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OPS moves toward new enterprise resource planning system; RFP issued, multi‑year implementation planned
Summary
Omaha Public Schools reported progress on selecting a replacement for its PeopleSoft ERP system. The district plans an RFP, vendor demonstrations and a phased rollout starting with HR in 2028 and finance/supply-chain after that.
District leaders told the board they have reached a major milestone in a multiyear project to replace the district’s enterprise resource planning (ERP) system, currently PeopleSoft, and that a software request-for-proposal (RFP) has been released.
Why it matters: The ERP system manages payroll, human resources, purchasing and budgeting. The district said its PeopleSoft instance includes long-standing customizations that limit upgrades and security patches; replacing it with a highly configurable, cloud-based system is intended to modernize processes, reduce administrative burden and improve financial and HR reporting.
What the district presented: The district worked with consultants (Axia Consulting, now Huron Consulting Group) to document business processes across benefits, recruiting, time and labor, payroll, accounting, warehousing, budgeting and HR. The project team reported over 100 working sessions with subject-matter experts; those findings informed an RFP that the district planned to release in early July.
Timeline and key milestones: District staff said they expect to collect vendor proposals in August, shortlist roughly three vendors, conduct on-site demonstrations and recommend a contract to the board by December 2025. The district anticipates selecting an implementation/integration vendor in the months that follow. The planned phased rollout anticipates a human capital management (HR/payroll) go‑live target of Jan. 1, 2028, with financial and supply‑chain systems planned for April 1, 2028, to align with audit and fiscal-year needs.
Expected benefits and caveats: District leaders said they expect better integration with existing systems (Frontline, Infinite Campus, Primero), improved position management for budgeting, automated extra-duty pay/time tracking and enhanced vendor management. They also said the district will aim to adopt industry-standard processes rather than replicate legacy customizations, which the presenters said have proven to produce a “long tail of pain.”
Board questions: Board members asked about which current systems would be retired or retained, how conversion and gap-to-cash reporting would be handled, and whether the district would be forced into a hasty conversion if PeopleSoft reaches end of life. The district replied that Oracle has repeatedly extended PeopleSoft support but that proactive replacement now avoids an emergency conversion; staff said many integrations and automation improvements are expected but some conversion work will be required.
Next steps: The district will proceed with the RFP process, evaluate vendors and return to the board with a recommended vendor and contract. The board was told the implementation team will include internal subject-matter experts and temporary hires to focus on implementation work.
