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Think Like a Marketer to Recruit Top Talent
HR, Strategy, UKG ProIt’s been said that the hardest sales job is recruiting – because your product can change its mind. It’s true and it’s a good reminder that recruiting is selling. If you want to recruit the top performers, here are four important things to get right:
The key to great marketing is to know your audience and speak to what matters to them. Audience is just as important in recruiting. Job descriptions that first answer “why work here?” are much more appealing than those that start with a long list of job requirements. You need to capture your audience, in the same way that the best marketing messages focus on how you or your product can help your prospect. The best job descriptions start by answering whats in it for me?
When you describe your company to a candidate, is your message consistent with the company’s marketing materials? What is your market differentiator? Are you delivering the same message to candidates that the sales team is delivering to prospective customers? A solid understanding of the company’s business model and where it is going is essential for communicating how your opportunity will boost careers. Make sure recruiting is aligned with the sales team in terms of conveying a consistent message about the company.
70% of the workforce is comprised of people who aren’t looking for jobs, yet 87% of both active and passive job seekers are open to new opportunities. Like customers, the majority of candidates do not magically appear. This means that you need to find them and proactively engage with them. Despite the heavy usage of technology and social media today: the most effective way to recruit passive candidates is to pick up the phone.
The correct technology is crucial in finding and engaging top talent, and once you find the right one for you, it will simplify your process and improve both your team and candidates’ experiences. The right technology allows you to engage and navigate your candidate pool, it also removes barriers for applicants, making it easy for the right candidates to apply to the right jobs, while allowing your team the tools they need to manage their relationships with applicants. In fact, 77% of people think less of companies that don’t respond to job applicants, your recruiting processes are a big part of your brand! How do you track and manage your candidate pipeline? Timely responses to candidates and frequent updates to applicant status is critical in building a positive employer brand.
With all of this in mind we recommend UKG Pro Recruiting. As part of the UKG Pro Talent Acquisition Module, UKG Pro Recruiting offers a full breadth of services that will allow you to manage your candidate experience by personalizing your engagement with them. Candidates will be able to leverage familiar tools and use their mobile devices to search and apply for your open positions. Your team will be able to proactively engage with candidates and plan for future talent needs as well as assess not only skills and experience but also behaviors, motivations and career aspirations to ensure only the best people, with the best fit, join your team.
As a UKG-only consulting group, Mosaic can help you implement or optimize your UKG Pro Talent Acquisition Module as well as the whole UKG Pro suite. Our team of experts can make sure you are getting the most out of your system.
Note: UKG was formerly Ultimate Software. UKG Pro was formerly UltiPro.
Mosaic Consulting Group Named to 2018 Inc. 5000
Mosaic NewsNashville, TENN.– August 16, 2018 –Mosaic Consulting Group, LLC, a Nashville-based HR technology consulting firm, has been named to Inc. Magazine’s Inc. 5000 list. The honor is the company’s first appearance on the 37th annual list, and Mosaic made the list at No. 1889 nationally, and No. 16 in Nashville.
Inc. 5000 is the most prestigious ranking of the nation’s fastest-growing private companies. The list represents a unique look at the most successful companies within the American economy’s most dynamic segment— independent small businesses. Microsoft, Dell, Domino’s Pizza, Pandora, Timberland, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as honorees on the Inc. 5000.
“Mosaic has a three-year growth rate of 237%, which is a reflection of the hard work of our team and some great clients who depend on us,” said Vicki Hill, CEO. “I’m very proud of the team’s accomplishments and the recognition by Inc. as a recognized leader is an important milestone. This is a big win for Mosaic and for our clients.”
Not only have the companies on the 2018 Inc. been very competitive within their markets, but the list as a whole shows staggering growth compared with prior lists. Companies on the 2018 Inc. 5000 achieved an astounding three-year average growth of 538.2%, and a median rate of 171.8%. Mosaic hit the list with a three-year growth rate of 237%. The Inc. 5000’s aggregate revenue was $206.1 billion in 2017, accounting for 664,095 jobs over the past three years.
Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found on the Inc. website.
“Being named to the Inc. 5000 is unparalleled recognition of years of hard work,” says James Ledbetter, Inc. Editor-in-Chief. “The lines of business may come and go, or come and stay. What doesn’t change is the way entrepreneurs create and accelerate the forces that shape our lives.”
Mosaic Consulting Group is a payroll and HR software consulting firm based in Nashville, Tenn. Mosaic is the leader in the field of UltiPro implementation, support and maintenance. Our team of consulting experts helps businesses of all sizes and across all industries to maximize their UltiPro investment to access important analytics about their people, identify trends and discover potential cost savings.
Best Practices for Effectively Managing Open Enrollment
HR, Strategy, Yearly PlanningOpen Enrollment (OE) is a complex journey – one of the most labor-intensive processes for HR teams and one of the most important times of year for your employees. Managing the myriad details of enrolling employees, updating data, and keeping the process smooth and seamless for participants is critical, not only for regulatory compliance but also for employee engagement.
A successful OE session starts with the right technology platform for your business, first and foremost. We recommend UKG Pro because it is a simple and streamlined tool that is easy to use. That being said, technology isn’t the only thing you need. Other key factors in a smooth and seamless open enrollment include a thorough analysis of your OE process, planning ahead, good communication, and bringing on help – like your team at Mosaic Consulting Group — if necessary. Go to the bottom of this article to see the Mosaic Webinar on this topic.
Read on to learn 4 best practices we’ve collected over our years of experience with UKG Pro Open Enrollment.
Always Use Active Enrollment
When deciding between passive and active Open Enrollment: Mosaic recommends all Clients do an active Open Enrollment, every time. Active Open Enrollment is when all eligible employees must re-elect their benefits, even if there are no plan changes or they wish to make changes in their coverage, in order to keep them. On the other hand, passive open enrollment is when employees are automatically re-enrolled by default. In passive open enrollment if if an employee does not make an election during Open Enrollment, they will be enrolled again, with same benefits they currently have.
There are a few reasons for our active open enrollment recommendation:
Teamwork
As mentioned earlier, OE is a complex process. Including the right people in the process is an important step to take very early in the planning stages. Make sure to have a conversation with your payroll team to define important dates. Since new benefits usually become effective at the beginning of the year, it is important to understand when the first payroll of the year will take place, not just when it is paid but when it will be processed, as well.
It is also important to keep your entire team informed and be on the same page when you define dates for OE and the dates when benefits and deductions become active. Remember, once open enrollment goes live, you can still change some dates EXCEPT the “pending effective date”. Pending effective date or dates (depending on how many sessions you have) is the date that all benefits become active. This is the cornerstone of the entire open enrollment setup and attempting to change the pending effective date, once open enrollment is live, will erase all other data and configuration.
Messaging
Included within your session are specific messages that are related only to open enrollment. These messages can be edited and personalized. We recommended you do so to help employees as they proceed through OE. These messages can include forms and links to resources and tools such as vendor websites, so that team members can get more information if necessary. The best way to format these messages is to type them all in to a Word document, format the font and paragraphs there, and copy and paste them in to the messaging field in UKG Pro. The formatting will transfer seamlessly from the Word document and you will be ready to go.
As a benefits administrator, you will also be able to see a dashboard with the progress of your team’s enrollment. On that page, you will be able to message employees based on their status, which allows you to remind employees about due dates based on whether or not they have completed their selections.
Testing
Once open enrollment is configured, it’s time to test. The “Employee Elections” tab will show all employees who are eligible for that session. At this point you can review and make sure all employees listed have the correct qualifiers for that session. From there, you can click on the employee’s name and run the process as if you were an employee, and the session will display to you in the same way it would for an employee. NOTE: the very first page, “Verify Beneficiary and Dependent Information,” is not on test form. This is the only screen in this “test-mode” that is live, meaning any change you make on that page will go in to the employee’s permanent information. Every other page following that will not affect the employee’s information.
Thorough testing should include:
Once you completed the testing, make sure to “re-set elections.” This will re-set all of your test elections so that employees can start their own process with a clean slate.
As you prepare for open enrollment, don’t forget about your expert team at Mosaic! We are happy to answer questions, trouble-shoot, or help your team with extra manpower, if needed, to make sure your next open enrollment is a success! Don’t forget to follow us on social media for updates and information.
Watch the Mosaic Webinar on Managing Open Enrollment:
Cognos Analytics: A Brave New World
HR, UKG ProThe UKG Pro BI upgrade to Cognos Analytics is the most significant update to the platform in over a decade. The new environment looks and feels different to users, but once acclimated, you’ll find the system is more intuitive to use and provides some fantastic new capabilities that will allow you to manage data and create reports more effectively than before. Continue reading for a view of what is the same, what is gone and what is new with Cognos Analytics. At the bottom of this article you will find a recording of the Mosaic Webinar on this topic.
What is Cognos?
If you’re not an experienced user of Cognos, Cognos Analytics is the next generation of Business Intelligence for UKG Pro. The Cognos platform provides a new, interactive way to find, explore and share UKG Pro data-driven insights. It integrates reporting, analysis, dashboards, and event management to help users access and mobilize company data to make business decisions.
What’s the Same
The upgrade, which was rolled out this spring, maintains much of the same functionality that Cognos users have come to know: the same UKG Pro folder system they used to navigate, delivered reports, delivered packages, learning resources and your company BI content, all remain. System administration, report-building capabilities, report delivery, execution options, and notifications all remain the same as before. Role level security within BI remains the same as in UKG Pro.
What’s Gone
Query, Report & Analysis Studios have been rolled up into a single report development environment, Public Folders from Cognos 10. Query Studio Reports convert easily to Reports. Portal Pages and Portlets pages open in a new window with the same look and functionality, including tabs.
What’s New
Cognos Analytics now features a brand new interface that is more nimble, with more features that make it more browser-friendly, delivers better content, and more interactive capabilities.
Highlights include a new welcome portal and new content search functionality. The home page replaces Cognos Connection. The welcome page lists recently accessed reporting content. Navigation is controlled by a new panel on the left and a new status bar across the top that tells users what is open.
Other changes:
Unless the user has a particular set of rules enforced, they will see the same information as in Cognos: Company Folders, Sample Folders, and BI Content.
A new Analytics User role replaces the Consumer along with increased capabilities, with no change to data access and filtering. Users still have access to delivered content including numerous reports, portal pages, and alerts. Users can modify these reports by simply copying into their folder and making their own versions and introduce different data filters.
Finally, the Cognos upgrade allows you to look at your company information in new ways and interact with it. Your Mosaic team can help you understand the new capabilities of Cognos Analytics to support your data analysis and reporting needs.
Watch the Mosaic Webinar on: Cognos Analytics: A Brave New World
What is Off-Cycle Open Enrollment?
HR, StrategyAnd 9 other questions you didn’t know you had on the topic.
Considering off-cycle open enrollment but not sure where to start? We have you covered! Check out our list of 10 common questions around off-cycle open enrollment and the benefits this transition may have for your team.
The definition of off-cycle open enrollment (sometimes known as mid-year open enrollment) is simple: it is when a company decides, for various reasons, to move their benefits open enrollment from the typical fourth quarter to a different (usually less busy) time of year. Once a company decides to move its open enrollment process to an off-cycle schedule, some of their employees’ benefits become effective off-cycle as well.
For various reasons but mainly, convenience. Certain businesses (particularly B2Bs) have a very busy calendar year-end, the typical time for open enrollment (with an effective date of January 1). This “end-of-year crunch” sometimes leaves employees rushing through their benefits selection process. Companies that are looking for ways to alleviate the stress and workload at the end of the year, or want to ensure their employees prioritize their benefits enrollment would benefit from an off-cycle enrollment.
Companies with busy year-ends benefit from an off-cycle open enrollment because it allows their team members to focus on their clients’ needs at the end of year. Year-end is stressful, both professionally and personally, and holiday leave time further shortens the time frame for reaching out to employees and completing necessary enrollment steps and paperwork. Off-cycle open enrollment will help relieve some of that year-end stress.
Smaller companies can also benefit from off-cycle open enrollment since fewer companies are “going to market” (searching for benefit packages) for medical plan carriers and other providers, this allows them to be more attentive. The market saturation during year-end can leave small companies in a time crunch to get any information they can into their team members’ hands. Going off-cycle allows for a better experience for the entire team.
Yes, companies that choose to do off-cycle open enrollment typically stay on the same off-cycle schedule for the foreseeable future.
Yes! A company’s first off-cycle open enrollment is a great time to revisit benefits options. As mentioned previously, moving off-cycle allows for all decisions to be made at a less busy time of year. This is true internally as well as on the vendor side. Medical providers and other carriers have more time to focus on your team and their needs; therefore, you have more time to compare plans and leverage that information to make the best choices for your company.
Part of the luxury of off-cycle open enrollment is that companies have the ability to choose a benefits effective date that makes best sense with their own business cycle. Typically, companies choose the beginning of a financial quarter, just to keep things as simple as possible.
No. It is important to know that not all carriers offer off-cycle enrollment, so you should work closely with your benefits broker or in-house benefits leadership to ensure you are working with a provider that offers this option.
If an employee who enrolled in medical coverage during the off-cycle enrollment decides to change their coverage to an outside plan; the open enrollment session for that plan would count as a life event, and they would be able to do so. Note: If any money was applied towards a deductible (also known as deductible credit) this money will not transfer over to the new “on-cycle” plan.
With off-cycle open enrollment, deductibles and out-pocket maximums continue to run on the calendar year. Any money that has been paid into the plan before the open enrollment session will be carried forward and applied to the new plan. This is true even if a company decides to change coverage providers. If changing coverage providers, there is a delay from when the previous plan ends to allow for the claims process to occur before the previous vendor can communicate the funding to the new provider. The delay can take anywhere from 2 to 4 weeks.
FSA changes can be made during an off-cycle open enrollment or at the beginning of the year. HSA changes can be made anytime during the year. So, if a team member elects a plan during the off-cycle open enrollment that includes an FSA, they can start contributing to the FSA, but they will only have the remainder of the calendar year to use those funds. The FSA’s “use it or lose it” policy still revolves around the calendar year, which means all expenses must be incurred by December 31 of the calendar year. (Remember that employees can file for reimbursement on calendar year expenses up until March 31 of the following calendar year (per IRS regulations)
Great! Is there anything else I need to know about off-cycle open enrollment?
Open enrollment is one of the busiest times of year for HR teams. If moving it to a less busy time of year makes it easier for your entire team, it may be worth considering.
Contact Mosaic Consulting Group to find out more about specifics and how you can optimize UKG Pro for off-cycle and on-cycle open enrollment.
Prior Year Adjustments and W-2Cs
HRWhat is a W-2C?
The short answer: A W-2C is a corrected version of the W-2 form. As simple as that! (not really…)
Most employees will never see a W-2C, but they are needed occasionally. Let’s explore when they are needed, the information you enter in UKG Pro that will trigger a W-2C, what you need to successfully complete any prior year adjustments, and how to report those changes.
What does a W-2C look like?
Since the purpose of a W-2C form is to correct the information on the W-2 form, other than the employee’s identifying information, the only data on the form will be that which is corrected. For example, if you correct an employee’s State Taxable earnings, the form will show the “old” data and the corrected information for State Taxable earnings, but no other data will be there.
What triggers a W-2C?
There are four types of changes that you can make to an employee record in UKG Pro that will trigger a W-2C:
As a Payroll Manager, what kind of issues should I be preparing for?
By now, all your employees should have their W-2 forms. Between now and April 17, you will receive phone calls from employees who want changes made to their W-2s. Not every request should be made, or will trigger a W-2C, but the most common ones that will require some action on your part are:
What do I need to get started with this process?
So, what’s the actual process I need to follow?
For the copy that goes to the Social Security Administration, you will need to set up an account with Business Services Online (BSO). Start by visiting this page on the Social Security Administration’s website. This page has useful information on the process, and a link to set up an account with BSO or to log in if you already have an account.
Note: UKG Pro was formerly UltiPro.