Edition: Wed, April 12, 2006
Current Edition | FOCUS Submission Guidelines | Stand-To Fact Sheet | Printable Version


Defense Integrated Military Human Resources System

What is it? Defense Integrated Military Human Resources System (DIMHRS) Personnel and Pay (Pers/Pay) is an internet based single, integrated military personnel and pay management system for all Department of Defense (DoD) military Services and components designed to support peacetime and wartime readiness requirements.

What has the Army done? To better support fielding of DIMHRS, the Army Enterprise Human Resources Systems (eHRS) Division was transferred to the Army's operational personnel command, Human Resources Command. Additionally, the Army established an Army DIMHRS Liaison Office at the Joint Program Management Office (JPMO). Key activities ongoing included the mapping of data, review of functional requirements, and resolution of functional issues. Planning documents developed included the Training Support Plan, Change Management and the Deployment Plan. In support of the strategic program pause directed by the Deputy Secretary of Defense in June 2005, the Army completed an end-to-end assessment of DIMHRS referred to as the Army DIMHRS Go-Forward Assessment. The outcome revealed that the Army can leverage DIMHRS work to date, and from a functional perspective, DIMHRS is a viable Army personnel and pay option. The Deputy Secretary of Defense directed that the Army proceed with DIMHRS in December 2005 and that overall management of the DIMHRS program be moved to the Business Transformation Agency (BTA). The BTA is in the process of refining processes and procedures for management of the DIMHRS program.

What efforts does the Army plan to continue in the future? Beginning in January 2006, the Army will work directly with the DIMHRS developer/implementer to further refine the Army's requirements for DIMHRS and to determine the functionality DIMHRS can provide. Information garnered from this analysis will be furnished to the managers of the Army's legacy personnel and pay systems so that work to prepare those systems to be subsumed by DIMHRS can begin. While DIMHRS is expected to subsume a large percentage of the Army's functional requirements some functionality supported by existing legacy systems will not be subsumed and must be supported by legacy systems managers. Using the input from the functional analysis those legacy systems managers from all Army Components will decide the best plans for keeping required functionality alive and act upon those plans.

Why is this important to the Army? The Army's aging legacy systems do not adequately support wartime requirements (i.e., mobilization, dwell time) or critical core functionality across all three Army Components. The capabilities provided by DIMHRS are essential to support a Modular, expeditionary Army and the Personnel Services Delivery Redesign doctrine. Some of the important capabilities include: integrated personnel and pay, standard data, flexibility to support future requirements, asset visibility, a single (logical) record for each Solider, potential to support Joint Operations, ability to mobilize and demobilize quickly, efficiencies gained by workflow and self-service, and improved pay accuracy.

For more information on this and other topics see Addendum J in the Army Posture Statement.