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OPERATIONAL TEST

ANO EVALUATION

OFFICE OF THE SECRETARY OF DEFENSE

1700 DEFENSE PENTAGON

WASHINGTON, DC 20301-1700

AUG O 9 2018

MEMORANDUM FOR ASSISTANT DEPUTY UNDER SECRETARY OF THE ARMY FOR

TEST AND EVALUATION

SUBJECT: Approval of the Test and Evaluation Master Plan for the Integrated Personnel and Pay System - Army Increment 2

I have reviewed and approve the attached Integrated Personnel and Pay System - Army (IPPS-A) Test and Evaluation Master Plan version 1.0, dated September 12, 2017 with a revision date of 13 July 2018.

Please inform my office as soon as funding is made available for future releases of IPPS A Increment 2; i.e. Releases 3, 4, and 5 and work with my office as you develop the Operational Test and Evaluation Plan and any needed appendices for future releases.

My point of contact is Mr. Gary Wilhelm. He may be reached at (571) 372-3835 or gary .1.wilhelm.civ@mail.mil.

Attachment:

As stated cc:

PEO EIS

IPPS-APMO

w;; ;Q,cz,i~ fi ;;;, ,.Robert F. Behler ~<.,, Director

DEPARTMENT OF THE ARMY

OFFICE OF THE DEPUTY UNDER SECRETARY OF THE ARMY

102 ARMY PENTAGON

WASHINGTON, DC 20310-0102

DUSA-TE 17 November 2017

MEMORANDUM FOR

Deputy Assistant Secretary of Defense for Developmental Test and Evaluation, 3040

Defense Pentagon, Room 5A1076, Washington, DC 20301-3040

Director, Operational Test and Evaluation, 1700 Defense Pentagon, Room 3E1088, Washington DC 20301-1700

SUBJECT: Integrated Personnel and Pay System Inc.2 (IPPS-A Inc. 2) Test and

Evaluation Master Plan (TEMP)

1. I approve the IPPS-A Inc. 2 TEMP submitted by the Program Manager Office and forward to Office of the Secretary of Defense for approval.

2. Upon approval, please return a copy of the TEMP approval memorandum to this office. My point of contact is Ms. Michell Venters, michell.h.venters.civ@mail.mil,

(703) 545-1094.

Encl DAVID JIMENEZ

Director, Army Test and Evaluation

CF:

Commander, US Army Test and Evaluation Command (ATEC)

Commander, US Army Capabilities Integration Center (ARCIC)

Program Executive Office, Enterprise Information Systems (EIS)

JIMENEZ.DAVID.1228

753455

Digitally signed by JIMENEZ.DAVID.1228753455 DN: c=US, o=U.S. Government, ou=DoD, ou=PKI, ou=USA, cn=JIMENEZ.DAVID.1228753455 Date: 2017.11.20 09:54:57 -05'00'

U.S. ARMY

Integrated Personnel and Pay System – Army (IPPS-A)

Acquisition Category (ACAT) IAM Major Automated Information System (MAIS)

IPPS-A Increment II Post-Milestone B Test and Evaluation Master Plan

Version 1.0

12 September 2017

Department of the Army

Program Executive Office Enterprise Information Systems

Integrated Personnel and Pay System - Army Project Management Office

2521 South Clark Street

Arlington, VA 22202

IPPS-A Increment II Post-MS B TEMP V1.0 12 September 2017 ii

Signature Page Integrated Personnel and Pay System – Army

Increment II Post-Milestone B Test and Evaluation Master Plan

SUBMITTED BY:

I recommend approval of the IPPS-A Increment II Post-Milestone B TEMP

JAMES F. McNULTY Date

COL, FA

Project Manager

CONCURRENCE:

GREGORY S. JOHNSON Date

COL, AG

Chief, Functional Management Division

PATRICK W. BURDEN Date Brigadier General, USA Program Executive Officer Enterprise Information Systems

JOHN W. CHARLTON Date Major General, USA Commander, US Army Test & Evaluation Command

MIELE.ROBERT.

M.1229226416

Digitally signed by

MIELE.ROBERT.M.1229226416

DN: c=US, o=U.S. Government, ou=DoD, ou=PKI, ou=USA, cn=MIELE.ROBERT.M.1229226416

Date: 2017.11.15 14:24:34 -05'00'

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/PPS-A Increment II Post-M,5 B TEMP V1.0

ARMY APPROVAL

JIMENEZ.DAVID.122

8753455

Digitally signed by JIMENEZ.DAVID.1228753455 ON: c=US, o=U.5. Government, ou=DoD, ou=PKI, ou=USA, cn=JIMENEZ.DAVID.1228753455 Date: 2017.11.20 10:01 :22 -05'00'

DAVID JIMENEZ

Assistant Deputy Under Secretary of the Army, Test and Evaluation

OSD APPROVAL

J. BRIAN HALL

Acting Deputy Assistant Secretary of Defense for Developmental Test and Evaluation i/); / -) . \

"] /UV(/~~

/~ROBERTF.BEHLER

(" - Director, Operational Test and Evaluation

Date

?-9'-/S Date iv

Revision History

Version

Number Date Summary of Changes

1.0 12 September 2017 Draft Post-MS B TEMP submitted.

1.0 13 July 2018 Added extract of the PB19 TE Report to section 4.5 v

Table Of Contents

1 PART I - INTRODUCTION

1.1 Purpose

1.2 IPPS-A Mission Description

1.2.1 Mission Overview

1.2.2 Concept of Operations

1.2.3 Operational Users

1.2.3.1 Human Resources Professionals

1.2.3.2 Regular Army, Army National Guard, and Army Reserve Soldiers

1.2.3.3 Leaders

1.3 System Description

1.3.1 Program Background

1.3.2 Key Interfaces

1.3.3 Key Capabilities

1.3.3.1 High Level Objectives

1.3.3.2 Business Outcomes

1.3.3.3 Program Outcomes

1.3.3.4 Critical Technical Parameters

1.3.3.5 Critical Developmental Issues

1.3.4 System Threat Assessment

1.3.4.1 System Specific Threats to IPPS-A

1.3.4.2 Operational Threat Environment

1.3.5 Systems Engineering (SE) Requirements

1.3.6 Special Test or Certification Requirements

1.3.6.1 Human Systems Integration

1.3.6.2 Joint Interoperability Certification

1.3.6.3 Army Interoperability Certification

1.3.6.4 Cybersecurity

1.3.6.5 Financial Improvement and Audit Readiness

1.3.7 Previous Testing

2 PART II - TEST PROGRAM MANAGEMENT AND SCHEDULE

2.1 Test and Evaluation Management

2.1.1 T&E Organizational Construct

2.2 Common T&E Database Requirements

2.3 Deficiency Reporting

2.4 TEMP Updates

2.5 Integrated Test Program Schedule

2.5.1 Schedule Concurrency Risk Mitigation

2.5.1.1 Limited Pay Demonstration

3 PART III - TEST AND EVALUATION STRATEGY

3.1 T&E Strategy

3.1.1 Decision Support Key

3.2 Developmental Evaluation Approach

vi

3.2.1 Developmental Evaluation Framework

3.2.2 Test Methodology

3.2.3 Modeling & Simulation

3.2.3.1 Interoperability

3.2.3.2 Performance

3.2.3.3 Reliability

3.2.3.4 Cybersecurity

3.2.4 Test Limitations and Risks

3.3 Developmental Test Approach

3.3.1 Mission-Oriented Approach

3.3.2 Developmental Test Events and Objectives

3.3.2.1 Developmental Test Events Common Entrance and Exit Criteria

3.3.2.2 Product Level Test

3.3.2.3 Developer Integration Test

3.3.2.4 Capability Acceptance Test

3.3.2.5 System Integration Test

3.3.2.6 Software Qualification Test

3.3.2.7 System Acceptance Test

3.3.2.8 Reliability Tracking

3.3.2.9 Cybersecurity DT&E

3.3.2.10 Operational Test Segments (OTS)

3.4 Certification for Limited User Test and Initial Operational Test

3.5 Operational Evaluation Approach

3.5.1 Operational Test Events and Objectives

3.5.1.1 Pilot Test

3.5.1.2 Record Test

3.5.1.3 Cybersecurity OT&E

3.5.1.4 Financial Standards Compliance Assessment (FSCA)

3.5.2 Operational Evaluation Framework

3.5.3 Test Methodology

3.5.4 Modeling & Simulation

3.5.5 Test Limitations

3.6 Live Fire Test and Evaluation Approach

3.7 Other Certifications

3.8 Future Test and Evaluation

4 PART IV - RESOURCE SUMMARY

4.1 Introduction

4.2 Test Resource Summary

4.2.1 Test Articles

4.2.1.1 Increment II Production Environment

4.2.1.2 IPPS-A Increment II Test Environments

4.2.1.3 Interfacing Systems Test Environments

4.2.2 Test Sites

4.2.3 Test Instrumentation

4.2.4 Test Support Equipment

vii

4.2.5 Threat Representation

4.2.6 Test Targets and Expendables

4.2.7 Operational Force Test Support

4.2.8 Models, Simulations, and Test beds

4.2.9 Joint Operational Test Environment

4.3 Federal, State, and Local Requirements

4.4 Manpower/Personnel and Training

4.5 Test Funding

APPENDIX A BIBLIOGRAPHY ......................................................................................... A-1 APPENDIX B ACRONYMS AND ABBREVIATIONS ..................................................... B-1 APPENDIX C POINTS OF CONTACT .............................................................................. C-1 APPENDIX D SCIENTIFIC TEST AND ANALYSIS TECHNIQUES ........................... D-1

APPENDIX E CYBERSECURITY ...................................................................................... E-1 APPENDIX F RELIABILITY ............................................................................................... F-1 5 INTRODUCTION ..................................................................................................... 5-2

5.1 Purpose ....................................................................................................................... 5-2

5.2 Scope ........................................................................................................................... 5-2

5.3 Release 2 Updates ....................................................................................................... 5-2

5.4 Release 2 Capabilities ................................................................................................ 5-2

5.5 Release 2.0 Test Schedule .......................................................................................... 5-2

5.6 Release 2.0 Test and Evaluation Funding ................................................................ 5-3

5.7 Deployment Risk Reduction Event (RRE) .............................................................. 5-4

5.8 Release 2 Developmental Evaluation Framework .................................................. 5-4

5.9 Release 2 Mission Critical Pay Impacting Interfaces ........................................... 5-19

6 INTRODUCTION ..................................................................................................... 6-2

6.1 Purpose ....................................................................................................................... 6-2

6.2 Scope ........................................................................................................................... 6-2

6.3 Release 3 Updates ....................................................................................................... 6-2

6.4 Release 3 Capabilities ................................................................................................ 6-2

6.5 Release 3 Test Schedule ............................................................................................. 6-7

6.6 Release 3 Test and Evaluation Funding ................................................................... 6-7

6.7 Release 3 Developmental Evaluation Framework .................................................. 6-7

6.8 Release 3 Mission Critical Pay Impacting Interfaces ........................................... 6-22 7 INTRODUCTION ..................................................................................................... 7-2

7.1 Purpose ....................................................................................................................... 7-2

7.2 Scope ........................................................................................................................... 7-2

7.3 Release 4 Updates. ...................................................................................................... 7-2

7.4 Release 4 Capabilities ................................................................................................ 7-2

7.5 Release 4 Test Schedule ............................................................................................. 7-4

7.6 Release 4 Test and Evaluation Funding ................................................................... 7-4

7.7 Release 4 Developmental Evaluation Framework .................................................. 7-4

7.8 Release 4 Mission Critical Pay Impacting Interfaces ........................................... 7-20 8 INTRODUCTION ..................................................................................................... 8-2

8.1 Purpose ....................................................................................................................... 8-2

8.2 Scope ........................................................................................................................... 8-2 viii

8.3 Release 5 Updates ....................................................................................................... 8-2

8.4 Release 5 Capabilities ................................................................................................ 8-2

8.5 Release 5 Test Schedule ............................................................................................. 8-2

8.6 Release 5 Test and Evaluation Funding ................................................................... 8-2

8.7 Release 5 Developmental Evaluation Framework .................................................. 8-3

8.8 Release 5 Mission Critical Pay Impacting Interfaces ........................................... 8-19

List Of Figures

Figure 1-1: IPPS-A High-Level Operational Concept (OV-1)

Figure 1-2: IPPS- A Infrastructure Designs with Enclaves/Environments/Applications

Figure 1-3: SOA/ESB Integration Overview Diagram for Increment II

Figure 2-1: Trigger Validation Process

Figure 3-1: IPPS-A Integrated T&E Strategy

Figure 3-2: IPPS-A Increment II Test Inputs and Outputs

Figure 4-1: IPPS-A Test Environment Applications

Figure 4-2: IPPS-A Test Environment Usage

Figure 5-1: IPPS-A Increment II Release 2.0 Integrated Program Test Schedule ....................... 5-3

Figure 6-1: IPPS-A Increment II Release 3 Integrated Program Test Schedule .......................... 6-7

Figure 7-1: IPPS-A Increment II Release 4 Integrated Program Test Schedule .......................... 7-4

Figure 8-1: IPPS-A Increment II Release 5 Integrated Program Test Schedule .......................... 8-2

List Of Tables

Table 1-1: Critical Technical Parameters and Measurement Criteria

Table 1-2: Critical Developmental Issues and Measurement Criteria

Table 3-1: Decision Support Key

Table 3-2: IPPS-A Milestone C Developmental Evaluation Framework

Table 3-3: Developmental Test Methodology Matrix

Table 3-4: LUT and IOT Entrance Criteria

Table 3-5: Operational Evaluation Framework

Table 3-6: System Evaluation Plan Data Source Matrix

Table 4-1: Test Sites

Table 4-2: Operational Force Test Support

Table 4-3: Inc II T&E Funding Requirements ix

Table 5-1: Legacy Systems Subsumed by IPPS-A Release 2...................................................... 5-2

Table 5-2: IPPS-A Release 2.0 Test Funding Summary .............................................................. 5-3

Table 5-3: Developmental Evaluation Framework for Release 2 ................................................ 5-5

Table 5-4: Mission Critical Pay Impacting Interfaces for Release 2 ......................................... 5-19

Table 6-1: Legacy Systems Subsumed by IPPS-A Release 3...................................................... 6-2

Table 6-2: IPPS-A Release 3 Test Funding Summary................................................................. 6-7

Table 6-3: Developmental Evaluation Framework for Release 3 ................................................ 6-8

Table 6-4: Mission Critical Pay Impacting Interfaces for Release 3* ....................................... 6-22

Table 7-1: Legacy Systems Subsumed by IPPS-A Release 4...................................................... 7-2

Table 7-2: IPPS-A Release 4 Test Funding Summary................................................................. 7-4

Table 7-3: Developmental Evaluation Framework for Release 4 ................................................ 7-5

Table 7-4: Mission Critical Interfaces for Release 4* ............................................................... 7-20

Table 8-1: Legacy Systems Subsumed by IPPS-A Release 5...................................................... 8-2

Table 8-2: IPPS-A Release 5 Test Funding Summary................................................................. 8-2

Table 8-3: Developmental Evaluation Framework for Release 5 ................................................ 8-4

Table 8-4: Mission Critical Interfaces for Release 5* ............................................................... 8-19

1 PART I - INTRODUCTION

1.1 Purpose

This Integrated Personnel and Pay System-Army (IPPS-A) Increment II Test and Evaluation

Master Plan (TEMP) for Increment II Post-Milestone (MS) B describes the total Test and

Evaluation (T&E) planning from system development through operational T&E for all four releases. This includes the required type and quantity of T&E events for each release, along with their resource requirements.

This is an update to the IPPS-A Increment II MS B TEMP, approved 5 May 2015. This document is composed of the main document that describes those elements of the TEMP that are universal for the four Releases of Increment II along with four Annexes that contain release specific updates and data including release specific updates to the TEMP, test schedules, mission critical pay impacting interfaces. Annexes 1 through 4 contain the release specific updates and data for Releases 2 through 5 respectively. Appendices D through F contains the updates to the

Scientific Test and Analysis Techniques, Cybersecurity, and Reliability areas.

This document, once approved, will be used to support IPPS-A Increment II Limited Fielding

Decisions and the subsequent MS C Decision.

IPPS-A is an Acquisition Category (ACAT) IAM Major Automated Information System (MAIS)

Program and is listed on the Office of the Secretary of Defense (OSD) T&E Oversight List.

All references in this document are listed in APPENDIX A .

1.2 IPPS-A Mission Description

1.2.1 Mission Overview

The approved IPPS-A Increment II Business Case, v1.0, December 2014 concluded the Army currently has numerous issues related to improper and inaccurate military personnel and pay processing activities. These issues are a result of disparate component-unique processes and non-integrated systems utilized across all Army Components (Regular Army (RA), Army

National Guard (ARNG), and United States Army Reserve (USAR)) to manage Human

Resources (HR) and pay activities. The Army seeks to resolve these critical personnel and pay processing problems through an aggressive Business Process Re-engineering (BPR) effort and the implementation of an integrated Enterprise Resource Planning (ERP) system, IPPS-A.

The vision for IPPS-A is to deploy a fully functioning integrated personnel and pay system for all Army Components to include sensitive activities. The currently planned subsumption of 35 full and 10 partial systems results in a more synergistic HR operating environment supported by quality controlled, single data entry which allows for an authoritative, comprehensive personnel and pay record for each Soldier. A high priority for IPPS-A is to provide timely, accurate, and easily understood functional information for Soldiers, commanders in the field, and Component headquarters. The system is designed to be intuitive and incorporate business rules to ensure the user is not required to make policy interpretations unless there is an exception to policy based on circumstances. An overarching goal of IPPS-A is to support all Army Components with personnel and pay information for individuals and units. This allows commanders of these units to have the ability to access personnel information on all members assigned to their units regardless of Component. Additionally, the system will comply with all statutory requirements governing internal controls and audit readiness while adhering to the Office of Management and

Budget (OMB) and DoD regulations that guide these oversight requirements. IPPS-A is critically important to improving the Army’s financial management processes in support of military personnel and pay. This includes IPPS-A contribution to a successful audit program within the

Army. The system must be robust enough to meet changing operational concepts and requirements down to the individual level for mobilization, activation, contingency operations, and assignment actions.

Figure 1-1 is the High Level Operational Concept Description (operational view (OV)-1), which graphically represents the concept for IPPS-A. The OV-1 is one of 26 Department of Defense

Architecture Framework (DoDAF) products that organizations build when developing system architecture artifacts. The puzzle pieces at the bottom of the picture represent the primary stakeholders. All of the Army Components are projected to have the new system as their personnel and pay system of record. The depiction of the enterprise and technology behind the system functions (blue bubbles) illustrates the Army’s global personnel and pay operations as supported by the new system. The cog and wheel at the center shows how integrated HR management and pay are central to the system functionality which includes the solutions that the new system offers the Army Components and individual Soldiers throughout their career. The blue bubbles highlight the functions within the Army HR life cycles that the system will support.

The orange bubbles outside of the Army HR life cycle ring highlight the benefits the new system is intended to provide to the Army.

Figure 1-1: IPPS-A High-Level Operational Concept (OV-1)

1.2.2 Concept of Operations

The Concept of Operations (CONOPS) from the IPPS-A Increment II Business Case, v1.0, December 2014 follows. IPPS-A is intended to be the Army’s solution to the capability gap for integrated personnel and pay management. For the Army to meet appropriate legislative mandates, the new capability should provide improved functionality in the following personnel and pay functional areas: Soldier pay, personnel and pay reporting, pay events triggered by personnel transactions, separations and retirements, strength reporting, assignments, in and out processing, evaluations, promotions, awards, and benefits. IPPS-A capabilities will support the

Regular Army (RA), Army National Guard (ARNG), and the Army Reserve (USAR)

In accordance with the approved IPPS-A Increment II Business Case, the following specific mission needs are identified:

Integrated Comprehensive Personnel Record;

Self Service Access;

Data Standardization;

Integrated Personnel and Pay;

Strength Management and Accounting;

Personnel Asset Visibility;

Efficiencies Gained by Workflow; Cross Component Support;

Business Process Standardization;

Resides on Non-Secure Internet Protocol Router Network (NIPRNET) and Secret

Internet Protocol Router Network (SIPRNet).

1.2.3 Operational Users

1.2.3.1 Human Resources Professionals

IPPS-A will provide HR Professionals a one-stop-shop for timely and accurate personnel and pay data and information. The system will replace more than 40 HR systems when it is completely fielded, eliminating manual data entry into multiple systems and increasing data accuracy. IPPS-A will provide integrated personnel and pay capabilities in a single system to all

Components for the first time ever. In addition, the system will electronically streamline HR processes and automate personnel actions to reduce manual workarounds and workloads. IPPS-

A’s capabilities will make HR Professionals’ jobs more efficient and effective. The training provided to HR professionals will be a combination of distance learning and instructor led.

1.2.3.2 Regular Army, Army National Guard, and Army Reserve Soldiers

All Soldiers, regardless of their Component, will have web-based access to their individual personnel and pay record via IPPS-A. This access will allow Soldiers to view their personal record from any common access card (CAC)-enabled computer in the world. IPPS-A will also enable Soldiers to submit personal information changes to HR Professionals for review and approval, 24 hours a day. IPPS-A’s ability to update information in near real-time will allow

Soldiers to view accurate, correct, and up-to-date personal information. Ultimately, IPPS-A capabilities will help ensure Soldiers are paid on time and accurately.

IPPS-A’s multi-Component capabilities will streamline mobilization and demobilization transitions between Components. This capability will ultimately save Soldiers and Commanders time as they transition between assignments. All Soldiers will be provided with distance learning via internet-based training courses in order to maximize their use of the employee self-service capability of the system.

1.2.3.3 Leaders

IPPS-A will provide Leaders access to their assigned Soldiers’ personnel and pay information, regardless of their Component. With greater visibility, Leaders will be empowered with accurate information to better manage their assigned Soldiers. For example, IPPS-A’s first release provided Leaders with access to their personnel’s Soldier Record Brief (SRB), a centralized and comprehensive report that will eventually replace the Enlisted and Officer Record Briefs for all

Components. Future releases of IPPS-A will provide Leaders with the ability to approve personnel actions via IPPS-A’s Web portal. This capability will help reduce the time Leaders need to manage administrative personnel actions and empower them to focus on other missions.

All Leaders will be provided with distance learning in order to maximize their use of the manager self-service capability of the system.

1.3 System Description

The overall goal of IPPS-A is to support the Soldier in the core mission of conducting operations; to promote and maintain effective military personnel management; and to ensure that accurate and timely military personnel data, including delivery of benefits, are available at all levels of management and oversight. To resolve the most critical problems, the program will have to integrate Regular Army (RA), Army National Guard (ARNG), and United States Army

Reserve (USAR) databases; integrate personnel and pay functionality; streamline and improve automated support to the mobilization and deployment processes; and implement standard data that reflect the core requirements of the Combatant Command (COCOM), the Department of the

Army (DA), Office of the Secretary of Defense (OSD), and other Federal agencies.

IPPS-A will provide the Army with an integrated, multi-component, personnel and pay system which streamlines Army Human Resources (HR), enhances the efficiency and accuracy of Army personnel and pay procedures, and supports Soldiers and their families. IPPS-A will be a web-based tool, available 24 hours a day, accessible to Soldiers, HR professionals, COCOMs, personnel and pay managers, and other authorized users throughout the Army. IPPS-A addresses major deficiencies in the delivery of military personnel and pay services and also provides internal controls and audit procedures that prevent erroneous payments and loss of funds.

IPPS-A will be a major Army business system and is one of the Army Enterprise Resource

Planning (ERP) software implementation programs currently underway in the Army. As such, IPPS-A is compliant with the Army ERP Strategy and falls under the oversight of the Army

Business Council. IPPS-A will be an Army-specific system developed in compliance with the

Department of Defense (DoD) Business Enterprise Architecture and federal, DoD and Army

Information Technology (IT) standards. IPPS-A will meet enterprise information requirements through interface with a DoD Enterprise Information Web (EIW) developed and managed by the

OSD Deputy Chief Management Office (DCMO), and will be compliant with Common Human

Resources Information Standards and other information standards established by the Defense

Integrated Military Human Resources System (DIMHRS) Transition Council.

The Army will employ a hybrid solution using ERP software and Agile Development to deliver integrated personnel and pay capabilities, capitalizing on the PeopleSoft product delivered by the

Business Transformation Agency (BTA) as part of the DIMHRS program. The Army plans to use current Army upgraded PeopleSoft 9.2 ERP and Oracle 11g database capabilities, along with

Application Technologies outside of the core ERP to meet user requirements. The Program

Office will look at opportunities where Software as a Service and Platform as a Service could be used to meet user requirements in future releases. This hybrid approach will allow the Army to provide faster delivery of incremental capabilities without changing the core ERP system; satisfy

Army ERP Strategy requirements; and meet federal cloud computing strategy timelines. In addition to allowing the program to use the proven integration of personnel and pay in an ERP platform, this approach provides the Army with the flexibility to consider the use of other

Application Technologies to support the activities and processes that don’t specifically align with the ERP solution. This provides maximum options for delivering capabilities and makes the best use of all available tools. Further detail can be found in the IPPS-A Technical Architecture

Drawings.

Figure 1-2 below presents the Infrastructure High-Level Design which includes the enclaves, environments and applications. Further detail can be found in the IPPS-A Technical Architecture

Drawings.

Figure 1-2: IPPS- A Infrastructure Designs with Enclaves/Environments/Applications

1.3.1 Program Background

The initiative to develop an integrated personnel and pay solution for the Army from the

Operational Requirements Document (ORD) dated November 18, 2008, which validated the

Mission Needs Statement (MNS) and documented the original integrated personnel and pay system requirements. During this time, requirements were to be achieved through a Joint

Services solution known as the Defense Integrated Military Human Resources System

(DIMHRS).

Subsequently, the Acquisition Decision Memorandum (ADM) dated September 8, 2009, directed the transition from a Joint Services solution to a Services solution to build-out and deploy

Service-level integrated personnel and pay systems. Through guidance provided in the ADM, the

Army conducted a core analysis of the 2009 solution, and determined that the implementation of an Enterprise Resource Planning (ERP) solution based on the PeopleSoft product, remained the most viable option to provide all Army Components with a fully integrated personnel and pay system. The PeopleSoft product is responsive and allows the Army to meet ever-changing requirements on relatively short notice providing capabilities and relevant information to enable

Commanders to make rapid decisions. Additionally, PeopleSoft provides the Army with a dynamic ERP platform by which to meet the critical demands of the Army's Audit Readiness program. In concert with Assistant Secretary of the Army for Financial Management and

Comptroller (ASA FM&C), the Army's financial management functional sponsor, the IPPS-A program will ensure that the design and configuration of PeopleSoft fully supports the Army

Financial Improvement and Audit Readiness (FIAR) program.

Following the Army’s decision to remain with the chosen solution, the Program Executive Office

(PEO) Enterprise Information Systems (EIS) was granted program management authority with the Army G-1 as the Functional Sponsor. At this point, the DIMHRS program was concluded with BTA transitioning the existing DIMHRS solution to the Services, and the IPPS-A program was established. IPPS-A leveraged the Army DIMHRS Capability Development Document

(CDD), dated July 28, 2010, which superseded the requirements documented in the ORD and provided the Army centric requirements for an integrated personnel and pay system. This allowed the IPPS-A program to enter the acquisition life cycle post- Milestone (MS) A. Prior to the establishment of the IPPS-A program, initial plans for development and deployment of the integrated personnel and pay system utilized a “big bang” approach for training and fielding the chosen solution. Per the Federal Chief Information Officer’s (CIO) 25 Point Implementation

Plan to Reform Federal Information Technology (IT) Management, dated December 9, 2010, the program revised its approach to comply with the acquisition requirements to use modular and agile practices, apply and use commodity services which can be deployed rapidly, and result in substantial cost savings. This allowed the IPPS-A program to develop an achievable incremental release strategy that focuses on satisfying the inherent problems as documented in the original

MNS. As a result, the IPPS-A program was restructured into two increments with multiple releases. Increment I was developed using the already approved CDD dated July 28, 2010. In the interim, Defense Business Systems were directed to use the Business Capability Lifecycle (BCL) methodology requiring a Problem Statement and a Business Case. BCL requirements were subsequently subsumed by the Department of Defense Instruction (DoDI) 5000.02, dated 7

January 2015.

The Army Acquisition Executive declared Full Deployment for Increment I on 18 April 2014.

The Milestone Decision Authority approved the Milestone B for IPPS-A Increment II on 19

December 2014.

1.3.2 Key Interfaces

The Release 2 through 5 specific mission critical pay impacting interfaces for IPPS-A Increment

II will be listed in Annexes 1 through 4 respectively after they are determined at the Critical

Design Review (CDR) by the PMO and the Functional Management Division (FMD). The IPPS-

A SV-08 Systems Evolution Description, Version 1.16 details interfaces (by release) and systems to be subsumed (by release) throughout the life of the system. Planned persistent interfaces for

Releases 2 through 5 are also depicted in Appendix B of the approved IPPS-A Increment II

Business Case.

IPPS-A’s preferred integration approach is to promote the use of Web services for a majority of

IPPS-A external interfaces through the Enterprise Service Bus (ESB). These Web services are designed in acquisition, data loading, and outbound patterns and are standardized across IPPS-A to promote reusability, as well as support real-time and batch sharing of data across the enterprise, with the intent of providing Army personnel and administrators access to consistent and updated information across all systems while minimizing cost.

Additionally, IPPS-A plans to provide outbound patterns that allow the consuming system to receive data in various formats including Extensible Markup Language (XML). This provides flexibility for IPPS-A considering the number of recipient systems. It is the intent of IPPS-A to leverage ESB in order to eliminate unnecessary cost associated with supporting point-to-point interfaces with external systems, standardize data structures across multiple interfaces and external systems, and maximize the reusability of each Service Oriented Architecture (SOA) pattern. As external systems upgrade/mature, and as modern systems emerge, the flexibility SOA provides a complete platform for modernization, allowing IPPS-A to respond and integrate with a modernizing enterprise. The SOA/ESB Integration Overview Diagram for Increment II is depicted in Figure 1-3. More detailed information can be found in the IPPS-A Service Oriented

Architecture (SOA)/Enterprise Service Bus (ESB) Integration Plan.

Figure 1-3: SOA/ESB Integration Overview Diagram for Increment II

1.3.3 Key Capabilities

1.3.3.1 High Level Objectives

The High Level Objectives (HLOs) represent those capabilities or characteristics of Increment II that are so significant that failure to meet them can be cause for the IPPS-A to be reevaluated, or the program to be reassessed or terminated. The threshold value is the minimum acceptable value that, in the user’s judgment, is required to satisfy the need. If threshold values are not achieved, program performance is seriously degraded, the program may be too costly, or the program may no longer be timely. The objective value is the value desired by the user and which the Project

Manager (PM) is attempting to obtain. The objective value could represent an operationally meaningful, time critical, and cost-effective increment above the threshold for each program parameter.

The HLOs for Increment II are Release dependent. Releases 2 and 3 do not include the pay capabilities, and therefore cannot satisfy all of the HLOs completely. Releases 4 and 5 have the complete set of capabilities that permit the satisfaction of the HLOs as defined in the IPPS-A BC document.

1.3.3.2 Business Outcomes

The Business Outcomes (BOs) are contained in the BC and outline high level objectives and

Business Outcomes related to critical Military Personnel management problems identified in the

MNS. The HLOs and BOs are necessary for the Information Management (IM)/ BPR program to resolve those problems. The program will minimize customizations by maximizing BPR and use the Commercial-off-the-Shelf (COTS) product to the maximum extent possible. The most significant BPR result from the IPPS-A program deploying the PeopleSoft ERP, in addition to business process and data standardization across Components into one integrated personnel and pay system, is the inherent audit readiness support that PeopleSoft brings to the table. The native

PeopleSoft product fully supports the Army's FIAR program and allows the IPPS-A program to more easily design and implement the full scope of requirements for audit readiness that results in the Army having fully auditable financial statements for the military personnel appropriations.

1.3.3.3 Program Outcomes

The IPPS-A Increment II BC also identifies the Program Outcomes (POs). The POs are aligned to the related BOs. The POs were developed between the IPPS-A PMO and the Functional

Management Division. Validation of Program Outcomes occurs as a result of the successful validation of the Business Outcome Measurement Criteria.

1.3.3.4 Critical Technical Parameters

The Critical Technical Parameters (CTP) for Increment II are Release dependent. The CTPs were developed in close coordination between the PMO Systems Engineer and the Functional

Proponent. The CTPs for releases 2 through 5 are depicted in Table 1-1.

1.3.3.5 Critical Developmental Issues

Critical Developmental Issues (CDI) are IPPS-A Increment II decision maker key developmental concerns with bottom line standards of performance that signify the system is ready to proceed to the Limited Fielding Decision (LFD) (Releases 2, 3 and 5) and at the FDD (Release 4). CDIs are those aspects of a system’s capability, operational, or technical and other aspects that must be questioned before a system’s overall suitability can be known. CDIs were developed in close coordination with the IPPS-A PMO, System Integrator and the Functional Proponent. The

Critical Developmental Issues for releases 2 through 5 are depicted in Table 1-2.

IPPS-A Increment II Post-MS B TEMP V1.0 12 September 2017

Table 1-1: Critical Technical Parameters and Measurement Criteria

Supported

Operational

Requirement

Technical Parameter Threshold Objective Measure Release(s)

6.2.15 - Continuity of

Operations

CTP 001: The system shall replicate data from the primary data center to a secondary data center upon the completion of the transaction.

Less than 60 seconds Less than 30 seconds

The amount of time required to replicate a transaction.

2,3,4,5

6.2.9 - Data Retrieval

CTP 002: The system shall allow an authorized user* to retrieve pre-defined personnel and pay data on individuals contained within the system.

Single service-member:

Less than 10 seconds

Single service-member:

Less than 5 seconds

Data query response

Time.

6.2.9 - Data Retrieval

CTP 003: The system shall allow an authorized user* to retrieve pre-defined personnel and pay data on individuals contained within the system.

Maximum of 4000 members:

Less than 10 minutes

Maximum of 4000 members:

Less than 5 seconds

Data query response

Time.

6.3.111 - Pay

Computation

CTP 004: The system shall process payroll and generate a pay disbursement file.

No more than 36 hours Less than 24 hours required to process payroll and produce a pay disbursement file.

4,5

6.3.127 - Support the full range of personnel lifecycle activities

CTP 005: The system shall support access to 40,000 concurrent users.

Managers/Leaders: 25%

Members (Self-Service): 50%

POI/HR Specialists/Admin:

25%

40,000 users 40,000 users Total number of concurrent users.

8.0.0 - Cybersecurity

CTP 006: The system shall notify an authorized user* of system security events**.

No more than 1 minute No more than 5 seconds required to notify an authorized user.

14.2.2 - Provide

Training

CTP 007: The Institutional training system*** shall allow an authorized user* to reset the training data set to its original state.

No more than 4 hours Less than 1 hour required to reset the training data.

CTP 008: The Institutional training system*** shall have the capability to receive a training data refresh.

No more than 24 hours Less than 12 hours required to refresh the

CTP 009: The Operational training*** system shall allow an authorized user* to reset the

CTP 010: The Operational training system*** shall have the capability to receive a training data refresh.

No more than 24 hours Less than 12 hours required to refresh the

7.1.0 - Data Accuracy

CTP 011: The system shall provide non pay-impacting data to an external system.

97% of non-pay-impacting data provided to external systems will reflect the authoritative source data in the IPPS-

A database.

100% of non-pay-impacting data provided to external systems will reflect the authoritative source data in the IPPS-A database.

The percentage of non-pay-impacting data provided to external systems that reflect the authoritative source data in the IPPS-A database.

CTP 012: The system shall process non pay-impacting data received from an external system.

97% of non-pay-impacting data received through an interface will be processed accurately by IPPS-A.

100% of non-pay-impacting data received through an interface will be processed accurately

The percentage of non-pay-impacting data received from external system that is processed.

CTP 013: The system shall process system foundation data source.

99.5% of foundation data**** received from an external source will be processed by IPPS-A.

100% of foundation data source will be processed

The percentage of processed foundation data source.

14.2 - Provide

CTP 014: The Self

Development/NET training system*** shall allow an authorized user* to reset the

*IPPS-A defines an “authorized user” as a user with appropriate roles and permissions in excess of self-service.

**This CTP is derived from the Technical Requirements Document statement 8.0.0.32: “The system shall create, maintain, and protect from modification, unauthorized access or destruction, an audit trail ensuring that all actions that affect the security of a system can be traced to the responsible party based on individual identity.”

***Training environments are defined within the IPPS-A Training (IPPS-A(T)) Environment Capabilities Requirements, Version 5 dated 5 Sep 17.

****Configuration or Foundation Data refers to application data that is core to the system. This data can include application installation values, application setup data (e.g., SetID, Business Unit, etc.), and application functionality data (e.g., Job Codes, Employee or POI Type, etc.).

Table 1-2: Critical Developmental Issues and Measurement Criteria

Issue Description Threshold Objective Measure

Critical Developmental Issue

1.1 Pay Computation

The system must accurately compute payroll calculations based on available data to correctly pay Soldiers.

99% of payroll calculations must be computed correctly.

100% of payroll calculations must be computed correctly

MOP CDI 1.1: Proportion of accurately computed payroll calculation to the total number of payroll calculations attempted

(including entitlements, deductions and benefits).

1.2 Improvement of

Transaction Auditability

IPPS-A will be configured to write all required transactions to unalterable pre-defined audit tables for use by top of the system internal auditors and external audit sources.

95% of required transactions are written to the audit table.

99% of required transactions are written to the audit table.

MOP CDI 1.2-1: The proportion of the successful number of required transaction written to an unalterable pre-defined audit tables to the total number of required transactions.

95% of transactions initiated within IPPS-A are successfully audited.

99% of transactions initiated within IPPS-

A are successfully audited

MOP CDI 1.2-2: The percentage of transactions initiated within IPPS-A that are successfully traced from initiation, approval, and posting, to include supporting documentation.

2.1 RMF Compliance

IPPS-A must meet the (RMF) requirements.

IPPS-A meets RMF requirements to satisfaction of AO.

N/A

MOP CDI 2.1: The system meets RMF requirements and

IATT from the AO.

2.2 Protect

IPPS-A must provide adequate

Cybersecurity protection to support the operational mission, data, and users.

IPPS-A must implement security controls at the

Confidentiality, Integrity, and Availability (CIA) levels of Moderate, Moderate, Moderate, with an acceptable level of risk as determined by the AO and Security Control

Assessor.

IPPS-A must implement security controls at the

Confidentiality, Integrity, and

Availability (CIA) levels of Moderate, Moderate, Moderate.

MOP CDI 2.2: The implementation of the IPPS-A security controls at the

Confidentiality, Integrity, and

Availability (CIA) levels of

Moderate, Moderate, Moderate, with an acceptable level of risk as determined by the AO and

Security Control Assessor.

2.3 React and Restore

IPPS-A must provide adequate

Cybersecurity reaction against threats to support the operational mission, data and users.

IPPS-A must provide a secure, defense-in-depth posture through the integration of people, technology (e.g., intrusion detection software, hardware and network firewalls) and operations, in order to initiate corrective actions associated with unauthorized access within

30 minutes of detection or notification.

IPPS-A must provide a secure, defense-in-depth posture through the integration of people, technology

(e.g., intrusion detection/protection software, hardware and network firewalls) and operations, to provide near real-time reactions associated with unauthorized access.

MOP CDI 2.3: IPPS-A

capability to respond to detected intrusions and penetrations, exploitation of data, and/or attacks.

3.1 Overall System Usability:

The Composite Score on

System Usability Scale (SUS) SUS score greater than 50.

SUS score greater than

70.

MOP CDI 3.1: Percentage of favorable User opinion rating on

System Usability Scale (SUS) on ease of use of IPPS-A applications and functions.

Percentage of system design characteristics that adhere to

HFE best practices guidelines and standards. ATEC SEP

Usability metrics including mean number of tasks required to complete an end-to-end business…