The main objective of this project is to extend the work that was begun as part of the Employee Information… | Contract

DELOITTE CONSULTING L.L.P.

Contract: $5,450,540 - Federal Railroad Administration - Sep. 23, 2009

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Award Description: The main objective of this project is to extend the work that was begun as part of the Employee Information Management program, in projects from 2005 to 2008, to provide Amtrak with a standard, reliable and extensible HR, Payroll and Time Management System. The new system will have as few customizations as possible to reduce the cost of moving to subsequent SAP software releases and simplify the operation and support of the system. As a result of the project Amtrak expects: 1. Improved design of controls within the broad HR, payroll and time management functions, resulting in business cost reductions that include avoidance of employee overpayments, avoidance of legal fees for unfair labor practices, and ability to actively monitor the human resource business processes. 2. An improved baseline version of SAP that minimizes modifications and supports Amtrak's new HR service delivery model , which includes self service and an HR shared service center. 3. The ability to enable Amtrak to accept SAP's mainstream customer upgrade schedule and ensure on-going supportability. 4. The ability to take advantage of SAP's mySAP ERP functionality and state-of-the-art technology solutions to support Amtrak's business, especially in the areas of HR portal and employee and manager self service, e-learning, and refined HR PAR processing. 5. Correction of business processes and configuration deficiencies from the 4.0b and initial IOC implementations that require improved operation and technical support.

Project Description: - Progress reports were submitted to Amtrak project management (PM) on development of forms, interfaces, and reports - Progress reports were submitted to Amtrak PM on unit testing, which is 85% complete for the in scope areas - Documented Unit Test scripts (100% scripted and documented) - Corrected and closed all outstanding defects as unit testing was completed (85%) - Created and conducted legacy forms workshops to convert those existing HR forms to the new format for consistent HR processing - Completed testing and knowledge transfer to Amtrak on qualifications data - Continued testing of workflow, interfaces, and data conversions for e-learning and qualifications data - Completed pay stub unit testing as part of employee self service - Completed 15 new online correspondence forms for employee and manager communications with HR for PARs - Initiated the work related to Business Intelligence (BI) reports - Initiated security roles for compliance and segregation of duties - Provided progress report for change management and training (60% complete) to the Amtrak PM - Provided initial draft for review of change agent charter and scope of work - Conducted change management meetings and workshops to plan for deployment - Continued ‘road show’ planning and preparation - Planned and scheduled project QA and risk review

Jobs Summary: With these stimulus funds, Amtrak is able to fund the implementation of a strategic program that will allow its employees and managers to interact with the HR department using online methods and forms vs. needing to visit an HR office to make changes to their employee data. The program includes the following areas new to Amtrak: an employee and manager self-service portal; e-learning and online training; and the introduction of newly cataloged, online data outlining competencies and qualifications for Amtrak jobs. In addition, some of the existing HR processes have been modified to become more efficient. The work includes both process design and implementation across the company in the areas of processes, systems, and organizational change management. Jobs created through these funds exist in the Deloitte and Amtrak environments; the ones described below are Deloitte jobs only. The team consists of the following core team members who would not have work without this program: 3 strategic leadership members who are responsible for overall project direction, client leadership alignment, team work plans, and overall quality delivery 3 team managers (1 for functional requirements and implementation, 1 for organizational change management, and 1 for technical coordination), 5 experienced consultants and team leaders with multiple projects in their backgrounds 4 consultants with at least 1 previous project experience 4 analysts who assist with project documentation, creation of deliverables who work under the direction of the experienced managers and team leaders This core team is supplemented by various subject matter experts who assist the program for short periods of time as needed. SMEs account for the equivalent of 5 FTEs, bringing the total number of jobs funded to 24. Funds have also been set aside for 3 jobs (pending) that will be added to the team at a later date for the creation of training manuals and other communication materials that will assist with the change management effort. (Total jobs reported: 11)

Project Status: Less Than 50% Completed

This award's data was last updated on Sep. 23, 2009. Help expand these official descriptions using the wiki below.