Activity Diagram of Employee Management System6

Employee Self-Service System
By

Team 3.5

December 16, 2006

Team #3-4
Monica Sabharwal, Chris Vasquez, Aaron Solano, Rick Ongaro, & Mohamed Osman
Saturday, December 16, 2006

Table of Contents

Introduction 3

Milestone 1 Deliverables
1. Request for System Services 5
2. Problem Statement Matrix 6
3. Problems, Opportunities, Objectives, and Constraints Matrix 8
4. Context Diagram 9
5. Statement of Work 10
6. Gantt Chart 1 15
7. Gantt Chart 2 16
8. Fishbone Diagram 16
9. Tentative List of Functional and Non-Functional Requirements 17
10. Use-Case Glossary 18
11. Use-Case Model Diagram 19
12. Use Case Narrative 20
13. Entity Definition Matrix 21
14. Context Data Model 22
15. Key-Based Data Model 23
16. Fully Attributed Data Model 24
17. Logical Data Model in 3NF 25
18. Context Diagram 26
19. Decomposition Diagram 27
20. Event Diagram (Three processes) 28
21. System Diagram 29
22. Primitive Diagram 30
23. Activity Diagram 31
24. System Sequence Diagram 32
25. Potential Object List Analysis 33
26. Object List Diagram 35
27. Candidate Matrix 36
28. Feasibility Matrix 37

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Introduction
This final report presents the deliverables of Team Three and Team Fours implementation of the an
employee self-service system. This report also outlines a proposal of the procedures and schedule followed during
this project. This document will be utilized to implement Phase Two of A-1 Systems Corporations computer systems
modernization plan. See the approved statement of work beginning on page X.

Project Scope
This is Phase One of the A-1 Systems Corporation computer systems modernization project. The A-1
Employee Self-Service System (ESSS) project will reengineer all systems related to Human Resources, specifically
employee information and departmental details, and modify relationship and interface with the time and attendance,
labor, and payroll systems. In order to develop the Employee Self-Service System, a system that will house the
repository of employee master data and streamline the interfaces between human resources and employees, this
system will provide the capability for each employee to maintain his or her own personal information, such as home
address and office telephone numbers, emergency contact information, payroll system deduction options, and
savings bond purchases. In addition this solution will provide the means to host an online version of the employee
directory and alleviate the problems of out of date information and its associated expense. The human resources
department and staff will be the primary user of the new system.

Problems and Opportunities
1. Tracking and managing employee information resides in both microcomputers and legacy mainframe
systems.
2. Employee information resides in multiple systems, which may not be synchronized because each system
has their own database on employees.
3. Updates to employee information can take weeks to be distributed across all necessary systems.
4. Employee directory is out of date once it is published because of the large size and growing company.
5. Mainframe system cannot produce employee directory or employee reports because it cannot be easily
queried.
6. Currently, data is input twice, into the mainframe and into the micro computer.

Project Constraints
1. A centralized system that will service users at the five A-1 IS remote sites
2. Major system implementation during growth span
3. Limited budget.
4. Time constraint of six months
5. Project must be consistent with ratified IT strategic plan

Preliminary Solutions and Ideas
A-1 envisions a new or improved system that will allow employees to be able to update employee information
accurately and quickly to avoid incorrect employee information and lost payroll checks. This will provide a common
set of automated, integrated, platform independent system solutions for Human Resources. Additionally, it will
eliminate data duplication and provide real time employee information for Human Resources.

Immediate Goals
1. Eliminates redundant employee data by housing all data in a central repository.
2. Allows employees to update their own information.
3. Provides a GUI interface for data access and entry.
4. Eliminates 70% of the manual work by HR staff.
5. Enables staff to be paid on time.
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6. Provides the company with a real-time telephone listing.
7. Cuts HR costs.
8. Provides a platform-independent, scalable solution
9. Easily maintained by non-technical staff.
10. Interface seamlessly with other platforms.
11. Is implemented with a budget of no more than $225,000.
12. Provides safe and secure login from remote locations.

Project Manpower Costs
1. Project Manager
i. Proposed Schedule: 1 September 2006 to 20 December 2006
ii. Estimate of Costs: $35,000.00
2. System Analyst 1
3. System Analyst 2
4. System Instructional Trainer 1
5. Junior System Analyst 1
6. Total Manpower Cost
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A-1 Information Systems

Phone: Fax:
831-555-1000 831-555-2000

DATE OF REQUEST SERVICE REQUESTED FOR DEPARTMENT(S)
10/05/2006 Human Resources
SUBMITTED BY (key user contact) EXECUTIVE SPONSOR (funding authority)
Name Rick Ongaro Name Mr. Joe Turner
Title Systems Analyst Title President
Office Monterey Bay Office Orlando, FA.
Phone 831-555-1212 Phone 831-555 1111
TYPE OF SERVICE REQUESTED:
Information Strategy Planning Existing Application Enhancement
Business Process Analysis and Redesign Existing Application Maintenance (problem fix)
New Application Development Not Sure
Other (please specify _______________________________________________________________________

BRIEF STATEMENT OF PROBLEM, OPPORTUNITY, OR DIRECTIVE (attach additional documentation as
necessary)
Current practices now have employee information changes being processed by an extensive manual effort in which Human
Resource administrators fill out forms and input the data. This manual effort often results in a time lag of several days between the
time the employee submits the forms and the update of the information in the computer. This delay has caused several problems,
including unacceptable lag time in implementing payroll deduction changes and company mailings (including pay checks) being
sent to the wrong address. Another problem of the present system is the employee directory, which is printed every six months. It
seems to be out-of-date as soon as it arrives with missing information on new employees, and incorrect information on employees
who have changed addresses or been transferred.
BRIEF STATEMENT OF EXPECTED SOLUTION
To ensure the continued success of servicing internal as well as external customers, the company needed to develop a strategic plan
and vision for the use and modernization of its computing resources. In J anuary 2005 a strategic plan to modernize the companys
resources was presented to executive management. This document included a multi-phased plan to reengineer the current systems
to use state-of-the-art technology and to provide a showcase of systems that eventually could be delivered across the whole
corporation.
Phase 1 of the plan consisted of reengineering all systems related to Human Resources, which included employee information, time
and attendance, and payroll. Task 1 of this phase is the development of the Employee Self-Service System (ESSS), a system that
will house the repository of employee master data. This system will provide the capability for each employee to maintain his or her
own information regarding address and telephone numbers, emergency contact information, payroll deduction options, and savings
bond purchases. In addition this solution will provide the means to host an online version of the employee directory and alleviate
the problems of out of date information and its associated expense.

ACTION (ISS Office Use Only)
Feasibility assessment approved Assigned to _Team 3_

Feasibility assessment waived Approved Budget $ 225,000.00________
Start Date 1 OCT 06 Deadline 15 DEC 06
Request delayed Backlogged until date: ______________

Request rejected Reason: ________________________________________________
Authorized Signatures:
_____________________________________ ___Mr. Joe Turner__________________________________
Project Executive Sponsor
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PROBLEM STATEMENT MATRIX

PROJECT: A1 Direct HR PROJECT MANAGER: Rick Ongaro
CREATED BY: C. Vasquez LAST UPDATED BY: C. Vasquez
DATE CREATED: 09/28/2006 DATE LAST UPDATED: 27-Nov-06

Brief Statements of Problem,
Opportunity, or Directive
Urgency Visibility Annual
Benefits
Priority
or
Rank
Proposed Solution
1. The current system has
obsolete database and file
technology for personnel
forms and info causing
redundant and manual
inputs which lead to
untimely and
unsynchronized files, the
proposed system will allow
disparate databases to be
integrated allowing
file/data synchronization
6 months
(Phase 1)
High
(Corporate
Wide)
Undefined. 1 Off the shelf purchase, adaptation
& implementation. Homogeneous
web based enterprise-level
database application. Emphasize
ease of use as well as security
features.
2. Employee roster is costly
to produce in terms of time
and money as well as
frequently out of date.
(inaccurate)
6 months High $27,000 2
Pull data from shared database
(with data that has been input by
users) via simple GUI with a
front end designed in house to
operate like a phone book.
3. Corporate chain of
command / organization
chart production is done
manually. Chart
information is inefficiently
produced and frequently
inaccurate
3 months Medium 30 Human
Resource
technician
work hours
(cash salary
value) per
year (est.)
3
Pull data from shared database
(with data that has been input by
users) via simple GUI and a chart
that is set up for dynamic change
based on position not a static
graphic.
4. The proposed system will
allow employees to enter
and maintain personal data
online saving
administrative overhead
and providing increased
efficiency
6 months High $172,500 2 Off the shelf purchase, adaptation
& implementation.
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5. There is an opportunity for
Excellent PC / Network /
Server structure funded &
in place.
1 month High Undefined 1
Utilize technology properly that is
already in place by allowing web-
based applications to capitalize on
current PC performance and
network redundancy.
6. Employee data on
mainframe is redundant,
outdated, and frequently
inadequate (does not meet
HRs needs)

6 months High Possibly up
to $300,000
for annual
mainframe
overhead
1
Tailor off-the-shelf software to
purge redundant files & allow
employees / customers to validate
data. Add data fidelity to current
database via simple GUI. Solicit
employee-wide buy in and seek
high customer satisfaction.
7. Charity, extracurricular
financial activities are not
data entries. Customer
requests added fields to
track the aforementioned.
6 months Low Intangible 4
Create data fields in master
database for charity contribution
information / tracking. Create
tiered web access for select
leaders to view results.

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PROBLEMS, OPPORTUNITIES, OBJECTIVES AND CONSTRAINTS MATRIX
Project: ESSS Project Manager: Rick Ongaro
Created by: Team 3.5 Last Updated by: Monica Sabharwal
Date Created: 10/13/2006 Date Last Updated: 27-Nov-06

CAUSE AND EFFECT ANALYSIS SYSTEM IMPROVEMENT OBJECTIVES
Problem or
Opportunity
Causes and Effects System Objective System Constraint
1. Employee
directory is
continuously
out of date.

1. The company has a separate
employee information
system, payroll system, time
and attendance system, and
labor system, with its own
database of employee data
2. Hardcopies of employee
directory are printed every
quarter and cannot be updated
till the next issue is printed.
3. Employee Directory
consumes a great deal of time
to enter data, update and
maintain as the data is
entered manually
1. Create a system with GUI to
allow employees to change
their directory information.
2. Create a single-shared
database for all systems to
pull employee data from.
3. The proposed system will
allow disparate databases to
be integrated allowing
file/data synchronization
4. System must be flexible and
easily adaptable to changes.
1. Employees should not be
able to change their job
titles, locations etc.
2. Managers must have
tools to run queries and
monitor employee data.
3. Authorized users should
be allowed to run queries
on the data.

1. New system
should be
online and
integrated
with email
1. Changes are difficult to
maintain and update since
they are done in the hardcopy
2. Being online will show the
changes in real time
3. To publish 5000 copies of an
employee telephone directory
quarterly costs $27,000 per
year.
1. Make the new system online
with web-based interface
and integrate it with email
2. Eliminate the quarterly hard
copy employee telephone
directory.
1. The system needs to be
secure with state-of-the-
art security system to
allow remote access.
1. Employees
can update
their own
data

1. This would cut HR
administration time from 12
to 1.5 hours per week
2. Changes would be available
real-time
1. Creating an interface that
allows employees to update
their own data
2. Eliminate the need for an
administrator to manually
enter basic employee
information, including error
correction
1. Employees should be
able to see and change
their own data
2. System must be secured
with state-of-the-art
security for remote
access.
1. Current
mainframe
system is too
costly and
difficult to
maintain.
11,500
transactions
1. It cost $15 per in labor and
computing costs process to
change. The company
processed 11,500 changes in
the last year alone which adds
up to substantial costs
2. There is no automated
1. Off the shelf purchase of
software, adaptation &
implementation
homogeneous web based
enterprise-level database
application.
1. Emphasize ease of use as
well as security features
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per year.
System is
over ten
years old.
interface between the
mainframe and the
microcomputer.
1. System does
not have ad-
hoc query
and reporting
facility that
users can
use.
1. Creates faster searches for
users
1. Cuts down on Information
Services workload.
1. Tiered web access.
Restricting employees to
certain fields.
1. Access for managers only
1. Employees should not be
able to see someone
elses data.
1. Simple
online
Graphical
User
Interface will
potentially
increase
employee
participation
in charitable
campaigns.
1. Employees will be able to
make and manage deductions
from their desktop.
2. Managers will be able to see
the overall contributions
being made
1. The Customer web interface
should provide easy tools for
employees to sign up for and
manage deductions from
their desk.
1. System must be secured

CST 610 ESSS Milestone 2: Context Diagram

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STATEMENT OF WORK

Period of Performance: September 20
th
October 1
st
2006
Customer: A-1 Information Systems
Project Name: Employee Self Service System
Date: December 16, 2006
Version: 1.0

I. Purpose: This is Phase One of the A-1 Systems Corporation computer systems modernization project. The
A-1 Employee Self-Service System (ESSS) project will reengineer all systems related to Human Resources,
specifically employee information and departmental details, and modify relationship and interface with the time and
attendance, labor, and payroll systems. In order to develop the Employee Self-Service System, a system that will
house the repository of employee master data and streamline the interfaces between human resources and
employees, this system will provide the capability for each employee to maintain his or her own personal information,
such as home address and office telephone numbers, emergency contact information, payroll system deduction
options, and savings bond purchases. In addition this solution will provide the means to host an online version of the
employee directory and alleviate the problems of out of date information and its associated expense. The human
resources department and staff will be the primary user of the new system.

II. Background:
A. Problem, Opportunity, or Directive Statement: Current practices now have employee information
changes being processed by an extensive manual effort in which Human Resource administrators fill out
forms and input the data. This manual effort often results in a time lag of several days between the time the
employee submits the forms and the update of the information in the computer. This delay has caused
several problems, including unacceptable lag time in implementing payroll deduction changes and company
mailings (including pay checks) being sent to the wrong address. Another problem of the present system is
the employee directory, which is printed every six months. It seems to be out-of-date as soon as it arrives
with missing information on new employees, and incorrect information on employees who have changed
addresses or been transferred.

B. History leading to the Project Request: A-1 Information Systems is responsible for supporting all day-
to-day operations for the A-1 Corporation, headquartered in Bethesda Maryland, as well as external
customers. A-1 I.S. has experienced a 15% increase in employees over the past two years, and long-range
projections show that trend continuing for the next year years. A-1 I.S. currently operates in five sites across
the nation: Sunnyvale, CA; Denver, CO; Valley Forge, PA; Marietta, GA; and Orlando, FL. Each site has
comparable hardware and software, and the employee to micro-computer is 1-to-1. Many employees,
including most managers, use IBM notebooks with docking stations as their desktop computer. In January
2005 a strategic plan to modernize the companys resources was presented to executive management. This
document included a multi-phased plan to reengineer the current systems to use state-of-the-art technology
and to provide a showcase of systems that eventually could be delivered across the whole corporation.

C. Project Goal and Objectives: In January 2005 a strategic plan to modernize the companys
resources was presented to executive management. This document included a multi-phased plan to
reengineer the current systems to use state-of-the-art technology and to provide a showcase of systems that
eventually could be delivered across the whole corporation.

D. Product Description: Phase 1 of the plan consisted of reengineering all systems related to Human
Resources, which included employee information, time and attendance, and payroll. Task 1 of this phase is
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the development of the Employee Self-Service System (ESSS), a system that will house the repository of
employee master data. This system will provide the capability for each employee to maintain his or her own
information regarding address and telephone numbers, emergency contact information, payroll deduction
options, and savings bond purchases. In addition this solution will provide the means to host an online
version of the employee directory and alleviate the problems of out of date information and its associated
expense.

III. Detailed Scope
A. Stakeholders:
Mr. Joe Turner, President, A-1 I.S.
Mrs. Jane Crawley, V.P. Sunnyvale Operations
Mr. John Jones, V.P. Denver Operations
Mr. Bill Henry, V.P. Marietta Operations
Mr. Robert Smith, V.P. Valley Forge Operations
Mrs. Deborah Sellars, V.P. Orlando Operations
Mrs. Lori Simms, V.P. Customer Relations
Mr. Jack Mills, V.P. Human Resources
Mr. Peter Crane, V.P. Business Operations
Mr. Frank Biaz, V.P. New Business Development

B. Data: Team 3 is led by Mr. Rick Ongaro, Project Manager, and staffed by Moamed Osman, System
Analyst, Monica Sabharwal, System Analyst, Chris Vasquez, System Analyst, and Aaron Solano, Junior
System Analyst. Team 3 from CSU Monterey Bay will include three Systems Analyst, working weekdays,
8am - 5pm. The initial agreed upon contract states the Phase I of the HR Employee Self-Service System will
be completed in 1000 man-hours or less, approximately 135 days. Phase I must allow human resources and
all 4100 A-1 employees to update their own information. It may become necessary during the second
iteration of the system analysis to send Aaron Solano to a 3-week project management training course.
All changes must be made in writing as part of the system development iterations and the
modifications and funding can only be approved by Mr. Joe Turner and Mr. Rick Ongaro. Documentation will
be stored on a shared network drive at A-1 I.S. Orlando site, and available for viewing by all departments
affected. Due to the nature of some Human Resources files, signed permission from a V.P. of each division
my be established before access is granted.

C. Processes: Each Thursday at 1500 hrs, Project Manager Rick Ongaro will provide weekly written
status reports to Mr. Jack Mills, V.P. Human Resources. In addition, Thursday at 1600 hrs, Team 3 will host
bi-weekly conference calls with all five locations to keep involved users and stakeholders aware of iterative
changes and key dates. At milestone five, Mr. Mohamed Osman, will begin training end-users not involved
with testing. This testing will be available on Tuesday mornings at the Orlando location only. The success
and response to this training will determine the schedule of training at other locations.

D. Locations:
a. Sunnyvale, CA
b. Denver, CO
c. Valley Forge, PA
d. Marietta, GA
e. Orlando, FL.

IV. Project Approach
A. Route: Team 3 will use an Iterative Systems Development Approach. After each system
implementation step Team 3 will record user feedback and implement the changes before the next iteration
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Team #3-4

and release. This is an ongoing process that will allow Team 3 to involve users and stakeholders in the
development process.

B. Deliverables: Team 3 will create the following items:
a. Request for System Services
b. Problem Statement Matrix (PSM)
c. Project Feasibility Assessment Report Milestone 1
d. Customer Interviews
e. Statement of Work
f. Gantt Chart detailing the project steps
g. Problems, Opportunities, Objectives, and Constraints Matrix Milestone 2
h. Context Diagram
i. Functional and non-Functional Requirements
j. One or more Fishbone Diagrams for problems outlined in the PSM
k. Use-Case Glossary
l. Use-Case Model Diagram
m. Use-Case Narrative Milestone 3
n. Entity Definition Matrix
o. Context Data Model
p. Key-Based Data Model
q. Fully Attributed Data Model Milestone 4
r. Logical Data Model in 3NF Milestone 5
s. Decomposition Diagram Milestone 6
t. Event Diagram
u. System Diagram
v. Primitive Diagram
w. Activity Diagram Milestone 7
x. System Sequence Diagram
y. Potential Object List Analysis
z. Class Diagram
aa. Candidate Matrix Milestone 8

V. Managerial Approach
A. Team-building Considerations: Team 3 is a newly established team and therefore is not expected to
normalize until the fifth or sixth week of the project.

B. Manager and Experience: Rick Ongano has over 20 years as a System Analyst. He enjoys
challenges and is credited with implementing over 10 successful projects. This is his first assignment as lead
Project Manager and System Analyst.

C. Training Requirements: Two types of training will be necessary during the six month/1000 hour
project. The first is project management training for junior systems analyst Aaron Solano. He will attend a
three week training course in Beijing in September. The second area of training is user training. Mohamed
Osman is the lead training facilitator and has over 30 years professional teaching experience. The user
training will begin during the final project iterations and before full implementation. User interviews and
iterative prototyping is not considered user training because so system has been built at that point.

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D. Meeting Schedules: Each Thursday at 1500 hrs, Project Manager Rick Ongaro will provide weekly
written status reports to Mr. Jack Mills, V.P. Human Resources. In addition, Thursday at 1600 hrs, Team 3
will host bi-weekly conference calls with all five locations to keep involved users and stakeholders aware of
iterative changes and key dates.

F. Conflict Management Approach: Mr. Joe Turner is the senior stakeholder for the project. All other A-
1 I.S. personnel in need of conflict resolution must utilize him as an arbitrator for conflict resolution. Mr. Rick
Ongaro will represent Team 3 in all matters concerning project modifications and deadlines.

G. Scope Management Approach: Mr. Rick Ongaro will be responsible for the early development of the
project scope. In addition, he will facilitate a monthly review of the project scope and statement of work
modifications. This is also the opportunity for A-1 I.S. to make grievances known, halt or cancel the project,
or implement a major change that will require a new contract and project statement of work. All sub-
meetings will be strictly project related and ignore company politics or influences outside the project scope.

VI. Constraints:
A. Start Date (Schedule): 1 October 2006
B. Deadlines: Phase I must be completed by 15 December 2006.
C. Budget Constraints: $225.000.000 USD

D. Technology Constraints: The new database must allow for web based queries, be scalable, and able
to synchronize existing databases. The current micro-computer system will remain in place and operate in
parallel until a satisfactory performance evaluation has been passed by the new database solution. Human
resources staff much be able to continue to work on current systems without impact by the new project. The
confidential information in the HR database must not be taken from the A-1 company premises.

VII. Rough Order of Magnitude (ROM Estimates)
A. Schedule: Project manager and HR V.P. have agreed that the project could take up to 6 months,
although it is estimated to take 4-5 months. Implementation is expected to begin after the two week holiday
break in December and January.

B. Budget: No more than $225,000.00 USD will be spent on this phase of the project. This amount is
mostly personnel salaries for Team 3, training courses, training supplies and facilities, and resources to
procure information as needed. The solution being researched and planned for implementation is not
expected to exceed $500,000.00 USD.

VIII. Conditions of Satisfaction
A. Success Criteria: The project must be completed in 179 days
a. Satisfaction of Human Resources staff increased to 90%
b. Reduction of time spent entering new employee information reduced to 20 minutes from 4 hours
c. Cost savings of $175,000 to company by not publishing directory
d. Improved database query capability
e. Improved tracking of deductions
f. Improved synchronization of distributed data stores
g. Employee satisfaction with work tools and processes increased from 40% very satisfied to 80%
very satisfied by 6 months after the processes are in place
h. Employee complaints reduced by 50% by 6 months after the new processes are in place
i. Operating costs reduced by 20% over 3 months after the new processes are in place
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B. Assumptions: creation of project objectives is a negotiation process, beginning with the project team
understanding the business issues and opportunities from the perspective of the business leaders.
The project team then creates the project plan, identifying the project scope and specific objectives
that they believe their project will achieve. The project team should include in this first draft both the
general objectives and the conditions of satisfaction for each objective (how much and when). The
business leaders or executive sponsors then review this project plan and share their input on the
project objectives and scope. It is through this negotiation that the project team and the project
sponsors align themselves for a good project start. This early engagement also builds ownership and
buy-in to the project with key stakeholders in the organization.
C. Risks: Scope creep is the major factor that can hinder this phase of the project. As business leaders
begin to realize the usefulness of the system they will want to expand access outside of Human
Resource

IX. Authorization to proceed:

Note: The signatures below certify that each agrees to the provisions of this SOW and attests to the completeness,
feasibility, consistency and testability of the requirements.

___________________________________ ______________________
Customer Date

___________________________________ ______________________
Project Manager Date

X. Appendices:
a. Estimated Gantt chart with Milestones 1-4 through project implementation.

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CST 610, Web-based System Analysis, ESSS Milestone 1: Gantt Chart 1

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CST 610, Web-based System Analysis, ESSS Milestone 1: Gantt Chart 2

E
m
p
l
o
y
e
e

D
i
r
e
c
t
o
r
y
Methods
People
Materials
Policies
Managers dont monitor the activities
Employees cant update their own data
No ad-hoc reporting is available
Team 3 ESSS Milestone 2 Fishbone Diagram
Employees cant due own date
Lake of one integrated
database
First phase to be
completed in 6 months
System is time
consuming for data entry
System not accessible from every desktop
System out of date
Mainframe is expensive
Hardcopy phone book
expensive & out of date
Micro system is not online
& not integrated with
our e-mail Satellite HR DB
updated too slow
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CST 610 ESSS Milestone 2: Functional & Non-Functional

Functional (system must provide) Non-Functional (other features, enhancements)
Input: web-based from remote or local host, multiple
logins,
accessible by all employees(personal data only),
automation between micro-computer and mainframe, all
sites must be able to access data, folder-type directory
structure, GUI interface, Able to access from Desktop
machines
Performance: Constant synchronization
Ease of learning: PC based, tied into company Email system,

Output: ad-hoc queries, up to date telephone directory,
managerial use employee queries, HR administrators able
see all employees information, Show who manages who,
Reports on contributions by employee, Reduce excessive
interfaces, Real-time availability
Ease of use: Employees able to be trained on material, and use
of system within 2-3 weeks of implementation
Budget and costs: Budget for this phase is $225,000
Process: Nightly database synchronization and backups,
remote secure login, tracking and management, one input
into one system
Cost savings: Estimated savings per year of over $500,000
Timetables: Phase 1 must complete within six months.
Data: centralized database, Employee information, State-
of-the-art security, Main system in Orlando
Deadlines: 15 Dec 06
Documentation: Project report and training materials
Training needs: Training materials for staff and employees
must are outside of scope and need to be added to Phase 2

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CST 610 ESSS Milestone 3 Use-Case Glossary

Use-Case Glossary
Use-Case Name Use-Case Description
Participating
Actors and Roles
1. Enter new employee profile A new employee must complete forms and be
entered into the system by HR on first day of
work.
HR
2. View employee directory
data (non-secure data)
Part of the online directory, any employee can
view any other employee basic information, i.e.
telephone number, name, office and building.
employees
HR
managers
3. View employee detailed
data (secure data)
Detailed employee info such as salary, payroll
deductions, job title, and supervisor. HR has
over riding administrative access. Managers
have view only privileges of their respective
supervised employees.
HR
manager
employee (self only)
4. Update employee personal
information (non secure
data)
Any employee may update their own phone
number, emergency contact, optional payroll
deductions. HR has over riding administrative
access.
employees
HR
5. Update employee personal
information (secure data)
Only HR may make changes to salary, job title
and supervisor info.
HR
6. View employee group data Direct and indirect supervisors may view
employee data. This is grouped by department
and capable of drilling down to individual
employee detail data. HR has over riding
administrative access.
HR
managers
7. Logon authentication System requires authenticated use and
authorized privilege level identification by all.
HR
managers
employee
8. United Way contributions Employees may view or edit as payroll
deduction option. HR has overriding
administrative access. Managers may view
generated reports of participation by
department.
HR
Manager
Employee (self only)

18
Team #3-4

CST 610 ESSS Milestone 3 Use-Case Diagram

19
Team #3-4

CST 610 ESSS Milestone 3 Use-Case Narrative
Employee Self Service System

Author:__Rick Ongaro Date:__11/10/06_

Use-Case Name: Search Employee Directory
Use-Case ID: ESSS-006
Priority: High
Source: Requirement MSS-R1.00
Use Case Type
Business Requi rements
Primary System
Actor:
Human Resources, Employees and Management
Primary Busi ness
Actor:
Employee
Other Parti ci pati ng
Actors:
Human Resources, Management
Other Interested
Stakehol ders:

Descri pti on: This use case describes the event of searching the employee directory for viewing
information. Any employee may view the directory information of any other employee.
This directory will be driven by a searchable query based upon the information contained
within i.e., first or last name, department, location, job title, or supervisor or combinations
of them.
Precondi ti on: The user must have previously logged on so that the system can identify the user as an
authorized user and validated privilege level i.e. particular employee, manager, HR or
admin.
Tri gger: The use case is initiated when the user selects this option from the user interface.
Typi cal Course Of
Events:
Actor Acti on System Response

Step 1: This use case is initiated when
a user selects the option to view the
employee directory.
Step 2: The system responds by displaying an
interface into the directory database requesting
query input.

Step 3: The user inputs the
appropriate requested data into the
corresponding query fields.
Step 4: The system displays a list of everyone
who matches that criteria and provides links on
each person to go view the complete
information.

Step 5: The user clicks on the
individual link to view more complete
information of that employee.
Step 6: The system will verify that this user has
the right to view the given level of information
and display that data.

Al ternate Courses: Al t Step 4a: If user selects self, they are provided access to a more detailed view of their
information.

Al t Step 4b: If the user is management then the system displays an option to view a more
detailed version of all employees under their supervision listed by division.

Al t Step 6b: If the user does not have the right to view the selected data, an error screen
appears with appropriate no access message.
Concl usi on: This use case concludes when the user exits the unresolved request list screen
Postcondi tion: None
Busi ness Rules: None
Impl ementati on
Constrai nts and
Specifications:
Data base programming to be used to provide a variety of searchable criteria.
Assumpti ons: None
Open Issues: 1. Need to determine whether or not a manager has write access.

20
Team #3-4

CST 610 Milestone 4 Entity Definition Matrix

Entity Definition Matrix
Entity Name Business Definition
1. Employee Profile An active employee of one or more business unit.
2. Employee Emergency
Contact
An employees emergency contact information.
3. Manager An employee that supervises one or more other employees.
4. Supervised Group A collection of employees supervised by one manager or a collection of
managers supervised by one manager.
5. Labor System (External) The system responsible for inputs, storage, and outputs relating to XX
6. Time and Attendance
System (External)
The system responsible for inputs, storage, and outputs relating to the
hourly, weekly, monthly, yearly, or contracted time an employee performs
work.
7. Payroll System (External) The system responsible for inputs, storage, and outputs relating to the
company pay, benefits, deductions, and taxes.
8. Paycheck The amount of money an employee receives per pay period.
9. Department A business unit at the company identified by a series of non-specific, non-
unique numbers.
10. Building A physical structure owned, leased, or rented by the company.
11. Room A physical location within a building.
12. Remote Site A location owned, leased, or rented by the company. Currently five remote
site besides the headquarters in Maryland, including Orlando, Denver,
Sunnyvale, Valley Forge, and Marietta.
13. Deduction A monetary amount taken from employee salary for a purpose.
14. United Way A business that can receive money from a deduction.
15. Mail Stop A physical location identified for delivery and pick-up of External and Internal
company related mail.
16. Salary Type A designation for the hourly, weekly, monthly, yearly, or contracted time an
employee performs work.
17. J ob Title An employees description of the position hired to work as.

21
Team #3-4

CST 610 Milestone 4 Context Data Model

22
Team #3-4

CST 610 Milestone 4 Key-Based Data Model

23
Team #3-4

CST 610 Milestone 4 Fully Attributed Data Model

24
Team #3-4

CST 610 Milestone 5 Logical Data Model in 3NF

25
Team #3-4

CST 610 Milestone 6 Context Diagram

26
Team #3-4

CST 610 Milestone 6 Decomposition Diagram

27
Team #3-4

CST 610 ESSS Milestone 6 Event Diagram: New Employee Profile

CST 610 ESSS Milestone 6 Event Diagram: Update Employee Secure Data

CST 610 ESSS Milestone 6 Event Diagram: View United Way Participation

28
Team #3-4

CST 610 ESSS Milestone 6 System Diagram

29
Team #3-4

CST 610 ESSS Milestone 6 Primitive Diagram
30
Team #3-4

CST 610 ESSS Milestone 7 Activity Diagram

31
Team #3-4

CST 610 ESSS Milestone 7 System Sequence Diagram

32
Team #3-4

CST 610 ESSS Milestone 7 Potential Object List Analysis

Analyzing the Potential Object List
Potential Object Notes Obj Reason
Annual Salary The yearly salary of a salaried employee. N Attribute in EMPLOYEE or
PAYCHECK
Building A building where employees work in various
rooms.
Y BUILDING
Calendar Year The year for which a United Way
contribution applies.
N Attribute in UNITED WAY
Contact Address The street address, city, state, and zip of an
emergency contact.
N Attribute in EMERGENCY
CONTACT
Contact Home
Phone
The home phone number of an emergency
contact.
CONTACT
Contact Name The first name, middle name, and last name
of an emergency contact.
CONTACT
Contact Work
Phone
The work phone number of an emergency
contact.
CONTACT
Contract Employee A temporary employee. N Attribute in PAYCHECK
Department An organizational grouping of employees
that fulfills a business function.
Y DEPARTMENT
Dept ID An abbreviated identifier for a department. N Attribute in DEPARTMENT
Dept Name The full name of a department. N Attribute in DEPARTMENT
DOB An employees date of birth. N Attribute in EMPLOYEE
Emergency Contact A person who should be contacted
concerning a particular employee in case of
emergency.
Y EMERGENCY_CONTACT
Emp ID A unique, sequentially-assigned identifier
for an employee.
N Attribute in EMPLOYEE
Employee A person who works for the organization. Y EMPLOYEE
Employee Address The street address, city, state, and zip of an
employee.
Employee Home
Phone
The home phone number of an employee. N Attribute in EMPLOYEE
Employee Name The first name, middle name, and last name
of an employee.
Employee Office
Phone
The office phone number of an employee. N Attribute in EMPLOYEE
Hire Date The date an employee was hired. N Attribute in EMPLOYEE
Hourly Employee An employee who is paid a hourly wage. N Attribute in PAYCHECK
Hourly Wage The hourly wage of an hourly employee or a
contract employee.
N Attribute in PAYCHECK
J ob Title An employees job title. N Attribute in EMPLOYEE
Life Insurance A miscellaneous deduction. N Attribute in PAYCHECK
Location Where an employee can be found. N Synonym of Remote Site
Mail Stop A room or an area of an office where
employees can go and retrieve their mail.
Y MAIL_STOP
Martial Status The marital status (married, single) of an
employee.
Maximum Weekly
Hours
The maximum hours per week that is
scheduled for each hourly employee.
Misc Deduction A miscellaneous deduction elected by an
employee.
Permanent
Employer
The permanent employer of a contract
employee.
33
Team #3-4

Request Date The date of a miscellaneous deduction
request.
Room A room where employees may work. Y ROOM
Salary Employee An employee who is paid a salary. N Attribute in EMPLOYEE
Site A company location consisting of one or
more buildings.
Y REMOTE_SITE
SSN An employees Social Security Number. N Attribute in EMPLOYEE
Supervisor An employees supervisor. Y MANAGER
United Way
Contribution
A contribution pledged to the United Way by
an employee.
Y UNITED_WAY

34
Team #3-4

CST 610 ESSS Milestone 7 Object List Diagram

35
Team #3-4

CST 610 ESSS Milestone 8 Feasibility Matrix
Feasibility
Criteria
Wt Candidate1 Candidate 2 Candidate 3
Description COTS w/ major customization COTS w/ minor customization Custom built solution

Operational
Feasibility
20% Fully supports user-required
functionality, current business
process must be modified to
take advantage of functionality.

Score: 90
Mostly supports user-required
functionality, current business
process must be modified to take
advantage of functionality.

Score: 70
Fully supports user-required
functionality, concern about
security in system.

Score: 80

Technical
Feasibility

20% Current staff is comfortable
with solution, able to maximize
productivity.

Required to hire/train on Java-
J2EE for system modifications.

Score: 80
Current staff is comfortable with
solution, able to maximize
productivity.

Required to hire/train on Java-
J2EE for system modifications.

Score: 80
Requires staff and support
personnel training on LAMP
and Open Source systems.
Security and product maturity
could present risk.

Score: 50

Cultural
Feasibility
10% Possible user resistance to
new, non-standard user
interface.

Score: 60
Possible user resistance to new,
non-standard user interface.

Score: 60
Less possible user resistance
to new, non-standard user
interface.

Score: 80

Legal
Feasibility
10% No foreseeable problems

Score: 100
No foreseeable problems

Score: 100
No foreseeable problems

Score: 100

Economic
Feasibility
Cost to
develop:

Payback
period:

Net present
value:
30%

Approx. $225,000

Approx. 4.5 years

Approx. $90,000

Score: 60

Approx. $225,000

Approx. 3.5 years

Approx. $90,000

Score: 80

Approx. $225,000

Approx. 5 years

Approx. $150,000

Score: 50

Schedule
Feasibility

10% 120 days

Score: 70
90 days

Score: 95
179 days

Score: 20
Ranking 100% 90(20%) + 80(20%) +
60(10%) + 100(10%) +
60(30%) + 70(10%) = 75
70(20%) + 80(20%) + 60(10%) +
100(10%) + 80(30%) + 95(10%) =
79.5
80(20%) + 50(20%) +
80(10%) + 100(10%) +
50(30%) + 20(10%) = 61

36
Team #3-4

CST 610 ESSS Milestone 8 Candidate Matrix

Characteristics Candidate 1 COTS w/
major customization
Candidate 2 COTS
w/ minor customization
Candidate 3
Custom built solution
System facet
utilizing computer
automation.
This solution would use a
module of PeopleSoft as a web
interface to the main ESSS.
Customization includes new
interface for micro computer system
and HR department and
management specific tasks.
This solution would use a
module of PeopleSoft as a web
interface to the main ESSS.
Customization of management
tasks (United Way View).
This solution would
involve writing a solution using
common web services
products.
Benefits that would
be realized for this
candidate.
Peoplesoft APIs and data
structure, enabling easier integration
with future RDBM. Successful
implementation history and team
experience.
Peoplesoft APIs and data
structure, enabling easier
integration with future RDBM.
Minor customization necessary.
Successful implementation
history and team experience.
Less service interruption likely.
This solution would allow
maximum flexibility, since there
would be no existing data
models or processes in the
software and the requirements
could be followed exactly.
Servers and
Workstations needed to
support this candidate.
A Dell DL360/40GB might be
necessary if the module is installed
separately.
Existing workstations would be
adequate.
Same as Candidate 1 Two Dell servers to host
Web Server, and RDBMs
capable application hardware
required.

Software Tools
needed to design and
build the candidate.
Existing Peoplesoft integration
Toolset
Java
Same as Candidate 1 LAMP technology, 37
Signals architecture, Apache
1.3.22 or up, OSCommerce,
MySql 3.23, Perl5.3 Library,
Java JDK 2, RedHat 8.2 or up.
Application
Software to be
purchased, built,
integrated, or some
combination of these
techniques.
PeopleSoft module Same as Candidate 1 Custom solution
Method of Data
Processing.
On line, real-time Same as Candidate 1 Same as Candidate 1
Implications of
output devices that
would be used, special
output requirements,
and output
considerations.
Existing LAN Printers
Email
Web Browser

Same as Candidate 1 Same as Candidate 1
Implications of data
stored, what data would
be accessed from
existing stores, what
storage media would be
used, how much
storage capacity would
be needed, and how
data would be
organized.
Oracle 8.1.6 RDBMS with 36
GB disk space
Some backup to tape software
Data: All employee location
data on ERD.
Data would use existing
PeopleSoft data model.
Same as Candidate 1 MySQL 3.23 RDBMS
50 GB disk drive
All employee location data
on ERD
Data: All employee
location data on ERD.
Develop in-house data
model

37

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Employee Self-Service System

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