotiating terms.     Prototype value: I will start April 1 as proposed. Output to the following Statements:       RC23 - Timely Recruitment Performance   - Recruitment Officer       PUSH     via:     Note:       RC2 - Job Position Gaps   - Recruitment Officer       PUSH     via:     Note:       RC25 - Onboarding Instructions   - Supervisor       PUSH     via:     Note:       RC4 - Position Offer   - tbd       PUSH     via:     Note:       RC-36 - Opening Status   - Recruitment Officer       PUSH     via: TBD     Note:
Implementation Section This may be done by a verbal phone call too and may require a parallel connection. Environments - that deliver this assertion:

Job Opening Publication

RC11     Job Opening Publication Details necessary to promote an opening Details necessary to promote an opening in print, online, or to phone lists. . Last Modified: 2023-01-21 3:27:07 PM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: REQUEST Determined: MANUALLY
Specification: Complete the standard template for a posting and identify where the posting should be sent. Identify job level. submission requirements etc Currency Note: It is unlikely but possible that the same posting would be re-issued. Manual Effort: 8 Modeling Status: V3     QA Frame: D8/8 - P7/8 Model Note: 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 users. How to model the distribution of this to a number of 'locations' such as job agencies, job websites, potential applicants, newspaper adverts etc. Modeling guidance needed here! Included In Views: :        Operational Overview        Connections Outside Recruitment        Context        Fill Position Attainment        ALL
Inputs:       Information provided from:       RC15 - Position Opening Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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	Output: RECORD A formal job posting with instructions for applicants, closing date, etc, Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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 Output to the following Statements:       RC10 - Application Tendered   - Job Applicant           via: EMAIL     Note:       RC14 - Employee Endorsement   - Employee           via: DIRECT     Note:       RC-36 - Opening Status   - Recruitment Officer       PUSH     via: DIRECT     Note: Only the status
Implementation Section Environments - that deliver this assertion:

Job Opening Short List

RC7     Job Opening Short List A list of Applicants that should be vetted further A list of Applicants that should be vetted further with phone, online, in-person interviews, or reference checks Last Modified: 2023-01-21 6:30:10 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: CONFERENCE Determined: MANUALLY
Specification: Decide, through discussion, the set of applicants who will further be interviewed or vetted. Currency Note: Manual Effort: 2 Modeling Status: V3     QA Frame: D4/4 - P0/4 Model Note: 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. The shortlist may be assembled before closing or shortly after. Included In Views: :        Operational Overview        Connections Outside Recruitment        REQ_Scope        Fill Position Attainment        ALL
Inputs:       Information provided from:       RC8 - Suitable Application for Consideration Suitable Application     --   The Application itself is included. Also included is how it meets the basic requirements and its Pass Fail assessment       blnMeetsRequirements   BOOLEAN     true if requirements are met       Application   STRING     -new descr-       Information provided from:       RC16 - Open Position Requirements Position Requirements     --   The identification of the Position and a set of skills, certs and capabilities required to fill.       PositionID   STRING     Identifier for the Position     Prototype value: 22-001       RequiredSkills   STRING     May be formally enumerated or just textural     Prototype value: BPMN, AM, Interviewing       JobLevelID   STRING     Identifier for Paygrades     Prototype value: Sr-2       IncumbantID   STRING     Employee ID of person who holds position     Prototype value: E-2316       Opening Requirements Identified   BOOLEAN     Indicator that the Opening requirements are completed	Output: RECORD PERSONAL Includes updating status Job Opening Shortlist     --   The list of candidates to be contacted for an interview.       CompetitionIdnetifier   STRING     Identitiy to allow lookup of details of the Competition.       CandidateList   STRING     Those candidates who have been chosen for an interview.       InterviewConstraints   STRING     Details about availabilty of interviewers, Suggested location and timescale.       Closed Competition   BOOLEAN     Status of submissions Output to the following Statements:       RC6 - Arranged Phone or In Person Interview   - Recruitment Administrator       PUSH     via:     Note:       RC-36 - Opening Status   - Recruitment Officer       PUSH     via: DIRECT     Note: Only Status
Implementation Section Environments - that deliver this assertion:

Job Position Gaps

RC2     Job Position Gaps List of unfilled or hard to fill positions Job Positions that are unfilled, change often, or are difficult to find qualified applicants for. Last Modified: 2023-01-21 6:31:32 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: FINDING Determined: MANUALLY
Specification: Add job rejections to the gaps list. Review positions that change incumbents often. Currency Note: Manual Effort: 1 Modeling Status: V3     QA Frame: D2/2 - P0/2 Model Note: Included In Views: :        Operational Overview        Context        ALL
Inputs:       Information provided from:       RC3 - Job Offer Response Applicant Acceptance     --   A response from an applicant who has been given a job offer.       ApplicantName   STRING     Name     Prototype value: Sanjay Tran       PositionIdentifier   STRING     The competition position offered     Prototype value: 21-124       AcceptanceDetails   STRING     Text to elaborate on acceptance or rejection. May include negotiating terms.     Prototype value: I will start April 1 as proposed.       Information provided from:       RC4 - Position Offer Position Offer     --   The Position, Salary, Start Date,       ApplicationID   STRING     -new descr-       PositionOffered   STRING     -new descr-       Salary   NUMBER     -new descr-       StartDate   DATE     -new descr-	Output: Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim Output to the following Statements:       RC1 - Potential Job Fair Proposed   - Recruitment Officer       PUSH     via:     Note:
Implementation Section Environments - that deliver this assertion:

Onboarding Instructions

RC25     Onboarding Instructions Information necessary to onboard new employee This informs the Onboarding Function to initiate that function. Last Modified: 2023-01-21 6:35:17 AM TOC Accountability : Supervisor Model Level: OPERATIONAL Activity Type: CONFIGURATION Determined: MANUALLY
Specification: Inform Onboarding of Applicant details including personal information, agreed date, section, payrate agreement, etc. Currency Note: -Note on if this is changed often or rarely- Manual Effort: 1 Modeling Status: V3     QA Frame: D0/1 - P0/1 Model Note: This recognizes that there is a passover to other authorities modeled elsewhere. How responsibilities are divided between HR and the department must be established. Included In Views: :        ALL
Inputs:       Information provided from:       RC3 - Job Offer Response Applicant Acceptance     --   A response from an applicant who has been given a job offer.       ApplicantName   STRING     Name     Prototype value: Sanjay Tran       PositionIdentifier   STRING     The competition position offered     Prototype value: 21-124       AcceptanceDetails   STRING     Text to elaborate on acceptance or rejection. May include negotiating terms.     Prototype value: I will start April 1 as proposed.	Output: RECORD PERSONAL Inform Onboarding of Applicant details including personal information, agreed date, section, payrate agreement, etc. Also inform Position Management. Onboarding Instructions     --   description for -new type name-       Onboarding Instructions   STRING     description for -new type name- Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Open Position Requirements

RC16     Open Position Requirements The nature of the position to be offered The nature of the position to be offered, necessary skills etc. Last Modified: 2023-01-21 7:16:12 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: CONFERENCE Determined: MANUALLY
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. Currency Note: The set of output information may change iteratively until a draft is transmitted. Manual Effort: 3 Modeling Status: V3     QA Frame: D5/5 - P4/5 Model Note: 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?? Information from this allows the Recruitment Officer to prepare the formal job description and plan the advertisement approach. The competition information becomes the context for the recruitment effort. How does the job description ( largely prepared by the supervisor) differ from the job position largely prepared by Recuritment Officer with respect to clarity and fairness for work expectations). Included In Views: :        Operational Overview        Fill Position Attainment        ALL
Inputs:       Information provided from:       RC17 - Position to be Filled Job Opening Description     --   Textural description of a position that is open       Job Description   STRING     Informal identification of the need to initiate ReEcruitment     Prototype value: I need a new BA ASAP       SupervisorIdentity   STRING     A way of identifying the supervisor who is drawing the opening to the Recruitment Officer.     Prototype value: Richard Lay	Output: RECORD PERSONAL Output is a set of requirements that support how the job advertisement is created and published. This output creates a competition and aims to attain a suitable candidate. Position Requirements     --   The identification of the Position and a set of skills, certs and capabilities required to fill.       PositionID   STRING     Identifier for the Position     Prototype value: 22-001       RequiredSkills   STRING     May be formally enumerated or just textural     Prototype value: BPMN, AM, Interviewing       JobLevelID   STRING     Identifier for Paygrades     Prototype value: Sr-2       IncumbantID   STRING     Employee ID of person who holds position     Prototype value: E-2316       Opening Requirements Identified   BOOLEAN     Indicator that the Opening requirements are completed Output to the following Statements:       RC15 - Position Opening   - Recruitment Officer           via:     Note:       RC7 - Job Opening Short List   - Recruitment Officer       PUSH     via: TBD     Note:       RC-36 - Opening Status   - Recruitment Officer       PUSH     via: DIRECT     Note: Only the status
Implementation Section Probably a number of emails and phone calls to firm up the recruuitment approach. Environments - that deliver this assertion:

Opening Status

RC-36     Opening Status The Current Stage of Hiring for a Position As certain hiring steps are completed, update the current staatus Last Modified: 2023-01-21 7:24:00 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: CALCULATION Determined: AUTOMATICALLY
Specification: List the stages of competion for the Hiring. Currency Note: Manual Effort: 1 Modeling Status: V3     QA Frame: D0/1 - P0/1 Model Note: 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! Included In Views: :        Fill Position Attainment        ALL
Completion of major events Inputs:       Information provided from:       RC16 - Open Position Requirements Position Requirements     --   The identification of the Position and a set of skills, certs and capabilities required to fill.       PositionID   STRING     Identifier for the Position     Prototype value: 22-001       RequiredSkills   STRING     May be formally enumerated or just textural     Prototype value: BPMN, AM, Interviewing       JobLevelID   STRING     Identifier for Paygrades     Prototype value: Sr-2       IncumbantID   STRING     Employee ID of person who holds position     Prototype value: E-2316       Opening Requirements Identified   BOOLEAN     Indicator that the Opening requirements are completed       Information provided from:       RC11 - Job Opening Publication Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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       Information provided from:       RC7 - Job Opening Short List Job Opening Shortlist     --   The list of candidates to be contacted for an interview.       CompetitionIdnetifier   STRING     Identitiy to allow lookup of details of the Competition.       CandidateList   STRING     Those candidates who have been chosen for an interview.       InterviewConstraints   STRING     Details about availabilty of interviewers, Suggested location and timescale.       Closed Competition   BOOLEAN     Status of submissions       Information provided from:       RC6 - Arranged Phone or In Person Interview   Recruitment Administrator Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim       Information provided from:       RC4 - Position Offer Position Offer     --   The Position, Salary, Start Date,       ApplicationID   STRING     -new descr-       PositionOffered   STRING     -new descr-       Salary   NUMBER     -new descr-       StartDate   DATE     -new descr-       Information provided from:       RC3 - Job Offer Response Applicant Acceptance     --   A response from an applicant who has been given a job offer.       ApplicantName   STRING     Name     Prototype value: Sanjay Tran       PositionIdentifier   STRING     The competition position offered     Prototype value: 21-124       AcceptanceDetails   STRING     Text to elaborate on acceptance or rejection. May include negotiating terms.     Prototype value: I will start April 1 as proposed.	Output: -Text to describe what the output structure and semantics is- Opening Status     --   description for Opening Status       Opening Status   STRING     description for Opening Status Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Our Organization Reputation

RC0     Our Organization Reputation An indicator of how the organization is viewed in the labour market 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. Last Modified: 2023-01-21 7:34:31 AM TOC Accountability : Recruitment Manager Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Gather feedback ands activities performed to present as an employer. Currency Note: Manual Effort: 20 Modeling Status: V3     QA Frame: D0/1 - P0/1 Model Note: One of a number of Governance statements that need further elaboration. Included In Views: :        Governance        Context        ALL
Inputs:	Output: Organization Reputation     --   A self assessment of the organization as an employer       Reputation Suummary   STRING     description for -new type name- Output to the following Statements:       RC29 - Recruitment Practice Alignment   - Recruitment Manager       PUSH     via: TBD     Note:
Implementation Section Environments - that deliver this assertion:

Payment Instructions

RC21     Payment Instructions Instructions to the bank to make a payment Authorization to bank for bank transfer or to issue a cheque. Last Modified: 2023-01-21 7:39:51 AM TOC Accountability : Expenses Administrator [FINANCE] Model Level: OPERATIONAL Activity Type: REQUEST Determined: MANUALLY
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. Currency Note: Manual Effort: Modeling Status: V3     QA Frame: D1/1 - P0/1 Model Note: 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. Output of bank instructions may be different than the confirmation of approval. This must be resolved. Should Year Repeat apply to only the inputs from one type of payment. In fact this authorization is performed thousands of times. Initiations from multiple inputs. Included In Views: :        Operational Overview        Connections Outside Recruitment        Financial        REQ_Scope        ALL
Inputs:       Information provided from:       RC18 - Approved Applicant Expense Expense Approval     --   -new type description-       NameAndAddress   STRING     This needs to be broken up- just ext for now       ExpenseCode   STRING     Legitimate account for Interview Expenses       CompetitionID   STRING     -new descr-	Output: FINANCIAL RECORD PERSONAL -Text to describe what the output structure and semantics is- Payment Instruction     --   Information necessary for bank to credit an account or issue a cheque.       PaymentInstruction   STRING     FOR NOW - Who is to be paid, How much, And a Cost centre. And who authorizes the payment. Output to the following Statements:
Implementation Section Modeling for the Accounting function may have alternate Assertions. Environments - that deliver this assertion:

Performance of Human Resources

RC-35     Performance of Human Resources Assess the the overall contribution of HR to the Organization An assessment of the HR Function as a whole. Intended to support a varety of Goverance decisions outside Recruitment. Last Modified: 2023-01-21 7:43:31 AM TOC Accountability : Director of Human Resources Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Considering Mission and Values of the organization assess the overall contribution to those Goals Currency Note: Quarterly Manual Effort: 5 Modeling Status: V3     QA Frame: D1/1 - P0/1 Model Note: Added to recognize decisions outside Recruitment that require information from i usually provided by the Recruitment Manager. Included In Views: :        ALL
Multiple but in the Recruitment Model only inpit fro Recruitment is shown. Inputs:       Information provided from:       RC22 - Recruitment Management Capabilities Recruitment Management Capabilities     --   -new type description-       Capabilities Summary   STRING     A summary of current capabilites     Prototype value: While we are pretty good at some stuff, we should automate some of the repeating assertions that require manual assembly of needed information.	Output: RECORD Intended to inform broader Organizational decisions. HRPerformance     --   description for -NewName-       HRPerformance   DOCUMENT     A summary document or report on HR Performance Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Position Offer

RC4     Position Offer A decision on the Applicant and conditions of employment to be offered. 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. Last Modified: 2023-01-22 8:49:18 AM TOC Accountability : tbd Model Level: OPERATIONAL Activity Type: FINDING Determined: MANUALLY
Specification: Using Resumes, Skiill requirements, Interview notes, decide on Applicant for offer (or none) Currency Note: Repeats for every offer made in a year. Manual Effort: 2 Modeling Status: V3     QA Frame: D4/4 - P0/4 Model Note: 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 head of recruitment or HR. ( this may need another Assertion). Job Position Gaps RC2 may be informed after acceptance. Included In Views: :        Operational Overview        Connections Outside Recruitment        Fill Position Attainment        ALL
If an offer is rejected then the committee must re-convene and decide on next steps. IE offer to second candidate or repost. The results of the interview(s) inform this assertion Inputs:       Information provided from:       RC5 - Applicant Interview Notes Interview Notes     --   Identify the Competition, Candidate, Interview Iidentifier and pertinent notes from the interview.       PositionID   STRING     Organizational Position Identifier       ApplicantID   STRING     Candidate Identifier       InterviewID   STRING     Interview Identifier - allows lookup to details of the interview (locateion,date,interviewers.       InterviewNotes   STRING     -new descr-       Information provided from:       RC3 - Job Offer Response Applicant Acceptance     --   A response from an applicant who has been given a job offer.       ApplicantName   STRING     Name     Prototype value: Sanjay Tran       PositionIdentifier   STRING     The competition position offered     Prototype value: 21-124       AcceptanceDetails   STRING     Text to elaborate on acceptance or rejection. May include negotiating terms.     Prototype value: I will start April 1 as proposed.       Information provided from:       RC26 - Applicant Interview Attendance InterviewAttendance     --   -new type description-       AppearanceAtInterview   ACTION     THe Interviewee attends the interview	Output: RECORD PERSONAL The successful applicant is sent the offer. Position Offer     --   The Position, Salary, Start Date,       ApplicationID   STRING     -new descr-       PositionOffered   STRING     -new descr-       Salary   NUMBER     -new descr-       StartDate   DATE     -new descr- Output to the following Statements:       RC3 - Job Offer Response   - Selected Applicant       PUSH     via: VERBAL     Note: The Recruitment Officer may phone the applicant and follow with a formal letter.       RC2 - Job Position Gaps   - Recruitment Officer       PUSH     via:     Note:       RC-36 - Opening Status   - Recruitment Officer       PUSH     via: TBD     Note:
Implementation Section Environments - that deliver this assertion:

Position Opening

RC15     Position Opening A prepared description of a job opening A prepared description of a job opening with requirements. Last Modified: 2023-01-21 7:53:01 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: REQUEST Determined: MANUALLY
Specification: Give the job title, organizational level (range)(implies pay scale). list of skills. Job duties. Approach for selection. Currency Note: Manual Effort: 10 Modeling Status: V3     QA Frame: D8/8 - P7/8 Model Note: 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 and when. It contains nothing about the competition but does contain job duties and skills unique to the org unit. Included In Views: :        Operational Overview        REQ_Scope        Context        ALL
Inputs:       Information provided from:       RC16 - Open Position Requirements Position Requirements     --   The identification of the Position and a set of skills, certs and capabilities required to fill.       PositionID   STRING     Identifier for the Position     Prototype value: 22-001       RequiredSkills   STRING     May be formally enumerated or just textural     Prototype value: BPMN, AM, Interviewing       JobLevelID   STRING     Identifier for Paygrades     Prototype value: Sr-2       IncumbantID   STRING     Employee ID of person who holds position     Prototype value: E-2316       Opening Requirements Identified   BOOLEAN     Indicator that the Opening requirements are completed	Output: RECORD Output structure such that if approvals are necessary then necessary information is available. Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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 Output to the following Statements:       RC23 - Timely Recruitment Performance   - Recruitment Officer       PUSH     via: DBSTORE     Note:       RC11 - Job Opening Publication   - Recruitment Officer       PUSH     via: DIRECT     Note:
Implementation Section An additional connection should be added to make a direct transmission to the Job Opening Publication. Environments - that deliver this assertion:

Position to be Filled

RC17     Position to be Filled Identification of immediate or imminent opening in a section A single position is available (immediately or anticipated) and must be filled. Last Modified: 2023-01-21 7:54:21 AM TOC Accountability : Supervisor Model Level: OPERATIONAL Activity Type: REQUEST Determined: MANUALLY
Specification: Identify a current job position that is, or may become, available and initiates the recruitment process. Currency Note: Manual Effort: 2 Modeling Status: V3     QA Frame: D2/2 - P2/2 Model Note: 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. Included In Views: :        Operational Overview        ALL
Inputs:	Output: A message to the Recruitment Officer to start the Competition. Job Opening Description     --   Textural description of a position that is open       Job Description   STRING     Informal identification of the need to initiate ReEcruitment     Prototype value: I need a new BA ASAP       SupervisorIdentity   STRING     A way of identifying the supervisor who is drawing the opening to the Recruitment Officer.     Prototype value: Richard Lay Output to the following Statements:       RC16 - Open Position Requirements   - Recruitment Officer           via:     Note:
Implementation Section May be implemented as an iput screen to capture the necessary attributes for a recruitment. Or could be an email Environments - that deliver this assertion:

Potential Job Fair Proposed

RC1     Potential Job Fair Proposed A job fair or employment agency is identified. A job fair or presentation that targets potential employees is identified. Last Modified: 2023-01-21 7:58:32 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: FINDING Determined: MANUALLY
Specification: Currency Note: Manual Effort: 3 Modeling Status: V3     QA Frame: D1/1 - P0/1 Model Note: The Assertion, needed to satisfy the outreach for potential employees, needs further elaboration, particularly to address the goals and measures for these efforts. Currently output is not used. Included In Views: :        Governance        Operational Overview        Context        ALL
Inputs:       Information provided from:       RC2 - Job Position Gaps Interview Details     --   Detailed datetypes tbd       InterviewTimeAndLocation   STRING     Date, time, location and how to find the interview.       ExpensesInstructions   STRING     What expenses may be claimed and how to claim	Output: EmployeeSources     --   Catalog of places to try to fill a position.       empSources   STRING     List of Employee sources Output to the following Statements:
Implementation Section Environments - that deliver this assertion:

Potential, Current, Past Resumes

RC12     Potential, Current, Past Resumes The set of resumes submitted on spec or as part of Application process The set of resumes submitted on spec or as part of Application process. Last Modified: 2023-01-21 8:13:01 AM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: EXTRACTION Determined: MANUALLY
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 committee. Currency Note: Manual Effort: 2 Modeling Status: V3     QA Frame: D4/4 - P0/4 Model Note: 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 opening is posted. needs decision if every submitted Resume goes into a single file or only those of particular interest. There is a task to receive and file these. It should be a separate Assertion. Included In Views: :        Operational Overview        REQ_Scope        Context        ALL
Inputs:       Information provided from:       RC13 - Resume Offered Tendered Resume     --   The resume itself, contact information, targeted position (if there), skills summary       Resume Summary   STRING     Name and contact information       Resume   STRING     A textural copy of a resume ( may be in Word etc)       KeywordList   STRING     a string of keywords to support filtering when the resume is included in a collection. May require a more sophiisticated categorization for searching in the future.	Output: RECORD PERSONAL A set of Resumes from potential applicants that may be contacted to apply. Resume Bank     --   A collection of resumes that have been submitted wioth categories to allow searching.       Collection Name   STRING     The name of the collection of resumes.       Resume CollectionCOMPLEX    Tendered Resume     a collection of Tendered Resumes Output to the following Statements:       RC8 - Suitable Application for Consideration   - Recruitment Officer       PUSH     via:     Note:
Implementation Section Environments - that deliver this assertion:

Recruitment Assessment

RC27     Recruitment Assessment A qualitative summary of how Recruitment is performed A qualitative summary of how Recruitment is performed based on Managers statements Last Modified: 2023-01-21 2:10:24 PM TOC Accountability : Recruitment Manager Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Review the manager's statements and inspect the description in place. Currency Note: -Note on if this is changed often or rarely- Manual Effort: 1 Modeling Status: V3     QA Frame: D0/1 - P0/1 Model Note: This recognizes an external auditor Included In Views: :        Governance        Connections Outside Recruitment        ALL
This would access the meta values for all included Assertions. Inputs:       Information provided from:       RC22 - Recruitment Management Capabilities Recruitment Management Capabilities     --   -new type description-       Capabilities Summary   STRING     A summary of current capabilites     Prototype value: While we are pretty good at some stuff, we should automate some of the repeating assertions that require manual assembly of needed information.	Output: -Text to describe what the output structure and semantics is- Recruitment Summary     --   A report assessing the capabilities of Recruitment       Recruitment Capability Summary   STRING     Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Recruitment Function Effectiveness

RC24     Recruitment Function Effectiveness Performance Measure for time to recruit A fair, timely function for selecting from a good set of candidates Last Modified: 2023-01-21 2:51:07 PM TOC Accountability : Recruitment Manager Model Level: TACTICAL Activity Type: ASSESSMENT Determined: MANUALLY
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. List the Assertions for Recruitment as indicators of an effective function. Currency Note: Constantly updated for a period Manual Effort: 5 Modeling Status: V3     QA Frame: D3/3 - P3/3 Model Note: 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. An external measurement should be added here. Included In Views: :        Governance        Context        ALL
Inputs:       Information provided from:       RC23 - Timely Recruitment Performance Timely Recruitment Performance     --   Measures for the average time to recruit for a period       Period   STRING     The quarter for a measure of performance. EG Y21Q3       CompetitionsInQuarter   INTEGER     Count of competitions started in this period       AverageDaysToFill   NUMBER     Average days to fill for competitions started in this quarter	Output: A report against targets for Recruitment Measure of Recruitment Function     --   Values to support period to period comparisons       Period   STRING     Quarterly     Prototype value: 3rd Quarter 2022       Count of Competitions For Period   STRING     Ending in Period     Prototype value: 6       Average Time to Fill   STRING     From positin confirmation to acceptance.     Prototype value: 87 days Output to the following Statements:       RC22 - Recruitment Management Capabilities   - Recruitment Manager       PUSH     via:     Note:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Recruitment Management Capabilities

RC22     Recruitment Management Capabilities Indicator of how well Recruitment is managed in the organization 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. Last Modified: 2023-01-21 2:52:54 PM TOC Accountability : Recruitment Manager Model Level: STRATEGIC Activity Type: ASSESSMENT Determined: MANUALLY
Specification: 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. Currency Note: -Note on if this is changed often or rarely- Manual Effort: 3 Modeling Status: V3     QA Frame: D1/1 - P1/1 Model Note: 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 you dont need to talk aout a spedometer to explalin an engine operation. It should be possible to turn off and hide the performance type Assertions (probably automatic) and their inputs. Included In Views: :        Governance        Connections Outside Recruitment        REQ_Objectives        Context        ALL
The Manager will use unmodeled inputs, formal and informal, to support the assessment of the functions capabilities. Assertion Sources include performance measures in s structured format as well as less objective findings and assessments. Inputs:       Information provided from:       RC30 - Recruitment Value to Organization Recruitment Value to Organizaton     --   description for Recruitment Value to Organizaton       Recruitment Value to Organizaton   STRING     Summary of how recritment provides value     Prototype value: The Organization has not addressed this other than implicitly. Improvements to Recruiting Capability should include additinal information sources.       Information provided from:       RC24 - Recruitment Function Effectiveness Measure of Recruitment Function     --   Values to support period to period comparisons       Period   STRING     Quarterly     Prototype value: 3rd Quarter 2022       Count of Competitions For Period   STRING     Ending in Period     Prototype value: 6       Average Time to Fill   STRING     From positin confirmation to acceptance.     Prototype value: 87 days       Information provided from:       RC29 - Recruitment Practice Alignment Recruitment Practice Alignment     --   description for Recruitment Practice Alignment       Recruitment Practice Alignment   STRING     description for Recruitment Practice Alignment	Output: A document that shows assessments and comments for Recruitment performance. Recruitment Management Capabilities     --   -new type description-       Capabilities Summary   STRING     A summary of current capabilites     Prototype value: While we are pretty good at some stuff, we should automate some of the repeating assertions that require manual assembly of needed information. Output to the following Statements:       RC27 - Recruitment Assessment   - Recruitment Manager       PUSH     via:     Note:       RC-35 - Performance of Human Resources   - Director of Human Resources       PUSH     via: TBD     Note:
Implementation Section A quarterly report on a set of measures that support reporting on the items in the specification. Environments - that deliver this assertion:

Recruitment Practice Alignment

RC29     Recruitment Practice Alignment How well we align with recognized practices A subjective assessment of the use of best practices within the organization. Last Modified: 2023-01-21 2:58:50 PM TOC Accountability : Recruitment Manager Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Consider wokrforce diversity, Wide recruitment sourcing and organizational reputation and other appropriate factors to assess how well recruitment aligns with current recognised practices. Currency Note: Assumes some of the supporting assessments are up to date. Manual Effort: 2 Modeling Status: V3     QA Frame: D0/1 - P0/1 Model Note: Included In Views: :        Governance        Context        ALL
Inputs:       Information provided from:       RC31 - Diverse Workforce Practices Diverse Workforce Practices     --   description forDiverse Workforce Practicess       Diverse Workforce Practices   STRING     Text to summarize how recognized practices are adopted.     Prototype value: Formal measures for Diversity are not in place.       Information provided from:       RC0 - Our Organization Reputation Organization Reputation     --   A self assessment of the organization as an employer       Reputation Suummary   STRING     description for -new type name-       Information provided from:       RC29 - Recruitment Practice Alignment Recruitment Practice Alignment     --   description for Recruitment Practice Alignment       Recruitment Practice Alignment   STRING     description for Recruitment Practice Alignment	Output: -Text to describe what the output structure and semantics is- Recruitment Practice Alignment     --   description for Recruitment Practice Alignment       Recruitment Practice Alignment   STRING     description for Recruitment Practice Alignment Output to the following Statements:       RC22 - Recruitment Management Capabilities   - Recruitment Manager       PUSH     via: TBD     Note:       RC34 - Business Improvement Initiative   - Recruitment Manager       PUSH     via: TBD     Note:       RC29 - Recruitment Practice Alignment   - Recruitment Manager       PUSH     via: TBD     Note:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Recruitment Value to Organization

RC30     Recruitment Value to Organization Assessment of how Recruitment contributes value to the 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. Last Modified: 2023-01-21 3:04:05 PM TOC Accountability : Recruitment Manager Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Assess contribution to individual supervisors. Currency Note: -Note on if this is changed often or rarely- Manual Effort: Modeling Status: V3     QA Frame: D1/1 - P1/1 Model Note: Retainment is not just recruitment. It is broader HR. This Attainment is currently 'uninformed' and poorly articulated. Included In Views: :        Governance        Context        ALL
Inputs:	Output: Recruitment Value to Organizaton     --   description for Recruitment Value to Organizaton       Recruitment Value to Organizaton   STRING     Summary of how recritment provides value     Prototype value: The Organization has not addressed this other than implicitly. Improvements to Recruiting Capability should include additinal information sources. Output to the following Statements:       RC22 - Recruitment Management Capabilities   - Recruitment Manager       PUSH     via:     Note:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

Resume Offered

RC13     Resume Offered An external source submits an unsolicited resume. An external source (individual or employment firm) submits an unsolicited resume. Last Modified: 2023-01-21 3:27:19 PM TOC Accountability : Job Applicant Model Level: OPERATIONAL Activity Type: REQUEST Determined: MANUALLY
Specification: Send letter and resume to organization Currency Note: Manual Effort: 5 Modeling Status: V3     QA Frame: D3/3 - P0/3 Model Note: 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 hand delivered resumes or a website transmission. Included In Views: :        Operational Overview        ALL
Inputs:	Output: RECORD PERSONAL Tendered Resume     --   The resume itself, contact information, targeted position (if there), skills summary       Resume Summary   STRING     Name and contact information       Resume   STRING     A textural copy of a resume ( may be in Word etc)       KeywordList   STRING     a string of keywords to support filtering when the resume is included in a collection. May require a more sophiisticated categorization for searching in the future. Output to the following Statements:       RC12 - Potential, Current, Past Resumes   - Recruitment Officer           via: DIRECT     Note:
Implementation Section Environments - that deliver this assertion:

Succession Plans for Key Positions

RC9     Succession Plans for Key Positions Plans for preparing internal candidates for crucial management positions A set of recruitment resources, organizations, employment firms or internal resume bank where employees could be quickly recruited from. Last Modified: 2023-01-21 3:08:00 PM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: ASSESSMENT Determined: MANUALLY
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. Currency Note: Manual Effort: 6 Modeling Status: V3     QA Frame: D1/1 - P0/1 Model Note: 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. Included In Views: :        Operational Overview        Context        ALL
Inputs:	Output: Succession Plan     --   description for -new type name-       List of key positions   STRING     Positions , possible incumbants, training Output to the following Statements:       RC8 - Suitable Application for Consideration   - Recruitment Officer           via:     Note:
Implementation Section Environments - that deliver this assertion:

Suitable Application for Consideration

RC8     Suitable Application for Consideration A single application meets or fails to meet preliminary application requirements. A single application meets or fails to meet preliminary application requirements. Last Modified: 2023-01-21 3:15:12 PM TOC Accountability : Recruitment Officer Model Level: OPERATIONAL Activity Type: ASSESSMENT Determined: MANUALLY
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. Currency Note: Manual Effort: 1 Modeling Status: V3     QA Frame: D2/2 - P0/2 Model Note: 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 clarity on if these are batched or sent as they are assessed. The selection Committee will not make their decision until the time limit is reached. Included In Views: :        Operational Overview        Connections Outside Recruitment        Context        ALL
Inputs:       Information provided from:       RC14 - Employee Endorsement Endorsed Potential Applicant     --   Details of the Applicant and the competition       Employee ID   STRING     Employee who makes the endorsement       Endorsed Person Details   STRING     Name and contact information for endorsee.       Reason For Endorsement   STRING     Rationale       Endorsee Resume   STRING     Resume       Information provided from:       RC9 - Succession Plans for Key Positions Succession Plan     --   description for -new type name-       List of key positions   STRING     Positions , possible incumbants, training       Information provided from:       RC12 - Potential, Current, Past Resumes Resume Bank     --   A collection of resumes that have been submitted wioth categories to allow searching.       Collection Name   STRING     The name of the collection of resumes.       Resume CollectionCOMPLEX    Tendered Resume     a collection of Tendered Resumes       Information provided from:       RC10 - Application Tendered   Applicant Tendered Application     --   An application that should meet the requirements of the Posting       Competitionidentifier   STRING     to clearly identify the attached application       SupportingLetter   STRING     Full letter       SubmittedResume   STRING     -new descr-	Output: RECORD PERSONAL The output is the application and if it meets all requirements or reasons for failure. Suitable Application     --   The Application itself is included. Also included is how it meets the basic requirements and its Pass Fail assessment       blnMeetsRequirements   BOOLEAN     true if requirements are met       Application   STRING     -new descr- Output to the following Statements:       RC7 - Job Opening Short List   - Recruitment Officer           via:     Note:
Implementation Section If the applications are automated then this purely adds a Boolean field. Practically this may involve some contacting of the applicants to confirm submitted information. Environments - that deliver this assertion:

Timely Recruitment Performance

RC23     Timely Recruitment Performance Time to Recruit for all Openings in a Period Time to Recruit for each Recruitment for a period Last Modified: 2023-09-20 2:52:37 PM TOC Accountability : Recruitment Officer Model Level: GOVERNANCE Activity Type: CALCULATION Determined: AUTOMATICALLY
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. Maintain a running count and average for a period. Currency Note: This is cumulative Manual Effort: 0 Modeling Status: V3     QA Frame: D3/3 - P0/3 Model Note: Used for performance measures this taps into existing Assertions to report for a period Included In Views: :        Governance        Context        ALL
Inputs:       Information provided from:       RC15 - Position Opening Position Opening     --   All the information necessary to publish to the public about an open position including close etc       Competition ID   STRING     Unique id for competition for a job opening.     Prototype value: SMAU-22-08       Publish Date   DATE     -new descr-     Prototype value: 2022-01-04       Level Salary   STRING     Job Level in Organization and Salary Range     Prototype value: $88000 - $9000       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.bs Must 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       Information provided from:       RC3 - Job Offer Response Applicant Acceptance     --   A response from an applicant who has been given a job offer.       ApplicantName   STRING     Name     Prototype value: Sanjay Tran       PositionIdentifier   STRING     The competition position offered     Prototype value: 21-124       AcceptanceDetails   STRING     Text to elaborate on acceptance or rejection. May include negotiating terms.     Prototype value: I will start April 1 as proposed.	Output: Output is list of Competitions from identification to acceptance and a count and average days. This could be pulled for quarterly reports or pushed for each completion. Timely Recruitment Performance     --   Measures for the average time to recruit for a period       Period   STRING     The quarter for a measure of performance. EG Y21Q3       CompetitionsInQuarter   INTEGER     Count of competitions started in this period       AverageDaysToFill   NUMBER     Average days to fill for competitions started in this quarter Output to the following Statements:       RC24 - Recruitment Function Effectiveness   - Recruitment Manager       PUSH     via: TBD     Note:
Implementation Section Can be calculated automatically. But if not possible this could be done manually by capturing each Competition Environments - that deliver this assertion:

Wide and Accurate Sourcing Practice

RC32     Wide and Accurate Sourcing Practice Ensure sources for candidates including advertisements are effective Ensure sources for candidates including advertisements are effective Last Modified: 2023-01-21 3:21:10 PM TOC Accountability : Recruitment Manager Model Level: GOVERNANCE Activity Type: ASSESSMENT Determined: MANUALLY
Specification: Determine how our organizations practices compare to best practice measures. Currency Note: -Note on if this is changed often or rarely- Manual Effort: Modeling Status: V3     QA Frame: D0/1 - P0/1 Model Note: Input information is inadaquate to make this assessment Included In Views: :        Governance        REQ_Scope        Context        ALL
Inputs:	Output: Sourcing Practice Assessment     --         Sourcing Practice Assessment   STRING     Output to the following Statements:
Implementation Section -Factors on how this might be implements- Environments - that deliver this assertion:

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Standard Perspectives

Personal, Responsibilities, and Financial are common perspectives for all Assertion Models:

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Personal Information

Any Personal information created, passed, and used are identified here. These are shown here with the receiver(s) and details about the transmission if available.
Link to the source Assertion to see the nature of the information that is passed.

Job Applicant sends         Tendered Application from Application Tendered         By: TBD     to:             Recruitment Officer     To Support Determination of : Suitable Application for Consideration Recruitment Officer sends         Potential, Current, Past Resumes from Potential, Current, Past Resumes         By:     to:             Recruitment Officer     To Support Determination of : Suitable Application for Consideration Job Applicant sends         Tendered Resume from Resume Offered         By: DIRECT     to:             Recruitment Officer     To Support Determination of : Potential, Current, Past Resumes Employee sends         Endorsed Potential Applicant from Employee Endorsement         By:     to:             Recruitment Officer     To Support Determination of : Suitable Application for Consideration Recruitment Officer sends         Position Requirements from Open Position Requirements         By:     to:             Recruitment Officer     To Support Determination of : Position Opening     By: TBD     to:             Recruitment Officer     To Support Determination of : Job Opening Short List     By: DIRECT     to:             Recruitment Officer     To Support Determination of : Opening Status Recruitment Administrator sends         Expense Approval from Approved Applicant Expense         By: DIRECT     to:             Expenses Administrator [FINANCE]     To Support Determination of : Payment Instructions Job Applicant sends         Expenses Claim from Interview Expenses Claim         By:     to:             Recruitment Administrator     To Support Determination of : Approved Applicant Expense Expenses Administrator [FINANCE] sends         Payment Instructions from Payment Instructions                 No receivers currently: Supervisor sends         Onboarding Instructions from Onboarding Instructions                 No receivers currently: Selected Applicant sends         Interview Attendance from Applicant Interview Attendance         By:     to:             tbd     To Support Determination of : Position Offer     By: TBD     to:             Recruitment Administrator     To Support Determination of : Approved Applicant Expense Selected Applicant sends         Applicants Acceptance from Job Offer Response         By:     to:             Recruitment Officer     To Support Determination of : Timely Recruitment Performance     By:     to:             Recruitment Officer     To Support Determination of : Job Position Gaps     By:     to:             Supervisor     To Support Determination of : Onboarding Instructions     By:     to:             tbd     To Support Determination of : Position Offer     By: TBD     to:             Recruitment Officer     To Support Determination of : Opening Status tbd sends         Position Offer from Position Offer         By: VERBAL     to:             Selected Applicant     To Support Determination of : Job Offer Response     By:     to:             Recruitment Officer     To Support Determination of : Job Position Gaps     By: TBD     to:             Recruitment Officer     To Support Determination of : Opening Status Recruitment Officer sends         Interview notes from Applicant Interview Notes         By:     to:             tbd     To Support Determination of : Position Offer Recruitment Administrator sends         Interview Details from Arranged Phone or In Person Interview         By: DIRECT     to:             Job Applicant     To Support Determination of : Interview Expenses Claim     By:     to:             Recruitment Officer     To Support Determination of : Applicant Interview Notes     By: EMAIL     to:             Selected Applicant     To Support Determination of : Applicant Interview Attendance     By: DIRECT     to:             Recruitment Officer     To Support Determination of : Opening Status Recruitment Officer sends         Job Opening Short List from Job Opening Short List         By:     to:             Recruitment Administrator     To Support Determination of : Arranged Phone or In Person Interview     By: DIRECT     to:             Recruitment Officer     To Support Determination of : Opening Status Recruitment Officer sends         Suitable Applications from Suitable Application for Consideration         By:     to:             Recruitment Officer     To Support Determination of : Job Opening Short List

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Responsibilities   Responsibilities section lists all the Roles currently identified as participating in the business described by this model. In some cases these roles have been mentioned in discovery workshops but have not had Assertions (Process Steps) identified for them. They should remain until the model matures to the point that they are not needed. Roles and Job Positions are considered as independent. Usually the organization hierarchy (Org chart) is defined separately. Commonly models tend to merge these two, particularly when a single job position fills one and only one role and vice versa. For each role the Assertions (process tasks) that they are assignemd are shown. If the Assertion has numeric values included for sizing then the total hours are included. Director of Human Resources     Responsible for the full HR function.     Duties: Determine: RC-35 - Performance of Human Resources -Factors on how this might be implements-             Specification: Considering Mission and Values of the organization assess the overall contribution to those Goals             Estimated Hours Per Year: 20 hours per year Employee     Represents the role of the employed person within the organization.     Duties: Determine: RC14 - Employee Endorsement May be implemented as purely email or as a form in the HR system             Specification: Provide name, contact information, reason for endorsement, resume and if available, the open position.             Estimated Hours Per Year: 20 hours per year Expenses Administrator [FINANCE]     The duty of reviewing expense claims, confirming assignment to accounts and initiating payments if constraints are met     A Financial Authority Duties: Determine: RC21 - Payment Instructions Modeling for the Accounting function may have alternate Assertions.             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. Job Applicant     -Descr-     There will be numerous Supervisor Authorities within the organization and it may not align exactly with job assignments or even performace Duties: Determine: RC10 - Application Tendered It may be necessary to implement this as an online application, as a form to submit or as a request for a letter.             Specification: See the Job Posting for the information you must submit for this Posting.             Estimated Hours Per Year: 1000 hours per year Determine: RC13 - Resume Offered             Specification: Send letter and resume to organization             Estimated Hours Per Year: 1500 hours per year Determine: RC20 - Interview Expenses Claim Probably an Email with attachments for receipt images.             Specification: Review the potential employer's policy for interview expenses. Assemble receipts for legitimate expenses. Summarize categories and amounts and submit to Recruitment Administrator.             Estimated Hours Per Year: 20 hours per year Recruitment Administrator     Responsibile of admin support for operational recruitment tasks.     Is this the Recruitment officer Duties: Determine: RC18 - Approved Applicant Expense Could be an email to accounting or as part of a form that is offered from the accounting system             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.             Estimated Hours Per Year: 20 hours per year Determine: RC6 - Arranged Phone or In Person Interview May be possible to set up registration online for interviews it numerous position openings are available. But more likely this is done with personal communications by email and phone.             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 Interivewee inquiries. Reschedule as necessary. Inform Candidate of travel constraints and recompense policy.             Estimated Hours Per Year: 360 hours per year Recruitment Assessor     Someone who looks at how the Recruitment Function is performed and comments.     Duties: Recruitment Manager     Manager responsible for the Recruitment function     Duties: Determine: RC0 - Our Organization Reputation             Specification: Gather feedback ands activities performed to present as an employer.             Estimated Hours Per Year: 80 hours per year Determine: RC22 - Recruitment Management Capabilities A quarterly report on a set of measures that support reporting on the items in the specification.             Specification: 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.             Estimated Hours Per Year: 12 hours per year Determine: RC24 - Recruitment Function Effectiveness -Factors on how this might be implements-             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. List the Assertions for Recruitment as indicators of an effective function.             Estimated Hours Per Year: 20 hours per year Determine: RC27 - Recruitment Assessment -Factors on how this might be implements-             Specification: Review the manager's statements and inspect the description in place. Determine: RC29 - Recruitment Practice Alignment -Factors on how this might be implements-             Specification: Consider wokrforce diversity, Wide recruitment sourcing and organizational reputation and other appropriate factors to assess how well recruitment aligns with current recognised practices.             Estimated Hours Per Year: 4 hours per year Determine: RC30 - Recruitment Value to Organization -Factors on how this might be implements-             Specification: Assess contribution to individual supervisors. Determine: RC31 - Diverse Workforce Practices -Factors on how this might be implements-             Specification: Ensure that objective measures are applied in selecting candidates based on best practices and avoiding hidden biases. Determine: RC32 - Wide and Accurate Sourcing Practice -Factors on how this might be implements-             Specification: Determine how our organizations practices compare to best practice measures. Determine: RC34 - Business Improvement Initiative -Factors on how this might be implements-             Specification: Use comparisons wit best practices. Poll staff on issues. State the name and objectives of the initiative. State the expected benefits.             Estimated Hours Per Year: 72 hours per year Recruitment Officer     A representative of the HR department responsible for the recruitment to positions     Duties: Determine: RC1 - Potential Job Fair Proposed             Estimated Hours Per Year: 24 hours per year Determine: RC11 - Job Opening Publication             Specification: Complete the standard template for a posting and identify where the posting should be sent. Identify job level. submission requirements etc             Estimated Hours Per Year: 320 hours per year Determine: RC12 - Potential, Current, Past Resumes             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 committee.             Estimated Hours Per Year: 80 hours per year Determine: RC15 - Position Opening An additional connection should be added to make a direct transmission to the Job Opening Publication.             Specification: Give the job title, organizational level (range)(implies pay scale). list of skills. Job duties. Approach for selection.             Estimated Hours Per Year: 300 hours per year Determine: RC16 - Open Position Requirements Probably a number of emails and phone calls to firm up the recruuitment approach.             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.             Estimated Hours Per Year: 90 hours per year Determine: RC2 - Job Position Gaps             Specification: Add job rejections to the gaps list. Review positions that change incumbents often.             Estimated Hours Per Year: 50 hours per year Determine: RC23 - Timely Recruitment Performance Can be calculated automatically. But if not possible this could be done manually by capturing each Competition             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. Maintain a running count and average for a period.             Estimated Hours Per Year: 0 hours per year Determine: RC-36 - Opening Status -Factors on how this might be implements-             Specification: List the stages of competion for the Hiring. Determine: RC5 - Applicant Interview Notes             Specification: Scribe notes that conform to the interview template or interview question list.             Estimated Hours Per Year: 240 hours per year Determine: RC7 - Job Opening Short List             Specification: Decide, through discussion, the set of applicants who will further be interviewed or vetted.             Estimated Hours Per Year: 60 hours per year Determine: RC8 - Suitable Application for Consideration If the applications are automated then this purely adds a Boolean field. Practically this may involve some contacting of the applicants to confirm submitted information.             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.             Estimated Hours Per Year: 60 hours per year Determine: RC9 - Succession Plans for Key Positions             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.             Estimated Hours Per Year: 24 hours per year Supervisor, Recruitment Officer     A joint authority who confer to decide on certain openings and their job positions.     Duties: Selected Applicant     The person who has been selected for a job position     Duties: Determine: RC26 - Applicant Interview Attendance Currently performed by Recruitment Administrator with a manual system of computer files and scheduling,             Specification: Respond to the Recruitment Administrator's information about an interview. There may be some phone conversations.             Estimated Hours Per Year: 50 hours per year Determine: RC3 - Job Offer Response This may be done by a verbal phone call too and may require a parallel connection.             Specification: Decide to accept, refuse, or negotiate the job offer, and responds with the decision.             Estimated Hours Per Year: 90 hours per year Supervisor     A person within the organization who has HR reponsibilites for employees and the positions they hold     There will be numerous Supervisor Authorities within the organization and it may not align exactly with job assignments or even performace Duties: Determine: RC17 - Position to be Filled May be implemented as an iput screen to capture the necessary attributes for a recruitment. Or could be an email             Specification: Identify a current job position that is, or may become, available and initiates the recruitment process.             Estimated Hours Per Year: 60 hours per year Determine: RC25 - Onboarding Instructions -Factors on how this might be implements-             Specification: Inform Onboarding of Applicant details including personal information, agreed date, section, payrate agreement, etc.             Estimated Hours Per Year: 30 hours per year Determine: RC33 - Expense Guidelines -Factors on how this might be implements-             Specification: Provide clear guidance that addresses user needs for incurring, submitting and coding expeses.             Estimated Hours Per Year: 30 hours per year tbd     -Descr-     Duties: Determine: RC4 - Position Offer             Specification: Using Resumes, Skiill requirements, Interview notes, decide on Applicant for offer (or none)             Estimated Hours Per Year: 20 hours per year

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Implementation Environments

Table of Contents
	New Competition Tracker        Office Tools

For planning implementations the environments align with the concept of components. When an Implementation is more concrete it is assumed that the environment identified can implement the assertions and is available(or wil be made available).
New Competition Tracker
No Implementations provide this environment.
No Implementations provide this environment.
Office Tools
No Implementations provide this environment.
No Implementations provide this environment.

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Implementation Connections


Connections. --- Details
Contains all connections .

Source Assertion	Push or Pull	Type	Note	Information	Target Spec
RC0 - Our Organization Reputation     Recruitment Manager	PUSH	TBD		Organization Reputation as Employer Reputation Suummary	RC29 - Recruitment Practice Alignment     Recruitment Manager
RC10 - Application Tendered     Job Applicant	PUSH	TBD		Tendered Application Competitionidentifier, SupportingLetter, SubmittedResume	RC8 - Suitable Application for Consideration     Recruitment Officer
RC11 - Job Opening Publication     Recruitment Officer		EMAIL		Published Opening Competition ID, Publish Date, Level Salary, Required Skills, Organizational Unit, Submission Details, Posting Introduction, Posting Completed	RC10 - Application Tendered     Job Applicant
RC11 - Job Opening Publication     Recruitment Officer		DIRECT		Published Opening Competition ID, Publish Date, Level Salary, Required Skills, Organizational Unit, Submission Details, Posting Introduction, Posting Completed	RC14 - Employee Endorsement     Employee
RC11 - Job Opening Publication     Recruitment Officer	PUSH	DIRECT	Only the status	Published Opening Competition ID, Publish Date, Level Salary, Required Skills, Organizational Unit, Submission Details, Posting Introduction, Posting Completed	RC-36 - Opening Status     Recruitment Officer
RC12 - Potential, Current, Past Resumes     Recruitment Officer	PUSH			Potential, Current, Past Resumes Collection Name, Resume Collection	RC8 - Suitable Application for Consideration     Recruitment Officer
RC13 - Resume Offered     Job Applicant		DIRECT		Tendered Resume Resume Summary, Resume, KeywordList	RC12 - Potential, Current, Past Resumes     Recruitment Officer
RC14 - Employee Endorsement     Employee				Endorsed Potential Applicant Employee ID, Endorsed Person Details, Reason For Endorsement, Endorsee Resume	RC8 - Suitable Application for Consideration     Recruitment Officer
RC15 - Position Opening     Recruitment Officer	PUSH	DBSTORE		Published Position Opening Competition ID, Publish Date, Level Salary, Required Skills, Organizational Unit, Submission Details, Posting Introduction, Posting Completed	RC23 - Timely Recruitment Performance     Recruitment Officer
RC15 - Position Opening     Recruitment Officer	PUSH	DIRECT		Published Position Opening Competition ID, Publish Date, Level Salary, Required Skills, Organizational Unit, Submission Details, Posting Introduction, Posting Completed	RC11 - Job Opening Publication     Recruitment Officer
RC16 - Open Position Requirements     Recruitment Officer				Position Requirements PositionID, RequiredSkills, JobLevelID, IncumbantID, Opening Requirements Identified	RC15 - Position Opening     Recruitment Officer
RC16 - Open Position Requirements     Recruitment Officer	PUSH	TBD		Position Requirements PositionID, RequiredSkills, JobLevelID, IncumbantID, Opening Requirements Identified	RC7 - Job Opening Short List     Recruitment Officer
RC16 - Open Position Requirements     Recruitment Officer	PUSH	DIRECT	Only the status	Position Requirements PositionID, RequiredSkills, JobLevelID, IncumbantID, Opening Requirements Identified	RC-36 - Opening Status     Recruitment Officer
RC17 - Position to be Filled     Supervisor				Job Opening Job Description, SupervisorIdentity	RC16 - Open Position Requirements     Recruitment Officer
RC18 - Approved Applicant Expense     Recruitment Administrator	PUSH	DIRECT		Expense Approval NameAndAddress, ExpenseCode, CompetitionID	RC21 - Payment Instructions     Expenses Administrator [FINANCE]
RC2 - Job Position Gaps     Recruitment Officer	PUSH			Job Position Gaps InterviewTimeAndLocation, ExpensesInstructions	RC1 - Potential Job Fair Proposed     Recruitment Officer
RC20 - Interview Expenses Claim     Job Applicant	PUSH			Expenses Claim ApplicantIdentification, ExpenseItems	RC18 - Approved Applicant Expense     Recruitment Administrator
RC22 - Recruitment Management Capabilities     Recruitment Manager	PUSH			Recruitment Management Capabilities Capabilities Summary	RC27 - Recruitment Assessment     Recruitment Manager
RC22 - Recruitment Management Capabilities     Recruitment Manager	PUSH	TBD		Recruitment Management Capabilities Capabilities Summary	RC-35 - Performance of Human Resources     Director of Human Resources
RC23 - Timely Recruitment Performance     Recruitment Officer	PUSH	TBD		Timely Recruitment Performance Period, CompetitionsInQuarter, AverageDaysToFill	RC24 - Recruitment Function Effectiveness     Recruitment Manager
RC24 - Recruitment Function Effectiveness     Recruitment Manager	PUSH			Measure of Recruitment Function Period, Count of Competitions For Period, Average Time to Fill	RC22 - Recruitment Management Capabilities     Recruitment Manager
RC26 - Applicant Interview Attendance     Selected Applicant	PUSH			Interview Attendance AppearanceAtInterview	RC4 - Position Offer     tbd
RC26 - Applicant Interview Attendance     Selected Applicant	PUSH	TBD		Interview Attendance AppearanceAtInterview	RC18 - Approved Applicant Expense     Recruitment Administrator
RC29 - Recruitment Practice Alignment     Recruitment Manager	PUSH	TBD		Recruitment Practice Alignment Recruitment Practice Alignment	RC22 - Recruitment Management Capabilities     Recruitment Manager
RC29 - Recruitment Practice Alignment     Recruitment Manager	PUSH	TBD		Recruitment Practice Alignment Recruitment Practice Alignment	RC34 - Business Improvement Initiative     Recruitment Manager
RC29 - Recruitment Practice Alignment     Recruitment Manager	PUSH	TBD		Recruitment Practice Alignment Recruitment Practice Alignment	RC29 - Recruitment Practice Alignment     Recruitment Manager
RC3 - Job Offer Response     Selected Applicant	PUSH			Applicants Acceptance ApplicantName, PositionIdentifier, AcceptanceDetails	RC23 - Timely Recruitment Performance     Recruitment Officer
RC3 - Job Offer Response     Selected Applicant	PUSH			Applicants Acceptance ApplicantName, PositionIdentifier, AcceptanceDetails	RC2 - Job Position Gaps     Recruitment Officer
RC3 - Job Offer Response     Selected Applicant	PUSH			Applicants Acceptance ApplicantName, PositionIdentifier, AcceptanceDetails	RC25 - Onboarding Instructions     Supervisor
RC3 - Job Offer Response     Selected Applicant	PUSH			Applicants Acceptance ApplicantName, PositionIdentifier, AcceptanceDetails	RC4 - Position Offer     tbd
RC3 - Job Offer Response     Selected Applicant	PUSH	TBD		Applicants Acceptance ApplicantName, PositionIdentifier, AcceptanceDetails	RC-36 - Opening Status     Recruitment Officer
RC30 - Recruitment Value to Organization     Recruitment Manager	PUSH			Recruitment Value to Organizaton Recruitment Value to Organizaton	RC22 - Recruitment Management Capabilities     Recruitment Manager
RC31 - Diverse Workforce Practices     Recruitment Manager	PUSH	TBD		Diverse Workforce Practices Diverse Workforce Practices	RC29 - Recruitment Practice Alignment     Recruitment Manager
RC4 - Position Offer     tbd	PUSH	VERBAL	The Recruitment Officer may phone the applicant and follow with a formal letter.	Position Offer ApplicationID, PositionOffered, Salary, StartDate	RC3 - Job Offer Response     Selected Applicant
RC4 - Position Offer     tbd	PUSH			Position Offer ApplicationID, PositionOffered, Salary, StartDate	RC2 - Job Position Gaps     Recruitment Officer
RC4 - Position Offer     tbd	PUSH	TBD		Position Offer ApplicationID, PositionOffered, Salary, StartDate	RC-36 - Opening Status     Recruitment Officer
RC5 - Applicant Interview Notes     Recruitment Officer				Interview notes PositionID, ApplicantID, InterviewID, InterviewNotes	RC4 - Position Offer     tbd
RC6 - Arranged Phone or In Person Interview     Recruitment Administrator	PUSH	DIRECT		Interview Details InterviewTimeAndLocation, ExpensesInstructions	RC20 - Interview Expenses Claim     Job Applicant
RC6 - Arranged Phone or In Person Interview     Recruitment Administrator	PUSH			Interview Details InterviewTimeAndLocation, ExpensesInstructions	RC5 - Applicant Interview Notes     Recruitment Officer
RC6 - Arranged Phone or In Person Interview     Recruitment Administrator	PUSH	EMAIL		Interview Details InterviewTimeAndLocation, ExpensesInstructions	RC26 - Applicant Interview Attendance     Selected Applicant
RC6 - Arranged Phone or In Person Interview     Recruitment Administrator	PUSH	DIRECT	Status	Interview Details InterviewTimeAndLocation, ExpensesInstructions	RC-36 - Opening Status     Recruitment Officer
RC7 - Job Opening Short List     Recruitment Officer	PUSH			Job Opening Short List CompetitionIdnetifier, CandidateList, InterviewConstraints, Closed Competition	RC6 - Arranged Phone or In Person Interview     Recruitment Administrator
RC7 - Job Opening Short List     Recruitment Officer	PUSH	DIRECT	Only Status	Job Opening Short List CompetitionIdnetifier, CandidateList, InterviewConstraints, Closed Competition	RC-36 - Opening Status     Recruitment Officer
RC8 - Suitable Application for Consideration     Recruitment Officer				Suitable Applications blnMeetsRequirements, Application	RC7 - Job Opening Short List     Recruitment Officer
RC9 - Succession Plans for Key Positions     Recruitment Officer				Succession Plan List of key positions	RC8 - Suitable Application for Consideration     Recruitment Officer

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Implementations and their Integrations
Each Implementation is shown first with a diagram with the summary of information that is passed between environments that comprise that implementation.Following that is the table of these integrations.
The section above holds each of the information flows with the data that is passed.
Current State


The existing status quo of the Organization

Target State


Assertions and their implementations

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Explain

These items expand on key concepts embodied in the report. Some headings in the report are linked to these elaborations to assist in understanding the various parts and menings.

	Explain is the knowledge repository for AM:	Browse information about how the app works to AM concepts by following the references Knowledge about AM (KAM) is the name of the repository. It is structured with nodes and edges.The nodes are categorized ( Task, Panel,Code,Objective etc) KAM is populated in software called Knownet and exists as an XML file that Assertionizer uses to provide help support with the Expalin link on all Panels. Overall Explain falls into Panels - that are screens of Cubicles presented by the Assertionizer software. Tasks - steps that a modeler might take to perform some modeling objectives Controls - input boxes, buttons, titles, sections etc that form part of the panel. Concepts - high level ideas that underpin AM as a whole. Tools - software, web resources, documentation that might be used by a modeler Philosophy - both higher level guiding principles for AM and links from the concepts into more formal philosophical concepts. Rationale - an argument why certaion parts of AM
	Edit Assertion Fields:	All the information you can capture is divided into groups of fields The fields you populate in Assertionizer ar grouped into:- Assertion Output Details and Model Management. The Assertion Fields are identifying and include Name, SpecID, Description and Automtic This group primarily addresses the ability to recognize the assertion within a categorization(SpecID), Name, and Description. These values will occur on most reports. Follow the link below to understand these fields further. The Output field is a textural description of the information that is passed from the assertion. It is written from the perspective of the authority. The Details address a set of information that is used to support common perspectives, They categorize the Assertion by the kind of determination, They give a senseo of the sie and effort of the assertion, And they identify if the information generated has a financial, personal, or formal record component. The Model Management set of fields address information to support the modeling process itself. They do not directly describe the business but assist the modeler in managing the model as a whole.
	Detail Fields for an Assertion:	Add information to describe the business assertion from some key perspectives The Detail Fields provide information to describe the assertion from a size aand effort perspective, and to indicate if the information determied may be considered as financial, Personal, or fromal record. The Activity Type Field - is a dropdown choice of the following REQUEST, FINDING, DETECTION, ASSESSMENT, DECISION, CONFERENCE, CALCULATOIN, ACTION, CONFIRMATION, CLAIM, EXTRACTION, or OTHER. Each of these types has a particular nature or pattern. Expect a request to have information, usually in a structured format defined by the receiver, that asks for an exhange of value. An applicatoin form is t typical example. A finding results from comparing input information t a formal set of criteria that require interpretation by an experieced authority ( or group represented by the authority).. A detection often requires a monitoring of information. It may be visual, automaticly identified. Often in this type of assertion external inforation arrives for the authority to respond to an external event. An assessment( like a finding) requires judgement by the authority(unlike a finding, it is less constrained by formal governance). Commonly the assessment will be a textrural description that forms conclusions from the input information. A conference results from a discussion between a number of participants( face to face or on line). Like an assessment it summarizes judgement from a particular perspective. The authority represents the group. [In assertion modeling the idea of group of individuals being an authority is not considered currently] A calculation requires no human determination( and the assertion itself woule be tagged as Automatic). The authority still makes the assertion, confident that the details of the calculation itself are accurate and correct. An action assertion records a statement that the authority has performed a set of tasks. AM shys away from describing processes. this type of assertion is a statement that the authority has observed, and confirms, actions were taken. A confirmation typically receives a set of information and corroborates it. Thus the information it provides may be considered as more reliable than the original. A claim is like a request.It tends to be considered more as a claim by the receiver. An extraction indicates that a set of information has been drawn form a larger data source, either automatically or manually. The Activity Type provides more detail on the nature of the assertion to assist in elucidating its intent. Currentcy Note is a textural elaboration on how often the assertion is repeated in a period.( appears to be missing the Currency field in AZNR) The Attainment Note addresses additional information to document how the assertion contributes to the status of a downstream assertion. Size Note is text that explains how the estimate of the effort to makke the determination is assessed. ModelLevel indicates if the assertion is considered to be at the operational level where it is repeated often and forms part of the daily operation of the firm. Effort hours is an indicator of the time that the authority may consume in making the determination. If the input information is brief and clear the effort may be small. If the assertion requires pulling additional sources, or consultation it may be longer. This is overall effort, not typical elapsed time to complete. If an assertion waits on another input it is considere not to be using effort. Financial indicates that the assertion creates statements that represent currency value (typically these are of an accounting and financial nature. Identifying assertions that create financial information will indicate that the connections will require greater attentiion from a security viewpoint. And will show in the overall model who (as an authority) has access to financial information. Personal indication is similar to Financial in that the assertion model can show explicitly where personal information is handeled. This ensures that the assertion model can be used to provide information to auditors and risk management initiatives. The Record indicator states theat the information from this assertion should be consdered as operational records of the organization. Formal records often have a greater degree of diligence required within an organization. All of these fields allow for filtering a strong assertion model to show the business from a particular perspective. For example a report on all the handling of personal information in an organization requires only assertions and connections that create or pass personal information.
	Model Management Fields for an Assertion:	Add information to describe the business assertion from the model builders perspective These fields help the assertion modeler build a complete and accurate model from an overall view. Model Note - A text field to address an assessment of the assertion from a modelers perspective. This may include outstanding questions and concerns or identification of quality issues. Implementation Note:- Commentary on how the assertion may be currently implemented or constraints and connection about how it my be implemented in the future. Implementation is a business issue. it affects design. Pure business models, unconstrained by how, must consider perfect informatoin flows and therefore no need for IT whatsoever. LastModifiedDate and CreatedDate help the modler manage assertion efforts. Status is a text field for the modeler to manage a model. Typically this can be used to show steps toward a complete model to support one or more perspectives. EG IDENTIFIED, QUESTIONABLE, AWAITING CONSULTATION, SIZING COMPLETE etc. Build your own state transision diagram. Script:- Holds a javascript fragment to represent the calculations for an automatic assertion. Properly populate this supports the building of a simulator for seeing an assertion model in action. DisplayText:- Deprecated - was forseen to help design of screens to implement assertions. isAttainment:- Deprecated field to support the reporting of assertion models that particularly emphasize a desired conclusion.
	Connection Editing for an Assertion:	Editing capabilities for Information flows in an Assertion Model The Assertion Editor also allows changes to the connections in an assertion model. Only the incoming connections are edited. To edit outgoing assertions you must find the receiving assertion and use it to edit the connection. Any incoming assertions are shown in a tabular form and they show information about the assertion they come from(which cannot be changed). And they show fields that describe the connection itself. Final columns include the ability to delte the connection or update the values. To add a new information source for this assertion use the Add Input Connection button. THe Connection field syo can edit are as follows: Type:- DIRECT,CONTENTSTORE,DBSTORE,EMAIL,VERBAL,COMMUNICATION,POSTAL tbd Direct connections are considered to be implemented in the same environment as the target. Being in the same environment ( which may be a single application) means that implementation challenges are considered simple. Connections that cross environments may require implementation by specific integration software. DBStore connections are considered to pass the message into a structured database and then extract the same information ( perhpes at a later time) to complete the transmission EMAIL connections imply that the message is compiled and read within email systems. Verbal communications will not be retained. A necessary type to model business communications that my not have other possibilities. Informatoin passed in air traffic control whould be shown as verbal(they have formal protocols). Communication type allows specification of less formal connections. These may imply broadcast assertions where there may be many receivers. Postal communication is well understood and used. PushPull:- indicates whether the communication will execute immediately the source initiates it or only when the target initiates the transmission. Note:- Allows textural description to elaborate on the nature of the connection.
	Why am I editing Assertions?:	Is your intent to create requirements, define responsibilities identify stakeholders, establish scope, or define data? Assertion models have a purpose. And the driver for this purpose is almost always an intent to optimize resources. Even if the stated intent is more quality(poor quality requires more effort to resolve). But some of the assertion details stress differing objectives. If you are concerned with understanding responsibilities the ensure that the Authorities are clearly articulated and that the guidance for executing the assertion are clear. Ensure indication of responisbiit and accountability are defined. Reporting relationships between the authjorities are important. And while the individual assertion may have clear authorities, the rational for the assertion itself my not be explicit. This will require elaborationg governance level assertions that show the statement of why a set of assertions exist. If the aim is to produce requirements then clarity of the information is important. And a strong understanding of the implementation environments. A good AM will show where interfaces between systems are needed. All the stakeholders for a set of requirements must be defined, often as creators or users of information or as authorities who answer( with assertions) for the products of the effort. Also of importance is the effort to make the determination. Assertions that are largely configurations can be simplified bu improved ability to configure and assess. A full understanding of a business is not complete until the detailed meaning of the information is specified. So the detailed definiton of the Frames is required. So to make a more complete model that can be leveraged for multiple perspectives, the data definitions must be complete. See some Explain sections on butiness concepts for elaboration of these factors.
	Business Concepts from an Assertion Perspective:	Some of the business concepts that Assertion Modeling helps to explain and document. AM has a strong alignment with many business ideas, patterns, methods and concepts. This section presents these from a business perspective and shows how AM reinforces these. Governance, Objectives, Resources, Value, etc.

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Model Management

The Recruitment Management Model V1.22 is currently in devlopment as of 22-03-295. This Assertion Model(AM) and its HTML Report is being used to create a normative AM example and to proof the Firmstate Designer 2.3 Sortware. Some commentary, largely about Recruitment Modeling decisions will be captured in Model Notes for each Assertion. V1.22 is intended to show how requirements can be generated from an AM. There are many opportunities for augmenting this model with, for example, the information needed for jobs that require a criminal record check, drawing on Assertions from outside the organization to support internal decisions. V1.23 Use for testing the move away from duplicationg specs in views. V2.01 Created to start a demonstration version 220831 V2.02 is for data cleanup V3 is for cleanup and revisions for 3.12 capabilities and prep for ShowCase

QA Levels

QA Levels are included to aid the modeler as they build an assertion model. Since this whole report is generated from the model software the modeler can make changes to model detailes and re-generate the report quickly. The QA levels reflect the amount of detail included in the specification of each Assertion. Draft Assertions may be at Level 1 where a name and title are identified. Level 2 must identify an identifier and have an initial description. Level 3 must have some inputs/ outputs identified. Level 4 must have notes on the implementation and modelers comments. The modeler assigned Status is shown for each Assertion. Level 1 Level 2 Level 3         RC11     --Job Opening Publication   [V3]         RC12     --Potential, Current, Past Resumes   [V3]         RC13     --Resume Offered   [V3]         RC14     --Employee Endorsement   [V3]         RC16     --Open Position Requirements   [V3]         RC17     --Position to be Filled   [V3]         RC2     --Job Position Gaps   [V3]         RC20     --Interview Expenses Claim   [V3]         RC22     --Recruitment Management Capabilities   [V3]         RC24     --Recruitment Function Effectiveness   [V3]         RC26     --Applicant Interview Attendance   [V3]         RC3     --Job Offer Response   [V3]         RC4     --Position Offer   [V3]         RC5     --Applicant Interview Notes   [V3]         RC6     --Arranged Phone or In Person Interview   [V3]         RC7     --Job Opening Short List   [V3]         RC8     --Suitable Application for Consideration   [V3]         RC9     --Succession Plans for Key Positions   [V3] Level 4         RC0     --Our Organization Reputation   [V3]         RC1     --Potential Job Fair Proposed   [V3]         RC21     --Payment Instructions   [V3]         RC27     --Recruitment Assessment   [V3]         RC29     --Recruitment Practice Alignment   [V3]         RC30     --Recruitment Value to Organization   [V3]         RC31     --Diverse Workforce Practices   [V3]         RC32     --Wide and Accurate Sourcing Practice   [V3]         RC-36     --Opening Status   [V3] Level 5         RC10     --Application Tendered   [V3]         RC15     --Position Opening   [V3]         RC18     --Approved Applicant Expense   [V3]         RC23     --Timely Recruitment Performance   [V3]         RC25     --Onboarding Instructions   [V3]         RC33     --Expense Guidelines   [V3]         RC34     --Business Improvement Initiative   [V3]         RC-35     --Performance of Human Resources   [V3]

Recent Modifications
        2023-01-21 7:34:31 AM         RC0      Our Organization Reputation
        2023-09-20 2:52:37 PM         RC23      Timely Recruitment Performance
        2023-01-22 8:49:18 AM         RC4      Position Offer
        2023-01-21 3:27:19 PM         RC13      Resume Offered
        2023-01-21 3:27:07 PM         RC11      Job Opening Publication
        2023-01-21 3:21:10 PM         RC32      Wide and Accurate Sourcing Practice
        2023-01-21 3:15:12 PM         RC8      Suitable Application for Consideration
        2023-01-21 3:08:00 PM         RC9      Succession Plans for Key Positions
        2023-01-21 3:04:05 PM         RC30      Recruitment Value to Organization
        2023-01-21 2:58:50 PM         RC29      Recruitment Practice Alignment
        2023-01-21 2:52:54 PM         RC22      Recruitment Management Capabilities
        2023-01-21 2:51:07 PM         RC24      Recruitment Function Effectiveness
        2023-01-21 2:10:24 PM         RC27      Recruitment Assessment
        2023-01-21 8:13:01 AM         RC12      Potential, Current, Past Resumes
        2023-01-21 7:58:32 AM         RC1      Potential Job Fair Proposed
        2023-01-21 7:54:21 AM         RC17      Position to be Filled
        2023-01-21 7:53:01 AM         RC15      Position Opening
        2023-01-21 7:43:31 AM         RC-35      Performance of Human Resources
        2023-01-21 7:39:51 AM         RC21      Payment Instructions
        2023-01-21 7:24:00 AM         RC-36      Opening Status
        2023-01-21 7:16:12 AM         RC16      Open Position Requirements
        2023-01-21 6:35:17 AM         RC25      Onboarding Instructions
        2023-01-21 6:31:32 AM         RC2      Job Position Gaps
        2023-01-21 6:30:10 AM         RC7      Job Opening Short List
        2023-01-21 4:50:05 AM         RC3      Job Offer Response
        2023-01-20 5:19:59 PM         RC20      Interview Expenses Claim
        2023-01-20 5:16:11 PM         RC33      Expense Guidelines
        2023-01-20 5:02:48 PM         RC14      Employee Endorsement
        2023-01-20 4:58:00 PM         RC31      Diverse Workforce Practices
        2023-01-20 4:53:46 PM         RC34      Business Improvement Initiative
        2023-01-20 4:51:59 PM         RC6      Arranged Phone or In Person Interview
        2023-01-20 4:50:52 PM         RC18      Approved Applicant Expense
        2023-01-20 4:49:10 PM         RC10      Application Tendered
        2023-01-20 4:48:41 PM         RC5      Applicant Interview Notes
        2023-01-20 4:36:54 PM         RC26      Applicant Interview Attendance