assignment location job

Configure multiple assignments

You can configure up to 20 active assignments per employee. Assignments are unique to an employee, so even if two or more employees have assignments with the same name this does not mean that the details of the assignment are the same.

For more information on multiple assignments, see Multiple Assignments .

The feature switch for Multiple Assignments must be enabled before you can configure assignments. Contact your UKG Representative for more information.

Once the feature switch is enabled, the following function access control points (FACPs) must be set to Allowed:

• Manager - Common Setup > People Editor > Assignments Group
• Manager - Common Setup > People Editor > Assignments Group > Assignments - General View
• Go to Maintenance > People Information .
• Select an employee and then select Assignments > Multiple Assignments .
• For every assignment an employee has, summary information for the assignment is shown. The first assignment in the list is the default, or primary, assignment. The default assignment is used when an assignment has not been explicitly selected or scheduled.
• Note: In timekeeping areas of the system, the default assignment is the assignment that is ranked number 1 (the assignment that is in the first position). In scheduling areas, the default assignment is the highest ranked assignment the logged in manager has access to through their organization set in their Employee Group, based on the selected location.
• Rearrange — Rearrange the assignment order. The assignment that is in the first position is considered the default, or primary, assignment. The default assignment is used when an assignment has not been explicitly selected or scheduled. Assignment order can be effective-dated.
• View By — Select to view Active or Inactive and Terminated assignments.
• As Of — Select the date you want to view assignments as of.
• Select Save .

An employee's default base wage and base work rule can be set at the assignment level, that is, there can be a different default base wage and base work rule for each assignment. The default base wage and base work rule are used when the employee works the primary job for the assignment (or any job transfer for the assignment, unless otherwise overridden).

Note: Specifying a default base wage and base work rule for an assignment is not required. If they are not specified for an assignment, then the existing base wage and the default work rule from the assigned Pay Rule are used.

Wage and work rule overrides can be configured for any job transfer an employee works for the assignment. The locations and jobs available for override are those included in the job transfer set (including Manager Additions) defined for the assignment.

To set the default base wage and base work rule for an assignment or override wage and work rules:

• Select more actions > Go to Wage & Work Rules .
• Select Edit and then click Timekeeper > Override Wage & Work Rules .
• Select or specify the effective date.
• For default base wage and work rule, enter the Base Wage and select the Work Rule . Currency for wage is the assigned currency in the employee's person record.
• To override wage and work rules, enter override values in the Wage and Work Rule columns.
• The list includes all locations and jobs available for the selected or specified effective date that are in the employee's Job Transfer Set (including Manager Additions). If a period or date in the past is selected, changes may generate historical corrections.
• Override values only shows the locations and jobs that have wage or work rule overrides.
• For more information on wage and work rule overrides, see Override Wage and Work Rules .
• Click Save .

When you edit an assignment, all effective-dated person record attributes in the assignment configuration show current and future information for the attribute. Past information (the audit history) can be viewed using the History link that is available for all effective-dated attributes.

Effective-dated attributes include:

• Assignment Location Job
• Assignment Status
• Job Transfer Set
• Pay from Schedule (PFS)
• Group Assignment
• Schedule Group

To view assignment history:

• Find the assignment and then select Edit .
• Find the attribute you want to view history for and click tap the History link.
• Select the employee and then select Assignments > Multiple Assignments .
• If necessary, select an option for View By ( Active or Inactive and Terminated ), and select an As Of date.
• Select Edit for the assignment.
• In the Edit Assignment window, select General .
• Under Assignment Status, add a row, select the status ( Active , Inactive , or Terminated ) and enter an effective-date.
• When you terminate an assignment, if there are Employment Terms or Schedule Group Assignments set to expire after the termination date, they are end-dated one day prior to the termination date. For example, if the termination date for an assignment is set for October 28th, then the end-date for any active Employment Terms and Schedule Group Assignments originally expiring on November 30th is set to October 27th.
• If there are Employment Terms or Schedule Group Assignments with a start date that occurs after the assignment termination date, those Employment Terms and Schedule Group Assignments are removed from the assignment.
• Assignment Name — The name of the assignment. This should be a user-friendly name that an employee will recognize when they punch for a shift. The name can be up to 50 characters. Assignment names within an employee's person record must be unique.
• External ID — If an external ID for the employee has been populated via the API, the ID appears here.
• Exempt — A flag to identify the employee as Exempt or Non Exempt.

Note: This flag does not have any impact on system functionality.

• Assignment Location Job — Where the assignment is located. The "Location Job" is the combination of a job with its location on the Business Structure.
• Assignment Status — The status of the assignment, Active, Inactive, or Terminated, and the effective date of the status.
• Reports-To Manager — The manager the employee reports-to for this assignment. Notifications and time-off requests for employees that have multiple assignments go to the reports-to manager for the assignment.
• When configuring notifications you can use the timekeeping alert custom tag "Assignment" to include the assignment name in the message.
• Additional Information — These are the same custom fields the employee has in their person record, but the values can be different for each assignment. The text box for custom fields has a character limit of 150.
• Person-Specific Dates — The employee's hire date and seniority date for this assignment.
• Assignment-Specific Dates — Specify and view assignment dates, such as anniversary or enrollment, as customized for your site. The details of the dates, such as default dates, are configured in Accruals setup for an individual employee. To override a given date, select a date in the Override Date column.
• Override Wage & Work Rules — Set the base wage and base work rule for the assignment here as well as override wage and work rules. For more information, see Assignment-based wage and work rules .
• The employee's primary job always displays in the first row of the table, regardless of whether the primary job is in the Job Transfer Set. This enables you to set job preferences for the primary job without requiring you to add the primary job to the Job Transfer Set.
• It is recommended that the primary job be included in the Job Transfer Set (although it is not required).
• In the Job Attributes table, you can specify the following for jobs in the selected job transfer set:
• Seniority Date — Specify the employee's seniority date for the job.
• Job Preference — Select a preference for each job, where 10 is the highest. The Schedule Assistant uses these preferences for the Can Cover for Selected Job criterion. If multiple employees can work a particular job, the Schedule Assistant and the Schedule Generator use the Shift Job List preference to rank employees.
• Scheduling Context — Select one or more Scheduling Contexts to associate with the job. Schedule generation strategies, matching rules for procedure sets, open shift request subtypes, and self-scheduling request subtypes can be configured to consider only those jobs in the employee's job transfer set that are associated with a specific Scheduling Context.
• Employment Terms — The employment terms for the assignment. Select an employment term and an effective start and end date.
• Override Pay Rule PFS — Select Yes to override the Pay From Schedule settings configured in the employee's pay rule.
• Pay Edits from Schedule — Select how you want scheduled pay codes edits to be handled, Always or When no manual timecard actions exist .
• Pay Shifts from Schedule — Select Yes to pay the employee according to their scheduled shifts. Pay Shifts from Schedule is canceled when actual events (for example, real punches or timecard edits) exist on the day.
• Apply on Holidays — Select Yes to pay the employee from their schedule on holidays.
• Effective Date — Enter the effective date.
• Group Assignment — Assign the assignment to a schedule group.
• Shift Template Profile — Select the name of the shift template Data Access Profile (DAP) you want to associate with the assignment, if any.

Why Location Matters in a Job Description

Writing a good job description is a delicate balancing act. You have a limited number of characters to convey things like company culture, job expectations, and requirements. 

To write a good description, there are a few things you must include . One of the most important is location information. Not only is this information crucial for job seekers, but it’s also important for the algorithms that show your open position to potential candidates.

In this post, you’ll find:

• An overview of how location algorithms work on job boards
• How a lack of location information can lead to an insufficient pool of applicants
• How recruiters can use location information to their advantage
• Tools recruiters can use to include proper location information in their JD

Let’s get started:

How Do Hiring Algorithms Work?

When we think of location-based algorithms, we probably think first in the context of brick-and-mortar businesses. When you Google hair salons near me , the algorithm will figure out where you are and show you hair salons near you. It’s the reason it’s so important for brick and mortar businesses to have their location information online.

But how does that apply to job seeking and hiring? 

Location algorithms on job boards work much the same way. The recruiter will input information about where the job is located, and the job board will show that result to people searching for jobs in that area. 

Let’s say you post a job in Austin, TX. That job will be shown to people who are inputting “jobs in Austin, TX” into their search, or people who are physically in Austin looking for jobs. This is important so that people in San Francisco who are unwilling to relocate won’t see the job and apply for it — wasting both their own time and the recruiter’s time.

How Location Shapes the Candidate Pool

The location information you input directly shapes the pool of candidates you get for a job.

A few years ago, this might have been more obvious, when almost every job was limited by the physical location of the office. But now that hybrid and remote work have become more common, the ways you talk about location in your job description shape your candidate pool even more.

Many candidates might move on if your job description doesn’t include information about flex locations, or potential hybrid schedules.

Let’s continue the Austin, TX example:

Say you’re posting a job with a hybrid schedule, with offices in Austin.

It’s important to make it clear the job is hybrid with some days remote and some days in-person, so that candidates looking for hybrid work will apply. Candidates looking for full-time remote work will not apply, and if they do, they will likely be screened out quickly. Candidates outside the Austin area who are unwilling to relocate will also be screened out.

Now, let’s talk about how a lack of location information may be detrimental to your candidate pool.

Let’s say your offices are in Texas, but you’re open to hiring out of state, and open to full-time remote work. If you simply input your location as being Texas, with no other information, candidates looking for full-time remote work in other states might never even see your job posting.

Using Location Information To Your Advantage

So, how can you use a location-based algorithm to your advantage? Well, that’s where something like geofencing comes in. 

Geofencing, in a nutshell, is when a business establishes a virtual boundary.

This boundary could be as big as a city or as small as a neighborhood. Whenever a mobile device enters that virtual boundary, ads are triggered. This way, you can target people who spend time in a certain area.

Say you want to promote your job posting to people who work in the downtown area of your city. You can set up a geofence to promote the job posting to people in that area.

And, if your job posting is fully remote, you can use geofencing or geotargeting to target specific areas — college campuses if you’re looking to hire graduates, for instance.

Plus, if your job posting is fully remote, and you make that clear in the location information, it opens up your pool of candidates to a much wider (and potentially more diverse) group. Increasing your group of potential candidates is important for maintaining inclusive and equitable recruiting strategies .

Writing a Good Job Description

So, we’ve talked about why it’s important to include location information in your JDs. How can you be sure you’ve included all of the best sections ?

Fortunately, there are plenty of tools for this. While AI job descriptions are still in their incipient stage, using a tool like Ongig’s Text Analyzer helps you look for inconsistencies in your job descriptions. The Text Analyzer helps you gauge bias and readability, and ensure you’ve included all the information candidates are most interested in (including location).

There is also a variety of other software to help you improve your job descriptions.

Why I Wrote This:

Navigating hybrid, remote, and in-person positions as a recruiter is not always easy. If you’re interested in software to improve your JDs and keep you consistent when it comes to location information, request a demo today .

This is a guest post from Jill Brooks. Jill is a freelance writer living on the East Coast, with a background in education and an interest in how technology shapes the future. 

March 28, 2023 by Jill Brooks in Job Descriptions

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Writing an assignment letter

So, how detailed should an assignment agreement be? The answer is as detailed as possible. The assignment letter should be a legally binding document, confirming the agreement between the company and the assignee with respect to the terms and conditions of the assignment. In reality, the most common approach is that the assignee remains employed with the home company and the home employment contract remains in place. However, the assignment letter serves as an addendum to the employment contract and confirms the terms and conditions which vary from the normal contract while on assignment. Any terms and conditions not specifically varied therefore remain as per the home employment contract.

Most of the checklist items opposite will require considerable scoping – particularly if no assignment policy exists, but making well outlined provisions will prove worthwhile. The extent to which each item should be explained is illustrated below for three key areas.

Compensation, tax and pension arrangements

This is possibly the most complex and important part of the assignment letter and must clearly explain how the assignee will be compensated while on assignment. If the company uses a build-up or balance sheet approach, this section of the agreement will confirm details such as the home notional salary, cost of living adjustments, assignment and location allowances and, of course, the assignment salary.   It should be confirmed whether the assignment salary is guaranteed net or gross, as well as where and how it will be delivered, i.e. through which payroll, in which currency, details of split pay arrangements, exchange rates, etc. If the company has a variable pay structure details of how bonus and incentive payments will be calculated and delivered while on assignment must also be included.   The process for salary reviews must also be explained, as well as the treatment of assignment compensation for tax and social security. Assignees will normally remain in home country social security plans while on assignment, subject to the relevant regulations, and this should also be confirmed in the assignment letter. This section of the agreement will also give details of the tax services provided to the assignee, e.g. departure and arrival meetings, tax return preparation, etc. And finally, the pension arrangements should be confirmed.   Of course, if the assignee is to be compensated according to a different approach, e.g. the assignment salary is based on the local compensation levels of the host location as opposed to the build-up method, similar details to the ones described above should be given, which confirm the assignment compensation and tax treatment

Assignment benefits

The most significant benefits, both in terms of cost to the company as well as value to the assignee, are education allowances for the assignee’s children and host country accommodation. The assignment letter should clearly explain the level of benefits provided and how they are delivered, i.e. in-kind or in cash, bearing in mind the most tax effective form of delivery for the company depending on host country tax legislation. Tax charged on assignment benefits can be considerable, sometimes up to 50% of total assignment costs.   With education benefits it is important to state the type of schooling for which the company will provide assistance. If there are limits on the amount up to which the company will pay for education, or limitations on the choice of schools, this should be confirmed.   Similarly, the limits up to which the company will pay for host country accommodation must be set out clearly. The letter should also clarify what happens if the assignee chooses accommodation below or above the set rental limits.

End of assignment

If there is the possibility of an assignment extension beyond the initially-agreed term, the applicable policy should be detailed here. Most importantly, a maximum duration beyond which the assignment will not be extended should be indicated. This avoids situations where employees become “permanent” assignees, remaining on assignment terms and conditions well beyond five years, which is generally the most common maximum assignment duration.   It is also good practice to give details of the company’s localisation policy in this section. It may well suffice to confirm that a localisation policy may be applied once the maximum assignment duration has been reached, without having to give too many details on the actual process. But by mentioning the possibility of localisation in the letter, assignees’ expectations are managed and they are aware that assignment terms will not continue indefinitely.   In the repatriation section the agreement should confirm the relocation assistance provided; e.g. shipping, temporary accommodation, relocation lump-sums, etc. Furthermore, this section should confirm the process and time scales for finding a suitable position for the assignee upon returning home.   Finally, assignment letters rarely differentiate between terminating or resigning from the assignment, as opposed to terminating or resigning from the actual employment with the company. It is good practice to include the relevant terms and notice periods for each of these scenarios here and to differentiate accordingly. Terminating the employment of an assignee can be complicated and this section of the agreement should be very well thought through. Unfortunately, the governing labour law is often unclear or not straightforward to determine. A company should always seek legal advice should a labour dispute arise.

Need help with assignment letters? ECA's  Consultancy & Advisory team  are on hand to critique your company's assignment letters or create  assignment letter templates  in line with your policy, as well as offer expert advice and guidance on content so that your assignment letters accurately manage the expectations of the employee and the company. If you'd like to speak with one of our Consultants, you can  request a callback here . 

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UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

In Nigeria, UN Women’s work is guided by its three-pronged mandate: 1) Normative support to the Nigerian government, including Federal and State Ministries of Women Affairs, in championing initiatives and implementing policies, systems and practices that advance women’s rights; 2) Programmatic interventions across four priority areas: Women, Peace, Security and Humanitarian Action (WPSHA), Economic Empowerment and Resilience, Leadership and Political Participation, and Ending Violence Against Women; 3) Coordination of gender-focused networks and platforms within the UN system and development community to promote and advance gender equality in line with the development and humanitarian objectives. Over the years, Nigeria has been contending with incessant violent conflicts across the six geopolitical zones. These include attacks by the Boko Haram insurgents in the North-East, farmer-herder conflict, resource-based conflict in the Niger Delta region, as well as a general increase in incidences of armed robbery and kidnapping for ransom. The humanitarian crisis in North-East Nigeria remains one of the world's largest and most complex humanitarian crises. Though women constitute about 50% of the country's population and contribute in many informal ways to conflict resolution, they continue to be poorly represented in formal peace and security processes.

Reporting to the Country Representative, the Executive Assistant is responsible for providing a variety of executive administrative support to the Country Representative with full confidentiality in all aspects of assignment, maintenance of protocol procedures, management of information flow, and follow-up on deadlines and commitments made.

The Executive Assistant to the Country Representative works in close collaboration with UN Women staff, UN Agencies, and national authorities to ensure an efficient flow of information, actions on instructions, and agendas.

Duties and Responsibilities

Provide executive support to the UN Women Country Representative

• Manage the UN Women Country Representative’s calendar and schedule of appointments and meetings;
• Arrange travel and hotel accommodations for the UN Women Country Representative; 
• Answer and screen calls for the Country Representative with tact and discretion;
• Maintain roster of Country Office contacts.

Provide administrative support to the UN Women Country Representative

• Provide administrative support for meetings, events, and workshops;
• Organize and attend meetings, prepare minutes and summaries;
• Assemble briefing materials and prepare PowerPoint presentations for the Country Representative for meetings, missions, and other key events.

Provide effective communication and information management support to the Country Representative’s Office

• Facilitate the flow of information and communication between the UN Women Country Representative’s Office and other units within or outside of UN Women;
• Review, prioritize, and route correspondence to and from the UN Women Country Representative Office; take proactive follow-up action and keep the Country Representative informed;
• Respond to and/or direct inquiries to appropriate units for timely action/response;
• Draft routine correspondence and interoffice circulars;
• Maintain and organize up-to-date files for easy access and retrieval. Ensure the safekeeping of confidential materials.

Provide support to the Country Representative Office’s external relations activities

• Facilitate the Country Representative’s interaction with various external partners through written, verbal, and electronic communication, and through collaborative and proactive relationships with counterparts and colleagues in partner offices;
• Meet and greet officials/visitors;  
• Ensure protocol matters, receive high-ranking visitors/officials, and coordinate logistical arrangements related to visits.

Contribute to knowledge building and knowledge sharing

• Provide administrative support for effective knowledge management and sharing within the office and other offices/HQs;
• Build and share knowledge and experience related to administrative and operations support.

Competencies

Core Values:

• Respect for Diversity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement
• Leading by Example

Functional Competencies:

• Ability to manage data/schedule, documents, correspondence, and reports, and maintain protocol and information flow;
• Knowledge of administrative rules and regulations;
• Ability to perform work of a confidential nature;
• Ability to create, edit, and present information in clear format, using appropriate IT functionality;
• Ability to administer administrative processes.

Required Skills and Experience

Education and certification:

• Completion of secondary education is required;
• A bachelor’s degree in business administration or public administration is an asset.

Experience:

• At least 5 years of progressively responsible experience with administrative, secretarial, or program experience;
• Experience in the use of computer applications, software packages such as Microsoft Office, and web-based management systems; is an asset;
• Experience in the use of a modern web-based ERP System, preferably Oracle Cloud, is desirable.

Language Requirements:

• Fluency in English is required;
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Synonyms of assignment

• as in lesson
• as in appointment
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Thesaurus Definition of assignment

Synonyms & Similar Words

• responsibility
• undertaking
• requirement
• designation
• appointment
• authorization
• installment
• installation
• destination
• emplacement
• investiture
• singling (out)

Antonyms & Near Antonyms

• dethronement

Synonym Chooser

How does the noun assignment contrast with its synonyms?

Some common synonyms of assignment are chore , duty , job , stint , and task . While all these words mean "a piece of work to be done," assignment implies a definite limited task assigned by one in authority.

When is it sensible to use chore instead of assignment ?

While the synonyms chore and assignment are close in meaning, chore implies a minor routine activity necessary for maintaining a household or farm.

When is duty a more appropriate choice than assignment ?

Although the words duty and assignment have much in common, duty implies an obligation to perform or responsibility for performance.

When might job be a better fit than assignment ?

The synonyms job and assignment are sometimes interchangeable, but job applies to a piece of work voluntarily performed; it may sometimes suggest difficulty or importance.

When could stint be used to replace assignment ?

In some situations, the words stint and assignment are roughly equivalent. However, stint implies a carefully allotted or measured quantity of assigned work or service.

When can task be used instead of assignment ?

The meanings of task and assignment largely overlap; however, task implies work imposed by a person in authority or an employer or by circumstance.

Thesaurus Entries Near assignment

assignments

Cite this Entry

“Assignment.” Merriam-Webster.com Thesaurus , Merriam-Webster, https://www.merriam-webster.com/thesaurus/assignment. Accessed 26 Nov. 2023.

More from Merriam-Webster on assignment

Nglish: Translation of assignment for Spanish Speakers

Britannica English: Translation of assignment for Arabic Speakers

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Meaning of assignment in English

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• It was a jammy assignment - more of a holiday really.
• He took this award-winning photograph while on assignment in the Middle East .
• His two-year assignment to the Mexico office starts in September .
• She first visited Norway on assignment for the winter Olympics ten years ago.
• He fell in love with the area after being there on assignment for National Geographic in the 1950s.
• act as something
• all work and no play (makes Jack a dull boy) idiom
• be at work idiom
• be in work idiom
• housekeeping
• in the line of duty idiom

You can also find related words, phrases, and synonyms in the topics:

assignment | American Dictionary

Assignment | business english, examples of assignment, collocations with assignment.

These are words often used in combination with assignment .

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Translations of assignment

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Eagles’ most difficult assignment of season might be beating Josh Allen and Bills

• Updated: Nov. 26, 2023, 7:05 a.m. |
• Published: Nov. 26, 2023, 7:00 a.m.

Bills quarterback Josh Allen (17) celebrates after a touchdown during the first half of his team's win over the Jets last Sunday in Orchard Park, N.Y. AP

• Bob Brookover | NJ Advance Media for NJ.com

PHILADELPHIA — The Super Bowl rematch with the Kansas City Chiefs is in the rearview mirror.

On the road ahead, the San Francisco 49ers have some extra time to get ready for their return visit to Lincoln Financial Field for their NFC Championship rematch with the Eagles .

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