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Defense Medical Human Resource System internet (DMHRSi) Beyond Timesheets. 20 May 2010. What is it really?. Past, Present, and (Most Importantly), the Future.

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what is it really
What is it really?

Past, Present, and (Most Importantly), the Future

slide3

A web-based Tri-Service human resource management system that will allow ready access to essentialmanpower, personnel, labor cost assignment, education & training, and readiness information across the MHS enterprise

slide4

Personnel

Labor Cost Accounting

Communities of Interest

Organization

Where Are They?

Who Are They?

Manpower

Volunteers

Active Duty

Doctrine

Personnel

Civilians

Education & Training

Contractors

Readiness

Who is deployable/deployed?

Who is trained?

USUHS

Training

Materiel Solution

Other Federal Employees (PHS, VA)

Reserves & Guard

How much do they cost?

slide5

DMHRSi Benefits

  • Enables consolidation of all HR functions
  • Eliminates need for stand alone systems and redundant data bases/systems (SPMS)
  • Provides tri-service standardized labor costing approach
  • Tracks the cost of medical readiness
  • Personnel in/out processing time greatly reduced
  • Personnel have visibility of their own information
  • Supervisors gain instant access to critical information on their personnel
  • Provides instant visibility of assignment of projected gains/losses and sponsors
  • Provides visibility of staffing levels (required and actual)
  • One source of query for all personnel types (ACDU/CIV/CON/VOL/RES)
  • Promotes synergy between Manpower/Personnel/E&T/Readiness and LCA
slide6

DMHRSi BenefitsContinued

  • Tracks historical training (JCAHO requirement)
  • Allows for instant visibility of available training at command and across MHS
  • Enables individuals to request training online eliminating paper requests
  • Allows for projected gains to have training scheduled prior to their arrival
  • Provides for single data base for all training that is received
  • Instant access to readiness posture of all personnel assigned to platforms
  • Visibility of HR data for all personnel who are assigned to platforms
  • Tracks readiness equipment/clothing issuance and medical/admin requirements
  • Reduces upper echelon queries due to their ability to view command data
why do we have it
Why do we have it?
  • Persian Gulf War, GAO, and Congressional Interest
  • Web-based, Commercial Off the Shelf
  • Deployed to All Hospitals, Medical, Dental & Vet Clinics as of 30 Sep 2009
    • Over 600 sites and 170,000 users worldwide
  • $165M Total Lifecycle Costs since 1998
  • $15M Annual Sustainment Costs
slide10
Services

Fully deployed to all service MTF/DTF’s (Navy non Meprs as well)

Navy turning off legacy systems (one remains)

Army using Line Army systems for E&T and Readiness

HA/TMA/USUHS

Not using DMHRSi

Unable to get information from DMHRSi

Transactional system doesn’t allow aggregation & analysis of data & reporting

JTF CapMed

Want to use DMHRSi but system not configured for joint-manned units

Now engaged: Submitting requests to get the system configured

Joint Staff

Has not been a part of configuration/discussions

May have interest in Readiness Module Requirements baseline effort

Current Status

the immediate future
Fully funded through FY 2011

Status of FY 2012 funding not yet decided

Awaiting final results of the IPWG’s FY12 POM recommendations

Manual interfaces to be automated

Human Capital Stakeholders Meeting

SES/Flag Level Representatives

Have met twice to discuss DMHRSi, most recently in January 2010

Three actions requested

The Immediate Future
stakeholder meeting action items
Stakeholder Meeting Action Items

Action 1: State value proposition of the user and (re)baseline DMHRSi Requirements

Action 2: Develop a process to prioritize and then implement DMHRSi Improvements (CRs)

Action 3: Develop expected outcomes/metrics for Senior Leadership to monitor system performance

slide15

Alpha Rosters by command or work center

  • Roster by person type
  • Roster by skill type
  • Roster by Occupation Code
  • Rosters with home address and phone
  • All positions and who is filling them
  • All empty positions
  • Roster of all personnel with a specialty (i.e. mental Health)
  • Deployed Personnel
  • All supervisors and who they supervise
  • All positions by organization
  • List of critical employee dates
  • List of people by pay grade
  • List of Org/Group mismatch
  • All positions with more than one person assigned
  • All personnel who require a NPI number and if it is entered
  • LCA records on Orgs
  • All timecard approvers by Group
  • Status of all timecards
  • Hours reported by MEPRS Code and work assignment
  • All training history
  • Training history by individual course
  • HR errors that effect EAS files
  • Skill Type/suffix to Occ Code mismatch
  • All loaned personnel
  • All borrowed personnel
  • Roster of all dual component personnel