DoD Enterprise Staffing Solution ESS Pilot Update

1
DoD Enterprise Staffing Solution (ESS) Pilot
Update

• Presenters AF ESS Pilot Working Group Members
• AF/A1XI, AFPOA, AFPC/DPIH, DPSOC, and DPSSC

2
Overview

• Background
• Pilot Plan Approach / Functionality
• DoD Accomplishments
• DoD / AF Workgroups
• AF Pilot Sites / Teams
• Pilot Status
• AF Accomplishments
• Next Steps
• ESS Staffing PSD Enabler
• Full Deployment Goals
• Parting Shots

3
BackgroundBusiness Drivers / Vision

• Resumix, DoDs enterprise staffing tool has
  out-lived its viability burning platform
• Government-wide mandates and Office of Personnel
  Management (OPM) initiatives
• DoD Lean Six Sigma Value Stream Analysis (VSA)
  recommended efficiencies (Jul 07)
• The vision for the DoD Enterprise Staffing
  Solution is to acquire and implement a state of
  the art automated solution that will provide
  robust staffing and recruitment functionality to
  meet Components staffing business processes.

4
Background Cont. Pilot Goals

• Pilot an automated enterprise-wide civilian HR
  staffing tool
• Phase-in functionality to support Entry-on-Duty
  (EOD) processes
• Deploy common staffing business processes across
  DoD
• Integrates with all DoD recruitment data systems
• Competitive with private industry
• Improves quality and timeliness
• Aligns with OMB, OPM, and DoD Civilian Human
  Capital initiatives
• Delivers competency based and multi-hurdle
  capability
• Delivers single / open continuous announcements
  and geographic location capability
• Enables the hiring of the right person, with the
  right skills,
• at the right time

5
Background Cont.Pilot Objectives

• Demonstrate a return on investment by using the
  Avue Digital Services (ADS) to the greatest
  extent possible
• Prepare DoD to drive enterprise-wide
  transformation of the entire hiring life-cycle /
  process recruiting thru EOD
• Test ADS ability to accomplish the recruitment
  for all DoD personnel systems and hiring
  authorities
• Ensure AF recruitment model is supported
• Provide leadership with an assessment of ADS for
  a go / no-go determination on full deployment
  DoD-wide

6
Pilot Plan ApproachHigh-Level

• Pilot Approach
• DoD baseline configuration established with
  Component-wide consensus
• Component-specific configurations will follow
  aligned to DoD baseline and common business
  processes
• End-to-End Recruitment, Staffing, and
  Entrance-on-Duty Processing
• Recruitment action initiated in ESS and
  interfaced to Core HR (DCPDS) and other
  applications to complete the process
• DCPDS remains system of record for Personnel
  Actions, Organizational Hierarchy, and Position
  Data

7
Pilot Plan Approach Cont.ESS Workflow
8
Key FunctionalityHuman Resources

• Creation of request replaces RPA checklist
• Auto posting to USAJOBs and up to 1500 other
  boards / sites
• Ability to create PDs and classify positions
• OPM classification standards loaded
• System auto classifies based on grade controlling
  info and creates evaluation
• Automated creation of initial job analysis,
  crediting plan, assessment questionnaire, and
  vacancy announcement
• Assessment criteria assists in ranking and rating
• Automated generation of referral certificates
• All tier 1 inquiries addressed by vendor
• On-line inprocessing forms phased in workflow
  for physicals, drug testing, and security

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Key Functionality Cont.Manager

• Creation of request form with auto population of
  position data
• Managers Dashboard
• Auto build of organizational chart including
  position and employee data
• Access to workforce reports and trends
• Ability to create and access position
  descriptions (PDs)
• Automated creation of draft job analysis,
  crediting plan, vacancy announcement and
  assessment questionnaire
• Access to real time status information

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Key Functionality Cont.Applicant

• Integrated DoD one-stop-shopping for
  announcements
• ESS Resume builder
• Integrated with USAJOBS
• Same application process for all DoD vacancy
  postings
• Up-to-date status of vacancy nominations
• Auto triggered email notifications
• Skills survey phased in later

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DoD Accomplishments Timeline
12
DoD ESS Working Groups
13
Additional AF Work Groups (WGs)

• AF expanded Pilot Work Group (PWG)
• AFPC/DPI Pilot Work Group

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AF Pilot Sites

• Lackland, Randolph, and 8 PACAF bases
• All inclusive sites serviced by dedicated DPI
  team
• All AFPC serviced external recruitment
• Serviced by all Career Field Management Teams
  (CFMTs)

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AF Pilot Cont. Pilot Teams

• AFPC/DPI all inclusive Pilot Team
• Project Managers XXX (Functional) XXX
  (Technical)
• Team Chief XXX
• 29 HR Resources
• AFPC/DPI external recruitment Pilot Team
• DPI Technical Advisor XXX
• All HR on CFMTs
• Classifiers at Lackland, Randolph, and AFMA
  (servicing PACAF)
• CPF HR at all inclusive pilot sites supporting
  selection to EOD (conditions of employment)
  process

16
Pilot Status Critical Path Items

• Pilot start date delayed new dates 28 Feb 28
  Aug 09
• CPMS / Vendor Pilot Management Plan
  Re-negotiation
• Configuration / Common Business Process
• Systems Security
• DCPDS and eOPF / PARIS Systems Interfaces

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AF Accomplishments

• Obtained funding
• Participation on all DoD Workgroups
• Established AF Workgroups and Pilot Teams
• Completed II for pilot sites
• Provided Avue end-to-end demos on current
  recruitment business processes / systems
• Provided Avue with data (policies, PDs,
  assessments, forms, etc.) for system
  configuration and business process development
• Provided ESS demos to numerous stakeholders
• Screen-by-screen review of ADS
• Reviewed / provided input on numerous pilot
  documents (e.g. Pilot Management Plan (PMP),
  etc.) to DoD

18
Whats Next

• Feedback on Pilot Mgmt Plan (PMP) re-write
• Fourth Face-to-face Configuration / Data Mapping
  with vendor
• Complete common DoD business processes and
  templates
• Coordinated HR Airman Family Readiness
  partnership email to MAJCOMs and installation
  CPFs
• ADS demo for all HR, AFR Directors, AF/A1Q
  AFPC/DPQ
• Awareness communication to pilot site leadership,
  HR, managers, and employees
• Establish Training and Priorities Clearance
  sub-workgroups
• Establish training approach / plan
• Finalize system interfaces, testing, security,
  and configuration
• Provide any outstanding data / policy documents
  to Avue

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ESS Staffing PSD Initiatives
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Full Deployment Goals Cont.

• New Model
• One single or open continuous announcement (all
  sources)
• Standardized AF assessment tools by series
• Geographic code capability
• Instant posting of announcements
• Resumes (ADS Profile)
• Competency based
• No announcement for alternate certification (name
  requests)
• EOD date set any day of the week

• Current Model
• Up to three separate announcements
• Overnight posting of announcements
• Career briefs utilized for internal AF
  recruitment
• Resumes for external recruitment
• Grammar/skill code based
• Announcement required for alternate certification
  (name requests)
• EOD date set only at the beginning of a pay
  period

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Parting Shot(s)

• Benefits e-Seminars for Civilian Employees
• Additional module within the web-based Employee
  Benefits Information System (EBIS) application
• Provides civilian employees three on-line benefit
  courses accessible from anywhere at anytime
  (Pre-Retirement Seminars, Financial Literacy, and
  New Employee Benefits Orientation)
• Anticipated Go Live NLT Oct 08

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Air Force Personnel Center