AF HRM Capability Descriptions (CV-2 AV-2) July 2025 FINAL.xlsx
XLSX spreadsheet 17 KB Posted
- Attached to
- Agile Refactoring & Sustainment of Legacy Applications to Salesforce Public Sector Solutions (PSS)
- Solicitation number
- FA7014Agile-Refactoring-Sustainment
About this file
The document is a spreadsheet detailing Air Force Human Resources Management (HRM) Business Capability Descriptions, comprehensively outlining 37 distinct capabilities across the HRM lifecycle. These capabilities span critical functions including Accessions, Recruiting, Personnel Readiness, Assignments, Training, Performance Management, Benefits, Retirement, Separation, and IT Support.
The capabilities are organized into key operational domains such as Acquire Airmen, Develop Airmen, Sustain Airmen, Utilize Airmen, and Transition Airmen, with specific sub-capabilities like Medical Evaluations, Promotions/Demotions, Personnel Records Management, and Customer Service Management. Each capability includes a precise description of its functional scope, such as tracking duty status, processing awards and decorations, managing personnel security, administering education programs, and supporting organizational structures within the Department of the Air Force.
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Sheet1
| AF HUMAN RESOURCES BUSINESS CAPABILITY DESCRIPTIONS AV-2 | ||
| CAPABILITIES | DESCRIPTION | HRM Lifecycle |
| Accessions | The ability to determine applicant qualifications, perform inductions, Entered Active Duty (EAD) orders, On-Boarding, and update accession information for all Department of the Air Force. | |
| Acquire Airmen | ||
| Acquisitions | The ability to perform purchasing assets and resources required to support mission needs. | Information Technology (IT) Support |
| Administration | The ability to perform administrative type of tasks within an IT system (i.e., entering tickets into a database; collecting and/or distributing files; tracking information). | Information Technology (IT) Support |
| Adverse Actions | The ability to validate, track, and record alleged offenses and administer disciplinary actions. | |
| Sustain Airmen | ||
| Ancillary Training | Required recurring training for all Airmen, Civilians and Guardians. Examples: Cyber Awareness, Supervisory Training, CUI, Force Protection, Records Management, etc. | Develop Airmen |
| Assignments | The ability to support the process of both temporary and permanent assignments from the time the candidate is selected for an assignment until the assignment is no longer valid. Includes Orders, In and Out Processing, etc. | |
| Utilize Airmen | ||
| Awards & Decs | The ability to submit recommendations, select recipients, order numbers and issue awards and recognitions to personnel. | |
| Sustain Airmen | ||
| Benefits & Entitlements | The ability to provide benefits (e.g., health care, life insurance, long-term care, paid leave, tuition assistance, retirement plans) and entitlements (e.g., Social Security disability benefits, Social Security survivor benefits) to Air Force personnel and their families. | Sustain Airmen |
| Casualty & Family Support | The ability to track and report casualties and missing personnel to include casualty assistance, wounded warrior services such as counseling and family support; and providing mortuary affairs services. | Utilize Airmen |
| Classifications | The ability to provide occupation designation(s) of civilian employees and Airmen and retraining required to accomplish mission tasks and ensure career field sustainability. | Utilize Airmen |
| Competencies/Credentials | The ability to capture personnel qualifications, skills, licensing, certifications and competencies for the Department of Defense (DoD). This information serves to distinguish a group of competencies required for a person to perform tasks related to the DoD's mission. | Develop Airmen |
| Compliance | The ability to sustain an informed human resources workforce, maintain compliance with Federal policy and statutes, maintain contact and communication between AF organizational leaders and military and civilian workforce, conduct information management operations, and conduct unit organizational actions. This capability includes (but is not limited to) equal opportunity programs, Military and Civilian grievance processes, Personal Assistance Services (PAS), and reasonable accommodations. | Sustain Airmen |
| Customer Service Management | The ability to provide assistance to Airmen and their families (i.e., acquiring ID cards, benefits counseling) and self-services (i.e., ability to view and update personal data, customer portals, static personnel data views). | Sustain Airmen |
| Duty History | The ability to monitor and update Airmen requests to change, correct, add, or delete information within their duty history. | Utilize Airmen |
| Duty Status | The ability to track time, absence, and labor; request and process leave; determine Line of Duty (LOD) findings; and resolve unauthorized absence(s) of all Air Force personnel. | Utilize Airmen |
| Education | The ability to develop and deliver education programs, record and track completed education, and administer education management processes for all Air Force personnel. | Develop Airmen |
| Financial/Costs/Execution | The ability to project cost requirements, manage budget estimates, determine and control costs, monitor transactions, and track spending within the Human Resources Management (HRM) domain (i.e., labor, technology, HRM programs, Member entitlements, travel). | Define the Force |
| Formal Training (Does not include Pilot Training) | The ability to deliver individual training courses, on-the job (OJT) training, functional training, recording and tracking completed training, and the administration of training management processes for all AF personnel. | Develop Airmen |
| IT Infrastructure | The ability to support AF Human Resources Management (HRM) business functions via Information Technology (IT) and its infrastructure. Serving as the foundation of an IT infrastructure are physical components (i.e., computer hardware, phones, facilities), software components (i.e., computer programs, data), and network components (i.e., linked devices, shared data). | Information Technology (IT) Support |
| Manpower | The ability to identify, record, and track the appropriate number of personnel needed and available to accomplish Air Force missions including determining and prioritizing operational requirements, type and characteristics, and resource allocations; compiling, projecting, and integrating manpower requirements; preparing and processing requests for manning assistance; managing open positions; and allocating resources to maintain force structure. Number of positions aside from personnel. | Define the Force |
| Medical Evaluations | The ability to evaluate an Airman's medical history and overall health to determine if the Aiman meets the physical and mental health standards required for military service or if they have duty limitations. This includes but is not limited to, documenting the extent of an injury or illness for an Airman or family member, updating and maintaining medical profiles, the Exceptional Family Member Program (EFMP), Medical Evaluation Boards (MEBs), Physical Evaluation Boards (PEBs), and waivers of defined medical requirements. | Sustain Airmen |
| Organization | The ability to identify and record organizational structure and roles in order to form Air Force organizations needed to accomplish assigned missions. This also includes (but is not limited to) identifying Air Force organizations via a Personnel Accounting Symbol (PAS) code; distributing PAS information to assignments, war planners, and manpower; and aligning personnel resources to defined organizational hierarchies. | Define the Force |
| Participation | The ability to identify, track, and record participation of Air Force National Guard (ANG), Military Personnel Appropriation (MPA), and Air Force Reserve (AFR) members in various activities such as required training(s), funeral honor duty (FHD), progression tours, and Active Duty for Operational Support (ADOS). Includes Participation Active Orders. | Utilize Airmen |
| Pay & Deductions | The ability to compensate and reimburse Air Force personnel as well as activate and stop pay records for Air Reserve Component members. | Compensate Airmen |
| Performance Management | The ability to administer and record personnel performance evaluations including Members' physical fitness and job performance evaluations to meet established standards and perform assigned missions. | Sustain Airmen |
| Personnel Readiness | The ability to deploy, produce orders, assign, track and facilitate rapid movement of personnel. | Utilize Airmen |
| Personnel Records Management | The ability to store, retrieve, and manage the Master Personnel Records for all AD, ANG, and AFR, Civilian and USSF personnel. | Sustain Airmen |
| Personnel Security | The ability to process personnel security actions (i.e., ID badges, security clearances, physical security) and to protect vulnerable information as well as digital and non-digital information. | Utilize Airmen |
| Pilot/Flying Training | The ability to deliver individual Pilot/Flying training courses and capabilities, recording and tracking completed training, and the administration of training management processes for Pilot production. | Develop Airmen |
| Promotions/Demotions | The ability to track, record, validate, and process career promotion and demotion activities for Air Force personnel, both enlisted and officer members, as well as civilian employees. This also includes (but is not limited to) providing promotion/demotion statistical data, promotion process collaboration, promotion board support, and notification of a promotion/demotion, and Promotion/Demotion orders. | Sustain Airmen |
| Recruiting | The ability to manage applicant prospecting, interviewing, and recruiting (e.g., evaluations, processing, assessing qualifications). | Acquire Airmen |
| Reporting | The ability to generate hard and/or soft copy reports developed from human resources data. | Information Technology (IT) Support |
| Retention | The ability to project, process, and record the retention of Airmen through reenlistment, extensions, tenure monitoring, and incentives. | Sustain Airmen |
| Retirement(s) | The ability to process voluntary and involuntary retirement actions to include orders for military and civilian Air Force personnel. | Transition Airmen |
| Separation(s) | The ability to process voluntary separations to include orders (e.g., resignations, contract completions) and involuntary separations (e.g., adverse actions) for military and civilian Air Force personnel. | Transition Airmen |
| Services/MWR | The ability to provide services to Airman and their families in support of morale, welfare, and recreation (MWR) programs; child care; youth programs; family readiness; leisure services; special programs; and other essential services. | Sustain Airmen |
| Surveys | The ability to create, distribute, receive feedback, and analyze data of surveys. | Information Technology (IT) Support |
| Tests/Exams | The ability to develop, administer, and record results for competency related tests and applying a level of measurement in determining personnel reclassification, skills evaluation, professional knowledge, and formal supervisory examinations, also include TCO actions/responsibilities. | Sustain Airmen |
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