Attachment 2- HRM II Government Questions 05MAR2026.pdf
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- Attached to
- NGA HRM-II RFI
- Solicitation number
- NGA_HM0476_HRM_II_RFI
About this file
This is a government questions document for the HRM II federal contract opportunity, containing 18 evaluation questions organized across six functional areas within the Performance Work Statement (PWS).
The questions are structured in three categories: Revised Capability Questions (Questions 1-6) focusing on methodology and experience; AI Integration Questions (Questions 7-12) addressing how contractors would implement artificial intelligence and advanced analytics; and Transition/Change Management Questions (Questions 13-18) assessing transition planning and stakeholder engagement. The functional areas covered include PAR Processing (2.1.2), Benefits & Retirement (2.1.7), Employee & Labor Relations (2.2), Recruitment Marketing (2.3.3), Human Capital Data (2.4.1), and Program Management (Section 3). Key evaluation topics include PAR validation methodology and quality control; retirement package advisory services; ER/LR case analysis and legally-sound recommendations; recruitment campaign development and ROI measurement; predictive modeling for human capital insights; AI-powered PAR auditing against OPM guidelines; AI-driven candidate identification and passive candidate outreach; NLP analysis for ER case trend identification; real-time predictive analytics for attrition forecasting; PMO-based AI tools for scheduling and resource allocation; 90-day transition plans with zero service interruption; and 180-day innovation opportunity identification. The document emphasizes contractor capability to enhance service delivery, demonstrate immediate value, earn stakeholder trust, and implement continuous improvement throughout contract performance.
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UNCLASSIFIED
HRM II Attachment 2- Government Questions
Question #
PWS
Section Functional Area Revised Capability Question (Focus on 'How')
1 2.1.2 PAR Processing
Describe your methodology for processing and validating
Personnel Action Requests to ensure they are accurate and complete for federal review and approval.
2 2.1.7 Benefits & Retirement
Detail your quality control methodology for reviewing retirement packages to provide accurate and comprehensive advisory services to employees and federal benefits specialists.
3 2.2 (ER/LR)
Employee & Labor
Relations
Describe your methodology for analyzing ER/LR cases and providing legally-sound recommendations and options for federal managers to consider when addressing performance or conduct issues.
4 2.3.3 Recruitment Marketing
Describe your framework for developing recruitment campaigns that attract qualified candidates for federal review. Provide examples of how you measure ROI for clients with hard-to-fill roles.
5 2.4.1 Human Capital Data
Describe your experience building predictive models to provide actionable human capital insights and recommendations to federal leadership.
6 3 Program Management
Describe your program management framework for supporting a contract of this size, emphasizing continuous improvement in service delivery.
Question #
PWS
Section Functional Area AI Integration Question (Focus on 'Show Me')
7 2.1.2 PAR Processing
How would you use AI to audit PAR packages against
OPM guidelines and agency policy, flagging potential errors or inconsistencies for a federal specialist to review?
8 2.1.7 Benefits & Retirement
How would an AI-powered engine provide personalized retirement forecasts and information to employees, enabling them to make more informed decisions and prepare their application for federal review?
9 2.2 (ER/LR)
Employee & Labor
Relations
How could NLP be used to analyze ER case data to identify trends and patterns, providing objective insights to federal ER specialists to support consistent application of policy?
10 2.3.3 Recruitment Marketing
Propose an AI-driven approach to identify and conduct initial outreach to passive candidates, presenting a curated list of interested and potentially qualified individuals to federal hiring managers.
11 2.4.1 Human Capital Data
How would you move beyond descriptive dashboards to implement a real-time analytics capability that delivers predictive insights to federal decision-makers (e.g., forecasting attrition risk)?
12 3 Program Management
How are you using AI-driven tools within your own PMO to enhance scheduling, resource allocation, and report performance metrics and risk assessments to your federal counterparts?
Question #
PWS
Section Functional Area AI Integration Question (Focus on 'Show Me')
13 2.1.2 PAR Processing
Describe your 90-day plan to ensure a seamless transition of PAR processing support with zero service interruption, assuming responsibility from an existing service provider.
14 2.1.7 Benefits & Retirement
The workforce is accustomed to well-established support structures. How would you manage this change and demonstrate immediate value through enhanced advisory tools and resources?
15 2.2 (ER/LR)
Employee & Labor
Relations
How would you propose to earn the trust of senior leaders as a credible source of ER/LR advice and support, complementing their decision-making authority?
16 2.3.3 Recruitment Marketing
How would you differentiate our employer brand from other agencies competing for the same talent? What innovative outreach channels would you recommend?
17 2.4.1 Human Capital Data
How do you foster a culture of data-driven decision-making? Provide examples of how you have trained and equipped federal managers to better interpret and use human capital data.
18 3 Program Management
Describe your proposed transition-in plan. Given the mature nature of the program, how will you identify and recommend opportunities for innovation and efficiency gains within the first 180 days?
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