EASTERN MUNICIPAL WATER DISTRICT Human Resources & Payroll Replacement Project Laura Zamora Human Resources Manager March 18, 2015 www.emwd.org 1.

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Presentation transcript:

EASTERN MUNICIPAL WATER DISTRICT Human Resources & Payroll Replacement Project Laura Zamora Human Resources Manager March 18,

Project Background 2 Current Human Resources/Payroll Software Implemented over 25 years ago Company has been sold various times Labor intensive and costly upgrades (compliance) Supports few key business functions Supplemental “shadow” software applications used to fill gaps Redundant data entry required

Project Objectives 3 Analyze current processes and make changes based on industry best and leading practices Provide information sharing capabilities with cost centers/financials Improve reporting capabilities (internal /external) Eliminate data input redundancy Integrate systems and eliminate of seven stand alone systems Incorporate employee and manager self-service functions

Evaluations of Replacement Alternatives 4 Professional services to evaluate and assist with procurement (Schafer Consulting) Documented requirements Request for Proposal developed and advertised o 11 invited, 5 responded

Evaluations of Replacement Alternatives 5 First Phase Functional requirement Implementation Experience Second Phase References Site visit Ranking 1st- AST/Oracle 2 nd - Highline Recommendation AST/Oracle

Project Scope 6 Data gathering Analysis of existing processes Human Resources and Payroll Best Practices Planning/Project Management/Quality Assurance System integration Data conversion and Interface Training Deployment Pre- and post-go live support

Project Scope- Applications 7

Project Cost 8 TaskConsultant$ Project Management, Quality Assurance, and Change Management Schafer Consulting $592,000 Software-as-a Service (SaaS)Oracle$99,702 Implementation ServicesAST$2,464,000 Subtotal$3,155,702 Internal Labor/Backfilling$588,770 Internal Staff Training$15,200 Contingency$229,300 Total$3,989,002

Projected Savings 9 Elimination of seven stand alone systems Hard savings of ~$150,000 annually in subscription costs o 5 year savings $570,218 o 10 year savings$1,393,149 Improved processes Elimination of manual processes, spreadsheets Launch employee self-service (elimination of printed pay notices, W2’s)

Project Schedule 10 Project Kick-Off April 2015 Completion June 2016 Phase 1: Go-live January Human Capital Management, Payroll, Compensation (benefits) Phase 2 : Go-live May/June Learning, Performance Management, Recruiting, and Onboarding

Contact Information EASTERN MUNICIPAL WATER DISTRICT Laura Zamora Human Resources Manager (951) ext