Overview

Version control : v4 10/10/19

Background

This is an agile project to deliver a datamart to underpin the new HR Strategic Reporting service.

The datamart will be built by IS Apps developers in the Enterprise Data Warehouse (EDW) using the Talend ETL tool.

The project will be run as an Agile project , using the scrum agile approach.

There is a dedicated project team.

Work will be planned as part of  3-week sprints to deliver releases to TEST then LIVE.

Initial sprints will focus on the Extract Transform Load jobs to pull the HR data from the source in the legacy Oracle HR system, then load it int the 3 layers in the Enterprise Data Warehouse - Staging, Foundation and the Access layer.

The objective is to enable continuity and improvement of strategic reporting as the University decommissions the legacy Oracle HR system and moves to the new Core Oracle Fusion HR system in July 2020

The operational reporting requirements for the new Core HR systems are expected to be met from standard reports and reporting tools in the cloud as part of the new Core Oracle Fusion HR system. However in year one, the new Core Oracle Fusion HR system will only have current data migrated. The SEP core data migration team do not expect  to import all historical data as part of their data migration.

Any trend reporting for the previous years will need to be sourced from the new HR datamart on the EDW. This will be focused on Strategic reporting.

Design constraints of the proposed solution

As other previous projects have already done the groundwork to procure ETL and BI tools and  build some of the common shared infrastructure , then there are some initial assumptions as to how the new HR Strategic Reporting service will be delivered. There is a dependency on the Access and Authorisation work to connect BI Tools to EDW, and also on management of  AD groups.

Assumptions

1] The new HR datamart will built on the UoE Enterprise Data Warehouse (EDW)

2] There will be 3 layers  in the EDW / datamart - Staging , Foundation and Access

3] End users will explore the data in the HR datamart through the existing BI tools with access and authorisation controls.

These BI Tools are Qlikview / Qliksense , Power BI and SAP BI Suite . Although the intention is not to develop on BI Suite and instead use the new tools where possible.

4] Data won't be anonymised in the Staging and Foundation layers which are not accessible to any users. Data can be anonymised in the Access layer by publishing a restricted data set to users, to be reviewed with data owners and DPO.

5] Access and Authorisation to the HR datamart on the EDW will be fine grained with different permissions to view the data based on user security groups and by classifying the data as Confidential, Restricted and Unrestricted

6] It is assumed that the access and authorisation issues around BI Tools and EDW set-up will be resolved

In Scope

• Business  Analysis and systems analysis / data modelling for the HR datamart :
  • of both AS-IS  HR Strategic reporting from legacy Oracle HR and PPIPMI, and the TO-BE future HR Strategic reporting requirements ( once new Core HR system is LIVE)
• Approach to data governance to widen and maximise value of our data within clear data ownership
• User Engagement and Comms via Lynda Hutchison and Kevin Harkin  in the UoE Governance and Strategic  Planning (GASP) team
• Build of the ETL jobs to populate the Staging, Foundation and Access layers of the HR datamart
• Other deliverables include:
  • Creation of user story backlog
  • Development Sprints
  • Testing of user stories in TEST, as part of each Sprint
  • Implementation plan for deployment to LIVE
  • Handover to Support teams - IS Production and IS Service Management
• Liase with related programmes - SEP Core systems, Historic Data Stores, REF, HR Operational reporting and analysis
  • Support small additions in line with our primary purpose
• Facilitate other infrastructure required for HR datamart which will also be used by all EDW projects 
  • eg. Org hierarchy solution to include virtual grouping

Out of Scope

DTI049 explicitly excludes Estates, Finance , Payroll and eRecruitment data - Strategic reporting for these business areas will be delivered by other separate projects

Any other in-year requests for datamart work outside of the scope of the HR Strategic reporting datamart ( eg. IAD CPD dashboard) 

Other exclusions  -  the creation and embedding of a new responsive BI Service Development.

Student, Applicant or Research data. ( these will likely be future separate data take-on projects)

REF requirements to hold 14 years of HR history - for current REF and previous REF data collection

- It is possible that some of the REF requirements could be met by the HR datamart , small changes will be accommodated where possible, large changes would require formal change control and board governance

SEP Core systems - HR Historic Data Store and reporting solution for HR transactional data when legacy Oracle HR and PPIPMI are decommissioned

- it is possible that the DTI049 project team could assist with some goals of the SEP HR Historic Data Store , small changes will be accommodated where possible, large changes would require formal change control and board governance

Objectives &  Deliverables

Benefits

• Continuity and improvement of HR strategic reporting service during the transition from legacy systems to new core systems

  • PPIPMI does not meet current business requirements
• Move some common data transformations , away from hand-crafted local  tasks for each BI Tools report writer  , and to standard UoE data definitions and transformations built into the datamart design
• Improved consistency and clarity of data definitions and metrics.
• Reduced data inconsistencies through better joining of datasets within the EDW
• Provide advanced analysis and historical trend reporting
• Improved ability and speed to be able to answer ad-hoc questions.  
• Better able to control and implement GDPR compliance through well managed data ownership and appropriate access control

Success Criteria

Legacy HR data is available in the HR datamart at the switch over to the new Core systems

Consistent, accurate and timely HR strategic reporting that supports  insight and business decisions.

Significantly improve  User satisfaction  against baseline for existing PPIPMI users

Project Milestones

See Milestone Log