University's knees, and it's accessible by any browser. So you can Firefox, Chrome Edge. You can log in your browser maybe for the first time. If you all, just for those of you who brought your laptops, you can Google anaplan. One of the first links. First link should be Anaplan.com and then in the top right corner, you'll have this log in button. Go ahead and flip that. And then I'm already logged in, so it's not going to show me the screen that you all see. But underneath, like the usual you run Classworl. They'll be a sign, single sign on prompt and you can go ahead and use that and type in your e mail and send. Susan's already granted you all access. You should be able to get it fairly easily. So I'll give everyone a minute to go in there and get sorted so you can follow along if you want. Let me know if anyone has trouble getting into the platform itself. And then you go to sing. All right, everyone To me, I say that, yeah, get this single sign on. Okay. I asked, hopefully everyone was able to get logged in. I'm sharing my screen both on the food at and up on the screen, so follow along, whichever is easiest for you. But once you're logged in, you should see a screen that's looks somewhat like the one you're seeing on mine. There's a few sections of this page. So we have models, pages and apps. Thank you. You're probably not going to see much in the model section and we go to focus on the apps and pages. Apps are just groupings of pages or dashboards into applications that serve a certain purpose. So in this case, budget turnaround. So you all should see this budget turnaround app here. This page section is just going to show the most recent pages across, across apps that you visited. And then if you hover over each of these cars, you'll see there's like a star here. And you can click on that and add those pages or apps to your favorites tab, so they're always there. I'm going to go into the budget turnaround app itself. Once you enter, you'll see a screen that looks like this. There's going to be a number of different categories of dashboards or pages that we group together. Again, you're not going to see everything that I'm seeing here. Since I have full access to the model and you all have specific roles that we've designated, some of this you won't be seeing, but this is your initial starting place. When you enter an app, I'm going to go into position planning where we'll start the demo. This is a dashboard I find, these are very bigurable's. Mostly like an drop. We have graphs, data grids, we can put in University logo, stuff like that. Each one of these little squares, it's a little hard to see on the big screen, but each of these have a little outline, those are called. I'm only giving myself access to audit as we go through here, but you all would probably have more than one unit or more than one department that have access to, you see, a little bit more than I want these dropdowns. These dropdowns help filter the rest of the dashboard below it. So if I had a number of different departments, but I only wanted to see employees under a certain department, I could go in here and select this department. And then the dashboards below filter to that. You didn't see anything happen because again, I only have access to one department. But if you have multiple departments, you'd see that kind of everything below in the dashboard filter to that. So here I have some employee level input. So these are all the employees that live within this department. A couple of things to note about these cards is that a lot of them are interactable, especially bridge with some data like this. I'll explain a little bit how you can tell what's inputtable interactable and what's not. A little hard to see on the big screen, but if we look at my share screen, there are, there's a light blue shading on some of these columns. And that just represents that it's a model output, the formula that we've written in the back end that's sitting out, a number or a value for you to view on the screen. And it's not, it wouldn't be interactable. You wouldn't be able to click into this number here and change this number, whereas the cells here do not have a light blue shading on the cells. And those that signifies that the number, the number or field is interactable by end users. If I was to give somebody, to give somebody they in the system I can click into this cell and choose where that was employing fun. There's a few input fields here and you can interact with them just by clicking into the cell. We have that end date we have. Make these a bit bigger since my screen and zoom in a little bit. We have, these are some effective dates. So I know in a bigger difference in the position planning between an plan and Axiom is that an axiom, you have to make inputs month by month. Here we kind moved to an effective dating system. So for example, if the employee were to receive a rank retention, special faculty, or one time promotion, increase their salary halfway through the year. You can you plug in that date in this cell here and then we'll go into the actual inputs down below for like telling the system how much they're going to be receiving. The system will then take that date and pro rate within that month and then continue out that salary in year. That's that's that plare the next one is distribution overrides effective date. Again, very similar to what I just talked about. This a employee's distribution was changing at some point during the year. You could put in effective date to tell the system when that change is occurring. Again, in a few moments, we'll be going through how we can change those distributions as an end user. Then the last one is T override effective date. These will all defaults if you don't enter anything in these cells. Any changes that you make, the employees salary or distribution will default to to a default date based on whether there's Stafford faculty, July, September. These aren't necessary fields to input into, but if something was changing midway through the year, you'd be able to use these to tell the system that scroll over a bit here. But we also have these override fields for base FTE if we wanted to move somebody to have time. You'll see this throughout this demo a few times. We usually, in case where we're allowing end user overrides, we'll have check box that you would check and then you would be able to input into this cell their new FTE. And then you'll see a final T calm that process. You'll see a few times where we have an initial value that's being populated by a system. Then you can see here that we're doing telling the system to override it. We're telling the system what value to override it with. And then you'll see the final value populated the take that out, that's how you can interact with some of the cards. One thing that call out that will probably be useful for you is If you're doing some working here, one week and you come back the next week and you don't remember putting in an input. Or you see something that looks a little bit off in an input cell, you can double click into that cell. Then there are some options here. You have your copy based copy crop down. What I wanted to show you was the show history option. If you hover over the show history option'll give you a few more options like the history of the cell. I'm just going to choose the last 24 hours and you'll see the system will come up with a history of the cells input. So let's say user by line by line. Input by input. What user has changed the cell? When did they change the cell? What was the previous value and the new value? So you can see as I've been going through these demos the last day or so, I've been making changes to this cell as the demo saying here, here's the exact time, Sam, here's the previous value, I just changed it to zero. This is the most recent one that as far back as the model has existed, I just chose 24 hours, so that renders a little bit quicker for decades. You could choose all time if you wanted to. In the instance that you weren't sure why he puts We're going to scroll down. You can see throughout some of these cars we put instruction fields in there as well. Here we get into our birth overriding salary. So the employed by employee, the ingested position data that will give us base salaries for each of these employees. I have modified salaries for demo purposes. They're, they're actually making 1 million here. But this column here would be from the data itself. If you think that this data would be at a point in time as of right now, I think it's as of May 31. And then we wouldn't be running any new data into the system after we release it out to you all. Because then stuff can change and it'll cause some confusion. If you've already put it in some inputs, we'll keep that set as appointment time before we've released it, before we released it all to you. Again, you'll see this override conditionality where we can change some of the salary we want. I'm just going to put in that amount and then we also have this merit increase section. We're adding that now actually probably why. You'll see that the model is busy thing hovering over the model. Here's the section, here is merit increase. So we have a merit increase column that is set centrally by the Budget Office. But if you would want to override that merit increase, you could go ahead and do so. We also have here's your dollar increase for rank retention, special faculty, any changes to the salary that are being made. So you can either enter $1 amount or a percentage amount and the system will take those inputs and recalculate the system. So that's another thing that's different from Axi, is that there's no save buttons to plan. Every input you make flows through the rest of the model And affects your already downstream and other calculations within the model. So no more doing much work and puking save. There's an Or message that pops up. Those are all those are all live changes. There's no safe button that was that. This grid was for base salary. We have two more grids down below it for admin and 19. The internal audit office doesn't have anybody with the salary types, but we're going to come back to this. I'm going to add a few distributions as part of the demo. And we're going to add an admin and 19 to somebody. And then what we can see, how we can interact with these grids. Just, I'm going to scroll down a bit further. You'll see some more filters here as. Below this point on the dashboard moves to a bit lower level of granularity. So at the top we're at the employee level. Now now we're going to be looking at the distribution level. So there's, there's some more filters that you can fly like fun type category that wouldn't have applied at the employee level but would now apply at that distribution or purpose level. Yes, you adjust the small place, noticed the percentage, it was 12345, go out one decia place, 100 point? Yeah. Yeah, we can adjust. How many de points are showing producly? Only say it because I see you put in 5,000 but then the percent increase remains zero, so there might be instances where you might go out one decimal place. Yeah, so these two heels are both inputs. When you see these perple cells here, those are also signifying that it's an input cell like this cell here isn't going to calculate calculated. Yes, sorry, I maybe want to over that a little quick. For this, you can either put in the dollar amount you want to increase the salary by or if you know what percentage you can put in the percentage so you don't like back in $1 amount. So it's either either. Do you see a need for double digits? So well, the merit increase for that percentage column you put in incremental, or do you put it in a whole? We want to take those columns down to two digits. Or do you typically just take it out? Take it up two digits for the percent, the column where they can put it. So if they put in 2.25 or so back down here. So in this next grid that we're going to walk through, this is where we're actually seeing the in employee distribution level. You can see all of these, all of your employees within whatever filters you've set in one place. Again, internal audit, a little bit boring in this regard because each employee only has one distribution. But I'm going to walk through how we can add distributions and change the distribution percentage going to each item I'm going to add. There's a couple ways to go through that. We've embedded some links within the dashboards. There's related dashboard that you'll have to access. Often I can click this link to get to the new distribution. Adding a new distribution dashboard or this dark blue dropdown menu, that's a navigation panel. You'll see all of your dashboard categories here. And then you can click into them and see all the dashboards within that category. I can either click the link. Here's the dashboard. That link will lead to navigating there. This is a area where we can add a new distribution to the system. So you'll see a few dashboards like this one as we go through the demo. Basically what we're looking at here, there's three main things. There's input fields here, where you're designating what the distribution is going to be. There's an error message field here, indicating whether your inputs are valid or not. And it'll clash different messages as you change things in the input fields. And then there's a button here, Create new distribution that you'll click when the error message says you're ready to go. So I'm going to add a few different distributions occur, give them another base. And then, and then this class look up is just based on the employee that you've selected, they'll have a class. We added this look up just because we know a lot of people don't know off the top of their heads which class each of their employees are. So that will just help a little bit. I'm going to give, I'm going to make those inputs and we'll see that error message is changed. So saying please check the distribution field I've created. Distribution field which is here, is mostly just a fail safe. If you're saying I'm ready to create it, we're saying we're ready to create it and now the air methods changed. Again, it says this distribution already exists. So this is telling us that the one distribution that exists for Kirk in the system is the same as what I've just entered in here that would indicate that I wouldn't need to create this one or that I made some input here that wasn't quite right for the new distribution that I want to create for dental purposes. I'm going to keep it. Vm changes class, then you can see here that red highlighting has disappeared and it says that our new distribution is ready to create. Where God you go. Before I create anything though, I'm just going to create a couple more at the same time. I'm just column tasting here, even much Excel you pull down shift and arrow through control C Control. It's all very similar, Excel. All right. I'm going to create three distributions actually. For the other two, I'm going to give an admin 19. Not only am I creating new distributions for this employ, but I'm also adding them to different earnings codes. I will check the distribution boxes. Our error message says, we're good to go and I'll do that action after. After this action is done running, we will go back to the previous dashcre and I'll show you a few of the things that have changed. We'll see that there are new rows in that distribution grid, as well as a couple new rows in the admin and 19 sections as well. So again, there's a link here where we can p back to the previous page. We can use the navigation bar. Or if you just want to go back to the previous dashboard, there's this little back button in the top left corner that or back at the position planning dashboard. And now if I scroll down, you'll see here in this salary overrides for admin and one ninth salary there is. We now have her showing up here for us to be able to add, add salaries for him. So of course, since we just added the admin as zero, so I'm going to go ahead and add an admin salary for him. And then 19 as well has come in. Now the salary is saying the initial salary here is saying zero. Just want to call out that one ninth. We've built a calculation for employees with contract periods of ten or 11 to automatically calculate their one ninth salary based on what their base salary is. Since Kirk has a contract period of 12, the system is not calculating a one ninth value for him. But you can still go in and override that value if you need to. All right. Now if we scroll down to the distribution grid, you'll see a few changes here as well. You'll see those three new lines that we created for Kirk. You'll see the 5,000 1,000 I put in for the admin in one ninth. Then you'll see over here we have a couple things highlighted red and we'll talk about that. Now. These first two rows here are the base salary distributions for Kirk. We can see we now have an override distribution check that has opened up. This is different from the rest of the employees because since Caitlin only has one distribution for base, there's no there'd be no reason to override the distribution. So we've locked that override cell on the distribution, override cell in the system when that's the case just to cut down on any accidental inputs. But now that Dirt has Kirk has multiple multiple base salary distributions, the system has opened those up for input. So I can't I can't click in pins or Andres or Ryan's. I can override curves. Now I'm going to go to give 50, 50. You'll see those highlighted red because it doesn't add up to 100. Now that they've taken, now that the system has taken my inputs, it highlights back to green because those, those now sum to 101. Thing to call out is that under each employee they'll have a certain number of distributions. And the system this distribution is equal to 100 and grouping by that earnings code. So it'll take, you know, Kurt has four different distributions but only two are based. The system will look at those two base distributions and see if they summed up 100 and they'll highlight red if they don't. So that's what we see in these two, these two secondary cells here, is that they're highlighted red because they're new and the system doesn't know exactly what the distribution is going to be for them. We're just going to override them to 100% And we'll let the system recalculate everything, she turn green and now we see the final salary based on the distribution, we're splitting that. Million, 1.1 million. About 50. 50. And then we have that whole 5,000 1050 admin and 19 salaries. Scrolling down a little bit more, this is going to be a like a tail foot grid. If you're following along on your screen, you might not see anything in this grid. And that's because the columns in this grid are controlled by this filter bar right here. So you can see I've selected months and years. And you can see in this grid below, I have months and the fiscal year. If that's a little too much detail for what I care about, I can, you'll see that ranges only show years. I can show quarters or any combination of those three in that grid. One quick thing to note about these filters, filters like this, or the dropdown selectors that I showed above either on these dashboards or later when we get into the reporting. Dashboards are all based, are all used by user, meaning that your selections will not affect other users view even if they're in the same dashboard at the same time looking at the same grid. So don't be worried about changing those around. It will not affect or mess up anybody else's view. So yeah, this grid just is a little bit of detail behind how the system is calculating how the salaries for each of these employees. So you can see, I'll open this up again, things small here. You'll see these distributions and how they, in this case, quarterly salary in fringe benefits of call. Roll down to the bottom here. There's one more table. It's going to be empty for me again, because internal audit doesn't have any shared positions in it. But this grid here would populate with employees that you are not planning for but other people have planned for you to pay. It provides, so this would essentially show any employee that's not living in your home department but somebody else had put in a purpose code and given a salary to that. Is that purpose code associated to your department? So for internal audit nobody's doing that. You might, if you're following along, you might see some of the items like our report that so if they're filter in to a department within apartments, look at one department. Another department did buy those charges with the. Yeah. So the detail about this grid is dependent on that department or college and filter that you have applied. If you are selected to view in any one department, what will show up in the grid will be any employee that is being paid by the department that live in the department. When you go up to the college or unit level, it will be any employee that is, that lives outside of the college or unit level that is being paid by the college level. You might actually see the number of shared positions decrease if you go from looking at a department to looking at a college, because not as many folks live outside of the unit, but are paid by another unit as there are live outside of a department, but are paid by other department. That makes by explaining that, well, it depends on the level that you're trying to look at and it'll filter the grid based on that. So a couple comments on position plan because it's a big thing but it doesn't blow back into people's off as remind previos. So you do it update here, it's not feeding back in people's something and show. Maybe if you could go up copy because one of the requests yesterday was that ability to change merit. Yeah, it'd be nice to show the copy feature down because they might override sanpartments here have a different chain right off the bat. So if you could kind of show the ability to, can override and just really needs to be se, homeless. The ploy, yeah. So when you hover over a card on a dashboard, you'll see in the top right of that card there are a few different options. So I'm looking up here. So there's a filter option which you We shouldn't need to use that often because you have filters a selection on the dashboard. But you can use that, there's this eyeballs just showing like if you want to hide some of these column headers. You can click on the eyeball and say line items. And then you can choose exactly which items you want to see. Again, we tried to lay this out where you're seeing all the relevant information that you're going to need to see when you're making these changes. You can also copy across or copy down like Excel. There's a couple ways to do that. Can double click on this cell and I can copy a cross or copy down a copy down. It'll take this 5,000 and it'll populate in the cells below. I can also expand the grid, which in this case might be pretty useful, especially if you have a lot of employees. You can expand the grid. Just makes it bigger again, you can like if I want to actually zero this one out, I now have the copy across, copy down functionality of the top running partner as well. Do that system position, the position descriptions come here. The IP there in this, I don't think there's show our position is what you're referring to. Well, there's a position. Is that link to a job description? That's your position number. That's your position. Yeah. Postscriptions or what's the question? I wondered if there was access or if it was position description. But I think that's all in HR. Yeah, Don't there's no access to it here now. To change it or to state it well, I mean, it's a job description. Got you. I'll minimize that again, on the position plan, you can do that on the over too because I know oh, yeah, that's because I know some people are going to change every right off the bat. And everybody for Susan, I know in your case contract they're going to change to a different number based on the contract. Yeah. The copy down, copy, cross, copy paste work for both those. That number input cell that I just did with the $5,000 and it really works for any inputtable cell. So I can check the top merit increase override box and do the same with with the chat boxes. It works for any of different kind of data types that we're seeing in the tables. Question the chart of the final salary at any beds you're able to see monthly or is there a way to build that? My department department. The table down here where you're seeing Yes. The detail. Yeah. So this table will depend on the filters that you've selected above here. So if I were to select seeing if there's a good, I can select admin, you should only see the two, the one admin flare and then that should also apply to the table down here. So that, that applies for any of those filters. So again, small department, so there's not too many filters that I could have grown to actually demonstrate that. So I just did. Any other questions about position planning and process or any parts of the dashboard? I have ten people across at the college, all of the different departments, and I know we're going to get a $5,000 increase. Can I select multiple employees by name? No. It's so one like that drop down is just one as election on. The only one you can do if they're they have like them salary plan. Like if you have assistant professors who are all being promoted, you can do it based on that. Okay, That position type is the position description. It's coming directly from HR. So that is the position description based on the HR data. If a faculty member is on the retirement leave and moving to 75% of pay, would that be an override? At the moment, yes. Or an end date? We don't have an automatic calculation for that. That was a question that came up. It could be a it could be a change of really adjust salary which would be okay. So you get to say the right number at the end, right? So we would have to manually do the salary for the two months at 100% and then the ten months at 75% First step to have an end date for 100% and then the 0.75 Okay. I'll have to a. There was a request on that. I think there are different plans that people can go out 57. It would be a situation where I would add a distribution. Yeah. Could you could do that? I think that would work. So one would be at 100% with an end date and the other would be I don't know. Yeah, you do. You'd have a distribution effective date, ride there. So like you tell the first distribution to kind of stop at a certain point and you have a new distribution, all right? But you're also to change the FTE scope of the distribution based on the application. That's something that was asked about yesterday as well. And probably a good time to call out that this plan and this application that we're walking through right now is not like set in stone. And it's not like a box that we're delivering and that's it. We are like enhancement requests like this. We always want to hear about to make your lives easier. Because even though we're going is now, we can always continually push updates and enhancements into the system. And it's pretty easy to do, so we just need to log the requests and then figure out how much time is going to take and how any more data field we need to bring in, stuff like that. So we do want to hear stuff like this. We are eating like a backlog of items that will try to get to over, even over the coming weeks. Yeah, and some of the items will be an easy fix and some might take a little bit more. But yeah, we're always welcome feedback. This be turned over to the DIC or remaining It will remain with decision support. It will remain with decision support. Yeah. Other questions about position planning and process differences between this and Axiom? All right. I will go on to the next section which is vacancy planning. So much like we have a current position dataset, we bring in, we also bring in a vacancy dataset which should show all the vacancies as of December 2021 or later. We made made a decision to ignore anything before that are older than 18 months ago just because a lot of those tend to be old and maybe not very. Position data was pled as at the end of the bye position data. As a same with the vacancy data. It's just been limited to anything that's within the last 18 months. And before I start going through this, the big change between the section can be very similar to what we just looked at, that's a little bit less detail. In the current position, the change between Axiom and a plan for vacant positions is that a plan, we now have the ability to add new positions that are not in current provisions or vacancies. I think before you all were probably grouping one or more new positions in one vacancy and that salary reflected in the vacancy was a multiple of the actual number of employees that were being planned for in that one line. Here, we're not doing that anymore. Each line of vacancies is for one vacancy. And then we will go through this city planning, but there's also a section for new positions that you can have in the system itself. Sorry, just want to all that out. Yes. On my screen I see this Department submitted for approval and list all the departments and there's a question mark submitted at the bottom. Does that mean its roots to supervisory? Yeah, so we'll go over that later. There's a submission section. So that's the box on the on the on the planning dashboards is just showing you whether you've submitted a department or not. You've submitted the inputs on the screen all so you can't change the budget. A submission, so that's what, that's what you're seeing on your screen there is just indicating whether or not you've submitted the budget. All right. So fairly similar to the last where we looked at internal audit as one open position. The difference between vacancy planning and position planning is we're designated that the user needs to actively include any vacancy that comes into their departments. So. Vacancies won't automatically be included in your budget later on. If you're looking at reports or something, you'll probably see that the salary step down in the planning year because we're not including automatically all of the vacancies that come into the system. The user would have to click this in checkbox to say that yes, we do want to budget for this vacancy. I'm going to do that again. We have some override effective dates here, like the last dashboard. Scroll down, we'll see position base salary just like lost stash board. You can override the salary amount if you think what's coming in through the vacancy data is not quite reflective of what it's going to be. Again, there's no admin salary or faculty salary for this one, but you can add distributions to vacancies as well. So you can see for this one there's one base salary distribution. I'm going to go into the Avenue distribution. This is going to look very similar to the Lot dashboard. I'm just going to create a new base distribution. So again, same thing as the last dashboard. And you're really just choosing a position instead of an employee to create a distribution por. I'll run that action and we'll see the new distribution pop up in the vacancy planning dashboard after der back to the last dashboard we'll see. So now there is still no advent here. 19 didn't create those distributions, but we do have the new distribution in the overy grid. We can do the same as the last dashboard and override you want to last. Two tables again are similar. We have the kind detailed level of breakout of salary print being calculated by the system as well as a shared position table as well. I've seen items in that I made, so that's, that's getting cleared out. But same kind of process flow. A little bit less detail with some of like the merit increase, stuff with the vacancies, but overall in same process. Any questions about the vacancy contribution? The little class tip I saw was not in that process. So just a little Yeah. Than the other one. Sure. Now we do get class, so we can probably look out it based on that, on the bless issues, we'll again, put it in the backlog and well, it's not a difficult change to make, so any other questions or observations? I'll move on to the new position planning. So like I mentioned earlier, we're not going to be routing new positions. In what Ac and position salaries, we do have the ability to add new positions. So I'm going to go ahead and review that, Phil. Again, very similar to the other grids we've been seeing. Fill out information here and then click Create, New Position. So you can see the steps are all laid out for this in the board. Here's our new position that we just created to give them salary and a start date. Move down here, where we can give the new physician a distribution. And then the one difference between this grid is that you do need to put it in the distribution so the system can calculate. So like if I input, I'll put it 100 here. And now it says, where did you go if I were to create another distribution here? The air message says, you've selected two of the same purpose codes to split between. That's similarly you do that. But if I were to change these, I would just need to make sure that these two columns sum to 100. And that says we need to go create those distributions. Then this Action button is the one that's a little bit different. You have to select the budget that you're putting in, it's just a little put the systems bill. There will only ever be one selection in this field, so there's not going to be a confusion choice of two or more items there. You're always just going to be select the budget budget for the running process there. Thanks. In that down below, we'll see there's those two distributions. The split 75, 25. And you can see the salary infringe calculated for engines. There is a shared view, positions grid as well. Probably not going to be too many of these, but it's there again, it's just from an old input that I had you clear out, but that's about it for the new positions. Any questions on adding a new position or the process around that? That's really it for the physician planning side of the house. Much like Axiom, we have budgeting and other labor as well. To go through budgeting and other labor in plan is essentially works exactly the same. I'm going to go through the budgeting side and then quickly poke around in the other labor side. You know, dashboard for dashboard. It's like the same process. I can go into that now and that we'll go into the budgeting section now and then we'll probably take it 510 break after that. Just one note in, Just adding a new position in here doesn't actually add the new positions. We haven't yet integrated anything back in to people soft or wherever. I mean, it's not possible though with your new position. If you can get, if you think about an open class because when we do load in the People software Include class. So if you want to do any variance analysis and you create a new position eveially with that class, you can track that versus part of any integration force. This does not incorporate a fogle from HR and you're agreeing a new position that needs an HR there. That's why not integrated, put my HR that there are no more questions about the position planning. We can get into the budgeting side of the house so we couldn't be adding any new position that had not been approved by or budgetarily received approval. Right. Okay. There might be a process. You guys have to get approval there. Position. Correct. If you got approval that you don't have a financial back up right, then it could be added. But yeah. Missing create position. There's no doubt about that. Would it be pun on getting the approval turn? Fiscal year. So you were exactly adding position that Pi eventually and you budget for a possible you're going to budget for I think what you're going to get contempt as far as what university support, budget, support stuff you have, right? If that's in there that you that that's a future requests for the year. Right. Well, I understand that, but I'm saying like we were anticipating, say for example, we've got to get a huge federal award and we know we have to hire Assistant Director when that award comes in. So say we've gotten a notice award, but is that start for three months? We know we have Assistant Director for it. We'll have to go through the process of getting it approved. By the Budget Office of Major. Still a position that during this budget? Yes, I'll let you think. You're also going to be put in the revenue with that. As in say that's not a basic budget. So funded is a lot easier to add as a new position. The basic budget, right? Basic budget there still should be, excuse me, should have some sort of conversation with the Budget Office before anything is put in there, okay? Whether you've already had the conversation and it's just not through the work papers of HR or you need to have the conversation because you know, something is coming and whether it is a big federal award that has some sort of basic budget component to it, whether it's cost share or something to that effect, you have to have those members. So like with our faculty hiring plan, we're not going to put those in there until we get approval from the post that we can hire is basically right. This is a brand new line, right? There's a retiree line, you, okay? Yeah, because retiree line should already be in your vacancy listing. We move on to budgeting now is working a little bit different from Axiom. So I'm going to spend some time explaining how this works. And if there are any questions, please feel free to interrupt. So, we're on that for 3.2 which is going to be where we're selecting our driver methods to produce the upcoming budget. And I'll explain what that means. Basically, we have received actual data and budget data. And with that data we have created a list of purpose code and account combinations that are, let me see as valid. Either they have actual sitting them or there's put them. That's what you're seeing in these rows. Here we have a purpose code and account combination. These are each unique of cross sections that have had spend or revenue at the university. Each of these lines will have a driver method associated with it. And that driver method is tying the system. Okay, for this line. What, how am I calculating the budget? How should I, how are we, you know, inputting dollars for the budget? Or are we growing the previous year's budget by a certain percent? It just tells the system how to generate the numbers for the. But then the budget office has set the base line for the budget, which is current year budget. And then they have set at a GL account level what they believe the driver method should be. And for the most part, it's all just going to be dollar input. You'll see all these lines. This first column here is just the budget offices initial population of what they believe the driver method should be. For the most part they said it as dollar input. The second column is where you as can change the driver method associated with that line, which will change the output of the model for the budget year. Then the final column here is just a final driver method based on overrise or whatever the budget office has put it. The idea here is that the Budget Office centrally sets the baseline for the budget, which I think for everyone right now is just for the current year's budget. And then they will centrally populate for everyone initial driver method. You only have to make changes to the driver. If you're not going to be putting in $1 you're not going to be plugging in dollar for that one. I'll talk about the different options that we have. A second. Just one of the posits different. So are there any initial questions about the baseline and method? The only question I have is should only be showing supply lines and furthering the line for fringe benefits. On the Yes, this should show So basically the difference between budgeting and other labor sections is that based on the account in Based on the account and that contatnation of purpose code account, there's a designation for whether that account should be related to budgeting or other labor and that's how the system differentiates the two. So if you see something in there that you don't think should be there, let us know. Okay. But yeah, it's it's based on the it's based on the account that's here if you change the driver in the current budget did state that when you reopen the new year to begin to reset of each year. Each year would probably be recess. Yeah. But again, the Budget Office will do some initial work to populate everything. So unless you are changing a lot of lines away from the initial population of what the Budget Office said, there's not going to be too much that you're really changing here. I'll talk through what the driver methods are. We anticipate that most users are probably just going to be using dollar input for the driver method and how they're producing their budget. We also have a percent growth driver method. This would just be grow the baseline of the budget, $100 last year. And you want to grow that by 5% You're going to have a $105 in your upcoming budget. That's percentage that it grows is based off of input by the budget office as well. Dollar input is what we just talked about. Trend will use a three year moving average. So it'll take the current year's budget, last year's actual, two years ago actuals and average those out and use that as a budget. No change is what it sounds like. You're just keeping the budget the same. There's no you don't need to any inputs. Multiple line input is the most complicated of these. We'll go through that in a second. But basically for each one of these lines, you can use multiple driver methods to build up the budget for that line. It's a lot of detail, but I think the use case we got for that was a contracts where, you know, you have a certain base, maybe that base is growing by a little bit, by 50% And then you also have some new contracts coming on line in any of the amounts for that way you can build it up. And I'll show this on another dashboard in a minute. But that was the use case we got for that one. For the vast majority of lines, you will not need to use this one. I imagine then the last line is no value. If you say, if you have purpose codes that you're no longer budgeting for, you can zero out the budget for all those purpose codes. By selecting this no value, just take the value of zero for the budget. All right, that's a quick overview of the driver methods. Again, you don't have to make inputs here if you're just going to be using dollar input. I'm going to go into two dashboards that we're making the inputs in. The first one is going to be the Dollar input dashboard. Now you'll see the filters as usual, these filters carry over within the section. So I've had this internal audit selected before. If I had selected a specific fund type category as well, that filter would carry over dashboard by dashboard, so you don't have to re, select everything every time you move to the dashboard. Then this grid below here we're seeing these are the same purpose outlines that we're seeing on the last dashboard. Now this grid is where you'd be able to make any changes to the budget. So you can see there's a lot of lines that are zero for the initial value. That's the baseline that has been set. If I wanted to get rid of noise, we have to suppress zero check box. So if I press this, every line in there that is not really relevant will go away. And it's just based on the dollar input. Final, final dollar column here. Here we see for internal audit there's three budgeting lines that they have budget for in the last year. I want to override that. I can do so, but before I do that, I just want to call out that if something is set as $1 input driver method, it will carry forward the value if you don't make any input. So you can see in this final column here, the same values are appearing between what was set as the baseline and what is the final value that the system is going to use in your budget for the upcoming year really. Away even more. It's set up as dollar input and you don't need to change the budget. You don't have to do anything for the line. If you have a department whose budget is not changing at all, you don't have to do in terms of fuction side, it carries forward. And then only if you select this override box, you'll see this number go to zero. When you select this box, then the system is going to use whatever you plug in here for your budget. If you want to take this to 25,000 you plug that in here. That value would recalculate throughout the entire system. You can add comments if you want to. But again, you really only have to do that if you're going to change the budget for that line. One other thing I want to mention here, I have to come back to it. Oh, yes. So with the one additional filter that's on this dashboard is it will only show these purpose account combinations that have been selected as dollar. So if you had changed a number of them to be present for trend or no value, you would not see them in this dashboard. They would be filtered out. So these are on this dashboard is only inclusive of anything. That was the dollar input driver balance slide for questions. If there are any about this, I'll move on to the next dashboard. So this is the multiple line input dashboard. This is the complicated one that I was talking about earlier. A filters up here. This grill look a little bit different. Again, it's filter to only purpose account combinations that have the multiple line input driver methods selected for it. Right now I have, I have one but you will see that there are five sub lines that build up this get. For each of these sub lines we have the baseline is for the overall purpose account combination. We have a three year move averages and there's a typo in that name, so we'll move that quickly. And then for each of these five lines, we do have a, we have a driver method selection. So I'm just going to select one for this grid just for demonstration purposes so you can see how this works. This first line, what it's doing is P percent growth. It will take the baseline amount and grow it by input you have in this cell right out of zero. So it's exactly the same. But if we put it 5% we'll see that system recalculate everything for 5% dollar input. What it sounds. If you wanted to add extra thousand, you could put that into the cell. And then you'll see the final amount here update with that amount. The trend is going to take a three year moving average. Then no change is going to just use the baseline here. And then all of those aggregate up to the $17,000 which will be what the system uses as the budget for this purpose account line. Really this is just a way to be able to use multiple driver methods for, for one line. Again, you probably won't need to use this often, but if you have something like contracts where you know there's a certain base and there's also going to be maybe some growth on that base for an extra dollar amount coming in that, you know, you can use this instead of backing into a number of line, you can make your selections here just in the purple color input under growth, you can't change the second line, percentage growth colors like you could be edit. And over to the right the catering change or percentage road road. Oh yeah. So we can have that as an enhancement where that road gray out if the you can it won't do anything but you could. All right, so this 17,000 is what is used as the budget after this process. I'm going to hop back up to the first dashboard in the section. This is a very, this is a very useful dashboard. So let's get, so are you familiar with it, this? Basically what this Board does is, so showing an output of what you've done throughout the budget section, you have all these purpose account combinations that are in the section. And then you have actuals as well as the budget years amounts that the systems generate. Fy 23 would be your baseline current year budget. Essentially anything FY 22 would be four would be actual data. We have filters on the side here so we can show any combination of going back to FY 2017. We do have a suppressed zero box here, so you can check that. Get rid of all the zeros. One thing to note that this is slightly different from the other suppressed zero boxes. Is it based off of what years you've selected? I'm suppressing any lines that are all of these years are zero. See there's some lines here for FY 22 that have a mouse 22, but 923.24 If ID selects 22, those will disappear. And we see on now values that value we only see lines that have values that by 23 and that are budgeted for B. Then you have the rest of your filters down on this right hand panel here. So you can filter by purpose code, by driver method, by GL account or grouping subcategory or financial statement line items. Any of these, these filters stacked on top of each other. The one thing I like about this stash is it will show kind by by line. You can filter to the driver method. So like if you changed any driver methods away from dollar input, you should be able to see like where those numbers are coming in from. Like I've selected multiple line input and we see we see that one line that has that drive there, multiple line. So this is a good, this is a good dash for, to be able to check, check your work after you're done. All right. The last thing for this section is there. So I mentioned that before. There are these purpose account combinations are generated based on the actual data and the budget data that we have received. If there is a new combination that you'll need to budget for, you can add lines here. So this is going to look similar to the other dashboard, department purpose code, the GL accounts. And then based on your selections, the system will suggest whether or not that line should be off or non op. Well, really off bank. Or 17, 43. Really probably don't need to worry about overriding this at all. But if you think it should be something else you could override it to be non op. Again, the system should handle the vast majority of these so you wouldn't have to override anything. Could create message says we're going to go and we'll run this into the system. One thing to note when you're creating new lines is that all the values within that line are going to be zero because there's no prior activity. The system doesn't know what to put in it. If we go back to that 3.1 dashboard, you'll see I don't see anything here. It's just if you want to see those lines initially after creating them, just make sure you don't have to suppress zero button check because it will heighten. If I go down here, here's that one new account that I've created. You see that of course those values are zero. If I go into the calculation drivers, this one will already have the dollar input driver methods selected since the budget office is designating for this account. Dollar input is probably the one that's going to be used. Then I can go into the dollar input section, and we'll see it here down at the bottom where I can override and put it in values if I want to. Again, if this press zero was checked. We're not going to see that. I just wanted to call that out. I know a lot of people are going to be using the suppress Ero functionality. So I just want to make sure that if you've added any new lines, you have to be selected until you had a value in there. And then once that value is in the system, if you put suppress zeros then you'll see it. But it's not going to be shown initially because the value is far here. I think that is it for the budgeting side of the house. Mark Susan, anything to add there? And lay over the filters that enough that they carry over other than suppress Eros. Yeah, these, these filters within the section carry over. So if I were to look at a certain time category on this dashboard and then go back to my 3.1 dashboard, it would that filter carry over and be applied on the 3.1 dashboard as well, so you don't have to make your sanctions each time you move on your dashboard. Any questions about that process, the driver methods, anything around budgeting is down in full. Yeah. Every every grid that you see with data like this can be exported to Excel. If you want to do any more analysis, you click this little ellipses and then you'll see other exports, you can export this view. It'll give you a few options about what has been files. Going to go over the report. Actually report that views. When you do position plan, you'll probably use that actually. Are you going to export everything? Other questions section, you're just going there's also the section where you going to A under the labor calculation, that account code there. Yes. So that will work the same way as what I just showed, but based on the account that you select the system, we'll know if that should be an under labor account or a budgeting account. Select the budgeting thing. 129500 is should be attached to labor budget. Okay. That's something I actually saw last night. I was going to ask at cash. Yes, it has, it needs to be. But there's been a lot a lot of new account codes that was generated created by HR this year to move to bring that. Yeah. That's something that the model administrators and budget office will all kind of talk through and work out before it's release. Like next year. The same thing happens. Buche accounts come in. You know, there's certain designations that need to happen in a plan. That's all going to be model ads or budget office folks doing that before it's released to you all, okay? I guess one little call out before maybe you take a break here for five or ten. But what we just walk through here is pretty much the same thing as what happened with other labor. So I'm not going to go over that section really. I'm going to quickly change my access to all units just to see what it looks like in the other later section. The internal doesn't have anything in there. But again, looks looks the same. The same drive methods, dollar input and then the multiple line input. I don't think I've selected anything but I guess there's something there, same process. It's just the type of account that splits it between budgeting. I think that's it. Maybe we can break for 5% and come back. We're going to touch on recording and submissions after the break. Those sections will be a little bit quicker than kind of functionality we just walk through, but you all want to take five or 10 minutes. We'll reconvene in a bit, right? You call just 45 at the time, she not telling the sit. The red. Yeah, experts. We'll see how it is later. Oh, interesting. I get traps on the other side of spacing morning house. When I let the dog out at 04:00 this morning, he was a day here. There's a All right. Look at that that message that did transfer understands a month later. We just scared. It was the Yeah, I. A number. Was some Si transfer so long she's every so yeah, the granules also that surprise. A statement. Si I'm going to get started again. 18. Yeah, The girl, that son since here. And we'll go over the, a couple of sections here so we kind of walk through before the break. Preparing the budget. Now we're going to look at some reports. And like the submission and approvals process, all these reports going back to the comment I made earlier, they're all live. When you make inputs into the system, you don't have to say they are. The inputs will take. The system will recalculate everything it needs to be calculated and then your reports will show up live. We're going to go through this reporting section which is in section eight. There's seven reports in here which will lock through. And the first one will do is a slater distribution dashboard. So we're not seeing anything yet. I haven't selected a department that I want to view, but I wanted to really quickly mention to show all units card in the top right. This is a filter but it should not be accessible by anybody who does not have full access across the university. So you'll see it on your pages that you won't be able to interact with it. And that's just so you could, if you click this button, we'll see every employee distribution throughout the university. So we're just locking that down. Down at the, down to the bottom here we have a filter for the department to view up to the top sufficient, pretty low over the break. So sometimes when you see this model is busy sign flashing up, it means that the system is recalculating something that we're doing in the back end. So that won't happen after, after we finalized. Maybe tomorrow we're going to set up kind of a death environment. In a production environment, you all will be in the production environment and we'll be in the death environment in back. Oh, maybe there's, we might have to take a little bit more break there. Was the bottles working on something in the background. Susan, were you adding users by any chance or changing access Like an hour or ago? Yeah. Okay. We'll take a look at what would have changed here. But yeah, we'll take a little bit more break for the models. Like are you doing again, this won't happen when we have a Dev environment and a fraud environment. Right now it's all in one create amongst yourselves or whatever a unit you would then could a separate chemical increase. That's a easier than at given. Yeah. Interchange that I was going to say probably any line manipulate the comment section issues, just you know, you're using money from you know, fund to another. You just be like okay, you know, why do for this year I'm going to be shifting a lot of S place for 100 just kind of last year you guys had 500,000 Now you're laying up 200,000 That's a big discrepancy. Yeah. Yeah. Change something by the state. What did I add in there? I use it once a year. A. Thank you. Actually, 1410, rising side 73 and the ball to Oxford. Yeah, it was closer, but I mean, I I do go there in California, my trainer to train. I guess you would just say that I don't really plan on showing my training was one of the sisters and she's the sides like you. She's okay. We're back all the I'll go ahead and re share my screen. Yeah, that shouldn't happen when we're in production development. Production environment, we have separate models for that. So right before we took that short break, I had selected this department to view. So now I see all the different distributions for that department here. So we can see a little bits, a little small. We can see that position here. Here's our new test for No, the two distributions I created before. We'll see Kirk has those three distributions we created as well as his original his original distribution. So here just really just shows a few meditative fields around each of your distributions. The labor roster is very similar. It's just similar thing, it's just a few different meditative fields. We've split those up separately and we'll see another dashboard later on as well that kind of splits things out between home department pay department, stuff like that. So these are mostly just kind of reports showing line by line. What is in your department at three is where we get into more of a statement of activities. I have selected internal audit as the units of you and we're seeing it's pretty sparse here, but we do see some basic budget values here. So what this dashboard is along with grows your statement of activities, level of detail. So we have professional salaries, faculty salaries, et cetera. Across the columns we have a breakout of different fund categories, including a summarize all fund types. Again, internal audit is a little boring. In this aspect, there is only really based budget year, but you would see your unit has no cross fund categories, you see values populating elsewhere. One quick thing to note is that when there's a dropdown on here, which controls the year, that the grid below is showing numbers for. I flip to FY 23, it'll show like what your base budget is. If flip to 22, it'll show actuals for FY 22 and then all the way back to 17 as well. You're looking at this dashboard, make sure you are on the right ear or else you might be seeing numbers you don't quite expect. I think it might actually fault you all to FY 2017 if you're following the next dashboard is 8.4 really quick. But you can also select by college unit as well, all of your departments underneath that college unit. If you were to have more departments here, if you have multiple departments, you can choose multiple departments to show it activities. So I just have one. But if you have three, you could choose to amend to show or any combination of that. So my units of 8.3 this is kind of the bar that we send out to you, the Peps and then make your guidance is the basic course, the this is what you reviewed before you, make sure you will. The next as far we'll go through is actually the exact same underlying data, it's just pivoted so you'll still see the state of activities lines along the rows, but now we have time as the column instead, the fund type categories as the drop down here you can see it's your trend of how each year across time, again of the actual through FY 22. Then it would be your base budget in 23. And then you'll see since I've changed those salaries in the data for internal audit, there's a huge jump up for the budgeting year. But we get same underlying data as the video Section 8.5 It looks a little bit different. So there's some more filters we can apply here. Again, we can apply the department filter. We can show all units if we have access to. We can filter on college unit instead of department if we want to. And then we can additionally filter down to the purpose code level as well as the fund category level. If you needed to check a specific purpose code, you can use this drop down to control which purpose code you wanted to view data for a. Down here, the grid looks a little bit different. We have our furthest right column is our proposed budget. This will be, in this case, your 24 budget base. Budget is the base that you're using to produce the proposed budget. It's net permanent budget that is relevant for anyone year to day actual. So this will be year to day actuals within FY 23. So slow down a what's trending towards at eight oh four current year net budget. What it sounds like prior year would be the last full year of actual, on this case 22 and then two years prior would be 20, the important difference between this view and the last two dashboards. We looked at is that this dashboard takes into account whether or not purpose codes coming into the data are active for historical years. There are purpose codes that are no longer active in that actualized data. It will not show up in this report, but in the other two that we just looked at that is agnostic of purpose code. So those numbers would remain in that report. That's if you're seeing differences between FY 22 and this prior year column in this report. That's probably why this report would like a bit lower than the other Susan or Budget Office. Anything you want to add to that explanation? All right. So that's that's this dashboard. I will stop here and just plug something. So when you're going through your budget and you're preparing your budget, these dashboards are alive. So when you make input, the model recalculates everything up into these reports. So what we kind of recommend doing is having two browser tabs open when you're preparing budget. One with where you're doing, whether it be position or other layer or budgeting changes, or you're actually preparing your budget. And then you can have in another browser tab or one of the dashboards up. And then you can kind of quickly flip between the two and see the changes kind of line. The one call out there is if you're doing some budget prep in one tab and then you flip over to the tab and you have the report up on. You just need to click this Refresh button in the top left corner here. This will just kind of re render the dashboard itself and re pull the numbers. It's not actually looking into the model in live, I'm pulling the numbers. You just have to tell us to refresh and it'll go back in, pull the relevant numbers in the dashboard. We do recommend having two tabs open. It's really easy to go back and forth, refresh and see your changes, actually update your views live in real time. We move on to the last two. This dashboard is like a budget Tut dashboard, basically. Again, it's not going to show anything until you select a college unit or department. Once you do it, it'll show. I'll talk about this top right grid. It's a little smaller right now because I've zoomed in on my screen. But the rose, our position planning, other labor and total compensation. And then the columns are salary benefits in total. So this is a good summary grid for this department. What amount of salary is coming from position planning? What amount of benefits is coming from position planning? And then the same for other labor. So you can see a summary of of how your labor is broken out here. And then we move down the dashboard, we get into more detailed grids. This is going to give you all of your department on positions for the department that you selected as your filter. Show the salaries and benefits as well associated with each of those distributions. Again, these next two grids are going to be empty because internal audit doesn't have anybody moving between. Anybody either living in internal audit that is being paid by another department or vice versa is department owned physicians or their home position but it's paid elsewhere. And then the shared positions is the opposite. So employees that are not living within your department that you selected as your filter up above, but are being paid by the department. And then additionally, we have, again, there's no or no other labor or the internal audit section, but this panel would have every other labor line that builds up to the budget for that department. When you like sum these final salaries and benefits lines for each of these tables, you'll be able to tie back to the summary table up above, which in turn which in turn would tie back to the other statement of activities level reports that we just looked at. This is a good way if you're looking at your labor in your state of activities and you want to see what's building that up. You can come into this dashboard and see what is making up those numbers in the state of activity line by line. Again, we mentioned this at the very beginning of the walk through. But this department and these two filters up here for college unit department will affect what is being shown in these two grids for shared in department owned but paid elsewhere. So again, if you select the department level, you'll see anything that's moving out to any other department or coming in from any other department. But if you select the college level, you'll only see lines that are being paid out of that unit or coming into that unit from other units. Again, you could filter to the knowledge level and see less rows of data than when you had just a single department selected last dashboard, This section is the budget tie out. This dashboard really gives line by line detail to what is building up your state of activities. This is not just for labor or other labor budging. This is all inclusive. So I'm on internal auditing, but I filter to salary, account staff, salary don't have any, so I'm filtering out of the salary and wages accounts. Now we're seeing in these columns the employee level detail well as Bacon positions and those new positions that we created and the salary amounts associated with those, as well as any comment fields that you put in those sections. So this is a good one to know where to export because you can then essentially if you just put the department, you can export this. You can also filter out the zeros here as well. You could export this to Excel and then run your pivots on any of these columns to get a more customized to do some different pivots. Those you would be exporting this here, there's a little like a little sheet of paper with an arrow pointing to the right. Click on that need to say export this questions about purporting. We'll move on to the last section which is submissions. So some of you might see all of these dashboards in the section, some of you might not, depends on your role. So if you're just a preparer, you would only see the budgeting and favor submission dashboards. If you have more access levels, we'll see you start to see more dashboards in this section. But if we go to first page, so we have budgeting submissions here. After you've gone through the budget section and you're happy with the output of that section, you check your reports and make sure everything looks good in there. You can come in and submit department by department your budgets. You just check this box here and put the action to submit. This one runs. And now you've submitted this department. The one thing that this, this affects and the other sections of the model is that now any area that is associated with this department will be locked within the budgeting section. So if I go back to budgeting Show 3.2 we'll see now where we can edit the driver methods, we're not able to do that. The same goes for the changing any overrides for dollar inputs or multiple line inputs. After you submit, those inputs will lock down and no longer allow you to change your budget. Same thing goes for the labor submission dashboard. Here we can also submit our labor. This submission for labor would submit both the position planning and the other labor section. When we submit this department, the inputs across other labor and position planning for this department will lock down. We move then, if this is relevant to you, move the chain of approvals. We have a budgeting and labor approval section. Labor we have not submitted yet. We scroll down to budgeting, we see that department and we see these two fields here for approve or reject. Have been opened up, so we can approve and run the approving action. We could also reject and run the rejecting action, we're going to approve this one. Again, it moves up the level to the level of approvals. So you can see down in the budding section looks very much the same here. This has been opened up for the deem to approve or reject. If you reject it, then it goes back to the previous level for them to modify? Yes, with the master depending on the level. So there's two levels or three levels of approvals that go on to. The first one we just walk through is kind of the CDO level or prepare approver level. That one would send it back level. This one for sends it back all the way it gets unsubmitted. Okay, So it doesn't just send it back one level, we'll send it all the way. So I'm going to do that, so I'll put the rejects and run that action. And then if we go back to this budgeting submission section, we'll see that this is open back for us, theoretically going back into budgeting section because that's where the change need to be made at that level. Yeah. Now, if we go back to 3.2 I showed before you now either open back up Okay. And then I would be all levels to all of you would supplement for her. She would be prepared to go to the board, Correct. And then go to the budget. Okay. So some folks will have Yeah, some folks will have Pi access where they're preparing a budget, approving at the CBO level, and possibly even approving at their depend level. The final level is office approval, but some folks will only be able to submit, some folks will submit one or two levels as well based on their role in the system. I'm just going to resubmit this one. Is there? Sorry, what was the question? I'm going to resubmit this one just for purposes the last section in the dashboard that you all have to worry about, this one is just for the for the budget office. So I don't think any of you should be seeing that a 6.6 submission progress is just showing where in the process every, every dependent sitting. So again, I only have access to one, but if you have access to multiple departments, you see more in this list and then line by line where it's sitting here for labor approvals. We haven't we haven't we haven't even submitted anything. So it's still in progress. But if we go down to the budgeting side of the house, I just submitted and approved at the first level. So now the system is telling us it's waiting for a team level of approval. So this is where you can and everyone should have access to the dashboard. So you can always come in and check to see like, oh, has my department gone through the level yet or has it been completely finalized by budget office? You can always come back to the dashboard and check the status of, I don't think we have vision training at the higher levels for the beings. We're expecting you guys that work for the approval themselves because they're order we are putting together a documentation as well. Yeah, I think as after this session, we'll be sending out some initial documentation which is more around how to navigate a plan and the different clicks you can make within the system. It's not going to be specific to this process, but that's something we're continuing to put together and we'll send out at some point over the next week or so. Any questions about the submissions process, reporting, or anything else? I didn't actually don't have anything else to walk through today. I think we can open it up to any Q and A about anything in general, and there's any questions or comments for the academic needs. We will go to the Vice President instead of because you don't have any, So it'll go to your Dean or your BP, whoever is your highest level. So yeah, we change the label. P we can't, we can change the label. Yeah. Yeah. Just a change. So the slash, the whole ideational look at the ability, other questions from anyone. Just to go over what I took down and talked about adding decimal Dod session ability for path retirement to we talked about before happen before to fellow one last vacant position Ny. One question over here we had about adding versus budget. Maybe Bsel, they do all the Re, then we could add that. And then 129,500.70, it is the excise 129500 pens, a cat from that bush. Thanks. Every Topsy, there would be an e mail. So it is live. Whatever you're working, it will not be changed. So if you start making edits and then there will be an E mail from the budget office coming out on time. Actual BP submission question, like the meriting trees, the 4% in there, the crossing board or Yeah. So the 4% was put in as to create your bucket of dollars. And then we did add the column that back because they want to be able to budget at the individual employee level. The two is the fixed amount, right? Structural. And then the other pieces will say to the other two, right, right buckets being created with 4% of the compensation they'll need to live within that. So the P, that's fine. We don't need to like we're another way now if you want to keep 1% it's some people figure they didn't know it or we Sorry. Screens during next week. You heard that's only for the two mathematics whether So I don't know the second 2% that's what I was trying to say that I wanted to groups that have populations of the budget. Thank you. Eat three, number a base. What we give you increase the difference in that. Yeah, exactly. I think that that compositions that everybody Yeah. Yeah. Giving in to the problem is Trey may not know what's the prefer than wrong. Wrong. Maybe. There's a way, actually, that's the puzzle. Lionel involved in that. He sent me some purpose codes that I need on one side of the code. On another side take itself is not seeds from the type changes we need to figure out. Yeah. And then it is still just going to be they get money. Say they get money and then get some money. Student they get the money, they use it in like a trip. If they get 10,000 6,000 tuition, 6,000 to 1,000 feet. But there's nothing in their system that identifies that 10,000 goes to a portion of it. Still have to be. So there's no way on the pro, some of its sip, some of our student athletes get in the package that says that there is no budget. Mary and I are going to start looking at the whole business, the cybersecurity, because she's like, I don't have anybody in my shop accounting background that was what I was all right. It doesn't belong you don't accountability part, the part of the issue of packaging. And packaging doesn't have that information. Then they can't put it in it's there in people. I mean it's the same exact thing that I'm when a student facts they asked for this gives them how much aid can we offer, based on what economic capability in our system to say, okay, I'm giving this thousand dollar and $10,000 break it out system. Sometimes when they had scholarship, the NCA scholarship doesn't tell us, Some of it's going to, some of it's going how would the system do? We put it in there if we had that information? Put it in the break. Some of that we had put something about. Okay. Okay. And some of it is just we don't have that information. You start there, don't. So some of it just exactly the payment and it goes to tuition. The rest is going to like some of it to do, that's the puzzle piece that I need to figure out. And I'm going to 23 new accounts 20, right? So for 23 has to be part of the issue on the side for financial statement. In the past, controllers office have created this report and their license. Okay. I got eight for this much much tuition. The rest is going here. That's not the case decided. Stack. I don't disperse it. In average 23 the report not reflecting semesters, I have to Marykate sent me an e mail and respond. Respond, figure out how, because that's the system, right? Money, promise the specific eight types that they're getting. Okay. I can see Amy was asking about other than things come in or she.

Clip of Anaplan FY24 BTA On Site Training V2

From Trapti Bisen October 05, 2023 Created from Anaplan FY24 BTA On Site Training

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Zoom Recording ID: 93336327678 UUID: 3BZHwqyVTumdi1orodYYMQ== Meeting Time: 2023-06-08 12:43:46pmGMT

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