Appendix A Functional Requirements Matrix.pdf

HCBRM Functional Area

Functional Requirements The Contractor Core HCM platform shall, at a minimum, include these functional requirements. The requirements are aligned to the Human Capital Business Reference Model. https://www.opm.gov/services-for-agencies/hr-line-of-business/hc-business-reference-model/

HCM Administration Deliver and sustain a Federal Risk and Authorization Management Program (FedRAMP) certified HCM platform.

HCM Administration Provide a capability that minimizes user re-entry of data that already resides within the platform for all user roles and automatically extract data to support execution of processes and services.

HCM Administration Implement Single Sign-On (SSO) and data pre-fill features to minimize user re-entry of existing data and develop APIs for automated data extraction to support processes and services.

HCM Administration Support centralized oversight, data sharing, and end-to-end visibility across federal HR processes, consistent with emerging federal shared services and enterprise data strategies. Create a centralized dashboard for the Office of Personnel Management (OPM) with master record capabilities and advanced analytics for comprehensive platform oversight.

HCM Administration Define clear administrative and end user roles with tenant/agency-specific access controls, ensuring users only access relevant data and functionalities. Provide granular access control to limit access based on user roles and responsibilities.

HCM Administration Deliver access to the Core HCM via a landing page.

HCM Administration

Provide a capability for Power Users to perform workflow management (creation, configuration, and removal) to seamlessly implement HCM capabilities across all functional areas. Includes abilities such as collecting user inputs/requests, performing functions, routing, approvals, tracking, auditing, notifications, record updates, setting user notifications, and delivering products/reports. Solution must be able to implement multiple processes to perform the same human capital management function based on defined criteria. The processes must be easily configured and reconfigured to remain consistent with evolving and changing requirements such as changes to guidelines, policies, organizational structure, and business rules. Agentic AI may be considered for this operation.

HCM Administration

Provide access control via approved agency methods. Users can be granted access to any subset of data as defined by their role-based access. The capability will support configuring notifications, actions, alerts, data, analytics, views, and platform permissions for role management. This access should allow functions by roles (e.g. Time Administration, HR functional areas, Administrative Officers), as well as visibility for employee records driven by organization visibility permissions (e.g. granting access to view and report on only one division, several, or agency-wide).

HCM Administration Provide notification capability in near real time to users, managers, organizations, programs, etc. Alerts and notifications can be scheduled based on configurable criteria and targeted users.

HCM Administration Route, review, approve, sign, and store documents (PDFs, forms, memorandums, etc.).

HCM Administration Incorporate mobile experience compatible across the variety of platforms (iOS, Android, etc.).

HCM Administration Provide a user homepage with a summary of activities, including announcements, guided self-service, employee/supervisor journeys, and targeted notifications (e.g., relevant vacancies, data validation calls). Should be targetable by user role, affiliate type, and record information.

A1.1-HC Strategy Capture enterprise and functional goals, align the implementation plans to those goals, monitor the execution against the plans, and support analysis of the execution of those plans.

A1.3 Position Classification and Position Management

Support workforce planning and staffing activities and tie plans to budget.

Ensure the position approval workflow is seamlessly connected with the position fill workflow.

Provide data analysis and reporting capability that enables planners to look at positions and vacancies across the organization.

Identify the funding and approval status of all positions and vacancies.

Unapproved and/or unfunded positions will not be allowed to move into the recruitment phase.

A1.3 Position Classification and Position Management Conduct workforce planning and position management at the individual position level including position attributes for single or range of positions using unique position, and employee, identifiers over multiple years (current year, budget year, and future years). Provide the ability to conduct workforce planning adjusted by role (supervisor, staff director, etc.) and position type.

A1.3 Position Classification and Position Management Reflect the current workforce composition and define potential future workforce compositions including knowledge and skills required to accomplish future missions; identify workforce skill gaps; develop plans to address the gaps; and track implementation through completion.

A1.3 Position Classification and Position Management Provide the capability to differentiate employee records across multiple functional areas and staffing by a variety of factors (e.g., funding source, position type, funding year). Provide the ability to realign the factors and characteristics based on changes to a single, multiple, or all records.

A1.3 Position Classification and Position Management Perform near-term and long-term succession planning. Includes defining position requirements such as training, skill sets, education, and work experience and the ability to track candidates’ current capabilities, development plans and interest areas versus the position requirements to ensure staff will be qualified, capable and willing when needed to fill positions at all levels.

A1.3 Position Classification and Position Management Track and process employees that are in billets with information that conflicts with their personnel record, such as a GS-12 employee encumbering a GS-13 billet, or an employee in a job that is not aligned with their career field. The records should be tracked in accordance with configurable terms with alerts and workflows.

A1.3 Position Classification and Position Management Provide data analysis and reporting capability that enables planners to look at the funding and approval status of positions and vacancies across the organization, as well as provide historical workforce trends (demographics, turnover ratio and average tenure, supervisory ratios, grade distribution) down to the branch or team level.

A1.3 Position Classification and Position Management Interconnect to OPM's USA Staffing to pull in the information from the Position Description from the USA Staffing PD library (e.g., title, series, grade, background clearance, Bargaining Unit Code, FLSA status, etc.

A1.4 Employee Engagement Link to, store, and display documents such as policies, procedures, training materials and other HR documents to view.

A1.4 Employee Engagement Provide a capability for all users to search and retrieve from a knowledge base for self-service calls within the platform. The knowledge base should be comprised of policies, tool tips, user aids, platform training artifacts, FAQs, how-to articles, and/or known issues.

A1.4 Employee Engagement Provide self-service capabilities via chat bots or similar service. Capability should be the entry point for user service requests, respond with information from the user's personnel record, and recommend knowledge base information based on the user query, and assist with HR functions and calls, such as generating leave requests.

A1.4 Employee Engagement Provide self-service capabilities via chat bots or similar service to search and retrieve answers to commonly asked questions (e.g., questions sent to a general email box related to HR functions).

A1.4 Employee Engagement

Allow applicable users to view personnel records and submit service requests. Includes capability to:

Submit a service request to add, modify, or delete any of a user's human capital data.

Submit a service request to initiate any process within the HCM (including validation, approval, and notifications).

Enable a user to view and monitor the completion of their service request(s) from the initial request through completion.

Generate digital forms and digital signatures for the requestor as well as the approval authorities.

Access, view, print, and/or export personnel records for which the user have access.

Use role based access for all records and service requests including abilities such as access, approvals, reporting, and analytics.

A1.4 Employee Engagement

Allow applicable users to manage and complete HR service requests for users. Includes capabilities to:

Submit a service request on behalf of a user.

View, edit, respond to, and manage the status of requests submitted by users.

Manually route and assign calls to responsible HR organizations and HR Users.

Record, track, execute and report on the status and completion metrics on all service requests.

A1.4 Employee Engagement Prompt users to keep required information updated in regular and targeted methods (e.g., verifying location/phone info prior to timesheet, addition/review of skills data prior to assessment/promotion/awards, etc.).

A1.4 Employee Engagement

Provide multiple employee experience capabilities that are easily configured by Power Users including:

Use surveys, polls, metrics, or other evaluation methods to monitor and analyze summative human capital services such as programs, training, workflows, employee ideas, suggestions, and concerns.

Conduct surveys based on completion of predefined, configurable triggers (e.g., exit survey, new hire survey) as well as on demand.

Solicit from all, multiple, or single users based on configurable criteria such as an organization, roles, positions, or affiliate type.

Ensure capabilities keep responses tied to employee profiles for analytic queries, as well as for anonymized export of comments or results.

A2 – Talent Acquisition It is the intent of government to use USAJOBS, USA Staffing, and USA Hire to meet Talent Acquisition requirements.

A2-Talent Acquisition

Implement USA Staffing's Request Processing Interconnection (RPI). RPI is a bi-directional simply object access protocol (SOAP) interconnection between agency personnel processing systems and USA Staffing. This interconnection allows agencies to send data to USA Staffing to populate the Request, Vacancy, and Announcement. As the request is moved through the process, USA Staffing sends real-time statuses with associated task and new hire data back to the agency personnel processing system. RPI ensures that USA Staffing and the Core HCM platform are in sync throughout the hiring process. Detailed specifications for RPI are published on USA Staffing's data resource center.

A2-Talent Acquisition

Implement USA Staffing’s New Hire Interconnection (NHI) and the Task Update API (TUAPI). The NHI sends data about the new hire (selected applicant in the pre-employment or onboarding process) to the Core HCM platform to establish the new employee’s record and streamline post-entry-on-duty and orientation data collection and processing. Detailed specifications for NHI and TUAPI are published on USA Staffing’s data resource center.

A2-Talent Acquisition Implement USA Staffing’s Data APIs to facilitate the transfer of any needed information about the hiring and onboarding process with the HCM platform. Detailed specifications for USA Staffing’s Data APIs are published on the data resource center.

A3 – Talent Development Provide a Learning Management System (LMS) module as part of the Core HCM platform that will become the future version of USA Learning supporting modernization and implementation across Government. Ensure the module can scale to accommodate a large number of users and high volumes of data with performance benchmarks and uptime guarantees.

A3 – Talent Development

The LMS module should enable easy search, identification, and evaluation of content for agency deployment. It must include adaptable controls and workflows for managing and adding agency-specific content to the government-wide curriculum. Periodic content reviews should ensure material currency and accuracy, with prescribed review intervals. The platform should facilitate sharing of talent development content, facilities, and opportunities, ensuring accessibility for all users. It should support resource sharing across agencies and external entities and provide content categorization using metadata. Stakeholders should have easy access to talent development programs and resources.

Mechanisms should be established to aggregate and publish training evaluation results, and to track both formal and informal talent development activities as credit hours in student transcripts. Integration with other talent development services and separation of content into sharable objects, such as SCORM, are also required. Deliver, manage, and track SCORM, xAPI (also known as Experience API, is a specification for tracking learning experiences), AICC, and any video-based learning content.

A3 – Talent Development

The LMS module shall include Course Registration and Delivery Design and Management. The platform should allow agencies to manage expenses, user profiles, and deliver agency-specific training. It must track mandatory training compliance, support various delivery options, and facilitate participant communication. The platform should manage both synchronous and asynchronous training, record and report activities, and provide adaptable workflows. It should track attendance, allow employees to view their training history, and store formal and informal activities as credit hours. Mechanisms should gather context data, allow course testing, collect training data for qualifications, and send automated notifications. It should also generate electronic course notifications and allow configurable class rosters. Allow automated and manual enrollment workflows, including users to self-enroll, manager approved enrollment, automation of registration (auto-assign based on role), administrator enrollment, waitlists, and capacity tracking.

A3 – Talent Development

The LMS module shall include Tracking and Reporting: The platform should provide adaptable evaluation controls and workflows to ensure valid business cases for talent development. It must manage user profiles, collect and report various TD data, compare cost and effectiveness of offerings, and report activities to EHRI. The platform should track employee training histories, manage TD expenses, and deliver and track various TD programs. It must collect summative evaluation data, document informal learning, track certifications, and report TD data to federal agencies. The platform should aggregate and publish training evaluation results, store formal and informal activities as credit hours, and track comprehensive TD data. It should gather context data for learning events, analyze training delivery data, measure cost effectiveness, and generate various reports, including standard and ad-hoc reports. Provide adaptive learning paths, certifications, and recertification workflows.

Ensure that competency models are consistent across the human capital management system and can be used for reporting and analytics.

A3 – Talent Development The LMS Module shall include Mobile-Responsive Learning: Offer mobile-responsive learning and offline capability (critical for agencies with employees in remote locations), including a responsive interface for mobile, tablet, and desktop.

A3 – Talent Development The LMS module shall include Security, Privacy, and Accessibility Compliance: Ensure compliance with federal security and privacy standards (e.g., FISMA, FedRAMP), data encryption at rest and in transit, regular security audits and vulnerability assessments, and offer Section 508 and WCAG 2.1 AA compliance.

A3-Talent Development The LMS module shall include User Interfaces: Include user-friendly interfaces for learners, instructors, and admins, including personalized dashboards based on role.

A3-Talent Development The LMS module shall include Digital Certificates and Credentials: Offer digital certificates, transcripts, and credentials, including the ability to generate and manage CEU tracking.

A3-Talent Development The LMS module shall include Community Building Tools: Include tools for community building, such as discussion forums, user groups, and resource sharing.

A3-Talent Development The LMS module shall include Multi-Tenancy: Support secure multi-tenancy to allow for isolated administrative spaces. Allow tenant-specific branding, dashboards, permissions, and reporting, including the ability for addressing unique reporting requirements for training that the LMS should support.

A3-Talent Development The Core HCM will integrate with the LMS module to set up basic profile information for employees (e.g., pay plan, series, grade, supervisory info, organization).

A3-Talent Development The LMS module shall integrate with OPM's USA Performance to flow the Individual Development Plan into USA Performance for view by the employee and supervisor.

A3-Talent Development The LMS module shall integrate with financial systems for purchasing, billing, and cost tracking.

A3-Talent Development The LMS module shall include Data Exchange Support: Support APIs, SFTP, and all data exchanges, including integration with tools that support: Identity and Access Management (IAM) systems, Phishing Resistant Multi-Factor Authentication, Single Sign-On, Integration with third-party content providers, Integration with a Learning Record Store, and Integration with course survey tools.

A3-Talent Development

The LMS module shall include Records and Data Management: Capture and report on learning activity completions, time in training, CEUs, CPEs, and compliance status. Enable user profiles to persist throughout the federal employment lifecycle (transfers, promotions, etc.). Maintain collective learner records across agency transitions. The LMS should have the ability to share course completions and certifications government wide. Transmit all relevant employee training record data elements to OPM, per the Guide to Human Resources Reporting. (e.g. Training Title, Training Type Code, Date of Birth, SSN, etc.).

A3-Talent Development The LMS module shall include Talent Profile and Skills Management: Provide a capability to establish and edit a talent profile, that automatically assigns skills based on position or user information; to survey, select, and validate skills; and to track progress and milestones against various skill, career, and enrichment opportunities.

A3-Talent Development

The LMS module shall include Assessment and Evaluation: Through the LMS, provide a mechanism to provide skills, competencies assessment and management that includes the ability to assess skills, proficiency levels and competencies needed to support workforce and succession planning as well as individual development. Provide a means to identify targets and gaps in skills and competencies and use that information to inform talent acquisition and talent development activities. Support pre- and post-tests, feedback surveys, and knowledge checks and allow for standard and ad hoc surveys.

A3-Talent Development The LMS module shall include Administrative Features: Bulk user upload, provisioning, and role assignment. Customizable notification and learner communications. Delegated administration for agencies and program offices. Content assignment rules based on organization, job series, location, position, etc.

A3-Talent Development

The LMS module shall include SF-182 Electronic Workflow: Support SF-182 Electronic Workflow, including: Pre-filled learner and supervisor information, routing to supervisory and financial approving officials, cost and funding source entry, status tracking, export and archival, attachment uploads (e.g., course brochures, completion certificates, justifications, other supporting documentation, etc.), and configurable to reflect agency-specific routing steps, delegation rules, and/or thresholds for automated approval.

A3-Talent Development

The LMS module shall include Individual Development Plan (IDP) Functionality: Provide Individual Development Plan (IDP) functionality, including IDP templates aligned with OPM and agency policy, goal-setting tools linked to mission-critical competencies, supervisor/employee collaboration and approval workflows, integration with course catalog to add recommended training directly to an IDP, progress tracking against IDP goals and learning objectives, and IDP export and archival features for personnel files. The module should automatically identify objectives for learning development plans and develop learning interventions to support desired competencies and proficiency levels.

Development plans need to be automatically linked to the individual and/or organization aspirations, filling identified competency gaps or other personal or professional objectives. The individual development planning processes should be informed by supervisors and/or review boards as applicable. Additionally, the module should include the provisioning of those interventions, evaluating the extent to which those interventions supported performance and career development, and monitoring effectiveness.

A3-Talent Development

The LMS module shall include Career Advising Design and Management: Provide a capability for career advising design and management that can accommodate different types of offerings to include certified coaches, trained career advisors and mentors as well as their services. Provide ability to advertise and schedule services, stay compliant with associated certifications and training (for coaches, advisors and mentors, as required), store sensitive client information, track service assignments and use of services.

A3-Talent Development The LMS module shall include Leadership Development Program Design and Management: Provide a capability for Leadership Development Program Design and Management that will identify objectives for developing leaders at all levels and will enable the design and implementation of those interventions. The solution should provide a means to evaluate and monitor the effectiveness of offerings.

A3-Talent Development

The LMS module shall include Development Programs: Provide a capability for designing and administering agency sponsored Development Programs including activities such as designing the structure and requirements for completing the program; defining the qualifications for participation and selection; staffing (both internal and external); tracking progress and completion of the program requirements (such as completion of tours, training, classes, documents, Temporary Duty); application, selection and tracking of job rotations; reporting to multiple supervisors (development program supervisor and tour supervisor); and, performance assessments and tracking. Solutions must be sufficiently flexible to enable periodic modifications to development program requirements and plans.

A3-Talent Development

The LMS module shall include Talent Development Data Management: Through the LMS, provide a capability to maintain Talent Development data such as qualifications, skills, competencies, certifications, licensing, non-course testing, training events, and learning histories for all individuals that are part of the talent development activities regardless of affiliation. For certifications and licensing, this includes tracking data such as requirements for obtaining and maintaining certifications/licenses; expiration dates; test scores; and progress towards successful completion of requirements. Provide the ability to automatically notify individuals and responsible parties when talent actions are due, expiring or become expired.

A4 – Employee Performance It is the intent of government to use USA Performance to meet Employee Performance requirements.

A4 – Employee Performance

Implement USA Performance’s data API to achieve several key objectives, including:

Create or update employee information, including user details, positions, and reporting structures.

Manage the agency's and organization's structural data effectively.

Retrieve individual employee performance evaluations from USA Performance.

Access and retrieve performance evaluation statistics at the agency level.

Load SES certification data from USA Performance and interface with Payroll to send SES Certification data to it (allowing SES pay ceiling changes).

Retrieve supervisory assignments to maintain accurate and up-to-date information.

Support the expedited processing of partner agencies’ performance appraisal processes throughout the entire performance rating cycle via USA Performance interconnections.

A5 – Compensation and Benefits

Provide customizable home page views that align with an employee’s role in the platform. Ensure supervisors can see and manage their team members, organizational chart, and workflow approvals such as leave, time and attendance, and telework or remote work agreements. Allow HR liaisons such as Administrative Officers to view their divisions’ time and attendance or HR data as needed through self-service report templates, and view proxy or delegations (e.g. when one manager is acting for another on leave and time, or other approvals).

A5 – Compensation and Benefits Perform processing of benefits-related annuitants (e.g. eligibility to make contributions salary offsets FEHB FEGLI and identify offsets vs. non-offsets).

A5 Compensation and Benefits Provide calculation of intermittent employee hours and days worked to determine within grade entitlement and FEHB entitlement under the new law.

A5 Compensation and Benefits Support tracking part time hours worked to determine FEHB coverage to certain temporary part time employee’s eligibility.

A5 Compensation and Benefits Accommodate performance awards calculated on a gross-up basis.

A5 Compensation and Benefits Capability to input pay rates, eligibilities, and allowances for employees permanently stationed in foreign areas.

A5 Compensation and Benefits Automatically choose higher pay when multiple pay rates come in conflict (e.g. special rates vs localities).

A5 Compensation and Benefits Provide Time and Attendance (T&A) management, integrate leave management, and facilitate labor distribution. Ensure compliance with regulations through processes that are fully auditable and adaptable to business rules and roles.

A5 Compensation and Benefits Provide comprehensive time tracking and variance analysis, including overtime management. Enable financial tracking with support for multiple accounting codes.

A5 Compensation and Benefits Provide reporting capabilities for leave and leave donation activities, detailed T&A reports and incorporate functionalities for premium pay and leave requests, and real-time reporting with options for ad hoc queries and graphical data analysis.

A5 Compensation and Benefits Ensure detailed leave tracking, including leave management (submission and review) of all types of leave in OPM’s policies. This would include donation leave, investigative admin leave, bone marrow and organ donation leave, family friend leave act specific leave, parental leave, etc.

A5 Compensation and Benefits Support the administration of telework and remote work agreements, continuation of pay cases, and requests for changes in work schedules.

A5-Compensation and Benefits Provide the capability for automated workflows for remote and telework processing and management. This shall include telework requests, remote work requests, tracking of teleworking term limits and extensions, and addressing different geographic locations and pay differences.

A5 Compensation and Benefits Track the workforce by aligning employee time with specific programs, projects, and calls.

A5-Compensation and Benefits

Automate enrollment and administration of benefits and payments such as tax withholding information, electronic funds transfer information, and allotments, as well as insurance (such as life, health, LTC, disability), retirement contributions (such as TSP, pension, annuities), and other activities associated with administering employee benefits and payments.

Automated processing, validation, and approvals as necessary prior to implementation in the platform for use in the automated payroll system seamlessly interfacing with government certified shared service payroll providers.

A5-Compensation and Benefits

Capture and administer compensation and payroll related activities in accordance with applicable policies to include but not limited to pay scales (base, locality, specialty, hazardous, etc.), time reporting, leave (annual leave, sick leave, compensation time, credit hours, etc.), deductions (e.g., tax withholding information, electronic funds transfer information, and allotments, etc.), travel (per diem, expenses, etc.), training (tuition assistance, certification, etc.), relocation expenses, and incentive payments.

A5-Compensation and Benefits Automate pay setting based on applicant information, hiring, and staffing actions in alignment with OPM policy, applicable laws, and regulations. To include loading of Title 5 and OPM data standard items, such as special and GS/SL/SQ/SES/Title 38 pay tables, locality pay areas, geolocation data, and other data related to automated personnel actions respective to employee records such as Wage Grade Increase.

A5-Compensation and Benefits Capture time and attendance data for all designated users, including activities such as data entry, authorization, approval, certification and error correction.

A5-Compensation and Benefits Allow employees and HR Users to track credits or deductions from employees pay related to incentives, overpayments, etc. Include the ability for HR Users to identify and report on total and pro-rated deductions from current and past employees for repayment of uncompleted terms.

A5-Compensation and Benefits Provide capability to gross-up awards, such as Act of Service of On the Spot cash awards. This allows providing the full amount of the award to the employee as a net pay bonus by auto calculating the amount entered when processing the award to include the award plus taxes. For example, a gross-up award of $500 would be processed as ~800 to ensure the employee receives $500 after tax.

A5-Compensation and Benefits Ensure advanced leave policy is integrated, to ensure leave can be advanced even if the balance does not exist.

A5-Compensation and Benefits Provide payroll back-office services like FEHB debt notifications, TSP contributions for USERRA employees, military deposits, and leave buybacks.

A5-Compensation and Benefits

Integrate with The Federal Employee Health Benefits (FEHB’s) Data Hub. The Hub receives electronic program enrollment transactions from participating agencies and proves the data securely to FEHB Program carriers. Transactions include initial enrollments, changes to existing enrollments, cancellations, and terminations. Integration requirements: support processing of FEHB/FEGLI benefits using data exchange protocols.

A5-Compensation and Benefits Integrate with Employee Express (EEX), a payroll and document self-service user interface hosted on Azure and managed by OPM. The integration shall ensure EEX receives all updates for active and separated employees' payroll and tax information.

A5-Compensation and Benefits Integrate with myPay, a payroll and document self-service user interface owned by DFAS. It is hosted on the DoD NIPRNet and managed by OPM. The integration shall ensure myPay receives all updates for active and separated employees' payroll and tax information.

A5-Compensation and Benefits Integrate with all government certified shared service payroll providers in compliance with Federal regulations to support real-time data exchange and updates to ensure payroll accuracy.

A5-Compensation and Benefits Integrate with all government certified shared service payroll providers to process pay and leave, salary offsets, TSP calculations (including for USERRA employees), leave buybacks, annuitant benefits, and retroactive pay adjustments.

A5-Compensation and Benefits Integrate with all government certified shared service payroll providers to create and distribute automatic notifications to the HR office (e.g. to initiate termination of FEHB).

A5 Compensation and Benefits Integrate with all government certified shared service payroll providers to capture Leave Without Pay (LWOP) data and generate a notification to the HR office for FEHB/FEGLI termination of benefits after 365 days of LWOP.

A5 Compensation and Benefits Integrate with all government certified shared service payroll providers to capture employee hours and days worked to calculate when an employee has met or not met the 130-day consecutive working hours to generate a notification of within-grade or FEHB entitlement to the HR office.

A5 Compensation and Benefits Integrate with all government certified shared service payroll providers to trigger debt and/or generate a notification that an employee has met 130 hours within 3 consecutive months (e.g. FEHB Coverage eligibility).

A5 Compensation and Benefits Integrate with OPM's Online Retirement Application through data exchange protocols for retirement estimates and submission of retirement paperwork online.

A5 Compensation and Benefits Integrate with agency financial systems to ensure the Core HCM platform receives accurate appropriation, financial, labor, project, and other coding required for time and payroll cost distribution.

A9 – Workforce Analytics and Employee Records Allow the changing of T&A system cost organizations as initially populated by the integrated HR system, retaining HR system home organizations.

A9 – Workforce Analytics and Employee Records Provide report functionality that totals up to the related "Labor Cost" report and bi-weekly system file, including staff in per diem status and various paid leave charges (i.e., awards).

A9 – Workforce Analytics and Employee Reporting Enable reporting on employees on detail (e.g. highlighting reimbursable salaries for funding agreements).

A9-Workforce Analytics and Employee Records Allow detailed reporting to track all types of time and labor, including days, hours, and subcategories of these hours. For example, within a date range, show one employee’s time per day throughout each pay period, and the type of time entered for those hours (e.g., Remote, Telework, or Onsite). Allow both individualized reporting and aggregate sums of hour types to accurately track time reporting.

A9 – Workforce Analytics and Employee Reporting Provide data analysis and reporting capabilities on position status (e.g. Filled and vacant positions, detailed positions, and whether a position is funded or not). The platform should show the context of each position fill (or backfill) request (e.g. new or existing position, reporting structure, target grade).

A9-Workforce Analytics and Employee Records Provide a capability to create analytic queries, dashboards, and reports using a single, multiple, or all data fields in the database and display analytics as graphical and/or textual.

A9-Workforce Analytics and Employee Records

Provide an analytic capability which includes the ability for Power Users to perform functions such as:

create custom views save analytic templates save/store analytics with results publish analytics within the platform export data and views of the analytics

A9-Workforce Analytics and Employee Records

Provide a reporting capability of all Human Capital data elements and interconnect with the ability to:

Create standard and tailored reports as needed Perform queries across any/all Human Capital data fields, permeations, events and/or user defined criteria Select a single, multiple, or all data elements Configure reports to include formats, headers, footers, banners, and titles for each report Provide Boolean logic across data fields Group, sort, and filter Create, save, and edit reporting templates Save and store reports with results Share reports with other users in the platform and externally via an API and export capability (such as excel, pdf) Provide results in multiple formats including visual (charts, graphs) and/or textual Schedule report generations (periodicity, data driven events, on demand)

A9-Workforce Analytics and Employee Records Provide a capability to plan, manage and execute furlough of agency personnel, including but not limited to, defining essential positions, payroll execution, acknowledgement forms, announcements, external mass notifications, etc.

A9-Workforce Analytics and Employee Records Provide a capability, interconnected to the Enterprise Human Resources Integration (EHRI) and eOPF, to ingest and export (both manually and automatically) personnel record data from external systems such as other agencies, and use the ingested data to update (both manually and automatically) internal personnel records maintained by human capital practitioners.

A9-Workforce Analytics and Employee Records

Integrate with the Electronic Personnel Folder (eOPF) via three integrated XML-based data feeds: the Employee Data Feed (EDF), Form Data Feed (FDF), and Index Data Feed (IDF). All data feeds are delivered through encrypted SFTP sessions in XML format. Real-time confirmation and error receipts are issued from eOPF for all feed submissions. Failed transmissions or data mismatches must be corrected and resubmitted in accordance with defined protocol.

Feed function:

EDF: Sends key employee data for account creation, updates, and personnel status changes. This is an XML based file containing multiple employee records per single XML file submission.

FDF: Transmits personnel forms (e.g., SF-50) with embedded metadata to trigger indexing and eOPF actions. This is an XML based file containing multiple employee records per single XML file submission.

IDF: Delivers indexed PDF documents with associated attributes (e.g., document type, effective date, NOA codes) to properly file and retrieve personnel records. This is a .zip file containing PDF images and XML indexing information for multiple files/records for a single employee.

A9-Workforce Analytics and Employee Records Integrate with EHRI to transmit HR, payroll, and training data files via the Guide to Human Resources Reporting (GHRR). Data exchange protocols follow the OPM Public Data Release Policy, December 2024.

A9-Workforce Analytics and Employee Records Provide a capability to visualize a hierarchical organization chart for components of the Agency, with configurable options for adding or aggregating by various data types.

A9-Workforce Analytics and Employee Records Provide capabilities to easily create and manage organizations (with effective dates), and the organizational hierarchy “tree” of an agency.

Provide capability to move organizations (e.g. laterally, or to become a sub-unit of another division), without negatively impacting employees.

Allow inactivating organizations with effective dates to provide current status.

A9-Workforce Analytics and Employee Records Allow reporting on the organization hierarchy and as a ‘flat file’ of employees showing full hierarchy top down to their work unit level.

A9-Workforce Analytics and Employee Records Ensure newer data elements are available for all position builds, such as Cybercodes (up to 3, 3-digit codes); Project and Program Management codes (1-4); and Schedule Policy/Career coding, and that these also flow to EHRI.

A9-Workforce Analytics and Employee Records Allow reporting on all personnel action remark codes and remark descriptions.

A9-Workforce Analytics and Employee Records Allow reporting on all SF50 data elements, including report capabilities that show both “From” and To” side data elements in one row for transactional records.

A9-Workforce Analytics and Employee Records Ensure the platform supports Schedule A, B, C, D, Schedule Policy/Career, or other Appointment Type codes for all types of appointments, such as non-career and career appointments.

X1-PAR Processing Support NOA codes for: position changes, details, preliminary retirements, and change of organization.

X1-PAR Processing Provide the ability to retroactively make corrections to personnel actions (e.g., an old action has a change in pay, that change is reflected in all newer actions).

X1-PAR Processing Support the ability for an employee to be detailed to or loaned to another organization without changing their originating organization code.

X1-PAR Processing Flow data from correction personnel actions (Nature of Action 002) up through all retroactive actions from the date of the corrected action to the present actions (e.g., pay, position data). This should be an automatic process that accurately brings corrected data forward, without requiring manual corrections of personnel actions in between.

X1-PAR Processing Force data field edits/warnings on those initiating personnel actions based on the type of personnel action selected. It will not allow flexibility to modify fields not specific to the respective personnel action being initiated. For example, modifying a position data element when simply initiating a name change, or address change.

X1-PAR Processing Include features to manage BUS code determinations and union interactions.

X1-PAR Processing Provide a capability to record effective dates of action, both past and present, along with the auditable timestamp of the changes. Ensure corrections to records and forms, such as SF-50s, are processed and documented in order of action.

X1-PAR Processing Perform processing of benefits (FEGLI elections, life changes elections).

X1-PAR Processing Integrate with eOPF to provide a capability to create, ingest, and maintain a personnel record with automatic population of SF-50s according to OPM guidelines.

X1-PAR Processing Provide the ability to make a mass change in the position hierarchy (e.g. in response to re-organizations). For example, updating 10 positions to report to a new position or person through one mass action.

X1-PAR Processing Provide a solution for automated Within-Grade-Increase (WIGI) Administration: allowing for approval, denial, or delays. Platform should also generate automate notifications of WIGI determination.

X1-PAR Processing Interface with employee’s self-service tool allowing updates to tax forms, address changes, open season FEGLI, Banking info, TSP contributions, Disability status, demographic status, etc.

X1-PAR Processing Interface with OPM Salaries and Wages, Law Enforcement, various pay-bands to apply proper grade and step wages. The solution shall provide calculation of intermittent employee hours and days worked to determine within grade entitlement and FEHB entitlement under the new law

X1-PAR Processing Integrate with payroll provider to update changes made through employee service tool.

X1-Par Processing Allow for mass action processing such as awards, reorganizations, etc. Allow for inputting mass ratings of employees at the end of a fiscal year for performance appraisals.

X1-Par Processing Allow for multiple transactions at the same time for a single employee. Allow the agency to choose sequencing of personnel actions such as two position-related actions on the same day, to process and carry forward the appropriate information.

X1-PAR Processing Implement future mode processing allowing actions to be entered into the platform one or more pay period in advance, processed based on the effective date. The action will not update until the effective date and will also allow for changes prior to the effective date.

X1-PAR Processing Using the Guide to Personnel Processing Actions (GPPA) as a guide, the platform shall ensure the proper family (legal authority, Nature of Action, and Remarks Codes) and reduce the number of corrections required by HR.

X1-PAR Processing Ensure all Legal Authority Codes (LAC) are available when processing personnel actions; allow Agency-specific LAC, such as Direct Hire Authority, and remark codes.

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