BUPERS IT

Abstract

BILLET BASE DISTRIBUTION (BBD): Due to the changing needs of the Navy, transformation of the requisition generation and assignment processes is necessary. Current requisition generation and distribution processes utilize an inventory-based system that does not fully reflect the actual needs of Navy commands or accurately identify the Sailor's currently assigned position. This methodology hinders the ability to accurately measure or ensure personnel readiness, leaving gaps in skills-to-position requirements. Commands, Immediate Superior in Chain, Type Commanders, Major Manpower Claimant, United States Fleet Forces, Manning Control Authorities, and Distribution and Placement personnel currently lack the capabilities necessary to align and sustain sailors in discrete positions. Furthermore, a command's manning cannot be analyzed and the actual knowledge, skills and abilities critical to a command's mission execution cannot be determined. The objective of BBD is to replace the current inventory-based requisition generation process with automated functionality, which is requirements driven, inventory-balanced, and position-based. 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. BBD will be accomplished in two phases: Phase I (Core BBD Capabilities) and Phase II (Optimized Assignments). PERSONALIZED RECRUITING FOR IMMEDIATE AND DELAYED ENLISTMENTS (PRIDE) MODERNIZATION (MOD) II: PRIDE Modernization II is the center-piece of Naval Recruiting Command (NRC) Information Technology Roadmap and provides a way forward for NRC's Agenda for Change. Release II will consolidate Reserve Component, Active Component, Officer and processing into a single, integrated recruiting processing system. Release II will retire Command Integrated Recruiting Information Management System, Navy Accessions Security Information System Web Based Officer Tools, and Military Incentive Tracking, Accounting and Payment System. It will incorporate a "turbo-tax" type forms solution and incorporate biometric personal identification, eliminating the requirement for a "wet" signature. In addition, Release II will include functionality not executed under Release I due to funding constraints. The system moves the organization from antiquated business processes (hardcopies, fax, manual data exchange) into a real-time, end-to-end connectivity across the enterprise. It also sets the groundwork for the "mobile recruiter" initiative outlined in the Recruiter of the Future 2020 initiative as well as the NTF Authoritative Data Environment. Both, the NTF Flag and Working Groups, recognized the vast significance this initiative will have on the N1 Enterprise and signified the need to keep the project on track. INTEGRATED PERSONNEL AND PAY SYSTEMS - NAVY (IPPS-N): Beginning in FY13 efforts previously identified for the Future Personnel and Pay Solution (FPPS) program were moved under BUPERS IT modernization. During POM 14, all of the FY14 IPPS-N funds were separated into the various systems components, therefore there are no FY14 dollars associated with IPPS-N in FY14. These componenet systems are now identified as Learning Management System -Distance Learning (LMS-DL), My Navy Portal (MNP), Total Force Manpower Management System (TFMMS), Navy Manpower Requirements System (NMRS), Navy Recruiting Information System (NRIS), and Reserve Headquarters System (RHS). IPPS-N funding supports design, development and modernization efforts. The integrated personnel and pay system mission is to develop economical and efficient solutions allowing the Navy to respond rapidly to warfighter personnel and pay information needs. IPPS-N will be developed in a series of increments. The capabilities have been identified to cover the end-to-end hire-to-retire processes. The first increment will consist of the capabilities defined as separations and retirements. Increments two and three have not been determined at this point as to what capabilities within the hire-to-retire processes will be bundled together to make up the increment. The following programmed activities support the integrated personnel/pay system mission: a. Analyze and develop risk reduction activities b. Analyze interfaces, data, and reports between current core Human Resources Personnel functions, Navy Standard Integrated Personnel System, and other Government-Off-the-Shelf solutions c. Continue development and management of prototype lab environment LEARNING MANAGEMENT SYSTEM - DISTANCE LEARNING (LMS-DL): The effort to modernize LMS-DL was initiated by the Enterprise Training Management Delivery System (ETMDS) RDT&E efforts and began in FY10. Effort continues in FY12 and FY14 (Phase II). ETMDS Phase II A (delivery order two) will improve LMS-DL capability by providing an improved technology based for the delivery of training. These additional ETMDS services will provide for the integration of curricula development, training and student management, and content management through the establishment of interfaces and process integration with Authoring Instructional Material (AIM), Corporate Enterprise Training Activity Resource System (CeTARS), and Atlas Pro learning management software. Phase II B (delivery order three) will provide for the following: 1) interface with secondary LMS such as Sakai to provide collaborative learning environment and classroom management capabilities, 2) the ability to download training content in a disconnected environment, with the completion data able to be uploaded later, 3) the ability to deliver content through mobile technologies that is device agnostic, using a mobile framework to display content to the learner on multiple-sized display screens and 4) the ability to deliver content to the learner by creating, de-confliction, prioritizing and scheduling learning event plans, supported by a learning management system and governed by learning event rules. MY NAVY PORTAL (MNP)Phase 2B: MNP is a web application providing 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 absorb the need for sailors to use various applications which cross multiple lines of business'. It will provide a set of technology services commonly used by sailor facing applications and will eliminate redundancy in the implementation of those services across the enterprise. 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 will be executed in multiple phases. The first of those phases (2a) will result in a comprehensive roadmap defining the activities planned for a subsequent phases System functions for MNP fall into 5 broad categories: 1. Identity and Access Management - 2. Information Architecture - 3. Content Management and Collaboration - Enables federation of content, knowledge management, communities of practice and collaboration sites and robust/intelligent search capabilities. 4. Application Integration and Aggregation 5. Service Delivery and Customer Relationship Management The external applications that are integrated into MNP will be a subset of two existing Systems of Systems, Navy Knowledge Online (NKO) and BUPERS Online (BOL). MNP is expected to support well over 1,250,000 users comprised of all USN active duty and reserve personnel, dependents, all DoN civilians, retirees, contractors and other specifically authorized personnel. MNP will also support a public site accessible to the general public (no login required). TOTAL FORCE MANPOWER MANAGEMENT SYSTEM (TFMMS): TFMMS is the Navy's authoritative source for manpower management. The current capability to generate the authoritative, enterprise-wide, naval manpower information products, including Activity Manpower Documents (AMD), total force positions, manpower resource controls, and organizational structure is based on an outdated, non standard, force structure definition with limited access to a mainframe classified environment. TFMMS modernization will establish a modernized web based system that can be accessed via a classified and unclassified environment providing increased access, modernized manpower processes, and improved cyber defense. This implementation will be done in two phases. Phase 1 will modernize the existing manpower functionality. Phase II (currently unfunded) will implement additional capabilities that will be identified during the requirements phase. The change in capability fundamentally impacts the speed and cost effectiveness of achieving Navy readiness by delivering the manpower activity manpower documents and information based on standard force structure and timely analysis that promotes efficiencies in all downstream processes including recruiting and accessions, distribution, and workforce development. Phase I will begin in FY2014 to include Business Process Reengineering and detailed requirements documents including the development of System Subsystem Specification (SSS), System Requirements Specification (SRS), and supporting architecture documentation NAVY MANPOWER REQUIREMENTS SYSTEM (NMRS): NMRS is a large-scale modeling providing quantitative and qualitative manpower planning. It determines requirements for varying workload under varying capabilities and conditions of readiness for each Navy activity (Ships and Squadrons). The Navy Manpower Requirements System is the Navy's authoritative source for generating manning requirements in support of missions, functions, and tasks of an Organization/Component. The existing legacy system is founded on an outdated, non-standard force structure definition that is decades old. NMRS modernization will establish a modernized business process and technology to manage manpower requirements determination. NAVY RECRUITING INFORMATION SYSTEM (NRIS): NRIS provides automated support of the management of recruiting information so that all levels of recruiting have timely and accurate real-time information for management decision support by consolidating NRC legacy application systems. The complete Navy Recruiting Information Systems Dev/Mod effort will incorporate Biometrics and paperless implementation across all line of business systems to gain additional efficiencies. FY14 funds support Electronic Signature Validation and the following functionality and scope: - RF2020 paperless processing objective - Biometric Signature will replace legal wet signature (process over 2M pages annually) - Workflow automatically route/process biometrically signed documents RESERVE HEADQUARTERS SYSTEM (RHS): RHS is a mission-critical system used in the data collection and dissemination process necessary for command and control of Selected Reserve (SELRES) mobilization. RHS supports the Navy Reserve functional areas of manpower, personnel, billet and unit management, mobilization management, personnel pay management, and training management. The system currently has an end of life in 2017 due to a lack of software vendor support which is required to remain compliant with NETWARCOM security policy. Although a portion of the functionality within RHS is targeted to migrate during the Navy Standard Integrated Personnel System (NSIPS) Modernization, a considerable amount of mission critical non personnel and pay functionality is not within scope of the NSIPS Modernization. Since RHS has an end of life issue, funding is required to conduct the software engineering necessary to develop, integrate, and deploy this orphan functionality. The two largest areas of orphan functionality include the following: - Unit Management: All Navy Reserve unit establishment and disestablishment is managed via the RHS online application. As units are established and disestablished, the RHS batch and interface processes send those changes to all interfacing systems that require the data including DJMS-RC and NSIPS. The RHS Unit Management application also allows for the updating of drill limits by UNIT for the following types of PAY drills: Inactive Duty for Training (IDT), Additional Training Period (ATP), Additional Flight Training Period (AFTP), and Reserve Management Period (RMP). When changes are made to drill limits on Navy Reserve Units in RHS, the RHS nightly batch processes generate the appropriate individual drill limit transactions to send to DJMS-RC and NSIPS for all of the reservists assigned to that unit. - Billet Management: The RHS application provides Billet Management functions for the Navy Reserve. When new billets are received from TFMMS, the RHS application provides CNRFC with the ability to "structure" or assign that billet to a Navy Reserve unit. The RHS application also processes Billet changes from TFMMS and applies those to the existing billets in RHS. As billet changes are received and new billets are structured, the RHS application sends those changes to all interfacing systems that need the data including NSIPS and CMS-ID. The RHS online application also allows for the assignment of a navy reservist to a billet and sends proper transactions to all interfacing systems that require the data. ANALYSIS OF ALTERNATIVE/ECONOMIC ANALYSIS (AOA): As part of the IPPS-N strategy, the Navy plans to 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. RISK MANAGEMENT INITIATIVE (RMI: The Risk Management Information (RMI) program initiates transition of existing legacy and core safety programs and risk management systems, applications and data into a single Program of Record (POR). RMI capability consists of four distinct safety 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. The RMI initiative is new growth and legacy system funding will not be used as an off-set until full operational capability is achieved by RMI. The goal of this effort is to use an evolutionary, incremental approach to implement reengineered business processes, revert customizations back to core Commercial Off The Shelf (COTS) software, and consolidate five legacy stovepipe systems [Web-Enabled Safety System (WESS), Enterprise Safety Application Management Systems (ESAMS), Portsmouth Occupational Accident and Illness Reporting System (POAIRS), Explosives Safety Siting (ESS), Medical Mishap and Compensation (MMAC)] into a complementary and supportable RMI capability. RMI will provide modern Safety capabilities for the military (both active and reserve) component of the Navy Total Force, enabling agile responses to business rule changes, automation of routine actions, improve data integrity, and facilitate self-service for organizations and individuals. RMI development and modernization is a key part of the Navy's plan to address outdated Safety systems, capability gaps and Logistic Information Technology (IT) portfolio rationalization. To achieve this vision, the award of an Indefinite-Delivery Indefinite-Quantity (ID/IQ), single award contract with multiple pricing arrangements (cost-plus-fixed-fee; cost-plus-incentive-fee; firm fixed price; cost only) is planned. The first two capabilities to be acquired in FY14 are SIR and SPOE. Streamlined Incident Reporting will: - Provide a Single Point of Entry available to all Naval safety personnel reducing the inconsistencies introduced by dissimilar user organizations and systems. - Allow for off-net safety reporting that is accessible regardless of bandwidth - Provide built in logical workflow for reporting incidents (Initial Notification> Safety Investigation Reports > Endorsements> Final Reports> Action Items> Analysis> Lessons Learned) - Eliminate/reduce redundant information input -- Duplicative reporting unnecessary -- OPREPS serve as Initial Notifications and sent to Communities Of Interest -- All data from OPREP auto-populates all subsequent forms and reports - Provides an automated endorsing process with system-generated email reminders at defined intervals to ensure compliance of required actions, per OPNAVINST policies - Provide endorsers with evidence attachment functionality, which stores all necessary information in one place, and allows for archival with associated report - Inititiate the standardization of doctrine and policy for incident reporting by modifying OPNAVINST 3750 and 5102 instructions - Provide a single standardized source for incident reporting training and reduces the training costs associated with multiple systems. - Improve the collection of incident reporting data for analysis and risk reduction, supporting the development of a Navy culture of safety. The Single Point of Entry capability will improve existing legacy and core safety programs and risk management systems by providing an infrastructure solution that supports integration of RMI systems and data. The primary intent of the SPOE is to provide users with a single, common user interface to perform all safety functions regardless of user location (ashore or shipboard). The SPOE may leverage already supported PMW 240 portal technology to minimize the number of unique Navy portals to take advantage of training economies of using a known interface.

Open PDF

Document Details

Document Type: Project
Publication Date: Oct 01, 2014
Source ID: 2905_0605013N_5_1319_PB_2014

BUPERS IT

Abstract

Document Details

Tags

Readers

Technology Areas

Related Documents