ATS_Functional_Requirements.xlsx
XLSX spreadsheet 29 KB Posted
- Attached to
- Human Resource Information System (HRIS)
- Solicitation number
- 2024-RFP-372
- Issued by
- Allegheny County, Philadelphia City, Pennsylvania
About this file
The document is a detailed Functional Requirements spreadsheet for an Applicant Tracking System (ATS) prepared for the City of Pittsburgh's Department of Human Resources and Civil Service. The requirements outline a comprehensive Human Resource Information System (HRIS) with a robust set of features spanning recruitment, onboarding, performance management, learning management, and candidate tracking. The system requires capabilities such as job posting management, automated applicant screening, integration with background check services, veterans preference tracking, mobile accessibility, and extensive testing and assessment functionalities.
The proposed system emphasizes integrated technology solutions with specific requirements for security, compliance, and data management. Key technical specifications include integration with existing systems like Ceridian Dayforce, mobile-friendly interfaces, texting capabilities, comprehensive reporting and analytics, and support for various examination and assessment formats. The requirements are categorized as either required (R) or wishlist (W) capabilities, with a strong focus on self-service portals for applicants, hiring managers, and department leads. The system aims to streamline HR processes through automated workflows, electronic documentation, performance tracking, and sophisticated candidate evaluation tools.
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Other files
| File | Type | Posted |
|---|---|---|
| Human_Resource_Information_System_(HRIS)_(Addendum_#3_Revision).pdf | ||
| HRIS_Pre-Bid_Meeting_PPT.pptx | PPTX presentation | |
| ATS_Technical_Requirements.xlsx | XLSX spreadsheet |
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Functional Requirements
| Requirement ID | Requirements | ||
| (All of the items apply to any subcontractors that work on the solution. ) | Required or Wishlist | System Capability | |
| (select from dropdown) | Comments: | ||
| General Features (Required) | |||
| 1 | Applicant Tracking System (ATS): | ||
| Ability to create, manage, and track job postings. | R | ||
| Efficiently manage applicant resumes, cover letters, and other documents. | R | ||
| Automated screening and filtering of applicants based on predefined criteria. | R | ||
| Integration with background checks, drug testing, and reference verification services. | R | ||
| Support for multiple hiring stages and workflows. | R | ||
| Veterans Preferance and Seniority tracking | R | ||
| Preference and seniority tracking at the master profile level | W | ||
| Automated scoring for objective questions. | R | ||
| Manual or computer-assisted scoring for subjective questions. | R | ||
| Generation of score reports and certificates. | R | ||
| Use analystics to source candidates | R | ||
| capabilites for candidates to "subscribe" to job titles and/or categories | R | ||
| 2 | Onboarding Management: | ||
| Automated onboarding processes, including document collection and new hire orientation. | W | ||
| Integration with HRIS systems for employee data synchronization. | W | ||
| Tracking of new hire tasks and deadlines. | W | ||
| Electronic signature capabilities for employment contracts and other documents | W |
| 3 | Performance Management: | |
| Goal setting and tracking for employees. | W | |
| Performance reviews and evaluations. | W | |
| Employee development planning. | W | |
| 360-degree feedback capabilities. | W |
| 4 | Learning Management System (LMS): | |
| Course creation and management. | W | |
| Employee enrollment and tracking. | W | |
| Online training and certifications. | W | |
| Integration with other HR systems for reporting and analytics. | W | |
| W | ||
| 5 | Recruitment Marketing | |
| Access to personal information, benefits, and pay stubs. | R | |
| Time off requests and approvals. | R | |
| Online forms and surveys. | R |
| 6 | Analytics and Reporting: | |
| Job board postings and social media integration. | R | |
| Candidate sourcing and outreach. | R | |
| Employer branding and reputation management. | R | |
| Customizable dashboards and reports. | R | |
| Key performance indicators (KPIs) tracking. | R | |
| Talent acquisition and retention metrics. | R | |
| Compliance reporting | R | |
| Detailed analysis of test results to identify trends and areas for improvement. | R | |
| Comparison of candidate performance against benchmarks or standards. | R |
| Integration: | ||
| Integration with HRIS systems for data analysis and reporting. | R | |
| Integration with HCM (Ceridian Dayforce) | R | |
| 8 | Mobile Accessibility: | |
| Mobile-friendly interface for applicant applications and employee self-service. | R | |
| Texting capabilities, notifications | R |
| 9 | Security and Compliance: | |
| Data privacy and security measures. | R | |
| Compliance with relevant regulations | R |
| 15 | Testing Software | |
| The software should integrate with applicant tracking system. | R | |
| Candidates should be able to independently choose a preferred date and time for their assessment. | R | |
| The system should provide real-time availability and prevent double-booking. | R | |
| Software that can create an item bank and have pre-built batteries | R | |
| The software must cover all major Microsoft Office applications, including Word, Excel, PowerPoint, and Access. | R | |
| Tests should assess a variety of skills, such as: Keyboard speed and accuracy, Proofreading ability, Data entry and transcription skills, Proficiency in using various Office features and functions | R | |
| auto score capability with integration into the applicant tracking system | R | |
| Automated scoring for objective questions. | R | |
| Manual or computer-assisted scoring for subjective questions. | R | |
| Generation of score reports and certificates. | R | |
| Ability to conduct validity testing on custom exams | R | |
| Online and offline test administration options. | R | |
| Proctoring capabilities (if applicable). | R | |
| Secure test delivery to prevent cheating and fraud. | R | |
| Accommodation for candidates with disabilities. | R | |
| Ability to create and manage various types of civil service exams (e.g., written tests, oral exams, performance assessments). | R | |
| Support for different question formats (e.g., multiple choice, true/false, essay). | R | |
| Integration with question banks or external testing services. | R | |
| Ability to set difficulty levels and scoring criteria. | R |
| 16 | Candiate Self Service | |
| Applicant Portal for eligibility list visibility | R | |
| Capability for OHS to update applicant status of the position being filled (ie. 1st interview, position filled ) | R |
| End-user self service: Hiring Managers, Department Leads | |||
| 17 | Requisition Management | ||
| Position and Budget Linking: Requisitions should link to department budgets, with automated salary or hourly rates based on position step | |||
| and grade. | W | ||
| Auto-populate: Position details auto-populate once department and position are selected. | W | ||
| Vacancy and Request Reasons: Provide a standardized selection list with an option to customize. | W | ||
| Candidate Rejection Documentation: Hiring managers can create a rejection details list and export it to Excel. | W |
| 18 | Interview Scheduling | |
| Notification System: Ensure interviewers receive interview notifications. | W | |
| Teams Integration: Enable sending Teams invitations for interviews. | W | |
| Calendar Integration: Link to calendars (e.g., Conference rooms, Teams, Outlook, Google) for both interviewers and applicants. | W | |
| Directions for In-Person Interviews: Provide a link to directions for onsite interviews. | W | |
| Applicant Response Tracking: Applicants can accept interview invitations, which sends acceptance notifications to interviewers. | W |
| 19 | Departmental Management | |
| Job Description Updates: Allow position managers to update job descriptions. | W | |
| Letter Generation and Distribution: Enable creation and distribution of letters. | W | |
| Applicant Filtering: Provide filtering capabilities on referred applicant lists based on residence, experience, education, etc. | W |
| 20 | Interviewing and Assessment | |
| Exercise Scoring: Ability to score exercises given during the interview. | W | |
| Candidate Rating: Capability to rate candidates based on exercise scores and relevant experience | W |
Hiring, Transfers, and Terminations
| PTF Management: Automatically track terminations, new hires, and transfers. | W |
| Data Transfer to PTF: Transfer salary, step/grade, and manager information to PTF automatically. | W |
| Document Distribution: Enable the sending of HR-related paperwork to HR and/or departments. | W |
| Turnover Rate Calculation: Calculate turnover rate from PTF data (new hires, terminations). | W |
Data Validation
| Core Capability |
| Configurable by Vendor |
| Configurable by City Staff |
| Requires Customization |
| Not Applicable |
File details come from the government source that posted it. Updated .