Defense Medical Human Resource System internet DMHRSi An

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

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

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

Communities of Interest M at er ie l. S ol ut io n Reserves & Guard he y ? Volunteers Education & Training Labor Cost Accounting How much do they cost? ? nel rson Pe ng ng nii n ai a Tr Tr USUHS Personnel Readiness is Who ployed? le/de oyab depl Civilians Doc trin e e. T ned Active Duty Ar Contractors trai h W Manpower ho o is e er e Ar W Wh ? y he T O r g a n i z a t i o n Other Federal Employees (PHS, VA)

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

DMHRSi Benefits continued ØTracks historical training (JCAHO requirement) ØAllows for instant visibility of available training at command across MHS ØEnables individuals to request training online eliminating paper requests ØProvides for single data base for all training that is received ØInstant access to readiness posture of all personnel assigned to platforms ØTracks readiness equipment/clothing issuance and medical/admin requirements ØReduces upper echelon queries due to their ability to view command data

DMHRSi History The Past

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 $165 M Total Lifecycle Costs since 1998 $15 M Annual Sustainment Costs

The Present

Current Status 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 Cap. Med ◦ 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 ◦

The Future Where are we going?

The Immediate Future • 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

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

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) monthly Labor Data Feed to EAS (then to M 2) Feed to SMART nightly NPI Data feeds EWPD which feeds CCQAS and CHCS

Systems Match? FCC

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).

What is an AMD? 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.

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

NHC Dallas Define the types (skill sets) of personnel needed: 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 personnel category, grades, and arrange the organizations by adding Billet Sequence Codes (BSCs): 00100 Command Suite 00105 Commanding Officer Military - CAPT 00110 Executive Officer Military - CDR 00115 Secretary Civilian – GS-06 – 0318 00120 Command Master Chief Military - HMCM 00125 Primary Care Clinic 00125 Family Medicine Physician Military - CDR 00130 Family Medicine Physician Military - LCDR 00135 Physician Assistant Military - LT 00140 Nurse Military - LCDR 00145 Corpsman Military – HM 1/0000 00150 Corpsman Military – HM 2/8404 00155 00165 Corpsman Receptionist/Admin Military – HM 3/0000 Civilian – GS-05 - 0303

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.

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 M 1 via the chain of command.

Examples of great information https: //www-nmcp. mar. med. navy. mil/navmedsupport/initiallogin. aspx Navy Medicine Report Server maintained by NMSC – Scott Schuler

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

Questions?