HR Connect Industry Day January 20, 2011

HR Connect Industry Day
January 20, 2011
Agenda
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Welcome/introductions/ground rules
Background
Acquisition strategy/timeline
HR Connect concept of operations
Wrap-up
Agenda
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Welcome/introductions/ground rules
Background
Acquisition strategy/timeline
HR Connect concept of operations
Wrap-up
Ground Rules
• No handouts will be provided
• Focus for today
– Provide background information to
vendors
• Intention
– Increase competition
• Any question/any time
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The “Fine Print”
• The remarks today by the HR Connect Program Office
are not a guarantee of the Treasury’s course of action
in proceeding with this procurement.
• The information shared today represents current HR
Connect program status and may change based on
internal and external circumstances.
• The formal solicitations, when issued, are the only
documents that should be relied upon in determining
the Treasury’s official requirements.
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Today’s Objectives
• Mitigate project risk by removing as much ambiguity
as possible; develop realistic expectations for HR
Connect and industry, before release of RFP
– Inform industry of current acquisition status/seek
industry’s feedback on approach, viability and
risks as they relate to industry’s ability to meet
Treasury’s HR IT requirements
– Encourage industry to gain better insight into
current HR Connect capabilities, Treasury
customer requirements, and IT management
processes/ mitigate risks
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Agenda
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Welcome/introductions/ground rules
Background
Acquisition strategy/timeline
HR Connect concept of operations
Wrap-up
What is HR Connect?
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Designated HR LOB since 2005
Strength and relevance through HR/IT collaboration
Dedicated and service-oriented
Outward-looking
Established in 2000/Serving 150,000
Major customers:
– All Treasury Bureaus
– GAO
– HUD
– Alcohol, Tobacco, & Firearms (Justice)
– U.S. Secret Service (Homeland Security)
● Aligns with human capital mission
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Today’s HR Connect
● Integrated platform: information/processes/tools
● Supported by a hybrid of products – customized
COTS, SaaS applications and other federal
applications
• PeopleSoft HRMS 9.0 and PeopleTools
– New user interface
– Expanded functionality
• EODS
• Workforce Analytics/MD 715 compliant
• Other considerations: Monster Government Solutions,
Plateau LMS, NFC payroll integration, eOPF etc.
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Recent / Current Projects
• System of Record – complete by 9/2011
• Enhanced EODS (incl. provisioning/pre-hire) –
complete by 9/2011
• Integrated Talent Management application
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Competency management
Performance management
Workforce planning
Career development
Building identity management (PDS)
– Employees
– Contractors
– Service-oriented architecture (SOA)
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Upgraded LMS to Plateau 6.2
Portal: employees and managers
Agenda
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Welcome/introductions/ground rules
Background
Acquisition strategy/timeline
HR Connect concept of operations
Wrap-up
Current Thinking – Acquisition Strategy
• Two contract vehicles:
– Operations, maintenance and improvement (firm
fixed price contract via TIPSS-4)
– New projects (firm fixed price and time and
materials BPA via GSA, Schedule 70)
• Goals:
– Maintain effective and efficient operation
– Maximize flexibility and innovation: customers gain
more value for their money
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HR Connect Government Team
• Manages relationships
• Sets the vision
• Works with non-Treasury customers and Treasury
Bureaus
• Works with contractor partners through hands-on
engagement, and on-site
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Contract Components
One vendor for Operations/Maintenance
Performance Work Statement/Firm, Fixed Price
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Management
Technical Architecture (System
Administration, Database Administration,
Network Administration)
Development (Functional Requirements,
Design, Development, and Deployment)
Deployments for New Customers
Configuration Management
Functional Enhancements
System Problem Reports
Pay Adjustments
Interfaces
Tier 3 Support
Includes optional CLINS, e.g. O&M of new
customers
Software patches and upgrades
Usability Improvements and Web Design
Multiple Vendors for New Work (Blanket
Purchase Agreement/Firm, Fixed Price and
Time and Materials)
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Deployments for new customers
Emerging Technologies
New Projects
Usability Improvements and Web Design
Operations and Maintenance Contract
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Treasury Enterprise HR IT Capability (with an interface to the National Finance
Center) that meets Federal HR Business Requirements
Entry on Duty, Workforce Analytics, Employee, Manager, and HR Self Service
for Employees, Managers, and Human Resources Practitioners, ePerformance
Information security
Technical architecture
Functional requirements
Software development
Test and evaluation
Deployment
Production operations
Maintenance and improvement
Integration to software as a service product suite includes eOPF,
CareerConnector, Treasury Learning Management System, Timekeeping,
Integrated Talent Management, and Bureau unique systems
Optional CLINs, primarily for acceptance of products from the BPA – examples: two new
customer deployments per year ; two new projects per year; one usability improvement project
insertion per year
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BPA Workstreams
• Deployments for new customers
 Phase I (Fit-Gap Review)
 Phase II (Deployment)
 Cost to transition to O&M will be part of
deployment price, if appropriate
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BPA Workstreams
• New Technologies
– Phase I: technology assessment
– Phase II: prototype (proof of concept)
– Phase III: verification (capability built to HR
Connect standards)
– Phase IV: validation (capability meets validated
functional requirements)
– Cost to transition to O&M part of new technology
implementation project, if appropriate
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BPA Workstreams
• New Projects
– Phase I: requirements
– Phase II: design
– Phase III: development and unit test
– Phase IV: acceptance
– Cost to transition to O&M will be part of the new
project cost, if appropriate
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BPA Workstreams
• Usability improvements, web design, and deployment
– Phase I: technology assessment
– Phase II: prototype (proof of concept)
– Phase III: verification
– Phase IV: validation
– Cost to transition to O&M part of usability
improvement project cost, if appropriate
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BPA Workstream Transition to Operations
and Maintenance
• Government Responsibilities:
– Technical authority and final authority for portfolio
of capabilities
– Requirements Management
– Test and Evaluation
– Final authority on design
– Contract Management and oversight of all
activities
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BPA Workstream Transition to Operations
and Maintenance
• BPA vendor responsibilities:
– Plan and develop new capabilities
– Transition the new capabilities to O&M based on
established criteria:
• Developed in accordance with standards to ease
transition to O&M
• Pass government user acceptance testing
• Provide consulting support after production go-live for
period of time, depending on complexity (Government’s
option)
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BPA Workstream Transition to Operations
and Maintenance
• O&M vendor responsibilities:
– Responsibility for operations, maintenance, and
improvement
– Plan for acceptance of new capabilities (both
technologies and new projects) developed under
the BPA
– Ensure that new capabilities can be maintained
– Accept responsibility to maintain new capabilities
upon government approval
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Acquisition Timeline Goals / Assumptions
• Request for proposal
– end of second quarter, FY 2011
• Contracts awarded
– end of fourth quarter, FY 2011
• Period of Performance:
– O&M (TIPSS - 4), base + 5 option years
– BPA (GSA Schedule 70), base + 5 option years
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Agenda
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Welcome/introductions/ground rules
Background
Acquisition strategy/timeline
HR Connect concept of operations
Wrap-up
Key Performance Parameters
• Available - 99.0%
• Usable - 90% customer satisfaction level
• Continuously improved - 100% of deployment milestones
achieved
• NIST Security Categorization –
– HR Connect categorized as a High System per NIST guidelines
– EODS categorized as a Moderate System per NIST guidelines
• Interoperable - 100% interface accuracy with downstream
systems
• Compliant - Meets OPM HR LOB HR and payroll requirements
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Infrastructure
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Data Center Footprint
Five O&M Managed HR Connect Data Centers
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IRS Detroit Computing Center (DCC)
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USDA National Information Technology Center (NITC)
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Public Internet facing EODS PeopleSoft Portal application
Production and UAT
• www.workplace.gov/DO/
• test.workplace.gov/DO/
• OPM manages physical hardware, network and O/S
• HRCPO O&M vendor manages applications and portal databases.
OPM Boyers, PA
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HR Connect DR site
OPM Macon, GA
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HR Connect Production, Development & Test
EODS Development & Test
EODS DR site
HR Connect Program Office, Washington, DC
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Business Intelligence (BI) Reporting servers
HRCPO Network hardware
Infrastructure (cont’d)
O&M WAN & LAN Information
• Treasury network – TNET
– Wide Area Nework (WAN) provider is AT&T
– Managed under the Networx Universal contract
– Maintains “treasury.gov” network
• HR Connect Virtual Lans (VLAN)
– Managed by HRCPO O&M vendor
– Two domains
– Remote system administration to all HRCPO managed
data centers.
• Utilize secure SSH, SFTP & Terminal Server access.
– In-house Certificate Authority (CA) for non-production
applications and servers.
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Infrastructure (cont’d)
O&M Vendor Managed Infrastructure Software
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Sun Solaris 10 Operating System
Windows 2003 Operating System
Cisco Network hardware
Fujitsu, Netapp & DataDomain Storage
Symantec NetBackup
Veritas Cluster Server, File System and Volume manager software
HR Connect HCM application
– Oracle 10gR2
– Peopletools 8.49.16
– Integration Broker
EODS Peoplesoft Portal application
– Oracle 11gR1
– Oracle Advance Security Option – Transparent Data Encryption
– Peopletools 8.50.03
– Integration Broker
PIV Data Synchronization (PDS) application
– Oracle 11gR1 SOA repository
– Oracle Fusion Middleware 11.1.1.3.0
– Weblogic 10.3.3
– Jdeveloper Studio 11.1.1.3.0
Infrastructure (cont’d)
O&M Vendor Managed Infrastructure Hardware
Data Center
Unix
Servers
Windows
Servers
Enterprise
SAN/NAS
Network
firewalls, routers,
and switches
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NITC DR Data Center
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OPM Data Center (Macon, GA)
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DCC Data Center
*All hardware and O/S managed by OPM staff via
HRCPO and OPM data center SLA
OPM DR Data Center (Boyers, PA)
*All hardware and O/S managed by OPM staff via
HRCPO and OPM data center SLA
HR Connect (Washington, DC)
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Infrastructure (cont’d)
• HR Connect has configurable functionality for
customer needs
• One business unit with 17 unique SETIDs
• Approximately 20,000 customizations (objects
touched)
– External Objects as of 10/27/10 ~ 1,000
– PeopleSoft Objects as of 10/27/10 ~ 19,000
• Job scheduling: Control-M
• Configuration Management Tools: Rational Unified
Productivity Package (RUP)
• WAN provider: AT&T
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Wrap-Up
Thank You For Attending!!!