Road Map to Success

1
Road Map to Success
Jerry LohfinkDirector, National Finance Center
2
2007 Customer Forum

• Welcome
• Agenda
• NFC Strategic Direction

3
2007 Customer Forum

• Welcome
• Agenda
• NFC Strategic Direction

4
Agenda

• Tuesday Morning
• NFC Strategic Plan
• Introduction to the Retirement System
  Modernization effort
• Human Resources Line of Business
• Payroll/Personnel System
• Customer Relationship Management
• Data Center Update
• Value Proposition

5
Agenda

• Tuesday Afternoon
• Customer Service Initiatives
• Preparing for the Retirement Systems
  Modernization
• Security Entry Tracking

6
Agenda

• Wednesday
• EmpowHR
• Human Resources Services
• Employee Personal Page/Employee Self-Service
• Time and Attendance (STAR and webTA)
• Reporting Center
• EPIC Web

7
Agenda

• Thursday
• EmpowHR
• Security Officers (Lincoln Room)
• Human Resources Services
• Employee Personal Page/Employee Self-Service
• Time and Attendance (STAR and webTA)
• Reporting Center
• EPIC Web

8
2007 Customer Forum

• Welcome
• Agenda
• NFC Strategic Direction

9
Strategic Imperatives - 2002

• Payroll
• Successfully compete to become an ePayroll
  Provider
• Grow payroll count from 435,000 to 550,000
• Limit payroll unit cost growth to 50 of
  inflation
• Move all customer applications to Web-deploy
  (Geaux Web)

10
Strategic Imperatives - 2002

• Payroll
• Examine alternatives for FOCUS and TARE
• Complete implementation and expand employee
  self-service
• Complete roll-out of Reporting Center
• Implement and operate CLER
• Explore alternative funding sources for PayEngine

11
Strategic Imperative - 2002

• Data Center
• Reduce risk of data center being in prime
  hurricane area
• Develop a total cost of ownership model and
  become competitive with top 15 Federal and top
  30 commercial
• Restructure to bring greater focus on Cyber
  Security issues

12
Strategic Imperatives - 2002

• Others
• Expand PKI and reassess market viability within 3
  years
• Assess business case for COTS HR
• Assess long-term viability of continuing services
  for FRTIB
• Examine alternatives for Travel System
• Improve Disaster Recovery capability and meet all
  continuity requirements as demonstrated through
  testing
• Assess alternatives for COOP sites
• Rollout Ethics reporting capability for USDA

13
Commercial Break

• Denver Data Center Pre-Cutover Testing
• Testing is scheduled for August 4-5 and 18-19
• TESTING IS CRITICAL!

Philly
Production
Customer Site
14
Commercial Break

• Denver Data Center Pre-Cutover Testing
• Testing is scheduled for August 4-5 and 18-19
• TESTING IS CRITICAL!

Philly
Denver
Testing
Production
Customer Site
August 4 - 5 and 18 - 19
15
Commercial Break

• Denver Data Center Pre-Cutover Testing
• Testing is scheduled for August 4-5 and 18-19
• TESTING IS CRITICAL!

NOT GOOD!
Philly
Denver
Production
Testing
Customer Site
MAKE SURE YOU KNOW TO WHERE YOU ARE CONNECTING
16
Commercial Break

• Denver Data Center Pre-Cutover Testing
• Testing is scheduled for August 4-5 and 18-19
• TESTING IS CRITICAL!

Philly
Denver
Production
Testing
Customer Site
C.W. Huff or Ruth Smythe at 504-426-2651/2606
17
Strategic Imperatives for 2008 and Beyond

• Expand value of human resources line of business
  services to customer agencies
• Expand system functionality
• Expand service capability
• Achieve greater economies and efficiencies

18
Current State

1. HR Strategy
2. Organization Position Management
HRIS supports documentation and use of structures
for processing and reporting
3. Staff Acquisition
Operations performs candidate sourcing and
on-boarding.
HRIS supports documentation of standards and
records performance of record.
4. Performance Management
HRIS supports HR, TA, and Pay transactions
processing, reporting, and recordkeeping.
Operational services serve as customer extension
to process transactions, perform back-office
functions, etc.
5. Compensation Management
19
Current State

HRIS processes benefit transactions. Operations
processes benefit actions.
6. Benefits Administration
7. Human Resources Development
HRIS provides reporting in support of program
operation and evaluation.
8. Employee Relations
9. Labor Relations
10. Separation Management
HRIS processes retirement package to OPM.
11. EEO Complaint Processing
Manages employee complaints through agency
decision.
20
Future State
Strategic business partners will provide
environmental analyses, strategy development,
policy review and development, conduct workforce
analysis and planning, perform succession
planning and provide HR consultation.

1. HR Strategy
2. Organization Position Management
HRIS supports development, documentation and use
of structures. Consulting support will assist
from strategic tactical perspectives.
HRIS supports staffing plan, sourcing candidates,
candidate evaluation, on-boarding, security
clearance processing, and HSPD-12. Operations
support acquisition strategy, candidate sourcing,
evaluation, on-boarding, and security clearance
processing.
3. Staff Acquisition
HRIS supports collaborative development of
standards, performance, and records performance
of record. Operations supports performance
management strategy, program development, and
evaluation.
4. Performance Management
HRIS supports HR, TA, and Pay transactions
processing, reporting, and recordkeeping.
Operations support administration and operation
of bonus and award programs and services serve as
customer extension to process transactions,
perform back-office functions, etc.
5. Compensation Management
21
Future State
HRIS processes benefit transactions. Operations
supports development and operation of benefit
programs and processes benefit actions.

6. Benefits Administration
HRIS records development activities, workforce
assessments, IDP development, and provides
reporting in support of program operation and
evaluation. Operations supports development
strategy, workforce assessments, and program
evaluation.
7. Human Resources Development
8. Employee Relations
HRIS offers case management capability.
9. Labor Relations
HRIS offers case management capability.
10. Separation Management
HRIS processes retirement package to RSM.
11. EEO Complaint Processing
Case management system to support management of
employee complaints through agency decision.
22
Expand Value of Human Resource Line of Business

• HRIS
• External integration (staffing classification)
• PeopleSoft 9.0, including staffing modules
• PeopleSoft 9.x, including performance
• Integration with development suppliers
• Case Management
• Payroll module replacement
• Other functionality as needed by customers

23
Future State

• Achieve next generation of PayEngine
• More responsive to change and flexibility
• Business rule-based
• Tighter integration with HR systems
• Achieve new economies and opportunities for
  efficiency

24
Achieve Next Generation of PayEngine

• Key Milestones
• Develop funding strategy
• Detailed project plan and establish customer
  teams
• Acquisition
• Implementation
• Testing Migrations
• Sunset PPS

25
Strategic Imperatives for 2008 and Beyond

• Provide reliable, rigorous, and robust data
  center services
• Managed services, hosting, and DR/COOP
• Continue Total Cost of Ownership with more
  aggressive targets
• Achieve new economies and opportunities for
  efficiency

26
Strategic Imperatives for 2008 and Beyond

• Explore Software as a Service model with
  industry and customers
• Assess market interest in concept
• Broker customer interest and establish contract
  vehicles
• Reassess results and modify approach
• Periodically reexamine alternatives

27
Strategic Imperatives for 2008 and Beyond

• Achieve greater customer satisfaction with
  services
• Improve metrics capabilities
• Enrich employee development program and
  supplement skills
• Continually work on cultural alignment
• Enhance relationship management capabilities

28
Achieve Greater Customer Satisfaction

• Key Milestones
• Expand customer survey instruments
• Improve customer satisfaction capture and
  reporting tools
• Baseline employee knowledge and skill sets
• Develop targeted training and development
  opportunities
• Continually reassess employee capabilities
• Expand Reporting Center functionality
• Continue to expand SPPS functionality

29
Achieve Greater Customer Satisfaction

• Key Milestones
• Develop inventory of existing system limitations
  and develop approach to address each
• Revisit customer group structures and improve
• Reestablish automation in call centers
• Continue overhaul of billing algorithm to
  increase rate responsiveness
• Explore alternatives to supplement staff
  performing modifications for customers
• Update Knowledge Base

30
Strategic Imperatives for 2008 and Beyond

• Achieve a risk level greater than 4 in risk
  management maturity
• Goal Complete assessment and action plan by
  mid-2008
• Goal Achieve level 3 by mid-2010
• Goal Achieve level 4 by end of 2012

31
2007 Customer Forum

• Q A Before Lunch!

32
2007 Customer Forum

• THANKS!