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

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.  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 DMHRSi Benefits continued

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

15. FCC Systems Match?

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 Dallas Command Suite Internal Medicine Clinic Primary Care Clinic Clinical Pathology/Lab Radiology Pharmacy How does an AMD get created?

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

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

21. How does the information 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 in DMHRSi 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 information https://www-nmcp.mar.med.navy.mil/navmedsupport/initiallogin.aspx Navy Medicine Report Server maintained by NMSC – Scott Schuler https://www-nmcp.mar.med.navy.mil/navmedsupport/initiallogin.aspx

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?