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Use these talking points to help your teams understand what’s changing, why it matters, and how they’ll be supported throughout the transition to the new Time & Labor system. These messages are meant to help you build awareness, confidence, and readiness as we move toward go-live. 

The Change at a Glance 

• A new Time & Labor system is launching across all �鶹��Ѱ�����campuses in September 2026. 

• It will replace and standardize our current mix of timekeeping and leave-tracking tools. 

• The new system provides a consistent, accurate, and transparent way to record time, request leave, and ensure pay accuracy. 

Why This Change Matters 

• Consistency: Everyone will follow the same rules and processes university-wide. 

• Accuracy: Fewer payroll errors and clearer leave balances. 

• Efficiency: Less manual work and fewer workarounds. 

• Visibility: Supervisors and employees can easily track time, leave, and approvals. 

What Employees Can Expect 

• Clear Pay and Leave Information: See your balances and approvals in one place. 

• Training and Support: Short trainings and job aids will be available before go-live. 

• Reliable Help: HR Liaisons and support teams will assist with questions. 

Your Role as a Supervisor or HR Liaison 

• Communicate: Share timely updates and reinforce key messages. 

• Coach: Encourage your team to complete trainings and stay engaged come Spring of 2026. 

• Listen: Capture employee feedback and questions to share back with the project team. 

• Model: Demonstrate confidence in the change and help your team see the benefits. 

Sample Ways to Talk About the Change 

• “We’re moving to a centralized university-wide system for tracking time and leave so everyone follows the same rules.” 

• “This will simplify how we enter time, approve leave, and ensure accurate pay.” 

• “Training will be a significant campus effort—you’ll get an opportunity to practice before the system goes live.” 

Common Questions You May Hear 

• Do I need to learn something new? ��
  Yes, but training and resources will make it simple. You’ll have time to practice before go-live. 

• Where can I go for help? ��
  HR Liaison’s will receive monthly project updates during the Change Champion Network meetings. Supervisors should look to their HR Liaisons for guidance and support. If additional support is needed for one area, the HR Liaison should work with the campus project team for additional planning.  

Next Steps 

Share these talking points during team meetings or one-on-one check-ins. 

Bookmark the Supervisor & HR Liaison Toolkit for resources, templates, and FAQs. 

Stay tuned for monthly project updates and upcoming training announcements. ��

Purpose

Clarify what is expected of supervisor and HR liaisons during the project. 

Your Role in the Time & Labor Project ��

As a supervisor or HR liaison, you play a critical role in helping employees navigate the upcoming changes. Your responsibilities include: 

• Communicate: Share project updates and milestones with your teams. 

• Encourage: Remind employees to participate in training and readiness activities. 

• Coach: Be a trusted resource to answer questions and point staff to help. 

• Escalate: Share questions, concerns, or issues with the project team. 

• Model: Demonstrate confidence in the new system and highlight benefits. 

Key Takeaway: You don’t need to have all the answers — you just need to connect your team to the right resources and encourage engagement. 

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Change Readiness Checklist 

Purpose

Give supervisors a quarterly guide of “to-dos” leading up to go-live. 

Time & Labor Project – Readiness Checklist for Supervisors 

Conversation Starters 

Purpose

Give Supervisors sample language to check in with staff. 

In Team Meetings 

• “The Time & Labor project is going live in September 2026. This will centralize how we track time and leave. What questions do you have so far?” 

• “Training is coming this spring. I’ll share details once we have dates, and I encourage everyone to participate.” 

In 1:1 Conversations

• “How do you feel about the upcoming change to the new time and leave system?” 

• “Do you foresee any challenges with the new process for tracking time?” 

• “Is there anything I can do to make sure you feel ready before training begins?” 

In Informal Check-Ins

• “I saw the latest project update. Did anything stand out to you?” 

• “Remember, we’ll all be learning the system together — and support will be available.” ��