Abstract:
The present invention relates to a system and method for the procurement and management of contingent workforce using proprietary systems, processes and methodologies.

Description:
BACKGROUND OF THE INVENTION  
         [0001]    1. Field of the Invention  
           [0002]    The present invention relates to a system and method for the procurement and management of contingent workforce using proprietary systems, processes and methodologies.  
           [0003]    2. Discussion of Related Art  
           [0004]    Technical projects, for example, the development of computer software, typically require large numbers of skilled workers. However, the amount of work force necessary to complete such projects fluctuates greatly during and between such projects. It is not cost effective for companies to hire and retain the large number of workers required to complete each project. Therefore, companies in need of skilled workers generally hire consulting firms to fill the positions. A company representative, generally a hiring manager (“H/M”), will typically send a job description and workforce requirements to an outside consulting firm or firms to fill the needed positions. This process is oftentimes complicated and time consuming.  
           [0005]    U.S. Pat. No. 5,970,475 to Barnes et al., entitled “Electronic Procurement System and Method for Trading Partners”, discloses a system that enables corporate purchasers and suppliers to electronically transact for the purchase and supply of goods and services. The system software is used for operating a customer server, a supplier processor server and a supplier catalog server. The supplier system includes a catalog and an order processor wherein the catalog contains information regarding all of the suppliers&#39; goods made available to the customer organization. Unfortunately, the system only presents those goods and services that are stored in a catalog. This configuration is ill suited for the rapidly changing job placement field wherein the number of employment positions and available employees fluctuates daily.  
           [0006]    U.S. Pat. No. 5,117,353 to Stipanovich et al., entitled “System for Use in a Temporary Help Business”, discloses a system that schedules personnel suited to particular tasks for work on a temporary basis. Temporary help applicants are screened and their particular skills are matched to client job orders. Those temporary help employees whose skills and availability match the job order are contacted by phone and asked if they would accept the position. If accepted, the client is notified by phone that a match has been made. This only allows for staffing firms to properly fill their orders received from clients. It does not allow clients to select candidates.  
           [0007]    U.S. Pat. No. 5,978,768 to McGovern et al., entitled “Computerized Job Search System and Method for Posting and Searching Job Openings Via a Computer Network”, discloses a system that enables an employer to advertise available positions on the Internet and directly receive resumes from prospective candidates. The system stores the received resumes in relation to the position for which the job applicant is applying. The human resource hiring contact can then select a position, view the received resumes for that position and score the resumes to determine if there is a match. This is well suited for situations where managers are hiring full time employees directly. There is no process for submitting and receiving orders from consulting firms that provide addition hr-related services, such as screening the candidates, supplying benefits, etc.  
           [0008]    Therefore, there exists a need for a methodology and process for the procurement of temporary contracting services using efficiencies enabled via web based systems and procurement methodologies.  
         SUMMARY OF THE INVENTION  
         [0009]    It is therefore an object of the present invention to provide a system and method for the Internet based procurement of non-cataloged services.  
           [0010]    It is an additional object of the present invention to provide a system and method for the Internet based procurement of goods and services that allows great flexibility in adding and removing job openings and potential employees.  
           [0011]    It is a further object of the present invention to provide a system and method for the Internet based procurement of goods and services which tracks the life cycle of a temporary placement employment opportunity.  
           [0012]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that maintains time and billing information pertaining to temporary help personnel.  
           [0013]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services as well as allowing for a method of resource redeployment.  
           [0014]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that will allow vendor competition to allow for pricing of requested service.  
           [0015]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that will allow accurate skill set definition for requested resource using a hierarchical skill set drill down process.  
           [0016]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that will allow for the management of temporary services throughout the assignment lifecycle; including terminations, extensions, and changes.  
           [0017]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that will capture the time worked by a temporary employee.  
           [0018]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that will allow clients to be billed directly based on time worked by a temporary employee.  
           [0019]    It is still another object of the present invention to provide a system and method for the Internet based procurement of goods and services that will allow vendors to be paid directly based on time worked by a temporary employee.  
           [0020]    To achieve these and other objects of the present invention, there is provided a system and method for the Internet based procurement of goods and services. The system is comprised of a human resources procurement (“HRP”) server connected to the Internet and a plurality of associate vendors (“A/V&#39;s”) connected to the human resources procurement server either directly or through the Internet. When a hiring manager (“H/M”) of a company requires temporary help, the H/M can access the HRP server either directly or through the Internet. The H/M enters a job description into a job database stored in the HRP server and enters any pertinent job requirements. If the job descriptions require more detail, the associate vendors can request additional information online. The associate vendors access the job database and match qualified job applicants with the job descriptions. Only the resumes of qualified job applicants are forwarded to the hiring manager. Hiring Managers using the system are able to review, on-line, the resume and quotes submitted by each associate vendor. If the hiring manager approves the job applicant, an interview is setup to make the final determination concerning employment. The A/V&#39;s are notified, typically via email, whether or not their proposals require an interview. If so, the system keeps track of the candidate&#39;s availability and updates the records accordingly. If the candidate is offered the job, the managed service program (“MSP”) specialist concludes the final negotiations with the H/M and closes the deal. Once approved, the employee can submit time slips to the HRP server, which forwards it to the manager (“HM”) for approval. Once approved, the time is matched against the contract bill rate and an invoice is generated to the client, and a payment is generated to the vendor with the contracted terms. The job status can be tracked for human resource, financial, tracking and other purposes.  
           [0021]    The method for the Internet based procurement of goods and services comprises the steps of receiving a request, forwarding the request to AV&#39;s, receiving resumes from the AV&#39;s, qualifying resumes, forwarding qualified resumes to a hiring manager, coordinating an interview, notifying the AV is a candidate is declined, and processing the hire of a successful employee. 
       
    
    
     BRIEF DESCRIPTION OF THE DRAWINGS  
       [0022]    Other objects and features of the present invention will become apparent from the following detailed description considered in connection with the accompanying drawings, which disclose an embodiment of the present invention. It should be understood, however, that the drawings are designed for the purpose of illustration only and not as a definition of the limits of the invention.  
         [0023]    In the drawings, wherein similar reference characters denote similar elements throughout the several views:  
         [0024]    [0024]FIG. 1 is a schematic view of a reference model for the system for the Internet based procurement of goods and services according to the present invention;  
         [0025]    [0025]FIG. 1 a  is a schematic view of the Human Resources Procurement server of FIG. 1;  
         [0026]    [0026]FIG. 2 is a flow diagram of the overall method for the Internet based procurement of goods and services according to the present invention;  
         [0027]    [0027]FIG. 3 a  is a call flow diagram illustrating the method for the Internet based procurement of goods and services according to the present invention;  
         [0028]    [0028]FIG. 3 b  is a continuation of the call flow diagram of FIG. 3 a;    
         [0029]    [0029]FIG. 3 c  is a continuation of the call flow diagram of FIG. 3 b;    
         [0030]    [0030]FIG. 3 d  is a continuation of the call flow diagram of FIG. 3 c;    
         [0031]    [0031]FIG. 3 e  is a continuation of the call flow diagram of FIG. 3 a;    
         [0032]    [0032]FIG. 3 f  is a continuation of the call flow diagram of FIG. 3 a;    
         [0033]    [0033]FIG. 4 is a call flow diagram illustrating an additional method for entering a new request for quote (“RFQ”) according to the present invention;  
         [0034]    [0034]FIG. 5 is a call flow diagram illustrating an additional method for entering a new non-request for quote according to the present invention;  
         [0035]    [0035]FIG. 6 is a call flow diagram illustrating an additional method for generating a purchase order invoice regarding the payment of temporary help according to the present invention;  
         [0036]    [0036]FIG. 7 a  is a call flow diagram illustrating a method for changing a purchase order according to the present invention;  
         [0037]    [0037]FIG. 7 b  is a continuation of the call flow diagram illustrating a method for changing a purchase order according to FIG. 7 a;    
         [0038]    [0038]FIG. 7 c  is a continuation of the flow diagram illustrating the method for changing a purchase order according to FIG. 7 a;  and  
         [0039]    [0039]FIG. 7 d  is a continuation of the call flow diagram illustrating the method for changing a purchase order according to FIG. 7 a.   
     
    
     DETAILED DESCRIPTION OF PREFERRED EMBODIMENTS  
       [0040]    Turning to the drawings, a preferred embodiment of the present invention is described herein below in detail with reference to the accompanying drawings.  
         [0041]    The present invention is a complete paperless web based requisition to pay application for the procurement of temporary personnel. The present invention is delivered as a hosted application, with clients accessing the application via the Internet. Personalization and incorporation of client&#39;s business rules is available to customize the present invention to the needs of many different clients.  
         [0042]    [0042]FIG. 1 shows a system for the Internet based procurement of temporary services based upon qualified resumes according to the present invention. The system is comprised of a human resources procurement (“HRP”) server  100  connected to the Internet  150  and a plurality of associate vendor terminals  110  (“A/V&#39;s”) connected to human resources procurement server  100  either directly or through the Internet  150 . When at least one hiring manager terminal  130  (“H/M”) requests temporary help, the H/M  130  accesses HRP server  100  either directly or through the Internet  150 . At least one job applicant  120  submits a resume to A/V  110  in the hopes of obtaining employment. An additional manager terminal  140  is connected to the H/M terminal  130  and the Internet  150  and may be required to approved the actions of the H/M terminal  130 .  
         [0043]    Referring to FIG. 1 a,  the HRP server  100  is comprised of a central processing unit (“CPU”)  185 , a memory  188  including a random access memory  186  (“RAM”) and a read only memory  187  (“ROM”), a modem  195  and a job database  190 . CPU  185  controls the overall operation of the HRP server  100 . In addition, ROM  187  stores a control program that is used to control the operation of HRP server  100  while RAM  186  temporarily stores a qualified resume. H/M  130  enters a job description into job database  190  stored in the HRP server and enters any pertinent job requirements. If the job descriptions require more detail, the associate vendor terminal  110  can request additional information online from the HRP server  100  and the hiring manager  130 . The associate vendor terminal  110  accesses job database  190  and matches qualified job applicants  120  with the job descriptions. When the A/V terminal  110  is ready to submit a job applicant  120 , A/V terminal  110  will access the application either directly or via the Internet and submit the candidate information and attach a resume. There is no software installation required of the A/V terminal  110 , as the application can be accessed via a web browser using any connection to the Internet, even a dial-up connection.  
         [0044]    Only the resumes of qualified job applicants are forwarded to the hiring manager  130  by the associate vendors  110 . In addition, CPU  185  only permits associate vendor terminal  110  to access those job descriptions that hiring manager terminal  130  has authorized for that associate vendor terminal  110 . The vendors  110  can be divided by any algorithm such as: Location, Skill Set, Tiers, Business Unit, Customer, etc; and a desired subset of vendors can receive notification when a new job description is posted in an area that they have access to view. Hiring Manager  130  using the system is able to review, on-line, the resume and quotes submitted by each associate vendor  110 . If the hiring manager  130  approves the job applicant  120 , an interview is setup to make the final determination concerning employment. The A/V&#39;s  110  are notified, typically via email, whether or not their proposals require an interview. If so, the system keeps track of the candidate&#39;s availability and updates the records accordingly. If the candidate is offered the job, a managed service program (“MSP”) specialist terminal  170  concludes the final negotiations with the H/M  130  and closes the deal. Once approved, the A/V  110  is notified of the acceptance, and a purchase order is created requesting the employee for the specified position. The employee can submit a time slip to the HRP server  100 , and the job status can be tracked for human resource purposes.  
         [0045]    A bank server  180  and a time and billing server  160  are connected to the HRP server  100  and allow for the generation and collection of invoices pertaining to temporary employment positions. On a daily/weekly basis the qualified job applicant has the ability to report his time worked. This reporting can be done via paper time cards, the Internet, touch-tone telephone, and/or wireless devices. The time and billing server  160  has the ability to capture additional job related information, such as project codes, client&#39;s id&#39;s, etc. The reported time is validated for duplication, PO limits, Time constraints, Project Codes, as well as various other verifications. The invoices are generated by time and billing server  160  in response to the time slips entered by the employees. The completed time card is then sent to the approving manager for approval. In addition, the A/V has access to their contractors&#39; timecards online. Multiple approval processes for the timecards are available including: Negative verification—Timecard is assumed to be correct unless declined, Wait for approval—Timecard is not billed/paid until approved, or a mixture—If not approved within X days it is assumed valid. The timecard approval process is a simple intuitive process, with the manager able to approve time cards in one bulk operation without going through each time card individually. Separate invoices can be created by any grouping and/or be delivered as one consolidated invoice. The invoice(s) is/are then sent to hiring manager terminal  130  for payment. Payment is then forwarded to the HRP server  100  via bank server  180  and distributed to A/V  110  after expenses have been deducted.  
         [0046]    [0046]FIG. 2 shows a flow diagram of the overall method for the Internet based procurement of temporary services based upon qualified resumes. Step  200  enters a request for quote (“RFQ”), which contains the details of a job description. Step  201  checks the information for completeness, and, if the information is complete, and an onsite representative has manually confirmed that the requisition is viable and meets all the client&#39;s policies, step  202  submits the requisition to the client&#39;s approved vendor base via an email. The vendors can be divided by any algorithm such as: Location, Skill Set, Tiers, Business Unit, Customer, etc; and a desired subset of vendors can receive notification. If information is missing or incomplete, the hiring manager is notified in step  204  of the missing information. Step  206  submits resumes that match the job description, while in step  208 , it is determined which resumes are qualified based upon the job description. If the resumes are qualified, step  210  notifies the hiring manager of the new resume. Next, the hiring manager views the qualified resume in step  212 . This process of viewing only qualified resumes saves the hiring manager countless hours in the hiring of temporary help personnel. In step  214 , it is determined whether the H/M is interested in interviewing the job applicant. If not, step  216  notifies the A/V of the reason for declination. If an interview is requested, step  218  notifies the A/V of the interview request. The A/V confirms the availability of the job applicant on the specified date in step  220  and notifies the H/M of the confirmed interview in step  222 . An interview is conducted in step  224  and step  226  determines whether the manager decides to hire the prospective job applicant candidate. If the applicant is not hired, step  228  notifies the A/V of the declination. If the applicant is hired, step  230  notifies the A/V and the application is routed for approval in step  232 . In step  234 , it is determined whether the application is approved. If not, step  236  notifies the H/M and A/V. If so, step  238  generates a purchase order (“PO”) requesting the services of the new employee. The A/V and the H/M are notified of the purchase order details in step  240  and the newly hired employee, now a contractor, reports to work in step  242 . After the contractor has worked for a period of time, the contractor enters their timecard in step  244 . Step  246  notifies the manager of the new timecard and the manager reviews the timecard in step  248 . In step  250 , it is determined whether the timecard is approved. If not, step  252  notifies the contractor and A/V. If the timecard is approved, step  254  notifies the A/V and an invoice is created in step  256 . The hiring manger client pays the invoice in step  258  and the vendor and contractor are paid in step  260 .  
         [0047]    Referring to FIG. 3 a,  a detailed flow diagram of the method for the Internet based procurement of temporary services based upon qualified resumes is described. A hiring manager accesses the Internet based HRP Server in step  300 . Step  302  determines if the H/M is a new user or previous user and requests a password. If the H/M is new, step  304  prompts the user for pertinent setup information. The system then determines in step  306  whether the user is a valid user according to a database of allowable H/M&#39;s. If the user is invalid, step  308  prompts the user to reenter the data. The system then determines in step  310  whether the user is a valid user according to the database of allowable H/M&#39;s. If the entry is invalid, step  312  terminates the access. If the entry is valid in either step  306  or step  310 , step  314  issues the new H/M a password and displays a brief tutorial in step  316 . Step  318  determines whether the new user wishes to continue with the application. If not, the application terminates in step  320 . If the user wishes to continue, step  322  prompts the user to choose an option. In addition, if the user was a previous user and entered a password in step  302 , the user would be directed to step  322 . From step  322 , the user may choose to manually enter a technical non-payroll worker in step  324  or work on a completed requisition in step  330 . If the H/M chooses to enter a request in step  324 , step  326  determines whether the H/M has the authority to approve the transaction. If not, step  328  requests the proper authorization from a predetermined list of managers. Step  338  determines if the appropriate manager approved the request. If not, the process ends in step  340 . If the request is approved in step  338  or the H/M did have original authority to approve the transaction, step  336  stores the request in a job database for review by a managed service program personnel. The system maintains the job description profiles entered by the H/M in a way that allows for easy modification and addition by the system administrators. There is also the ability to enter any additional information or skills that to the predetermined profiles. A manager can save a profile for easy reuse in the future. Step  342  provides the H/M with a RFQ control tracking number for future tracking purposes. The process continues with step  344  of FIG. 3 b.    
         [0048]    [0048]FIG. 3 b  discloses the continuation of the process of FIG. 3 a.  Step  344  indicates that a request has been entered for a new position. Step  346  then determines whether the H/M generating the request is from a location that has an on-site representative. The onsite representative may advise the manager to issues such as skills availability, feasibility of rates and/or lead-time, or any other issues the manager must be informed about. If there is no on-site representative, the process proceeds to step  350 , else the process proceeds to step  348 . In step  350  a buyer reviews the job description while in step  348  the on-site representative reviews the job description. If the job description is unclear, either step  352  or  356 , respectively, contacts the H/M for clarification. If the request is clear, steps  350  and  348  proceed to step  354  where the job is posted and the system updates the job status tracking. Step  360  notifies the H/M that the job is posted. In step  358 , the A/V views the jobs that are posted and submits resumes for consideration. The vendor has the ability to view only those positions to which he is allowed to respond. In environments where a resume is not required, (clerical, light industrial, etc.) the vendor is asked to complete a candidate profile. If desired, this profile can be required even if accompanied by a resume. Any additional required fields can be captured from the A/V. Common required fields include: bill rate, overtime rate, candidate&#39;s eligibility of employment, available to start date, education, certifications, previous experience, etc. Vendors can also be forced to conform to a predetermined rate card, and not be allowed to submit above the rate range. Upon submittal the vendor is notified via email of its receipt. The vendor also has the ability to access the site and track the status of the submittal at any stage of the process. Step  362  determines whether the A/V submission is completed properly and step  364  notifies the A/V of any incomplete fields. The A/V can correct the submission in step  366  and step  368  determines again if the submission is complete. The process continues in FIG. 3 c.    
         [0049]    [0049]FIG. 3 c  discloses the continuation of the process of FIG. 3 b.  If the form is not completed, the step  372  directs the A/V to seek assistance. If the form is complete, step  374  routes the resume and form to an appropriate specialist. Upon receipt, the resume is reviewed and a record is set up in a master job applicant file in step  376 . In step  378 , the resume is manually qualified and it is determined if the resume should be forwarded to the H/M. If the resume is declined, step  380  updates the tracking system and the A/V is notified of the declination in step  397 . Typically, if the resume is declined, the H/M is requested to provide a reason for declination.  
         [0050]    If the resume is qualified, the tracking system is updated in step  382  and step  398  notifies the A/V of the submittal to the H/M. The H/M accesses the qualified resume via email with a link directly to the application in step  384 . In addition, background checks can be incorporated directly in the candidate profile, or provided via a direct link to the profile maintained by the background check agency. The manager can review the candidate resume online and at that point can decide to: 1) Make no decision (hold), 2) Decline, or 3) Request Interview in step  386 . If no decision is made, the manger has the ability to return at a later time and make a decision. If it is declined, step  388  asks the manager to give a reason for the declination, step  390  updates the tracking system and step  392  notifies the MSP personnel of the declination. If an interview is requested, the manager is asked for a preferred date and time. Step  394  notifies the on site specialist and of the request for an interview and step  396  notifies the A/V of the request for the interview. Step  400  then confirms a date and time with the vendor and manager. Interview information is available online to the manager and the vendor. Emails may also be sent to the vendor if the manager declines or puts on hold a resume. If the manager does not open a resume after a predetermined time period, the system will send them a friendly reminder of such. Email reminders may also be sent out before the scheduled interview. The hiring process continues with FIG. 3 d.    
         [0051]    Step  404  determines whether the candidate is still available for the interview. If not, step  426  updates the tracking system and step  428  notifies the H/M of the unavailability of the candidate. If the candidate is available, step  406  updates the tracking system. Step  408  determines whether the candidate gets the job. If not, step  430  updates the tracking system and step  432  notifies the A/V of the denial. If so, step  410  concludes the final negotiations and closes the deal. If a manager has not taken any action in a predetermined amount of time the system will send a second message or escalate the matter to an additional manager if needed.  
         [0052]    Step  412  updates the tracking system indicating the close of the deal and step  414  requests employment documentation form the A/V. The system notifies the vendor to provide any additional information, such as the social security #, and confirm the start date, rate etc. that may be needed for processing. Step  416  updates the candidate file and tracking system to track hiring policy compliance with the client&#39;s business rules. Upon receipt of all the information, step  418  generates a Purchase Order for the A/V to retain the qualified applicant while step  420  uploads the data for payment. Generally, this purchase order is created in the client&#39;s back office accounting application via integration with the present invention. Additional methods of PO creation can include: manual entry, master PO, or any other electronic and/or manual method. Step  422  forwards the purchase order from the system to the A/V. Lastly, step  424  notifies the H/M of the PO details.  
         [0053]    Returning to FIG. 3 a,  if the H/M chooses to work on a completed requisition, step  330  determines whether the H/M wishes to change to an existing order or to make a direct source placement. If the H/M chooses the former, step  334  begins the change process. Step  436  of FIG. 3 e  determines whether additional approvals are required for the RFQ. If additional approvals are required beyond the H/M, the system will begin the authorization process. The approval hierarchy and business rules of the client are followed. The individual responsible for the approval will receive an email notifying him of the need for them to access the system to either approve or decline the request. If additional approvals are needed, the system will pass the approval process to the next level. There is a complete audit trail maintained, as well as system monitoring for timely approvals. Step  448  determines if the additional approval is received. If not, step  450  notifies the H/M and cancels the RFQ. If either no additional approval is required or the additional approval is granted, step  438  stores the RFQ in a file for review. Step  440  automatically generates a purchase order update routine in the system while step  442  uploads the modified PO in the system. Step  444  notifies the A/V of the PO and step  446  notifies the HRP server and H/M of the changes.  
         [0054]    Returning to FIG. 3 a,  if the H/M chooses to work on a completed requisition, step  330  determines whether the H/M wishes to change to an existing order or to perform direct source placement. If the H/M chooses the latter, step  332  begins the new direct source placement process. Direct source placement refers to the direct hiring of a specific employee. This requisition requires the approval of an additional manager to approve the hiring and ensure that the hiring complies with all applicable business rules. Step  802  of FIG. 3 f  displays a notification of the rules and procedures that must be followed for direct source placement. In step  804 , the H/M enters the required fields for a requisition for quote RFQ. Step  806  determines if the A/V is set up in an approved vendor file. If the A/V is setup, step  810  stores the completed requisition and notifies an additional manager of the pending approval for a direct source requisition. Step  812  determines whether the additional manager has approved. If no approval is given, step  846  denies the RFQ. If the A/V is not setup, step  808  notifies the H/M that unapproved vendors can not be used without approval, while step  814  instructs the H/M that specific documentation is required to comply with business rules pertaining to managing technical non payroll workers. Step  816  stores a completed requisition and notifies the additional manager that a RFQ is pending. Step  818  instructs the additional manager as to what documentation is required prior to approval. Step  820  determines if the H/M has submitted the required documentation. If not, step  846  denies the RFQ.  
         [0055]    If, in step  812 , the additional manager has approved, step  822  stores the RFQ in a file. Step  824  accesses the RFQ and step  826  notifies the H/M that the required hard copy documents must be received before further can occur. Step  828  determines whether the required hard copies are received in 10 working days. If not, step  838  notifies the H/M and the A/V of the delay. Step  840  checks again whether the documents were received in ten working days. If not, step  844  cancels the RFQ. If so, step  830  generates a purchase order, and sets up the A/V, Candidate and job in the system. Step  832  uploads the PO data and the order is cut to the system. Step  834  emails the PO to the A/V and step  836  notifies the system and the H/M of the PO details.  
         [0056]    [0056]FIG. 4 shows a call flow diagram illustrating a method for entering a new request for quote (“RFQ”). A requestor or H/M enters the new RFQ module in step  452 . Step  454  selects the applicable RFQ fields and enters the required data. Step  456  determines whether the candidate tenure status is OK. The tenure status refers to whether or not a particular applicant has been employed and for how long. Some business rules require that an applicant may not work longer than a particular time. This process ensures that the tenure status of the applicant is updated and not violated. As part of a nightly system routine, the application may notify managers of contractors that are approaching tenure deadlines. Step  458  stores the new RFQ in an external database and checks the external database for previous employment history of the job applicant. If the new end date determined from the new RFQ would violate the tenure policy, step  460  notifies the H/M and generates the last day that the applicant can work. Step  462  determines whether the H/M decides to modify the last date. If not, step  464  cancels the transaction as it violates the tenure rules. If so, step  466  determines whether the H/M requires additional approval. In addition, if the end date does not violate tenure policy, the process proceeds to step  466 . If approval is required, step  468  notifies the H/M that approval is required and prompts them to enter the name of the approving manager. If no approval is required, step  470  forwards the RFQ to MSP personnel and notifies the H/M of the same. Step  472  reviews the RFQ and step  474  determines whether the RFQ can be completed. If not, the order is placed on hold in step  476 . If either the RFQ is completed or can be completed,  478  uploads the data and generates a PO. Step  480  notifies the H/M of the PO completion.  
         [0057]    [0057]FIG. 5 shows a call flow diagram illustrating a method for entering a new non-RFQ, i.e. direct source and renewal. A requestor or H/M enters the new non-RFQ module in step  500 . Step  502  displays information about using the system. Step  504  selects the applicable data fields and enters the required data including the A/V name. Step  506  determines whether the A/V is qualified or not. Step  508  stores the A/V supplier in a supplier database and supplies data to step  506 . If the A/V is not qualified in step  506 , Step  512  notifies the H/M that the processing will be delayed until the A/V is qualified and that the H/M must provide qualification documentation. Step  510  determines whether the candidate tenure status is OK. Step  514  stores the new non-RFQ and A/V in a database. If applicable, step  516  notifies the A/V that they already violate the tenure policy and that the new order cannot be processed. If, however, the new end date determined from the new non-RFQ would violate the tenure policy, step  518  notifies the H/M and generates the last day that the applicant can work. Step  522  determines whether the H/M decides to modify the last date. If not, step  524  cancels the transaction as it violates the tenure rules. If so, step  520  determines whether the H/M requires additional approval. In addition, if the end date does not violate tenure policy, the process proceeds to step  520 . If approval is required, step  526  notifies the H/M that approval is required and prompts them to enter the name of the approving manager. If no approval is required, step  528  forwards the request for order processing to MSP personnel and notifies the H/M of the same. Step  530  reviews the non-RFQ data and step  532  determines whether the A/V is qualified and whether the candidate exists or not. If either of the information is missing, step  534  determines whether the non-RFQ can be completed. If it cannot be completed, the order is placed on hold in step  538 . If the RFQ can be completed, step  536  uploads the data and generates a PO. Step  540  notifies the H/M of the PO completion and the A/V is mailed a copy of the PO.  
         [0058]    [0058]FIG. 6 shows a call flow diagram illustrating a method for entering payroll with a new non-RFQ, i.e. direct source and renewal. Steps  600 ,  602  and  604  correspond to steps  500 ,  502  and  504  of FIG. 5 respectively. Steps  606 - 632  correspond to steps  456 - 480  respectively of FIG. 4. Step  610  notifies the A/V that they already violate the tenure policy and that the new order cannot be processed.  
         [0059]    [0059]FIG. 7 a  shows a call flow diagram illustrating a method for changing a purchase order according to the present invention. Step  702  enters an administration module and step  700  displays and determines which option the user selects. If options 1 or 2 are selected, step  704  accesses a search routine to locate a specified Purchase Order. Step  706  modifies the PO and transmits the PO to the system MSP personnel. Step  707  notifies the MSP personnel of the change and step  708  reviews the changed PO. Step  710  determines whether the PO can be processed as is. If not, step  712  requests correction and edits the PO. If so, step  714  uploads the PO to the system. Step  716  determines whether a new hourly rate or other expenses are affected. If not, step  718  notifies the user of the change order completion. If so, step  720  notifies the user and the A/V of the completion of the PO change order.  
         [0060]    Referring to FIG. 7 b,  if option 3 is selected, step  704  performs a search to locate the specified Purchase Order. Step  722  modifies the existing PO. Since option three extends the term of the PO, a check regarding the tenure rules must be performed. Step  724  determines whether the PO and candidate tenure status is OK. Step  726  stores the PO and tenure data in a candidate DB. If applicable, step  728  notifies the A/V that they already violate the tenure policy and that the new order cannot be processed. If, however, the new end date determined from the new changed RFQ would violate the tenure policy, step  730  notifies the H/M and generates the last day that the applicant can work. Step  732  determines whether the H/M decides to modify the last date. If not, step  736  cancels the transaction as it violates the tenure rules. If so, step  734  forwards the request for the changed PO to MSP personnel and notifies the H/M of the same. In addition, if the end date does not violate tenure policy, the process proceeds to step  734 . Step  738  verifies the data and uploads the new changed PO to the system. Step  740  notifies the user and A/V of the changed PO completion and allows online viewing of the new PO.  
         [0061]    Referring to FIG. 7 c,  if option 4 is selected, the process follows the same steps as disclosed in FIG. 7 b,  however, if the new end date does not violate the end date or the user decides to modify the date, step  742  determines if additional authorization is required. Since option 4 extends the PO, the tenure status must be checked as disclosed in FIG. 7 b.  In addition, since funds are added to the PO, the added funds must be approved. If no approval is required, steps  734 ,  738  and  740  are performed. If approval is required, step  744  notifies the user, H/M, of the need for approval and prompts them for the name and email of the approving manager.  
         [0062]    Referring to FIG. 7 d,  if option 5 is selected, the process follows the same steps of  702 ,  700 ,  704 , and  722  as described in FIG. 7 c.  Since option 5 adds a new Maximum limit on funds, step  750  determines whether an authorization is required for the change. If approval is required, step  752  notifies the user, H/M, of the need for approval and prompts them for the name and email of the approving manager. If no approval is required, step  754  forwards the request for the changed limit to MSP personnel and notifies the H/M of the same. Step  738  verifies the data and uploads the new changed funding limit to the system. Step  756  determines whether a new rate changed. If so, step  758  notifies the user and A/V of the changed PO completion. If not, only the user is notified of the change.  
         [0063]    Although the illustrative embodiments of the present disclosure have been described herein with reference to the accompanying drawings, it is to be understood that the disclosure is not limited to those precise embodiments, and that various other changes and modifications may be affected therein by one skilled in the art without departing from the scope or spirit of the disclosure as defined in the appended claims.  
       Glossary of Terms  
       [0064]    NPW—Non-Payroll Worker  
         [0065]    MSP—Managed Service Program  
         [0066]    RFQ—Request for quote  
         [0067]    H/M—Hiring Manager  
         [0068]    TNPW—Technical Non-Payroll Worker  
         [0069]    A/V—Associated Vendor  
         [0070]    SAP—Software application for Backend Accounting  
         [0071]    GPO—Global Procurement Organization