BUPERS IT

Abstract

BILLET BASED DISTRIBUTION (BBD) BBD is a technology solution that will provide the capability to clearly track the position an enlisted Sailor is filling at a command, provide a definitive accounting of personnel allocation, lead to a more accurate requisition, allow for the optimal usage of resources and serve as a basis to project how personnel changes will affect a command's mission readiness. 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. LEARNING MANAGEMENT SYSTEM - DISTANCE LEARNING (LMS-DL) As part of Sailor 2025 holistic IT approach, ready & relevant learning requires the development of a Learning Management System that permits: (1) Mobile & flexible delivery of modular training to the sailor (2) Synchronization of work requirements with learning modules to ensure proper training is delivered at the right time This funding will develop and deploy new technologies for modularized training in fleet concentration areas to support the continuum of learning. This includes: (1) Development, modification or replacement of the current LMS platform (2) Integration of MPTE management tools to support end to end business processes (billet information, assignment, distribution, student management, learning management, personnel information, advancement) that will be impacted by changes to learning delivery and career profiles via Progressive NECs (e.g. TFMMS,NSIPS, Learning Assessment System, Navy Training Management Planning System) . The Learning Management tools and supporting IT infrastructure must also be modified to support management of training into the Delayed Entry Program, the growing use of demonstration videos, social media, student and learning management for MPTE mobility efforts, gaming and simulation technology as it is brought on-line. LMS-DL will also introduce the Learning Continuum Pilot, a risk reduction effort that develops proof of concept alignment of sailor training requirements with learning content delivery. MY NAVY PORTAL (MNP) MNP consolidates and eliminates multiple portals through the use of a multi-phased development approach and provides a common user interface for Sailors to access Navy personnel, training, and education services. MNP provides targeted audiences (Active and Reserve Sailors) with personalized interactive experiences and enables access to relevant information including learning content, human resource applications, and career business processes. Phase 2C includes seventeen of the highest priority and most complicated transactions to support life and career events and may include other development activities based on varying levels of development effort. The MNP Phase 2C development effort accelerates the integration and/or development of identified Career Life Event(CLE) events and continued requirements refinement work with key Fleet stakeholders. My Navy Portal may address previously deferred requirements from prior phases. Should MNP exceed schedule/delivery, planned follow-on phases or activities may be accelerated. ANALYSIS OF ALTERNATIVE/ECONOMIC ANALYSIS (AOA) The Navy will conduct 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. AOA will assess operational effectiveness, suitability, and costs of non-tactical systems to meet emerging capability requirements. NAVY STANDARD INTEGRATED PERSONNEL SYSTEM (NSIPS) NSIPS facilitates the Navy's portion of the largest Federal PeopleSoft Human Resources implementation, providing the Navy with a systematic modernization of our web-based pay and personnel system - both afloat and ashore. NSIPS collects, validates, processes and transfers the data necessary to ensure accurate and timely pay and maintenance of personnel records. NAVY MANPOWER REQUIREMENTS SYSTEM (NMRS) NMRS will modernize obsolete software and incorporate a wide array of enhancements (expanded capabilities based on sponsor's approved Functional Requirements Document) of new capabilities in support of Manpower Requirement efficiencies. Should NMRS deliver early, planned follow-on phases may be accelerated. NMRS is a key tool which Navy manpower managers rely on to set, implement, and execute manpower requirements. Recommendations for improving data bases and the Navy's mobilization capacity rely on NMRS to make strength determinations. The planned effort also includes technical evaluation and integration of products produced by the Simulation Toolset for Analysis of Mission, Personnel and Systems (STAMPS) program. 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 three increments of capabilities: Streamlined Incident Reporting (SIR), Safety Program Management (SPM), and Analysis & Dissemination (A&D). A fourth requirement, Single Point of Entry (SPOE), will be accomplished as part of the development of the three RMI increments since each will be built on the same Commercial Off The Shelf (COTS) platform. 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)]. AUTHORITATIVE DATA ENVIRONMENT (ADE) As part of the Sailor 2025 strategy, the Chief of Naval Personnel has directed an acceleration of expansion and development of the ADE and improvements in making MPTE data more available to commanders, sailors, business owners and MPTE and fleet executive leadership. The ADE provides infrastructure, operations and sustainment of the Navy MPTE Authoritative Data Warehouse(ADW), enterprise service bus, and web support services. The capabilities delivered by this funding includes the following: (1) Completed "golden record" expansion increments - Data quality - Governance - Security - Data standardization (2) Increased capabilities for MPTE supply chain & business operations - Data discovery - Advanced visualization tools - Predictive analytics (3) Enhanced architecture to support unstructured data and "big data" analytics (4) Improved support for future identity management & access for mobile device capability APPLICANT RELATIONSHIP MANAGEMENT (ARM) ARM provides automated support of the management of recruiting information. ARM enables all levels of recruiting to have real-time 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. Included in the ARM program is the Self Service Accessions Application (SSAA). Phase II of this effort will build the SSAA application into the ARM system. SSAA is a mobile device-based software application. SSAA supports a change in the NRC business processes from a recruiter-driven business model to an applicant self-service business model. This "app" will be used by applicants to collaborate with recruiters anytime & anywhere to more efficiently and effectively navigate the recruiting process. 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 effects 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, 2017
Source ID: 2905._0605013N_5_1319_PB_2017

BUPERS IT

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