BUPERS IT

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BILLET BASED DISTRIBUTION (BBD) The objective of BBD is to replace the current inventory-based requisition generation process with automated functionality driven by requirements--an inventory-balanced and position-based process. This methodology will increase personnel readiness, improve fit and provide clear visibility to the impact on mission readiness at the billet level. BBD will facilitate maximizing the contributions of every member of the Navy workforce by delivering competency-based career paths. The BBD effort commenced in FY12 and Phase 1A was delivered in FY14. Phase 1B began in FY14 and will complete in FY15. Phase 1C will begin in FY15 and will complete in FY16. Phase 1C will allow direct command-level input to enlisted placement for the alignment and realignment of Sailors. LEARNING MANAGEMENT SYSTEM - DISTANCE LEARNING (LMS-DL) The effort to modernize LMS-DL was initiated by the Enterprise Training Management Delivery System (ETMDS). Phase II is comprised of three incremental software releases of which the first two have been delivered and the third is scheduled for completion by the end of FY15. Phase II provides the following capabilities: (1) Interface with the Navy's Authoring Instructional Materials (AIM) system and Learning Assessment System (LAS) to provide a more collaborative learning environment (2) Enhanced administrator and user features in accordance with sponsor priorities to improve application efficiency (3) Upgraded application eliminates dependence upon software components that are nearing end of life and improved security features (4) Improved ability to deliver content to the learner by the creation, de-confliction, prioritization and scheduling of learning event plans--plans supported by an LMS and governed by learning event rules. MY NAVY PORTAL (MNP) MNP provides access to and interaction with relevant information assets (content, applications, business processes), knowledge assets and human assets, to targeted audiences, delivered in a highly personalized manner. MNP seeks to consolidate and eliminate multiple portals and will provide a common user interface for Sailor access to Navy Personnel, Training & Education services. The MNP investment is designed to reduce the overall DoN IT footprint, reduce the number of Navy portals, reduce the investment in technology services by business applications and improve the quality of service provided to Sailors and Marines. MNP Phase 2B commenced FY14 and development continues in FY15. MNP Phase 2B will be completed in FY16. Testing in preparation for deployment of Phase 2B will also begin in early FY16. Phase 2B completes migration of Navy Knowledge Online (NKO) to MNP, and includes early Beta releases of Sailor Record, other selected transactions that support priority events for simplifying the user experience. Phase 2B also consolidates access to systems (single sign on). Phase 2C will begin FY16 and will include 17 of the highest priority transactions to support life and career events. TOTAL FORCE MANPOWER MANAGEMENT SYSTEM (TFMMS) TFMMS is the Navy's authoritative source for manpower management. TFMMS currently has the capability to generate authoritative and enterprise-wide Naval Manpower information products including: (1) Activity Manpower Documents (AMD) (2) Total Force Positions (3) Manpower Resource Controls TFMMS modernization began in FY14 and the first two iterations will be completed FY16. TFMMS will establish a modernized web-based system that is easily accessed in both classified and unclassified environments. Immediate benefits include increased accessibility, modernized manpower processes and improved cyber defense. This implementation will be completed in two iterations. Iteration 1 contains Billet Change Request (BCR) and Activity Maintenance functionality. The Requirements Phase of Iteration 1 was initiated in FY14. The Iteration 1 Design, Development, Testing and Deployment Phases will begin in FY15. Iteration 2 contains the remaining functionality including End Strength Management, Position Authorizations, Extended Workflow, Level of Aggregation (LOA) Management, Reports and Interfaces. Iteration 2 will begin the Design and Development Phases in in FY15. Testing and Deployment will occur in FY16. PERSONALIZED RECRUITING FOR IMMEDIATE AND DELAYED ENLISTMENT MODERNIZATION II (PRIDE Mod II) PRIDE Mod II consolidates the officer and enlisted active and reserve processes into one solution allowing Navy Recruiting Command (NRC) to streamline its recruiting force and create multifunction field recruiters who can coordinate officer as well as enlisted kit processing. This project was for a post-delivery product improvement effort to incorporate biometric signature capability, further reduce paper-based processing of kits and implement deferred requirements. ANALYSIS OF ALTERNATIVE/ECONOMIC ANALYSIS (AOA) As part of the NSIPS strategy, the Navy conducted multiple AoAs to analyze viable alternatives in order to determine the most efficient and effective solution to address the modernization of elements of the Navy's Manpower, Personnel, Training and Education (MPTE) IT portfolio. NAVY STANDARD INTEGRATED PERSONNEL SYSTEM (NSIPS) NSIPS is the Navy's business solution to Human Resources Management for approximately 400,000 Sailors worldwide. NSIPS provides the Navy with a web-based, field-entry, electronic pay and personnel support system and analytical repository for all active duty & reserve Sailors. NSIPS is available worldwide--both ashore and shipboard. NSIPS collects, validates, processes and transfers the data necessary to ensure accurate & timely pay and maintenance of personnel records. NSIPS is pivotal in the processes of mobilization and demobilization. NSIPS integrates the capabilities of several legacy systems including: (1) Navy Enlisted System (NES) (2) Officer Personnel Information System (OPINS) (3) Inactive Manpower Management Information System (IMAPMIS) (4) Reserve Headquarters Support (RHS) NSIPS major components and services currently include: (1) NSIPS Transactional - Navy field level Personnel transaction system (2) NSIPS Reporting/Business Intelligence - reporting and ad hoc query tool (3) Web Afloat - shipboard NSIPS component (4) Web Adhoc - business intelligence analysis (5) Career Information Management System (CIMS) - used for career counseling (6) Navy Retention Monitoring (NRMS) - reports retention statistics (7) Permanent Change of Station Obligation and Expenditure Management System (POEMS) - used to manage costs associated with Permanent Change of Station (PCS) (8) Alternate Final Multiple Score (AFMS) - used to determine eligibility to E-7 selection board for SO and SB ratings (9) Health Professionals Incentive Program (HPIP) - manages the development of medical personnel To address future personnel and pay requirements, the Navy will leverage its investment in NSIPS and take an incremental approach for a rationalized and modernized IT portfolio. FY16 investments continue the implementation of this strategy in completing deferred software changes related to retirements, separations, selection board preparation, personnel appraisal, and personnel accountability that require development and modernization. In accordance with DCMO ADM Dated 22 October 2013 the IPPS-N line RDT&E funding was moved to the NSIPS line in order to better align funding with the system being modernized. RISK MANAGEMENT INITIATIVE (RMI) The RMI program is a consolidation of DoN risk management requirements into a single Program of Record (POR) to provide modern Safety capabilities for both active and reserve Navy. RMI enables agile responses to business rule changes, automation of routine actions, improved data integrity, and facilitates self-service for organizations and individuals. RMI is being developed in four increments of capabilities: Streamlined Incident Reporting (SIR), Single Point of Entry (SPOE), Safety Program Management (SPM), and Analysis & Dissemination (A&D). Each of these capabilities will be acquired as individual Abbreviated Acquisition Programs using an incremental development approach for reengineered business processes, while consolidating four legacy systems [Web-Enabled Safety System (WESS), Enterprise Safety Application Management Systems (ESAMS), Portsmouth Occupational Accident and Illness Reporting System (POAIRS), Medical Mishap and Compensation (MMAC)]. After selection of a COTS solution in FY14 during the SIR increment, it became evident that SPOE requirements could be realized without a separate increment. FY16 funds will be used for the SPM and A&D requirements, Design and Development increments. APPLICANT RELATIONSHIP MANAGEMENT (ARM) ARM provides automated support of the management of recruiting information. ARM enables all levels of recruiting to have realtime access to timely and accurate information. ARM provides managers with decision-making support by consolidating Navy Recruiting Command (NRC) legacy application systems. The complete ARM Systems Dev/Mod effort will incorporate Biometrics and paperless implementation across all lines of business systems to gain additional efficiencies. FY16 funds support Electronic Signature Validation and the following functionality & scope: - RF2020 paperless processing objective - Biometric Signature will replace legal wet signature (process over 2M pages annually) - Workflow automatically route/process biometrically signed documents - Deferred Pride Mod II integration requirements Funding associated with Personnel TEMPO (PERSTEMPO) is being aligned to PE 060513N 2905 beginning in FY15. This aligns the funds with the organization required to execute PERSTEMPO strategy as directed by the CNO to the CNP. Two components are rolled together, modifying the ITEMPO system and further developing the Navy Deployment Health Location process. This strategy consists of Business Process Re-engineering (BPR) defined requirements (artifact is a Functional Requirements Document-FRD), modernization/risk reduction of existing system (ITEMPO) and a process that uses our corporate systems at DMDC Mechanicsburg. The desired affects of PERSTEMPO strategy are: - Generate efficiencies throughout the Fleet to meet statutory requirements and improve Fleet readiness. - Provide improved service to Sailors (improving retention). - Facilitate informed management decision making. Associated sub-projects: Individual TEMPO (ITEMPO): PERSTEMPO was implemented to comply with Sections 586 and 923 of the FY00 NDAA, now within 10 USCS 991. This is a non-acquisition category program. Each military service is to track and manage the number of deployed days and number of temporary duty days away from homeport for active and reserve personnel. Information is reported to DoD/DMDC, which is used to report to the Secretary of Defense. ITEMPO is the system used to comply with these directives. PERSTEMPO supports Navy management of stress on the force as requested by the CNO; Commander, U.S. Fleet Forces Command (N1); and the Commander, U.S. Pacific Fleet (N1). Enhancements will be performed on the primitive ITEMPO functional tools/metrics to make it actionable, current in technology, user friendly, and integrated into a variety of personnel and pay systems. Preparations are already underway to complete the FRD and perform a gap analysis within existing resources. This will support pay auditability/certainty when payment is authorized. DEPLOYMENT HEALTH LOCATION: Deployment Health Location is being implemented per DoD Instruction 6490.03, "Deployment Health," (DoD Instruction) August 11, 2006. This requires the Military Departments to plan, program, and implement a system to ensure daily location recording for all deployed personnel assigned, attached on temporary duty, or temporary additional duty to deployed units. The Services are required to report the daily location information electronically to DMDC at least weekly. Also, this will correct the finding by DoD Inspector General Report NO. DODIG 2012-112 of Jul 18, 2012. Capability change for ITEMPO: The system has had no significant software change in more than 8 years. The report mechanisms are extremely antiquated. Capability change Deployment Health Location: Deployed Service members are potentially subject to occupational and environmental hazards that can include exposure to harmful levels of environmental contaminants, such as industrial toxic chemicals, chemical and biological warfare agents, or radiological and nuclear contaminants. These hazards may include contamination from the past use of a site, battle damage, stored stockpiles, military use of hazardous materials, or from other sources. Harmful levels include high-level exposures that result in immediate health effects and low-level exposures that could result in delayed or long-term health effects. Collecting deployment information will allow the Military Health System to identify populations at risk for occupational and environmental exposures that may need medical follow-up. Improving timeliness of treatment will have a positive effect on readiness and long-term wounded warrior care.

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Document Type: Project
Publication Date: Oct 01, 2016
Source ID: 2905._0605013N_5_1319_PB_2016

BUPERS IT

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