WEBVTT

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Yeah . Hi , I'm Colonel Greg Johnson .

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The functional lead for team up . Say ,

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for the Army , we're going to show you

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a demonstration on the talent work

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center and how that works in . It's a

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one major point is we're already live

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in . It's a The National Guard is fully

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fielded in all 54 states and

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territories , and over 300,000 users

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are using IPSA today , um , exciting

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movement for the army to put all all of

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those states into the system . But

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what's also even more exciting tow us

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is that we've rolled out a mobile app

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where soldiers can use their personal

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mobile devices to access the system and

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to do personal action requests . So

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this is the first for the Army . We're

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extremely proud of our team and

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extremely proud that we rolled this out

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for the Army and the National Guard .

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Right now , we're moving towards the

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finalization of what we call released

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three and Release three is where we

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will add the United States Army Reserve

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as well as the active component , and

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we'll put them into the system with the

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National Guard by December of 21 . So

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released three is a big move for the

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Army to finally get all three

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components into one system . Again ,

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really excited about that ? The build

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is going extremely well . We're

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finished with it on now . We're moving

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into our initial testing phases .

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There's three main focus areas for

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release three on Let's Talk About real

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quickly because they're really

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important to the success of Rolling Out

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are released three in December of 21 .

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The first is that we're going to

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streamline business processes . So

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those HR business process that that air

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in the Army , all three components

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we're going to streamline those

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business processes for them and then

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include talent management . So it's

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really a shift from HR to a talent

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management system . We're really

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excited about that work , and it's

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really important for the modernization

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of our Army in the HR Arena were also

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focused on a on a massive data

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correctness campaign . So there's a

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million soldiers in the Army and we

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need to correct their data . All three

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components need to correct their data ,

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so there is extreme focus on units s

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ones , individuals as well as

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commanders working data correctness .

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Efforts to prepare for this go live in

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December of 21 3rd , and certainly not

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least really important as well is that

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we're modernizing the I T

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infrastructure of HRC , streamlining

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the data that's used throughout the HR

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enterprise . These air three major

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important elements to our least three .

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So I've been asked from a lot of people

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in a lot of different places in the

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Army . Why is data correctness

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important ? Why why is this data think

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so important to It's a a swell as well

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as our modernization efforts and the

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reason it's it's important because we

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for 40 years we've had many systems ,

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many interfaces and then many data

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elements that were redundant with all

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those different systems on DSO .

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There's inaccuracies across the board

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in most of our systems and our focus on

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data correctness like , Why should a

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soldier care ? Well , we want to make

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sure that the most accurate data from

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that Soldiers profile is brought into

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it say , when we go live in December of

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21 and there's obvious impacts , right ?

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There's promotions , there's pay ,

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there's assignment considerations . All

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of those areas rely on the data that's

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in our systems . And so if we wanna

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have mawr correct approach to all of

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those areas , right ? We need to focus

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on that data before we go . And so

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we've We've rolled out many different

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opportunities . Thio to teach and to

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drive this discussion about data

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correctness across the board . We've

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talked to commanders . We've said , Hey ,

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there's there's an importance to this

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and their scorecards that we're passing

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out to commands across the Army so they

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can focus on where the issues are and

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what needs to be focused on as we get

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closer than to go online . We've told

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individuals , Hey , go look at your

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data in key systems on , then make sure

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that's correct . And then , if it's not

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correct , talk to us once on your S

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ones , go into the systems and do these

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reviews with the soldiers for today's

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demonstration , we'll show you release

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threes . Talent , work center uh ,

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pretty excited about this functionality .

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It's really the bedrock and baseline of

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talent management in our religious

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three offering to the Army , which will

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deliver in December 21 . Inside this

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demo , you'll see a couple of things .

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You'll see some reports inquiries that

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tie into talent management . You'll see

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the soldier talent profile . You'll see

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job openings , you'll see how the

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marketplace is gonna work . And again

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that that's the baseline and bedrock of

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talent management in our release .

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Three offering . So I hope you enjoy

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this demonstration today . Yeah .

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Next work center is the HR professional ,

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which is the unit work center . Okay ,

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so when I click that again , we have

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the , uh , content right here again .

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Configurable . We've got much different

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menu items over here . Okay , So I can

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click the soldier talent profile ,

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which will then giving my search

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criteria . Because I didn't select . Uh ,

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I'm not in a self service . I'm not ,

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uh , haven't collected a soldier yet ,

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right ? So James went over that earlier .

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Um , job posting library . This is this

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is very important . Um , and I think a

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benefit from where aim to is right now ,

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um , this allows YouTube , and I'll

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show this later in the demonstration .

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This allows a unit to , um , input

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information about the position that

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will be on the job posting for the for

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the unit , for HRC , for the soldier

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Thio . See , what is this position all

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about , right . It's just it's content

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about that position . And as you create

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job openings over the years . That same

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data will apply to that position each

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time that job opening is created . And

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then obviously , if it changes over

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time , it can be manipulated . The same

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thing for department posting library

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right at the u I . C . Level um , the

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unit can put in a targeted information

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about a , uh , unit Andi . Every job

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opening that has that you know it will

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show up on the the job opening again .

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We'll show that later in the

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demonstration profile management I can

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go into person profiles , which is

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actual soldier profile . Non personal

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profiles is , uh , the the attributes

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of a position that come over from a OS

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and then compare profiles allows you

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thio compare a position

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which is a non person profiles the one

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too many soldiers , right ? So

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seriously attributes of the position .

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Here's the action because the soldier

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what kind of match do we have on ?

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We'll see that a little bit later as

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well . Job opening administration . I

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can search for applicants . I can

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create applicants . I can search for

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job opening . Noticed that when I

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collect one of these menu items , uh ,

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it it's , um , through the content on

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the pain over here , but it still

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allows Meteo search . Okay , Are fit to

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go to other menu items . Ad hoc

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eligibility dashboard . Uh , this is a

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new HRC tool . Currently , uh , it's

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known as the fan tool , but we're using

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this across all composed . Now it

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allows you thio thio filter

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for a set of soldiers by , you know ,

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right by one of their attributes by

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comp Oh , etcetera There's a ton of

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different attributes that that you can

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you can filter by it , allows you to

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execute rules and then it allows you to

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link a soldier to a job opening . So a

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very , very powerful tool right here ,

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um , they could see position dashboard .

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This was more for the U S . A . R and

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car . However , in talks with S and D

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active component might use it . Um ,

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this is where again there's a

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ton of filters that will show you

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vacant position currently as well as

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vacant positions in the future . Based

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off of a date criteria , Andi will

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allow , uh , allow a unit to create job

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opening , um , projected job openings .

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Right ? Um , the ad hoc eligibility

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dashboard and vacancy position

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dashboard have not been demonstrated

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yet . But I believe that will either be

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in a later CRP or when I guess Colonel

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Johnson has his demonstration set of

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post bills will show everything . Okay ,

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post market . This marketplace still ,

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um , is before before the market is

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created and allows the unit to , uh ,

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set priority of positions that fill a

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position , uh , manually ad hoc , add

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in positions as well as view the job

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openings that come over from as far ,

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and we'll go over that later in the

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demonstration . Marketplace unit

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preferences just allows the , um , the

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unit during the marketplace to set

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preferences on soldiers . Forgiven job

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Simon considerations , personal

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restrictions , workflow One stop shop

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for workflow so that they can do all of

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their , uh , their basically their job

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right here . Um , process monitor is

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just the batch processes , and you'll

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notice queries and reports down here .

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Right . So , um , as queries and

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reports are built in in our three , we

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can continue them to show up in the

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work center . So again , we're not

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navigating all over the place .

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Remember , the work center is used for

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It's really just targeted for a given

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type of user so that it's a one stop

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shop . Hopefully , you've got a little

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bit of a flavor and a feeling for how

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the system of work and then how you

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will interact with the system at the

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unit level . It's the baseline and

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bedrock of talent management for

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released three . We're all over social

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media . We have our own podcast , and

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you can continue to see updates and

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further demonstrations on those sites .

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I want to say Thank you very much for

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tuning in today . I'm Colonel Greg

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Johnson from Team EPPS . A . Have a

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great day .