# Presentation: 301165

## Enterprise Human ResourcesIntegration (EHRI)2002 Strategic Workforce Compensation ConferenceAugust 28, 2002

**Sandra E. Gibbs, Ph.D.,  Project Director**
**segibbs@opm.gov**
**OPM Managing Partner**
**EHRI  Project Office**

## History....  HR-DN to EHRI	
What is the EHRI Vision, Goals, Objectives?
How does EHRI relate to other initiatives?
How is EHRI “created”?
Questions

**History....  HR-DN to EHRI****	**
- What is the EHRI Vision, Goals, Objectives?
- How does EHRI relate to other initiatives?
- How is EHRI “created”?
- Questions

## OPF storage at NARA.... 100 multiple forms are currently maintained for minimum of 65 years after employee separation with a storage cost of $2.5 million/year 

## Financial measures related to the cost of performing HR related activities (million / year)

- OPM requesting data and agencies responding $1.5
- Creating and maintaining OPFs $26
- Mailing OPFs (within and between agencies) $1.86
- Replacing or rebuilding lost or misplaced OPFs $2.2
- Shipping and retrieving OPFs from NARA $1.7-2.3
- OPF storage at NARA $2.5
- OPM staff re-entering retirement data $1.7-3.7

## Other measures related to the cost of performing HR related activities.....

- From the date of OPM’s receipt of the retirement package to the transaction date for the first recurring annuity payment it takes CSRS 54 days, FERS-70 days

## March 1999 	
Human Resources Technology Council and Office of Personnel Management formed a Concept of Operations (CONOPS) Development Group
March 2000
CONOPS group delivered a strategy and plan for implementing the Federal Human Resources Data Network (HRDN)

**March 1999 ****	**
- Human Resources Technology Council and Office of Personnel Management formed a Concept of Operations (CONOPS) Development Group
**March 2000**
- CONOPS group delivered a strategy and plan for implementing the Federal Human Resources Data Network (HRDN)

**Notes:**
Human Resources Technology Council - Chartered by the Office of Personnel Management in 1997; The guiding body for government wide HR information technology initiatives and was comprised of senior HR, CIO and CFO officials from OPM and Federal Agencies.

CONOPS PURPOSE:
Identify innovative ways to realize their vision to develop a government-wide network for exchanging Federal human resources information

## Development of a government-wide HR data repository (but, not Federal HRIS)

Implementation Strategy published	

Project  Office established

- Development of a government-wide HR data repository (but, not Federal HRIS)
- Implementation Strategy published
- Project  Office established

**Notes:**
Development of a government-wide HR data repository to:
Replace the paper Official Personnel File (OPF)
Provide a common data storage for employee data to facilitate employee movement between agencies
Provide a common data storage for government-wide HR reporting

Interagency workgroups formed
Statement of Work approved
Defining the planning and reengineering 
Contract awarded 

## OMB designated official partners for EHRI 

** ****DOC**
** ****DOD**
** ****DOE **
** ****DOI**
** ****DOJ**
** ****DOL**
** ****DOT**
** ****EEOC**
** ****EPA**
** ****GSA**

** ****HUD**
** ****NASA**
** ****NSF**
** ****OPM**
** ****SBA**
** ****SSA**
** ****State**
** ****Treasury**
** ****USDA **

## Technical Advisory Groups (TAG)
 Working Groups 
Subject Matter Experts (SMEs)
Briefings to:
  Communicate program awareness 
  Gather requirements
  Conduct functional reviews 
  Update partnering agencies and stakeholders
  Develop evolving system application needs 

- Technical Advisory Groups (TAG)
-  Working Groups
- Subject Matter Experts (SMEs)
- Briefings to:
-   Communicate program awareness
-   Gather requirements
-   Conduct functional reviews
-   Update partnering agencies and stakeholders
-   Develop evolving system application needs

## HRDN transformation into EHRI

**EHRI**
- Enable strategic decisions regarding use of human capital and financial resources to improve agency performance and address emerging needs
- Approved as one of the 24 e-government projects by Office of Management and Budget (OMB) and President’s Management Council (PMC)...IE&E
- Includes tie-in with other e-government projects such as e-training, e-recruitment, e-clearance, etc.

**HRDN**
- Development of a government-wide HR data repository to:
-  Replace paper Official Personnel File (OPF)
-  Provide a common data storage for employee data to facilitate employee movement between agencies
-  Provide a common data storage for government-wide HR reporting

## History  HR-DN to EHRI	
What is the EHRI Vision, Goals, Objectives?
How does EHRI relate to other initiatives?
How is EHRI “created”?
Questions

- History  HR-DN to EHRI
**What is the EHRI Vision, Goals, Objectives?**
- How does EHRI relate to other initiatives?
- How is EHRI “created”?
- Questions

## Why is EHRI needed?

- Government facing a human capital crisis
- Government does not have enough of the critical skills to continue to staff after a large group of retirements
- No existing tool which can aid oversight agencies and the individual agencies in their planning and evaluation of human capital assets

## 
Provide knowledge management capabilities that enable the Executive Branch to practice world class management of Human Capital 

- Provide knowledge management capabilities that enable the Executive Branch to practice world class management of Human Capital

## Provide storage, access, and exchange of standard, electronic, human capital information that facilitates all human capital management practices

## Goal 1:
Provide the capability for comprehensive knowledge management and workforce analysis, forecasting, and reporting (to further strategic management of human capital) across the government workforce.

Objectives:
Build and deploy Phase 1 consolidated EHRI data repository housing data extracted from Central Personnel Data Files and baseline e-Clearance data covering some 2,000,000 Executive Branch civilian employees across all participating Executive Branch agencies. 
Build and deploy Phase 1 knowledge management and workforce analysis and planning tools covering all employee data stored in the EHRI data repository.

**Goal 1:**
- Provide the capability for comprehensive knowledge management and workforce analysis, forecasting, and reporting (to further strategic management of human capital) across the government workforce.
**Objectives:**
- Build and deploy Phase 1 consolidated EHRI data repository housing data extracted from Central Personnel Data Files and baseline e-Clearance data covering some 2,000,000 Executive Branch civilian employees across all participating Executive Branch agencies.
- Build and deploy Phase 1 knowledge management and workforce analysis and planning tools covering all employee data stored in the EHRI data repository.

## Goal 2:
Enable expanded electronic exchange of standardized HR data within and across agencies and systems and the attainment of associated benefits and cost savings 

Objectives:
Enable electronic exchange of Human Resources (HR) data needed for inter agency transfer among Executive Branch agencies 
Provide routine data extracts to support OPM’s Retirements Systems modernization (RSM) Project

**Goal 2:**
- Enable expanded electronic exchange of standardized HR data within and across agencies and systems and the attainment of associated benefits and cost savings
**Objectives:**
- Enable electronic exchange of Human Resources (HR) data needed for inter agency transfer among Executive Branch agencies
- Provide routine data extracts to support OPM’s Retirements Systems modernization (RSM) Project

## Goal 3:
Set the stage for consolidation and integration of HR systems across the Executive Branch

Objectives:
Promote reduction in the number of HR Information Systems and providers in the Executive Branch  
Promote the integration of HR Information Systems, Payroll, and Financial Systems 

**Goal 3:**
- Set the stage for consolidation and integration of HR systems across the Executive Branch
**Objectives:**
- Promote reduction in the number of HR Information Systems and providers in the Executive Branch
- Promote the integration of HR Information Systems, Payroll, and Financial Systems

## History  HR-DN to EHRI	
What is the EHRI Vision, Goals, Objectives?
How does EHRI relate to other initiatives?
How is EHRI “created”?
Questions

- History  HR-DN to EHRI
- What is the EHRI Vision, Goals, Objectives?
**How does EHRI relate to other initiatives?**
- How is EHRI “created”?
- Questions

## The opportunity....

- EHRI will provide the information required for human capital knowledge management resource capability that will include a “data warehouse” with employee data personnel and payroll data generated during their federal career “life cycle”
- Having the data consolidated in one place allows for the opportunity to ask/answer human capital questions for workforce planning,  reporting, forecasting, and trending
- ... _**But only if the users can get to it and it’s easy to use**_

## The employee lifecycle can be managed electronically

**The employee lifecycle can be managed electronically**

**Accession**

**Pay/Benefits**
**Train**
**Clear**
**Document**

**Analytics**

**Transfer**
**Reassign**
**Retire**
**Separate**

**New**
**Employer**

**Archive**

- OMB     OPM    GAO
- EEOC    MSPB   PUBLIC

- Agency Systems

- EHRI

## EHRI Influence & Relationships

**EHRI Influence & Relationships**

**Retirement**** ****Systems**** ****Modernization**

**e-Payroll**** ****(Providers)**

**E-Clearance**

**E-Recruit**

**E-Training**

**Analytics**

- OMB     OPM    GAO
- EEOC       MSPB  PUBLIC

**EHRI Data Warehouse**

**Agency Transactional Systems**

**TBD **

## Level set

**A data warehouse with frequent data extracts from agency transactional systems**
**Provides standardized HR data**
**Critical to the OPM management of human capital**
**Supports robust, comprehensive workforce analysis and predictive forecasting across all Federal employees within the EHRI data repository**
**Provides standardized data to RSM for retirement**
**Empowers the user community to run their own reports and perform analyses without depending on programmers**
**Provides capability beginning in 2003**

**A transactional system**
**A Federal HR system**
**Accepting information directly from any other OPM e-gov initiative after launch**
**Replacing Agency HR systems**

**EHRI IS:**

**EHRI IS NOT:**

## History  HR-DN to EHRI	
What is the EHRI Vision, Goals, Objectives?
How does EHRI relate to other initiatives?
How is EHRI being “created”?
Questions

- History  HR-DN to EHRI
- What is the EHRI Vision, Goals, Objectives?
- How does EHRI relate to other initiatives?
**How is EHRI being “created”?**
- Questions

## FY 2001 Activities: Major Pre-Development Work Products

- Concept of Operations
- Reengineering and Planning Guide
- Public and Private-sector benchmark
- OPM’s Data Requirements
- Official Employee Record (OER) data requirements
- Necessary Regulatory and Statutory Changes

## FY 2002 Activities: Major Pre-Development Work Products

- Updated Conceptual Data Model
- Consolidated Report on Analysis of Implications and Recommendations for Agency Transition to HRDN
- Functional Requirements Document
- Security and Privacy Requirements
- Relevant Software Packages, Enabling Technologies, Security and Components
- Physical Data Model Structure and Distribution Alternatives Analysis

## FY 2002 Activities: Major Pre-Development Work Products

- EHRI Logical Data Model including metadata, XML tags and proposal for standardized Federal HR data
- EHRI Privacy Act Impact Assessment
- EHRI Solution Architecture Plan
- EHRI Notional Architecture Plan

## EHRI 2003 milestones....

- Build and deploy Phase 1 consolidated EHRI data repository housing data extracted from:
- Central Personnel Data Files (CPDF)
- Baseline e-Clearance data
- Approx. 2,000,000 Executive Branch civilian employees in participating Executive Branch Agencies
**This is referred to as “EHRI Phase 1 Initial Operating Capability”**

## EHRI 2003 milestones cont’d..

- Build and deploy Phase 1 knowledge management and workforce analysis/planning tools that will allow:
- Capability on an individual agency and employee class basis to initiate strategic decisions regarding the use of human capital
- Capability of analysis for some 2,000,000 Executive Branch civilian employees
- This effort will enable advanced level strategic decisions regarding the use of human capital and financial resources to improve agency performance and address emerging needs.

## Why investing in the Army as a Phase 1 Option...

- Army’s tool is a good step to bring different types of data together for different groups of users for workforce planning
- OPM’s interagency Workforce Planning conference deemed it a “best of breed” and agency’s are implementing as well as GAO
- DoD and State are implementing
- 18 agencies signed list of “intent” for a government wide use of Army tool at OPM

**Notes:**
SSA, Dept of Treasury, State, FEMA, IRS, DOL, GSA, DOI, Commodity Future Trading Commission, Railroad Retirement Board, DOE, CENSUS, Federal Highway Administration, USDA, Program Support Center of HHS, VA, Marine Corps, Navy, EPA, Coast Guard, Bureau of Prisions, SBA, DLA and NASA (who is not a Federal agency).

## EHRI 2003 milestones cont’d...

**EHRI Analytics Toolkit Phase 1:**
- Working with the Office of the Assistant G-1 for Civilian Personnel Policy, Office of Deputy Chief of Staff [DAPE – CP]
- Modified for increased ease of use, the  Army’s Workforce Analysis Support System (WAS+) and Civilian Forecasting System
- Formation of Integrated Project (IPT) from federal HR oversight, operations and planning community to work with other stakeholders to define and validate analytics requirements
- Update documentation “EHRI Analytics Tool 1 Technical Requirements for the Consolidated Catalog of Oversight Analytic Data Requirements”
- Identify data and queries for the demonstration of EHRI Analytics Tool 1

## EHRI 2004 milestones...

**EHRI Initial Operating Capacity (IOC)**
- Enable electronic exchange of HR data needed for interagency transfer of some 2,000,000 Executive Branch civilian employees
- Increase speed at which employee data catches up with employee (accurate, up-to-date employee payroll, leave and benefit data) thus,
- Reduce demand for OPM labor to make manual interventions associated with employee transfer
- Provide routine data feed (extract) to support OPM’s Retirement Systems Modernization (RSM) Project that will allow RSM to:
- Achieve targeted benefits and Return on Investment

## EHRI 2004 milestones cont’d...

-  Double the size of EHRI data repository
- Provide enhanced knowledge management and workforce analysis and forecasting on some 2,000,000 Executive Branch civilian employees to include:
- Financial data (e.g. cost of labor)
- Competency data (limited to data currently captured)
- Roll-out to agencies

## History  HR-DN to EHRI	
What is the EHRI Vision, Goals, Objectives?
How does EHRI relate to other initiatives?
How is EHRI “created”?
Questions

- History  HR-DN to EHRI
- What is the EHRI Vision, Goals, Objectives?
- How does EHRI relate to other initiatives?
- How is EHRI “created”?
**Questions**

## OPEN FORUM

** ****Project Office**
**One Lafayette Centre - North**
**1120 20th St N.W. Suite 300**
**Washington, DC 20036**
**202-606-1726**

**OPEN FORUM**