1. Defense Medical Human Resources System – internet (DMHRSi)
Information Manager
Human Capital Portfolio of Systems
24 January 2012 1

2. MORE THAN JUST TIMECARDS…
Agenda
What is DMHRSi ?
DMHRSi – Past
DMHRSi – Present
DMHRSi – Future & Next Steps
MORE THAN JUST TIMECARDS…

3. IT’S ALL ABOUT THE INFORMATION !!
DMHRSi
Web-based Tri-Service human resource management system
Gives MTFs and commanders ready access to essential:
Manpower data/hierarchies
Personnel data
Labor cost assignment data or MEPRS Timecards
Education and Training data
Readiness data
IT’S ALL ABOUT THE INFORMATION !!

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

5. DMHRSi – Past 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
$168M Total Lifecycle Costs since 1998
$11M Annual Sustainment Costs
The short answer is “because we have been told to”
The Government Accountability Office is an investigative arm of Congress. Several studies have identified inefficiencies and deficiencies in managing our healthcare program using three different manpower and personnel systems.
Key Findings include:
Joint/Tri-Service personnel management – Need to manage as one, not three. Avoids duplication, etc.,
Visibility of personnel – Where are your medical assets at any given time? Are they trained? Risks associated with paper-based records.
Standardized accounting for labor – No way to compare productivity between like-sized MTFs unless the labor accounting is consistent
Transition:
So now that we understand why we have DMHRSi, what do we have?
History:
Since 1995, there has been an effort to provide the MHS a human resource system
In 2000, DMHRSi was born, with updated requirements
Oracle E-Business Suite Human Resource Management System (HRMS)
Discoverer Plus reporting tool
Data Input: Source systems (23 interfaces) and site input
DMHRSi includes three key software solutions: The front-end user interface, the back-end Oracle database, and the reports application, Discoverer Plus. With these tools, we have the most powerful human resource management tools commercially available and we are the largest implementation of this Oracle product in the world.
Because so much of our data resides in Service-owned data systems, we have established interfaces which “feed” information to DMHRSi.
Although Capability 188 provides the foundation for DMHRSi, why do we need this capability at all? All three Services already have systems that track manpower, people, readiness, MEPRS data, and Education & Training data, so why do we need DMHRSi? 5

6. DMHRSi – Present Army using “Line” systems for E&T and Readiness
Navy turning off legacy systems
AF using its own systems for E&T and Readiness
JTF CapMed dependent on DMHRSi to manage complicated HR/Manpower/LCA functions
TMA/USUHS not using DMHRSi
JTF CAPMED: Writing Tri-Service-specific business rules on the use of DMHRSi
Allows visibility of Navy and Army staff at Bethesda and Ft Belvoir

7. DMHRSi Benefits Enables consoldiation of all HR functions
Eliminates need for stand alone systems and redundant data bases
Provides Tri-Service standardized labor costing approach
Tracks the cost of medical readiness
In-/Out-Processing times greatly reduced
Personnel have visibility of their own information (Self-Service)
Supervisors gain instant access to critical information on personnel
Instant visibility of projected gains/losses and sponsor information
Provides visibility of staffing levels (requirements vs actual)
One query for all personnel types (Active Duty, Civilian Contract, Reserve)

8. DMHRSi Benefits (continued)
Tracks historical training (Joint Commission requirement)
Instant visibility of training available at MTF or across the MHS
Training requests online vs paper
Allows supervisors to schedule training for projected gains prior to arrival
Single data base for all training received
Service systems and MHS Learn interface with DMHRSi
Instant access to readiness posture of personnel
Visibility of HR data
Tracks readiness equipment/clothing issue; medical/administrative requirements
Single source for National Provider Identifier (NPI)

9. Automation of manual interfaces via Informatica
DMHRSi – Future
Automation of manual interfaces via Informatica
DMHRSi Data Fidelity Reporting (DiDFR)
MHS HR / Business Intelligence Solution
Deployment targeted for FY13
Ongoing efforts to configure system to support Tri-Service MTFs
Common lexicon to improve data consistency
Upgrade to R12 – newest software version
DONE!
(Sep 2011)
Funding Status is Great – $11M RDT&E Money available for new functionality, POM 2012 Initiatives being costed
MHS Leadership is engaged – HC Stakeholders, improving the governance structure, setting priorities
JTF CapMed and other Joint Medical Facilities need DMHRSi – Leaders want single system for managing medical human resources
Manual Interfaces to be automated – Informatica will improve data quality

10. The Way Ahead
DMHRSi funded through FYDP (sustainment only)
System performance metrics being developed
Standardization of business rules

11. Questions?

12. Back-Up

13. Examples of Available Data/Reports
Alpha Rosters by MTF 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