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Human Resource Information System (HRIS)
What is the HRIS Project?

The Human Resource Information System (HRIS) Project was started by the Department of Administrative Services (DAS) to plan for the replacement of existing human resource (HR) applications; the Position Personnel Database (PPDB), the Position Information Control System (PICS), and the Applicant Certification System (APPL/CERT).
The Governor’s Recommended Budget did not include a request to continue the HRIS project for the 2009-11 biennium. The HRIS project accomplishments are shared below and will be assessed and evaluated in in the 2009-11 biennium to provide process improvements where beneficial.

Accomplishments of the HRIS Project

For the 2007-09 biennium, the HRIS Project team accomplished the following:
One of the tasks of the HRIS project team was to capture and document the high level As-Is Human Resource business processes partnering with a cross section of agencies and the Human Resources Services Division (HRSD). These business process models were then reviewed by HRSD and state agency HR personnel through numerous workshops.
The business process workshops provided participating agencies the opportunity to give their input along with sharing how HR processes may differ in each agency. The final high level HR process models will serve as a baseline in understanding how current HR processes begin and end.
Once the HR As-Is processes were identified, HR Could-Be process models and narratives were developed to highlight how current HR process could be implemented in a HRIS COTS based system. A comprehensive set of HRIS business and technical requirements were also identified.
An initial step in the early planning process was to conduct  a number of interviews with key project stakeholders. The goal of these interviews was to obtain initial feedback from a wide range of stakeholders on issues with the current HR systems, identify opportunities for improvement, potential benefits and risks associated with implementing a new HRIS. In addition to PPDB, APPL/CERT, and PICS, there are a number of DAS and agency-level systems and interfaces (shadow systems) that supplement human resource and other functionality. These shadow systems are individual agency applications, spreadsheets, or processes that have been developed to fill a gap in a data, reporting, or regulatory requirements.
Using much of the information noted above, a comprehensive business case including cost benefit analysis was developed to support the development and implementation of the Human Resource Information System.  An executive summary highlights the information provided in the business case.
Accomplishments for the HRIS project can be accessed above and through the Information Links section to the right.
For questions or additional information, contact:
Steve Schafer, Project Manager, Steven.J.Schafer@state.or.us
Jeanette Miley, HRIS Business Analyst, Jeanette.Miley@state.or.us
Sharon Beck, HRIS Technical Analyst, Sharon.Beck@state.or.us
Sheri Nees, Recruitment Business Analyst, Sheri.Nees@state.or.us

Information Links

* HR As-Is Business Process Models
* HRIS Business Requirements
* HRIS Technical Requirements