Assessment Meeting 2

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2
Agenda

• Goals Objectives
• Electronic Official Personnel Folder (eOPF)
  Progress Update
• EHRI Vision
• Data Update
• Analytical Tools
• MD715 Report
• Questions

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EHRI Goals Objectives
4
EHRI Goals Objectives
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EHRI Goals Objectives
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eOPF Operational Goal

• EHRI will directly support the OPM e-Government
  operational goal to
• Convert 50 of hard copy official personnel
  folders Governmentwide to electronic format by
  October 1, 2008
• Increasing 20 per year thereafter to 90 by
  October 1, 2010.
• Over 618,808 paper folders have been converted as
  of September 30, 2007

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eOPF Phases and Current Agency Status
POST IMPLEMENTATION SUPPORT
CPSC DHS Phase 1 DHS Phase 2 DOC O/S
DODEA DOL ED ED-FSA HHS LOC
PBGC USDA ARS USDA-FS USAID
PRODUCTION
DHS Phase 3 DOJ-ATR DOL EPA
FAA - West OPM NARA USDA - DA USDA - OCFO
CONVERSION
DOE Phase 1 DOT USDA -Remainder USITC
DEPLOYMENT
POST ASSESSMENT
DOC NOAA NASA VA
PRE ASSESSMENT
DoD DOE Phase 2 DOE Phase 3
GSA HUD Treasury
ASSESSMENT
OPM FAA DOT USITC
AOUSC BLM BOP Intel Agency NEA
SAHRC US Courts

DC Courts FRB GPO NRC NCUA Peace Corp SBA SEC
IMPLEMENTATION
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EHRI Vision
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Data Update

• 75 of all Agency Data (Human Resources, Payroll,
  Training) submissions are technically compliant
• Technical Compliant
• Format
• Data Type (Alpha, Numeric, Both, Date)
• Length
• Basic Edits
• Record Identifier
• Duplicate
• Required Entry
• Validity Table Check

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EHRI SUITE OF ANALYTICAL TOOLS
Application Database Source

• Business Intelligence (BI) EHRI Data
  Warehouse
• Workforce Analysis Support System (WASS)
  CPDF
• Civilian Forecasting System (CIVFORS)
  CPDF

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Use of the Analytical Tools

• How many employees will I lose in the next 5
  years?
• How have demographics changed in my workforce?
• How many employees should I hire over the next 5
  years?
• Have I filled my critical occupations?

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Use of the Analytical Tools

• What occupations have the highest turnover?
• Do I have enough experience to get the job done?
• Is there a retirement bubble in my organization?
• Do employees with more education stay longer?
• Are salaries equal across demographic groups?

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MD 715 Discussions Reporting Requirements

• Occupational Categories (OPM 6 vs EEOC 9)
• Information not captured with OPM/EHRI system
• Number of applicants per vacancy
• Qualification and selection of applicants
• Time in Payroll grade (Table 10)
• Civilian Labor Force (CLF) Statistic
• Relevant Civilian Labor Force (RCLF) Statistic

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MD 715 Discussions Reporting Requirements

• Leadership Organization Structure (not
  standardized)
• Career Ladder progression (non standardized)
• Pay Banding vice Pay Grade
• Organization Component Code and Sub-agency Codes
  (not standardized Agency specific)

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What OPM Is Doing To Support MD 715

• Quarterly provided extract of the CDPF data
• Developed Initial Proof of Concept Graphic User
  Interface
• Identified additional Requirements and Business
  Rules and captured into a systems requirements
  document
• Began assessing the adaptation of the Department
  of Veterans Affairs MD715 application to EHRI
  suite of tools

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Questions
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Backup Slides
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Business Intelligence

• On-demand and user defined query and drill-down
  reporting and analysis capabilities
• Standard Government-wide reporting capabilities
• Includes HR, training, and Payroll Data Contact
  Information, Employee Security Clearance,
  Performance Appraisal, etc
• User controls Report format (tabular, graphical)
• Ability to save ad-hoc reports to either Excel or
  PDF files

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EHRI Statistical Capabilities (WASS1)

• Analytic system that is responsive to all types
  of government analysts (naïve to expert Power
  User) with a large number of options.
• Access to Federal HR data for strength
  analysis, edited gains and losses, and Nature
  of Action (NOA) review
• Analyze turnover, workforce aging, demographics,
  and retirement statistics
• Supports analytic capabilities from simple to
  complex historical analyses
• Report Generation (SAS Standard Reports)

1 WASS Workforce Analysis Support System
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EHRI Statistical Capabilities (WASS1)

• Historical Background
• 19 years of historical data
• Over 140 million status records
• Over 90 data elements per record

• Additional computed fields
• Retirement eligibility, etc.
• Over 187 million transaction
• records

1 WASS Workforce Analysis Support System
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EHRI Forecasting Capabilities (CIVFORS1)

• Uses life-cycle modeling ( staffing hiring,
  recruiting training, retention, equal
  opportunity employment) and advanced optimization
  methods
• Provides projections 7 years out uses maximum
  of 5 years of history, minimum of 3 years of
  history required
• Web-based with Flexible modeling capabilities -
  users can view results of forecasts, run existing
  forecast model on their populations of interest
  OR build their own forecasts

1 Civilian Forecasting System
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EHRI Forecasting Capabilities (CIVFORS1)

• Data Mining tool helps users identify workforce
  characteristics that display best predictive
  tendencies
• Quick What-if analysis
• Measure turnover by examining profiles of
  government as whole or by occupation/agency
• Server side graphics and tables copy/drop into
  Microsoft PowerPoint or Excel

1 Civilian Forecasting System