Attachment_2_HRMII_Workload_Estimate.xlsx
XLSX spreadsheet 35 KB Posted
- Attached to
- NGA HRM-II RFP
- Solicitation number
- HM047626R0018
About this file
This is a Workload Estimate attachment detailing comprehensive human resource management support services required by the National Geospatial-Intelligence Agency (NGA) across a base year plus four option years. The workload estimate encompasses personnel data processing, talent acquisition, talent development, strategic workforce planning, employee support services, and performance management functions, with the majority of work performed at NGA locations in Washington, D.C. and St. Louis, Missouri.
The estimate specifies detailed workload metrics across multiple functional areas including personnel action requests (25,000 manual PARs annually), retirement processing (250 retirement application packages annually), benefits administration, personnel file maintenance (20,000 documents annually), recruitment and applicant processing (25,000 applicant data entries annually, 2,000 conditional offer of employment packages annually), performance pay training delivery (40 instructor-led sessions annually), talent development support (3,000+ annual engagements), strategic workforce planning activities (35 job task analyses annually with competency development for 700+ definitions), executive performance plan reviews (220 plans annually with 40 coaching sessions), and human capital data analytics (6 engagements per month in base year with escalating data element coverage from 2,000 to 4,000 elements across option years). Many tasks require TS/SCI security clearances and work on classified NGA systems. The workload remains consistent across all five contract years in most functional areas, with specific variations noted in reinvented performance management training and data analytics activities that increase in scope through option years one and two before stabilizing.
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HRM II WLE CLEAN
| HRM II Attachment 2 -Workload Estimate - RFP HM047626R0018 | |||||||||||
| Section | PWS Section | Description | Location | Estimates | TS/SCI clearance required? | Comments | |||||
| HD Office | BaseYear | Option Year 1 | Option Year 2 | Option Year 3 | Option Year 4 | ||||||
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Integrate the selection process for Competitive Call into the Career Development program includes PeopleSoft requirements (52), policy guidance (3), communications (26), presentations (10), process integration (52). | NGA Washington | 143 per year | 143 per year | 143 per year | 143 per year | 143 per year | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Provide various engagement and communication services on a weekly basis | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9.1 / 2.1.9.3 | HDR | Perform various functions within Peoplesoft, including data entry into the Rank-in-Person module on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Performance Base Compensation | 2.1.12 | HDC | Update Performance Pay Training Materials for (4) ILT courses: Performance Pay Board and Panel Training; Compensation WorkBench (CWB) Operator; Performance Pay Deliberations Demonstration (PPDD); and HR Advisor Training; and (2) WBTs: Performance Pay for Experienced Board and Panel Members; and Initial Feedback Training for Supervisors. | Offsite | Updated mat'ls for ILTs . (Board&Panel/ CWB Operator/ PPDD/HR Advisor): Announcements/Communications; 1 Facilitator Guide; and 1 Participant Guide with Exercises/Handouts per year. Updated mat'ls for WBTs (Exp'd B&P Members/ Sup Feedback): Announcements/Communications; and 1 slide deck (WBT file) per year. | Updated mat'ls for ILTs | Updated mat'ls for ILTs | Updated mat'ls for ILTs | Updated mat'ls for ILTs | No | |
| Performance Base Compensation | 2.1.12 | HDC | Deliver Performance Pay Instructor-led Training (ILT). ILT facilitated sessions shall include Board/Panel members, Compensation WorkBench (CWB) Operator, Performance Pay Deliberations Demonstration (PPDD), and HR Advisor. | Onsite NGA Washington and Onsite NGA St. Louis | 40 sessions per year | 40 sessions per year | 40 sessions per year | 40 sessions per year | 40 sessions per year | Yes | 2 hours per session |
| Performance Base Compensation | 2.1.12 | HDC | Create and update PPDD as web-based training (WBT) course – by building on materials offered in the ILT PPDD to create a standalone WBT course. | Offsite | N/A | N/A | Create 1 slidedeck (WBT file) per year | 1 updated slidedeck (WBT file) per year | N/A | No | |
| Performance Base Compensation | 2.1.12 | HDC | Conduct Train-the-trainer (T3) sessions for PPDD: These activities shall include conducting one (1) training session to NGA College instructors on the Performance Pay Deliberations Demonstration Course. | Onsite NGA Washington | N/A | N/A | N/A | N/A | 1 session per year | Yes | 7 hours per session |
| Performance Pay Process | 2.1.12.1 | HDC | Update the Performance Pay Guide | Offsite | 1 updated Performance Pay Guide per year. | 1 updated Performance Pay Guide per year | 1 updated Performance Pay Guide per year | 1 updated Performance Pay Guide per year | 1 updated Performance Pay Guide per year | No | |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.1 | HDC | Update and deploy targeted web-based survey questionnaires to assess the performance management process, performance pay process, training efforts, and communications initiatives. | Develop: Offsite; Deploy: Onsite NGA Washington | 8 surveys per year | 8 surveys per year | 8 surveys per year | 8 surveys per year | 8 surveys per year | Develop: No; Deploy: Yes | |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.2 | HDC | Update feedback session protocols and conduct feedback sessions | Update: Offsite; Deploy: Onsite NGA Washington and Onsite NGA St. Louis | 8 protocols per year; 12 sessions per year | 8 protocols per year; 12 sessions per year | 8 protocols per year; 12 sessions per year | 8 protocols per year; 12 sessions per year | 8 protocols per year; 12 sessions per year | Yes | 2 hours per session |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.3 | HDC | Analyze findings from questionnaires and feedback sessions and prepare reports. | Offsite | 1 Initial summary report per year; 1 Final detailed report per year | 1 Initial summary report per year; 1 Final detailed report per year | 1 Initial summary report per year; 1 Final detailed report per year | 1 Initial summary report per year; 1 Final detailed report per year | 1 Initial summary report per year; 1 Final detailed report per year | No | |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.4 | HDC | • Develop new and update existing informational and procedural documents for NGA workforce to address new and recurring special topics identified by the Government and IAW Government process (e.g., factsheets, toolkits, desk guides). | Offsite | 2 new Factsheets and 1 new Toolkit developed OR 5 Current Factsheets and 2 current Tookits updated per year | 2 new Factsheets and 1 new Toolkit developed OR 5 Current Factsheets and 2 current Tookits updated per year | 2 new Factsheets and 1 new Toolkit developed OR 5 Current Factsheets and 2 current Tookits updated per year | 2 new Factsheets and 1 new Toolkit developed OR 5 Current Factsheets and 2 current Tookits updated per year | 2 new Factsheets and 1 new Toolkit developed OR 5 Current Factsheets and 2 current Tookits updated per year | No | |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.4 | HDC | • Maintain relevant content on the HD website pages for Performance Management and Compensation/Performance Pay to ensure currency and accuracy. | Onsite NGA Washington | 1 review/update per year | 1 review/update per year | 1 review/update per year | 1 review/update per year | 1 review/update per year | Yes | |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.4 | HDC | • Verify data provided by KCs and from other program offices (e.g., JDR) in preparation for performance pay deliberations. | Onsite NGA Washington and NGA St. Louis | 1 Activity report per month | 1 Activity report per month | 1 Activity report per month | 1 Activity report per month | 1 Activity report per month | Yes | |
| Performance Management and Performance-Based Compensation Practices | 2.1.13.5 | HDC | Deliver Targeted Information Sessions – to include preparing materials and delivering sessions on topics related to performance pay, performance management and/or related topics. | Develop: Offsite; Deploy: Onsite NGA Washington and Onsite NGA St. Louis | 3 sessions per year | 3 sessions per year | 3 sessions per year | 3 sessions per year | 3 sessions per year | Develop: No; Deliver: Yes | 1 hr each (45mins content/15mins Q&A) |
| Performance Development System | 2.1.14 | HDC | Update Performance Management Training Materials – Minor update to (3) instructor-led training materials for Self-Report of Accomplishments (SRA ILT/Toolkit); Creating Effective Objectives (CEO ILT/Toolkit); Ratings Consistency Workshop (RCW ILT/Toolkit); and (5) web-based training for Supervisor PM/PP Processes; Employee PM/PP Processes; Performance Review Authorities (PRA); Self-Review of Accomplishments (SRA); and Creating Effective Objectives (CEO). | Offsite | 3 ILT courses final updated mat'ls per year; 5 WBT courses final updated mat'ls per year | N/A | 3 ILT courses final updated mat'ls per year; 5 WBT courses final updated mat'ls per year | N/A | N/A | No | |
| Performance Development System | 2.1.14 | HDC | Design new performance management process for NGA in alignment with OUSD(I&S) HCMO direction. -- Develop, test, validate new PM process, including annual performance reviews and associated tools, techniques, and practices. -- Coordinate with relevant stakeholders and incorporate recommendations where reasonable (OGC, ODE, Career Services, Culture & Leadership Excellence, etc.). -- Document all new processes, etc. and create SOPs. -- Conduct change management activities regarding new performance culture. -- Develop technology requirements and work with CIO-T to create technology solutions. -- Update NGA policy and instruction as necessary; coordinate with oversight on policy exemptions and / or policy updates. -- Coordinate with NGA programs with a nexus to performance management to determine way forward with new processes (e.g., promotions, Joint Duty). | NGA Washington | Test, validate, and refine new PM processes and determine related areas for attention / change (promotions, talent requirements, JDA, etc.); Develop PeopleSoft requirements and work with TIB to implement; Conduct change management activities and outreach; Begin updating NGA policy, continue coordination w/oversight on policy exemption or updates. Finalize technology updates to PeopleSoft for new processes. | Finalize PM processes, including updates to related areas (promotions, talent requirements, JDA, etc.). Begin implementation training, change management, Finalize updates to NGA policy, continue coordination w/oversight on policy exemption or updates. Update SOPs | Continuous evaluation and process improvements. Continue change management, training, and communication activities. Update / refine SOPs. Begin process of transitioning to “regular” performance management including internal trainings, SOPs, etc. | Fully transition to “regular” Performance Management | N/A | Yes | Anticipate by Year 4 that “RPM” will fully transition to be incorporated in routine “PM” for the future. |
| Performance Development System | 2.1.14 | HDC | Train NGA workforce on new processes, technology, and on softer skills & performance culture techniques. -- Develop and deliver soft skills trainings (e.g., feedback courses). -- Develop and deliver process training (e.g., training to new PeopleSoft processes). -- Develop, deliver, and update FAQs and Answers document. -- Create and maintain RPM webpage for workforce. | NGA Washington /offsite | Update TNA, Develop 2 additional courses, Continue delivering courses to employees & supervisors, Develop & maintain FAQs & Answers document and RPM website | Update TNA, Continuous evaluation and updates to 4 courses, Create process training, Continue delivering courses to employees & supervisors, Develop & maintain FAQs & Answers document and RPM website. | Update TNA, Develop new courses as required, Continuous evaluation and updates to courses, Continue delivering courses, Develop & maintain FAQs & Answers document and RPM website. | Fully transition to various stakeholders for continued delivery in a post-“Reimagining” world when it is simply “regular” performance management | N/A | Develop, no; Deliver, yes | Train NGA workforce on new processes, technology, and on softer skills & performance culture techniques. -- Develop and deliver soft skills trainings (e.g., feedback courses). -- Develop and deliver process training (e.g., training to new PeopleSoft processes). -- Develop, deliver, and update FAQs and Answers document. -- Create and maintain RPM webpage for workforce |
| Performance Development System | 2.1.14.3 | HDC | Conduct Performance Management Train-the-Trainer (T3) Session to NGC College Instructors for each of the following courses – Creating Effective Objectives (CEO), Ratings Consistency Workshop (RCW), Self-Report of Accomplishments (SRA) | Onsite NGA Washington | NA | N/A | N/A | N/A | 1 session per course per year | Yes | 7 hours per session (per course) |
| Reloaction Program Management Support | 2.1.17 | HDC | Preliminary Actions | NGA St. Louis | 20 per quarter | 20 per quarter | 20 per quarter | 20 per quarter | 20 per quarter | Yes | Work required is on classified computer system |
| Reloaction Program Management Support | 2.1.17 | HDC | Complete Initial Email to Newly Assigned Employees | NGA St. Louis | 20 per quarter | 20 per quarter | 20 per quarter | 20 per quarter | 20 per quarter | Yes | Work required is on classified computer system |
| Reloaction Program Management Support | 2.1.17 | HDC | process Medical Clinic of Physical | NGA Washington and NGA St. Louis | 20 per quarter | 20 per quarter | 20 per quarter | 20 per quarter | 20 per quarter | Yes | Work required is on classified computer system |
| Reloaction Program Management Support | 2.1.17 | HDC | Reconcile TQSA | NGA St. Louis | 40 per quarter | 40 per quarter | 40 per quarter | 40 per quarter | 40 per quarter | Yes | Work required is on classified computer system |
| Personel Data - PAR Processing | 2.1.2 | HDC | Audit, determine, and update employee records not limited to Service Computation Dates, position data, retirement system, benefit eligibility, veteran’s preference, and disabled veteran’s leave. | 20 % NGA Washington , 80% NGA St. Louis | 1000 per year | 1000 per year | 1000 per year | 1000 per year | 1000 per year | Yes | Data is Maintained on the NGANet TS/SCI classified system |
| Personel Data - PAR Processing | 2.1.2 | HDC | Initiate and process Personnel Action Requests (PARs) | 20 % NGA Washington , 80% NGA St. Louis | 25,000 manual PARs per year | 25,000 manual PARs per year | 25,000 manual PARs per year | 25,000 manual PARs per year | 25,000 manual PARs per year | Yes | Work required is on classified computer system |
| Personel Data - PAR Processing | 2.1.2 | HDC | Respond to customer requests for information and help on using the PeopleSoft and data changes resulting from personnel action processing (PARs) | 20 % NGA Washington , 80% NGA St. Louis | 6 hours per Day | 6 hours per Day | 6 hours per Day | 6 hours per Day | 6 hours per Day | Yes | Work required is on classified computer system. Requirement is that there be support to respond to customer requests for six (6) hours per day. |
| Personel Data - PAR Processing | 2.1.2 | HDC | Process employees transferring to other Federal agencies | 20 % NGA Washington , 80% NGA St. Louis | 100 per Year | 100 per Year | 100 per Year | 100 per Year | 100 per Year | Yes | Work required is on classified computer system |
| PAR Processing | 2.1.2 | HDR | Export basic data from Peoplesoft into pivot tables, charts and tables on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| PAR Processing | 2.1.2 | HDR | Initiate action requests for new selectees (each PeopleSoft entry per selectee) | NGA Washington | 800 per month | 800 per month | 800 per month | 800 per month | 800 per month | Estimated to be 1 minute per entry | |
| Personel Data - DFAS/DCPS | 2.1.3 | HDC | Resolve discrepancy between the PeopleSoft and Payroll System when identified by the contractor or government | 20 % NGA Washington, 80% NGA St. Louis | 2800 per year | 2800 per year | 2800 per year | 2800 per year | 2800 per year | Yes | Work required is on classified computer system, resolved through DFAS on unclassified system |
| Personel Data - DFAS/DCPS | 2.1.3 | HDC | Tickets to DFAS systems | NGA Washington and NGA St. Louis | 1000 per year | 1000 per year | 1000 per year | 1000 per year | 1000 per year | Yes | Work required is on classified computer system, resolved through DFAS on unclassified system |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | Maintain record/OPF within PeopleSoft of employees transferring to other federal agencies. | NGA St. Louis | 100 per Year | 100 per Year | 100 per Year | 100 per Year | 100 per Year | Yes | Work required is on classified computer system |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | When data discrepancies or missing documents are identified, contractor must request info from external agencies and/or the employee and resolve discrepancy | 20 % NGA Washington, 80% NGA St. Louis | 200 per year | 200 per year | 200 per year | 200 per year | 200 per year | Yes | Work required is on classified computer system |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | File documents in electronic OPF | NGA St. Louis | 20,000 documents per year | 20,000 documents per year | 20,000 documents per year | 20,000 documents per year | 20,000 documents per year | Yes | Documents are Unclassified, Scanning occurs on classified system |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | Maintain recordkeeping system for the OPFs | NGA St. Louis | 8000 per year | 8000 per year | 8000 per year | 8000 per year | 8000 per year | Yes | OPF are unclassified but maintained in classified area |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | Maintain OPF mechanical revolving file, call in trouble ticket for any equipment problem/failure. | NGA St. Louis | 2 per year | 2 per year | 2 per year | 2 per year | 2 per year | Yes | OPF are unclassified but maintained in classified area |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | Respond to requests from authorized requestors, employees, supervisors, HD personnel and investigators to make OPFs available and if necessary serve as an escort and observer as OPFs are reviewed. | NGA St. Louis | 250 per year | 250 per year | 250 per year | 250 per year | 250 per year | Yes | OPF are unclassified but maintained in classified area |
| Personel Data - OPF Maintenance | 2.1.4 | HDC | Prepare and ship hardcopy OPFs to authorized requestors, National personnel Record Center (NPRC) or another federal agency. | NGA St. Louis | 750 per year | 750 per year | 750 per year | 750 per year | 500 per year | Yes | OPF are unclassified but maintained in classified area |
| Personel Data - CWR Processing | 2.1.5 | HDC | Respond to customer requests and trouble tickets from the NGA Help Desk requesting information and assistance in establishing , updating, moving and inactiving records of NGA contractor personnel and other Government personnel. | NGA Washington or NGA St. Louis | 6500 per year | 6500 per year | 6500 per year | 6500 per year | 6500 per year | Yes | Data is Maintained on the NGANet TS/SCI classified system |
| Personel Data - Separation Process | 2.1.6 | HDC | Provide support to the separation process not limited to processing separation actions, monitoring and responding to employee inquiries, coordinate and track separation items, document and maintain current process and procedures. | 20 % NGA Washington, 80% NGA St. Louis | 4000 per year | 4000 per year | 4000 per year | 4000 per year | 4000 per year | Yes | Data is Maintained on the NGANet TS/SCI classified system |
| Benefits and Retirement Team | 2.1.7 | HDC | Calculate and validate retirement Service Computation Dates (SCD) for employees with prior federal service (this includes updating GRB and PeopleSoft) | NGA Washington and NGA St. Louis | 100 per year | 100 per year | 100 per year | 100 per year | 100 per year | Yes | Work required is on classified computer system |
| Benefits and Retirement Team | 2.1.7 | HDC | Process an employee's Retirement Application Package for all types of retirement | NGA Washington and NGA St. Louis | 250 per year | 250 per year | 250 per year | 250 per year | 250 per year | Yes | Work required is on both the unclassified and classified computer systems |
| Benefits and Retirement Team | 2.1.7 | HDC | Provide retirement estimates upon request for employees. | NGA Washington and NGA St. Louis | 550 per year | 550 per year | 550 per year | 550 per year | 550 per year | Yes | Work required is on classified computer system |
| Benefits and Retirement Team | 2.1.7 | HDC | Process all death packages | NGA Washington and NGA St. Louis | 15 per year | 15 per year | 15 per year | 15 per year | 15 per year | Yes | Work required is on both the unclassified and classified computer systems |
| Benefits and Retirement Team | 2.1.7 | HDC | Process military deposits and civilian deposit/redeposits for creditable service toward retirement (this includes updating GRB and PeopleSoft) | NGA Washington and NGA St. Louis | 550 per year | 550 per year | 550 per year | 550 per year | 550 per year | Yes | Work required is on both the unclassified and classified computer systems |
| Benefits and Retirement Team | 2.1.7 | HDC | Process retirement estimates for Voluntary Early Retirment Authroity (VERA) and Voluntary Separation Incentive Payment (VSIP) | NGA Washington and NGA St. Louis | 100 per year | 100 per year | 100 per year | 100 per year | 100 per year | Yes | Work required is on classified computer system |
| Benefits and Retirement Team | 2.1.7 | HDC | Assemble and personalize the memorabilia packages and ship it to the employee or arrange for package pickup; manage and maintain the inventory of memorabilia items. | 80% NGA Washington, 20% NGA St. Louis | 325 per year | 325 per year | 325 per year | 325 per year | 325 per year | Yes | Work required is on classified computer system |
| Benefits and Retirement Team | 2.1.7 | HDC | Benefit/Leave/Retirement Report Processing | NGA Washington and NGA St. Louis | 10 per month | 10 per month | 10 per month | 10 per month | 10 per month | Yes | Several reports are received on a classified system |
| Benefits and Retirement Team | 2.1.7 | HDC | Manage all retirement processing activities for Agency workforce shaping efforts (including VERA, VSIP and DRP) | NGA Washington and NGA St. Louis | 1 per year | 1 per year | 1 per year | 1 per year | 1 per year | Yes | Work required is on both the unclassified and classified computer systems |
| Leave Sharing Services | 2.1.8 | HDC | Adminstrative support for the NGA Leave Bank, Leave Transfer and Emergency Leave Transfer programs to include corresponding, processing hours, case closures and Board meeting prep/coordination. | NGA Washington or NGA St. Louis | 200 per year | 200 per year | 200 per year | 200 per year | 200 per year | Yes | Work required is on classified computer system |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Develop program measurements and instruments to ensure process implementation is effective, and assess the quality of NGA’s Career Services Program on a monthly basis | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Maintain an integrated annual Talent Development schedule and update monthly | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Assist the Career Services in updating their Career Guides (12), using a common HD template | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Identify inefficient processes and provide recommendations for improvement on a monthly basis | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Support the facilitation of Career Development panels as required | NGA Washington | 100 per year | 100 per year | 100 per year | 100 per year | 100 per year | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Support the facilitation of NGA Promotion panels as required | NGA Washington | 36 per year | 36 per year | 36 per year | 36 per year | 36 per year | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Provide various engagement and communication services on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Post and maintain all relevant MGA Promotion Program information on the Career Services website on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Schedule and host required engagement meetings (25), working groups (15), town halls (3) and other events (7) as required to support the NGA Promotions Program | NGA Washington | 50 per year | 50 per year | 50 per year | 50 per year | 50 per year | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Facilitate NGA Promotion Program promotion panels as needed | NGA Washington | 36 per year | 36 per year | 36 per year | 36 per year | 36 per year | Yes | |
| HD Key Component Engagement / Affiliate Team | 2.1.9 | HDR | Identify and monitor Peoplesoft technical requirements linking the Integrated Talent Profile to the decision-making business processes supporting Rank-in-Person on a monthly basis and capture those in reportable and trackable format | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| Key Component Engagement / Affiliate Team | 2.1.9.2 | HDC | Input supervisor changes in PeopleSoft | NGA Washington and NGA St. Louis | 800 per month | 800 per month | 800 per month | 800 per month | 800 per month | Yes | |
| Professional Development | 2.2.4 | HDN | Maintain and execute an annual Professional Development schedule | NGA Washington | 3 per year | 3 per year | 3 per year | 3 per year | 3 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Perform various functions within Peoplesoft, including data entry into the Professional Development module on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Professional Development | 2.2.4 | HDN | Identify inefficient processes and provide recommendations for improvement on a monthly basis | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| Professional Development | 2.2.4 | HDN | Assist in the drafting and staffing of all Professional Development policy, and communications, including FAQs, desk guides and toolkits. | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 110 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Post and maintain all relevant Professional Development information on the Career Field website on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Professional Development | 2.2.4 | HDN | Schedule and participate in required engagement meetings, working groups, town halls, and other events as required to support the Professional Development Program | NGA Washington | 50 per year | 50 per year | 50 per year | 50 per year | 50 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Fully integrate competencies into Professional Development for pay banded employees | NGA Washington | 3 per year | 3 per year | 3 per year | 3 per year | 3 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Assist in developing methods that use competencies and other measures to assess the occupational health for each Career Field | NGA Washington | 3 per year | 3 per year | 3 per year | 3 per year | 3 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Assist in exploring and developing new Professional and Talent Development concepts | NGA Washington | 3 per year | 3 per year | 3 per year | 3 per year | 3 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Assist in developing career pathing models for NGA employees | NGA Washington | 3 per year | 3 per year | 3 per year | 3 per year | 3 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Develop and provide Professional Development training and guidance for Career Field Managers, Occupation Managers, Career Development Officers, staff and panel members | NGA Washington | 2 per month | 2 per month | 2 per month | 2 per month | 50 per year | Yes | |
| Professional Development | 2.2.4 | HDN | Provide various engagement, communication, and facilitation services on a weekly basis (TBD) | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Professional Development | 2.2.4.2 | HDN | Identify and monitor Peoplesoft technical requirements linking the Integrated Talent Profile to the decision-making business processes supporting Professional Development on a monthly basis and capture those in reportable and trackable format | NGA Washington | 2 per month | 2 per month | 2 per month | 2 per month | 2 per month | Yes | |
| Professional Development | 2.2.4.3 | HDN | Export and analyze data from Peoplesoft into pivot tables, charts and tables on a weekly basis in support of Professional Development | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Professional Development | 2.2.4.4 | HDN | Conduct research and make recommendations for approved college/universities and program study areas against NGA work roles and occupations. NGA Strategic Workforce Plan, NGA Talent Development Priorities, and other supporting documents for the Competitive Call and Tuition Assistance Program montly or as requested by the Government to illustrate progress toward program goals. | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per week | Yes | |
| Professional Development | 2.2.4.5 | HDN | Develop program evaluation support to include document reviews and updates, data collection and analysis, stakeholder interviews, surves, focus groups, future state visioning, gap analysis, and recommendations for program improvement. | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Schedule and participate in required engagement meetings, working groups, town halls and other events as required to support the Assignments Program | NGA Washington | 45 per year | 45 per year | 45 per year | 45 per year | 45 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Assist in the drafting and staffing of all assignments policy (2-3) and communications (4), including FAQs (100), desk guides and toolkits (2-3) | NGA Washington | 110 per year | 110 per year | 110 per year | 110 per year | 110 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Post and maintain all relevant assignments information on the Career Services website on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Identify and monitor technical requirements necessary to support Mission Talent Alignment based assignments | NGA Washington | 350 per year | 350 per year | 350 per year | 350 per year | 350 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Export basic data from Peoplesoft and the Analytic Environment into pivot tables, charts and tables on a weekly basis | NGA Washington | 100 per year | 100 per year | 100 per year | 100 per year | 100 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Design and develop models for making assignments based on various data sets, including: the Integrated Talent Profile, office of Talent Development Assignment guidance. | NGA Washington | 750 per year | 750 per year | 750 per year | 750 per year | 750 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Develop program measurements and instruments to ensure process implementation is effective, and assess the quality of NGA’s assignments process (TBD) on a monthly basis--frequency looking for?? | NGA Washington | 750 per year | 750 per year | 750 per year | 750 per year | 750 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Identify inefficient processes and provide recommendations for improvement on a monthly basis | NGA Washington | 100 per year | 100 per year | 100 per year | 100 per year | 100 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Provide various engagement and communication services on a weekly basis | NGA Washington | 1 per week | 1 per week | 1 per week | 1 per week | 1 per week | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Perform various functions within Peoplesoft, including data entry into the assignment’s marketplace on a weekly basis | NGA Washington | 350 per year | 350 per year | 350 per year | 350 per year | 350 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Assignment Opportunity Notices (AONs) posted to NGA application site and OPM (as directed) | NGA Washington | 1000 per year | 1000 per year | 1000 per year | 1000 per year | 1000 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | The government is requesting contacting every applicant with a Conditional Offers of Employment (COE) at least once a month. Contact is through a combination of phone calls and e-mails (for example: one month phone call, next month e-mail). | NGA Washington | 1000 per month | 1000 per month | 1000 per month | 1000 per month | 1000 per month | Yes | Estimated to be 5 minutes per applicant |
| Assignment Management | 2.3.11.1 | HDR | Finalize selectee offer and schedule EOD | NGA Washington | 100 per month | 100 per month | 100 per month | 100 per month | 100 per month | ||
| Assignment Management | 2.3.11.1 | HDR | Software Licenses | NGA Washington | 14 per year | 14 per year | 14 per year | 14 per year | 14 per year | Yes | |
| Assignment Management | 2.3.11.1 | HDR | Develop and Maintain Governance Documents | NGA Washington | 60 per year | 60 per year | 60 per year | 60 per year | 60 per year | Yes | (This will include SOPs and user guides associated with new technology and applicant tracking system.) |
| Assignment Management | 2.3.11.1 | HDR | Business Enhancements and Modernizations | NGA Washington | 10 per year | 10 per year | 10 per year | 10 per year | 10 per year | Yes | |
| Promotions | 2.3.12 | HDR | Assist in establishing selection criteria for each pay band | NGA Washington | 4 per year | 4 per year | 4 per year | 4 per year | 4 per year | Yes | |
| Promotions | 2.3.12 | HDR | Develop an annual NGA Promotions Program schedule in coordination with the Promotions Program Manager | NGA Washington | 1 per year | 1 per year | 1 per year | 1 per year | 1 per year | Yes | |
| Promotions | 2.3.12 | HDR | Maintain and execute an annual NGA Promotions Program schedule | NGA Washington | 3 per year | 3 per year | 3 per year | 3 per year | 3 per year | Yes | |
| Promotions | 2.3.12 | HDR | Develop and provide NGA Promotions Program training and guidance for Career Service Heads, Managers, staff and panel members | NGA Washington | 40 per year | 40 per year | 40 per year | 40 per year | 40 per year | Yes | |
| Promotions | 2.3.12 | HDR | Develop program measurements and instruments to ensure process implementation is effective, and assess the quality of NGA’s promotion program on a monthly basis | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| Promotions | 2.3.12 | HDR | Identify inefficient processes and provide recommendations for improvement on a monthly basis | NGA Washington | 1 per month | 1 per month | 1 per month | 1 per month | 1 per month | Yes | |
| Promotions | 2.3.12 | HDR | Assist in the drafting and staffing of all NGA Promotion Program policy (2-3) and communications (7-8), including FAQs (100), desk guides and toolkits | NGA Washington | 110 per year | 110 per year | 110 per year | 110 per year | 110 per year | Yes | |
| Promotions | 2.3.12 | HDR | Assist in establishing eligibility criteria for each pay band | NGA Washington | 4 per year | 4 per year | 4 per year | 4 per year | 4 per year | Yes | |
| Senior Executive Management Office (SEMO) | 2.3.13 | HDR | Update Executive Guides and Tools | Offsite | 2 Guides/Tools per year | 2 Guides/Tools per year | 2 Guides/Tools per year | 2 Guides/Tools per year | 2 Guides/Tools per year | No | |
| Senior Executive Management Office (SEMO) | 2.3.13 | HDR | Create and Deliver Executive Presentations related to senior talent management processes. | Develop: Offsite; Deliver: Onsite, NGA Washington | 3 set of mat'ls/3 presentations delivered per year | 3 set of mat'ls/3 presentations delivered per year | 3 set of mat'ls/3 presentations delivered per year | 3 set of mat'ls/3 presentations delivered per year | 3 set of mat'ls/3 presentations delivered per year | Develop: No; Deliver: Yes | 3 presentations to be delivered 1 time each |
| Senior Executive Management Office (SEMO) | 2.3.13 | HDR | Review, evaluate and update executive level position descriptions and definitions to ensure they meet agency, OPM, and USD(I) criteria -- Based on ~240 Position Descriptions in Base Year | TBD by classification | 120 PDs per year | 170 PDs per year | 50 PDs per year | 50 PDs per year | 50 PDs per year | Yes | Need Cleared personnel to review PDs; After review -- evaluate CLASSIFIED PDs Onsite and UNC Offsite |
| Senior Executive Management Office (SEMO) | 2.3.13 | HDR | Review and evaluate current fiscal year Executive Performance Plans. Prepare analysis and recommend changes to training and process. | TBD by classification | 220 PerfPlans per year; 1 Summary Report per year | 220 PerfPlans per year; 1 Summary Report per year | 220 PerfPlans per year; 1 Summary Report per year | 220 PerfPlans per year; 1 Summary Report per year | 220 PerfPlans per year; 1 Summary Report per year | Yes | Need Cleared personnel to review Perf Plans; After review -- evaluate CLASSIFIED, Plans Onsite and UNC Offsite |
| Senior Executive Management Office (SEMO) | 2.3.13 | HDR | Develop and Deliver Coaching/Facilitated Sessions using results from the evaluation of the current year Executive Performance Plans. -- Individual sessions with DISESs/DISLs will address specific performance plan evaluation assessments. | Develop: Offsite; Deliver: Onsite, NGA Washington | 40 individual coaching sessions with DISESs/DISLs per year | 30 individual coaching sessions with DISESs/DISLs per year | 30 individual coaching sessions with DISESs/DISLs per year | 20 individual coaching sessions with DISESs/DISLs per year | 20 individual coaching sessions with DISESs/DISLs per year | Develop: No; Deliver: Yes | 2 hours per session |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Development of annual research report and Recruitment Strategy based on research into academic institutions and professional organizations. | NGA Washington | 1 per year | 1 per year | 1 per year | 1 per year | 1 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Analytics and reports for ROI Metrics on recruitment marketing efforts and candidate sourcing initiatives | NGA Washington | 6 per month | 6 per month | 6 per month | 6 per month | 6 per month | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Virtual Recruitment Engagement Sessions | NGA Washington | 8 per year | 8 per year | 8 per year | 8 per year | 8 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Support recruitment and hiring events including event both design, marketing materials, and event support | NGA Washington | 100 per year | 100 per year | 100 per year | 100 per year | 100 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Electronic Event surveys | NGA Washington | 200 per year | 200 per year | 200 per year | 200 per year | 200 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Job advertisements and Display ads for virtual platforms | NGA Washington | 2000 per year | 2000 per year | 2000 per year | 2000 per year | 2000 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Process a Conditional Offer of Employment (COE) package which includes offer letters and applicant forms. | NGA Washington | 2000 1000 per year | 2000 1000 per year | 2000 1000 per year | 2000 1000 per year | 2000 1000 per year | Yes | Estimated to be 10 minutes per transaction |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Enter and maintain applicant data into the PeopleSoft | NGA Washington | 25000 per year | 25000 per year | 25000 per year | 25000 per year | 25000 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Initiate hiring action for all new employees | NGA Washington | 800 per year | 800 per year | 800 per year | 800 per year | 800 per year | Estimated to be 1 hour per transaction | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Pre-Hire Assessments for each NGA work role and pay band – maintenance and implementation for 120 work roles; develop for new work roles as needed | NGA Washington | 400 per year | 400 per year | 400 per year | 400 per year | 400 per year | Yes | |
| Recruitment Marketing and Outreach | 2.3.3 | HDR | Communications support for group email box and phone line and creation/maintenance of communications templates | NGA Washington | 300 communications per month / 40 templates per year | 300 communications per month / 40 templates per year | 300 communications per month / 40 templates per year | 300 communications per month / 40 templates per year | 300 communications per month / 40 templates per year | Yes | |
| Applicant Processing | 2.3.4 | HDR | On receipt of request from external agency, obtain release date from employee's supervisor, prepare, coordinate and send SF75 for employees transferring to other federal agencies | NGA Washington | 70 per quarter | 70 per quarter | 70 per quarter | 70 per quarter | 70 per quarter | Yes | Work required is on classified computer system |
| Applicant Processing | 2.3.4 | HDR | Request OPFs from the National personnel Records Center (NPRC) | NGA St. Louis | 550 per year | 550 per year | 550 per year | 550 per year | 550 per year | Yes | OPF are unclassified |
| Pre-Hire Assessment | 2.3.5 | HDR | Pre-Hire Assessment Validation Studies | NGA Washington | 6 per year | 6 per year | 6 per year | 6 per year | 6 per year | Yes | |
| Pre-Hire Assessment | 2.3.5 | HDR | Pre-Hire Assessment Automation and Modernization Report | NGA Washington | 1 per year | 1 per year | 1 per year | 1 per year | 1 per year | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1 | HDS | Trace data outputs to human capital business processes, consult when those processes are not data-driven. | NGA Washington | 6 engagements per month | 2 engagements per month | 2 engagements per month | 2 engagements per month | 2 engagements per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1 | HDS | Consult with process owners to ensure analytics are embedded in Visualization processes and workflows. | NGA Washington | 6 consultations per month | 4 consultations per month | 4 consultations per month | 4 consultations per month | 4 consultations per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1 | HDS | Develop data visualizations or visual analytics applications. | NGA Washington | 4 deliverables per month | 4 deliverables per month | 4 deliverables per month | 4 deliverables per month | 4 deliverables per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1 | HDS | Develop machine learning, data mining and statistical algorithms for pattern recognition and anomaly detection. | NGA Washington | 2 deliverables per month | 2 deliverables per month | 2 deliverables per month | 2 deliverables per month | 2 deliverables per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1 | HDS | Archive all analytic models and visualizations. | NGA Washington | 6 deliverables per month | 4 models per month | 4 models per month | 4 models per month | 4 models per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1 | HDS | Support ontology and data view development and sustainment. | NGA Washington | cover 2000 data elements | 2500 data elements | 3000 data elements | 3500 data elements | 4000 data elements | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1.10 | HDS | Map processes or data workflows ensuring they conform to established standards | NGA Washington | 2 deliverables per month | 2 deliverables per month | 2 deliverables per month | 2 deliverables per month | 2 deliverables per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1.11 | HDS | Develop statistical and predictive analytic models for large, diverse data sets. | NGA Washington | 6 deliverables per month | 4 models per month | 4 models per month | 4 models per month | 4 models per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1.17 | HDS | Develop statistical and predictive analytic models and algorithmsfor large, diverse data sets. | NGA Washington | 6 deliverables per month | 4 models per month | 4 models per month | 4 models per month | 4 models per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1.2 | HDS | Design, develop and advance new methods to extract information from diverse data sources using flexible querying methods, innovative visualization, and data aggregation/integration, data mining and analytical techniques. | NGA Washington | 4 projects per month | 2 projects per month | 2 projects per month | 2 projects per month | 2 projects per month | Yes | |
| Human Capital Data Analysis and Visualization | 2.4.1.8 | HDS | Develop models, reports and dashboards | NGA Washington | 6 deliverables per month | 6 deliverables per month | 6 deliverables per month | 6 deliverables per month | 6 deliverables per month | Yes | |
| Human Capital Data Engineering/Management | 2.4.2 | HDS | Support and engage in continuous refinement of the human capital data architecture, including performing modeling, defining principles, developing implementation strategies, and governance. | NGA Washington | 1 project per week | 1 project per week | 1 project per week | 1 project per week | 1 project per week | Yes | |
| Human Capital Data Engineering/Management | 2.4.2 | HDS | Identify and recommend solutions for data issues. | NGA Washington | 4 engagements per month | 2 engagements per month | 2 engagements per month | 2 engagements per month | 2 engagements per month | Yes | |
| Human Capital Data Engineering/Management | 2.4.2 | HDS | Support coordination efforts between HD and T Directorate for data migration, validation, and future enhancements adjustments of PeopleSoft and how that effects the Common Analytic Environment. | NGA Washington | 4 engagements per month | 2 engagements per month | 2 engagements per month | 2 engagements per month | 2 engagements per month | Yes | |
| Human Capital Data Engineering/Management | 2.4.2.2 | HDS | Identify and recommend solutions for data issues. | NGA Washington | 6 deliverables per month | 6 deliverables per month | 6 deliverables per month | 6 deliverables per month | 6 deliverables per month | Yes | |
| Strategic Workforce Planning | 2.4.3.1 | HDS | Create and maintain technology tools (e.g. LimeSurvey) required to build automated survey response rate reports, result reports, and informational presentations to a variety of customers throughout NGA. | NGA Washington | infrastructure developed and maintained for surveys for 18 Career Fields | infrastructure developed and maintained for surveys for 18 Career Fields | infrastructure developed and maintained for surveys for 18 Career Fields | infrastructure developed and maintained for surveys for 18 Career Fields | infrastructure developed and maintained for surveys for 18 Career Fields | Yes | |
| Strategic Workforce Planning | 2.4.3.11 | HDS | Conduct routine and ad-hoc job-tasks reviews including but not limited to: the support of the GPC reaccreditation process; strategic workforce planning; stakeholder-initiated request; and other requests as assigned. | NGA Washington | JTAs/SJTAs for 35 work roles per year | JTAs/SJTAs for 35 work roles per year | JTAs/SJTAs for 35 work roles per year | JTAs/SJTAs for 35 work roles per year | JTAs/SJTAs for 35 work roles per year | Yes | We did 32 in the last 12 months. With this cycle, we can (at a minimum) update work roles every 3-5 years for currency. |
| Strategic Workforce Planning | 2.4.3.12 | HDS | Document and deliver technical reports for all work role reviews IAW Government�approved processes and standards and within 10 business days of completing review. | NGA Washington | Provide technical reports for 35 work roles per year | Provide technical reports for 35 work roles per year | Provide technical reports for 35 work roles per year | Provide technical reports for 35 work roles per year | Provide technical reports for 35 work roles per year | Yes | |
| Strategic Workforce Planning | 2.4.3.13 | HDS | Assist with the development and implementation of work roles by producing workforce facing documentations (e.g., work role summaries and competency guides) and updating the system of record (i.e. PeopleSoft) within 10 days of completing a review. | NGA Washington | Provide documentation and HRIS updates for 35 work roles per year | Provide documentation and HRIS updates for 35 work roles per year | Provide documentation and HRIS updates for 35 work roles per year | Provide documentation and HRIS updates for 35 work roles per year | Provide documentation and HRIS updates for 35 work roles per year | Yes | |
| Strategic Workforce Planning | 2.4.3.14 | HDS | Assist with integrating work roles across talent management activities including but not |
limited to: incentive programs; training and development; recruitment and hiring; and human
| capital data analytics. Provide a summary report of activities within 10 days of completion. | NGA Washington | Provide reports for 35 work roles per year | Provide reports for 35 work roles per year | Provide reports for 35 work roles per year | Provide reports for 35 work roles per year | Provide reports for 35 work roles per year | Yes | ||||
| Strategic Workforce Planning | 2.4.3.15 | HDS | Assist with managing the accuracy in special work role coding. Review special work roles annually. Document and deliver reports on special work role coding activities within 10 days of completing a review as directed by the Government. | NGA Washington | Maintain coding and provide reports for approximtely 20 work roles | Maintain coding and provide reports for approximtely 20 work roles | Maintain coding and provide reports for approximtely 20 work roles | Maintain coding and provide reports for approximtely 20 work roles | Maintain coding and provide reports for approximtely 20 work roles | Yes | |
| Strategic Workforce Planning | 2.4.3.16 | HDS | The Contractor shall produce real-time updates as necessary and approved by HD to existing SOPs, | ||||||||
| templates, databases, guides, and instructions; maintain artifacts for accuracy to ensure documents reflect the approved business practices. Contractor shall conduct quarterly review of artifacts to ensure alignment, accuracy, and efficiency of HD related processes for all work roles. | NGA Washington | Maintain governance and related documents on a quarterly basis (up to 10 documents) | Maintain governance and related documents on a quarterly basis (up to 10 documents) | Maintain governance and related documents on a quarterly basis (up to 10 documents) | Maintain governance and related documents on a quarterly basis (up to 10 documents) | Maintain governance and related documents on a quarterly basis (up to 10 documents) | Yes | ||||
| Strategic Workforce Planning | 2.4.3.17 | HDS | Conduct activities associated with managing the currency, relevancy, and accuracy of |
work roles/occupational groups to include, but not limited to: competency assessments and gap analysis; development of band-level descriptors, and review of occupational groupings, to be
| conducted on an annual basis | NGA Washington | Provide assessments, analysis, desciptors, and occupation mapping reviews and updates for 18 Career Fields | Provide assessments, analysis, desciptors, and occupation mapping reviews and updates for 18 Career Fields | Provide assessments, analysis, desciptors, and occupation mapping reviews and updates for 18 Career Fields | Provide assessments, analysis, desciptors, and occupation mapping reviews and updates for 18 Career Fields | Provide assessments, analysis, desciptors, and occupation mapping reviews and updates for 18 Career Fields | Yes | |||||
| Strategic Workforce Planning | 2.4.3.18 | HDS | Build minimum qualification requirements for all work roles/occupations, to be used in | |||||||||
| the talent selection process. | NGA Washington | Minimum qualification requirements for 35 work roles per year | Minimum qualification requirements for 35 work roles per year | Minimum qualification requirements for 35 work roles per year | Minimum qualification requirements for 35 work roles per year | Minimum qualification requirements for 35 work roles per year | Yes | |||||
| Strategic Workforce Planning | 2.4.3.19 | HDS | Produce a timeline and project plan for conducting job analysis reviews to include current and next fiscal year activities. | NGA Washington | Provide annual JTA maintainence schedule; update throughout the year as needed | Provide annual JTA maintainence schedule; update throughout the year as needed | Provide annual JTA maintainence schedule; update throughout the year as needed | Provide annual JTA maintainence schedule; update throughout the year as needed | Provide annual JTA maintainence schedule; update throughout the year as needed | Yes |
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