Time & Labor Resources Toolkit for Supervisors
Go-Live: September 2026
Welcome! This toolkit provides ready-to-use resources to help you communicate, prepare, and support your teams during the transition to the new Time & Labor system.
Project Overview
The Time & Labor Project is a cross-campus initiative to centralize how we track time, leave, and pay. By September 2026, we will launch a new, consistent system that streamlines processes for employees and ensures payroll accuracy across the University.
Why We’re Doing This
- Consistency: Standardized rules and practices across all campuses.
- Accuracy: Reduce payroll errors and ensure fair application of policies.
- Efficiency: Eliminate manual workarounds and duplicated effort.
- Transparency: Give employees and supervisors clear visibility into time and leave data.
Key Milestones
- Fall 2025 – Spring 2026: Awareness, readiness activities
- Late Spring 2026: Training planning and system testing activities
- Summer 2026: Training facilitation kickoff and final preparation for go-live
- September 2026: Go-Live for all campuses
What This Means for You
Supervisors & HR Liaisons:
- Help prepare your teams by sharing updates and reinforcing key messages.
- Support staff in completing training.
- Surface questions or concerns to the project team.
Employees:
- Learn the new system through short, accessible trainings.
- Use the system to enter time, request leave, and review balances.
- Gain confidence knowing your pay is calculated consistently and accurately.
- Gain confidence around leave balances
Support & Resources
- Supervisor & HR Liaison Toolkit: Communication templates, FAQs, and slides to share with your teams.
- Training & Job Aids: Step-by-step guidance available Late Spring 2026.
- Help Channels: HR Liaisons and a central project support team to resolve issues quickly at go-live
Stay Connected
Watch your inbox for Project Updates via email
Feedback Form: Your feedback will help us improve communications, training, and support across campus.
Q&A Form: Ask questions that will be translated onto the website FAQ page
Contact: timeandlabor@colorado.edu
Standard Professional (For Leaders)
“The Time & Labor project is all about centralizing how we track time, leave, and pay across the university. Starting next September, we’ll move to a new system that reduces manual processes, increases accuracy, and ensures employees are paid correctly and on time. As Supervisors and HR liaisons, your role will be to help your teams understand what’s changing and connect them with resources. You’ll see regular updates, training, and tools to make the transition smooth.”
Inspiring & People-Focused
“The Time & Labor project is designed to make tracking your work time and pay more consistent. By next September, we’ll all be using a centralized system that reduces confusion and streamlines time tracking tasks for employees. My goal is to help our team get comfortable with the change and make sure you have what you need to succeed — and we’ll have plenty of guidance and support along the way from the Project Team.”
Super Short (for slide decks or quick intros)
“In September 2026, the new Time & Labor system will go-live, making tracking time and pay easier, more consistent, and more reliable. This project is about accuracy, simplicity, and support — and Supervisors and HR partners are key to making it a success.”
Purpose
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 CU 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.
Phase | Timeline | Focus |
Awareness & Readiness | Fall 2025 – Spring 2026 | Communications and readiness activities |
Training & Testing | Late Spring – Summer 2026 | Training rollout and practice opportunities |
Go-Live | September 2026 | System launch for all campuses |
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.
Change Readiness Checklist
Purpose
Give supervisors a quarterly guide of “to-dos” leading up to go-live.
Time & Labor Project – Readiness Checklist for Supervisors
Timeframe | Supervisor Actions | Resources Available |
Fall 2025 | Share the project announcement with your team. Encourage employees to ask questions. | FAQ, Supervisor Toolkit (sample slide deck, communications) |
Winter 2025/26 | Review Toolkit resources. Identify staff who may need extra support. | Supervisor Toolkit (talking points, supervisor role guide) |
Spring 2026 | Remind employees about training launch. Block time for team to attend. | Training Timeline, Job Aids |
Summer 2026 | Encourage staff to engage with training activities. Share any concerns. | Help Channels (TBD) |
September 2026 | Celebrate go-live! Direct staff to support if they encounter issues. | Help Desk, HR Liaison Directory |
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.”