We've always run all modules so I am going to go off the top of my head. To the best of my knowledge, nothing interfaces from Payroll to Supply Chain.

I would say when you run a parallel payroll, your GL folks will want to make sure everything posts to the GL as expected with PR197 and PR198. If you are going to use PR195, you will want to figure out that process. We fill in a pay class on that as we don't want everything to accrue at the end of the month. If you are using LP, you want to make sure your LP accrual programs is working as you want. We also send some deduction amounts to AP based on PR05 set up. If you are doing that, you will want to make sure that works as expected.

Hope this helps or gives you a starting point.

I'm SCM and the only integration I have with Payroll/HR is for them to inactivate a test user and for us to confirm our IPAs notify us when it's an approver. I know that AP and Payroll test employee reimbursements and 1099s and W2s run together. We're all expected to run normal month end together - you might want to run a calendar year end and a fiscal year end to make sure all the numbers go where their meant to.

HR has periodically asked me to confirm/deny I have rights to a screen, etc. And have changed my jobs and terminated me in test several times to test various triggers depending on the upgrade.

We run S3 v10 for Financials, Payroll, and SCM and Landmark v10 for HR/Benefits. I can email you our standard test scripts. My email is mrushing@srhs.com. Thanks and good luck.

@ Muddy Waters...would you mind sharing your standard test scripts with us as well?  I can email you.  We are on S3 v10 for Payroll, and Landmark v10 for HR, but we are looking at implementing S3 v10 for Financials/SCM and Benefits in TM in the next year or so.  Thanks in advance!