1. Human Resource Management System (HRMS) Steve Young Chief Information Officer Department of Personnel Pacific NW Government Digital Summit June 20, 2006

2. Pacific NW Government Digital Summit – June 20, 2006 2 Human Resource Management System (HRMS) Mission: Replace a 30 year old non-integrated legacy payroll/personnel system with a distributed off-the-shelf product with minimal customization to support 112 state agencies and 65,000 state employees

3. Pacific NW Government Digital Summit – June 20, 2006 3 Bundled package approach – select both software and integrator at the same time.  Number of bidders:  PeopleSoft and IBM (implementation services, hardware, and database)  SAP, Accenture, Hewlett Packard (hardware) and Microsoft (operating system and database)  Selection complete: June 30, 2003  Project began: mid-September 2003  Software: SAP version 4.7 enterprise  System Integrator: Accenture Human Resource Management System (HRMS)

4. Pacific NW Government Digital Summit – June 20, 2006 4 Release 1 –Payroll –Personnel –Business Warehouse Release 2 –E-Recruit (custom) –Employee Self-Service –Grievance Tracking (custom) –Qualifications Catalog Total Cost: $69 million Human Resource Management System (HRMS)

5. Pacific NW Government Digital Summit – June 20, 2006 5 Human Resource Management System (HRMS) Release 1 –Group 0: February 2006, Department of Personnel (214 employees) –Group 1: April 2006, 23 Additional Agencies (10,000 employees) –Group 2: July 2006, Remaining 88 Agencies (55,000 employees) Release 2 –September 29, 2006 Deployment

6. Pacific NW Government Digital Summit – June 20, 2006 6 Human Resource Management System (HRMS) Taken from Standish Group Study and used by the Washington State Department of Information Services to evaluate IT projects –Executive Support –User Involvement –Experienced Project Manager –Clear Business Objectives –Minimized Scope –Agile Business Requirement Process –Standard Infrastructure –Formal Methodology –Reliable Estimates –Skilled Staff –Contract Negotiations and Management –Implementation Success Factors

7. Pacific NW Government Digital Summit – June 20, 2006 7 Human Resource Management System (HRMS) Executive Support: –Leadership: Governor Christine Gregoire –Co-Sponsors: Eva Santos, Director, Dept. of Personnel Gary Robinson, Director, Dept. of Info. Services –Project Director: Steve Young, CIO, Dept. of Personnel –Project Managers: Brian Turner, State Judd Nielsen, Accenture –Very active Involvement, committed to project completion –Org Chart: –Steering Committee: Directors from Central Service Agencies Success Factors DOP CIO DOP Director Gov. Gregoire

8. Pacific NW Government Digital Summit – June 20, 2006 8 User Involvement –Change Agent Methodology  Monthly Meetings  Frequent Communication  Project Readiness Coaches as single point of entry  Agency self-monitored and reported readiness based on project questionnaires –Business Needs Drove Requirements –End User Training  Continuous improvement  Trainers from agencies  2000 end users –Production Support Lab –Recorded Training Sessions Human Resource Management System (HRMS) Success Factors

9. Pacific NW Government Digital Summit – June 20, 2006 9 Experienced Project Managers –Brian Turner – Point B  14 years of Government implementation experience  7 projects delivered  Results driven –Judd Nielsen – Accenture  9 years of Government implementation experience  5 projects delivered  Results driven –Cannot overemphasize importance of Team chemistry –Technology and Business skills –Negotiation and organization skills –Ability to say “No” Human Resource Management System (HRMS) Success Factors

10. Pacific NW Government Digital Summit – June 20, 2006 10 Clear Business Objectives –Replace 30 year old non-integrated legacy payroll/personnel system with equivalent functionality –Rule and Edit based  Standardized business processes  Standardized payroll processes Human Resource Management System (HRMS) Success Factors

11. Pacific NW Government Digital Summit – June 20, 2006 11 Minimized Scope –Enterprise = Compromise = No One Completely Happy –Standardized processes –944 custom reports in legacy system  20 system delivered  60 custom –>1500 work schedules in legacy system  56 implemented –Minimal agency unique functions unless mandated by collective bargaining agreements –Weekly review of scope to minimize score card –Ultimately, only 12-13 core modifications –Approximately 50 external interfaces (not recommended) Human Resource Management System (HRMS) Success Factors

12. Pacific NW Government Digital Summit – June 20, 2006 12 Agile Business Requirements Process –Requirement gathering process went too long –Parallel development with changing requirements –Requirements and design issues finally frozen in April 2005 –As new requirements emerged, Project Team evaluated feasibility along with cost, impact, risk and made recommendation to Steering Committee –Steering Committee prioritized  Not all done –Status delivered weekly Human Resource Management System (HRMS) Success Factors

13. Pacific NW Government Digital Summit – June 20, 2006 13 Standard Infrastructure –Identified minimum technology standard  Clearly communicated what was not supported  Agency Directors certified compliance –Agency readiness self-reported technology implementation  SAP GUI installation and test  Test performance via sample script  Test ability to print Human Resource Management System (HRMS) Success Factors

14. Pacific NW Government Digital Summit – June 20, 2006 14 Formal Methodology –In general, formal methodology for Project Management followed –Departures from formal methodology based on risk and impact –Sometimes at odds with external QA vendor Human Resource Management System (HRMS) Success Factors

15. Pacific NW Government Digital Summit – June 20, 2006 15 Reliable Estimates –Fixed price –Legislatively directed change order –Project slated to be delivered at budget Human Resource Management System (HRMS) Success Factors

16. Pacific NW Government Digital Summit – June 20, 2006 16 Skilled Staff –Contracted staff to develop –State agency “volunteers” for testers and trainers –Generally understaffed to properly implement project –Limited state staff available for knowledge transfer –Only 1 deep in many SAP skilled positions –Will have to contract for tier 3 support for near term Human Resource Management System (HRMS) Success Factors

17. Pacific NW Government Digital Summit – June 20, 2006 17 Contract Negotiations and Management –Procurement managed by Deloitte-Touche –Initial contract negotiations by Davis Wright Tremaine –Follow on renegotiation on contract by DOP Director –Project Management Office (PMO) established to oversee contracts and budget Human Resource Management System (HRMS) Success Factors

18. Pacific NW Government Digital Summit – June 20, 2006 18 Implementation –Proceeding as planned with last group on July 1 st. Do not expect major problems at this point.  Business process change is agency major anxiety –User training was delivered using just-in-time methodology  Statewide, enterprise in nature; minimal agency specifics  Practice site available and usage monitored  Agency “volunteers” as trainers may not have had in-depth knowledge  Revised training materials after each implementation phase  Group “study sessions” based on lessons most recently learned  Can always use more Human Resource Management System (HRMS) Success Factors

19. Pacific NW Government Digital Summit – June 20, 2006 19 Whew! Thank You! Questions? Human Resource Management System (HRMS)