Integrated Personnel and Pay System - Army (IPPS-A) Brief As of: 6 April 2018

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1 Integrated Personnel and Pay System - Army (IPPS-A) Brief As of: 6 April 2018

2 Table of Contents IPPS-A Leadership Team What is IPPS-A? Advantages of IPPS-A HR Transformation IPPS-A Way Ahead IPPS-A Communications 2

3 IPPS-A Leadership Team Project Management Office (PMO) Functional Management Division (FMD) COL Darby McNulty LTC Nicole Reinhardt COL Gregory Johnson Project Manager ASA(ALT), PEO EIS The IPPS-A PMO manages the development of IPPS-A. PMO is responsible for designing and developing the system, training development, testing, implementation, customer relations and lifecycle sustainment. INC II Product Manager ASA(ALT), PEO EIS The IPPS-A Increment II Product Manager is responsible for the development, integration, testing, fielding and sustainment of IPPS-A, INC II, which will provide the majority of IPPS-A functionality. Division Chief G-1(TBAI) FMD is the functional sponsor for IPPS-A. FMD is responsible for functional input including requirements definition, business process mapping, deployment, training strategy and change management. 3

4 What is IPPS-A? 4

5 What is IPPS-A? The Army s future online Human Resources (HR) solution that transforms our industrial age personnel systems to a 21 st century talent management system IPPS-A will integrate personnel and pay while providing three essential capabilities (Total Force Visibility, Talent Management and Auditability). IPPS-A will: Put Active, Guard and Reserve Components on one HR system Give Commanders visibility of Soldier talent, allowing them to better manage knowledge, skills and behaviors of Soldiers to optimize their contribution to Readiness Create an integrated personnel & pay record for each Soldier for their entire career Allow personnel actions to automatically drive pay events Feature self-service capabilities allowing Soldiers access to their information 24/7 Improve access, timeliness and accuracy (auditability) of personnel and pay 5

6 IPPS-A Mission and Vision Providing a capability that is: 6

7 IPPS-A High Level Operational Concept 7

8 Advantages of IPPS-A 8

9 IPPS-A Advantages for Leaders For the CDR/1SG/CSM: Reports Become Dashboards IPPS-A shows unit Readiness Total Force task organization IPPS-A shows talent inside your unit improved decision making IPPS-A has all actions in one place Auditable, and reduces errors to Soldiers 9

10 IPPS-A Advantages for Soldiers For the Soldier: Transparency and Accuracy Mobile access to personal pay and HR data Track actions from start to finish once approved, changes will reflect in pay and personal profile immediately 10

11 IPPS-A Advantages for HR Professionals For the HR/S-1: Single Point of Entry IPPS-A automates numerous manual HR & pay processes IPPS-A allows the move from transactions to deeper analysis of readiness and talent IPPS-A provides near real-time analytics tool that shows deeper understanding of unit readiness IPPS-A provides streamlined PAS Chief functionality units control access and data accuracy 11

12 HR Transformation 12

13 Transforming the HR Environment 13

14 Industrial Age to Cutting Edge Industrial Age HR Environment Future HR Environment Paper-Centric Sneaker-Ware Manual Processes Documentation Required Examples: DA Form 4187 DA Form s 1960 s TODAY Killing Forms! Web-Based Automated Workflow Electronic Process No DA Form 4187 No DA Form 31 IPPS-A will eliminate the manual paperdriven HR processes of today, and replace them with a web-enabled capability 14

15 Current Systems Environment Where we are today: Soldier personnel and pay actions are delayed due to redundant paperwork, data entry, and admin personnel not having the right access to the right systems for all COMPOS Personnel and pay challenges detract from the overall welfare of the Soldier and their Family Wasted man hours due to duplicate data entry in various systems decreasing the man hours towards the mission Commanders do not have a holistic view of unit readiness due to not having full reporting for all COMPOS 15

16 The Change Systems Environment IPPS-A, a web-based Human Resources (HR) PeopleSoft (9.2) solution, is the vehicle that will allow the Army to transform from an industrial age personnel system to a 21 st Century talent management system; IPPS-A integrates personnel and pay while providing three main capabilities: Total Force, Talent Management, and Auditability Future ADS Picture Future Environment Modern Hardware Modern Software Single Multi-Component System Robust Talent Management Personnel Drives Pay Fully Supports Audit Readiness Mobile Capability No System Downtime Fully Accessible 24/7 Fully IA and Cyber Compliant Subsumes over 30 Systems and eliminates over 300 Interfaces Modernized Business Rules, Roles, & Responsibilities 154 Business Processes Reduced to 34 Secure and Fully Auditable 16

17 Talent Management and IPPS-A IPPS-A is the Vehicle for Change that will Transform the Army s Industrial-Age Personnel System to a 21 st Century Talent Management System IPPS-A Talent Manager Will Deliver: - Enhanced Total Force Readiness across Components - Differentiated Talent to Allow the Army to Manage Soldiers Better - Enhanced Decision-making Capabilities to Commanders at Every Level - Optimized Total Force that Wins 17

18 IPPS-A Way Ahead 18

19 IPPS-A Increment II Overview Mission Statement: Develop and deliver a single, integrated personnel and pay system to all Army components that streamlines Army Human Resources (HR), enhances the efficiency and accuracy of Army personnel and pay procedures, and supports Soldiers and their Families. Characteristics / Description: IPPS-A Increment II is a Acquisition Category (ACAT) IAM MAIS Program currently in the Development and Fielding Phase It will deliver full integrated HR and Pay services for all Army Components (Active, Army National Guard and Reserve), building on the capabilities delivered by IPPS-A Increment I It consists of four releases (Releases ); each release builds upon the previous release, providing pre-defined personnel and/or pay capabilities Capabilities / Improvements: Provides integrated Service Member support through the entire Army Personnel Lifecycle (hire to retire) Creates an authoritative and integrated military HR and Pay system while subsuming approximately 40 Legacy Systems and eliminating 300 interfaces Provides complete visibility of the Total Force in one Human Resource System - approximately one million Soldiers Enables the Army to manage the talents of the Total Force based on their knowledge, skills and behaviors Provides audit capability for pay and benefits to ensure the best use of Army dollars to employ human capital Special Features: 24/7 Self service capabilities allows Soldiers to spend less time away from units while completing HR and Pay transactions Provides improved transparency of HR and Pay transactions for Soldiers and their Families Provides permeability between Active, ARNG and USAR 19

20 Way Ahead (subject to change) 20

21 Incremental Capability Areas by Release (subject to change) 21

22 Systems to be Subsumed by IPPS-A (subject to change) 22

23 Systems to Interface with IPPS-A (subject to change) 23

24 IPPS-A Communications 24

25 IPPS-A Communications Products & Social Media Channels IPPS-A has several communications channels and products that help promote how the Army is revolutionizing personnel, pay, and talent management processes: Public Website: Social Media Pages: Facebook, YouTube & Instagram IPPS-A is Coming! YouTube Video: To follow IPPS-A on Social Media facebook.com/armyippsa/ IPPS-A is Coming to the National Guard! YouTube Video: IPPS-A s Top 10 Advantages Video and Reference Sheets: IPPS-A Leads the Way For HR Professionals YouTube Video Series: youtube.com/c/ippsa instagram.com/usarmy_ippsa 7X_cDtIBHZQIv25pb8 Printable Resources: IPPS-A Overview Documents IPPS-A Army National Guard Documents IPPS-A Specific Topics IPPS-A Posters IPPS-A Execution Order 25