FAQ's

Stakeholder and
End User Info

Briefings

What does SAP stand for?

SAP is a German based company. Some people will tell you that SAP doesn't mean anything in English, other will tell you it stands for Systems, Applications and Products in Data Processing.

What does ICRC stand for?

ICRC stands for Integrated Concepts and Research Corporation.

Why SAP HR software, why not one of the more publicized federal HR software competitors -- PeopleSoft and Oracle?

While PeopleSoft and Oracle have nationally known and respected HR software packages, SAP actually has a larger world-wide client base and is the largest producer and distributor of HR software worldwide. In the private sector, many of the country's largest companies use SAP HR software. Up until the FHRIS Project, however, SAP did not have a federalized product. If fully implemented, the FHRIS Project will allow SAP to federalize its HR product while giving Interior access to world-class HR software.

Where does ICRC fit into this project?

ICRC is the integrator/configuring consultant on the project. SAP is primarily a software developer. Once the federalized SAP HR software is developed SAP will reduce their involvement to a maintenance and service role for their product. ICRC will continue on with the configuration, integration and implementation of the software.

I've heard SAP referred to as an ERP solution. What is ERP?

ERP stands for Enterprise Resources Planning. An ERP solution means the product integrates all (or most) functionality needs into one piece of software. In the past, for instance, FPPS interfaced with a number of what were called "satellite" systems that provided functionality in different areas of human resources management. One satellite system provided functionality in recruiting, another in classification, another in training. An ERP solution offers all that different functionality in one software package. SAP's HR software, for instance, would allow you to do recruiting, priority consideration, rating and ranking, position management, employee development, career planning, succession planning, training, appraising, performance management, workforce planning, case/complaint tracking, and reduction-in-force processing ALL within the same product. Any data collected in one function is available for use in another. For instance, once you collect data from an employee on their competencies and qualifications, that data can be used in employee development, career planning, and workforce planning. Similarly, appraisal information can be used in performance management and RIF placements. The beauty of an ERP solution is that you only have to add data to the system once and it is "reused" in whatever human resources management area it's needed. ERP software also allows a considerable amount of integration between different financial management elements of the Department: for example, human resources processes can be integrated with budget processes, which can be integrated with the acquisition system, which in turn can be directly linked to the financial system. This ability to integrate previously separate business functions into a single software system has great appeal to both management and the information technology community. The FHRIS Project is an EPR approach to human resources systems only, although it potentially could be linked to a Departmental financial management system ERP.

Is this an attempt to reduce the personnel staff even further?

No. The use of HR information technology is an attempt to bring our personnel office workload more in line with the reductions that have already occurred. It is hoped that through the use of SAP HR software, personnel office workload will be more manageable and service to customers will improve.

What happens to all of the systems we use and maintain today?

Throughout the pilot and even afterwards (if a long-term arrangement is made) FPPS will continue to be used by the Department to process personnel actions and pay our employees. Most of sattelite systems used by the entire Department will be phased out, however. Some of the satellite systems developed and used by the Bureaus may be continued, although each bureau would be responsible for paying to interface their satellite system with the Departments FHRIS. They would also be responsible for the continuing maintenance and update of their own systems, just as they are now. Each bureau will decide whether to continue their systems after testing the functionality in FHRIS and weighing the cost implications.

Should bureaus continue to develop in-house systems?

That is a bureau decision, be we recommend anyone currently developing a system look at the functionality contained in the SAP HR software before proceeding any further with development. The fact is that SAP HR comes as a complete package, and each bureau will get (and pay for) all the functionality whether they use it or not. In effect, once we've paid for the SAP HR software, the various functionalities are free. Because of the best business practices built into SAP HR software, there isn't much this package can't do if configured properly.

Does this pilot project mean DOI is committed to using SAP software in all our personnel offices?

While we believe SAP human resources software offers a tremendous potential for improving DOI personnel office operations, support and services and that the project will be a success -- we are not locked into SAP software under a long-term contract. Pilot projects are established to ensure everything works and the conditions are right for moving into full-blown implementation. At the conclusion of the pilot project, the results will be analyzed and only then will DOI senior leaders make a decision about a long-term contract.

If the pilot is a success, how long will it be before all DOI personnel offices get the federalized SAP HR software and begin using it?

If a decision is made to contract for the long-term use of the SAP HR software a full project plan will be developed for the configuration, implementation and maintenance of the software for Department-wide use. Some functionality might be available right away (such as recruitment, skills bank, employee development, training and events management). The timeline for implementation of the rest of the SAP product would be based on lessons learned during this first pilot project. We anticipate that full configuration and implementation would take as long as 3 years.

What are the costs for the pilot project and long-term use of SAP HR software?

The cost of the pilot project was covered in Departmental operating expenses and came out of the new Departmental credit-card rebates. We really don't know what the long-term costs for implementing SAP HR softwared Department-wide will be. That is part of the reason for running a pilot project. Because of our partnership with ICRC and SAP, however, we believe the long-term costs will be significantly lower than with most other commericial HR software vendors and integrators. As previously indicated, we do not have a long-term committment to use SAP HR software, and we won't until factors like cost are determined.

This sounds exciting, how do I get involved?

First of all, let your bureau personnel office know of your interest. Your support, even in just showing an interest, will be important to the success of the project. In some cases we need additional people to work on the project team or review the work the project team in producing. Your bureau personnel office is our main contact for obtaining additional help. If you are not called upon to directly support the team, keep informed on the project and the results. Your interest could result in your personnel office becoming one of the first full implementation sites if a decision is made to go for full implementation Department-wide.