HRMS Implementation Project

HRMS ProjectHRMS ProjectUpdateUpdate

May 26, 2004May 26, 2004

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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.

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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

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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

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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

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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

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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

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ReportsReports

Delivery Mechanisms

Online

Printer (centralized or decentralized)

Downloadable to other applications (excel, access, etc.)

Email

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

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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

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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

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Questions?Questions?

??????Keep up-to-date on HRMS activities, technical requirements, and agency information releases. http://hrms.dop.wa.gov