Transcript ND Project Team Kick Off

Banner Human
Resources/Payroll Project
Kick-Off
“Taking Flight”
November 27, 2007
Agenda

Welcome
– Introductions

Project Communications
– Icebreaker
– Delivery methods
– Meeting Purpose
– Feedback and input
Executive Overview

Training Approach
– “Banner”: What and Why
– Project Team
– Project Roles
– End-Users
– Key Success Factors


Project Management
– Project Scope
– Project Charter
– Implementation Overview
Agenda
Project Teams and
Workgroups


Closing
–Door Prize activity
–Introductions: Leads and
–Next Steps
members
–Team charter
–Deliverables
–Contact Information
 Technical IT Update
–Question and Answer
Introductions
Presenters
Paula Hall – Project Manager
 Toni Habegger – Project Sponsor, AVPBusiness & Finance
 Jodie Knox – End-User Training
 Project Team and Work Group Leads
 Erick Keating – Technical IT

SunGard Higher Education
(SGHE)
Linda Wooden – SGHE Project Manager
 Kathy Ray – SGHE Training Consultant
 THANK YOU! For your support and
providing Breakfast!!

Today’s Session will:

Officially kick-off the start of the Banner
HR/Payroll Replacement project

Provide an understanding of the project’s
Purpose and Goals

Review the:
 Project charter and Scope
 Project Deliverables
 Implementation Timeline
Most importantly, today’s
session will:

Introduce the key to the success of the
project implementation….
YOU!

Your role and responsibilities
Participants’ Icebreaker
Banner HR/PR Cheer!






GET UP
GET READY
WE’RE STARTING SOMETHING BIG
WE’RE TOUGH
WE’RE STRONG
AND THIS WON’T TAKE US LONG

H-R-P-R IS THE BEST
WE KNOW WE’RE ALL UP TO THE TEST

SOOOOOOOOOOOOOOOOOOOOOOOOOOO

COME ON TEAM
LET’S KICK OFF…….
THIS YEAR LONG QUEST!!



HOORAY !!
Executive
Overview –
Toni Habegger
Banner
Human Resources & Payroll
System
“The Next Step in our ERP”
So…..What is an “ERP”?
QUIZ???
Does “ERP” stand for…
a)
Earth Revolutionary Process
b)
Enraging Random People
c)
Enterprise Resource Planning
Expecting Ridiculous Progress
All of the Above
d)
e)
Answer
ERP stands for….
c) Enterprise Resource Planning
•
Enterprise Resource Planning systems (ERPs)
integrate (or attempt to integrate) all data and
processes of an organization into a unified system.
[Wikipedia definition]
It is not just about the technology…it is about better
communication and sharing of information across the
institution.
The system gives us the tools…People make it
happen!
What is Banner?
 An
integrated suite of administrative
software applications built specifically
for higher educational institutions.
 The market leading solution in use at
more than 800 institutions around the
world.
Mission and Strategic Fit

Meets EWU’s requirements for a robust,
integrated administrative system that
– Supports data-driven planning and decision-making
– Improves business efficiency and effectiveness
– Supports user autonomy through web-based, self-
service software.

Alignment with other projects
–
–
–
–
Luminus – Web Portal
AppWorx – System Scheduler/Sequencer
IntelleCheck – Custome ACH/Check Production
WorkFlow – Document/Communication Routing
Benefits

Flexible analysis and reporting capabilities
– Improved accuracy, speed, and consistency.
Provides enterprise-wide perspective for
managing University processes.
 Leverages application of higher-education
best practices.

EWU’s Banner
Implementation Schedule
Nov ‘04
Jan ‘09
Banner Student
Live Sep ‘06
Banner Finance
Live Jul ‘07
Banner HR/Payroll
Go Live Jan ‘09
Roles and Responsibilities
Executive Sponsor – Mary Voves, V.P.
Business and Finance
 Responsible for:
– Executive-level project oversight.
– “Championing” the project and providing
project awareness at the senior level.
– Approval of major scope and/or significant
changes to project plan.
Roles and Responsibilities

Project Sponsor – Toni Habegger
Responsible for:
– Leading the Project Management Team (PMT)
– “Champion” of the project
– Executive authority for decisions and overcoming
obstacles and barriers.
– Budget and resource accountability
– Ultimate authority and responsibility for project
success.
Roles and Responsibilities

Project Manager – Paula Hall
Responsible for:
– Manage project scope, schedule, cost, and quality.
– Develop project plan and lead project teams in
execution of the plan
– Coordinate and integrate project activities.
– Manage project issues, escalating to PMT as necessary
– Provide project status reports to PMT and executive
management.
Roles and Responsibilities
Project Management Team

Responsible for:
– Actively “championing” project throughout their
respective organizations
– Provide resources from their organizations
– Guiding project implementation by advising on and/or
resolving project issues.
– Driving and managing change through their respective
organizations
Roles and Responsibilities
Project Team and Work Group Leads
 Responsible for:
– Lead respective team/work group in execution
of team charter.
– Ensure project tasks, assignments, and
deliverables are completed on time.
– Escalate unresolved project issues to Project
Manager in timely manner.
Roles and Responsibilities
Project Stakeholders*


*People and/or groups which are impacted by, or
who can impact, the outcomes of the project.
Responsible for:
– Keeping abreast of project status and other project
communications.
– Disseminating project information to other members of
respective organizations.
– Championing and supporting the project with
respective organizations.
– Providing feedback to project teams.
Roles and Responsibilities
Final Note:
 Commitment from ALL project participants
is critical to the success of the project

– Fulfill your role
– Be accountable for your responsibilities
Key Success Factors

Meet all project objectives:
– Streamline applicant hiring process.
– Manage personnel, benefits, and positions
effectively and efficiently.
– Process payroll accurately and efficiently –

Error-free processing the first time.
Remember….
We are building the
foundation.
All will not be perfect on Day 1.
The work continues after golive!
Project
Management –
Paula Hall
 Project Scope
In Scope

Employment and
Compensation
Administration
– Faculty Tracking
– Employee Relations
Management
– Health & Safety
Administration
– Labor Relations
Management

Position Management

Benefits/Deductions
Administration

Payroll/Time Entry

Electronic Approvals
In Scope (continued)
Employee SelfService
 People Admin (3rd
Party software)

Not in Scope
 Personnel
Services Budgeting
– Deferred until 2011
Under Consideration
 Student
Employment Module
 Project Charter
Project Deliverables

Project Plan
– Task and Resource management






Communication Plan
End-User Training Plan
Business Process Analysis documentation
System Prototype development
Reports and Forms designs
Required interfaces
Assumptions





Legacy systems remain in place and supported
until implementation of replacement modules.
Necessary resources will be available.
Project activity will be the priority for members of
the Project teams.
Processes and operational requirements will utilize
SGHE baseline system functionality.
Oracle Discoverer will be the centrally supported,
standard reporting tool.
 Implementation
Overview
Implementation Timeline
“ T A K IN G F L IG H T ”
O c t-0 7 – A p r-0 8
F u n c tio n a l U s e r T ra in in g
P ro je c t P la n n in g
C o m p le te d
N o v -0 7
D e c -0 7
J a n -0 8
S y s te m P ro to ty p e
D e v e lo p m e n t
F e b -0 8
M a r-0 8
A p r-0 8
O c t-0 7
A p r-0 8
“ L E A R N IN G T O S O A R ”
M a y-0 8 – D e c -0 8
E n d U s e r T ra in in g B e g in s
S y s te m P ro to ty p e D e v e lo p m e n t
5 /5
D a ta C o n v e rs io n
J u n -0 8
J u l-0 8
A u g -0 8
S e p -0 8
M a y -0 8
O c t-0 8
N o v -0 8
D e c -0 8
P a ra lle l T e s t 1
P a ra lle l T e s t 2
P a ra lle l T e s t 3
1 0 /4
1 1 /3
1 2 /1
D e c -0 8
“TH E E A G LE H A S LA N D E D ”
J a n -0 9 – J u n -0 9
H u m a n R e s o u rc e s /P a y ro ll “ G O L IV E ”
E P A F P h a s e S ta rt
F e b -0 9
J a n -0 9
E P A F s & T ra in in g
M a r-0 9
A p r-0 9
M a y -0 9
J u n -0 9
J u n -0 9
Project Controls
Project Status Reports
 Change Management process
 Issue tracking and resolution procedures
 QA, i.e. Testing and User Acceptance Test
 Project knowledge repository

– TALONS website www.ewu.edu/talons/
– Banner HR Implementation Blackboard course.
http://blackboard.ewu.edu/
Door Prize Raffle
Raffle Ticket in your box.
 Answer the Question on your raffle ticket.
 Print your name at the bottom.
 Drop in the designated bag.
 Drawing for 5 FABULOUS PRIZES at end
of meeting!!

BREAK
10 Minutes
 Project Communications
Communication Plan


Communications Work Group with cross-functional
representation
Communication Strategy defined by February 2008.
– Communication methods and vehicles identified.
– Target audiences identified.


Information will be developed and disseminated per
Communication strategy.
Communication is a “2-way street”.
– Keep informed.
– Provide feedback.
Communications Work Group
H R /P R P M T
P a u la H a ll
C o m m u n ic a tio n
L o ri K o ry
HR
K a n d i C a rp e r
U n iv e rs ity R e la tio n s
J e a n n e tte P h illip s
D IE O
M a rg R o g e rs
B u s in e s s & F in a n c e
J o d ie K n o x
B a n n e r T ra in e r
C o n n ie B ra d y
A c a d e m ic A ffa irs
K a re n M a rs h
S tu d e n t A ffa irs
Contact Information
Key project contact list located on the
TALONS website: www.ewu.edu/talons
 Complete project team and work group
roster located on Banner HR
Implementation Blackboard course:
http://blackboard.ewu.edu

 Training Approach
Training Approach
Functional Training provided by SunGard
 End-User Training Work Group

– Jodie Knox, Work Group Lead
End-User Training Work Group
H R /P R P M T
J o d ie K n o x
E U T ra in in g
W o rk G ro u p L e a d
P a tric e F o u rn ie r
B a n n e r T ra in e r
L a rry M c C u lle y D IE O
J e ri M o rg a n
P a y ro ll
C a re n L in c o ln
HR
J a n is B lis s
B e n e fits
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
K e ri M ille r
C a re e r S e rv ic e s
End User Training

Development and Implementation of End
User Training Strategy for Banner HR

Kick Off: May 2008
Project Teams
and Work
Groups
Banner HR/Payroll Project Management
Organization
M a ry V o v e s ,
V .P .B u s in e s s & F in a n c e
E x e c u tiv e S p o n s o r
H R P R P R O J E C T M A N A G E M E N T T E A M (P M T )
T o n i H a b e g g e r, A V P B u s in e s s & F in a n c e
P ro je c t S p o n s o r
P a u la H a ll, E W U
P ro je c t M a n a g e r
C a re n L in c o ln
H u m a n R e s o u rc e s
K a th y S a w te lls
P a y ro ll
L in d a W o o d e n
S u n G a rd P ro je c t
M anager
T e s h a K ro p id lo w s k i
Budget
PMT
J a n B lis s
B e n e fits
Anne G ehr
F u n c tio n a l T e c h .
E ric k K e a tin g
IT T e c h .
Banner HR/Payroll Project Work Groups
HRPR
PMT
C o m m u n ic a tio n s
P a u la H a ll
D a ta S ta n d a rd s
C a re n L in c o ln
M a rg R o g e rs
B u s in e s s & F in a n c e
K a n d i C a rp e r
U n iv e rs ity R e la tio n s
J e a n n e tte P h illip s
D IE O
C o n n ie B ra d y
A c a d e m ic A ffa irs
J o d ie K n o x
E n d -U s e r T ra in in g
L o ri K o ry
H u m a n R e s o u rc e s
K a re n M a rs h
S tu d e n t A ffa irs
E n d U s e r T ra in in g
J e ri M o rg a n
P a y ro ll
T e re s a M a rtin
In s titu tio n a l R e s e a rc h
D e b b ie F o c k le r/
S h a n n o n F ly n n
S tu d e n t A ffa irs
A n n e tte S k a e r
A c a d e m ic A ffa irs
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
J a n B lis s
B e n e fits
J o d ie K n o x
R e p o rtin g
TBD
F o rm s
S e c u rity
C a rlila H u g h e s
D e n n is W ils o n
P a tric e F o u rn ie r
E n d -U s e r T ra in in g
J e ri M o rg a n
P a y ro ll
J e ri M o rg a n
P a y ro ll
K a th y S a w te lls
P a y ro ll
J a n B lis s
B e n e fits
T e re s a M a rtin
In s titu tio n a l R e s e a rc h
J a n B lis s
B e n e fits
C a re n L in c o ln
H u m a n R e s o u rc e s
L a rry M c C u lly
D IE O
J a n B lis s
B e n e fits
C a re n L in c o ln
H u m a n R e s o u rc e s
J e ri M o rg a n
P a y ro ll
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
C a re n L in c o ln
H u m a n R e s o u rc e s
G re g F o rtu n e
ODS
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
T e s h a K ro p id lo w s k i
B udget
K e ri M ille r
C a re e r S e rv ic e s
L a n P h o /C a re n L in c o ln
H u m a n R e s o u rc e s
T e s h a K ro p id lo w s k i
B udget
TBD
H R D a ta C u s to d ia n
J a n B lis s
B e n e fits
K e ri M ille r
C a re e r S e rv ic e s
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
S u s a n H im e s
IT S e c u rity
S h a n n o n F ly n n
F in a n c ia l A id
C huck R oper
F in a n c e D a ta
C u s to d ia n
Banner HR/Payroll Project Teams
HRPR
PMT
H u m a n R e s o u rc e s
B e n e fits
B udget
P a y ro ll
C a re n L in c o ln
J a n B lis s
T e s h a K ro p id lo w s k i
K a th y S a w te lls
T e c h n ic a l E n te rp ris e
S y s te m s
E ric k K e a tin g
K im b e rle e D a v is
Anne G ehr
K im b e rle e D a v is
J e ri M o rg a n
V a ra L y n n C o n ra th
K im b e rle e
D a v is
J a n B lis s
Anne G ehr
K a th y S a w te lls
C a th ie M o e lle r
C h ris B e th e ly
J e ri M o rg a n
Eva
C u n n in g h a m
L e io H e y e n ra th
V a ra L y n n
C o n ra th
D e a n M c M in n
T a m m y F e lic ija n *
K im b e rle e
D a v is *
V a la n F ra n k lin
P e te M o ra d i*
K e ri M ille r*
G re g F o rtu n e
K e ri M ille r
Chad Johnson
C a ro l H a w k in s
L o ri K o ry *
J e ri M o rg a n
C a re n L in c o ln
K e n d ra K e lly
C a re n L in c o ln
J a n e B u tto n *
J a m ie K e lp *
Anne G ehr
Lan Pho
D a n S c a n la n
TBH
S p e c ia lis t
TBH
S p e c ia lis t
N a te S h e a re r*
M a rk S c h u lle r*
S u s a n H im e
J o h n G a s p e r*
*T e a m R e s o u rc e /S u p p o rt
F u n c tio n a l
Tech
A d m ir
D ju lo v ic *
Project Team Charge

Business Process Analysis and Documentation
– “As-Is” (i.e. current) processes and configurations
– “To-Be” (i.e. Banner) equivalent processes and
configurations




Gap identification and resolution.
Development of functional prototypes in the
Banner HR/Payroll environment.
Testing configurations and procedures
Validation of converted data
Project Team Deliverables
Business Process documentation
 Test Plan and Test Scenario documentation
 Test Completion documentation
 User Acceptance Testing documentation
 Monthly Status reports

Work Group Introductions
Data Standards Work Group
H R /P R P M T
C a re n L in c o ln
D a ta S ta n d a rd s L e a d
J e ri M o rg a n
P a y ro ll
D e b b ie F o c k le r/S h a n n o n F ly n n
S tu d e n t A ffa irs
T h e re s a M a rtin
In s titu tio n a l R e s e a rc h
R ep
A n n e tte S k a e r
A c a d e m ic A ffa irs
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
J a n B lis s
B e n e fits
Forms Work Group
H R /P R P M T
C a rlila H u g h e s
F o rm s W o rk G ro u p L e a d
J a n is B lis s
B e n e fits
J e ri M o rg a n
P a y ro ll
C a re n L in c o ln
HR
K e ri M ille r
C a re e r S e rv ic e s
L iz G a rd e a
D in in g
T e s h a K ro p id lo w s k i
B udget
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
S h a n n o n F ly n n
F in a n c ia l A id
TBD
F a c ilitie s
Reporting Work Group
H R /P R P M T
TBD
R e p o rtin g W o rk G ro u p L e a d
T h e re s a M a rtin
In s titu tio n a l R e s e a rc h
J e ri M o rg a n
P a y ro ll
J a n is B lis s
B e n e fits
K im b e rle e D a v is
A c a d e m ic P e rs o n n e l
G re g F o rtu n e
ODS
T e s h a K ro p id lo w s k i
B u d g e t S e rv ic e s
C a re n L in c o ln
HR
* R e s o u rc e /S u p p o rt
Lan Pho*
HR
Security Work Group
H R /P R P M T
D e n n is W ils o n
S e c u rity W o rk G ro u p L e a d
K a th y S a w te lls
P a y ro ll
Chuck Roper
F in a n c e D a ta
C u s to d ia n
C a re n L in c o ln
HR
TBD
H R D a ta
C u s to d ia n /S e c u rity
J a n B lis s
B e n e fits
K im b e rle e D a v is
A c a d e m ic
P e rs o n n e l
S u s a n H im e s
B a n n e r S e c u rity
O ffic e r
Project Team Introductions
Human Resources Functional
Project Team
H R /P R P M T
C a re n L in c o ln
Hum an
R e s o u rc e s
K im b e rle e D a v is
F a c u lty
A d m in is tra tio n
V a ra L y n C o n ra th
HR Rep
Chad Johnson
H e a lth a n d S a fe ty
K e ri M ille r
S tu d e n t E m p lo y m e n t
C a ro l H a w k in s
E m p lo y e e R e la tio n s
A d m in is tra tio n
L o ri K o ry *
H R S ta ff S u p p o rt
M a rk S c h u lle r*
H R S ta ff S u p p o rt
* R e s o u rc e /S u p p o rt
J a m ie K e lp *
H R S ta ff S u p p o rt
Budgeting/Position Management
Project Team
H R /P R P M T
T e s h a K ro p id lo w s k i
B udget
K im b e rle e D a v is
A c a d e m ic
P e rs o n n e l
J a n B lis s
B e n e fits
K a th y S a w te lls
P a y ro ll
C a re n L in c o ln
HR
J e ri M o rg a n *
P a y ro ll
J a n e B u tto n *
B u d g e t S ta ff
S u p p o rt
T a m m y F e lic ija n *
B u d g e t S ta ff
S u p p o rt
*R e s o u rc e /S u p p o rt
P e te M o ra d i*
B u d g e t S ta ff
S u p p o rt
Payroll Functional Project Team
H R /P R P M T
K a th y S a w te lls
P a y ro ll
J e ri M o rg a n
P a y ro ll
V a ra L y n C o n ra th
H u m a n R e s o u rc e s
E v a C u n n in g h a m
P a y ro ll R e p
C a th ie M o e lle r
P a y ro ll R e p
A nne G ehr
F u n c t. T e c h s
K im b e rle e D a v is *
A c a d e m ic P e rs o n n e l
S u p p o rt
*R e s o u rc e /S u p p o rt
K e ri M ille r *
S tu d e n t E m p lo y m e n t
S u p p o rt
Benefits Functional Project Team
H R /P R P M T
J a n is B lis s
B e n e fits
A nne G ehr
F u n c t. T e c h .
K im b e rle e D a v is
A c a d e m ic
P e rs o n n e l
K e n d ra K e lly
B e n e fits
J e ri M o rg a n
P a y ro ll
C a re n L in c o ln
HR
Functional Technical Project Team
H R /P R P M T
A nne G ehr
F u n c tio n a l T e c h .
Lan Pho
H u m a n R e s o u rc e s
P ro je c t P o s itio n
Vacant
P e rm a n e n t P o s itio n
Vacant
*R e s o u rc e /S u p p o rt
N a te S h e a re r*
F in a n c e R e s o u rc e
A d m ir D ju lo v ic *
In te lle c h e c k
R e s o u rc e
Technical Enterprise Systems
Project Team
H R /P R P M T
E ric k K e a tin g
E n te rp ris e S y s te m s
C h ris
B e th e ly
D ean
M c M in n
DBA
L e io
H e y e n ra th
D an
S c a n la n
Susan
H im e s
S e c u rity
G re g
F o rtu n e
ODS
V a la n
F ra n k lin
DBA
J o h n G a s p e r*
*R e s o u rc e /S u p p o rt
HR Project Kickoff
Technical Environment
Prepared by: Dean McMinn and Erick Keating
Overview
There are seven Oracle databases that will
be used to facilitate the HR implementation.
 We are currently running version 7.2.3 of
Banner HR and Position Control in all
databases
 Clarification:

 Instance = Database = Environment
Implementation Support

Conversion (CONV)
 Environment for DBAs and programmers to “test” conversion
processes. Once tested the data is either re-converted or copied to
TEST.

Test (TEST)
 Environment for functional users to work on setup and verification
of data and processes during implementation
 Processes used to convert data in CONV will be repeated in TEST

Functional Training (FTNG)
 Used for functional user training during implementation. Initially,
FTNG is refreshed with data from SEED.

Reporting (ODSI)
 Data will be “moved” from TEST to ODSI in order to facilitate the
development and testing of reports
Operational Databases

Pre-Production (PPRD)
 Used for end-user acceptance testing of local modifications
as well as upgrades and patches to the Banner product.
This is the final staging area prior to production
 Steps used to convert and load data in TEST will be
repeated in PPRD.
 Data is “cloned” from PROD on a semi-regular basis

Production (PROD)
 The promised land…this is the Banner production
environment for both INB and SSB.
 Operational Data Store (ODSP)
 Production environment for reporting
Security

Permissions during implementation will
most likely not reflect permissions in
Production
 Part of the implementation process will be to
fine-tune the security strategy

Permissions in Pre-Production will be the
same as those in Production
Closing
Door Prize Drawing
Next Steps

Project Team and Work Group leads will meet with their
teams to review objectives and timelines.
– team members are asked to represent not only their specific area
but to talk with peers in other departments and bring in their
perspectives.


Functional Training begins November 27.
Business Process analysis
– Determine procedure and/or policy modifications required.
– Perform gap analysis.

System Prototype development begins February 2008.
What can I do now?
Complete Banner Navigation training.
 Review Data Standards manual. (on HR/PR
Blackboard Course:
http://blackboard.ewu.edu)
 Review documents in training binder
 Visit website for more resources.
www.ewu.edu/talons/

Questions?
THANK YOU for attending!!
Banner HR/Payroll is
“Taking Flight”