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Association of Graduate Recruiters (AGR) (2000) Going to work on the Web: Web-based graduate recruitment (AGR Brie ng No 11) Warwick, UK: AGR Baron, H, Miles, A, & Bartram, D (2001, April) Using online testing to reduce time-to-hire Paper presented at the 16th Annual Conference of the Society for Industrial and Organizational Psychology, San Diego Bartram, D (1987a) The development of an automated pilot testing system for pilot selection: the MICROPAT project Applied Psychology: an International Review, 36:279 298 Bartram, D (1987b) Future directions in Computer Based Assessment Bulletin of the British Psychological Society, 40:A27 Bartram, D (1989) Computer-based assessment In P Herriot (Ed), Handbook of assessment in organisations, London: Wiley Bartram, D (1993) Emerging trends in computer-assisted assessment In H Schuler, J L Farr, & M Smith (Eds), Personnel selection and assessment: Individual and organizational perspectives ( 17, pp 267 288) Englewood Cliffs, NJ: Erlbaum Bartram, D (1994) Computer Based Assessment International Review of Industrial and Organizational Psychology, 9:31 69 Bartram, D (1995a) The role of computer-based test interpretation (CBTI) in occupational assessment International Journal of Selection and Assessment, 3:178 185 Bartram, D (1995b) The development of standards for the use of psychological tests: The competence approach The Psychologist, 8:219 223 Bartram, D (1997) Distance assessment: Psychological assessment through the Internet Selection Development Review, 13:10 14 Bartram, D (1998) The need for international guidelines on standards for test use: A review of European and international initiatives European Psychologist, 3:155 163 Bartram, D (2000) Internet recruitment and selection: Kissing frogs to nd princes International Journal of Selection and Assessment, 8:261 274 Bartram, D (2001a) Guidelines for test users: A review of national and international initiatives European Journal of Psychological Assessment, 17:164 177 Bartram, D (2001b) The development of international guidelines on test use: The International Test Commission Project International Journal of Testing, 1:33 53 Bartram, D (2001c) The impact of the Internet on testing for recruitment, selection and development Keynote paper presented at the Fourth Australian Industrial and Organizational Psychology Conference, Sydney Bartram, D (2002a) The Micropat pilot selection battery: Applications of generative techniques for item-based and task-based tests In S H Irvine & P Kyllonen (Eds), Item generation for test development (pp 317 338) Mahwah, NJ: Erlbaum Bartram, D (2002b) Power and ef ciency: expanding the scope of ability measures Proceedings of the BPS Occupational Psychology Conference, Blackpool pp 116 121.



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pany-specific variations in most cases, requiring a unique flowchart A good approach is to dedicate an entire white board to the flowchart, so the diagram is large enough to read from a distance and can easily be changed Create a Gantt chart With a flowchart in place that gives a payroll system overview, the payroll manager can now create a Gantt chart itemizing each action step required to build a payroll system, as well as the likely duration of each step A Gantt chart gives more rigor to the system development process and is useful not only for tracking upcoming tasks but also for spotting missing steps, potential missed deadlines, and bottleneck tasks Create payroll-processing procedures There are a great many possible payroll policies and procedures However, early in the development of the payroll department, the only procedure that matters is one for processing the payroll (which includes timecard processing, tax and deduction calculations, and printing and distributing paychecks) By installing a regimented approach to processing payroll right away, there is much less chance of having to deal with time-consuming processing errors Once completed, have at least one other person walk through the procedure to see if there are any missing or incorrect steps This is the most important procedure in the payroll department and it must be done right the first time Create a tax remittance deadline calendar If a company outsources its payroll processing, then it can rely on the supplier to remit taxes on its behalf However, if payroll is processed internally, remitting taxes becomes a very important task, given the significant government-imposed penalties if remittances are sent too late Accordingly, create a tax remittance calendar right away that shows not only the remittance dates for all state and federal taxes but also the dates by which W-2 and 1099 forms must be sent to employers and suppliers, respectively Further, the calendar should note the filing date for the annual Form 940 or 940-EZ for the federal unemployment tax report, as well as the quarterly Form 941 federal tax return There will also be a variety of unemployment tax and income tax remittance forms to send to state governments, for which the filing requirements will vary by state Create a database backup system Losing the payroll database is disastrous, since so much detailed information must be recreated from paper documents Accordingly, as soon as the initial payroll processing has been completed, obtain backup equipment, create a backup procedure, and follow it rigorously The backup system should include multiple backup copies, so an earlier backup will be available if a later one is corrupted Also, the backup procedure should include the rotation of a recent backup copy into an off-site location One alternative is backup suppliers that dial into the payroll system from an outside location and periodically perform the backup for the company Of course, if payroll processing is outsourced, then the database is already offsite and no backup policy is needed Create payroll policies and complete additional procedures Once the preceding steps have been completed, there is now some breathing room in.





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