BUPERS IT

Abstract

The large increase in the FY18 profile stems from the decision to invest in programs that directly align with the Sailor 2025 vision for modernization of the personnel system and transition to ready, relevant learning. The most significant increase stems from NSIPS, which in FY18 will complete its acquisition processes and award its first task order for Pay Modernization (PayMod), and also includes an add in support of the DoD Force of the Future for a Navy Active Component (AC)/Reserve Component (RC) Permeability Solution to; (1) extend the reach for soliciting candidates for Navy jobs, (2) streamline the internal processes and supporting technologies to ensure timely payment for personnel who transition between AC, RC, Government civilian or contractor jobs, and (3) improve the Navy's ability to support Component Commanders with rapid requirements posting and talent acquisition for emergent needs. The remaining increase is due to the increase in LMS-DL transitioning the Collaborative Learning Environment Product from a limited prototype to full production capability. BILLET BASED DISTRIBUTION (BBD) BBD increase in FY18 is a Sailor 2025 initiative aimed at modernizing distribution and order writing systems. The effort begins functional work and follow-on development to collapse NROWS, NMCMPS, EAIS, and OAIS into a single distribution system. The objective of BBD is to 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) LMS-DL increase in FY18 is a Sailor 2025 initiative supporting ready relevant learning, with a focus to align Navy learning, create a career learning continuum, and leverage evolving technologies to expand learning solutions when and where the Sailor needs them. The collaborative learning environment (CLE) is a key component within the learning IT strategy that leverages Commercial-Off-the-Shelf products to integrate the CLE with intelligent tutors, a multi-purpose reconfigurable training system (MRTS), electronic classrooms (ECR), trainers and labs, interactive multimedia instruction (IMI), instructors, and a virtual environment. The increase in FY18 is to transition the pilot capability from FY17 into a production capability. 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 Manpower, Personnel, Training, and Education (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 Navy Enlisted Classifications (e.g. Total Force Manpower Management System, Navy Standard Integrated Personnel System, 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 is building an integrated web portal that consolidates the Navy's Human Resource portals, knowledge, and applications into a single and simplified user experience. Through the use of a multi-phased development approach, MNP will provide an intuitive self-service single point of entry for Sailors to view and manage their personnel and career information. MNP provides Active and Reserve Sailors with personalized interactive experiences and allows access to relevant information including learning content, human resource applications, and career business processes. MNP Phase 2C continues to mature eleven Career Life Event (CLE) capabilities. Phase 2C continues requirements refinement work with key Fleet stakeholders and integrates or develops the identified CLEs. 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 increase in FY18 is aligned with the Sailor 2025 initiative to modernize personnel systems. The substantial increase is attributed to the planned start of the Pay Modernization (PayMod) program, and also includes an add in support of the DoD Force of the Future for a Navy AC/RC Permeability Solution to; (1) extend the reach for soliciting candidates for Navy jobs, (2) streamline the internal processes and supporting technologies to ensure timely payment for personnel who transition between AC, RC, Government civilian or contractor jobs, and (3) improve the Navy's ability to support Component Commanders with rapid requirements posting and talent acquisition for emergent needs. 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. Pay Modernization (Pay Mod) will integrate the PeopleSoft Global Payroll solution with Navy Standard Integrated Personnel System (NSIPS) to provide an integrated Personnel and Pay solution for the Navy. Pay Mod will improve efficiency by eliminating current Defense Joint Military Pay System (DJMS) workarounds, improve business intelligence by providing real-time access to pay data, and improve auditability by having authoritative data in an integrated personnel and pay capability. Pay Mod is a solution to make more efficient use of military member time and funding for pay of active and reserve personnel. Determining the retirement eligibility for Navy active duty service with both Active Component (AC) and Reserve Component (RC) time is complicated by the fact the computation has to be performed manually and requires consultation with numerous data sources. Current solutions make it difficult to account for who is on active duty at any point in time and time-in-grade calculations for Selected Reserve (SELRES) personnel. OPNAV N1 need the reports and data for budget execution as well as strength reporting to leadership and Congress. Limitations in both payroll processes and systems induce a lapse between orders to effect change in status. SELRES personnel gained to Active Duty Special Work (ADSW) incur a delay in pay stemming from issues with loss/gain timing in systems. SELRES personnel who re-enlist while on active duty orders are not retained when transitioning back to SELRES, and there is no retention of active duty Career History for Reserve personnel. The Navy AC/RC Permeability Solution will be included in the Manpower, Personnel, Training and Education (MPTE) Transformation effort to leverage data in the authoritative data environment, modernize personnel and pay systems, and provide modern commercial solutions to; (1) extend the reach for soliciting candidates for Navy jobs, (2) streamline the internal processes and supporting technologies to ensure timely payment for personnel who transition between AC, RC, Government civilian or contractor jobs, and (3) improve the Navy's ability to support Component Commanders with rapid requirements posting and talent acquisition for emergent needs. 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 milestones 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 INFORMATION (RMI) The RMI program is a consolidation of DON risk management requirements into a single Program of Record (POR) to provide modern safety reporting and management capabilities for both active and reserve Navy and Marine Corps commands. 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 five 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), and Injury Tracker (INJTRK)]. AUTHORITATIVE DATA ENVIRONMENT (ADE) ADE increase in FY18 is a Sailor 2025 initiative aimed at transitioning the current project based ADE into a full enterprise solution that is based on modern IT service models and cloud hosting technology. This specific increase will advance data analytics and visualization capabilities, and add common platform services in a big data environment that is consistent with private industry. This acceleration toward a true Navy-wide personnel authoritative data environment is a transformational increase in capability for decision support and improving personnel readiness. 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, 2018
Source ID: 2905._0605013N_5_1319_PB_2018

BUPERS IT

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