91´óÉñ

Today, the computer systems used in Finance and Human Resources utilize a complex combination of computer software, data standards, and work processes. A move to a modern cloud-based platform gives 91´óÉñ the ability to use an integrated system that promotes real-time communication, data entry efficiencies, enhanced security, automated workflows, and evolving technologies. 

The implementation of True Blue Fusion will take time because we need to maintain our current business operations while simultaneously evaluating and transitioning all our processes to the new system. This ensures that our processes follow leading practices to increase efficiency, reduce redundancy, and remove administrative barriers. Additionally, it takes time to plan, set up, configure, and test the system for the hundreds of transactions that True Blue Fusion will support. We also need to verify that the data transferred from Banner Human Resources and Banner Finance is accurate and that the processes function as designed.

Yes. Training will be available and ongoing for all employees on the new system.

While the total implementation cost of the system has not yet been determined, 91´óÉñ is managing project expenses using the $20 million in funding set aside in the Governor’s Budget.  Total costs largely depend on the university’s need to operate efficiently and without redundancy while following leading practices.

True Blue Fusion will be more efficient and increase productivity, allowing users to spend time on higher-level tasks.

Oracle Cloud ERP is an end-to-end, modern, cloud-based software as a service suite that will manage operational functions such as financial management, grants, projects, and procurement throughout the University. Oracle’s performance capabilities will assist in planning, budgeting, predicting, and reporting financial results.

Oracle Cloud HCM is a comprehensive suite designed to unify and automate processes across various HR functions. It provides end-to-end workforce visibility, covering areas such as, recruiting, human resources, talent management, workforce management, learning, time/absence management, and payroll. The solution aims to simplify the means for collecting and analyzing workforce data, helping senior leaders and frontline managers align staff skills with evolving organizational needs.

Specific capabilities designed to serve departments within 91´óÉñ bundled together in Oracle Cloud to provide the most suitable customized product for the University. For example, Oracle Cloud uses the integration among modules–such as payables, accounts receivable, project portfolio management (PPM), procurement, and contracts–to collect costs and to feed accounting to the general ledger.

Based on the functionality of the Oracle solutions 91´óÉñ will implement, the following Banner and 3rd Party solutions will be discontinued: Banner Finance, Banner HR, MT$ource, and PageUp.

A good reference for the functionality being moved to the Oracle solutions can be viewed on the Scope page of the True Blue Fusion website.

The 91´óÉñ student information system environment will continue to function in the Banner Student and other 3rd party solutions that are now in place (including but not limited to Banner Student, Curriculog, Slate, Navigate, and Degree Works).

One of the primary reasons to move to a cloud-based system is to adopt industry best practices, which simplifies implementation, training, ongoing updates, flexibility, and data integrity. The Oracle Cloud systems come with many parameters and options that can be configured to meet 91´óÉñs specific needs while still retaining the best practice methodology that does not support customizing the system. The use of configuration rather than customization allows 91´óÉñ to achieve the full benefits of cloud-based systems.

Yes. Banner index numbers will be retired and replaced with Chart of Accounts (CoA) values. When submitting invoices, job tickets, or internal charges, users will enter the appropriate CoA value. Oracle Cloud will assist users through drop-down menus and built-in validations. To support the transition, an index-to-CoA crosswalk will be provided to help departments align existing index numbers with the new values.  

Third-party systems that currently use Banner index numbers will be updated to translate those values into the new Chart of Accounts structure. The new CoA includes nine segments: Entity, Organization, Fund, Fund Type, Account, Functional Class, Program, Activity, and Site. This structure improves reporting flexibility while ensuring 91´óÉñ continues to meet regulatory, financial, and operational reporting requirements. 

We are moving away from departments using QuickBooks for billing, and departments will use the Chart of Accounts values within Oracle Cloud to process internal charges and billing. Additional details and guidance will be provided before go live. 

Yes. Employees can update or withdraw an absence request before or after it has been approved. If changes are made after approval, the request will be resubmitted automatically for supervisor approval.

Faculty (9 or 10 month) and administrative employees will continue to be paid monthly.

Bi-weekly pay periods will run Sunday through Saturday over a two-week cycle, with pay issued on a consistent bi-weekly schedule. Because the cycle repeats every 14 days, pay period end dates will vary throughout the year rather than always falling on the 15th. A detailed payroll calendar will be provided before implementation, so employees and supervisors know the exact pay period and pay dates. 

In Oracle, users receive in‑system notifications via a bell icon when something requires action or is approved. Email notifications are still being evaluated.

Yes. All employees—classified staff, administrative professionals, faculty, and other staff- will use the same Oracle absence module to request leave, and supervisors will approve requests in the system.

If a supervisor does not approve an absence but the employee still takes the time off, that situation must be resolved directly between the supervisor and the employee. Oracle records what is approved, but it cannot prevent someone from being physically absent.

Yes. If plans change or an absence is not taken, the request can be adjusted, and time is restored. For sudden absences like illness, employees can enter the absence after the fact; the supervisor approves it, and the balance is updated, typically by the next day.

Yes. Timesheets will still exist in Oracle. The difference is that any approved absences will already appear on the timesheet, reducing what employees have to manually enter.

Yes. There will still be a deadline for supervisors to approve or reject leave requests so payroll can run. Employees are responsible for ensuring they receive a response and should follow up if their request has not been addressed by the cutoff.

Yes. Oracle supports proxies or alternate approvers for timesheets and leave approvals, so others can act on behalf of a supervisor when needed.

Classified staff, student employees, and graduate assistants will transition to a bi-weekly pay schedule, and participation is not optional.

Yes. Position numbers will be renumbered as part of the Oracle Cloud implementation for the January 1, 2027 go-live. More information about the updated numbering structure will be shared as the transition approaches. 

Yes. Employees required to report time will continue to submit timecards in Oracle Cloud — the frequency of submission simply increases. 

No. For affected groups — classified staff, hourly, and student employees — the move to biweekly pay is required. 

Yes. You will continue to receive annual tax forms, and Oracle Cloud will also provide electronic W-2 options.