NFC Forward Request for Information (12314425R0009).pdf

Industry Announcement and Request for Information

USDA National Finance Center – NFC Forward Program

1.0 Description

1.1 Introduction

The U.S. Department of Agriculture (USDA) is seeking industry responses to support the NFC Forward Program, an effort aimed at modernizing human resource and payroll system solutions for the National Finance Center (NFC) and its customers.

1.2 Purpose of Industry Announcement and Request for Information USDA-NFC proposes to use the results of its rigorous NFC Forward Business Case Analysis conducted in conjunction with its customers and Government oversight agencies to inform industry of its intention and proposed associated timeline to procure a Software-as-a-Service (SaaS) modernization partner. Additionally, USDA would like to identify qualified prime industry vendors (including small business, if any) that may have the capabilities and experience in performing the enterprise system integration and solutions support required for the NFC Forward Program.

1.3 NFC Operations and Current Enterprise Architecture Background As a Federal shared service provider and component of the USDA Office of the Chief Financial Officer (OCFO), NFC assists over 170 USDA and other Government and quasi-Government agencies in delivering cost-effective, standardized, and interoperable solutions that provide the functionality to support these agencies’ strategic financial management and human resource management directions. This includes processing payroll for 680,000 Federal and quasi-Federal employees.

NFC maintains and enhances an intricate enterprise architecture containing approximately 60 mainframe and web applications built over the last 50 years. NFC operates on a mainframe platform known as the Payroll/Personnel System (PPS). PPS is a legacy system built using the COBOL programming language. PPS is designed to process large volumes of data and perform critical tasks such as payroll processing across 70 different Federal pay plans, 30 different retirement plan codes and various special employee group regulations such as law enforcement officers and firefighters. This mainframe supports a suite of highly customizable HR and payroll applications, including SaaS and web-based solutions, designed to meet specific customer needs.

One of the key systems that PPS interfaces with is EmpowHR, NFC’s PeopleSoft-based front-end core HR system that handles HR administrative tasks such as personnel actions, payroll transactions, and benefits management. NFC also offers time and attendance (T&A) systems, which are integrated into its enterprise architecture, working alongside PPS and HR systems like EmpowHR. Additionally, NFC offers multiple reporting systems that provide insights from HR and payroll data, supporting decision-making across Federal agencies. Together, these systems create a robust environment for managing Federal HR processes with key components being payroll, HR, T&A, and reporting. NFC also offers additional services like Office of Personnel Management (OPM) insurance and retirement services operated through internally developed systems which work in conjunction with the mainframe. The insurance and retirement services are not in scope for the new integrated HR and payroll solution at this time, however, will need to be considered for upstream and downstream impacts as part of NFC’s overall enterprise architecture.

Please refer to Appendix A for a visual representation of NFC’s current systems architecture.

1.4 NFC Forward Initiative

To remain effective, adaptable, and capable of meeting the evolving needs of Government agencies, NFC is pursuing the NFC Forward Initiative. In 2024, NFC launched NFC Forward with a comprehensive assessment of NFC’s existing operations and architecture, as well as external market and customer needs. The assessment culminated in the development of the NFC Forward Business Case Analysis and selection of NFC’s target modernization architecture for HR and payroll. NFC Forward will replace NFC’s outdated payroll and personnel system with a cloud-based SaaS solution that combines payroll processing and HR management functions into a single unified system. Key priorities of the modern architecture include:

• Mitigate the aging payroll processing risk for NFC’s 680,000 Federal employees with a modern cloud solution

• Streamline operations and increase processing efficiency for NFC shared service operations and customer HR operations through an integrated HR and payroll solution

• Provide an intuitive, consistent employee experience for HR activities for customer end-users such as Federal HR staff, mission managers, and mission employees.

• Improve data quality and introduce next-generation capabilities like artificial intelligence, business process reengineering, and advanced reporting and analytics for elevated human capital management (HCM)

• Strengthen the cybersecurity posture of the NFC and its customers to safeguard the critical payroll and personnel systems and sensitive data through modern technologies and integration capabilities

As shown in Figure 2, the integrated HCM solution becomes the official HR system of record for personnel data for all of NFC’s customers, processes payroll each payroll cycle, and updates HR records with appropriate payroll outputs. EmpowHR customers will also use the new HCM solution for their core HR needs. Customers using outside HR and T&A systems (e.g., HRConnect customers) may continue to use such systems by submitting files that are validated against business rules configured in the new HCM solution.

Additionally, the solution will also provide enhanced user experience through the implementation of the customer experience (CX) Portal and modern integration capabilities through the integration platform. Lastly, this solution provides a modern reporting, analytics and data management solution as part of the HCM solution to enable proactive human capital and workforce analysis.

Figure 2: NFC Forward HR and Payroll Integrated Solution

The Government intends to procure system integration and software/solution services to plan, design, configure, deploy and support the ongoing operations and management of the NFC Forward solution. The implementation will be a multi-year phased approach over approximately eight years. The implementation will begin with high fidelity prototypes followed by a small pilot program, and then iterative, consistent waves of NFC customer groupings. In each wave, customers will transition to the new HCM and payroll system and receive similar functionalities including the CX Portal, reporting capabilities, and optional T&A configurations. Customers will undergo similar implementation timelines, with adjustments made to accommodate differing requirements and pay plans. The notional implementation phases are summarized below:

1) Title 5 Prototype as part of the initial procurement to be described in Section 2.0– six months

2) Enterprise Planning and Design for NFC’s customer base to collect and validate detailed functional and technical requirements for the integrated HR and payroll solution that apply across NFC’s customer base. Agency-specific requirements will be finalized during the customer-specific deployment(s) – timing to be determined after final award

3) Pilot for a subset of 1-2 Title 5 agencies totaling approximately 10,000 employees collectively - timing to be determined after final award

4) Phased Deployments by customer groupings of 100,000 to 250,000 employees per major deployment - timing to be determined after final award

The Government is in the process of preparing the full set of system integration and solution requirements for this acquisition in alignment with OPM’s Federal Human Capital Business Reference Model, existing NFC payroll and personnel functionality, and a recent EmpowHR modernization planning and requirements effort. However, at a minimum, the Government will require the following compulsory requirements as pass/fail criteria for the HR and payroll solution. Vendors must meet these compulsory requirements to be eligible to bid on the NFC Forward initiative.

• The vendor’s proposed solution has already achieved a FedRAMP Authorization for at least their core HR capability for one or more Federal agencies or shows the ability to meet the FedRAMP Authorization upon final award of Phase III (see Section 2.0 for more information about the procurement phases)

• The vendor’s proposed solution must have the ability to obtain a FedRAMP Authorization of Moderate within one year of final award for all proposed solutions/ modules

• The vendor’s proposed solution must be a cloud solution that performs core HR, benefits, payroll processing, reporting, and third-party integration in one integrated platform/ system

• The vendor’s proposed solution must have proven ability executing HR and payroll processing for a customer organization with a minimum of 250,000 employees, and demonstrated system capacity of supporting over 750,000 employees (across multiple organizations)

2.0 Procurement Objectives, Scope and Anticipated Timelines

2.1 Procurement Overview

In support of NFC Forward and its targeted integrated HR and payroll solution, the Government is seeking a system integrator industry partner to deliver both the solution and software under a single acquisition. The Acquisition scope will include:

• Software licenses and maintenance for the proposed technology solution (e.g., HCM, payroll, reporting, integration, customer experience, and optional non-core capabilities)

• System integration services to plan, design, configure/build, test, and deploy the new solution, as well as ensure integration with NFC’s existing legacy systems that will remain.

• Operations and maintenance support of the new solution in conjunction with NFC’s operations once deployed to NFC and its customers

The Government intends to conduct a multi-step procurement process including a multi-award prototype phase and final selection to a single award of the system integrator contract.

2.1.1 Phase I: Down Select to Multiple-Award Prototype

During Phase I, the Government will release an RFP that vendors will need to respond to for meeting NFC’s services and software requirements. Based on a set of criteria including past performance, key personnel, corporate capability, and technical approach (all items subject to change with finalization of the acquisition plan), the Government will down select no more than 3 vendors to move onto Phase II of the procurement process.

2.1.2. Phase II: Conduct Prototype, With Multiple-Award Vendors During the prototype phase, each vendor will be given a set amount of funding to support the prototype activities. The prototype phase will focus on the design/development, demonstration and evaluation of the vendors’ solutions to address the NFC Forward objectives and requirements.

The prototype phase will provide the Government with the opportunity to directly evaluate the performance, functionality, and technical capabilities of each vendor’s solution based on a subset of the Government’s core use cases and requirements. Additionally, the prototype phase will enable the Government to assess the technical approaches and vendor qualifications to support the Government in selecting the most effective solution. The expected outcome of the prototype is a minimum viable product (MVP) that establishes core baseline configuration for the subsequent implementation. The notional scope of the prototype is summarized in the table below.

Table 1: Notional Pilot Scope Feature / Aspect

Description

Project Management Provide a project management plan, conduct regular project meetings, and deliver progress reports to ensure alignment and timely execution.

Customer Experience/ Portal

Design and configure employee and manager self-service portal to focus on the user experience and core HR task functionality.

HR

Functionality

Implement core HR capabilities, including organizational structure, personnel records, and processing of up to 12 key employee-lifecycle Personnel Action Requests (PARs) for validation.

Payroll and Payroll Accounting

Configure and validate basic payroll processing functionality with Title 5 compliance, ensuring generation of Treasury-compliant pay files and accurate payroll accounting outputs.

Integration and External Interfaces

Develop technical design specifications for a subset of integrations to NFC’s existing systems and Government-wide external systems.

Develop standalone functionality to incorporate timesheet files and generate pay files, with no integration to legacy or external systems during this phase.

Data Conversion and Migration

Migrate a sample data set consisting of essential personnel records, ensuring accuracy and completeness for solution configuration and evaluation.

Reporting Develop and deliver up to 5 sample reports utilizing the SaaS reporting tool, leveraging the “dummy” data provided by the Government for demonstration purposes.

Security Configure baseline security settings for core user population and prepare the ATO package and security management plan.

Call Center/Operations Support

Develop 10 common call center scripts and validate their usability through participation in operational scenarios.

2.1.3 Phase III, Final Implementation Award

After prototype development is complete, the Government will evaluate the prototype vendors based on prototype activities and prototype deliverables. Prototype evaluation criteria will be provided during the RFP stage. This evaluation will determine a single vendor to move forward with the implementation of the SaaS solution.

2.2 Anticipated Procurement Milestones and Timeline

The table below summarizes the key phases and timelines for the NFC Forward procurement and program implementation. The following dates are preliminary and subject to change at the Government’s discretion.

Table 2: NFC Forward Milestones and Timelines Milestone Expected Timeline Draft RFP Release Phase I March 2025 Final RFP Release for Phase I June 2025

Milestone Expected Timeline Phase I Prototype Evaluation and Award September 2025 Phase II Prototype Six Month Period of Performance October 2025 - April 2026 Phase III Prototype Evaluation and Final Award to Single Vendor for Full Implementation

May 2026

Full Implementation Base Year (Enterprise Design and Pilot Planning)

To Be Determined

Full Implementation Option Years (Completion of Pilot Deployment and Iterative Deployment Waves)

To Be Determined

Operations and Maintenance To Be Determined based on life of contract

3.0 Request for Information

3.1 Purpose of RFI

This RFI is issued solely for information and planning purposes – it does not constitute a Request for Proposal (RFP)/Request for Quote (RFQ) or a promise to issue an RFP/RFQ in the future.

This RFI does not commit the Government to contract for any supply or service whatsoever.

Further, USDA is not at this time seeking proposals and will not accept unsolicited proposals.

In accordance with FAR 52.215-3, Request for Information or Solicitation for Planning Purposes, the Government will not pay for any information/items submitted in response to the RFI. Respondents are advised that the U.S. Government will not pay for any information or administrative costs incurred in response to this RFI; all costs associated with responding to this RFI will be solely at the interested party’s expense. Not responding to this RFI does not preclude participation in any future RFP/RFQ, if any is issued. No determination as to the viability of this requirement has been made at this point and there is currently no solicitation for this effort. Any solicitation resulting from this RFI will be announced separately.

3.2 Requested Information

For the purposes of the RFI, USDA is seeking information from qualified enterprise system integration vendors who have served as prime contractors performing similar modernization efforts, regarding their prior experience and capabilities to participate in a multi-step procurement for the NFC Forward Initiative.

3.2.1 Corporate Capability and Prior Experience

1) Provide 3 past performance examples that show your company has supported HR technology implementations of this scale, scope, and complexity for Government and/or commercial organizations. Each example must contain the name of company or organization, contract value, period of performance, number of employees/end-users, description of services provided, and resulting outcomes of services performed. Specify whether your role in the implementation was as a prime contractor, subcontractor, or part of a teaming arrangement. Provide details on your specific responsibilities and contributions in the project. The past performance must include the following:

a. One past performance where your organization, as a prime, has supported the implementation of an HR or Payroll SaaS solution for a private or public sector organization of at least 250,000 employees

b. One past performance where your organization, as a prime, has supported the implementation of an HR or Payroll SaaS solution within the Federal Government

c. One past performance where your organization, as a prime, has supported the implementation of a single platform HR and Payroll SaaS solution within private or public sector organizations

2) Provide details on your company’s experience providing and implementing market-leading cloud-based human capital SaaS software for core HR and payroll. For each SaaS solution you detail, provide relevant alliance partnerships, accolades, certifications, and extent of current staff at the corporate level.

3) Disclose any potential conflicts of interest that could affect your company’s ability to fairly compete for or participate in this project.

4) Describe your organization’s ability to meet contractual personnel requirements presented below:

Table 3: Contractor Personnel Requirements Role Requirements Program Manager

• Proven experience in managing large, complex human resource system implementation projects for Federal agencies

• Experience working in a Federal shared services environment to modernize systems and operations

• Proven experience managing stakeholders across Federal shared service provider(s), customer agencies and regulatory bodies including OMB, GSA and OPM

• 15-20 years of relevant experience Project Manager

• Experience in managing large scale implementation budgets and project plans in a Federal environment

• Experience managing all PMBOK project management processes including managing Earned Value Management (EVM) processes

• PMP certification

• 8-10 years of experience in running a project management office or similar project management activities for large scale HR and Payroll or Federal technology modernization efforts

HR

Functional Lead

• Proven experience in leading the functional requirements, design, and validation for large, complex human resource system implementations

• Subject matter expert (SME) on Federal core HR processes including personnel action processing, benefits, and other HR activities l to ensure system configuration aligns with business requirements

• Experience working in a Federal shared services environment to modernize systems and operations

• 8-10 years of experience in HR system implementations and Federal HR systems and processing

Payroll Functional

• Proven experience in leading the functional requirements, design, and validation for large, complex payroll system implementations

Lead • Subject matter expert (SME) on Federal payroll functionality to ensure system configuration aligns with business requirements

• Experience working in a Federal shared services environment to modernize systems and operations

• 8-10 years of experience in payroll system implementations Customer Experience Lead

• Experience working with Federal agencies to develop leading practice customer experience solutions

• Experience in developing HR and / or payroll solutions for specific end users including employees, managers, and HR professionals

• 5-10 years of experience in customer and employee experience design Technical Lead

• Proven experience in leading the technical implementation, customization, and integration of large, complex human resource system implementations

• 10-15 years of experience in system integration and development, with previous HRIT enterprise-wide implementation experience, preferably in the public sector

• Proven ability to modernize HRIT systems from legacy applications to cloud-based solutions in the Federal space

Integration Lead

• Proven experience in leading the integration activities of large, complex human resource system implementations

• 10-15 years of experience in system integration and development, with previous HRIT enterprise-wide implementation experience, preferably in the public sector

• Proven ability to integrate new cloud-based systems with legacy systems and Government-wide interfaces like eOPF, USA Staffing, etc.

Security Lead

• Proven experience in leading the security activities of large, complex human resource system implementations

• 10-15 years of Federal security experience including achieving FedRAMP and authority to operate certifications for Federal systems

• Experience developing and implementing security and access management protocols for cloud-based systems for Federal shared service agencies

Training Lead

• Proven experience developing and deploying training programs for large-scale HR system modernization implementations

• Experience working in a Federal shared services environment to develop and deploy training

• Ability to create training materials and support change management, including use of more innovative training approaches like micro-training, simulations, etc.

• 8-10 years of experience of training experience for large-scale projects, with a focus on HRIT implementations

If you are unable to meet the personnel requirements as prescribed, what modifications could be incorporated within each position that would allow your organization to meet them? Please use the table format below to capture recommendations:

Role Comment/Concern/Recommendation

3.2.2 Technical Solution Capabilities and Requirements

5) In Section 1.4 above, the Government listed a set of compulsory solution requirements it plans to include in the solicitation as pass/fail criteria. Please confirm your company’s ability to successfully pass each of these requirements, and/or explain any variances to the compulsory requirements, and or suggested changes to requirements to achieve compliance.

6) Based on your experience with similar large-scale technology modernization efforts, are there any other compulsory solution requirements that the Government should consider for inclusion in the procurement?

7) For your proposed SaaS solution, please detail the status of common Government integrations to other human capital solutions and data sources such USA Staffing, eOPF, and GovTA/WebTA. For reach integration, confirm if it is not started, in development, or in production for a Federal Government Agency.

8) Given that NFC services USDA and approximately 170 customer agencies across the Federal government, each with varying security requirements and considerations, what enterprise technical architecture approach do you recommend? Multi-tenant, singular instance, or other recommendations based on industry experience? Scalability recommendation? Security considerations? Operational concerns? Please include any considerations from other Federal implementations USDA should consider.

3.2.3 Procurement Considerations

9) Provide your recommendations for the contract approaches/vehicles that would be best suited to procure the system integration services and software under a single contract in support of the NFC Forward Program.

10) Provide your recommendations for how the Government should procure the software licenses for the integrated HR and payroll solution to include integration, customer experience and reporting capabilities. Given the Phase II prototype, pilot and multi-phased roll-out by customer groupings, provide suggestions for how the license purchasing should be structure to balance solution availability with cost for NFC and its customers.

11) Provide your recommendations on the Government’s proposed multi-vendor Phase II acquisition & pilot approach including timeline, scope and evaluation approach.

4.0 Industry Discussions

USDA representatives may or may not choose to communicate with Respondents. Such discussions would only be intended to get further clarification of service(s) required to meet NFC’s requirements, especially any risks, issues, assumptions, and/or gaps.

5.0 Responses

5.1 Interested Parties

Interested parties are requested to respond to this RFI with an email to Frederick.Freeman@usda.gov and should not reach out to any USDA or NFC individual regarding this effort during the RFI response and analysis phases. The Government expects all communications surrounding this effort to be directed to the Contracting Officer listed on this

RFI.

5.2 Electronic Responses

RFI Responses must include on the cover page:

• Firm Name or organization affiliation

• Address

• Name of the primary point of contact (POC) for the response

• Business Title, Email Address and Phone Number for primary POC

• Identification of other key individual(s) who collaborated on RFI

• Unique Entity ID (UEI)

• Website

• Socioeconomic designations

• Company intention to bid on the NFC Forward Procurement as a Prime or Sub

5.3 Response Format

Element Requirement Page Limit 15 pages excluding cover page, table of contents Page size 8.5 by 11 inches Margins 1 inch Paragraph Single Space Minimum Font 10-point Times New Roman font for Text, 9-point Times New Roman font for Tables, and 8-point Times New Roman font for Graphics Tables and Graphics

May be landscape

All other Text Portrait File Format The contractor should submit two copies of each file – one that is a PDF to serve as a master submission and one editable copy in Microsoft Office Word

5.4 Questions and Responses

mailto:Frederick.Freeman@usda.gov

Interested parties should send questions regarding this RFI via email to Frederick.Freeman@usda.gov by January 28th, 2025, by 5:00pm ET. Verbal questions will NOT be accepted. Questions and responses will be posted to SAM.gov; accordingly, questions shall NOT contain proprietary information.

Submit RFI responses via email to Frederick.Freeman@usda.gov by February 10th, 2025, by 4:00pm ET

5.5 Market Research Notices

Based on the responses submitted to this RFI, the Government reserves the right to issue all future requests for quotes directly to identified sources via email, in accordance with FAR 8.405- 3(b)(1)(ii)(B)(2) and/or FAR 8.405-2(c)(3)(iii)(B).

6 Appendix

6.1 Appendix A: High-Level Current NFC Technical Architecture

6.2 Appendix B: NFC Customer Overview

NFC serves approximately 170 agencies across the Federal Government. The customers include executive agencies, judicial agencies, financial institutions, quasi-Federal agencies and other small agencies. The table below summarizes the representative pay plans covered in NFC HR and payroll solutions for their customers.

AA – Administrative appeals judges KS – Non-craft, supervisory employees (Bureau of

Engraving & Printing only) AC – GAO administrative positions KT – Government Printing Office printing plant workers rate, 80% AD – Administratively determined rates not elsewhere specified

KX – Government Printing Office printing plant workers rate, 100%

AE – Employees in unclassified non-Federal (Trust) positions at the Smithsonian Institution

KY – Government Printing Office printing plant workers rate, equity pay

AL – Administrative law judges LE – US Secret Service Uniformed Division CG – Corporate graded (FDIC use only) LG – FDIC liquidation graded code CM – FDIC supervisory & managerial positions below executive level

LL – Federal Housing Finance Agency executives

CN – Bureau of Consumer Financial Protection LP – US Capitol Police CO – Non-Federal, county employees of Farm Service Agency

MK – GAO managerial & supervisory positions

CP – US Capitol Police NB – Office of the Comptroller of the Currency

CS – GAO communications analysts NF – Employees in the National Nuclear Security Administration’s Future Leaders Career Path

CT – Nonsupervisory employees at Commodity Futures Trading Commission (other than consultants)

NX – Executive-level and managerial positions in the Corporation for National and Community Service

CX – FDIC senior experts NY – Other positions in the Corporation for National and Community Service

DB – Demonstration engineers & scientists (DoD, Air Force, Army, Navy only)

NZ – National Zoological Park Police (Smithsonian Institute only)

DN – Defense Nuclear Facilities Safety Board (except service employees)

OF – Office of Federal Housing Enterprise Oversight

ED – Expert (5 U S C 3109) OR – Employees of the Office of Financial Research

EE – Expert (other) PA – GAO attorneys and law clerks EF – Consultant (5 U S C 3109) PD – Treasury Demonstration Project Positions

(ATF, CBP, Secret Service, Alcohol & Tobacco Tax & Trade Bureau only)

EG – Consultant (other) PE – GAO Evaluator and Evaluator Related EH – Advisory Committee Member (5 U S C 3109) PG – Printing Office Grades (Government Printing

Office) EI – Advisory Committee Member (other) PJ – Government Printing Office, AFGE, 12% night rate EL – Non-executive positions at Federal Housing Finance Agency

PQ – Government Printing Office, Police, day rate

EM – FDIC executive-level positions PU – Government Printing Office, White-collar, 10% night rate

ES – Senior Executive Service (SES) PY – GAO program and technical specialist positions

EX – Executive pay (Subch II, ch 53, 5 U S C)) PZ – Government Printing Office, Police, 10% night rate

FE – Senior Foreign Service RA – Senior Scientific Research Service (USDA) FO – Foreign Service Officers SA – Administrative Schedule Code (Tennessee

Valley Authority) FP – Foreign Service Personnel SL – Senior level positions

GE – US Government Printing Office employees formerly under senior level positions pay code

SP – Park Police (Department of the Interior)

GG – Grades similar to general schedule SR – Statutory rates not specified elsewhere GI – US Government Printing Office criminal investigators

ST – Scientific and professional

GL – General schedule employees (grades 3-10) paid a law enforcement officer special base rate

SV – TSA non-executive employees

GM – Employees covered by Performance Management and Recognition System termination provisions

SW – TSA executives

GP – General schedule physicians, podiatrists, and dentists paid market pay

SY – Employees in Secretary-designated senior management non-Federal (Trust) positions at the Smithsonian Institution

GS – General schedule SZ – Employees in Smithsonian executive non- Federal (Trust) positions at the Smithsonian Institution

IC - Employees holding Incident Management Cadre of On-Call Response/Recovery Employees (CORE), (FEMA only)

TG – Office of Thrift Supervision Salary Schedule

IG – Inspectors general TM – Federal Housing Finance Board Merit Pay IH – Temporary employees hired in response to a disaster or emergency as local hires

TR – Police Forces of the U S Mint and Bureau of Engraving and Printing

IJ – Immigration judge

TS – Federal Housing Finance Board Step System

IL – Defense civilian intelligence personnel VH – Professional, Administrative, and Managerial Code (Farm Credit Administration, Farm Credit System Insurance Corporation)

IM – Incident management employees (FEMA only) WD – Production facilitating nonsupervisory— Federal Wage System

IR – IRS broadband classification and pay system positions

WE – Currency manufacturing (Department of the Treasury only)

IS – Employees in classified non-Federal (Trust) positions at the Smithsonian Institution

WG – Nonsupervisory pay schedules—Federal Wage System

IT – Incident Management Assistance Team Cadre of On-Call Response/Recovery Employees, Incident Management Cadre of On-Call Response/Recovery Employees (FEMA only)

WL – Leader pay schedules—Federal Wage System

KA – Kiess Act code (used by Government Printing Office)

WM – Maritime pay schedules

KB – Government Printing Office bookbinders rate WN – Production facilitating supervisory—Federal Wage System

KE – Government Printing Office electricians rate WS – Supervisory pay schedules—Federal Wage System

KG – Non-craft, nonsupervisory employees (Bureau of Engraving & Printing only)

WU – Aircraft, Electronic Equipment, and Optical Instrument Overhaul and Repair in Puerto Rico— Federal Wage System

KI – Government Printing Office compositors rate XL – Leader special schedule printing employees—Federal Wage System

KJ – Government Printing Office machinists rate ZA – Administrative (Commerce only) KL – Non-craft, leader (Bureau of Engraving & Printing only)

ZP – Scientific and Engineering Professional (Commerce only)

KM - Government Printing Office machinists rate ZS – Administrative support (Commerce only) KO – Government Printing Office offset platemaker strippers rate

ZT – Scientific and Engineering Technician (Commerce only)

KP – Government Printing Office engineering journeypersons rate

ZZ – Non-applicable code; for use only with pay basis WC (without compensation) when other pay codes are not applicable

6.3 Appendix C: NFC Customer Employee (W-2 Counts) by Services/ Systems Estimate

NFC System PPS and Reporting Tools EmpowHR WebTA/GovTA PayCheck8

Number of Users 740,000* 300,000 360,000 1,000

*Some employees receive more than one W-2 due to the nature of their agency employment(s).