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AgendaAgenda
Project Status Update Planning and Assessment Phase Current Highlights Agency Status Challenges
Release Scope Overview Business Architecture Self Service Pilot
Interfaces and Reports
Technical Architecture and Access Conversion and Data Clean-up Testing Approach
The Next 3 Months
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Project Status Update – Project Status Update – Planning and Assessment PhasePlanning and Assessment Phase
Planning and Assessment Phase Successfully Completed On-time 14 Conference Room Pilot sessions conducted 11 interface requirements sessions conducted 29 agencies participated 400+ State HR/payroll professionals attended 3 separate 1 day Conference Room Pilot
Review sessions 350+ State HR/payroll professionals attended 1 of 6 Release 1 Scope Overview Sessions Technical development environment established Agency Deployment Strategy established providing 15 agency readiness staff and over 65
agency change agents
Results 0 software modifications required Confirmation that software can handle Civil Service and Collective Bargaining changes Reduced number of reporting requirements from over 900 to 132 47 interfaces necessary to support Release 1 of HRMS implementation 115 conversion modules necessary to support Release 1 of HRMS implementation
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Status Update -Status Update -Current HighlightsCurrent Highlights
Release 1 configuration and test planning – on schedule
~15 FTEs working on configuration …
– Payroll – wage types, tax data, garnishments, 3rd party remittance, etc.
– Time management – work schedules, absence types, attendance types, etc.
– HR – enterprise structure, action types, organizational hierarchy, etc.
– Financial – chart of accounts structure
Another ~3-4 FTEs working on test planning and preparation
Interface and data conversion – 2.5 weeks behind schedule
~20+ FTEs working on functional design (i.e. interface specs, mapping rules)
Current resource plan forecasts that we’ll be caught up by mid-June
Developing training plans and materials – on schedule
3 on-site FTEs and off-site development center working on training logistics, materials and on-line help tools
(Continued on next slide)
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Status Update -Status Update -Current HighlightsCurrent Highlights
Business Warehouse – on schedule
10+ FTEs working on confirming Release 1 requirements analysis and design
Design of business warehouse extracts in-process
Technical Architecture – on schedule
10+ FTEs working on the production environment design and build-out
Continuing agency outreach efforts – on schedule
15+ FTEs providing one-on-one meetings with agencies, helping
resolve agency issues, supporting workshops, etc.
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Status Update - Status Update - Agency Readiness StatusAgency Readiness Status
Agency Readiness Assessment Scores
Score Definition Feb Mar Apr +90% 31 77 73 Done
75 – 90% 3 4 4 Need follow-up
<75% 2 3 7 Requires Attention
Scoring Weights and Sample questions from the April Readiness Assessment
Leadership (100% of overall score) Your Change Agent or representative
has communicated key Washington Works project initiatives information to appropriate people in the agency? – 20%
Your Change Agent attended the March Change Agent meeting and plans to attend the April CA meetings? – 20%
Your Director and/or Deputy Director attended the April Washington Works meeting? – 20%
Have you identified participants for the HRMS Scope Overview Presentation. – 40%
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Status Update – Status Update – ChallengesChallenges
Challenges We Are Now Focused On
Closing the 2.5 week schedule variance Providing ample turn-around time for
agencies on interfaces and data clean-up Providing access to historical data Identifying the number of agency testers
and trainers Interfacing to DOP’s mainframe
applications (DRS, HCA, etc.) Ensuring adequate knowledge transfer Planning a self service pilot that ‘tests the
waters’ without increasing the project’s risk profile
Challenges on the Horizon
Securing agency help on testing and training
Helping agencies identify the impact of Release 1 on internal reporting
Supporting agency data clean-up efforts
Impact of Release 1 functionality on forms, procedures and workflow
Getting a jump start on Release 2 without sacrificing the success of Release 1 deployment
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Release 1 Business ArchitectureRelease 1 Business Architecture
Key Observations
Minimal Process Change Create a flexible foundation for change but retain the fundamentals of personnel and payroll
processing
Increase data capture leading to more accurate data, more effective reporting and more training of end users
Working with Civil Service Reform team to begin set-up of the first batch of envisioned job classification changes
Agency Collaboration We are building agency collaboration into the detailed design and configuration of the system
Our Agency Design Review Group will provide design review responsibilities during configuration
While most of the Release 1 configuration is pulled from Pay/1, we have pulled agency specific data through surveys
System test will represent agencies’ main opportunity to understand/verify how SAP is configured
Areas of Significant Agency Impact Time Management – some agencies may need to change their positive time reporting strategies
Financial Reporting – depending on the SAP chart-of-accounts structure, some agencies’ financial reporting and reconciliation procedures might change
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Business Architecture: Business Architecture: What You Get in ReleaseWhat You Get in Release 1 1
Personnel Administration Each employee will get a single, unique Personnel Number that stays with them
forever.
Employee information is entered, tracked, and updated in a series of screens (Infotypes) supporting personnel management (hiring, separation, promotions, etc.).
Payroll Includes all calculations needed to process payroll:
Identifies gross pay, gross to net, and deduction and benefit processing
Applies state/agency-specific rules to determine wages that can be garnished, pay subject to taxes, and wages subject to retirement deductions
Supports warrant printing and direct deposit processing, vendor payments, and the transfer of funds to the financial system for AFRS reporting
Supports all requirements for federal payroll reporting and will be configured to be compliant with applicable state statutes, etc.
1st of 3 slides
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Time Management Processes time reporting the same as PAY1 Processes existing payroll and leave feeds Supports the recording of time events and transfer to the payroll module Allows hours to be loaded by activity or applied to a specific cost center CATS online timesheet available as electronic timesheet
Benefits Administration Limited implementation to support benefit deduction interfaces Integration of payroll deductions to State benefit agencies (Health Care Authority,
Department of Retirement Systems)
Organizational Management This functionality was not available in PAY1. Provides a more flexible way to set-up reporting and information distribution
structures within an organization to meet the needs of small or larger agencies.
Business Architecture: Business Architecture: What You Get in Release 1What You Get in Release 1
2nd of 3 slides
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Business Architecture: Business Architecture: What You Get in Release 1What You Get in Release 1
Compensation Administration Allows agencies to plan and administer compensation adjustments and defines pay
scales and salary structures for jobs and positions
Allows HR staff to manage new and more innovative reward strategies, including performance and competency-based pay, variable pay plans, and long-term incentives
Allows for easy comparative analysis of compensation packages using internal and external data
Workforce Cost Planning Allows HR professionals to do all work-force cost-planning tasks online, instead of
using manual processes as is done today
Provides HR executives with improved planning accuracy, access to a broad foundation of data, flexible decision support, and continuous monitoring of actual performance relative to plans
3rd of 3 slides
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Self Service Self Service What to Expect in Releases 1-3What to Expect in Releases 1-3
Release 1 – Start Small Limited pilot to introduce inquiry and limited transaction capabilities Controlled environment – designated, manageable user base Minimize disruption to participating agency workflow
Release 2 – Scale Fast First major self service capabilities introduced with Release 2 (e.g. e-Recruitment)
and integration with DOP’s eLearning solution Roll-out of Release 1 employee self service capabilities statewide Introduction of Release 1 manager self service capabilities statewide Introduction of some limited automated workflow capabilities
Release 3 – Finish Strong Additional self service capabilities introduced – improvements to CATS time sheet Expansion of Release 1 employee and manager self service capabilities
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Self Service Self Service The Release 1 PilotThe Release 1 Pilot
Objectives Determine ease of implementation
Identify any special requirements to implement and/or maintain
Understand training support required
Understand user acceptance/usage patterns
Identify opportunities to add value
What capabilities matter most to the end user
What does agency demand look like
Understand agency workflow implications
What does self service do to agency work flow
How does self service affect DOP’s service delivery
Timing - 1 month after ‘Go Live’ Allow participating agencies to become familiar with HRMS before self
service goes live
1st of 2 slides
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Self ServiceSelf ServiceThe Release 1 PilotThe Release 1 Pilot
Scope - Employee Self Service Only View only recommendations
Leave Balances Paycheck data (comparable to pay stub)Possibly others
Update recommendationsHome Address Work Phone
Who Will Participate Limited number of agencies that demonstrate
Strong desire to participateTechnical infrastructure in-placeHistory of using self service in other applicationsAbility to provide the resources to help support roll-out and trainingA controllable environment
8 agencies have expressed interest
2nd of 2 slides
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InterfacesInterfaces
$
Bank
BenefitsHR Administration
Organization Management
Time Management
Compensation Management
Payroll
HRMS – Release 1
Agency Time/Leave
Feed
Generic In-bound Time Feed
DRS & HCA
$
$
AFRS & vendors
Benefits Enrollment
HRISD Legacy Systems
$$
OST
Business Warehouse
Generic Payroll Feed,Leave Feed
Pre—defined Reports
Ad-hoc Reports & Extracts
Agency Management Reporting Systems
Agency InternalSystems
Agency InternalSystems
Vendors
DeductionsIn-bound
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InterfacesInterfaces
Key Observations Agency Turn-around Time
Our goal – to get your teams the functional specifications by mid-June Your IT deployment team members should begin design of internal system modifications before the
end of June Agencies need to be in a position to begin end-to-end interface system testing in late
August/September Agency Collaboration
We are building agency collaboration into the functional design However, we will likely need to prioritize the agencies we need to engage for each interface We expect a volume of questions and concerns to come through the change agents
Strategies You May Want to Consider #1 – Insulate internal systems from the interface by mapping the new interface to the old file layout #2 – Plug the new interface into your internal systems but focus only on the data you need #3 – Reassess how the new interface could enhance internal systems through new data capture
Issues The impact of Group 1 and Group 2 on statewide interfaces The role of the Pay/1, current data warehouse and FOCUS in supporting interfaces The ‘cross walk’ between new system and legacy system values (org code, position numbers, etc.)
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InterfacesInterfacesDevelopment ProcessDevelopment Process
Approve work to begin
Agency Reviews (meet with representative agencies to confirm requirements.)
Draft Functional Design
HRMS Team Reviews
Agency Follow-ups (as needed)
HRMS Lead Signs Off Functional Design
Publish Functional Design to Agencies
Document Technical Design
Analyze & Design for Agency IT impacts
Build & Unit Test
Build & Implement IT modifications
HRMS Lead Sign-off on Unit Test
System Testing
Prepare for System Testing
System Testing
Go LiveProject Activities
Agency Involvement
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Week of 5/24/04 Week of 5/31/04 Week of 6/7/04Time and Leave (ID #1)
Deductions – Inbound (ID #16)
Org Codes, Attendance Units (ID #17)
PAY1 (ID # 20)
Retirement JV (ID #21)
DCP Transmittal (ID #22)
Report Only Leave (ID #23)
Job Classes (ID #25)
Pay Codes (ID #28)
Pay Ranges (ID #30)
Work Force Data (ID #32)
Medical Aid Rate Updates (ID #27)
Deductions – Outbound (ID #34)
Multi-Factor Analysis (ID #45)
OSTWAR (ID #3)
Register Control (ID #4)
Warrant Print (ID #5)
OST Transmittal Register (ID #6)
Payroll Accounting Detail (ID # 7)
Leave Summary (ID # 8)
Employee Data (ID # 9)
Position Data (ID # 10)
Payroll Detail (ID # 11)
Deductions – Inbound (ID #16)
Data Entry Activity Transaction (ID #24)
Deductions – Outbound (ID #34)
Appointment Account Code – Inbound (ID #38)
Position Account Code – Inbound (ID # 39)
Retirement Work List (ID # 46)
AFRS (ID #2)
OFM Contra Fund (ID # 12)
OFM Program Indexes (ID #13)
Account Code Verification (ID #14)
Salary Projection System (ID #15)
Deductions – Inbound (ID #16)
Deductions – Outbound (ID #34)
Vendor Payments (ID #40)
OFM Voucher Payment System (ID #41)
Terminated/Leave Union Deductions (ID #44)
InterfacesInterfacesFunctional Design TimetableFunctional Design Timetable
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Key Observations Scoping Approach
Primary sources analyzed – existing Pay/1 reports, agency unique requirements survey, existing SAP reports, business process designs, and current data warehouse requirements
132 existing personnel and payroll requirements identified
Primary focus was to ‘not recreate the wheel,’ leveraging existing SAP reports wherever possible
Push as much reporting through the business warehouse as possible
All reports prioritized based on importance and usage
Decentralize report distribution/delivery to the agency
Tools Business warehouse – predefined reports and SAP’s ad-hoc report designer
Core SAP - Some preexisting reports will also be delivered within the core SAP system
Other tools - Currently looking at how agencies can use other tools to access BW data (such as Crystal and Brio)
ReportsReports
1st of 2 slides
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ReportsReports
Delivery Mechanisms
Online
Printer (centralized or decentralized)
Downloadable to other applications (excel, access, etc.)
Implications
End-user ability to customize reports (sort, filter, change layout, add fields, etc.)
Instantaneous delivery of reports
Replacement of ad-hoc queries built by agencies off the current data warehouse
Need to find new SAP reports to meet current reporting needs (team will provide a x-ref)
Expanded set of SAP pre-defined reports available
Analytical reporting tools available
2nd of 2 slides
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Summary of Reports in Release 1Summary of Reports in Release 1
Modules SAP Delivered Reports
SAP Configured Reports
Custom Reports
Compensation 0 1 1
Organizational Management
3 2 9
Payroll 4 8 55
Personnel Administration
2 9 39
Time Management
2 0 6
Totals 11 20 110
In addition to the 132 release 1 reporting requirements, SAP provides the State of Washington with 100’s of additional HRMS delivered reports
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Timeframes for Reports Timeframes for Reports DevelopmentDevelopment
Activity Responsibility Target Dates
Design Functional
Technical
Agency Review
HRMS Team
Agencies
May – June 2004
Build Development
HRMS Team June – July 2004
Testing Phase Planning
Preparation
Agency Testing
HRMS Team
Agencies
July – November 2004
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Technical Architecture & AccessTechnical Architecture & Access
Key Observations
Design Principles Scalable, highly redundant environment Stringent performance standards/thorough performance testing before ‘go-live’ Flexibility for different agency computing environments Integration with statewide assets
Flexible Foundation for Varied Agency Computing Environments HRMS can provide end users the same functionality through SAP GUI or web browser, except for
ad-hoc query design The selection of what access method will be based on network capability/performance, power
users’ usage patterns (i.e. multiple sessions) and ad-hoc report development usage.
Agency Collaboration Agencies will be responsible for addressing infrastructure gaps, software installation on the
desktop (SAP GUI only), and ensuring connectivity for HRMS end users The project will provide detailed installation and testing instructions, as well as support agencies’
troubleshooting of infrastructure issues The project has outlined a timetable on preparing agencies’ infrastructure for HRMS. The key
dates to have all activities and testing concluded are Nov 2004 (Group 1) and February 2005 (Group 2)
Issues Currently troubleshooting SAP’s integration with Fortress
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Technical Architecture Technical Architecture Infrastructure Deployment ScheduleInfrastructure Deployment Schedule
Year 2004 2005
Month 1 2 3 4 5 6 7 8 9 10
11
12
1 2 3 4
Identify desktop/network requirements (completed)
Verify Agency Capability – all agencies (compare network and workstations to minimum HRMS requirements)
Address Capability Gaps – all agencies (agencies solve any infrastructure gaps identified above)
Prepare environments for Group 1 Agencies (agencies install client software for SAP GUI workstations)
Prepare environments for Group 2 Agencies (agencies install client software for SAP GUI workstations)
Perform Deployment Testing – Group 1 (agencies test connectivity, etc.)
Perform Deployment Testing – Group 2 (agencies test connectivity, etc.)
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HRMS Access MethodsHRMS Access Methods
SAP GUI (Graphical User Interface)
Web Browser
The proprietary SAP client for Windows workstations.
Operates like a “Thin Client” – the display is generated from the SAP server and sent to the GUI.
Requires a connection to the State Government Network (SGN)
Users can achieve a similar level of functionality as the SAP GUI through a standard web browser like Internet Explorer.
Screens look almost identical to SAP GUI screens
Requires a connection to either the SGN or the Fortress II Anonymous Authentication system (via the internet).
Two methods will be used to access HRMS:
Presentations to demonstrate and discuss the two access methods took place on May 19 and 20.
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HRMS Access MethodsHRMS Access Methods
This table shows how different types of users can access HRMS. “SGN” refers to users that are connected to the State Government Network.
User Type User Location User Tool
End User SGN or VPN to SGN SAP GUI or Web Browser
End User Non-SGN Web Browser
Self-Service User SGN Web Browser
Self-Service User Non-SGN Web Browser
ALL Home/Internet* Web Browser
*Agency policy will determine whether Self-Service and End Users have off-site access.
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Functionality Matrix for Functionality Matrix for Access MethodsAccess Methods
Functions SAP GUI Web Browser
User Types
Standard HR functions:
Payroll, Personnel Admin, Personnel Development
X X All HR/Payroll professionals
Employee & Manager Self-Service functionality
X All State employees
View pre-defined reports X X All HR, Payroll, Finance professionals
Create ad hoc reports X Business Warehouse power users
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HRMS Agency Desktop HRMS Agency Desktop RequirementsRequirements
Desktop requirements vary depending on the HRMS access method.
Access type Desktop Requirements
SAP GUI 6.2 • Windows 2000/XP• Internet Explorer 5.0 or higher• Hardware is dependant on the OS version – see
Technology Requirements document for details
Web Browser Internet Explorer 5.5 SP 2 or higher
In addition, any users who use report downloading functionality will require Microsoft Excel 97/2000/XP.
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HRMS Agency Network HRMS Agency Network RequirementsRequirements
SAP GUI Network Requirements: Web Browser Network Requirements:
A minimum 56 KB bandwidth line is required to the SGN. This may increase depending on:
Number of concurrent users at agency site
User activity level Access to server ports 32xx and 36xx
where xx is the SAP system number, most likely 00.
End Users will require a high-speed internet or SGN connection
Self-Service users may only require a 56 KB line, depending on their activity level
Web Browser generally uses over 100% more bandwidth than SAP GUI
Access to server ports 80 (HTTP) and 443 (HTTPS).
See “Technology Requirements” document for details:http://hrms.dop.wa.gov/hrmsdocs/Technology Requirements.doc
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Data Conversion and Data Clean-Data Conversion and Data Clean-upup
Key Observations
Data Mapping and Data Conversion Design Expected by early June 2004 Pay/1 is the primary source (except for personnel number which will come from the
current data warehouse) No conversion of historical data (Pay/1, Focus and the current data warehouse will
still be available) While most of the conversion will be automated, the conversion design will identify
manual conversion tasks The implications of ‘smart coding’ will be addressed in the data mapping rules Goal is to start system test (July 2004) with converted data
Mock Conversions Generate Data Clean-up Work Our Mock Conversions will trigger data clean-up effort We will produce data clean-up reports by agency The first mock conversion reports are expected in July We will conduct five mock conversions between now and Release 1 deployment
1st of 2 slides
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Tracking progress will be essential You’ll need a detailed tracking mechanism (i.e. excel) to track progress against the
clean-up reports
We will monitor overall agency progress on data clean-up through the readiness assessments
Order of Magnitude is currently unknown We’ll know the order of magnitude by agency in early July, just before the first agency
reports will be distributed
We will structure our team’s support based on this order of magnitude
Data Clean-up Approaches You May Want to Consider #1 – Conduct Your Own Internal Data Audit Now
#2 – Build a Separate, Dedicated Data Clean-up Team or
#3 - Leverage the Work Out Across Your User Base
2nd of 2 slides
Data Conversion and Data Clean-Data Conversion and Data Clean-upup
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Data Conversion and Data Clean-up: Data Conversion and Data Clean-up: Mock Conversion Schedule Mock Conversion Schedule
Five mock conversions are planned. The earlier mock conversions will be more technical in nature, whereas the later mock conversions will be as real as possible to simulate the actual conversion week(s).
Mock Conversion Date Planned Purpose
Mock 1 July 2004 Technical
Mock 2 August 2004 Functional, Performance
Mock 3 September 2004 Data for Parallel Test
Mock 4 October 2004 Full Employee Population–Group 1
Mock 5 January 2005 Full Employee Population–Group 2
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HRMS Test ApproachHRMS Test Approach
Balance of project team and end user testing Early and repeated use of mock conversion data End-to-end interface testing Separate testing environments Stage containment – ‘not taking modules until they are ready’ Parallel test of strategic data Acceptable performance test prior to Go-Live System Investigation Request (SIR) tracking – defects and issues found
during each stage of testing
Key Features
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Define & Manage Business Case
Gather User and Usability Reqmts.
Analyze System Reqmts.
Analyze System Quality Reqmts.
Design Application Architecture
Design Automated Processes
Generate and Code Work Units
Prepare and Perform Operational Readiness Test
Perform Deployment Test
Perform Parallel Test
Prepare and Execute System Test
Prepare and Execute Assembly Test
Prepare and Execute Unit Test
= Validation
= Flow of Work
= Verification
= Testing ( test that product meets specifications)
Release 1 Testing ApproachRelease 1 Testing Approach
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Application System TestApplication System Test
Definition: Application System Testing verifies the system as a whole and ensures the entire application meets specified functional and technical requirements.
Objective: Verify system meets functional and technical requirements. Scope: Scenario-driven scripts focusing on configuration, interfaces (end-
to-end testing), reports, conversion and user-entered data
Testers: HRMS project staff and representative agency staff. Schedule: Planning - April 2004
Preparation – June – July 2004Execution – July – November 2004
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Parallel TestParallel Test
Definition: Ensures that a representative subset of data is processed similarly by both the new and old applications for multiple business cycles. A population of 2000 employees has been will be used as the subset.
Objective: Ensure that the new system produces results that are consistent with the old system. Variances will be reconciled to ensure the difference is due to a planned change in processing rather than processing logic.
Scope: Gross pay, total deductions, total taxes, net pay and tax type will be validated for a selected subset of employees.
Testers: HRMS Project Staff and representative agency staff who have understanding of both systems.
Schedule: Planning - July 2004 Preparation – September 2004Execution – October – November 2004
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Deployment TestDeployment Test
Definition: Deployment test will provide an opportunity to execute all conversion programs against the full production database; the conversion environment will be sized appropriately. This stage allows for complete testing of the conversion process in a safe environment prior to the actual system conversion.
Objective: Functional product test cycles and conditions are executed against converted data to identify any conversion related processing issues. All discrepancies discovered would then be resolved and the programs will be re-tested until the results are accurate and the programs are ready for the final conversion stage.
Scope: Mock conversions will be performed to practice the tasks executed during the actual conversion and to verify that the tasks can be performed within a reasonable time frame.
Testers: HRMS Technical Team and Agency End Users. Schedule: June 2004 – December 2004
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The Next Three MonthsThe Next Three Months
Project Activities Configure SAP for Release 1 Conduct Interfaces Workshops Conduct Data Purification 2 Workshops Distribute Configuration Surveys Support Agency Data Cleansing Activities Develop Interfaces and Conversion Routines Complete Technical Architecture Design Develop Training Modules Assess Communications Effectiveness Review & Compile Readiness Report
Agency Activities Complete Configuration Surveys Attend Organizational Structure Workshop Attend Interfaces Workshops Attend Data Purification 2 Workshops Conduct Data Purification Activities Plan Interface Modifications
What systems are affectedWhat interfaces will be used
Complete Communication Survey Complete Readiness Self-Assessment
Key Business Outcomes: Project continues to build interfaces, reports, training, conversion pre. Agencies launch internal systems projects for HRMS interfaces.
May
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The Next Three MonthsThe Next Three Months
Project Activities Configure SAP for Release 1 Conduct Shadow Systems Strategies
Workshops Conduct Interfaces 2 Workshops Conduct Role Mapping & Security Workshops Conduct Business Warehouse Intro
Workshops Plan and Prepare Testing Schedule Prepare System Test Model Develop Training Modules Design System Security Review & Compile Readiness Report
Agency Activities Attend Shadow Systems Strategies
Workshops Attend Interfaces 2 Workshops Attend Role Mapping & Security Workshops Attend Business Warehouse Intro
Workshops Conduct Data Cleansing Activities Design HRMS Interfaces and Shadow
System Modifications Assign Security Access to Agency Users Complete Readiness Self-Assessment
Key Business Outcomes: Project develops detailed testing plan. Agencieslaunch internal systems projects for HRMS interfaces.
June
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The Next Three MonthsThe Next Three Months
Project Activities Run Mock Data Conversion #1 Launch system test Analyze and address results of Mock
Conversion #1 Conduct Data Cleansing Workshop #3 Provide Testing Approach Presentation Conduct End User Educations Forums Complete Readiness Self-Assessment Review and Compile Readiness Report Design Business Warehouse reports
Agency Activities Participate in system test (selected agency
personnel) Attend Data Purification Workshop #3 Continue data cleansing activities Map end-users to roles Complete HRMS security assignments Attend Testing Approach Presentation End User Educations Forums Attend Change Agent Meeting Complete Readiness Self-Assessment
Key Business Outcomes: Project Team launches system test for Release 1. Agencies internally test system modifications for interfaces
July