1. District Needs and Objectives: • The current District HRIS is an old, unsupported Peoplesoft release with many customized codes, running on an on-prem server. The District Payroll runs under this system. Furthermore, the home-grown timekeeping system (ETS) is also reaching its product end-of-life. The ETS application has also evolved over the years to perform functions outside of time tracking. • The District recognizes the high priority of modernizing its HR technology. It is highly interested in a cloud-based, integrated Human Resource Management System (HRMS) solution. The solution shall cover management of core HR functions. • Due to support issues and time-sensitivity of payroll functions, the District is procuring a Payroll system as a stopgap solution. The selected payroll system may or may not be the long-term solution and will be reevaluated in the HRIS RFP. The goal is to have a payroll solution that can integrate well with the HRIS solution, if they are not in the same product suite. 2. Key tasks: • Understand the current state of HR processes in the District. • Perform diagnostics and identify opportunities for improvement for key HR areas (whether through technology, redesign, or other strategies). • Help solidify alignment among key stakeholders on organizational goals for the new HRIS system. • Identify key milestones and the timeline to achieve them. • Staffing: (1) Identify key skill sets needs and staffing needs to implement new product. (2) Identify product support staffing needs after implementation. • Review, refine, and prioritize requirements. • Guide the RFP process for the new HRIS system. • Determine scope of the RFP. • Guide proper evaluation of proposers for best fit to the District. 3. Optional services: • Manage implementor for HRIS product selected, ensuring that District needs are properly addressed.
