Integrated Personnel and Pay System - Army
Integrated Personnel and Pay System - Army (IPPS-A) is coming and it means big changes for Soldiers, Leaders, and Human Resource Professionals! Perhaps you have heard someone talking about IPPS-A or maybe even seen the logo, but do you know what it is? IPPS-A is an online Human Resources (HR) system that will provide integrated personnel, pay and talent management capabilities in a single system to all Army Components for the first time ever. But what you really want to know is “what does IPPSA mean for me? “.
What Will IPPS-A Mean For You as Soldier?
- Deliver near real-time access to an online record for your entire career. Allowing you to review one comprehensive record to verify and ensure full credit of your service and entitled benefits.
- Provide online self-service capability for personnel actions and allow tracking from start to finish.
Minimizing wait time for transactions and the need for you to make in-person appointments; and providing you transparency of the status of approvals and explanations for process delays.
- Ensure personnel actions automatically trigger pay actions using the latest technology. Reducing pay errors and increasing your financial readiness by ensuring the timeliness and accuracy of HR and pay actions.
- Streamline the process for transferring between deployments, assignments and Components. Allowing you to easily execute mobilization and demobilization actions with HR Professionals to decrease delays in pay transactions, errors in information and loss of data.
What Will IPPS-A Mean for You as a Leader and/or Commander?
- Provide Total Force Visibility in one streamlined system and dashboard to increase Total Force Readiness. Enhancing your decision-making to support readiness with better transparency, accountability and accuracy when reporting and reviewing Command strength.
- Automate Talent Management capabilities to differentiate talent and better manage our people.
By better understanding workforce talent, the Army can maximize Soldier Knowledge, Skills and Behaviors (KSB) to allow the placement of the right Soldier in the right job at the right time.
- Ensure that the Total Army implements an auditable system, fully supporting Congressional requirements. Delivering a secure, comprehensive and searchable tool to support Total Force Readiness, Soldier financial readiness and Soldier career mobility.
- Deliver near-real time global online access and the ability to initiate, review, approve and track personnel actions.
What does IPPS-A Mean for You as a Human Resources Professional?
- Provide the ability to initiate, review, approve and track personnel actions online. Saving time, increasing productivity, and reducing manual documents and the need for Soldiers to be physically present for document submissions.
- Eliminate the need to input the same personnel information into multiple personnel and pay databases. Reducing errors caused by inaccurate and repetitive data entry; and allowing automated workflow to dramatically increase the efficiency of HR, pay and talent management processes.
- Enable personnel data updates to trigger automatic pay transactions. Allowing the easy execution of HR and pay actions and increasing the timeliness and accuracy of Soldier personnel, pay and benefits regardless of Component.
- Streamline the process for transferring Soldiers between deployments, assignments and Components. Reducing the amount of time needed for transitioning Soldiers between statuses and Components; and ensuring accurate and timely personnel and pay information during the process.The Army Reserve will implement IPPS-A in FY19. So what can you do to prepare for IPPS-A? It is incumbent upon Soldiers and HR Professionals to identify and correct these inconsistencies at the earliest opportunity. Making these corrections not only helps improve data accuracy and correctness, it sets the foundation for future IPPS-A capabilities regarding pay, assignment and promotion actions. IPPS-A strongly encourages Soldiers to identify data errors on their ARB and take steps to correct them and work with your HR professional to update source systems, if necessary.
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