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Defense Medical Human Resource System internet (DMHRSi) Beyond Timesheets

Defense Medical Human Resource System internet (DMHRSi) Beyond Timesheets. 3 March 2011. What is it really?. Past, Present, and (Most Importantly), the Future.

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Defense Medical Human Resource System internet (DMHRSi) Beyond Timesheets

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  1. Defense Medical Human Resource System internet(DMHRSi)Beyond Timesheets 3 March 2011

  2. What is it really? Past, Present, and (Most Importantly), the Future

  3. A web-based Tri-Service human resource management system that will allow ready access to essentialmanpower, personnel, labor cost assignment, education & training, and readiness information across the MHS enterprise

  4. Personnel Labor Cost Accounting Communities of Interest Organization Where Are They? Who Are They? Manpower Volunteers Active Duty Doctrine Personnel Civilians Education & Training Contractors Readiness Who is deployable/deployed? Who is trained? USUHS Training Materiel Solution Other Federal Employees (PHS, VA) Reserves & Guard How much do they cost?

  5. DMHRSi Benefits • Enables consolidation of all HR functions • Eliminates need for stand alone systems and redundant data bases/systems • Provides tri-service standardized labor costing approach • Tracks the cost of medical readiness • Personnel in/out processing time greatly reduced • Personnel have visibility of their own information • Supervisors gain instant access to critical information on their personnel • Provides instant visibility of assignment of projected gains/losses and sponsors • Provides visibility of staffing levels (required and actual) • One source of query for all personnel types (ACDU/CIV/CON/VOL/RES) • Promotes synergy between Manpower/Personnel/E&T/Readiness and LCA

  6. DMHRSi Benefitscontinued • Tracks historical training (JCAHO requirement) • Allows for instant visibility of available training at command and across MHS • Enables individuals to request training online eliminating paper requests • Allows for projected gains to have training scheduled prior to their arrival • Provides for single data base for all training that is received • Instant access to readiness posture of all personnel assigned to platforms • Visibility of HR data for all personnel who are assigned to platforms • Tracks readiness equipment/clothing issuance and medical/admin requirements • Reduces upper echelon queries due to their ability to view command data

  7. DMHRSi History The Past

  8. Why do we have it? • Persian Gulf War, GAO, and Congressional Interest • Web-based, Commercial Off the Shelf • Deployed to All Hospitals, Medical, Dental & Vet Clinics as of 30 Sep 2009 • Over 600 sites and 170,000 users worldwide • $165M Total Lifecycle Costs since 1998 • $15M Annual Sustainment Costs

  9. The Present

  10. Services Fully deployed to all service MTF/DTF’s (Navy non Meprs as well) Navy turning off legacy systems (one remains) Army using Line Army systems for E&T and Readiness HA/TMA/USUHS Not using DMHRSi (or in a very limited capacity) Unable to get information from DMHRSi Transactional system doesn’t allow aggregation & analysis of data & reporting JTF CapMed Using the application and writing tri-service specific Business Rules on the use of DMHRSi Submitting requests to get the system configured Joint Staff Has not been a part of configuration/discussions May have interest in Readiness Module Requirements baseline effort Current Status

  11. The Future Where are we going?

  12. Funded through FY 2015 Manual interfaces to be automated (within next few months) Will greatly improve data quality Human Capital Stakeholders Meeting SES/Flag Level Representatives (gives great support to DMHRSi efforts) Meet to discuss DMHRSi and Tri-Service use Three actions requested The Immediate Future

  13. Stakeholder Meeting Action Items Action 1: State value proposition of the user and (re)baseline DMHRSi Requirements Action 2: Develop a process to prioritize and then implement DMHRSi Improvements (CRs) (currently have 232 active CR’s) Action 3: Develop expected outcomes/metrics for Senior Leadership to monitor system performance

  14. Examples of great information

  15. Alpha Rosters by command or work center • Roster by person type • Roster by skill type • Roster by Occupation Code • Rosters with home address and phone • All positions and who is filling them • All empty positions • Roster of all personnel with a specialty (i.e. mental Health) • Deployed Personnel • All supervisors and who they supervise • All positions by organization • List of critical employee dates • List of people by pay grade • List of Org/Group mismatch • All positions with more than one person assigned • All personnel who require a NPI number and if it is entered • LCA records on Orgs • All timecard approvers by Group • Status of all timecards • Hours reported by MEPRS Code and work assignment • All training history • Training history by individual course • HR errors that effect EAS files • Skill Type/suffix to Occ Code mismatch • All loaned personnel • All borrowed personnel • Roster of all dual component personnel

  16. Questions?

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