SIS K12 Content Quality Assurance Results

PROJECT CHARTER

Requirements

Actual

The
present
situation under
the
Student
Information
System.
The
problem of the
said
situation
and
give
an
opportunity
description.

Some systems of
Tertiary Schools are not
integrated.
Their
Employee
Profiling,
Recruitment
and
employee Performance
Monitoring
are
separated. Because of
this problem they took
too long just to know
some information about
the employee.
Even there is an
existing Profiling System
there is always problem
with the interface in most
of systems because the
user cannot customize
what he just want to see.
This is important for the
users because these
may
affect
the
transactions
between
the user and the client.
Some Schools already
have
their
Profiling
System but even its
computerized
it
is
unavoidable to have
paper works because of
the requirements/files of

Compliance

Correctness

Remarks

Passed
or
Failed

1.0 Problem Background

1.1

Problem/Opportunity
/Description

HR Profiling System

Passed

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such employee that
stores at the office and
may lead to loss of
records.
All System needs
maintenance,
and
maintenance
needs
budget for upgrades,
modifications and other
revisions if the system
were not maintained this
may affect the function
of the entire system.
(HR) Profiling System
will minimize the effort of
searching
the
information of School
employees,
and
a. Reduces
administrators.
And
time
and increase the service
costs
speed and accuracy. It
b. Implement
will also provide the user
efficiencies
with the appropriate
c. Secures
information needed to do
important
any task effectively and
data
efficiently.

Passed

This study aimed to

develop an integrated
(HR) Profiling System
with
the
Employee
Recruitment System and
all Employee Performance

Passed

1.2

Benefits

Benefits
or
advantages
in
having an HR
Profiling System.

1.3

Goals

Goals of the
proponents
for
HR
Profiling
System
a. Secure

HR Profiling System

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files/data
stored in the
system
b. Faster
processing of
data

HR Profiling System

System. This will put

ease of determining any
information about an
Employee of a School.

To
develop
a
computerized
(HR)
Profiling System that will
be easy to use and has
a friendly user interface
by having Drop-down
lists that the user can
customize and makes
processing simple for
the users.

To
develop
a
computerized
(HR)
Profiling System that can
read and accepts PDF
(Portable
Document
Format) files so that the
user may scan the files
of the employee for
back-up purposes.

To
develop
a
computerized
(HR)
Profiling System that
suits to the needs of the
users so that it will
minimize
the
maintenance
or
revisions required. But if
maintenance is needed
there will be an area in
the system that can see
some
contact
information of the group

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that will create the
system. The System
users may contact the
group to minimize the
effort and time to contact
to a different system
specialist.
1.4

Stakeholders and
Clients

Must include the

people that will
be involved and
support
the
project.

(HR) Profiling System

will help Tertiary Schools
with their tasks to serve
the employees of the
School. Because this
system has Employee
Performance Monitoring,
the Students of the
School will also be our
beneficiaries.
The
system can monitor if
the
instructors
and
employees are doing
their duties to serve the
students. This system
will also help the group
in improving skills in
documentation,
analyzing
and
programming.

The objectives of
the proponents in
developing
the
project.

Integrate the whole

(HR) Profiling System to
Payroll
and
Faculty
Loading System.
To create an (HR)
Profiling System that has

Passed

1.2 Project Scope

1.2.1

Objectives

a. Document

HR Profiling System

Include
Failed
the
document
plans that
will
be
created

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Plans
(Proposal,
Chapters 1 to
5)
b. Software
Functionalitie
s
(5
requirements
: Mobile App,
Personalized
Screen,
Import/
Export
Facility, Free
Report
Facility,
Analytical
Report)
c. Be
specific
on the forms
and reports
to be used.

1.2.2

Deliverables

The deliverables
should be based
on the objectives
of
the
proponents
stated in 1.2.1
a. Document
Plans
(Proposal,
Chapters 1 to
5)

HR Profiling System

user-friendly Interface.
Ability to upload PDF
files within the system.

Provides
contact
information of the group
for maintenance.

during
the
developm
ent of the
system.
Also the
software
functional
ities.
Specify
the forms
and
reports to
be used.

The
Failed
deliverabl
es
are
based on
what was
stated in
1.2.1
objective
s. But the
objective
s need to
include

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b. Software
Functionalitie
s
(5
requirements
: Mobile App,
Personalized
Screen,
Import/
Export
Facility, Free
Report
Facility,
Analytical
Report)
c. Be
specific
on the forms
and reports
to be used.
1.2.3

Out of Scope

HR Profiling System

Payroll - The system

does not include the
Payroll System because
it is going to be handled
by a separate group.
CCTV The system
a. Payroll of the does not need to have
employee
CCTV cameras just to
b. Attendance/L assured
that
the
eave
employees are present.
Monitoring
Student Profiles The
system
provides
Employee profiles only,
because a separate
system of other group
will take this on.
Attendance Monitoring
List of items that
may be related
but will not be
managed as part
of the project.

the
document
plans,
software
functional
ities and
specify
the forms
and
reports to
be used.

Just say Failed

another
system
(be
specific)
instead of
other/
separate
group.

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The system is limited
to
Employee
Performance Monitoring
only, attendance is going
to be handled by another
group.
1.2.4

Enterprise
Information System
Required
Functionalities

The
following
requirements
must be included
in this section:
Mobile App
Personalized
Screen
Import/Export
Facility
Free
Report
Facility
Analytical
Report

They do Failed
not
indicate
this part.

1.3 Project Plan

1.3.1

Approach and
Methodology

The
methods
and approaches
of
the
development
team to finish the
project
Researches
Consultation
Brainstorming/T
eamwork

System
Development
Life
Cycle
(SDLC)

HR Profiling System

3.1
Approach
and
Methodology
To complete this project
researching
is
not
enough. In this case the
group use the SDLC
(System
Development
Life Cycle) method in
gathering data.

Passed

3.1.1 System Planning

As I.T. Students the
group must familiarized
in all kinds of Systems.
In this case the group

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gather some information
from people that are
familiar in Employee
Profiling System. The
group
conduct
an
interview to National
Polytechnic College of
Science and Technology
(NPCST), to have an
idea what kind of system
the group are going to
create. In creating a
System it is important to
think like a User to know
what
kind
of
environment, interface or
design is needed, but
thinking is not enough.
The group must know
the Users suggestion or
comments in creating a
System. So the group
also conduct a survey
about
Employee
Profiling System to know
what are the basic ideas
and consideration in
creating..a..system.
Below are the results of
our interview in NPCST.
Interview Results
The group sent a
representative
to
NPCST
(National
Polytechnic College of
Science
and

HR Profiling System

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Technology) Lagro to
have
an
interview
regarding in their (HR)
Profiling
System
to
personally know their
process on how they
manage
their
employees. According to
Mr.
Casimiro
Misa,
NPCSTs IT Officer, in
order to be an employee
or instructor of NPCST
they must have the basic
credentials,
birth
certificate and Transcript
of records. The school
posts on social media
sites and on their bulletin
boards if there is hiring.
They also provide their
employees
PAG-IBIG,
SSS, and PHILHEALTH.
The
maximum
and
minimum numbers of
employees NPCST may
hire depends on their
required positions and
job vacancies. Even this
school was founded
many years ago they still
have a manual system
related to Employee
Profiling
the
book
keeping management,
they
manually
write
down all the information

HR Profiling System

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of
employees
and
sometimes they are
using the usual Microsoft
Excel in recording. Even
the book keeping is
manual they do not have
Because of this their
transaction
becomes
slow and it took them
days to compile and
record information. If the
school upgrades their
system they want a
quick and easy access
to the information to
make their transaction
quick and achieve the
schools mission, the
college shall provide
quality
tertiary
and
technical
education
programs
that
shall
develop graduates with
competitive knowledge,
skills and attitudes in a
highly
technologicallyoriented society.
3.1.3 System Analysis
After gathering some
information about (HR)
Profiling System the
group
starts
the
documentation of the
project
and
the
prototyping
of
the

HR Profiling System

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system.
(HR) Profiling System is
a subsystem of Tertiary
(SIS) that will developed
to override the problems
prevailing
in
the
practicing
manual
system. This system is
supported to eliminate
and in some cases
reduce the hardships
faced by this existing
system. Moreover this
system is designed for
the particular need of the
company to carry out
operations in a smooth
and effective manner.
3.1.4 System Design
Detailed Transition and
system function

Process
Documentation to know
what must be seen on
the system.
3.1.5
System
Development
Prepare connection in
language and database
to minimize the time in
developing the system.
System coding must
start.
Transition and function

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refining
Primary testing of
system to know if there
are problems with the
coding.
3.1.6 Integration and
Testing
Test connection in co
integrated system.
Errors, bugs and
malfunction checking.
User and Client
Testing.
3.1.7 Implementation
Documentation and
System preparation

Deployment
and
Implementation.
3.1.8 Operation and
Maintenance
System Checking.

Ask
for
users
Feedback.
3.2 Work Breakdown
Structure
Tertiary - (HR) Profiling

Recruitment
of
employees
- Get Information from
Top Management
- looking for vacancy
- Employment, transfer

HR Profiling System

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or promotion
- Giving of Requirements
- Job Interview
- Contract Signing
- Orientation
Profiling
Recording
of
Employees
Personal
Info
- Reason for Leaving
(Sick/Maternity etc.)
- Schedule
- Salary Amount
- gathering information
of other Deductions/tax
(SSS, Philhealth)
Employee Performance
Monitoring
- Recording of Activities

Clearance
of
Employees
Reasons
(if:
Terminated,
early
retirement,
resigning
etc.)
- giving of requirements

HR Profiling System

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1.3.2

Project Timeline

Work Breakdown
Structure

Must contain the

following:
Task Name
Deliverables
Resource
Names
Baseline
Estimated Start
Baseline
Estimated End
Actual Start
Actual End
Percent
of
Completion
1.3.3

Success Criteria

The
project
milestones or the
things that must
be achieved by
the developers to
meet their goals.
a. A
running
system
b. Delivers the
right outputs
c. Accepted by
the users

HR Profiling System

Success Criteria of the

project is based on the
project
objectives
discussed above. The
group will know if the
project is success when
they meet the objectives.

The
Failed
proponen
ts should
indicate
the other
things
that are
needed
to
be
included
on
the
timeline/
WBS

Passed

If the (HR) Profiling is

integrated to Payroll and
Faculty Loading System
and to the whole Tertiary
System (SIS).
If (HR) Profiling System
has
a
user-friendly
Interface.
If the (HR) Profiling has
now the Ability to upload

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1.3.4

Issues and Policy

Implications

Dependencies
that may affect
the
process/develop
ment
of
the
project

1.3.5

Risk Management
Plan

Actions/Mitigatio
ns that may help
the developers to
moderate
or
lessen the things
that may affect
the outcome of
their project.

HR Profiling System

PDF files.
If the System can
provides
contact
information of the group
for maintenance.
The development of this
project may affect by the
development
of
the
whole Tertiary (SIS).
The process of (HR)
Profiling
System
depends on the process
of Tertiary (SIS), it may
stand alone but some
features are affected
and
may
not
run
according
to
its
objectives.
The development group
have a risk management
plan to counter any
difficulties
that
may
affect the deliverables,
success, and completion
of the project. The group
must take a look at the
possible risks, how to
monitor and to manage
the risk. This Chapter
was fully discussed in
the Chapter 3 of the
documentation
(Risk
Mitigation,
Monitoring,
and management Plan).

Passed

Get the Failed

general
points in
the
RMMM
Documen
t

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1.3.6

Service Transition
(Optional)

1.3.7

Option Analysis

1.4 Technical Features

1.5. Project Organization and

Staffing

HR Profiling System

Proponents plan
for transitioning
project
deliverables into
service
operations.
Options that will
help
if
the
process
of
development of
the project has
been interrupted.
Detailed
description
of
technical
requirements
stated in terms
suitable to form
the basis for the
actual
design
development and
production
processes of the
project
having
the
qualities
specified in the
operational
characteristics.
Organization
chart, or both, list
of
the
roles,
names,
and
responsibilities of
individuals that
will be involved
in the project.

Ability to provide
information about the
Profiling system
Easy Access to
Profiling Information
User Friendly Interface

Can
track
the
information
of
employees
Can upload PDF/Image
files
for
back-up
purposes
Can support multiple
users

Project Manager
Rodriguez, Iara Paula R.
e:
iarapaular@yahoo.com
#: 639325982269
Report and receive
directions from the
group Adviser

No
service
transition
provided

Failed

They do
not
indicate
this part.

Failed

Indicate
the
technical
requirem
ents of
the
system
such as
the
hardware
and
software.

Failed

Passed

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SIS K12 Content Quality Assurance Results

Manage, review, and

prioritized
project
work plans.
Provide
status
reports.
Manage the group.
Recommend
Changes, escalate
issues, and mitigate
risks.

Lead Programmer
Cabanilla, Christian N.
e:
c.cabanilla30@yahoo.co
m
#: 639462999015
Design the System
In charge of one or
more
software
projects.
Underlying
architecture for the
software project.
Overseeing the work
being
done
by
another
software
developer
working
on the project.
Mentor for all the
members on the
development group.
Systems Analyst
Pabalan, Henry C.
e:

HR Profiling System

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pabalanhenry@yahoo.c
om
#: 09464738868
Analyzing, designing
and
implementing
information system.
Developing
cost
analysis
Identify, understand
and
plan
for
organizational
and
human impacts of
planned systems.
Ensure that new
technical
requirements
are
properly integrated
with
existing
processes and skill
sets.
Interact
with
designers
to
understand software
limitations.
Help programmers
during
system
development,
ex.
Provide flow charts
and
database
design.
Business Analyst
Madulid, Carmela M.
e:
madulidcarmela@yahoo.
com

HR Profiling System

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#: 639069584353
Knows the process
of the System
Implementing
technology solutions
in a cost-effective
way by determining
the requirements of
the project.
Communicating
clearly
with
all
stakeholders.
Assisting with the
business case.
Planning
and
monitoring.
Eliciting
requirements.
Translating
and
simplifying
requirements.
Understands system
engineering
concepts.
Document Specialist
Murillo, Rowena F.
e:
murillo_wheng@hotmail.
com
#: 639491942381
Check
completion
and correctness of
documents.
Ensure
complete
secrecy in managing

HR Profiling System

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1.6. Project Budget

HR Profiling System

Estimated project
cost
Breakdown
of the budget
On-going
cost
Salary
Materials

confidential
documents,
and
manage document
recovery.
Proofread,
merge
and
format
documents.
File, record, recover,
archive, scan and
maintain documents.

Include
Failed
all
the
cost
of
materials
to
be
used
such as
computer
laptops.
higher
than PHP
4,080.00

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