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VOLUME 3 | ISSUE 3 | DECEMBER 2022DCHRMS NEWSLETTER
delivery of an enterprise system with the right capabilities for
employees, managers, supervisors, and HR practitioners. This
includes an overview of the program status, a summary of the
key highlights for this year, and what’s next for DCHRMS!
CY 2022 has definitely been an exciting year! I am honored,
humbled, and privileged to have the opportunity to lead
this amazing team of professionals, the DCHRMS Team!
Their determination, commitment, and dedication is very
impressive. As for the upcoming year, I would like to reiterate
our commitment to excellence as we continue our journey
towards digital transformation, and look forward to continue
working with ALL of you!
As always, we appreciate your continued support and all
your eorts, and wish you and your family a happy and a safe
holiday season! Happy New Year 2023! Again, thank you for a
great year, Team! Thank you “Champions of Change”!
Message from the Director
NEWSLETTER
Defense Civilian Human Resources Management System
Happy Holidays! Welcome to the last edition of our
Defense Civilian Human Resources Management
System (DCHRMS) Newsletter for the calendar
year (CY) 2022! During this year we have many
accomplishments to celebrate, and have made,
and continue to make great progress incorporating
critical functionality for Human Resources (HR)
Core and Performance Management. Yet, we
understand that there is much more work to be
done for a successful transition to DCHRMS.
To recap, the User Acceptance Testing (UAT) event
held earlier this year (January
–March) identified
additional critical deficiencies that required
resolution prior to the scheduled April 2022
Defense Finance and Accounting Services (DFAS)
Initial Operating Capability (IOC) deployment.
Since then, we have reviewed and prioritized
the remaining capabilities, system gaps,
interdependencies, and impacts to determine the
best path forward. Additionally, we have worked
with our Defense Manpower Data Center (DMDC)
partners on further decomposing requirements,
mitigating additional capability gaps, and
ensuring the delivery of some Human Capital
Management enhancements from Oracle since
the DCHRMS critical path relies on these.
While we are excited about the progress made
throughout this year, we will continue pushing
forward with ongoing eorts to meet our major
objectives, which include, but are not limited
to: preparing for and executing the second
UAT, delivering the Training Workshop(s), and
executing DFAS IOC. Additionally, we will
continue developing the Full Operating Capability
deployment roadmap.
In this month’s edition, we share some of the areas
the DCPAS Enterprise Solution and Integration
(ESI) Team have been working on to ensure the
Daniel J. Hester
Director, Defense Civilian
Personnel Advisory Service
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VOLUME 3 | ISSUE 3 | DECEMBER 2022DCHRMS NEWSLETTER
In the last edition, we mentioned that the remaining capabilities were
grouped by priority and further decomposed, which included technical
and functional requirements to better articulate the configuration
and development eorts that get DoD to a baseline for IOC. Since
then, we have been working with DMDC on mitigating additional
critical capability gaps. Additionally, we have been reviewing and
providing recommendations to critical DCHRMS artifacts, such as the
Work Breakdown Structure (WBS), which defines what needs to be
accomplished; the Functional Specification document that provides
requirement details and documents the expected high-level functions
and behaviors; the Test Evaluation Master Plan that establishes a
framework for how and when DCHRMS testing will be conducted,
identifies the processes that should be tested, and establishes the
responsibilities of the testing stakeholders and participants; and the
Integrated Master Schedule (IMS) that comprises the milestone activities
and the program increment dates that will lead to the development
and configurations for the expected DFAS IOC. Lastly, we continue to
finalize the functional testing and training approaches, and identifying
key pre/post deployment activities to ensure a successful DFAS
IOC. Within the upcoming months, we will work towards identifying
activities that will span across the DCHRMS program lifecycle through
our pre-deployment and post deployment initiatives. More to come!
Program Update
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VOLUME 3 | ISSUE 3 | DECEMBER 2022DCHRMS NEWSLETTER
Defense Civilian Human Resources Management System
Again, thank you for your commitment and for being such an important part of the DCHRMS Family!
dodhra.mc-alex.dcpas.mbx.esi@mail.mil
4800 Mark Center Drive Alexandria, VA 22350-1100
Defense Civilian Personnel Advisory Service
Building a civilian workforce that supports service members
What’s Coming:
Program Update
Path Forward
Change Management Strategy
CY 22 Major
Program Highlights
Key Highlights/Milestones Achieved During CY 2022
Late January – Mid March Conducted the first UAT that revealed additional critical capability gaps required before deployment.
March
(Ongoing Eorts)
DHRA draed a comprehensive IMS and is updating the DCHRMS baseline deployment schedule
based on the critical deficiencies. Government continue eorts toward completion of the baseline aligned within the IMS.
May
(Ongoing Eorts)
DCPAS/DMDC started analyzing and prioritizing additional remaining eorts. Additionally, they have escalated additional
critical ideas/required capabilities to Leadership that have not been accepted by Oracle. A result, Oracle has accepted
to deliver the critical ones needed for DFAS IOC.
June
Conducted Sprint Zero to further decompose requirements and ensure alignment between the government functional
and technical teams with the implementation approach.
June
(Ongoing Eorts)
DCPAS/DMDC continue developing program critical artifacts such as the WBS, Functional Specification, etc.