Human Capital Information & The Defense Medical Human Resources System – internet (DMHRS i )

1. Human Capital Information & TheDefense Medical Human Resources System – internet (DMHRSi) Information Manager Human Capital Portfolio of Systems

2. Agenda • Leadership, Governance, and the need for Human Resources Information • DMHRSi – Past • DMHRSi – Present • DMHRSi – Future & Next Steps MORE THAN JUST TIMECARDS… IT IS ABOUT THE INFORMATION!

3. Information Governance Senior Military Medical Advisory Council (SMMAC) Small Group STRATEGIC DIRECTION USER NEEDS IDENTIFIED Strategic Direction Super Integrating Council (SIC) Portfolio, Capital Planning, Investment Integration Councils Clinical Proponency Steering Committee (CPSC) Joint Health Operations Council (JHOC) Chief Financial Officer Integrating Council (CFOIC) Force Health Protection Council (FHPC) IT Integrating Council (ITIC) Portfolio Management Boards (MB) CPMB Clinical Portfolio BPMB Business Portfolio FHPMB Force Health Protection CIOMB Chief Information Office Work Groups Work Groups Work Groups Work Groups Key concept: The Business Portfolio Management Board (BPMB) directly supports the Integration councils and the senior most level of Health Affairs decision-making.

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

5. DMHRSi – Past Need for Human Capital Information identified in the Persian Gulf War, GAO, and Congressional Interest Web-based, Commercial Off the Shelf (COTS) Deployed to All Hospitals, Medical, Dental & Vet Clinics as of 30 Sep 2009 $168M Total Lifecycle Costs since 1998

6. DMHRSi – Present • 600 sites, 170,000 users for $11M/year • Agile Implementation for Development • Eliminated historic Backlog of System Change Requests • Regular updates released every 60 days • #17 - DMHRSi ranked 17 of 21 MHS Data Systems, by percentage of “Users Satisfied” • What can be done?

7. Information Needs of MTFs • Consolidation of HR functions – No duplicate data entry! • Eliminate stand alone systems and redundant HR data bases • Standardized labor cost assignment across the MHS • Cost of medical readiness • Reduce In-/Out-Processing times • Visibility for personnel of their own HR information (Self-Service) • Instant access to HR information on personnel • Visibility of projected gains/losses and sponsor information • Visibility of staffing levels (authorized vs assigned) • Query for all personnel types (Active Duty, Civilian Contract, Reserve)

8. Information Needs of MTFs (continued) • Track historical training (Joint Commission requirement) • Up-To-Date visibility of training available (at MTF or across the MHS) • Request/Sign-up for training electronically vs paper • Supervisors Schedule training for projected gains prior to arrival • Single data base for all training received • Service systems and MHS Learn interface with DMHRSi • Instant access to readiness posture of personnel • Visibility of HR data • Tracks readiness equipment/clothing issue; medical/administrative requirements • Single source for National Provider Identifier (NPI)

9. The Value of DMHRSi • Meets most of the Information Needs at the MTFs; Some of the Information Needs at the Service level; but Little of the Information Needs at the Enterprise level • DMHRSi not fully utilized: • Army using “Line” systems for E&T and Readiness • AF using its own systems for E&T and Readiness • TMA/USUHS not using DMHRSi; mandated transition to eJMAPS • No MHS Enterprise view of data • However, • JTF CapMed dependent on DMHRSi to manage complicated HR/Manpower/LCA functions • Navy fully utilizing and benefitting at MTF and Service levels

10. DMHRSi – Future • Automation of manual interfaces via Informatica • Eliminated 22 of 28 Complex Customizations • Upgrade to R12 – newest software version • DMHRSi Data Fidelity Reporting (DiDFR) • MHS HR / Business Intelligence Solution • Ongoing efforts to configure system to support Tri-Service MTFs – Labor Cost Assignment • Continue to Learn and Use the COTS’ functionality DONE! (Sep 2011) DONE! (July 2012)

11. The Way Ahead • DMHRSi funded through FYDP (sustainment only) • System performance metrics being developed • Measure the “value” of HR Data Info to the MHS • Customer vs. Stakeholder Satisfaction • Standardization of business rules • IM/IT Guiding Principles • Learn more about COTS – Eliminate Customizations! • eLearning and Competency Management • Talent Management & Workforce Planning

12. MHS IM/IT Guiding Principles Joint First, Common Architecture Adopt, Buy, Create Transparent and Accountable Management Driven by Strategy Speed to Market Requirements Drive Solutions Approved by SMMAC on 30 Nov 11

13. Questions?

14. Back-Up

15. Examples of Available Data/Reports • Alpha Rosters by MTF 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