Information Papers

Defense Integrated Military Human Resources System

What is it?
Defense Integrated Military Human Resources System (DIMHRS) is a web-based, integrated military personnel and pay management system for all Department of Defense (DoD) military services (active and reserve components). This system is designed to support peacetime and wartime readiness requirements. Development and implementation of the DIMHRS is more than the deployment of an information technology solution; it is a revolutionary change in how the Services will conduct personnel and pay business.

What has the Army done?
The Army finalized DIMHRS development requirements and passed them to Northrop Grumman Information Technology (NGIT) at the Army Requirements Review (ARR) on September 15, 2006. The Office of the Deputy Chief of Staff, G-1, HRC, and the Program Executive Office, Enterprise Information System established a Memorandum of Agreement for systems acquisition support for Army implementation of the DIMHRS. The Human Resources Command (HRC) tasked the Army DIMHRS Division to accomplish the mission of providing functional guidance, data migration, operational (legacy) system interfaces, retirement of subsumed systems, training, support infrastructure, and fielding of the finished product. To leverage its demonstrated Acquisition experience, PEO EIS joined the program in 2008. A rigorous testing program is underway to ensure the DIMHRS can provide the kind of robust and secure personnel and pay system that the Army and all of DoD require. The Army reached a significant milestone when the data team reengineered all source data feeds into a single file, which cut the data staging time from four days to four hours. Additionally, the Army designed and delivered 74 workforce readiness packages providing an overview of how business processes are executed in the legacy environment versus how they will work in DIMHRS. Army also developed 76 end-to-end work center readiness packages that provide a detailed view of how business processes in and outside of DIMHRS will be performed. In addition, a series of “See DIMHRS” weekly events was launched in May 2008. Participants join the event via Defense Connect Online, a web-based interactive meeting tool, to see a live demonstration of how different actions and scenarios will be performed in DIMHRS. Finally, the Army completed 78 Training Support Packages, encompassing instructor-led training and distance learning courses. The Basic Foundation course for all Soldiers is currently available.

What continued efforts does the Army have planned for the future?
Under the current roll strategy, the Army will be the first to implement DIMHRS in March 2009, followed by the Air Force. DIMHRS will complete Systems Integration Testing, System Acceptance Test, Multi-Service Limited User Test, and an Initial Operational Test. Training for master trainers begins in June 2008; training for DIMHRS Administrators begins in July 2008; and Train-the-Trainers (T3) begins in October 2008. Deployed theatre training begins in November 2008; members from the DIMHRS Division will remain in theatre through June 2009 to support implementation and ease the transition to DIMHRS. Additionally, the systems developer (NGIT) is currently executing a Pay Parallel Test and the Army is scheduling a Pilot test to build confidence that DIMHRS processes pay actions correctly. A comprehensive change management and strategic communications effort is underway to build awareness for DIMHRS and support the Army’s preparation for implementation.

Why is this important to the Army?
The Army’s aging personnel and pay (legacy) systems do not adequately support wartime requirements (e.g., mobilization, dwell time) or critical core functionality across the active and reserve components. The capabilities provided by DIMHRS are essential to support a modular, expeditionary Army, and to fully implement the Personnel Services Delivery Redesign doctrine. Some of the more important DIMHRS capabilities include integrated personnel and pay, standardized data, flexibility to support future requirements, asset visibility, a single (logical) record for each Soldier, the potential to support Joint operations, the ability to mobilize and demobilize quickly, efficiencies gained by workflow and self-service, and improved pay accuracy.