Human Resources - Modernization

45%

Status

In Process [In Process]

45% complete, updated on Wed 12/10/25 9:10 PM by Jeannette Jasmin Ramos

Changed Percent Complete from 30% to 45%.
Baseline Validation is in-progress and almost complete. HR team would like to have an additional session with Ellucian consultant to review MIS Reporting; otherwise, there are no other topics to revisit and focus will be on implementing FLAC.

Details

Dates
Wed 5/28/25 - Fri 2/27/26
Acct/Dept
Human Resources
Type
Information Technology Projects / Information Technology Projects
Health
Green - On track
Program(s)
Classification
Large Project (151–300 hours)
Created
Fri 5/16/25 11:59 AM
Modified
Wed 12/10/25 9:10 PM
Benefit/Purpose
Briefly describe what you hope to achieve by executing the project, including anticipated benefits.
This project aims to support a successful migration to Banner SaaS by June 29, 2026. To achieve this, HR data entry practices will be standardized, and all HR business processes and Banner customizations will be thoroughly reviewed, documented, and evaluated against Banner SaaS baseline functionality. Customizations and processes that do not align with the baseline will need to be either retired—meaning removed in favor of using delivered baseline functionality—or replaced with long-term, sustainable alternatives that avoid labor-intensive or temporary workarounds. Accurate and consistent data entry is critical, as Banner now serves as the primary source of information for integrated systems such as Active Directory, MIS and other critical systems. Aligning with the Banner SaaS baseline will ensure system compatibility, reduce reliance on unsupported customizations, and support long-term stability and sustainability.
Deliverables Requested
List or summarize all specific deliverables resulting from this project. What will the project produce or deliver? These should include items that are specific, measurable, achievable, realistic, and time bound.
(1) Standardize and enforce accurate HR data entry practices in Banner to support reliable downstream integration with Active Directory, MIS, and other critical systems through automated account provisioning via Ethos User Provisioning (EUP). As EUP depends on the accuracy of source data, inconsistent or incomplete entries can negatively impact system access and user experience across all integrated platforms.
(2) Review and baseline all current HR business processes and Banner customizations to ensure alignment with Banner SaaS functionality and identify any required redesigns.
(3) Replace or reengineer unsupported customizations using SaaS-native tools and workflows to ensure sustainability and reduce technical debt.
(4) Map and document all critical HR workflows, including but not limited to, onboarding, offboarding, transfers, offboarding, position control, salary roll functions, faculty leave and compensation (FLAC), and payroll processing, to ensure SaaS readiness.
(5) Create comprehensive User Acceptance Testing (UAT) plans for HR to support both initial SaaS go-live testing and future release validation as part of ongoing system maintenance and upgrades.
(6) Establish data governance plans and associated job aides to ensure long-term data integrity and operational efficiency post-migration.

Strategic Purpose & Objectives

Success Criteria
(1) HR staff are fully trained and equipped to maintain accurate and standardized data entry in Banner. This ensures reliable integration with connected systems—including Active Directory, MIS, and others—through automated provisioning via Ethos User Provisioning (EUP). Given EUP’s dependency on clean and consistent data, ongoing data integrity is essential to enable appropriate user access and reduce downstream issues.

(2) All HR business processes and existing Banner customizations are thoroughly reviewed, documented, and evaluated against Banner SaaS baseline functionality. Where possible, processes are aligned with delivered functionality; customizations that are unsupported or redundant are either retired—meaning removed in favor of baseline capabilities—or replaced with sustainable, Banner SaaS-native alternatives that avoid manual workarounds.

(3) Key HR workflows—including onboarding, transfers, offboarding, position control, salary roll, FLAC, and payroll—are fully documented, tested, and approved for SaaS compatibility, ensuring they function as expected in the new environment.

(4) Comprehensive UAT plans are developed, executed, and formally approved. These plans are designed to not only validate system readiness for go-live, but also to serve as a foundation for ongoing testing in future SaaS updates and releases.

(5) All essential HR reports are identified, documented, and delivered using Banner SaaS-compatible tools and datasets. Legacy reports that are no longer compatible or necessary are either retired or redesigned to align with SaaS capabilities.

(6) HR, IT, and all relevant stakeholders complete testing and provide formal sign-off on core business processes, confirming organizational readiness for the June 29, 2026 migration to Banner SaaS.

Manager

JR
Jeannette Jasmin Ramos

Alternate Manager(s)

CT
Claudia Tenty

Sponsor

KB
Kellie Butler