Electronic Staff Record

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Electronic Staff Record

• Oldham PCT Board
• 31 March 2006

World Class Human Resource Management What ESR
will do for you
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What is ESR?

• Replacing 29 payroll systems and 38 HR systems
  with a single, national, integrated
  solution
• Used by all 650 NHS organisations throughout
  England and Wales
• ESR will replace all HR and payroll systems
  currently used in the NHS in England and Wales
• A world class solution
• One of the worlds largest IT implementations
• The ESR central team includes NHS and McKesson
  staff, working together in the design and
  implementation of the solution
• 1.2 million NHS employee records will be stored
  on ESR covering 7 of the working population in
  England Wales

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World Class
Using HRMS, ESR is a
world class application, also used by
organisations such as
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ESR Vision
A national integrated HR and Payroll solution,
supported by standardised processes providing HR
Payroll with increased strategic analytical
capabilities
Employees and Managers benefit from an improved
HR Payroll capability and from having access to
information using Self-Service
Organisations are able to meet their strategic
needs by having access to accurate and timely
information
Manually intensive, paper driven
processes Duplication of effort across
departments Fragmented systems Information often
inaccurate, conflicting difficult to obtain
ESR supports the achievement of the goals of the
NHS Plan
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The ESR Solution What it Offers

• Solution Functionality
• HR
• Payroll
• Recruitment
• Training Admin
• Career Management
• Self-service
• Bank Administration
• Local Reporting

• Data Warehouse
• National SHA level reporting

• Interfaces
• Pensions Agency
• Inland Revenue
• BACS
• Local General ledger systems
• E-recruitment

Executable option Time, Attendance Rostering
module
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Composition of ESR
Data Warehouse - Central Reporting
Standard Interfaces E-Recruitment NHS Pensions
Agency Inland Revenue BACS Occupational
Health NHS National Directory General Ledger
Local Reporting
Recruitment
Core HR Inter-Authority Transfers Employee
administration (New Hire-Changes-Termination) Empl
oyee Relations
Payroll Processing Absence Pensions Travel
Expenses
Employee Manager Self Service
Executable Option Time Attendance Rostering
Work Structures
Security
Underpinned by ESR National Business Processes
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Supports other national initiatives

• ESR will support you in meeting the goals of the
  NHS Plan.

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Why should the NHS use it?

• Business Benefits based on
• One central procurement
• Best practice HR/Payroll processes
• Integration one end-to-end business process
• Information at all levels
• New ways of working
• Benefits for line managers and employees
• Links to other NHS initiatives

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Why should the NHS use it?

• Approved by the Secretary of State
• Sponsored by the Department of Health
• A Commercial Contract
• Value for Money
• Contract covers the entire NHS
• The bigger picture
• Approval required from Andrew Foster to withdraw

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ESR benefits

• A transformed ESR organisation offers more than
  just new technology. An ESR enabled service
  delivery model provides HR and Payroll with the
  strategic and analytical capabilities to -

Achieve efficiency savings through improved
productivity reduced costs
Support key decision making with improved
management information
Meet the demands of the NHS plan by supporting
other national initiatives
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Key Benefits
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Reporting and Analysis at all levels
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A data warehouse will store key HR information
for use in strategic planning
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ESR enables New Ways of Working
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Improved Employee Experience

• Training admin, career management appraisals
  module supports Skills Escalator concept
• Employee Self service
• Supports IWL
• Record moves with Employee
• Monitor Diversity requirements
• Ability to view EPZ

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ESR Vision must be meaningful throughout the
organisation
Levels of Vision
STRATEGY
LocalOrganisation Vision How does this
organisation operate within the NHS?

• Main Stakeholder Appeal
• Senior Executives
• Senior Management
• Everyone

Local ESR Vision What is the full scope of ESR in
our organisation?
National ESR Vision
Departmental ESR Vision What does ESR mean for
us/me?
REALITY
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ESR Rollout

• Rollout strategy approved
• 12 rollout waves
• Payroll group approach
• Implementation model in place
• SHA engagement
• Account Managers
• Implementation Consultants
• Support teams

ESR
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Implementation Approach

• Prerequisite phase
• (3 months)
• StHA engagement
• Trust/payroll group engagement
• Project Board
• Project Initiation Document
• Training for project team
• Readiness to start implementation

• Implementation phase(8 months)
• Project plan for local customisation
• Hands-on support at payroll group/Trust level
• Intensive implementation work
• Training for operational staff
• Testing of localisations and GL interface
• Testing of readiness to operate
• Go-Live

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Readiness Assessments
Prerequisite phase (3 months)
Implementation phase(8 months)
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Local Project TeamsResponsible For Implementing
ESR

• Planning and managing their project
• Implementing the national processes
• Managing the implications of the change
• Allocating user responsibilities and organisation
  structure to support the national processes
• Collecting localisation data
• Data cleansing and migration
• Ensuring IT infrastructure is in place
• Involving the executive level to ensure that the
  way ESR is adopted supports each Trusts
  strategic direction and the national vision
• Communication and consultation with affected
  staff
• Undertaking post go-live activity

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ESR Lessons Learned

• Executive buy-in essential
• Strong project management
• HR and Payroll lead - senior positions
• Joint working between HR, Payroll Finance
• Audit on board and involved in process
• IT commitment to project
• Change Management

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ESR and the wider Strategic Health Informatics
Agenda

• ESR and NPfIT
• National delivery priorities access and choice
• LDPs and workforce modelling
• Knowledge Management
• Trust Informatics Strategy