June 10, 1998
To:Corporate Services Committee
From:FIS/HRP Steering Committee
W. Liczyk, Chief Financial Officer and Treasurer (Chair)
M. Rodrigues, Commissioner of Corporate Services
B. Glover, Executive Director, Human Resources
Subject:Project proposal, Financial and Human Resource/Payroll systems
Purpose
To recommend the acquisition of financial and human resource systems essential to the operation of the City and the
effectiveness of amalgamation.
Recommendations
That the acquisition of financial and human resource/payroll systems from SAP be approved in principle, as outlined in this
report.
That funds not to exceed $6.1 million be authorized for expenditure in 1998, $3.4 million in 1999, $6.5 million in 2000,
$6.5 million in 2001, and $3.8 million in 2002 with total capital expenditures for the financial and human resources/payroll
systems not to exceed $26.3 million for the necessary hardware, software and project implementation.
That the appropriate city officials be authorized to enter into contract negotiations with SAP for the supply of financial and
human resource/payroll systems.
Funding Implications:
The 1998 requested capital expenditures of $6.1 million have been included in the ranked list of transition projects
envelope of $40 million in a separate report to the Budget Committee. Future year's requests are also included in that
report with other city transition projects. Given that the minimum required investment for financial and human
resources/payroll systems is $19 to $20 million, the total requested capital expenditure of $26 million represents the
greatest financial and operational benefit to the City.
Background Summary:
Upon amalgamation, each of the seven municipalities entering the new City had their own systems for managing financial
and human resource information and administration. Payroll, purchasing, position management, salary and benefits
administration, time and attendance reporting, payment of accounts, budgeting, staffing, collective agreement
administration and many other administrative tasks are handled by these systems. For the most part, the existing systems
are still functioning independently. In these interim months, summary financial information is being consolidated in the
former Metro system, but financial detail is only available from the systems in the previous municipalities, which continue
to require maintenance and support.
It is essential that the City's administrative systems be consolidated as soon as possible, for several reasons:
Cit is impossible to exercise appropriate financial and staffing control when the necessary information is distributed among
several systems
Cmost of the existing systems are not year 2000 compliant, and will not function properly when this issue begins to arise in
1999
Cadministrative efficiencies for 1999 and beyond cannot be achieved without the benefits of consolidated systems, and
savings potentially associated with amalgamation become unattainable without the necessary investment in systems
Cit is essential that a single system be in place to support activity based costing and charge-back of the costs of
administrative systems, as this capacity is required in order to achieve administrative savings
The City has also received expressions of interest in outsourcing of administrative systems, through partnership with
private-sector organizations. While these possibilities have not yet been subject to full analysis, it is clear that installation
of effective administrative systems serving all of the new City will enable the City to realize significant savings itself. Once
these immediate benefits have been realized and internal efficiencies achieved, it may be appropriate to entertain proposals
for alternate service delivery arrangements.
Movement to a single system, or set of systems, is a massive and difficult undertaking. In an organization the size of the
City, a normal time-frame for implementation of a new suite of business systems would be a minimum of two years, from
approval of the project and selection of vendors to full functionality. Because the City does not have a single set of
administrative systems in place, and consequently does not have the necessary mechanisms to support management
accountability or to achieve the available administrative efficiencies, it is necessary to move much more quickly.
In late 1997, RFIs were issued requesting information from vendors on the supply of systems to support the City's
financial and human resource requirements. Several vendors were asked to provide product demonstrations. Separate staff
groups evaluated the proposals for financial and human resource/payroll systems, using systematic criteria determined in
advance.
Both the HR/Payroll and Finance groups reviewed detailed information on the functional capabilities of the various
products, and the cost structures proposed by the vendors. Extensive presentations were conducted by each of the vendors
for each of their products (when a single vendor proposed both financial and human resource/payroll products, each was
presented separately). In addition, extensive presentations by each vendor were made to City technical staff, focusing on
the technical features and support requirements for the products.
During February and March of 1998, there were extensive discussions with vendors, and a number of site visits were
conducted. Also during March, the separate financial and human resource/payroll systems projects were consolidated under
the FIS/HRP Steering Committee. The Committee reviewed the staff recommendations, and the financial impact of the
proposals. In light of the City's financial circumstances, and the need to ensure that the most cost-effective solutions to the
City's requirements be identified, the Committee directed that further review of all options be conducted.
Technology and management consultants LGS Group were retained to assist in the evaluation of options. LGS Group has
wide experience in the application of technology to the business needs of both private and public sector organizations,
including municipalities.
Subsequent analysis included detailed consideration of the financial impact of the most viable options, including estimates
of the impact of each on the staffing requirements of the City over the next few years. Reports were also obtained from the
Gartner Group, consultants specializing in analysis of technology companies and products, on the financial status and
viability of each of the "qualified" vendors, and on the strengths of each product line
The results of this extensive evaluation process are summarized in this report. A minimum investment of $19 to $20
million is required to meet the basic needs of the City. The recommended additional investment of $6 million brings the
total required investment to $26 million. This will generate additional savings of almost $6 million per annum, and will
position the City well for future reengineering and efficient operations.
What is a Financial Information System (FIS)?
A financial information system is the set of computerized business tools used by organizations to perform a variety of
finance-related tasks, and to track and control expenditure and revenue. It provides essential support to an organization's
operations. Even the smallest businesses make use of automated accounting systems; all large organizations require the
support of sophisticated and integrated financial systems in order to conduct business efficiently and with appropriate
financial control. At the City of Toronto, this system will track $5.6 billion of annual expenditures and revenue. The very
wide variety of FIS components has an impact on virtually all areas of the City's operations, as can be seen from the
following FIS component summary.
General Ledger (G/L):
The G/L is at the core of any financial system, and is central to all accounting operations. All revenues and expenditures are
recorded in the G/L, and the structure of its Chart of Accounts allows these to be tracked at any required level of detail. It is
through the G/L that budgets can be assigned to operating units, authority for expenditures assigned to individuals,
financial reports produced, and so on. All of the financial transactions accomplished through other modules of the FIS are
reported to the G/L, requiring that all of these be integrated with the G/L in a single system.
Budgeting:
Financial information systems provide budget development support, allowing for the systematic preparation and modeling
of budgets. Managers can model and prepare their budget proposals on a decentralized basis, and these are consolidated and
subject to analysis, with necessary amendments made prior to final submission. Once the budget is adopted, the final
figures are loaded into the G/L, allowing funds to be expended within the budget parameters.
Purchasing:
The purchasing applications provide for the specification of product requirements, the sourcing of supply, vendor
management and the preparation and management of tender processes (including the creation and management of Requests
for Information and Requests for Proposals). When goods are to be purchased or otherwise obtained, these systems provide
for requisitioning, and the subsequent issuing of purchase orders. In an effective integrated system, requisitions are created,
approved, and submitted for action electronically. Purchase orders may also be forwarded to vendors electronically. Under
normal circumstances, a requisition will not be allowed unless funds are available, and the appropriate approval obtained.
Available funds are determined by looking up the necessary information in the G/L, which will have the up-to-date
available balances (which include any previous requisitions, even if the goods have not yet been received or paid for). This
is all accomplished electronically.
Accounts Payable:
The accounts payable system is closely linked to the purchasing system. When goods have been received after a purchase
order is issued, their receipt in good order is documented electronically. Invoices are matched with the purchase order and
the receiving information, and payment scheduled to optimize the City's interests. Once payment has been made, the
expenditure is recorded in the G/L.
Accounts Receivable:
When the City provides goods or services to individuals or other organizations, payment or reimbursement is accomplished
through the A/R application. Examples include program registration, license fees, property rentals, etc. The A/R module
ensures that appropriate amounts are charged, and that the revenues get properly posted to the general ledger.
Fixed Assets:
An organization's property (including real estate, buildings, equipment and other tangible items) is tracked and managed
through the fixed assets module of an FIS. Where appropriate, depreciation is recorded, and all transactions reported to the
G/L.
Inventory:
Closely linked to fixed assets and purchasing, the inventory module of an FIS allows tracking of the current status of goods
that are stocked, for instance, in a warehouse or store-room, and to document distribution of the goods. When a critical
level is reached, re-ordering of the product is accomplished automatically. It is essential that an inventory system use
standardized coding systems, and support tools such as bar code identification. An inventory system will also be closely
linked to any future fleet and equipment maintenance system used by the City.
Project Management:
An effective project management component allows the creation of project budgets (e.g. capital), and the tracking of
expenditures over a multi-year period against the budgeted amounts. This allows the early identification of potential cost
overruns and of delays in the completion of projects. To be effective, a Project Management component requires efficient
links to the information generated by or contained in Human Resource/Payroll systems.
Cost Accounting:
In some instances, tracking costs across organizational units is necessary in order to identify program costs, where
programs involve more than one department or other organizational unit. As well, a cost accounting module provides the
mechanism through which the costs associated with an activity can be tracked, and subsequently charged to a purchasing
department or outside organization. As in Project Management, effective Cost Accounting requires an efficient link to the
HR/Payroll system.
Performance measures:
Tracking the effectiveness of an organization requires that activities be monitored and costed, and that comparisons be
made to external standards. The performance measures component of an FIS provides the mechanism through which this is
accomplished.
Fleet Management:
Fleet Management is sometimes included as part of an FIS, and provides for acquisition control, cost tracking,
maintenance, assignment and disposition of fleet assets. Although several of the vendors reviewed here can provide a Fleet
Management application, it was not included in our original specifications, and has not been explicitly evaluated.
What is a Human Resource Information and Payroll System (HR/P)?
Human resource and payroll systems are the mechanisms through which an organization's human resources are managed.
Payroll costs are by far the largest single component of the budgets of municipal organizations, and efficient allocation of
those resources, and tracking and control of payroll costs, are essential.
There are several functions within an HR/P system, which fall logically into two categories - those related to attendance
and compensation, and those related to the management of positions and employees. There are complex relationships
among the various elements of the HR/Payroll system, and between HR/Payroll and the financial systems of the
organization.
Payroll:
The payroll module collects information about employee salary rates (taking into account overtime and special rates), time
worked, sick time used, etc., and pays employees appropriately. Payroll staff throughout the organization use the payroll
system, in order to record necessary data. The system must interact with the general ledger in the finance system, in order
to post salary expenses to the appropriate chart of accounts features, in order that both total expense and detail relating to
projects and programs is reflected properly.
Pensions and Benefits:
Pension and benefits administration ensures that appropriate pension contributions are made and recorded, and that benefit
options are implemented correctly for each employee. Where there are benefit systems allowing for wide choice (e.g.
"cafeteria" or flexible arrangements), the benefit system provides the mechanism through which the choices are exercised.
Time and Attendance:
Recording work time and attendance is an essential element of the overall payroll system. It is this system which provides
data to the payroll system, triggering employee pay. It is also this system that records absences and bank balances (sick
time, vacation time, lieu time), according to the multiple variations on employment terms. Attendance management
systems rely on the time and attendance module for information on absence patterns. The Time and Attendance system is
also closely linked to project management and fleet and property maintenance systems.
Position management:
Most public sector organizations control staffing levels and expenditures through a position management system. Positions
are created, each of which has an authorized number of employees who may be assigned to it, and a salary range. Hiring
more employees into a position than the "authorized establishment" is not allowed by the system unless an exception is
approved by someone in an appropriate position of authority. The position management module provides the mechanism
through which positions are defined and created, and through which control of staffing levels is achieved.
Compensation and Salary Administration:
Job Evaluation programs allow for the description and rating of jobs according to a defined set of criteria. Salary rates have
to be administered, including provision of mass increases, stepping of employees through salary levels, etc. Together, the
compensation and salary administration functions of an HR/Payroll system support these functions.
Staffing:
The staffing module supports all the recruitment and promotion activities of the organization, and is the first point through
with information about employees enters the system. Information from résumés and applications is captured electronically,
and entered into employee or applicant databases. Movement of employees through jobs is tracked.
Grievance Tracking:
In a large organization, managing grievances, tracking each one individually and recording outcomes, is essential if the
organization is to exercise proper control. An effective HR/P allows labour relations staff to enter information and associate
the data with employees and workplaces. Pattern analysis allows problem areas to be anticipated and addressed before the
grievance problems become unmanageable.
Training and Organizational Development and Competency Management:
Training strategies are supported by HR/P systems in several ways, including scheduling of employee attendance at
courses, and the generation of information about organizational structure and operations. Employee skills and competencies
can be recorded and tracked, and the information used in the identification of individuals with skills suitable to particular
assignments.
Health/Safety/WSIB:
Every employer has statutory responsibilities with respect to the health and safety of employees, and must record and
process information about any incidents involving injury. As well, workers' compensation claims must be recorded,
processed and managed. Data can be entered initially from the field, with all follow-on events recorded as part of the same
record. The HR/P is essential to these processes.
Existing FIS and HR/P Installations (Former Municipalities)
All seven of the former Toronto municipalities have functional systems for management of financial and human
resource/payroll processes. These systems represent a wide diversity of vendors and installation types, with very little
overlap. Many of the systems would have had to be replaced in order to address problems associated with the "Year 2000"
(Y2K) issue - these systems would likely become non-functional on January 1, 2000. In other cases, the applications
provide relatively limited functionality, not appropriate for a large organization.
Table 1 shows the products in use in the various organizations, as well as the date of installation and Y2K status.
There has been concern that the recent substantial investment in business systems at the former City and Metro will all
have to be "written off". Both organizations were very large, with many complex operational needs. However, at the same
time as the new systems were installed, a great deal of technical infrastructure was also put in place. This included
networks, servers and desktop computers. The infrastructure was necessary to support the modern business systems being
installed, but was also necessary to support electronic mail, geographical information systems, etc. At the time that
decisions were made to install these business systems, the amalgamation of the seven municipalities into a new City of
Toronto was not yet even under consideration. Most of the technical infrastructure will remain in place after the business
systems are replaced, and will be utilized with any new installation, as well as the other technical requirements of the
organization. It is expected that most of the infrastructure components implemented within the last two or three years at the
City and Metro will be Y2K compliant, or readily made Y2K compliant, although final analysis has not yet been
completed.
The total cost of the installations at the City and Metro are shown in Table 2, along with the amounts attributable to the
business systems themselves and the amounts that represent a reusable investment.
(Copies of Table 1 and 2 are on file in the office of the City Clerk.)
Evaluation Process
The City's requirements for business systems were determined by a thorough analysis of the City's business needs and
amalgamation-support requirements. Detailed business analyses conducted by Metro, the former City of Toronto, North
York and Etobicoke were also reviewed.
Separate Requests For Information (RFIs) were issued for the FIS and HR/P software were issued in late November, 1997.
The FIS RFI was issued to seven vendors after a survey of municipalities and the financial systems in use. Four of these
vendors' financial systems are currently in use at four of the former seven municipalities. These are SAP (former
Etobicoke), Computron (former Metro), SCT Government Systems (former Toronto) and American Management Systems
(former North York). SCT and AMS declined to respond, indicating that they were not in a position to address the
requirements of the new City. Submissions were received from SAP, Computron, J. D. Edwards, PeopleSoft and Oracle.
Oracle later withdrew from the process when it could not comply with the timetable for presentations.
The HR/P RFI was issued to five vendors, three of whose systems are currently in use within the seven former
municipalities. These are Cyborg (former Metro HR/P and Scarborough payroll only), SCT Government Systems (former
Toronto) and PeopleSoft (former Scarborough HR only). SCT declined to respond. Submissions were received from SAP,
PeopleSoft and Cyborg.
Information about the responding vendors and their products is outlined in Table 3.
Evaluation teams composed of business and information technology staff were assembled, and detailed evaluation criteria
were prepared for each of the two separate (FIS and HR/P) processes. Product demonstrations were conducted by vendor
representatives during December, 1997, following demonstration scripts prepared by the evaluation teams. Follow-up
requests for information were forwarded to the vendors, and responses considered in determination of ratings. Further
discussions were held with each vendor to investigate implementation strategies and to refine software, hardware and
implementation costs.
After the formal evaluation was completed, contact was made with several client sites to assess the level of product and
vendor satisfaction. Site visits were conducted for the FIS systems by a team of accounting, information technology and
library representatives.
Table 3: FIS and HR/P Vendors and Products |
Company |
Product(s) considered |
Notes |
Computron |
Financial systems |
Vendor of financial systems which are
noted for their modularity (various
applications can be installed
independently). Much lower market share,
compared to market leaders. Current
installation at Metro. |
Cyborg |
HR/Payroll systems |
An established vendor of HR/Payroll
systems. Installed at Metro, but many
HR/Payroll functions at Metro are
performed by third-party or custom
applications. An older version of the
Cyborg Payroll system is in use at
Scarborough |
J. D. Edwards |
Financial systems |
A credible vendor of Financial systems.
Not currently in use in any of the
amalgamated municipalities. Also has an
HR/Payroll product, but this has little
visibility in government, and was not
evaluated. |
PeopleSoft |
Financial and
HR/Payroll systems
(integrated) |
One of the most prominent vendors of
HR/Payroll systems to private sector and
government organizations. Recently
developed financial systems, not widely
installed in Canada. HR is in use at
Scarborough, both Payroll and Human
Resources are being used by Toronto
Police. |
SAP |
Financial and
HR/Payroll systems
(integrated) |
The market leader in Financial systems,
with many private and public sector
installations throughout the world. Have a
well-established HR/Payroll system.
Financial installation at Etobicoke. |
Functional and Technical Analysis
Data on the current business and product status of each of the vendors was obtained from the Gartner Group, a consulting
organization that produces widely used analyses of technology companies and products.
A summary analysis of each of the products is provided in Table 4.
Table 4: Financial and HR/Payroll Systems Evaluation |
Vendor |
Functional and Technical Evaluation |
Gartner Group Analysis |
Computron |
Financial Systems
Of the four financial packages evaluated,
Computron rated third, well behind the products
from J. D. Edwards and SAP, but ahead of
PeopleSoft. Although it was rated well in some
areas (e.g. General Ledger, Accounts Payable),
where it is comparable to JDE and SAP, it fell
well short of the target standard in a number of
others (e.g. Budgeting, Purchasing, Project
Management, Cost Accounting, and module
integration). For instance, it does not have a bid
document module, which makes it necessary to
prepare these outside of the purchasing system,
and it does not allow for automatic creation of a
vendor file. Stock reordering and inventory
analysis must be done through special reports or
manually. Most budget calculations are done on
an external worksheet, rather than in the budget
module. In addition, the technical evaluation,
which addressed the underlying technical
architecture of the product, led to a substantially
lower score than those obtained by SAP and JDE. |
Computron has had recent
financial difficulties, although
these have begun to come
under control. There continues
to be uncertainty about its
future. Its product direction is
not clear. Gartner recommends
that existing users hold off on
upgrading or increasing
commitment, and that potential
users consider alternatives
unless the product addresses
specific business needs. |
J. D.
Edwards |
Financial Systems
The financial systems package from J. D. Edwards
was rated highly in most areas, and was given the
highest overall score, slightly higher than that
assigned to SAP. In purely functional terms, the
two were almost tied, SAP having a slight
advantage on the technical side. In other areas,
JDE was particularly strong on General Ledger,
Budgeting and Accounts Payable, with relative
weaknesses on Project Management and Cost
Accounting. |
J. D. Edwards is a significant
vendor in the "mid-market"
area (companies up to about
$250 million in annual revenue
and expenditures), especially
where an AS400 based
application is required, but is
not well positioned for
installations in larger
organizations where
Unix-based applications are
required. It has delayed
implementation of an
HR/Payroll integrated system,
although the promise of this for
the future is a positive sign. |
PeopleSoft
|
Financial Systems
Although the PeopleSoft financial product shows
promise and appears to be evolving rapidly, the
evaluation suggested that the version assessed is
not yet capable of supporting the City's
requirements. It has some strengths (in particular a
very strong Purchasing module), but does not
have satisfactory modules for Project
Management, Cost Accounting and Performance
Measures. In addition, the technical evaluation
was that PeopleSoft financials did not meet the
City's requirements.
Human Resource Systems
The Human Resource and Payroll systems from
PeopleSoft achieved the highest rating among
those evaluated, slightly edging out SAP for top
spot. Among the areas in which PeopleSoft had
particular advantages were Position Management,
Payroll and Report Production. A relatively
weaker area was Training and Organization
Development. PeopleSoft was originally rated as
having somewhat greater capacity for supporting
the City's implementation.
|
The Gartner Group identifies
PeopleSoft as the market leader
in HR/Payroll software, with a
strong world-wide presence. Its
strategic product direction is
clear, and it has a clear
commitment to expansion into
the financial systems area, with
a fully integrated product line.
No financial issues were
identified. |
SAP |
Financials
SAP has an excellent financial application, which
was rated overall as just slightly below J. D.
Edwards, with some areas of particular strength.
Its Project Management and Cost Accounting
applications were seen as particularly strong
relative to those of the other vendors, and its
technical score was highest of all the vendors.
Relative weaknesses were identified in the
General Ledger and Accounts Payable modules,
although these were seen as relatively minor after
follow-up dialogue with the vendor.
Human Resource Systems
SAP HR/Payroll applications were evaluated as
being of very good overall quality, with scores
somewhat below those for PeopleSoft, but much
better than those for Cyborg. A particular strength
was seen in Training and Organizational
Development. The biggest initial gap between
SAP and PeopleSoft was seen in the Payroll
application. This was due in large part to the
absence of large fully functional payroll
installations in Canada at the time of the
evaluation. Successful implementation of the
system at two large Ontario employers has
subsequently allayed these concerns. |
SAP is the market leader in
Financial software, with a very
strong international profile. It
has a credible HR/Payroll
product that positions it very
well for integrated solutions. |
Cyborg
|
Human Resource Systems
The Cyborg systems did not evaluate well with
respect to the City's requirements, or relative to
the other products. It received the lowest score of
the three evaluated on all criteria, and in most
cases was very inferior. Its overall score was half
that of SAP and PeopleSoft. Of particular concern
was the fact that payroll cannot support the
number of "earning codes" required by the
operational and labour relations complexity of the
new City. Also of concern is the limited
functionality in the Time & Attendance and
Training applications, although overall
functionality in all areas was well below the
acceptable level. Position Management could not
be demonstrated at all. From a technical point of
view, Cyborg does not comply with the City's
draft IT standards, and these deficiencies will
increase implementation risk and downstream
system administration costs.
Evaluators were also very concerned about the
ability of the vendor to support an implementation
of the scale required at the City. |
Gartner was unable to provide
a current written analysis of
Cyborg and its products, as it is
a small vendor with limited
distribution. However, they did
provide an "on the record"
verbal report.
Cyborg is a small vendor with
a single product line, and is
considered to be high risk as
integrated solutions find
market favor. It has particular
weaknesses in position control
for the public sector, and in
employee self service and
integrated voice response
(IVR). As well, Cyborg does
not have a substantial
municipal presence relative to
the market as a whole.
|
System Integration
There are two approaches possible to installation of Financial and HR/Payroll systems. The first is the "best of breed"
strategy, which separately identifies the best available options (all things considered) for the Finance and for the
HR/Payroll systems. Excellent functionality can be obtained, but appropriate interfaces must be built between the Financial
and the Human Resource/Payroll systems. In most cases, this means that the FIS and HR/P will come from different
vendors.
The alternative approach see the Financial and HR/Payroll systems fully integrated, and that they share data seamlessly
without the necessity for building interfaces. This can only be provided by a single vendor supplying both HR/Payroll and
Financial systems.
The initial intention was to adopt a "best of breed" strategy, and to separately evaluate and acquire the financial and human
resource/payroll systems. The original project structure reflected this intent, with separate project teams conducting
separate product evaluations.
Over time, however, it became clear that integration issues would have to be considered in the evaluation. In particular,
analysis from the Gartner Group, and from LGS Group, the consultants retained to assist the City in the decision process,
indicated that substantial benefits would accrue from an integrated system. The LGS analysis, attached as Appendix B,
concludes:
"We strongly recommend that the City pursue the integrated alternative as the target solution for the City's administrative
system. This path will help the City maximize the benefits of amalgamation, transform its administrative operations and
provide the City with a solution flexible to sustain future business improvements and technology advances."
Of particular concern was the likelihood that non-integrated systems would require either cumbersome multiple-entry of
data into the financial and human resource/payroll systems, or the expense of creating and maintaining electronic interfaces
among the products. In either case, real efficiencies are difficult to achieve. Specific issues revolve around the need to
obtain financial information for certain human resource actions (e.g. funds availability for position creation), and the need
to obtain payroll information for financial transactions (e.g. time worked on a project, for billing purposes). These are more
fully documented in Appendix B.
A careful review of the issues led to the conclusion that substantial additional savings would be achieved by an integrated
solution, relative to a "best of breed" solution. These savings will come through the elimination of multiple data-entry
functions, and greater efficiency of transaction processing. While it is not possible at this stage to identify specific positions
which would be effected, we are confident that savings in the affected administrative areas will exceed 15% relative to
non-integrated solutions, and this analysis is supported by industry experience.
Ranking and Short-Listing of Products
All available information was reviewed in order to determine which applications or combinations of applications could
serve the City's needs, so that detailed financial and implementation analyses could be conducted. The issues were complex
and many variables entered into the analysis. Ultimately, four factors were considered in short-listing products for detailed
analysis, and in determining the ultimate recommendations:
a)relative scores on the functional and technical evaluation, as determined by the original evaluation teams
b)ability of the vendors to support an implementation on the scale required by the City and within the required timeframe
c)degree of functional integration available across financial and human resource/payroll functions
d)the presence of existing installations at the City, which could provide a base for a new installation, as well as staff with
familiarity with the products
An investment has been made in the Computron/Cyborg installation at Metro, as documented in Table 2, of which
approximately 50% is infrastructure investment necessary to support the new City and is reusable, subject to year Y2K
compliance. In any event, it is essential that future costs and benefits be a significant criteria on which the evaluation is
conducted.
It is not possible to simply add additional data or hardware to the existing Computron/Cyborg installation to support the
new organization. Entirely new financial structures must be created, a multitude of new business rules implemented, new
hardware installed and a vast amount of existing data converted to the new system from the seven existing municipalities
(including Metro, whose existing data will have to be converted to the new standard necessitated by amalgamation). As a
result, all software including both current and new modules would have to be reinstalled (or installed for the first time) and
appropriately configured. It would be necessary to treat the implementation of Computron and/or Cyborg as a new
installation, at a capital cost of $10.5 million.
Neither Computron nor Cyborg ranked high in the head-to-head evaluation. In particular, Cyborg was identified as lacking
the minimum functionality necessary to support the City's Human Resource and Payroll needs. Its Payroll module is
unable to support sufficient earnings categories to support the complex operational and labour relations realities at the City.
Position Management could not be successfully demonstrated, or otherwise evaluated, as it was still in development
without any implementations. Employee self service capacity was very limited, and the company has no apparent plan to
move toward web-enablement, which would facilitate ease of access with a standardized web browser user interface
through either the internal intranet or remotely via the internet. The Cyborg product cannot be used by the City, and was
not included in the final short-listed analysis. As a result, the minimum investment required in FIS and HR/P systems by
the City is $19 million because of the need to completely replace the HR system.
Computron did not evaluate well relative to the other products, but not quite so dramatically as Cyborg. It has been
determined that Computron could be acceptable for the City's financial systems needs, at least for the short term. Because
of the existing installation at the former Metro, and the possibility that implementation of Computron financials could be
accelerated as a result, this product was included in the final implementation and cost/benefit evaluation.
PeopleSoft provided both Financial and HR/Payroll systems for evaluation. It is clear that PeopleSoft is committed to
production of an integrated suite of business systems, and will likely be very competitive in the integrated systems market
in the future. However, our evaluation suggests that the version of the PeopleSoft financial systems product submitted for
evaluation does not yet meet the City's needs, and therefore an integrated PeopleSoft system is not possible.
However, the PeopleSoft Human Resource and Payroll applications are clearly "state-of-the-art", and provide a very good
fit relative to our needs in those areas. PeopleSoft HR/Payroll systems were included in the implementation and
cost/benefit evaluation.
Although J. D. Edwards financials were evaluated highly, the absence of either an integrated HR/Payroll system or an
existing installation at the City on which to build a new implementation were significant factors in the decision not to
pursue the JDE applications. In addition, Gartner Group analyses have identified J. D. Edwards as a niche player, with
strength in AS400-based smaller organizations, but with limited capacity to service organizations the size of the City.
Only the SAP product line provided the potential for achieving an integrated solution across the Financial and HR/Payroll
applications. Both of the SAP products were rated highly in the separate evaluations, just slightly behind the 'best of breed"
leader in each category. Because of the very good quality of the individual products, along with the integration factor, both
SAP Financials and SAP HR/Payroll were shortlisted in their respective categories.
Implementation and cost/benefit analyses have been conducted on the financial systems products from Computron and
SAP, and on the HR/Payroll products from SAP and PeopleSoft, in various combinations, as follows.
a)SAP Integrated Systems: SAP Financials and SAP HR/Payroll, implemented together, with the Etobicoke installation of
SAP Financials as the base.
b)Computron Financials with SAP Human Resource/Payroll: Computron Financials would be implemented by building
on the existing Metro implementation where possible, although significant reworking would be required. SAP Human
Resource/Payroll would be implemented as a new installation. If it were decided at a later date to implement SAP
financials, this would allow migration to a fully integrated solution.
c)Computron Financials and PeopleSoft HR/Payroll: As in b) above, but with PeopleSoft HR/Payroll instead of SAP.
d)Computron interim Financials to SAP Financials/Human Resource/Payroll: The Computron Financial system and SAP
HR/Payroll is implemented initially, to allow for reduced risk of delays in availability of the necessary financial systems.
The full suite of SAP financial products would be implemented after the initial Computron implementation was completed.
Implementation and Cost Analysis
With the assistance of consultants LGS Group, a detailed analysis of the costs and benefits associated with each of the
options was conducted. The results of the analysis are shown in the table "Cost and Benefit Analysis, Financial/HR
Systems", attached as Appendix A.
Cost analyses are based on information provided by the vendors for licensing and implementation, and upon additional
information generated by staff.
Benefits through staffing efficiency have been calculated using conservative assumptions. All products will provide
similar levels of benefits (primarily through staff reductions) within the Finance and HR/Payroll organizations. It is
anticipated that reductions of about 80 positions can be achieved within these organizations as a function of
implementation of the new systems across the organization.
Additional savings have been identified from within the Operating organizations, primarily as a function of integration of
Finance and HR/Payroll applications. As outlined previously and in Appendix B, an integrated system will provide
significant gains in efficiency. We have calculated that about 90 positions (out of a total of about 600 positions involved in
these kinds of administrative activities) should be eliminated upon full implementation of an integrated solution. Of the
vendors with products providing acceptable functionality, only SAP is able to provide this high level of integration. These
savings are shown only in the figures for SAP implementation.
Net present value uses discount rates appropriate for the products involved. In general, discount rates are higher where risk
is higher, and lower where risk is lower. For instance, the initial discount rate for installations involving Computron is
relatively low, because the risk of being unable to implement on the projected time-frame is low. The initial discount rate
for SAP installations, on the other hand, is moderately high, because of increased on-time risk. However, the long-term
Computron risk is high, because of the uncertain future of the company and its product line, and potential associated
difficulties obtaining support and upgrades, while the corresponding SAP risk is low.
Net present value and internal rate of return calculations show that installation of SAP products for the FIS and the HR/P
provide by far the best financial return over the life-cycle for product installations of this type. Even though initial capital
cost is relatively high, net present value and internal rate of return favor this combination as early as the third year.
The recommended solution, SAP Financials with SAP Human Resource and Payroll, has the most favorable bottom line
over both three and seven year terms. Total capital investment for the SAP solution will be $26.3 million, with operating
costs to 2005 of $10.7 million. Total benefits and savings to 2005 will be about $89 million, including reduced staff
requirements in the core administrative functions (finance, human resources, payroll) and about a 15% reduction (90
positions) in staff requirements for administrative functions in the operating departments. Over the life of the average
installation (seven years), we expect an SAP installation to produce net savings of about $52 million.
An installation of Computron financials with SAP human resource/payroll would have lower capital and operating costs
($19 million and $4.3 million respectively), but would also have significantly lower downstream benefits ($54.8 million) as
a consequence of the reduced efficiencies in administrative systems. The net savings over the life of a Computron/SAP
installation are expected to be about $32 million.
Figures for an installation of Computron financials with PeopleSoft human resource/payroll are similar to those for
Computron/SAP, except that costs for PeopleSoft are somewhat higher. An interim installation of Computron financials,
with SAP financials and human resource/payroll as the target installation, has significantly higher costs and somewhat
lower benefits than a "pure" SAP installation.
All analysis is predicated on an aggressive implementation schedule, which focuses on implementation of the essential
financial components by early in 1999. Supplementary financials would be fully implemented by September of 1999, as
would be the full suite of HR/Payroll products. Complete installation is required by the end of the third quarter in 1999, in
order to avoid Y2K problems in the period leading up to the millennium.
Degree of product integration has some effect on the implementation scheduling. Meeting the third quarter 1999 deadline
for complete installation is most achievable using an integrated system on an accelerated and closely vendor-coordinated
schedule. While use of an existing system such as Computron will make achievement of the financial systems target in
early 1999 more readily achievable, the creation of custom interfaces to any HR/P product will be difficult to achieve
within the target timeframes.
All vendors have undertaken to meet this schedule. Schedule definition will be an important element of the contracting
process with the selected vendor(s).
Future Partnering Issues
It has been anticipated that many of the City's Agencies, Boards and Commissions will make use of the new business
systems to be implemented. In particular, the Toronto Police are in the process of considering options to address the
inadequacies of their existing systems relative to the Year 2000 issues. We have been advised that the Police do not believe
that Computron can adequately address their complex needs. The Police are prepared to work closely with the City,
towards a joint system, if SAP is selected.
The police have just recently implemented PeopleSoft products for their HR and Payroll needs, and will have to
re-evaluate this strategy if they partner with us on financial applications. They may choose to continue with PeopleSoft
HR/Payroll for the time being, pending an evaluation of the costs and benefits associated with migration to an SAP
HR/Payroll installation, in partnership with the City.
In addition, the Toronto School Board has recently opted to pursue a contract with SAP for installation of financial
systems. It is anticipated that synergies could be obtained through collaboration with the Board, and initial discussions have
been held. In particular, it is possible that joint training ventures could be set up, significantly reducing costs for both
parties.
It is also possible that broader administrative efficiencies could be obtained through partnership with these and other
public sector organizations jointly or with an outside agency. Such partnerships are more likely to be possible when the
organizations share a systems infrastructure. However, it is felt that such a proposal should be considered once the initial
implementation period is complete and when the City has captured the maximum savings itself.
Conclusions:
The absolute minimum financial investment required is $19 to $20 million in order to provide a basic solution for the City.
After review of the all of the data (functional evaluation, third-party assessments of the companies and applications, cost
analysis and partnering possibilities), it has been concluded that SAP applications for Financial and Human
Resource/Payroll systems, with a financial investment of $26 million, provide the greatest functionality, best cost/benefit
analysis (i.e. most opportunities for staff efficiencies) and most opportunities for partnering, and are the recommended
solution. The company is a leader in the field, and is very stable with a well-articulated vision for its product line. In
addition, affiliated organizations such as the Toronto Police and the Toronto School Board will be able to partner with the
City most effectively if SAP is implemented as the City's business systems. The additional investment of $6 to $7 million
will generate savings of almost $6 million per annum on an ongoing basis.
It is therefore recommended that the City contract with SAP for supply of Financial and Human Resource/Payroll systems.
Other options have been considered, and are potentially viable. In particular, Computron financials could be implemented
more quickly than the SAP application, with a somewhat lower capital and operating cost. However, functionality and
potential returns through staff savings would be lower, and it will be more difficult to implement a non-integrated
HR/Payroll system within the target timeframe. It is also possible that this option would not allow the Police or the School
Board to partner with the City.
Either SAP or PeopleSoft HR/Payroll applications could be used in association with Computron for a cost of $19 to $20
million. Our analysis suggests that SAP implementation would provide slightly lower costs, and would allow future
consideration of an integrated solution, with the associated benefits. These options should be considered only if
medium-term net costs are the principle deciding factor.
A third option (the most expensive at $30 million) is an interim installation of Computron, with SAP Financial and
HR/Payroll systems as the target product line. The single advantage of this strategy is that it would somewhat reduce the
risk of delayed implementation of the financial applications, relative to an SAP installation. However, costs would be
significantly higher, and it is likely that the risk associated with the alternatives can be managed successfully. This option
will also preclude involvement by the Police and the School Board, at least until the SAP applications were installed. This
option should be considered only if short-term risk reduction is the principle deciding factor.
Contact Names:
Alan Deans, Ron Myhr, Al Shultz, Lana Viinamae, Stephen Wong, Ivana Zanardo
W. Liczyk
Chief Financial Officer & Treasurer
M. Rodrigues
Commissioner of Corporate Services
B. Glover
Executive Director, Human Resources
Appendix A: Cost and Benefit Summary Analysis
Financial/HR Systems
Thousands of
dollars |
SAP Financials and
SAP HR/P |
Computron Financials
and
SAP HR/P |
Computron Financials
and
Peoplesoft HR/P |
Computron
interim
Financials to
SAP
Finance/HR/P |
Costs
and
Benefits |
|
|
|
|
|
|
|
|
Capital
Cost:
In 1998
in 1999
in 2000
in 2001
in 2002
Total
Capital
Cost: |
|
$
6,070
$
3,400
$
6,500
$
6,500
$
3,800
$26,270 |
|
$
8,350
$
3,618
$
3,500
$
3,500
$ 0
$18,968 |
|
$
8,350
$
1,118
$
2,947
$
4,947
$
2,948
$20,310 |
|
$
8,350
$
5,118
$
7,282
$
6,500
$
2,800
$30,050 |
Total
Operating
Cost to
2005 |
|
$10,695 |
|
$
4,320 |
|
$
6,384 |
|
$
9,900 |
Total
Benefits/Savings to
2005 |
|
$88,988 |
|
$54,750 |
|
$51,693 |
|
$82,550 |
Net
Savings
to 2005 |
|
$52,023 |
|
$32,002 |
|
$24,999 |
|
$42,600 |
Net
Present
Value to
2001 |
|
$
5,692 |
|
($791) |
|
($1,550) |
|
($3,084) |
Internal
Rate of
Return to
2001 |
|
52.34% |
|
13.81% |
|
4.32% |
|
-11.50% |
Net
Present
Value to
2005 |
|
$32,950 |
|
$
8,925 |
|
$
6,175 |
|
$24,871 |
Internal
Rate of
Return to
2005 |
|
83.68% |
|
50.86% |
|
41.34% |
|
42.92% |
The figures for Net Present Value and Internal Rate of Return are indicators for how favourable an investment is - the
higher the positive numerical value, the more favourable the investment.
Assumptions:
1. Transition plans
CThe business cases use either the transition strategies, plans and resource requirements provided by the software vendors
with respect to their products; or the estimates provided by the City staff for "internal" activities such as conversion,
internal training, interfaces, etc.
CThe distribution of the costs and benefits for each alternative over the cost benefit period is consistent with the
corresponding transition plan for this alternative.
2. Cost benefit period
CThe life cycle of administrative software is approximately 7 years.
CThe cost benefit models demonstrate the financial impact of the transition alternatives not only after 7 years (2005), but
also after 3, 5 and 9 years to demonstrate a shorter-term (capital) expenditure impact and a longer term impact as some
"target" solutions are likely to last beyond 2005.
3. Capital costs
CCapital costs can be grouped into three broad categories - hardware, software, and HR costs.
CHR costs include software / hardware configuration, enhancements, conversion, training, etc. The cost benefit models
assume that City staff (IT and business) be used whenever possible during the transition.
CAll transition costs except internal HR costs are considered capital.
4. Hardware costs
CHardware requirements are essentially the same for all alternatives.
CAll cost benefit models use the same transition (capital) and ongoing annual (operating) costs of $4,570,000 and $75,000
respectively, the estimates provided by Sun Systems.
5. Software costs
CThe business cases use software costs, both licensing and maintenance, as per software vendor quotations.
CThe software licensing costs of SAP and PeopleSoft are accrued once the software is in production, and are capitalised
over 3 years. These vendors have indicated that they will be flexible with respect to this issue, but there is no official
proposal from either vendor at this time.
6. HR costs
CThe business cases use external consulting costs as per software vendor quotations.
CConversion and training costs are essentially the same for all alternatives.
CThe estimates for conversion, training and other "internal" costs were based on analysis of the former City's SCT Banner
experience, and extrapolated to the other cost benefit models.
CThe business cases use the following City staff rates to calculate the operating HR costs:
*$1,000 per diem for IT staff;
*$500 per diem for business staff.
7. Benefits
CThe business cases include only additional savings resulting from implementing the considered alternatives, but do not
include the projected amalgamation savings.
CIn addition to staff efficiency gains attributed to implementing any of the solutions, the business cases for the SAP
alternatives include the following "integrated solution" benefits:
*additional $160,000 per annum, or 15% of IT support, as per Gartner Group research;
*additional $5,400,000 per annum in the Operating organizations resulting from the reduction in the HR/Finance data
capture duplication and the management information preparation.
8. Risk Factors
CThe business cases consider key risk factors associated with the transition to, and the ongoing maintenance of each
alternative by applying variable rates of discount to the cash flows in the Net Present Value (NPV) calculation. Higher risks
mean higher discounts.
CThe following are the three risk groups and associated discount rates used in the business cases:
*Low - 7.5%;
*Medium - 19%;
*High - 30%.
9. Transition risks
CThe risk assessment of various transition paths is based mainly on the ability to meet successfully the transition constrains
(see Assumption 1 above), and, thus, reflects such factors as:
*use within the City;
*availability of experienced resources;
*scalability.
CThe following is the relative risk assessment of the transition alternatives as used by the business cases:
*Computron / Cyborg - Low;
*Computron / PeopleSoft - Medium;
*SAP - Medium;
10. Ongoing risks
CThe assessment of ongoing risks of maintaining various software products reflects such factors as:
*vendor's viability;
*vendor's commitment to the City and to the municipal market;
*product's viability;
*product improvement;
*availability of support.
CGartner Group research suggests that
*"best of breed" products are likely to lose their market share to integrated solutions;
*Computron customers "watch" the vendor closely and conduct an annual re-assessment of their relationship and potential
buyers consider other alternatives.
*Cyborg is a small vendor with a limited product line, and is high risk
*SAP leads the integrated solution vendor race.
CThe following is the relative risk assessment of the ongoing maintenance of the target solutions considered in the business
cases:
*Cyborg / Computron - High;
*PeopleSoft HR / Computron - Medium;
*SAP - Low;
*SAP HR / Computron - Medium.
Appendix B
City of Toronto
Administrative Systems Evaluation
"Best of Breed" vs. Integrated Applications
Introduction
The new City of Toronto is working on a complex and pressing task of consolidating its administrative services
and systems, a critical element of its overall amalgamation effort. The City is faced with two fundamentally
different alternatives in its application system evaluation- an integrated HR/Payroll/Financials and a "best of
breed" package. The "best of breed" solution is a combination of HR/Payroll and Financials. Normally, these
products are developed (but not necessarily distributed) by different vendors, and are chosen for their relative
strength in their respective functional areas, in this case, HR/Payroll and Finance. On the other hand, the
integrated solution is a product which is comprised of tightly integrated modules with a common underlying data
base and a common access tool set. The functional superiority of "best of breed" components, unquestionable
a few years ago, has practically disappeared as leading ERP (enterprise resource planning) vendors have
dramatically improved the functionality of their products in all areas, while maintaining their integration focus.
In this document, we review the business needs of the City and analyze the impact of the aforementioned
alternatives on its business operations. We highlight the principal differences between these solutions and
illustrate them with a few examples representing some typical City needs. Finally, based on this analysis, we
make a recommendation.
City of Toronto Business Needs
The City has aggressive improvement targets for its administrative services with respect to both staff efficiency
and quality. In order to achieve the expected results, the City should consider a holistic approach to change.
While technology is a necessary and very important element of change, its alignment with business processes,
organization, and culture are extremely important.
Therefore, prior to reviewing the aforementioned technology alternatives, we consider the business
environment the technology solution will have to be aligned with.
The administrative services will need to reduce cost of transaction processing, and focus on value-added
activities (e.g. analysis, planning). According to Gartner Group, the following are some strategic imperatives in
transforming these services:
CFinance - in addition to traditional general accounting, should focus on cost and management accounting and
treasury issues; its analytical capabilities should span the entire enterprise, not just focus on financial metrics.
CProcurement - in addition to processing user requests and contracting with vendors, should focus on
negotiating deeper discounts, reducing transportation and other carrying costs;
influencing the vendor's R&D, yield and production capacity, and watching operational, decommissioning and
disposal costs of capital goods.
CHR/Payroll - in addition to administering the organization and its employees, should focus on HR planning
which is becoming increasingly complex with the proliferation of business process outsourcing/insourcing
options and project-based organizations.
This shift in focus encourages capturing (with edits and controls), and ensuring quality of information at the
source. Capturing information at the source also strongly suggests it should be done once. The fact of
(re-)entering the same information into loosely connected systems for different purposes was not obvious
before, as it was done by different administrative areas (often based on colourful multi-part documents
produced by the originating department), but pushing the activities to the source has exposed the problem.
Gartner Group expects 1999 investments in data capture and sharing technologies to deliver a 50 percent
better return on investment than those in refreshing transaction-processing capabilities.
The strategies described above are consistent with the direction the City is taking (New City New
Opportunities, Transition Team, December 1997):
Cbenchmarking against private sector;
Cmove budgets for support services to operating departments;
Cresponsibility for results;
Cbalance centralized and decentralized functions.
Integrated vs. non-integrated HR/Payroll/Financials
In this section, we discuss how these technology options would function in the business environment described
above. There are several key areas of the City's business operations where the alternatives will result in a
strikingly different impact on the business users.
Data Capture
The integrated alternative enables information capture and validation at the source while the non-integrated alternative
requires either re-entry of the same information into the software components or maintenance of interfaces which would
simulate this re-entry. The interfaces are normally specified and controlled by vendors and represent compromise solutions
aimed at satisfying their user group needs.
The following are a few examples of how the alternatives would impact the City's operations.
1. Create a Position
Normally, creating a new position using a HRMS (HR Management System) first requires checking if the organizational
unit has sufficient budget, and, if it does, adjusting the budget upon creation of the position. The integrated alternative
allows on-line real time validation, position creation and budget adjustment while the non-integrated alternative, at best,
will validate the position budget against financial information captured at some point in the past (FIS-to-HRMS interface)
and upon creation of the position will create a transaction to revise the budget (another interface, HRMS-to-FIS). As the
validation was not real time, this transaction may be rejected and thus may trigger a manual process of reversing the
creation of the position.
2. Process a Salary Increase
Processing a salary increase first requires checking to see if the G/L salary account has enough money in its free balance,
and, if it does, adjusting the free balance and salary encumbrance according to the increase.
The integrated alternative allows on-line real time validation, salary increase processing and free balance adjustment, while
the non-integrated alternative, at best, will validate the increase amount against financial information captured at some
point in the past (FIS-to-HRMS interface) and upon increasing the salary will create a transaction to revise the free balance
budget (another interface, HRMS-to-FIS). This validation will be impossible to perform in the latter case at all if the funds
checking rules include both the salary budget and the bottom line budget of the organizational unit. As the validation was
not real time, this transaction may be rejected and may trigger a manual process of reversing the salary increase.
3. Time and Activity Reporting
An employee working on a project /program(s), reports his/her Time & Activity information to his/her project manager as
well as to HR/Payroll for payroll, vacation, benefit and other purposes.
The integrated alternative allows on-line real time validation and updates both the project/program information and
HRMS. On the other hand, very few project management systems have interfaces with HR/Payroll systems and vice versa.
Therefore, this example is likely to result in duplication of data entry (following with reconciliation).
Operational Management Information
The integrated alternative provides an integrated information view and allows the end-user relatively easy
access to up-to-date cross-modular (e.g. HR and Financials) operational management information. The
non-integrated alternative requires development and maintenance of a data warehouse which would serve as a
repository for gathering and synchronizing information from various software components, e.g. HRMS and
Financials, for reporting and analytical purposes. This information is historical and may not be current enough
for tactical purposes. This data warehouse would likely be a product from a niche vendor, and would have a
tool set different from the tools supplied by the main software products.
The following are examples of enquiries which could be satisfied by an integrated solution, but not by a
non-integrated one:
Ability to view departmental salary budget (maintained in FIS) and to "click" on it to view the positions
(maintained in HRMS) comprising the budget;
Ability to view summary payroll actuals (FIS) and to zoom into corresponding employee-by-employee payroll
detail (HRMS);
Ability to view overtime summary payment (FIS) and to see, employee-by-employee, what it is comprised of;
Ability to view project/program information (FIS-Project Management) and to view HR costs (regular salaries,
overtime, benefits) for the project/program or, with proper access clearance, by project member (HRMS);
The previous example is just an indicator of the value of the integrated project/program and HR information.
HR planning (skills, training, competencies) can be driven by project plans, schedules and required skills; and,
conversely, employee competency always includes his/her project experiences.
Workflow
Workflow plays a critical role in implementing business processes by gluing operational units and administrative
services together. While workflow permeates all functions by enabling employee self-service, routing purchase
requisitions, purchase orders and other electronic objects for approval and further processing in all business
areas, workflow roles are driven by organizational structure maintained in HR. According to Gartner Group, "If
HR is integrated, common workflow definitions … should be part of the integrated design. To reach the same
level of functionality, best-of-breed HR implementations must create interfaces to share and manage
responsibility information beyond the HR application, across workflow for applications in other business areas.
Few HR vendors have made provisions for exporting this information. Conversely, few outside workflow
systems (particularly those produced by enterprise application vendors)
have facilities for importing such information. This makes interfaces difficult and often leads to dual data entry
and maintenance with no reconciliation of differences in organization structure representations in competing
systems. The more cross-business-area-workflow is a requirement, the greater the appeal of an integrated
system."
Further Integration Opportunities
Selecting the integrated HRMS/Payroll/FIS/Project Management alternative now will pave the way for further
integration. If in the future the City chooses to acquire software to support its fleet and equipment maintenance
operations, and implements the modules of the integrated solution that are designed for this purpose, the City
will reap further benefits of integration. Imagine preventative maintenance programs triggering automatic
ordering of parts, work order information concurrently affecting equipment records and mechanics' HR/Payroll,
resource planning capabilities, etc. This list can go on and on. Clearly, the more encompassing the integration
is, the more beneficial it becomes, the more interface maintenance and dual data entry headaches can be
avoided.
City Staff Efficiency Gains
In addition to the qualitative benefits described above, selecting the integrated HRMS/Payroll/FIS/Project
Management alternative should result in significant staff efficiency gains in various areas of the City. The single
most important benefit in this area is the virtual disappearance of the role of "information broker". This role does
not easily translate into a position or positions, full- or part-time, on the City's organizational chart. The role
includes everyone who is presently involved in:
preparation, capture and reconciliation of cross-functional information and/or information required by multiple
systems (e.g. HRMS and FIS);
packaging and "massaging" the information above to support operational managers;
maintaining system interfaces described above.
This change should affect HR, Finance, IT and especially operational departments.
Moreover, IT staff complement dedicated to multi-vendor systems (support and help desk) is expected to be 15
- 20 % higher than for an integrated solution.
Conclusion
We have reviewed a number of advantages, both short-term and longer-term, of proceeding with the integrated
alternative. Based on this analysis, our understanding of the City's circumstances and business needs, our
experience in the application of technology to the business needs of private and public organizations, we
strongly recommend that the City pursue the integrated alternative as the target solution for the City's
administrative system. This path will help the City maximize the benefits of amalgamation, transform its
administrative operations and provide the City with a solution flexible to sustain future business improvements
and technology advances.
|