BUPERS IT

Abstract

My Navy Human Resources (HR) Transformation - formerly known as Manpower, Personnel, Training & Education (MPT&E) Transformation -- will change how HR services are provided throughout a Sailor's entire "Hire-to-Retire" lifecycle and improve fleet combat readiness. By streamlining processes and systems, MyNavy HR will improve the speed, accuracy, and quality of personnel and pay services, better positioning the Navy to equip and manage its people. This effort is the linchpin of the Navy's MPT&E Business IT Transformation strategy that stems from the decision to invest in programs that directly align with the Sailor 2025 vision. The current 70-year-old business processes and 40-year-old obsolete IT systems will not sustain Fleet anticipated growth and is neither cost efficient nor effective. MyNavy HR involves revolutionary change by using agile delivery model to the greatest extent possible to implement business IT products using the Industry Best Practices Model (e.g., early investment for largest ROI, rapid prototyping, and vanilla COTS products usage.) MyNavy HR is a fully integrated portfolio of IT Systems segmented by MyNavy HR Core (Navy Personnel and Pay (NP2); Learning Stack (LS) and the Customer Relationship Management (CRM) Solution) and Infrastructure Platforms (Single Point of Entry (SPOE) and Authoritative Data Warehouse (ADE)). This portfolio of systems serves as the cornerstone of the OPNAV N1 MyNavy HR strategy. The impetus for building an adaptive family of systems is gearing MyNavy HR Transformation towards customer needs. The traditional waterfall delivery methodology of IT goods and services cannot meet the emergent requirements evolving from shortened technical obsolescence. Thus, MyNavy HR Transformation will employ an Agile delivery method that is highly structured, with a repeatable software development approach designed to quickly deliver usable capability to the end user. These capabilities are packaged as Minimum Viable Products (MVPs) which are routinely delivered to the customer for their use and evaluation. Favorably received MVPs are subsequently refined and integrated into a production baseline. Rapidly integrating a family of systems using an agile methodology necessitates an overarching system integrator and coordinator to ingest pilots and prototypes into a technical baseline. The Transformation Portfolio Coordinator & Production (TPC&P) contract is an IDIQ contract that will deliver a family of systems in support of MyNavy HR. This contract will provide the Global Design & Strategic Planning to baseline the "55 to 1" global design and strategic technical execution plan and will articulate the "system of systems" baseline release. Additionally, pilots and prototypes that have reached sufficient maturity will be integrated and deployed into the production baseline under this contract, as well as, sustainment of the production baseline. NAVY PERSONNEL AND PAY (NP2) A 2015 analysis of alternatives for integration of personnel and pay capabilities recommended the use of Oracle PeopleSoft 9.2 with Global Payroll for achieving the Navy's Personnel and Pay IT needs. Follow-on analysis conducted as part of the MPT&E transformation efforts in 2016 and 2017 indicated that the most cost effective approach to achieving the Transformation goals of modernizing HR Business System IT consistent with industry best practices was de-customization of the Navy Standard Integrated Personnel System (NSIPS) which uses Oracle PeopleSoft as its core technology, integration with Global Payroll, use of General Ledger to maximize auditability and accounting functions and hosting of the integrated solution. Navy Personnel and Pay (NP2) will sustain and develop the core system of systems architecture; executing pilot programs and iterative development of capabilities for Navy's MyNavy HR Transformation. The NP2 adapts and reengineers business processes to conform to the technical parameters of PeopleSoft 9.2 while integrating with the Direct to Treasury Pay Capability via Pay Modernization (Pay Mod). This combined effort will result in a vanilla Commercial Off the Shelf, cloud hosted, integrated personnel and pay solution that will provide the Navy with an IT system that is modern, highly automated, auditable, and more efficient. Implementation of NP2 will result in several key benefits: 1. Improved accuracy and auditability of personnel and pay transactions. 2. Treasury Direct Disbursing eliminating Navy reliance on the Defense Joint Military Pay System. 3. Improved permeability of Active and Reserve Components to improve accuracy and eliminate delays in pay processing when a member moves between components. 4. Increased automation of common personnel and pay transactions 5. Integration of functionality currently spread across 55 different adhoc and outdated HR Business Systems. LEARNING STACK (LS) Learning Stack supports Ready Relevant Learning (RRL), 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. This will modernize program of instruction content that meets Fleet-validated learning needs, to improve Sailor performance and enhance mission readiness. 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. As part of the Transformation 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 to ensure every Sailor receives the appropriate level of training at the real world point of need to support assigned taskings; 2. Synchronization of work requirements with learning modules to ensure proper training delivery 3. Leverage cloud-hosted curriculum to optimize the speed of updates to Navy training content The learning management tools 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 MyNavy HR mobility efforts, gaming and simulation technology as it is brought on-line. Learning Stack 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. SINGLE POINT OF ENTRY (SPOE) SPOE is an information management concept that provides an intuitive self-service capability for Sailors to view and manage personnel and career information, providing Sailors with access to information including learning content, HR applications, and career business processes. SPOE will be the user-facing capability, enabling the MyNavy Career Center (MNCC), linking Sailors to modernized personnel and pay capabilities in NP2, providing Sailor training through the LS, and access to authoritative data, which holds their personnel and pay record information. SPOE consolidates Navy's Human HR portals, knowledge, and applications into a single, simplified user experience and will include processes and functionality, such as 1. Integration of capabilities, to include: My Navy Portal (MNP), Mobile Applications, CRM solution, and Identity Access Management (IdAM); 2. MNP A. Capability to have a low bandwidth version accessible to Sailors operating in a restricted bandwidth environment B. Ability to host and manage mobile applications through the Navy App Locker C. Provide Mobile application management suite/platform 3. IdAM A. Provide authentication, authorization, and single sign on capability for access to the objective My Navy HR capability AUTHORITATIVE DATA ENVIRONMENT (ADE) The Authoritative Data Environment (ADE) is an enterprise information management system that will migrate the existing legacy data warehouses into a central data repository that is composed of a data warehouse, data lake, data management tools and an Application Program Interface (API) Layer. ADE will provide an authoritative data sharing framework, leveraging scalable and interoperable technologies as well as business intelligence and data analytic capabilities. ADE will need to interface and integrate with SPOE and all MyNavy HR transactional and business systems, including enabling 'plug & play' of new services, technologies, and system capabilities. Some of the key principles of ADE include: 1. Flexible architecture and scalable design. 2. Data Governance to produce authoritative, cleansed, conformed, consolidated, and calculated data. 3. Data Access to specified users. 4. Master Data Management (core elements, metadata tagging, business rules, standards, metrics, and tools). 5. Data analytics and business intelligence (descriptive, prescriptive, and predictive). 6. Identification, development, and maintenance of enterprise data policies. CUSTOMER RELATIONSHIP MANAGEMENT (CRM) solution is part of the MyNavy HR Core IT System that will integrate business processes, supporting systems, and authoritative data in support of Navy Personnel Command's (NPC's) MNCC (My Navy Career Center), Navy Recruiting Command (NRC), Navy Education & Training Command (NETC), and other commands that manage the Navy workforce. The CRM solution will provide an approach to manage information on current and future Sailors, veterans, and their families. The CRM solution is organized into the following main segments: 1. Sales Management - recording all stages of the prospecting process to include contact management, leads tracking, forecasting and initial processing. 2. Knowledge Management - providing the tools for identifying, capturing, evaluating, retrieving, and sharing information assets. 3. Case Management - supporting the automation of processes to formulate opinions, approvals, and fulfillment of case related requests. 4. Performance Management- supporting the performance of Navy Sailors. 5. CRM capabilities can provide several functions in support of the Navy's recruiting needs, to include: A. Provide personally identifiable information (PII) in a commercial cloud platform. B. Provide ability for users to access mobile platforms. C. Meet Navy Cybersecurity requirements to protect Impact Level (IL) 4 data and will achieve an Authority to Operate (ATO) from the Navy Authorizing Official (NAO). D. Support non-recruiting activities and address case management and knowledge management. Case management functionality supports tracking incidents, and knowledge management provides for sharing and collaborating across various business areas. RISK MANAGEMENT INFORMATION (RMI) (Not part of MyNavy HR Transformation) Beginning in FY21 funding associated with Risk Management Information (RMI) has been realigned to Program Element (PE) 0608013N / Project 2901.

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Document Type: Project
Publication Date: Oct 01, 2021
Source ID: 2905_0605013N_5_1319_PB_2021

BUPERS IT

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