The University needs to be able to accurately report on staff data from Oracle through the PPIPMI universe. The current universe is based on snapshots and daily extracts rather than transactional (real time) data which affects the accuracy of the data users are able to report on.
Currently, due to the limitations of snapshots, data on starters and leavers can be missing from extracts all together. Additionally, late changes (e.g. grade, salary, hours etc.) to staff data do not show in the month the change is effective from. The current PPIMI set up does not appropriately handle costing splits for headcount & FTE measures – This is more critical now we use this in RAM and TAG which are key planning processes in the University. We work hard to avoid these but the risk of error due to manual manipulation of data exists
The current approach affects benchmarking data as well as the confidence of Schools/Departments in the data held in our universe and their ability to accurately report on historical data.
Fulfilling the University’s management information requirements whilst operating within the current constraints of the PPIPMI Universe requires significant levels of time from the HR systems team. Whilst many reports can be accurately produced by other systems users, a significant proportion of requests need to be completed by HR Systems teams. At peak times this introduces delays in the provision of data and also presents a significant single-point-of-failure risk.
The current challenges faced with PPIPMI based reports mean there is risk of inaccurate or incomplete data being provided. This understandably impacts on the University’s confidence in HR data. There is currently a risk of inaccurate or incomplete data being provided which may result in reputational damage and poorly informed decision making. The provision of inaccurate data may also impact on our ability to achieve Athena Swan awards
These concerns have been raised directly with UHRS via the BI/MI project and Maxxim review
Consideration should be given to the requirements for the organisational hierarchy set out in the proposed Organisational Hierarchy Redesign project .
The Benefits of this project are:
The HR systems team currently spend 4 days a month (48 days a year) on PPIPMI based reports which would be expected to significantly reduce if the proposed improvements to PPIPMI Universe were implemented. This time figure above does not include any estimation of time for users of the PPIPMI Universe outside of UHRS – implementation of this proposal is expected to introduce significant time savings for these users.
The issues with the data structures results in higher numbers of requests to UHRS due to anxiety over accuracy of reports. Alternatively, reports may be inaccurately being produced by user who are not aware of this risk/issue
This project is intended to fulfill the Business need for better staff information as highlighted by the University’s BI/MI project
The University’s HR Information Systems are central to the delivery of the University Strategy and the People Strategy – providing systems to help us to attract, reward and retain the best people from around the world.
This is reflected in our directional statement “We will continue to enhance and maintain our systems to support effective recruitment, retention, development and reward of our academic, research and professional services staff.”
Enablers - People
Enablers - Finance
Enablers – Infrastructure
Themes- Equality & widening participation
Programme Priority (per separate guidance) | 4 | |
Overall Priority (per separate guidance) | 2 | |
Programme Scoring (per separate guidance) | 1.Alignment with University Strategic Plan/Business Objectives | 2 x 3 = 6 |
2.Risk of not doing the project | 2 x 2 = 4 | |
3.Benefits relative to cost | 2 x 2 = 4 | |
4.Time to deliver tangible benefit | 2 x 1 = 2 | |
TOTAL SCORE | 16 | |