RoadMaptoSuccess - Jerry Lohfink

8/7/2019 RoadMaptoSuccess - Jerry Lohfink

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Road Map to Success

Jerry Lohfink

Director, National Finance Center


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2007 Customer Forum

Welcome

Agenda

NFC Strategic Direction


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2007 Customer Forum

Welcome

Agenda



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Agenda

Tuesday Morning

NFC Strategic Plan

Introduction to the Retirement System Modernizationeffort

Human Resources Line of Business

Payroll/Personnel System

Customer Relationship Management

Data Center Update

Value Proposition


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Agenda

Tuesday Afternoon

Customer Service Initiatives

Preparing for the Retirement Systems Modernization

Security Entry Tracking


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Agenda

Wednesday

EmpowHR

Human Resources Services

Employee Personal Page/Employee Self-Service

Time and Attendance (STAR and webTA)

Reporting Center

EPIC Web


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Agenda

Thursday

EmpowHR

Security Officers (Lincoln Room)

Human Resources Services

Employee Personal Page/Employee Self-Service

Time and Attendance (STAR and webTA)

Reporting Center

EPIC Web


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2007 Customer Forum

Welcome

Agenda



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Strategic Imperatives - 2002

Payroll

Successfully compete to become an ePayroll Provider

Grow payroll count from 435,000 to 550,000

Limit payroll unit cost growth to 50% of inflation

Move all customer applications to Web-deploy (Geaux

Web)


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Payroll

Examine alternatives for FOCUS and TARE

Complete implementation and expand employeeself-service

Complete roll-out of Reporting Center

Implement and operate CLER

Explore alternative funding sources for PayEngine


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Strategic Imperative - 2002

Data Center

Reduce risk of data center being in prime hurricane area

Develop a total cost of ownership model and become

competitive with top 15% Federal and top 30%commercial

Restructure to bring greater focus on Cyber Securityissues


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Others

Expand PKI and reassess market viability within 3 years

Assess business case for COTS HR

Assess long-term viability of continuing services forFRTIB

Examine alternatives for Travel System

Improve Disaster Recovery capability and meet allcontinuity requirements as demonstrated through testing

Assess alternatives for COOP sites

Rollout Ethics reporting capability for USDA


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Commercial Break

Denver Data Center Pre-Cutover Testing

Testing is scheduled for August 4-5 and 18-19

TESTING IS CRITICAL!

Philly

Customer Site

Production


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Commercial Break




Denver Philly

Customer Site

ProductionTesting

August 4 - 5 and 18 - 19


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Commercial Break




Denver Philly

Customer Site

Production Testing

MAKE SURE YOU KNOW TO WHERE YOU ARE CONNECTING


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Commercial Break




C.W. Huff or Ruth Smythe at 504-426-2651/2606

DenverPhilly

Customer Site

ProductionTesting


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Strategic Imperatives for

2008 and Beyond

Expand value of human resources line of businessservices to customer agencies

Expand system functionality

Expand service capability

Achieve greater economies and efficiencies


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Current State

1. HR Strategy

3. Staff

Acquisition

4. Performance

Management

5. Compensation

Management

2. Organization &

Position

Management

HRIS supports documentation and use of structures for

processing and reporting

HRIS supports documentation of standards and records

performance of record.

Operations performs candidate sourcing and on-boarding.

HRIS supports HR, T&A, and Pay transactions processing,

reporting, and recordkeeping. Operational services serve as

customer extension to process transactions, perform

back-office functions, etc.


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Current State

6. Benefits

Administration

8. Employee

Relations

9. Labor

Relations

10. Separation

Management

7. Human

Resources

Development

HRIS provides reporting in support of program operation

and evaluation.

HRIS processes benefit transactions.

Operations processes benefit actions.

11. EEO

Complaint

Processing

Manages employee complaints through agency decision.

HRIS processes retirement package to OPM.


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Future State

1. HR Strategy

3. Staff

Acquisition

4. PerformanceManagement

5. Compensation

Management

2. Organization &

Position

Management

HRIS supports development, documentation and use of structures.

Consulting support will assist from strategic & tactical perspectives.

HRIS supports collaborative development of standards, performance,and records performance of record. Operations supports performance

management strategy, program development, and evaluation.

HRIS supports HR, T&A, and Pay transactions processing,

reporting, and recordkeeping. Operations support administration and

operation of bonus and award programs and services serve as

customer extension to process transactions, perform back-office

functions, etc.

Strategic business partners will provide environmental analyses,

strategy development, policy review and development, conduct

workforce analysis and planning, perform succession planning and

provide HR consultation.

HRIS supports staffing plan, sourcing candidates, candidate

evaluation, on-boarding, security clearance processing, and HSPD-12.

Operations support acquisition strategy, candidate sourcing,

evaluation, on-boarding, and security clearance processing.


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Future State

6. Benefits

Administration

8. Employee

Relations

9. Labor

Relations

10. Separation

Management

7. Human

Resources

Development

HRIS records development activities, workforce assessments,

IDP development, and provides reporting in support of program

operation and evaluation. Operations supports development strategy,

workforce assessments, and program evaluation.

HRIS processes benefit transactions.

Operations supports development and operation of benefit programs

and processes benefit actions.

11. EEO

Complaint

Processing

Case management system to support management of employee

complaints through agency decision.

HRIS processes retirement package to RSM.

HRIS offers case management capability.

HRIS offers case management capability.


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Expand Value of Human

Resource Line of Business

HRIS

External integration (staffing & classification)

PeopleSoft 9.0, including staffing modules PeopleSoft 9.x, including performance

Integration with development suppliers

Case Management

Payroll module replacement

Other functionality as needed by customers


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Future State

Achieve next generation of Pay Engine

More responsive to change and flexibility

Business rule-based Tighter integration with HR systems

Achieve new economies and opportunities for efficiency


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Achieve Next Generation of

Pay Engine

Key Milestones

Develop funding strategy

Detailed project plan and establish customer teams Acquisition

Implementation

Testing & Migrations

Sunset PPS


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2008 and Beyond

Provide reliable, rigorous, and robust data center

services

Managed services, hosting, and DR/COOP

Continue Total Cost of Ownership with more aggressive

targets

Achieve new economies and opportunities for efficiency


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2008 and Beyond

Explore Software as a Service model with industry

and customers

Assess market interest in concept

Broker customer interest and establish contract vehicles

Reassess results and modify approach

Periodically reexamine alternatives


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2008 and Beyond

Achieve greater customer satisfaction with services

Improve metrics capabilities

Enrich employee development program and supplementskills

Continually work on cultural alignment

Enhance relationship management capabilities


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Achieve Greater Customer

Satisfaction

Key Milestones

Expand customer survey instruments

Improve customer satisfaction capture and reporting tools

Baseline employee knowledge and skill sets

Develop targeted training and development opportunities

Continually reassess employee capabilities

Expand Reporting Center functionality

Continue to expand SPPS functionality


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Achieve Greater Customer

Satisfaction

Key Milestones

Develop inventory of existing system limitations anddevelop approach to address each

Revisit customer group structures and improve Reestablish automation in call centers

Continue overhaul of billing algorithm to increase rateresponsiveness

Explore alternatives to supplement staff performingmodifications for customers

Update Knowledge Base


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2008 and Beyond

Achieve a risk level greater than 4 in risk

management maturity

Goal: Complete assessment and action plan by mid-2008

Goal: Achieve level 3 by mid-2010

Goal: Achieve level 4 by end of 2012

Ad-Hoc Initial Repeatable Managed Optimized


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2007 Customer Forum

Q & A Before Lunch!


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2007 Customer Forum

THANKS!

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RoadMaptoSuccess - Jerry Lohfink

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