Consultancy

CASE STUDY 1 - Royal Bank of Scotland

After the introduction of payrolling of benefits legislation in the Republic of Ireland, the Royal Bank of Scotland approached P.A.S. Ltd to develop a solution for their Irish subsidiaries.

P.A.S. consultants built a solution that incorporated the Republic of Ireland's benefits legislation to arrive at the full year's cash equivalent figures for each benefit type. These annual figures were split into earnings periods, and then presented as additional notional pay to the payroll system. Real-time changes to an employee's in-year benefits would result in either a positive or a negative adjustment to that month's notional pay figure.

As well as providing figures for the payroll system, employees could have statements emailed to them explaining exactly how that month's notional pay had been calculated.

This innovative technology has been incorporated into our Payroll module that can be used to produce notional pay feeds into existing payroll systems.

CASE STUDY 2 - The RAC

The RAC needed a new system because Northgate HR, the supplier of their old software were discontinuing support for their P11D product. In any case, there were problems with the links between the old system and Northgate HR's payroll software, despite the fact that both came from the same vendor.

"You could treat someone as a leaver but it wouldn't stop their benefits automatically - their company car would still be valid"
- explains Paul Rains, group and payroll manager at the RAC.

"We also wanted something which could produce P11Ds on our own stationary, and we wanted to be able to email staff their P11D statements as PDFs. The other supplier wasn't prepared to be flexible about that."

The RAC also needs to produce a large volume of P11Ds, many of which only applied to small benefits, because almost all of it's staff get free RAC membership.

"Ninety five percent of our colleagues take it" says Rains."So we're dealing with a high volume of P11D's, about 8,500."

This meant that a system which would require less intervention and could save time and paperwork would make a big difference.

"P.A.S. came along and said OK, we can do all that for you," says Rains. "They also offered to put our P11Ds onto our payslips. So, basically, we gave them the challenge and they met it!"

CASE STUDY 3 - Major High St Bank

Annually this bank produces in excess of 120,000 benefits forms. Approximately 80 separate data feeds are required to be imported into the P11D system from various sources to complete the benefits profile for every employee. To streamline this process, P.A.S. consultants devised a schedule routine that automatically imported data files as soon as they became available.

In such a complex environment, data validation is of key importance. The validation routines contained within the import routines of P11D Organiser prevented errors from accruing. Any invalid data is rejected by the system & put into an error log file that can be sent back to the data provider to rectify.

Once all of the data feeds had been imported, customised benefits statements incorporating the bank's logo were then prepared. To distribute 120,000 forms is a tremendous task. Our consultants incorporated Optical Mark Reader compatible information onto the employee's benefits statements. This information was then sent to the bank's Mainframe Documents department for printing and distributing.

To manage the inevitable employee queries, P.A.S. consultants built a bespoke query management system for the use by the bank's call centre staff.

Finally a real-time link between the bank's HR systems & the P11D Organiser was established to enable employee details to be synchronised at the touch of a button.