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GEMS Release 1 - A Successful Launch

 

The 16th April 2009 marked a significant milestone for the Public Service Department when it has successfully launched the first pilot release of GEMS to the Prime Minister's Office (including Energy Division) and its five departments. Prior to GEMS 'Go-Live' day, several key activities were taking place to ensure that we as HR Users have a smooth experience of GEMS in our actual work place.  In this article we will learn what those key activities are and how they contributed to the successful launching of GEMS Release 1.

 

 

GEMS Training Workshops

The Training Workshops were delivered to ensure that HR Users in Release 1 have proper skill sets depending on their roles in GEMS specifically so that they would be ready to use the system when it went live.

 

Below is a brief summary on the type of roles and skills that was acquired in R1 (Release 1).

 

Departments Roles to be Trained Some Examples of the Skills Acquired
  • PSD
 Human Resource Specialist for Compensation Management
  • Defining compensation and/or salary plans for employees
  • Creating groups of employees for a department's compensation plans
  • Identifying list of employees that are eligible for a compensation plan
Human Resource Specialist for Organisation Management
  • Tracking budgets such as reviewing current or prior departmental budgets, updating department FTE budgets
  • Creating and maintaining the organisational structure of a department
  • Manpower auditing skills such as generating reports related to manpower planning
  • Identifying individuals to fill key positions
  • Creating and updating career paths for employees
Compensation Analyst
  • Analyzing current workforce performance reports

  • Defining base compensation structures

  • Analyzing effectiveness of reward performance
  • Creating compensation strategies and plans
Human Resource Specialist for Contracts Management
  • Configuring and setting up contract plans for a department or ministry
  • Creating standard contract types
  • Defining the criteria of contracts
  • Creating employee contract reports
Human Resource Specialist for Termination and Retirement
  • Creating and managing the termination and/or retirement of an employee
  • Reviewing and updating the job history of an employee
  • Notifying management of an employee exit
  • PSC
 Human Resource Approval Authority
  • Approving various HR related requests such as
    • promotions
    • job transfers
    • acting positions
    • probation and confirmation
    • extension of employment service
  • PMO
  • IPA
  • AUDIT
  • MSD
  • PSD
  • PSC
  • Energy Division
 Human Resource Specialist for Employee Data Management
  • Updating, maintaining and tracking employee data and job information from hiring to retiring
  • Providing newly recruited employees with information on how to access GEMS
  • Creating, updating and maintaining the staff directory of a department
Human Resource Specialist for Employee Deployment
Department Administrator
  • Managing exit or termination of department's Daily Paid (Recurrent Budget) staff

 

 

GEMS Day 1 Communications to HR Users

On 'Go-Live' day itself, HR Users in their respective departments needed to know what to do in their actual workplaces. Useful 'Go-Live' information such as how to change password and validate our personal information was effectively communicated through email notifications, announcements made by local Change Agents with the support of the GEMS Roving Team.

 

 

 

GEMS Roving Team Tour

Led by the Deputy Director General of the Public Service Department, Awang Jaini bin Haji Abdullah, the Roving Team was touring through all GEMS enabled sites with the objectives of

 

•          communicating to HR Users that GEMS has arrived

•          assisting HR Users in logging into GEMS and obtaining any feedback

•          troubleshooting any issues that HR Users may experience on ‘Go-Live’ day itself

 

 

Respective Change Agents and Trainers joined in this exciting activity to guide the GEMS Roving Team to the various working sections within their departments. Local Change Agents made announcements and distributed passwords to trained HR Users so that they may begin accessing GEMS while the roving team members provided personal assistance and troubleshooting services whenever it was necessary.

 

With the encouraging support of Senior Officials and co-operation of respective Change Champions, Agents, Trainers, Implementation Team and the HR Users, we are well on our way in moving towards an excellent, interactive and integrated public service that is in line with 21st century civil service vision.

 

 

"We will continue our hard work together, and we encourage our Change Network Champions and Agents to continue their dedication and hard work ever more now than before. There is one thing we can be sure of; that hard work always pays. With our hard work, we will surely be able to see the real change in Brunei Civil Services once GEMS is fully implemented by 2011"

Awang Jaini bin Haji Abdullah, Deputy Director General of the Public Service Department

 

 

 

 

 

 

 

 

 

 

 

 
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