HRMS Stakeholder Analysis - IPMA | Leadership Education

Report
HRMS Project
Update
May 26, 2004
HRMS Implementation Project
Agenda
Project Status Update

Planning and Assessment Phase

Current Highlights

Agency Status

Challenges
Release Scope Overview

Business Architecture

Self Service Pilot

Interfaces and Reports

Technical Architecture and Access

Conversion and Data Clean-up

Testing Approach
The Next 3 Months
2
Project Status Update –
Planning and Assessment Phase
Planning and Assessment Phase Successfully Completed On-time
 14 Conference Room Pilot sessions conducted
 11 interface requirements sessions conducted
 29 agencies participated
 400+ State HR/payroll professionals attended 3 separate 1 day Conference Room Pilot
Review sessions
 350+ State HR/payroll professionals attended 1 of 6 Release 1 Scope Overview Sessions
 Technical development environment established
 Agency Deployment Strategy established providing 15 agency readiness staff and over 65
agency change agents
Results
 0 software modifications required
 Confirmation that software can handle Civil Service and Collective Bargaining changes
 Reduced number of reporting requirements from over 900 to 132
 47 interfaces necessary to support Release 1 of HRMS implementation
 115 conversion modules necessary to support Release 1 of HRMS implementation
3
Status Update Current Highlights

Release 1 configuration and test planning – on schedule
 ~15 FTEs working on configuration …
– Payroll – wage types, tax data, garnishments, 3rd party remittance, etc.
– Time management – work schedules, absence types, attendance types, etc.
– HR – enterprise structure, action types, organizational hierarchy, etc.
– Financial – chart of accounts structure
 Another ~3-4 FTEs working on test planning and preparation

Interface and data conversion – 2.5 weeks behind schedule
 ~20+ FTEs working on functional design (i.e. interface specs, mapping rules)
 Current resource plan forecasts that we’ll be caught up by mid-June

Developing training plans and materials – on schedule
 3 on-site FTEs and off-site development center working on training logistics,
materials and on-line help tools
(Continued on next slide)
4
Status Update Current Highlights

Business Warehouse – on schedule
10+ FTEs working on confirming Release 1 requirements analysis and design
Design of business warehouse extracts in-process

Technical Architecture – on schedule
10+ FTEs working on the production environment design and build-out

Continuing agency outreach efforts – on schedule
15+ FTEs providing one-on-one meetings with agencies, helping
resolve agency issues, supporting workshops, etc.
5
Status Update Agency Readiness Status
Scoring Weights and Sample questions
from the April Readiness Assessment
Agency Readiness
Assessment Scores
 Leadership (100% of overall score)
 Your Change Agent or representative has
communicated key Washington Works
project initiatives information to
appropriate people in the agency? – 20%
 Your Change Agent attended the March
Change Agent meeting and plans to
attend the April CA meetings? – 20%
 Your Director and/or Deputy Director
attended the April Washington Works
meeting? – 20%
 Have you identified participants for the
HRMS Scope Overview Presentation. –
40%
Score Definition
+90%
Done
Feb Mar Apr
31 77
73
75 – 90%
Need
follow-up
3
4
4
<75%
Requires
Attention
2
3
7
6
Status Update –
Challenges
Challenges We Are Now Focused On
 Closing the 2.5 week schedule variance
 Providing ample turn-around time for
agencies on interfaces and data clean-up
Challenges on the Horizon
 Securing agency help on testing and
training
 Providing access to historical data
 Helping agencies identify the impact
of Release 1 on internal reporting
 Identifying the number of agency testers
and trainers
 Supporting agency data clean-up
efforts
 Interfacing to DOP’s mainframe
applications (DRS, HCA, etc.)
 Impact of Release 1 functionality on
forms, procedures and workflow
 Ensuring adequate knowledge transfer
 Planning a self service pilot that ‘tests the
waters’ without increasing the project’s
risk profile
 Getting a jump start on Release 2
without sacrificing the success of
Release 1 deployment
7
Release 1 Business Architecture
Key Observations

Minimal Process Change
 Create a flexible foundation for change but retain the fundamentals of personnel and payroll
processing
 Increase data capture leading to more accurate data, more effective reporting and more training of
end users
 Working with Civil Service Reform team to begin set-up of the first batch of envisioned job
classification changes

Agency Collaboration
 We are building agency collaboration into the detailed design and configuration of the system
 Our Agency Design Review Group will provide design review responsibilities during configuration
 While most of the Release 1 configuration is pulled from Pay/1, we have pulled agency specific
data through surveys
 System test will represent agencies’ main opportunity to understand/verify how SAP is configured

Areas of Significant Agency Impact
 Time Management – some agencies may need to change their positive time reporting strategies
 Financial Reporting – depending on the SAP chart-of-accounts structure, some agencies’ financial
reporting and reconciliation procedures might change
8
Business Architecture:
What You Get in Release 1
Personnel Administration

Each employee will get a single, unique Personnel Number that stays with them
forever.

Employee information is entered, tracked, and updated in a series of screens
(Infotypes) supporting personnel management (hiring, separation, promotions, etc.).
Payroll

Includes all calculations needed to process payroll:

Identifies gross pay, gross to net, and deduction and benefit processing

Applies state/agency-specific rules to determine wages that can be garnished, pay
subject to taxes, and wages subject to retirement deductions

Supports warrant printing and direct deposit processing, vendor payments, and the
transfer of funds to the financial system for AFRS reporting

Supports all requirements for federal payroll reporting and will be configured to be
compliant with applicable state statutes, etc.
1st of 3 slides
9
Business Architecture:
What You Get in Release 1
Time Management

Processes time reporting the same as PAY1

Processes existing payroll and leave feeds

Supports the recording of time events and transfer to the payroll module

Allows hours to be loaded by activity or applied to a specific cost center

CATS online timesheet available as electronic timesheet
Benefits Administration

Limited implementation to support benefit deduction interfaces

Integration of payroll deductions to State benefit agencies (Health Care Authority,
Department of Retirement Systems)
Organizational Management

This functionality was not available in PAY1.

Provides a more flexible way to set-up reporting and information distribution
structures within an organization to meet the needs of small or larger agencies.
2nd of 3 slides
10
Business Architecture:
What You Get in Release 1
Compensation Administration

Allows agencies to plan and administer compensation adjustments and defines pay
scales and salary structures for jobs and positions

Allows HR staff to manage new and more innovative reward strategies, including
performance and competency-based pay, variable pay plans, and long-term
incentives

Allows for easy comparative analysis of compensation packages using internal and
external data
Workforce Cost Planning

Allows HR professionals to do all work-force cost-planning tasks online, instead of
using manual processes as is done today

Provides HR executives with improved planning accuracy, access to a broad
foundation of data, flexible decision support, and continuous monitoring of actual
performance relative to plans
3rd of 3 slides
11
Self Service
What to Expect in Releases 1-3

Release 1 – Start Small




Release 2 – Scale Fast





Limited pilot to introduce inquiry and limited transaction capabilities
Controlled environment – designated, manageable user base
Minimize disruption to participating agency workflow
First major self service capabilities introduced with Release 2 (e.g. e-Recruitment)
and integration with DOP’s eLearning solution
Roll-out of Release 1 employee self service capabilities statewide
Introduction of Release 1 manager self service capabilities statewide
Introduction of some limited automated workflow capabilities
Release 3 – Finish Strong


Additional self service capabilities introduced – improvements to CATS time sheet
Expansion of Release 1 employee and manager self service capabilities
12
Self Service
The Release 1 Pilot
Objectives

Determine ease of implementation
Identify any special requirements to implement and/or maintain
Understand training support required
Understand user acceptance/usage patterns

Identify opportunities to add value
What capabilities matter most to the end user
What does agency demand look like

Understand agency workflow implications
What does self service do to agency work flow
How does self service affect DOP’s service delivery
Timing - 1 month after ‘Go Live’

Allow participating agencies to become familiar with HRMS before self
service goes live
1st of 2 slides
13
Self Service
The Release 1 Pilot
Scope - Employee Self Service Only

View only recommendations
Leave Balances
Paycheck data (comparable to pay stub)
Possibly others

Update recommendations
Home Address
Work Phone
Who Will Participate

Limited number of agencies that demonstrate
Strong desire to participate
Technical infrastructure in-place
History of using self service in other applications
Ability to provide the resources to help support roll-out and training
A controllable environment

8 agencies have expressed interest
2nd of 2 slides
14
Interfaces
Agency Internal
Systems
Vendors
Deductions
In-bound
Generic
In-bound
Time
Feed
Benefits
Enrollment
HRISD Legacy
Systems
$
HRMS – Release 1
HR
Administration
Time
Management
DRS &
HCA
Compensation
Management
Benefits
Organization
Management
Payroll
$
AFRS & vendors
$
$
$
Bank
OST
Pre—defined
Reports
Agency
Time/Leave
Feed
Business
Warehouse
Ad-hoc
Reports &
Extracts
Agency
Management
Reporting Systems
Generic
Payroll
Feed,
Leave
Feed
Agency Internal
Systems
15
Interfaces
Key Observations
 Agency
Turn-around Time
 Our goal – to get your teams the functional specifications by mid-June
 Your IT deployment team members should begin design of internal system modifications before the
end of June
 Agencies need to be in a position to begin end-to-end interface system testing in late
August/September
 Agency
Collaboration
 We are building agency collaboration into the functional design
 However, we will likely need to prioritize the agencies we need to engage for each interface
 We expect a volume of questions and concerns to come through the change agents
 Strategies
You May Want to Consider
 #1 – Insulate internal systems from the interface by mapping the new interface to the old file layout
 #2 – Plug the new interface into your internal systems but focus only on the data you need
 #3 – Reassess how the new interface could enhance internal systems through new data capture
 Issues
 The impact of Group 1 and Group 2 on statewide interfaces
 The role of the Pay/1, current data warehouse and FOCUS in supporting interfaces
 The ‘cross walk’ between new system and legacy system values (org code, position numbers, etc.)
16
Interfaces
Development Process
Approve work
to begin
HRMS Lead
Signs Off
Functional
Design
Publish
Functional
Design to
Agencies
Agency Reviews
Draft
Functional
Design
HRMS Team
Reviews
Document
Technical
Design
Build & Unit
Test
HRMS Lead
Sign-off on
Unit Test
System
Testing
Analyze &
Design for
Agency IT
impacts
Build &
Implement
IT
modifications
Prepare for
System
Testing
System
Testing
(meet with
representative agencies
to confirm
requirements.)
Agency
Follow-ups
(as needed)
Go Live
Project Activities
Agency Involvement
17
Interfaces
Functional Design Timetable
Week of 5/24/04
Week of 5/31/04
Week of 6/7/04
Time and Leave (ID #1)
Deductions – Inbound (ID #16)
Org Codes, Attendance Units
(ID #17)
PAY1 (ID # 20)
Retirement JV (ID #21)
DCP Transmittal (ID #22)
Report Only Leave (ID #23)
Job Classes (ID #25)
Pay Codes (ID #28)
Pay Ranges (ID #30)
Work Force Data (ID #32)
Medical Aid Rate Updates (ID
#27)
Deductions – Outbound (ID #34)
Multi-Factor Analysis (ID #45)
OSTWAR (ID #3)
Register Control (ID #4)
Warrant Print (ID #5)
OST Transmittal Register (ID #6)
Payroll Accounting Detail (ID # 7)
Leave Summary (ID # 8)
Employee Data (ID # 9)
Position Data (ID # 10)
Payroll Detail (ID # 11)
Deductions – Inbound (ID #16)
Data Entry Activity Transaction
(ID #24)
Deductions – Outbound (ID #34)
Appointment Account Code –
Inbound (ID #38)
Position Account Code – Inbound
(ID # 39)
Retirement Work List (ID # 46)
AFRS (ID #2)
OFM Contra Fund (ID # 12)
OFM Program Indexes (ID #13)
Account Code Verification (ID
#14)
Salary Projection System (ID
#15)
Deductions – Inbound (ID #16)
Deductions – Outbound (ID
#34)
Vendor Payments (ID #40)
OFM Voucher Payment System
(ID #41)
Terminated/Leave Union
Deductions (ID #44)
18
Reports
Key Observations


1st of 2 slides
Scoping Approach

Primary sources analyzed – existing Pay/1 reports, agency unique
requirements survey, existing SAP reports, business process designs, and
current data warehouse requirements

132 existing personnel and payroll requirements identified

Primary focus was to ‘not recreate the wheel,’ leveraging existing SAP reports
wherever possible

Push as much reporting through the business warehouse as possible

All reports prioritized based on importance and usage

Decentralize report distribution/delivery to the agency
Tools

Business warehouse – predefined reports and SAP’s ad-hoc report designer

Core SAP - Some preexisting reports will also be delivered within the core SAP
system

Other tools - Currently looking at how agencies can use other tools to access
BW data (such as Crystal and Brio)
19
Reports

Delivery Mechanisms
2nd of 2 slides
 Online
 Printer (centralized or decentralized)
 Downloadable to other applications (excel, access, etc.)
 Email

Implications
 End-user ability to customize reports (sort, filter, change layout, add fields, etc.)
 Instantaneous delivery of reports
 Replacement of ad-hoc queries built by agencies off the current data warehouse
 Need to find new SAP reports to meet current reporting needs (team will provide
a x-ref)
 Expanded set of SAP pre-defined reports available
 Analytical reporting tools available
20
Summary of Reports in Release 1
Modules
SAP Delivered
Reports
SAP Configured
Reports
Custom Reports
Compensation
0
1
1
Organizational
Management
3
2
9
Payroll
4
8
55
Personnel
Administration
2
9
39
Time
Management
2
0
6
Totals
11
20
110
In addition to the 132 release 1 reporting requirements, SAP provides the
State of Washington with 100’s of additional HRMS delivered reports
21
Timeframes for Reports
Development
Activity
Design
 Functional
Responsibility
Target Dates
HRMS Team
Agencies
May – June 2004
HRMS Team
June – July 2004
HRMS Team
Agencies
July – November 2004
 Technical
 Agency Review
Build

Development
Testing Phase
 Planning

Preparation

Agency Testing
22
Technical Architecture & Access
Key Observations
Design Principles




Scalable, highly redundant environment
Stringent performance standards/thorough performance testing before ‘go-live’
Flexibility for different agency computing environments
Integration with statewide assets
Flexible Foundation for Varied Agency Computing Environments


HRMS can provide end users the same functionality through SAP GUI or web browser, except for
ad-hoc query design
The selection of what access method will be based on network capability/performance, power
users’ usage patterns (i.e. multiple sessions) and ad-hoc report development usage.
Agency Collaboration



Agencies will be responsible for addressing infrastructure gaps, software installation on the
desktop (SAP GUI only), and ensuring connectivity for HRMS end users
The project will provide detailed installation and testing instructions, as well as support agencies’
troubleshooting of infrastructure issues
The project has outlined a timetable on preparing agencies’ infrastructure for HRMS. The key
dates to have all activities and testing concluded are Nov 2004 (Group 1) and February 2005
(Group 2)
Issues

Currently troubleshooting SAP’s integration with Fortress
23
Technical Architecture
Infrastructure Deployment Schedule
Year
2004
Month
1
2
2005
3
4
5
6
7
8
9
1
0
1
1
1
2
1
2
3
4
Identify desktop/network
requirements (completed)
Verify Agency Capability – all
agencies (compare network and
workstations to minimum HRMS
requirements)
Address Capability Gaps – all
agencies (agencies solve any
infrastructure gaps identified above)
Prepare environments for Group 1
Agencies (agencies install client
software for SAP GUI workstations)
Prepare environments for Group 2
Agencies (agencies install client
software for SAP GUI workstations)
Perform Deployment Testing – Group
1 (agencies test connectivity, etc.)
Perform Deployment Testing – Group
2 (agencies test connectivity, etc.)
24
HRMS Access Methods
Two methods will be used to access HRMS:
SAP GUI
(Graphical User Interface)
Web Browser


The proprietary SAP client for
Windows workstations.
 Operates like a “Thin Client” – the
display is generated from the SAP
server and sent to the GUI.
 Requires a connection to the State
Government Network (SGN)
Users can achieve a similar level of
functionality as the SAP GUI
through a standard web browser
like Internet Explorer.
 Screens look almost identical to
SAP GUI screens
 Requires a connection to either the
SGN or the Fortress II Anonymous
Authentication system (via the
internet).
Presentations to demonstrate and discuss the two access methods took place on
May 19 and 20.
25
HRMS Access Methods
This table shows how different types of users can access HRMS.
“SGN” refers to users that are connected to the State Government Network.
User Type
User Location
User Tool
End User
SGN or VPN to SGN
SAP GUI or Web Browser
End User
Non-SGN
Web Browser
Self-Service User
SGN
Web Browser
Self-Service User
Non-SGN
Web Browser
ALL
Home/Internet*
Web Browser
*Agency policy will determine whether Self-Service and End Users have
off-site access.
26
Functionality Matrix for
Access Methods
Functions
Standard HR functions:
Payroll, Personnel Admin, Personnel
Development
SAP GUI
Web
Browser
X
X
All HR/Payroll
professionals
X
All State employees
X
All HR, Payroll, Finance
professionals
Employee & Manager Self-Service
functionality
View pre-defined reports
X
Create ad hoc reports
X
User Types
Business Warehouse
power users
27
HRMS Agency Desktop
Requirements
Desktop requirements vary depending on the HRMS access method.
Access type
Desktop Requirements
SAP GUI 6.2
• Windows 2000/XP
• Internet Explorer 5.0 or higher
• Hardware is dependant on the OS version – see
Technology Requirements document for details
Web Browser
Internet Explorer 5.5 SP 2 or higher
In addition, any users who use report downloading functionality will
require Microsoft Excel 97/2000/XP.
28
HRMS Agency Network
Requirements
SAP GUI Network Requirements:

A minimum 56 KB bandwidth line is
required to the SGN. This may
increase depending on:
Web Browser Network
Requirements:

End Users will require a high-speed
internet or SGN connection

Self-Service users may only require a
56 KB line, depending on their activity
level

Web Browser generally uses over 100%
more bandwidth than SAP GUI

Access to server ports 80 (HTTP) and
443 (HTTPS).
 Number of concurrent users at
agency site
 User activity level

Access to server ports 32xx and 36xx
where xx is the SAP system number,
most likely 00.
See “Technology Requirements” document for details:
http://hrms.dop.wa.gov/hrmsdocs/Technology Requirements.doc
29
Data Conversion and Data Clean-up
Key Observations
1st of 2 slides
Data Mapping and Data Conversion Design Expected by early June 2004
 Pay/1 is the primary source (except for personnel number which will come from the
current data warehouse)

No conversion of historical data (Pay/1, Focus and the current data warehouse will
still be available)

While most of the conversion will be automated, the conversion design will identify
manual conversion tasks

The implications of ‘smart coding’ will be addressed in the data mapping rules

Goal is to start system test (July 2004) with converted data
Mock Conversions Generate Data Clean-up Work
 Our Mock Conversions will trigger data clean-up effort

We will produce data clean-up reports by agency

The first mock conversion reports are expected in July

We will conduct five mock conversions between now and Release 1 deployment
30
Data Conversion and Data Clean-up
Tracking progress will be essential
2nd of 2 slides

You’ll need a detailed tracking mechanism (i.e. excel) to track progress against the
clean-up reports

We will monitor overall agency progress on data clean-up through the readiness
assessments
Order of Magnitude is currently unknown

We’ll know the order of magnitude by agency in early July, just before the first agency
reports will be distributed

We will structure our team’s support based on this order of magnitude
Data Clean-up Approaches You May Want to Consider

#1 – Conduct Your Own Internal Data Audit Now

#2 – Build a Separate, Dedicated Data Clean-up Team or

#3 - Leverage the Work Out Across Your User Base
31
Data Conversion and Data Clean-up:
Mock Conversion Schedule
Five mock conversions are planned. The earlier mock conversions will be more
technical in nature, whereas the later mock conversions will be as real as
possible to simulate the actual conversion week(s).
Mock Conversion
Date Planned
Purpose
Mock 1
July 2004
Technical
Mock 2
August 2004
Functional, Performance
Mock 3
September 2004
Data for Parallel Test
Mock 4
October 2004
Full Employee Population–Group 1
Mock 5
January 2005
Full Employee Population–Group 2
32
HRMS Test Approach
Key Features








Balance of project team and end user testing
Early and repeated use of mock conversion data
End-to-end interface testing
Separate testing environments
Stage containment – ‘not taking modules until they are ready’
Parallel test of strategic data
Acceptable performance test prior to Go-Live
System Investigation Request (SIR) tracking – defects and issues found
during each stage of testing
33
Release 1 Testing Approach
Prepare and
Perform
Operational
Readiness Test
Define & Manage
Business Case
Perform
Deployment Test
Perform Parallel
Test
Prepare and
Execute System
Test
Gather User and
Usability Reqmts.
Analyze System
Reqmts.
Analyze System
Quality Reqmts.
Design
Application
Architecture
= Validation
= Flow of Work
Prepare and
Execute
Assembly Test
Design
Automated
Processes
Prepare and
Execute Unit
Test
= Verification
= Testing ( test that product
meets specifications)
Generate and Code
Work Units
34
Application System Test

Definition: Application System Testing verifies the system as a whole and
ensures the entire application meets specified functional and technical
requirements.

Objective: Verify system meets functional and technical requirements.

Scope: Scenario-driven scripts focusing on configuration, interfaces (endto-end testing), reports, conversion and user-entered data

Testers: HRMS project staff and representative agency staff.
 Schedule:
Planning - April 2004
Preparation – June – July 2004
Execution – July – November 2004
35
Parallel Test





Definition: Ensures that a representative subset of data is processed
similarly by both the new and old applications for multiple business cycles. A
population of 2000 employees has been will be used as the subset.
Objective: Ensure that the new system produces results that are consistent
with the old system. Variances will be reconciled to ensure the difference is
due to a planned change in processing rather than processing logic.
Scope: Gross pay, total deductions, total taxes, net pay and tax type will be
validated for a selected subset of employees.
Testers: HRMS Project Staff and representative agency staff who have
understanding of both systems.
Schedule:
Planning - July 2004
Preparation – September 2004
Execution – October – November 2004
36
Deployment Test





Definition: Deployment test will provide an opportunity to execute all
conversion programs against the full production database; the conversion
environment will be sized appropriately. This stage allows for complete
testing of the conversion process in a safe environment prior to the actual
system conversion.
Objective: Functional product test cycles and conditions are executed
against converted data to identify any conversion related processing issues.
All discrepancies discovered would then be resolved and the programs will
be re-tested until the results are accurate and the programs are ready for the
final conversion stage.
Scope: Mock conversions will be performed to practice the tasks executed
during the actual conversion and to verify that the tasks can be performed
within a reasonable time frame.
Testers: HRMS Technical Team and Agency End Users.
Schedule: June 2004 – December 2004
37
The Next Three Months
May
Project Activities










Configure SAP for Release 1
Conduct Interfaces Workshops
Conduct Data Purification 2 Workshops
Distribute Configuration Surveys
Support Agency Data Cleansing Activities
Develop Interfaces and Conversion Routines
Complete Technical Architecture Design
Develop Training Modules
Assess Communications Effectiveness
Review & Compile Readiness Report
Agency Activities








Complete Configuration Surveys
Attend Organizational Structure Workshop
Attend Interfaces Workshops
Attend Data Purification 2 Workshops
Conduct Data Purification Activities
Plan Interface Modifications
What systems are affected
What interfaces will be used
Complete Communication Survey
Complete Readiness Self-Assessment
Key Business Outcomes: Project continues to build interfaces, reports, training,
conversion pre. Agencies launch internal systems projects for HRMS interfaces.
38
The Next Three Months
June
Project Activities










Configure SAP for Release 1
Conduct Shadow Systems Strategies
Workshops
Conduct Interfaces 2 Workshops
Conduct Role Mapping & Security Workshops
Conduct Business Warehouse Intro
Workshops
Plan and Prepare Testing Schedule
Prepare System Test Model
Develop Training Modules
Design System Security
Review & Compile Readiness Report
Agency Activities








Attend Shadow Systems Strategies
Workshops
Attend Interfaces 2 Workshops
Attend Role Mapping & Security Workshops
Attend Business Warehouse Intro
Workshops
Conduct Data Cleansing Activities
Design HRMS Interfaces and Shadow
System Modifications
Assign Security Access to Agency Users
Complete Readiness Self-Assessment
Key Business Outcomes: Project develops detailed testing plan. Agencies
launch internal systems projects for HRMS interfaces.
39
The Next Three Months
July
Project Activities



Run Mock Data Conversion #1
Launch system test
Agency Activities


Analyze and address results of Mock
Conversion #1


Conduct Data Cleansing Workshop #3


Provide Testing Approach Presentation


Conduct End User Educations Forums


Complete Readiness Self-Assessment


Review and Compile Readiness Report


Design Business Warehouse reports

Participate in system test (selected agency
personnel)
Attend Data Purification Workshop #3
Continue data cleansing activities
Map end-users to roles
Complete HRMS security assignments
Attend Testing Approach Presentation
End User Educations Forums
Attend Change Agent Meeting
Complete Readiness Self-Assessment
Key Business Outcomes: Project Team launches system test for Release 1.
Agencies internally test system modifications for interfaces
40
Questions?
???
Keep up-to-date on HRMS activities, technical requirements, and
agency information releases. http://hrms.dop.wa.gov
41

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