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Project Goal

What are we doing to solve the problem?. Project Goal.

deborah-velazquez
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Project Goal

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  1. What are we doing to solve the problem? Project Goal Through a statewide collaborative effort, the goal of the HR/Payroll Project is to develop an enterprise-wide Human Resources/Payroll system utilizing leading industry practices to provide a foundation for effective management, increased efficiency, and the information needed to make timely and appropriate decisions. • Launching the North Carolina HR/Payroll project as part of the Statewide Business Infrastructure Program • Completing functional and technical requirements gathering • Acquiring technology and process requirements for system replacements • Looking for opportunities to streamline business processes, better leverage technology, and standardize practices • Identifying an implementation change management strategy to ease transition to new system and processes • Engaging statewide participation to ensure proper requirements gathering and to build knowledge and support for the future implementation Statewide Business Infrastructure Program Human ResourcesPayroll Project Phase I Statewide Business Infrastructure Program Steering Committee “Building the Human Resources and Payroll Environment for the Next Generation of North Carolina State Government” • Thom WrightState Personnel Director • George BakoliaNorth Carolina State CIO • Charles PerusseDeputy State Budget Director • Mark FosterCFO, North Carolina Department of Transportation • Robert L. PowellChair, North Carolina State Controller What’s next? Who to contact for more details • Present recommendations to the 2005 General Assembly • Obtain funding for project implementation beginning in late fall 2005 • Begin implementation of new business processes and technologies • Achieve a more effective HR/Payroll System for North Carolina State Government Robert L. PowellNorth Carolina State Controller(919) 981-5406email: rpowell@ncosc.net Gwen CanadyChief Deputy State Controller(919) 981-5405email: gcanady@ncosc.net For more information on other SBIP projects, please visit the Office of the State Controller website. www.ncosc.net State of North Carolina

  2. What is the problem? What are the current risks and why should we act now? What are the benefits? • Risk of payroll system failure resulting in delayed payments to over 80,000 state employees • Retiring HR/Payroll system support staff • Inability to maintain current systems due to retirement of system support staff • Limited resources with the knowledge required to maintain existing technology • Future labor market competition and an aging state workforce • Current recruitment and retention capabilities need to be improved to address forecasted labor and skills shortages associated with retiring baby-boomers • Next generation of employees will demand online visibility to HR and payroll details • Create a seamless HR/Payroll experience for employees • Provide a platform for “single employer” strategy • Provide an environment for employees to make informed decisions about their careers • Streamline business processes to drive efficiency • Increase productivity and make the State of North Carolina more competitive • Develop a single repository, with a common set of data elements, to successfully support the State’s reporting and management activities • Move transactions closer to the point of origin (Employee Self Service/Manager Self Service) • Provide a flexible system able to respond to changing HR/Payroll needs • Eliminate redundant systems and duplicative processing • Provide real time access to transaction activity • Improve managerial decision making with better reporting • Increase ability for agencies to better cooperate through shared information and resources • North Carolina State Government’s HR and Payroll systems are based on outdated technologies • Several systems developed using 1970’s and 1980’s technologies • Current DOT payroll system originally deployed in 1967 • Primary state HR system originally deployed in 1980 • Limited state technical resources may not be able to support the systems in the near future • Current processes contain several manual, paper-intensive steps that delay processing HR transactions • Current HR/Payroll systems have major limitations: • Inability to process out of state payroll taxes • Cumbersome process for transferring employees between state agencies • Overpayments to employees who leave or fail to report to work between pay periods • Inability for employees to view or edit personal information • Duplicate entry of HR data into multiple systems • Fragmented data makes consolidated and statewide reporting difficult • Implementation of a new system will be a multi-year effort • The risks associated with the current systems will increase each year until the outdated systems are replaced • North Carolina is lagging behind state and private sector systems and process trends

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