Modernization Blueprint
Background
The Department of Interior Human Resources (HR) Modernization Blueprint covers performance, business, data, services, systems and technology architecture layers. It is jointly sponsored by the Interior Office of the Chief Information Officer and the Office of Human Resources.
The HR Line of Business (LOB) and the effective management of human capital are critical to meeting the Interior’s mission objectives. It is tied to the Strategic Management of Human Capital Initiative which is part of the President’s Management Agenda (PMA) and six of the 25 E-Government Presidential Initiatives. The Blueprint addresses the following issues facing the HR LOB:
- Redundant, disparate, and aging systems investment and operations
- Disjointed and non-interoperable systems and data
- Declining knowledge-based HR workforce
- Lack of integration between all aspects of HR services
- Lack of measured and accountable HR service delivery
The HR Blueprint uses the DOI approved Methodology for Business Transformation (MBT) to perform an analysis of HR stakeholders, technologies, information stores, investments, applications, and business processes.
It also provides a number of recommendations that will result in tangible benefits addressing many of the issues facing the HR business area:
- Establishes an HR systems baseline, transition plan, and lists systems that will interface or be impacted by planned E-Gov HR LOB initiatives
- Provides a strategy to improve and maximize the delivery of HR services
- Provides recommendations for more effective use of existing infrastructure, processes and personnel
- Provides a conceptual data architecture that supports interacting with E-Gov service providers
- Identifies common HR data subject areas and is the first step in the establishment of official authoritative data source (ADS) for key HR data entities
- Invests in identification and integration of missing required capabilities to achieve HR program objectives
Ultimately, the HR Blueprint positions the Department to better leverage the current suite of E-Government initiatives managed by the Office of Personnel Management (OPM), ensuring coordination across each and the development of a holistic plan to manage Federal HR services more effectively.