Annex “A”
Statement of Work 2 1 Objective 2 2 Background 2 3 Statement of Work 2 4 Project Resources 3 4.1
ERP HR Functional Analyst – Level 3 3 4.2
ERP System Analyst –ABAP- Level 3 3 5 Contract Period 4 6 Schedule 4 7 Other Considerations 4 8 Budget Constraint 4 9 Other terms & conditions of the Statement of Work 4
1 Objective The National Research Council’s objective is to transform its back office functions into a high-performing Common Service delivery organization.
To accomplish this NRC initiated the Common Services Transformation Program (CSTP). 2 Background In the fall of 2011, NRC realigned all of its core activities into a Program delivery model, in which its scientific programs are delivered from 12 Portfolios, each led by a General Manager.
Shortly thereafter in April 2012, Common Service functions and staff were consolidated into Common Service Branches. Prior to this consolidation, common service staff reported to various operating units with inconsistent processes and service levels. Since April 2012, each of the Common Service organizations has been working at standardizing how these services are provided and identifying opportunities for efficiencies which were generated by the consolidation. NRC Common Services are now provided across NRC by 12 organizational units (“Branches”) which report to 3 corporate Vice-Presidents (Corporate Management and CFO, Human Resources and Secretary General).
These, in turn, report to NRC Senior Executive Committee (SEC), chaired by the President.
Rationalization and transformation of the way these services are delivered to Portfolios and Programs offers opportunities to improve the overall efficiency, effectiveness and agility of the entire organization.
Due to the significant impact of transactional & administrative activities on the Portfolios, a decision was made to focus on end-to-end transactional & administrative processes identified and analyzed during the business case development.
Of the many identified the following six processes were selected for optimization as they provide both the greatest potential for savings and their transformation will result in the highest business impact.
Procure-to-pay
Record-to-report Asset management Invoice-to-cash Hire / Depart Information technology client services
The business case was approved by Senior Executive Committee in November 2013.
NRC is now ready to move into a comprehensive Design phase based on the scope of work defined in the CST business case.
3 Statement of Work
NRC is seeking the services of technical experts to assist in the completion of technical design specifications to support the redesign of several transactional based processes as well as participate in the build of the technical solutions to support these transformations.
External resources will complement the internal technical team and will assist in the development of technical process maps and specifications.
After executive level approval, the external resources will be tasked to build technical solutions to support the transformation of specific transaction based processes.
Specifically, NRC will engage these resources to: • Provide technical subject matter advise on the latest tools, products, solutions and practices available in the market place for their area of specialty. • Perform research to support the development of a technical architecture and roadmap as part of the program deliverable. • Review existing technical documentation to identify potential solution gaps. • Assist or complete the development of technical process maps and specifications. • Complete the technical activities to support the implementation of technical solution designs.
4 Project Resources NRC is seeking the most qualified individuals with expertise in the areas indicated in table 1 below.
Bidders may propose individual resources, multiple resources or a cohesive team.
In addition to providing specific resources in each category, NRC may be willing to accept the same resource within the same category and level for multiple roles should they meet the mandatory and point-rated requirements.
Role Level ERP HR Functional Analysis In addition to SAP HR functional experience, the proposed resource(s) must demonstrate experience in the following areas: • Implementation of SAP HR system modules, including Personal Administration, Personal Development and Employee and Manager Self Service. • Implementation of a SAP e-Recruiting module. • Development technical level process maps and system blueprint documentation. • Development of project level implementation plans for HR projects, including work activities, level of effort estimates and dependencies. •
Level 3 ERP System Analyst - ABAP In addition to SAP custom program development experience, the proposed resource(s) must have proven experience in the following areas: • Implementation of a business workflow solutions using SAP’s Workflow development toolset. • Implementation of custom application solutions using SAP’s proprietary programming language ABAP. • Development of custom web based user interfaces using SAP’s Web Dynpro toolset. Level 3
