Maximizing Human Potential To Meet The Army Mission

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Human Resources Integrated Process Team (HR IPT)
Update Carole Johnson/Carol Prater August
2003 West Region


Maximizing Human Potential To Meet The Army
Mission
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Outline

• HR IPT Directive Memorandum
• Tasks and Status
• Civilian Human Resources Agency
• CHRA Transition Planning
• MOU and OPCON
• Army HR Environment
• Modernization Update

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Directive Memorandum

• Secretary of the Army and Chief of Staff signed
  HRIPT Final Report Directive MemorandumFebruary
  21, 2003
• 14 of 17 tasks involve civilian HR
• 3 of the tasks assigned to Carole Johnson/Carol
  Prater
• Ms. Throckmorton is PERSCOM Executive Agent/Lead
  (for MG Anderson, PERSCOM) to ensure
  accomplishment/resolution of all directed tasks.
• AAA oversight with recurring reporting
  requirements.

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Summary as of July 31, 2003Indicates CHR
involvement
Task Action Suspense Status
1. Merge PERSCOM/ARPERSCOM..(3 Mar
03)..2 Oct 03 2. plan to transfer C2 of
CPOCMA to HRC5 Jan 04 3.
Consolidate CTED and CPFA into CPOCMA1
Oct 03 4. Provide a recommendation on
alignment of USAMAA.8 Sep 03 5. Transfer
G-1 operational missions to HRC and CPOCMA1
Oct 03 6. Re-engineer core functions and
processes of the new HRC...30 Sep 04 7.
Submit final recommendations for the HRC
stationing plan..8 Sep 03 8. Align CPOCs
and CPACs under CPOCMA.30 Sep 03 9.
Plan to consolidate SES activities..
8 Sep 03 ?10. Submit a recommendation for
alignment of MILPOs..8 Sep 03 11.
Conduct analysis postal equipment
upgradesnone 12. Provide message
for the CSA to direct co-location of pers/pay.3
Mar 03 13. Establish centralized management of
civilian pay..5 Jan 04 14. Submit a plan
to realign worker's Compensation8 Sep
03 15. Recommend changes IAW ATLDP for HR
professionals30 Sep 03 16. Develop and
execute a detailed communication
plan..Continuous 17. Establish a Human
Resources Management Research /Studies Board.1
Oct 03
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Status of Task 8
Description of Task Align all CPAC and OCONUS
CPOCs under CPOCMA.

• Risk analysis/Justification Low
• Funding manpower transferIsolated issues
  working with MACOMS.
• OPCON definition/MOU MACOM issues/comments being
  addressed.

G
Task Overall Execution Status Green As of 20
August 2003
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HR Task 8 Realignment Actions
Action
Status
Coordination
Suspense
Comp
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HR Task 8 Realignment Actions
Action
Status
Coordination
Suspense
Comp
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Civilian Human Resources Integration

• Civilian Human Resources Agency
  Formerly CPOCMA
• CONUS and OCONUS CPOCs
• CPACs (World-wide)
• Includes NAF HROs and Independent HROs

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CHRAs Goals and Priorities

• Universal HR focus on true customer needs
• Simplify and standardize work processes
• Increase information and knowledge base for
  managers
• Automate to simplify
• Empower managers, employees, CHR professionals
• Build high performance team
• Human Resource Corps

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Civilian Human Resources Agency (Post HR-IPT)
Office of Director Director
Auth 7 Actual 3
Productivity Enhancement
Training Management
Systems Management
Resource Management
CPFA
Superdome Central
Auth 7 Actual 5
Auth 15 Actual 15
Auth42 Actual 42
Auth 9 Actual 11
Auth 12 Actual 11
Auth 5 Actual 3
Pacific
Europe
Korea
Army Benefits Center - Civilian and Thrift
Savings Plan - Military
CPOC Auth 54 CPAC Auth 36
CPOC Auth 193 CPAC Auth 129
CPOC Auth 68 CPAC Auth 45
FY04 Authorized Strength 2,868
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Civilian Human Resources Integration

• CPACs Report to Servicing Region Director
• Continue current relationship with
• customers
• Operational control by Garrison/Appropriate
• Commandermeans
• Day-to-Day Responsibility
• Rater for CPAC Chief
• Senior rater for some CPAC employees

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CHRA Transition Planning Approach

• CPACs 1200/CPOCs 1143 ratios were basis of
  determining transfer of spaces and employees
• All employees to realign if they are funded and
  doing CPAC work
• Use attrition to reduce to target strength during
  04/05
• Purify roles and responsibilities/implement IDEF
  decisions
• Non-HR work will not transfer
• Strengthen relationship of CPOC support team to
  customers
• Look for opportunities to enhance customer
  interaction
• Installation activities with regions
• Command with regional management agency

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MOU OPCON HighlightsRoles

• CHRA (formerly CPOCMA)
• Guidance
• Cross leveling
• Cultural changes
• Tools
• Standard practices
• Performance measurement Customer care
• CHRA policies/procedures
• Training

• Garrison Commander
• Day to day OPCON
• Rating responsibility for CPAC chief and senior
  rater for NAF HRO Chief
• Set work priorities
• Provide guidance on local service delivery issues

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MOU OPCON HighlightsRoles

• Regional Director
• Senior rater for CPAC Chief
• Selecting official for CPAC Chief
• Appointing authority for HR Region

• CPAC Chief
• Rates CPAC employees (including NAF)
• Selects CPAC employees

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Realignment Preparation

• Test in Pacific Region (Aug-Sep)
• CPOC/CPAC working groups
• Communications
• Processes
• Labor/MER
• Performance Standards

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Pacific Testing - HR IPT

• Purpose To evaluate the impact of HR IPT
  implementation on HR workflow and processes, to
  include developing recommendations for resolving
  projected issues/obstacles pertaining to
• Logistical Issues
• Policy Issues
• Foreign/Local National Considerations

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Parameters

• Test Period 1 Aug 03 - 4 Oct 03
• Test Locations
• CPOC, Fort Richardson, AK
• CPAC, Fort Richardson, AK
• CPAC, Fort Shafter, HI
• CPAC, Camp Zama, JP
• Weekly IPRs
• Test Assessment 17 Sep 03
• (Testing continues until Army-wide HR IPT
  Implementation)
• Brief CPOCMA Director/Asst G-1 for CPP 24 Sep
  03

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Uncharted Territory

• Migration into DIMHRS
• Collocation of benefits centers
• Location of HRC
• USAMAA to validate appropriate staffing levels
• Impact of classification reviews
• The Big UFR
• Effect of NSPS on overall structure

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The Road Ahead Conceptual Approach/Timelines
USAMAA
MILPOs
CFSC
CPACs C2
LEAVING MACOMS
CPACs
CPOCs
ENVISION ONE HR COMMAND
HR COMMAND
CPOCMA
PERSCOM
PERSCOM
ARNG
AR-
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Questions?
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