Features
What NCS-Staffing is to cover
Five areas, and they are the ones a standard ERP does not have. Everything written here is the intended scope; the section at the end says what is not settled.
Candidate pool and matching
Applicants and employees with what they can do, what they are allowed to do, and until when. A request from a hirer is matched against that, not against a memory of who was good last time.
- Qualifications and certificates with their expiry dates
- Availability and the kind of assignment somebody wants
- Matching by qualification, period and location
- A certificate that is about to expire is visible before the assignment starts, not after
Hiring contract and its specification
The contract between agency and hirer, and separately from it the specification: which employee is assigned, when, and for which task. Both are subject to form and content requirements, and both are kept where the assignment is, not in a folder.
- Contract with the mandatory details it has to carry
- Specification per employee and assignment, before the assignment begins
- The assignment history per employee and hirer, which the periods are calculated from
- Changes stay traceable, because a specification that was changed afterwards is a finding in an audit
Statutory periods
The two periods that decide liability are calculated per employee and hirer and shown with their end date: how long somebody may be assigned to this hirer, and from when they have to be paid like the hirer's own staff. Interruptions change both, and collective agreements in the hirer's industry may change them again.
- Maximum assignment period per employee and hirer, including the effect of interruptions
- Equal pay date, and the deviations a collective agreement provides for
- A list of periods per assignment and employee, with what ends when and why
- Notifications and records towards the authorities, built from the same data
The software calculates and shows periods. It does not give legal advice, and it does not replace it: which rule applies to your collective agreement and your industry is a question for your lawyer, and we will not answer it in a dialog box.
Collective pay and industry surcharges
Collective agreements with their pay groups, and surcharge scales that step up with the length of the assignment. Both are master data with a validity period, because an agreement that changed in the middle of a quarter has to leave the earlier months as they were.
- Pay groups per collective agreement, with a validity period
- Industry surcharge scales, stepped by how long the assignment has run
- The step that applies today is derived, not typed in per assignment
- Which agreements apply to you is set up with you; we do not ship a collective agreement as an assumption
Timesheets and invoicing
Hours are recorded per employee, assignment and week, and the hirer releases them. The invoice is then built from released hours only, with the agreed rate and the surcharges that apply - which is also the answer to a hirer who queries a line.
- Timesheets per employee, assignment and week
- Release by the hirer, with who released what and when
- Valuation with the charge rate plus the surcharges in force for that week
- Invoice documents created from that, in SAP Business One or in the cloud
What comes from the shared core
Dispatching, mobile time recording, the employee master and the payroll export are not built twice: they are shared with our facility services product, because a shift and a recorded hour work the same way in both. Payroll itself we do not build - that is your tax adviser's or DATEV's work.
How it connects
With SAP Business One the hirer stays a business partner and the invoice stays an SAP document: no parallel customer list, no second set of books. Where a field is missing, it is added to the SAP object rather than beside it.
Applicant tracking and job posting we connect rather than rebuild. Which product and over which interface is not decided, and we would rather say that than name one we have not tried.
What is not settled
Nothing on this page is running software yet. Beyond that, four things are genuinely open: the countries beyond Germany, since the periods above follow German law and Austria and Switzerland have their own; whether an invoice from timesheets is created as a draft or posted; how a hirer releases hours, in a portal, an app or by mail; and which collective agreements we set up first. We would rather name these than paper over them.
Does this fit how you work?
Tell us where it does not, while it can still be changed cheaply.