And I'm gonna wait for you guys at the end, because I can't call that walking.

I usually have to park.

Someone's gonna give me a right thing.

We are going to start our IT meeting on payroll modernization.

And with me, I have Councillor Nave.

Councillor Moore.

And you guys can introduce yourself over that way.

Fair enough.

Amory Degan, first deputy commissioner of finance.

Josh Syerson, I am a project manager on the innovation team and API office.

And Rick Elsey for Director of Human Resources.

Alrighty.

So why don't you guys give us an overview of where you are, what you're doing, and how far along are we?

All right.

Well, thanks for uh meeting with us today.

Uh we are engaged with our consultant Mosaic.

Uh they started that process with us in April.

And so they are doing some collection of data, reviewing what we've presented to them.

Uh, they're trying to meet with all of us to make sure that they understand what our needs are, what our processes are currently, and you know, to help us better assess what we're moving to in the future.

So uh right now the initial conversation seem to be going well, they're collecting a lot of information from us so they can really make sure that what they're providing to us is what exactly we need.

Okay.

Um, because I know that you started with what was it, the water department.

Um, for timekeeping, we started with water department.

We are currently what we're doing is looking at the um personnel HRIS system as well as our payroll system.

So not specifically timekeeping at this time.

Oh, okay.

So um I was had another question and it just went right out of my head.

It'll come back.

So let's keep moving.

We have some slides prepared here that will probably be pretty short overall if it would be helpful to go through those, and then feel free to interrupt us again.

It might just be more conversational, but let us know what you do or don't want to talk about.

We might have some stuff for it.

Otherwise, happy to just answer questions if they come up.

Um, this is just we're these are the things we're gonna go over, some objectives.

Um, what is the HCM?

Um, and then the UKG implementation, um, the scope of work, timeline, deliverables, and that kind of thing.

So we're gonna walk that through.

I think Rick's gonna take over.

Yeah, absolutely.

So again, just as a reminder, um, we've talked about this uh quite a bit of times, but um the objectives of implementing this system um first and foremost are efficiency and compliance.

So um being able to streamline all of our HR processes, all of our payroll processes, um, and I'll dive deeper into what that means on the next slide, but um, everything that my team touches, making it more efficient, less paper-driven, um, and compliant with not only our own policies and procedures, but state and federal laws.

Uh midterm the or a midterm solution or objective rather, excuse me, is uh the sustainability of our payroll platform.

Um so as you all know, we're currently running payroll out of the AS400, which is um quite frankly, older than I am.

So um that system does run, but not effectively, and it's not sustainable for the for the long term.

Um, this platform is an SAAS, um, which is a software as a service, so um minimal upkeep on our part and easy translation to other solutions if we ever find that UKG is not our right solution.

Um and then long term um is obviously to use all of the data and processes that we have in this system to not only better understand our workforce um but direct us in the workforce going forward.

So um using that data to fill gaps that we have in recruiting position management, payroll, um contract negotiations, things like that, using that data to our benefit um to advance the city rather than maintain it.

Uh and just as a quick recap, uh an HCM is a human capital management system.

Um, and that is a uh broad category of a whole bunch of different systems uh or modules is usually what we call them within that HCM.

Uh so if you look, there's a whole bunch of things.

There's demographic and data management, which is essentially um your HRIS, that's where you're keeping all of your human resources data.

You have position management, that's another module.

Uh and these all communicate via the HCM and uh or or HRS, whatever you want to call that HCM function position management.

Um, so understanding how many positions we have and being able to set up with that recruiting.

I'm skipping over payroll for a second, but um recruiting, so position management and recruiting go hand in hand, understanding instances instead of just we have sanitation workers, how many sanitation workers do we have and what how many instances and identifying how we can utilize those instances more appropriately than just assuming we have 35 I think we have 35.

I think we have 35.

We will know we have 35.

Instance one, two, and three are dedicated to this truck versus um four, five, and six are dedicated to a different resource.

Um so it gives us a lot of data.

Uh payroll, obviously, uh modernizing payroll is very important.