In MSS using Process Flow; we have to have the current manager kick off the promotion action as they are the only one with access to their direct reports data. They kick off a promotion moving the person to the new dept and new hiring manager. We had hoped to have the current manager fill in only some of the fields for the pa52 action and the new hiring manager fill in the pay rate and other info as a change to the pa52 action.

But, we are stuck on the fact that the system will not allow (through mss) the new manager access to the employees record (since the action is still pending and that employee is not a direct report of that manager as yet).

stuck stuck stuck

Is it possible that PF or MSS would allow us to do this without having to re-program lawson?

Sounds like a good process...

The problem you need to resolve is that the new manager can not do something in Manager Self service until you run PA100 to move the associate. I had a similar problem with something because I wanted to update the records "during" the flow. What I did ... I created an AGS in the middle of the flow that took the variable and updated the record.

However, in your situation you might be able create two personnel actions. One for the current manager and one for the new manager. Have one called TRANSFER and the other called NEWSUPER???? You can probably think of better names...

When the current manager starts the process you would have them complete the new supervisor and new department information using the TRANSFER action. Then during the flow attached to TRANSFER you can automatically run a PA100 job to update the first action (webrun). At the end of this flow you could email payroll, HR and the new manager to ask them to enter the second personnel action... I would probably also update a record somewhere that marks the associate as only having half the process completed. (Maybe a user field with a 1 or a 0 - some way to show that both parts of the process have not yet been completed.)

Now that the new manager is updated in Lawson and they have received an email asking them to complete their section you can have them complete the NEWSUPER action for the remaining information. During the flow attached to this action you update the other fields, email HR Payroll and previous manager then run another PA100 to update the record ... (and don't forget to change the flag to track that the entire process has been completed.)

Now the other thing I might do is create a daily scheduled process flow that will list any associate that has the tracking field indicating that half the action is complete. I would probably pull this group then pull the TRANSFER actions for the associate's and put it into a MsgBuilder for review. I just feel something should be done to ensure the second part of the action gets completed. (Or maybe determine an appropriate time period to email the new manager until they update the second part of the process.)

*** I was just thinking of another solution - You might also be able to create the second action using an AGS in the first flow so that the action is there waiting for the new manager to update the information... Just an additional thought ***

Good Luck!
Shane

I tried to edit my last post but was unable ...

Remove my last paragraph:

*** I was just thinking of another solution - You might also be able to create the second action using an AGS in the first flow so that the action is there waiting for the new manager to update the information... Just an additional thought ***

I just tried to change an existing action in my test Lawson and the manager does not appear to have access to the existing action. I think my original thought would work better for you.

Here'a another approach. What are you using as a display exec at the user and HR user nodes? I use a custom Portal page that displays an Inquire Only version of PA52 that only has the Select Items 1,2, & 3 tabs available for them to view the changes to the employee. We do not want anyone to be able to make changes to the action while going thru the manager approval process. When it gets to HR and PR depts, they have a full version of PA52 that is used for their display exec.

In your case, you may need certain PA flows to allow changes, so could code the flow to determine the new manager, go to that person's inbasket and have a display exec with a version of PA52 to allow them to make changes directly to the action. How and where you want this to happen in the approval process is up to you, but this would then allow the new manager to make the change directly to the PA record prior to going to HR/PR for final error checking and approval. Then when the PA100 runs, everything gets updated at once, no need to run multiple flows and actions. If you need to audit who and when changes were made prior to the PA getting to HR to approve, I have ideas for that as well, basically doing a queries on the PA prior to and after the useractions where changes are allowed.

Hope that give you a few ideas to work with. Let me know if I can help out in any way.