Payroll Processing
Designing, creating and maintaining payroll activities to ensure employees in all locations and at all levels receive their approved compensation in a timely and accurate manner.
Level 1 Introductory: Demonstrates introductory understanding and ability and, with guidance, applies the competency in a few, simple situations. Can direct people to the appropriate source for further information.
BEHAVIORS
- Describes the basic rules for payroll processing in the jurisdictions applicable to the role.
- Uses the organization’s payroll processing systems to process payroll on a periodic basis.
- Describes the organization’s compensation policies and how they impact payroll processing.
- Describes to employees the basic information relative to his/her payroll results.
- Processes basic periodic reporting and remittances, such as statutory withholdings and annual information returns (W2, T4)
QUESTIONS
- Tell me about a time you processed an organization’s payroll.
Probing Questions
* What was the payroll system?
* What was your role?
* How frequently was payroll processed? Why?
* What other considerations impacted your processing?
* What lessons did you learn?
- Can you describe a time when you were required to process payroll changes due to a compensation policy change?
Probing Questions
* What was the change?
* How did it impact payroll processing?
* What did you have to do?
* What was the result?
Level 2 Basic: Demonstrates basic knowledge and ability and, with guidance, can apply the competency in common situations that present limited difficulties.
BEHAVIORS
- Describes the rules for payroll processing in the relevant jurisdictions and identifies the resources for more complex rules.
- Identifies extraordinary payroll circumstances which will involve special processing and research the appropriate handing within the organization’s payroll processing system.
- Designs payroll processes in response to changing compensation policies.
- Communicates changes in compensation policies to other payroll processors.
- Responds to complex inquiries from employees with respect to payroll results.
- Identifies anomalies in periodic reporting.
QUESTIONS
- Can you describe a time when you had to process an unusual payroll transaction?
Probing Questions
* What was the transaction?
* How was it unusual?
* How did you figure out how to process it properly?
* Do you think you were able to identify the best way to process the transaction?
- Tell me about a time you communicated changes in payroll processing or results to co-workers.
Probing Questions
* What were the changes?
* Who was the audience?
* How did you determine which changes were appropriate?
* How did you approach the communications?
* How were your communications received?
Level 3 Intermediate: Demonstrates solid knowledge and ability, and can apply the competency, with minimal or no guidance, in the full range of typical situations. Would require guidance to handle novel or more complex situations.
BEHAVIORS
- Creates and documents processes for payroll processing that meet the rules in the relevant jurisdictions, while adhering to the organization’s policies.
- Describes the applicability or limitations of the organization’s payroll processing system with respect to complex or changing organizational requirements.
- Recommends changes to the current payroll processing systems to improve or respond to changing organizational or external environments.
- Maintains current understanding of the organization’s compensation policies and policies under consideration.
- Identifies the impact of changes in compensation policy on payroll processing.
- Design communications tools to be used to communicate payroll results to employees and management.
- Ensures periodic and event-driven reporting is completed in a timely fashion in all relevant jurisdictions.
QUESTIONS
- Describe a time you recommended changes to the current payroll processing environment.
Probing Questions
* What was the circumstance?
* How did you determine what changes would be required?
* What other information did you consider?
* What was the result?
- Tell me about a time you developed new reporting tools to accommodate changing external or internal payroll requirements.
Probing Questions
* Why were the new tools needed?
* How did you go about designing the new tools?
* How did you implement the tools?
* What was the result?
Level 4 Advanced: Demonstrates advanced knowledge and ability and can apply the competency in new or complex situations. Guides other professionals.
BEHAVIORS
- Identifies complex payroll rules and regulations for several jurisdictions that are or could become relevant to the organization.
- Identifies alternate payroll processing systems and methods in current jurisdictions or in jurisdictions that may become relevant to the organization.
- Communicates payroll processing impacts to groups considering changes to compensation policies.
- Creates Key Performance Indicators to monitor payroll costs and trends.
- Identifies periodic and event-driven reporting in current and planned jurisdictions.
- Communicates changes in reporting to personnel responsible for creating and filing reports.
QUESTIONS
- Can you tell me about a time you researched a new payroll jurisdiction?
Probing Questions
* Why was this research needed?
* How did you go about conducting the research?
* How did you communicate your findings?
* Do you think your research was effective in identifying risks and opportunities? Why or why not?
Level 5 Expert: Demonstrates expert knowledge and ability, and can apply the competency in the most complex situations. Develops new approaches, methods, or policies in the area. Is recognized as an expert, internally and/or externally.
BEHAVIORS
- Participates in organizational planning by bringing payroll considerations for planned expansion jurisdictions.
- Maintains knowledge of changes to payroll legislation, either existing or proposed, that may affect payroll processing methods and tools.
- Participates in decision-making for compensation policies by bringing the payroll processing perspective.
- Identifies trends and opportunities for improvement in compensation costs and methods.
- Ensures compliance with all reporting and payment regulations to ensure no unexpected liabilities are created.
QUESTIONS
- Can you tell me about a time you identified potential employment legislation changes that would have a material effect on the organization?
Probing Questions
* What was the potential change?
* How did you identify it?
* What did you do?
* What was the result?
- Describe a time you were able to bring the payroll processing perspective to an organizational decision-making process.
Probing Questions
* What was the decision-making process?
* How did the payroll processing perspective impact the overall decision?
* How did you insert the payroll processing perspective into the overall process?
* What was the result?