Defense Medical Human Resource System internet (DMHRSi) An Overview

1. Defense Medical Human Resource System internet(DMHRSi)An Overview 27 July 2010

2. What is it really? Past, Present, and (Most Importantly), the Future

3. A web-based Tri-Service human resource management system that allows ready access to essential manpower, personnel, labor cost assignment, education & training, and readiness information across the MHS enterprise

4. Personnel Labor Cost Accounting Communities of Interest Organization Where Are They? Who Are They? Manpower Volunteers Active Duty Doctrine Personnel Civilians Education & Training Contractors Readiness Who is deployable/deployed? Who is trained? USUHS Training Materiel Solution Other Federal Employees (PHS, VA) Reserves & Guard How much do they cost?

5. DMHRSi Benefits • Enables consolidation of all HR functions • Provides tri-service standardized labor costing approach • Personnel in/out processing time greatly reduced • Personnel have visibility of their own information • Provides instant visibility of assignment of projected gains/losses and sponsors • Provides visibility of staffing levels (required and actual) • One source of query for all personnel types (ACDU/CIV/CON/VOL/RES) • Promotes synergy between Manpower/Personnel/E&T/Readiness and LCA

6. DMHRSi Benefitscontinued • Tracks historical training (JCAHO requirement) • Allows for instant visibility of available training at command and across MHS • Enables individuals to request training online eliminating paper requests • Provides for single data base for all training that is received • Instant access to readiness posture of all personnel assigned to platforms • Tracks readiness equipment/clothing issuance and medical/admin requirements • Reduces upper echelon queries due to their ability to view command data

7. The Past DMHRSi History

8. Why do we have it? • Persian Gulf War, GAO, and Congressional Interest • Web-based, Commercial Off the Shelf • Deployed to All Hospitals, Medical, Dental & Vet Clinics as of 30 Sep 2009 • Over 600 sites and 170,000 users worldwide • $165M Total Lifecycle Costs since 1998 • $15M Annual Sustainment Costs

9. The Present

10. Services Fully deployed to all service MTF/DTF’s (Navy non MEPRS as well) Navy turning off legacy systems (EMPARTS remains) Army/Air Force using Line systems for E&T and Readiness HA/TMA/USUHS Limited use of DMHRSi Looking to model Navy reports to get information from DMHRSi JTF CapMed Using DMHRSi but system not configured for joint-manned units (three separate manning documents vice one) Now engaged: Submitting requests to get the system configured Current Status

11. Where are we going? The Future

12. Manual interfaces to be automated in September Should greatly reduce data errors Services will be provided access to source system Human Capital Stakeholders Meeting SES/Flag Level Representatives Have met twice to discuss DMHRSi, most recently in June 2010 Three actions requested The Immediate Future

13. Stakeholder Meeting Action Items Action 1: State value proposition of the user and (re)baseline DMHRSi Requirements -DONE- Action 2: Develop a process to prioritize and then implement DMHRSi Improvements (CRs) (August 2010) Action 3: Develop expected outcomes/metrics for Senior Leadership to monitor system performance

14. weekly Readiness Data (weekly interface with EMPARTS monthly weekly Manpower Data (VIA TFMMS) Training Data (FLTMPS and MHS Learn) weekly Bi-weekly Personnel Data (OPINS, NES, DCPDS) Labor Data (DCPS) nightly monthly Labor Data Feed to EAS (then to M2) Feed to SMART NPI Data feeds EWPD which feeds CCQAS and CHCS

15. Systems Match? FCC

16. To be successful, HR, Manpower and LCA MUST work together. Organizational structure has to be accurate (Manpower). Assignments and all related personnel data elements must be correct (HR). Timecards must be submitted in a timely and accurate manner (LCA).

17. Provides the Organizational Structure of a command.Provides a listing of all the positions (billets) that a command needs (requirements) and also has funding (authorized) to fill. Requirements for each department/ division define: the manpower type (active duty, civilian, local national, contractor), skill set (occupation), grade, etc.Not all requirements are authorized (funded)!Authorizations based on available funds. What is an AMD?

18. Navy Health Clinic DallasCommand SuiteInternal Medicine ClinicPrimary Care ClinicClinical Pathology/LabRadiologyPharmacy • How does an AMD get created?

19. NHC Dallas Command Suite Commanding Officer Executive Officer Secretary Command Master Chief Primary Care Clinic Family Medicine Physician X 2 Physician Assistant Nurse Corpsman X 4 Receptionist/Admin Define the types (skill sets) of personnel needed:

20. 00100 Command Suite 00105 Commanding Officer Military - CAPT Military - CDR 00110 Executive Officer Civilian – GS-06 – 0318 00115 Secretary Military - HMCM 00120 Command Master Chief 00125 Primary Care Clinic Military - CDR 00125 Family Medicine Physician Family Medicine Physician Military - LCDR 00130 Physician Assistant Military - LT 00135 Military - LCDR 00140 Nurse 00145 Corpsman Military – HM1/0000 Corpsman Military – HM2/8404 00150 Corpsman Military – HM3/0000 00155 00165 Receptionist/Admin Civilian – GS-05 - 0303 Define personnel category, grades, and arrange the organizations by adding Billet Sequence Codes (BSCs):

21. How does theinformation get into DMHRSi? • The monthly TFMMS extract is formatted, reviewed, and validated by NMSC staff and then sent to the DMHRSi Maintenance Contractor to be loaded into the application. • The formatting includes aligning the billets to the header records based on the Civ_Org codes. • Some of the validations include: • Ensure all billets (positions) have valid Civ_Org codes. • Ensure header records (organizations) have billets aligned. • If header record does not have any billets, it will not be fed to DMHRSi.

22. How do Organizations inDMHRSi get updated? • The organizations in DMHRSi are only what is included in the AMD extract provided from TFMMS each month. • When the new data feed from TFMMS is processed each month and loaded into DMHRSi, any new organizations will be created at that time. • We can NOT create organizations manually in DMHRSi. • To update the AMD in TFMMS, a Manpower Change Request (MCR) must be submitted from the command to BUMED M1 via the chain of command.

23. Examples of great informationhttps://www-nmcp.mar.med.navy.mil/navmedsupport/initiallogin.aspxNavy Medicine Report Servermaintained by NMSC – Scott Schuler

24. Alpha Rosters by command or work center Roster by person type Roster by skill type Roster by Occupation Code Rosters with home address and phone All positions and who is filling them All empty positions Roster of all personnel with a specialty (i.e. mental Health) Deployed Personnel All supervisors and who they supervise All positions by organization List of critical employee dates List of people by pay grade List of Org/Group mismatch • All positions with more than one person assigned • All personnel who require a NPI number and if it is entered • LCA records on Orgs • All timecard approvers by Group • Status of all timecards • Hours reported by MEPRS Code and work assignment • All training history • Training history by individual course • HR errors that effect EAS files • Skill Type/suffix to Occ Code mismatch • All loaned personnel • All borrowed personnel • Roster of all dual component personnel

25. Questions?