# Presentation: 135734

## OPM e-Government Initiatives

**Annual WCPS Conference**
**              ****Norm Enger, OPM**
**                                                        ****E-Government Program Director**

## President’s Management Agenda

**Strategic Management of Human Capital**
**Competitive Sourcing**
**Improved Financial Performance**
**Expanded Electronic Government**
**Budget and Performance Integration**

**Notes:**
Government-wide initiatives

They are related

## The President’s Mandate

**Goals for Expanding e-Government**
**Make it easy for citizens to obtain service and interact with government**
**Improve government efficiency and effectiveness**
**Improve government’s responsiveness to citizens **
**Vision for Reforming Government**
**Citizen-centered, not bureaucracy-centered**
**Results-oriented**
**Market-based, actively promoting innovation**
**Government will spend $53 billion on technology next year**

## Expanded Electronic Government

**Create easy-to-find single points of access to government services**
**Provide high quality customer service**
**Reduce reporting burden on businesses by sharing electronic information**
**Automate internal processes to reduce costs**
**Increase access for persons with disabilities**

## Management of Human Capital

**Improve citizen  access to federal job openings and other recruitment services**
**Providing employees with one-stop access to training**
**Increasing collaboration and sharing of human resource information between Agencies**

**Notes:**
OPM initiative support the Human Capital initiative but also supports Homeland Security.

## Strategic Management of Human Capital

**OMB Executive Management Scorecard**

**President’s**
**Vision**

**Performance**
**& ****Results**

**Implementing the Management Agenda**

**Manageable****Government**

**Long-Term**
**Results**

**Shared****Responsibility**

**Freedom to****Manage**

**Expanded**** **
**E-Government**

**Budget and **
**Performance **
**Integration**

**Improved **
**Financial **
**Performance**

**Competitive **
**Sourcing**

**Strategic Management of Human Capital**

**Market-Based **

**Results-Oriented**

**Citizen Centered**

## Supporting Homeland Security

**Expediting the recruiting of qualified security personnel and Improving the training resources available to security personnel **
**Reducing the time necessary to process security clearances **
**Speeding and improving access to investigative and clearance information**
**Making up to date investigation and clearance information accessible across Agencies**

**Notes:**
Recruitment One Stop- Seamless, one stop recruiting for Federal jobs. Basic job application submission, baseline employment eligibility screening, applicant data base mining, seamless movement of job seekers to agency automated assessment tools.e-Training- Create a premier e-Training environment that supports development of the Federal workforce through simplified  and one-stop access to high quality training products and services.
E-Clearance- Improve and speed the processing of individuals who must have an investigation leading to a security clearance. E-QIP is an online version of the SF 86 security clearance application form. Load all civilian agency clearance information into the OPM Security/Suitability Investigations Index. Connect DOD’s Joint Personnel Adjudication System (JPAS) to SII allowing for the first time one search to locate investigative and clearance information in either system. Start the creation, storage, and retrieval of investigative file of digital images.

## e-Government Vision

**A suite of integrated HR applications built on the five OPM e-Gov initiatives which will streamline and improve processes for moving Federal employees through their employment lifecycle.**

** ****Recruitment One-Stop**
** ****e-Clearance**
** ****e-Training**
** ****Enterprise Human Resource Integration **
** ****e-Payroll**
**Consistent with Federal Enterprise Architecture and   security standards**

## Employee Life Cycle

- Recruitment

- One-Stop

- e-Training

- e-Payroll

- Re-

- Hire

- Retirement

- System

- Modernization

- Agency HR

- Systems

**Recruitment**

**Employment**

**Retirement**

- Exchange

- EHRI

- Retire

- Investi-

- gate

- Train

- Apply

- Agency

- Assessment

- Systems

- Hire

- Status

**Employee Life Cycle**

## Strategy

**Secure policy management support**
**Establish Program/Project management structure**
**Communicate effectively with partners and users**
**Clearly explain benefits of initiative**
**Solicit feedback from partners and users**
**Look for short term successes**

## Recruitment One-Stop Vision

**Seamless, one-stop recruiting **
**for Federal jobs**

## Goals

**Implement a single application point for Federal job seekers that includes vacancy information and basic job application submission**
**Application status tracking capability; baseline employment eligibility screening; applicant database mining; and seamless movement of job seekers to agency automated assessment tools.**
**Position the Federal Government as the first stop for job seekers.**

## Benefits and Outcomes

**A Federal web presence that delivers a fast and responsive experience**
**A job search routine that is clear, easy to use, and helps job seekers identify jobs that match  skills and interests**
**An intelligent process for building on-lone resumes and job applications**
**Early feedback regarding basic eligibility**
**Seamless integration with Agency automated assessment systems**

## USAJOBS Overview

**USAJOBS is comprised of several interrelated components including vacancy entry, a web site, a nationwide phone system, a resume feature, a job search via E-mail capability, vacancy distribution, a gateway for students, and a federal jobs portal.**
**All components of USAJOBS are available 24 hours a day, 7 days a week, with full on-call technical support.**
**USAJOBS meets Section 508 accessibility requirements.**

## USAJOBS Overview

**Approximately 16,000-18,000 vacancy announcements are available each day**
**Site is accessed by 17 million unique visitors each year**
**Receives 3.5 million e-mail messages each year**
**Database contains an average of 175,000 resumes**

## Enhancements

**June 30 2002 new look for the USAJOBS web site**
**Deploy a Career Exploration module**
**“****Working for the Government” streaming video**
**Implement Spanish Employment Information Fact Sheets**
**Explore the possibly and potentially develop a natural language conceptual text search. **

## Future Enhancements

**Modern, best-of-breed web site appearance and functionality- COTS acquisition**
**Cleaner, job searching and better matching of jobs to job seeker interests and skills**
**Improved process for developing, submitting and storing a basic job application (resume)**
**On-line movement of basic job application to Federal agencies and integration of application data in agency automated assessment systems**
**Applicant database mining for Federal hiring officials**

## Events

**June 2002- Redesigned USAJOBS Web Site**
**January 2003-Best of Breed System COTS and Improved Application Process**
**CY 2003- Seamless Interface to Agency Systems**

## e-Training Vision

**To create a premier e-Training environment that supports development of the Federal workforce through simplified and one-stop access to high quality e-Training products and services, and, thus, advances the accomplishment of agency missions**

## Goals

**Simplifying and unifying e-Training services across Government **
**To enhance agency Human Capital initiatives by supporting and/or leveraging existing e-Training resources**
**To advance continuous learning as a strategic business investment that promotes organizational agility, cost efficiencies, and improvements in performance.**

## Benefits and Outcomes

**To reduce redundancies and provide economies of scale for the purchase, development, and implementation of e-training products and services across Government.**
**Implement a premier e-Training environment that provides enhanced one-stop access to high quality training**
**Provide increased access to common need e-Training courses (i.e., computer security, ethics), and Government-centric/high-interest e-Training courses. **
**To support and advance the use of communities of practice to improve human capital within agencies and across the Federal Government.**

## Gov On-Line Learning Center

** **
**Available now through FirstGov.Gov site**
**Designed as a building with rooms containing knowledge resources (e-books, courses, help desk)**
**Access to a catalog of free legislative/agency mandated and high-interest courses (project management, leadership development, ethics, computer security); 50 e-books, encyclopedias, professional journals, libraries**
**Reporting, user registration and survey tools**

## Virtual Rooms

** **
**Virtual Classroom with e-Courses**
**E-Books-numerous business and professional books available**
**Resource Center-Links to reference tools**
**Search and Select- Exploring specific topics**
**Learning Management Office- Agency reporting**

## Future Enhancements

**Access to additional free courses and access to wide array of fee-for-service courses**
**Courses organized and accessed by performance and knowledge identifiers**
**Access to online instructors (Subject Matter Experts), enhanced registration process and additional reporting options, and evaluation and management tools**
**Delivery October 2002**

## Events

**July 2002 release of GOLEARN.GOV web site**
**Expand courses available and enhance registration process and management reporting- Fall 2002**

## e-ClearanceVision

**	****Improved processing of individuals who must have an investigation leading to a security clearance decision.**

## Goals

**Each agency will be more accountable for maintaining and providing quality data and processes.**
**Duplicative investigative efforts will be reduced through reciprocity and access to existing information.**
**        **
**Contractor and government employee efficiency, recruitment and retention will improve because wait time for clearances will be reduced.**
** **
**Reduce the burden on and improve opportunities for federal employment and contractors.**

## Benefits and Outcomes

** **
** **
**Reduce future paper investigations records to electronic versions and make them universally accessible to authorized users on a real time basis**
**Civilian agencies will “load” their clearance information into the Security/Suitability Investigations Index System (SII) in order to centralize the data**
**Connect OPM’s SII System with DoD’s Joint Personnel Adjudication System (JPAS)**
**Create a common, secure and standardized source of investigative information to support employee assignment decisions**
** **

## System Capabilities

**e-QIP**
**Online version of security clearance application form**
**Controlled access to system protected by requiring approval to begin the form**
**CVS**
**The ability to access clearance investigation data regardless of which agency performed the investigation**
**Provided by linking OPM and DOD databases**
**Imaging**
**Creation, storage and retrieval of investigation file digital images**

## Events

**E-QIP electronic form now in testing**
**SII and JPAS Connected later this year**
**Clearance load completed early 2003**
**Investigative agencies begin Imaging newly created background investigations next year**
**e-QIP in government-wide use next year**

## EHRI Vision

**	**
**Timely access to human resources data for a variety of stakeholders. **
** **
**Accurate, up-to-date data on all Federal employees - active and separated **

**Notes:**
Timely access to HR data
Accurate information on Federal employees– active and separated

## EHRI Goals

**Eliminate the need for a paper employee record and more than 100 multiple forms that are currently maintained for a minimum of 65 years after employee separation**
**Enable the management of reporting benefits and electronic transfer of HR data throughout the Federal employee’s lifecycle**
**Enable strategic decisions regarding use of human capital and financial resources to improve agency performance**
**Provide timely and accurate data for retirement claims processing and develop standardized HR data**

**Notes:**
Eliminate need for paper personnel record
Electronic transfer of HR data through employee life cycle
Use repository for strategic decisions on human capital
Improve retirement claims processing

## Benefits and Outcomes

**Transform the manual data currently captured on paper forms into a readily accessible electronic medium**
**Develop the methods and means to support integrated resource forecasting and planning and policy analysis**
**Modernize Government-wide HR record keeping, sourcing and reporting practices**
**Provide a common data storage for government-wide HR reporting and to facilitate employee movement between agencies**

**Notes:**
Integrated resource forecasting and planning
Modernize Government-wide HR recordkeeping
Provide repository for reporting and employee movement

## OER

- EHRI

- Pay/Benefits
- Accession
- Train
- Clear
- Document

- New Employer

- Archive

- Analytics

- OMB		OPM		GAO
- EEOC		MSPB		Public

**Notes:**
Electronic Official Employee Record (OER)
Information used for transfers and retirement
Analytics performed on repository data

## Operation

**Agencies will send payroll data to cross-servicing providers**
**EHRI receives personnel extracts from agencies/systems**
**EHRI moves electronically records from one EHRI-serviced agency to another EHRI-serviced agency**
**Agencies use EHRI to:**
**View personnel information**
**Obtain data for transfer **
**Obtain data for re-instatement**
**Perform analytics**

**Notes:**
Biweekly data feed from Agencies
Electronic transfer of employee record between Agencies

## EHRI Influence & Relationships

**Agency Transactional Systems**

**Retirement Systems Modernization**

**E-Payroll**

**E-Clearance**

**E-Recruit**

**E-Training**

**EHRI Data Warehouse**

**Analytics**

- OMB     OPM    GAO
- EEOC       MSPB  PUBLIC

## Events

**Capability to support a bi-directional interface from EHRI to an Agency HRIS/Payroll system**
**Electronically look-up and retrieve an employee’s personnel information from EHRI**** **
**Prove capability to perform workforce analysis and forecasting on repository data with analytics tools**
**Validate secure environment and security standards**
**Develop a working prototype of EHRI**

**Notes:**
Bi-directional feed of data with Agency HR/Payroll system
Electronically retrieve records from EHRI
Perform workforce analysis and forecasting 
Validate security environment and standards
Develop working prototype of EHRI 

## e-Payroll Vision

**	****Simple, easy to use, cost effective, standardized, integrated e-HR/Payroll services to support the mission and employees of the Federal government.**

## Goals

**Establish a governance structure for payroll policy and standardize payroll policies and procedures.**
**Establish an HR/Payroll Enterprise architecture in coordination with stakeholders.**
**Identify a payroll service delivery consolidation strategy.**
**Interoperable Government-wide payroll solutions will be “best in class” in terms of overall costs and ease of administration while delivering high quality service.**

## Benefits and Outcomes

**Consolidate Federal payroll providers with existing systems**
**Provides consistent policies and procedures applicable across the Federal government**
**Modernize payroll systems as necessary**
**Develop a phased approach to achieve the end state, an integrated HR/Payroll system**

**Notes:**
OPM studied agency cost data and payroll service delivery.  The resulting business case analysis concludes that consolidation of Federal payroll providers, standardization of payroll policies, and modernization of systems are the first steps to achieving our “end state” -  an integrated HR/Payroll system.   The current lack of standardization and need for significant system upgrades are barriers to achieving our end state.   We have identified a phased approach to address these barriers and solidify the foundation for an integrated HR/Payroll system.  

## The Current Environment

**22 Payroll Providers**
**4 Largest service 80% of total Federal civilian payroll**
**Cost for current provider systems ****(FY 2003 – 2012)**
**Operations****	****	****$1.5 billion**
**Investments****	****	****$  .7 billion**
**TOTAL****	****	****	****$2.2 billion**
**	****	****	****	****	**

- Defense Finance &  Accounting Serv
- Dept of Interior

- Dept of Veterans Affairs
- Dept of Agriculture

**Notes:**
Currently, the executive branch has 16 agencies providing payroll services.  Four providers provide 80% of present services.  They are:  Defense Finance and Accounting Service, Department of Interior, Department of Veterans Affairs, and Department of Agriculture.  Cost to maintain the status quo over the next 10  years includes payroll operations costs ($1.5 billion) and investment costs ($0.7 billion) for all 16 providers. Two of the four major providers (VA and Agriculture) report that new systems are urgently needed.  Total costs are estimated at $2.2 billion without any consolidation or standardization efforts.

## Events

**Determine requirements of a consolidated system**
**Request service proposals from existing providers**
**Select consolidated providers and allow agencies to choose payroll solution from that group**
**Standardize major Federal payroll policies and procedures**

## RSM Vision

**	****RSM is OPM’s strategic initiative to reengineer the business processes that provide services to CSRS/FERS program participants and acquire modern technology to support them**

***1***

## e-Gov Results

**Recruitment One-Stop provides a single point of access for Federal jobseekers**
**e-Training provides one-stop access to high quality training products and services**
**e-Clearance provides improved and faster processing of security clearances**
**EHRI seeks to develop electronic personnel forms and eliminate the paper personnel record**
**e-Payroll will provide consolidated and simplified Federal payroll processing**

## Summary

**Described five initiatives that cover the Federal employee life cycle from recruitment to retirement**
**They support Expanded Electronic Government in the President’s Management Agenda**
** ****They support Strategic Management of Human Capital in the President’s Management Agenda**
**They support the establishment and operation of the new Department of Homeland Security**