Enrolment Objective Deliver a defined, fit-for-purpose and efficient identity onboarding and matching capability to ensure accurate and authorised access to ICT systems and resources. Reference Direction Purpose Automated, repeatable, robust, efficient and EN-01 Staff On-boarding effective implementation of business process. A trusted, governed, managed Improved turn-around of access requests. and easy-to-use online Assurance that the right people have the right capability for staff access to the right systems at the right time. access requests to ICT systems Reduced number of data breaches due to mature and resources. and robust on-boarding approval processes and timely off-boarding. HR system to become the authoritative source for EN-02 Staff On-boarding employees, contractors, casuals and volunteers*. The Strategic HR (HCM) Accurate, timely and authoritative granting and system, or department removal of access to ICT systems and resources. equivalent system, to become Consistent provisioning based on robust, compliant, the authoritative source of staff repeatable processes. identities for on-boarding and Unique, persistent employee identifier provided by provider of a unique, persistent HR for association with the VGID. HR employee identifier. * This will have business process and cost implications for People and Culture (HR) that requires further consultation and evaluation as part of the IdAM strategy, solution design and implementation. Identity verification performed by responsible and Identity Matching EN-03 authoritative area with access to all the necessary HR will manage and perform the identity information to perform the match e.g. identity matching function. Date of birth. Short-Term: maintain status Facilitates workforce tracking. quo - staff identity matching Facilitates improved alignment between employee capability provided by screening, ICT access compliance requirements and WoVG IdAM and performed determination of a level of identity assurance for in the line of business (e.g. workforce users. by line managers, champions, EAs) Medium-Term: staff identity matching capability provided by WoVG IdAM but function is performed by HR Long-Term: staff identity matching capability provided by strategic HR platform and performed by HR. Low impact identity reconciliation function to EN-04 Identity Matching facilitate streamlined enrolment. A common flexible staff identity Enable responsible officers to have choice when matching capability that allows identity matching is performed. matching during or post Nominated responsible party is configurable to support transition of identity matching function to HR configurable nominated over time. responsible officer(s) Improved data quality and identity reconciliation outcomes.
Enrolment Objective Deliver a defined, fit-for-purpose and efficient identity onboarding and matching capability to ensure accurate and authorised access to ICT systems and resources. Reference Direction Purpose EN-01 Staff On-boarding A trusted, governed, managed and easy-to-use online capability for staff access requests to ICT systems and resources. Automated, repeatable, robust, efficient and effective implementation of business process. Improved turn-around of access requests. Assurance that the right people have the right access to the right systems at the right time. Reduced number of data breaches due to mature and robust on-boarding approval processes and timely off-boarding. EN-02 Staff On-boarding The Strategic HR (HCM) system, or department equivalent system, to become the authoritative source of staff identities for on-boarding and provider of a unique, persistent HR employee identifier. HR system to become the authoritative source for employees, contractors, casuals and volunteers*. Accurate, timely and authoritative granting and removal of access to ICT systems and resources. Consistent provisioning based on robust, compliant, repeatable processes. Unique, persistent employee identifier provided by HR for association with the VGID. * This will have business process and cost implications for People and Culture (HR) that requires further consultation and evaluation as part of the IdAM strategy, solution design and implementation. EN-03 Identity Matching HR will manage and perform the identity matching function. Short-Term: maintain status quo - staff identity matching capability provided by WoVG IdAM and performed in the line of business (e.g. by line managers, champions, EAs) Medium-Term: staff identity matching capability provided by WoVG IdAM but function is performed by HR Long-Term: staff identity matching capability provided by strategic HR platform and performed by HR. Identity verification performed by responsible and authoritative area with access to all the necessary identity information to perform the match e.g. Date of birth. Facilitates workforce tracking. Facilitates improved alignment between employee screening, ICT access compliance requirements and determination of a level of identity assurance for workforce users. EN-04 Identity Matching A common flexible staff identity matching capability that allows matching during or post configurable nominated responsible officer(s) Low impact identity reconciliation function to facilitate streamlined enrolment. Enable responsible officers to have choice when identity matching is performed. Nominated responsible party is configurable to support transition of identity matching function to HR over time. Improved data quality and identity reconciliation outcomes.
SOD-IDAM-01-Workforce-Identity-and-Access-Management.docx