REQUEST FOR INFORMATION - OCOO Enterprise Systems Modernization_10.16.2026.docx

CONTROLLED//FDIC INTERNAL ONLY

CONTROLLED//FDIC INTERNAL ONLY

CONTROLLED//FDIC INTERNAL ONLY

REQUEST FOR INFORMATION

Modernizing Office of the Chief Operating Officer Systems and Operations Agency: Federal Deposit Insurance Corporation (FDIC) Response deadline: October 26, 2026, at 09:00 a.m. ET

1. Purpose This request for information (RFI) is issued solely for market research and planning purposes. The FDIC seeks information on tools, approaches, and implementation strategies that enable the Office of the Chief Operating Officer (OCOO) to achieve its enterprise business objectives, improve interoperability and decision support, streamline operations, and leverage automation and Super Intelligence[footnoteRef:1] (SI). [1: For purposes of this RFI, “Super Intelligence” and “SI” mean the technologies and systems encompassed by the definition in 15 U.S.C. § 9401(3), as incorporated by Section 3(a) of the Executive Order dated September 29, 2026, except where otherwise provided by law. Under that definition, SI is a machine-based system that can, for a given set of human-defined objectives, make predictions, recommendations, or decisions influencing real or virtual environments. Such systems use machine- and human-based inputs to perceive real and virtual environments, abstract those perceptions into models through automated analysis, and use model inference to formulate options for information or action.

Consistent with this definition, SI encompasses a broad range of technologies and approaches, including, as applicable, machine learning and deep learning, rule- and knowledge-based reasoning, predictive and prescriptive analytics, natural-language processing, computer vision and speech processing, generative and multimodal systems, and agentic, autonomous, or multi-agent systems. SI may be applied individually or in combination with conventional software, workflow automation, enterprise systems, and human expertise.]

The areas of interest include (but not limited to):

· End-to-end human resources (HR) functions;

· Facilities management (FM);

· Acquisition lifecycle operations;

· Learning and development;

· Crisis readiness and response across enterprise business functions; and

· Physical security.

Section 4. Desired Functional Capabilities enumerates the intended outcomes for each functional area. The approach to achieving these outcomes is intentionally not prescribed. Subject to applicable laws, regulations, FDIC policies, and other binding requirements, respondents are encouraged to fundamentally rethink the operating models, processes, methods, workflows, organizational handoffs, and technologies used to achieve the desired outcomes.[footnoteRef:2] [2: Any description or reference to existing systems and activities is provided solely for context. There is no presumption or preference that existing processes should be retained, replicated, or automated in their current form. Respondents should identify opportunities to eliminate unnecessary steps, combine or reorder activities, reduce manual intervention, and redesign how work is coordinated, decisions are made, and authorized actions are executed. Retaining or automating an existing process may be appropriate, but respondents should explain why that approach is preferable to redesign.

All proposed approaches must adhere to applicable legal, regulatory, and policy requirements, including requirements governing security, privacy, accessibility, records management, internal controls, and decision and action authorities.]

The FDIC is interested in approaches that use SI where appropriate to the application, objective, and use case. Respondents should explain how SI, conventional automation, enterprise systems, and human expertise would work together to achieve the intended outcomes, including the associated benefits, limitations, risks, and oversight needs.

The FDIC is particularly interested in solutions that can be offered through a consolidated licensing model and deployed within an expedited timeframe. Respondents should distinguish necessary constraints from discretionary design choices and explain the tradeoffs underlying their recommended approach.

This RFI does not constitute a solicitation, and no contract will be awarded as a result of this notice. Vendors will not be reimbursed for responding to this RFI.

2. Background The mission of the FDIC is to maintain stability and public confidence in the nation’s financial system. The FDIC is a mid-sized federal agency with offices located in Washington, DC; Arlington, VA; six regional offices; one area offices; and 74 field offices. The FDIC employs approximately 5,500 employees nationwide.

The OCOO oversees enterprise operations and relies on multiple systems, including siloed legacy systems that limit visibility, interoperability, analytics, and workflow efficiency. The FDIC seeks to evaluate industry approaches for consolidating and modernizing these capabilities through an integrated, secure, and scalable solution.

2.1 Human Resources

The FDIC’s Office of Human Resources (OHR), within the OCOO, manages a broad range of end-to-end human resources services and programs. These include workforce planning; recruitment and hiring; position management and classification; onboarding; personnel, payroll, leave, and benefits administration; performance management; employee development; workforce analytics; HR systems and data governance; employee relations and conflict management; reasonable accommodations and disability programs; retirement and employee benefits counseling; career development; employee engagement; and other workforce support programs.

OHR also provides program oversight, policy development, compliance monitoring, audit and review support, records management, and coordination with internal and external stakeholders. Its operations rely on multiple enterprise and HR-specific applications that support case management, workflow automation, personnel and payroll processing, recruiting, time and attendance, benefits, records, reporting, and employee services.

2.2 Facilities Management

The FDIC owns four facilities and a student residential center and leases space in 86 facilities nationwide. The Electronic Facilities Operations System Plus (eFOS+) was implemented in 2025 and serves as the FDIC’s software-as-a-service (SaaS) facilities management solution. It combines enterprise asset management (EAM) and integrated workplace management system (IWMS) capabilities within a single platform using IBM TRIRIGA and Maximo.

The solution serves as a customer service portal and enables the FDIC to plan and manage daily facility operations, execute and support project management activities, and perform preventive maintenance in a consistent and structured manner. As the FDIC’s computerized maintenance management system (CMMS), eFOS+ standardizes how facility services are requested, managed, and delivered at headquarters and is being deployed in the FDIC’s regional offices.

Space management is supported by Revit. At headquarters, people-to-space assignments are managed through a TRIRIGA/Revit application programming interface (API), while regional offices use ServiceNow. Lease administration, management, and reporting are supported through the FDIC’s financial accounting platform, New Financial Environment (NFE), and TRIRIGA. Capital improvement project planning is managed through TRIRIGA.

2.3 Acquisition Lifecycle Operations

The FDIC operates under its own procurement authority and procures all goods and services required to support mission driven business functions and internal operations. The acquisition lifecycle includes early acquisition planning, pre-solicitation, solicitation, evaluation of offers, award, post-award administration, and close out. Since 2008, the FDIC has used the Automated Procurement System (APS), a heavily customized contract-writing solution, to support specific steps in the procurement process. APS is built on the Appian platform, currently operates on version 18.2, and is hosted on premises.

2.4 Learning and Development

The FDIC is assessing opportunities to integrate advanced SI capabilities across its end-to-end learning and development environment. The envisioned enterprise platform would provide a unified, SI-enabled environment supporting the design, development, delivery, administration, and continuous improvement of FDIC learning programs.

The FDIC is interested in modern, agentic SI-driven solutions that enable dynamic, personalized, and accessible learning experiences. Desired capabilities include tools for creating high-quality, interactive e-learning content, including branching scenarios, simulations, and immersive practice environments that allow employees to build skills in realistic, low-risk settings.

Solutions should incorporate intelligent content-creation and content-management tools that streamline the development, editing, versioning, and adaptation of learning materials while improving efficiency and instructional quality.

The platform should also analyze qualitative and quantitative evaluation data and provide clear, interpretable insights to measure and improve training effectiveness. Additional requirements include robust administrative and program-management capabilities, such as automated course scheduling, logistics coordination, student and instructor notifications, and enrollment management.

2.5 Physical Security

The modernization effort should consider physical security capabilities that support visitor management, identity verification, vetting, credentialing, and physical access control.

Solutions should integrate with enterprise HR and security systems, strengthen onboarding and offboarding processes, and support future interoperability with the Physical Access Converged Enterprise Solution (PACES), an integrated physical security dashboard, access control, and process automation solution, as its requirements and capabilities mature. These requirements are non-prescriptive and are intended to ensure that physical security needs are considered as part of the broader enterprise modernization effort.

3. Objectives of Market Research The FDIC requests information regarding the following:

· Approaches to redesigning how HR, FM, acquisition, learning and development, crisis readiness and response, physical security, and related functions achieve their Desired Functional Capabilities, without presuming that existing operating models, processes, methods, workflows, or technologies must be retained or replicated;

· Ability to incorporate SI across the Desired Functional Capabilities, including how SI would integrate with conventional workflow automation, predictive analytics, and other emerging technologies;

· Availability and suitability of alternative solution architectures, including integrated platforms, modular solutions, and integration-first approaches, with recommendations for retaining, integrating, replacing, or retiring existing systems and the associated tradeoffs;

· Recommended sequencing, development and deployment approaches, timelines for achieving operational outcomes, and key FDIC and vendor resource needs and dependencies;

· Approaches to moving capabilities from design to production on expedited timelines, while satisfying applicable statutory, regulatory, policy, security, and governance requirements;

· Alternatives for licensing and service delivery, including the feasibility and benefits of consolidated or unified licensing, and their implications for flexibility, interoperability, vendor dependence, and total cost;

· Nonbinding rough order of magnitude (ROM) estimates for software and SI capabilities, operational redesign, implementation, integration, sustainment, and transition or retirement activities; and

· Industry recommendations, best practices, implementation considerations, potential risks, and mitigation strategies.

4. Desired Functional Capabilities

4.1 Human Resources

· Support end-to-end HR processes from workforce planning and recruitment through onboarding, employee development, career transitions, retirement, and separation.

· Support the HR team by automating and managing recruitment, assessment, selection, hiring, appointment, and onboarding activities.

· Support position management, classification, organizational design, workforce planning, and related approval processes.

· Process and track personnel actions, including appointments, promotions, transfers, reassignments, details, separations, and changes in status.

· Support payroll, time and attendance, leave, compensation, deductions, benefits, and related employee transactions.

· Administer employee benefits, retirement services, estimates, counseling, claims, and related lifecycle activities.

· Manage performance management, competency development, employee assessments, rewards and recognition, succession planning, mentoring, and career development.

· Support employee engagement activities, surveys, feedback, coaching, employee assistance, and workforce communications.

· Manage reasonable accommodation requests, personal assistance services, disability programs, and related case information.

· Support alternative dispute resolution, mediation, conflict coaching, facilitation, outreach, and case tracking.

· Administer employee programs, including telework, alternative work schedules, student programs, loan repayment, child-care assistance, transition services, and other workforce initiatives.

· Provide configurable case management, service intake, workflow, routing, notification, escalation, and approval capabilities.

· Integrate with existing enterprise, HR, payroll, recruiting, benefits, records, and time-and-attendance systems.

· Provide a unified and user-friendly experience for employees, supervisors, HR specialists, program managers, and other stakeholders.

· Maintain authoritative employee, position, organizational, contractor, benefits, and HR program information.

· Support data governance, records management, document management, retention, search, and retrieval.

· Provide configurable dashboards, reporting, workforce metrics, analytics, trend analysis, and management information.

· Support role-based access, segregation of duties, privacy protections, audit trails, security monitoring, and compliance reviews.

· Enable data validation, quality controls, reconciliation, and timely identification of incomplete or inconsistent information.

· Support policy and program administration, internal controls, assurance activities, audits, investigations, corrective actions, and regulatory or oversight requests.

· Provide scalable, configurable, and maintainable solutions that can accommodate changing organizational structures, policies, programs, and business requirements.

· Support mobile access, accessibility, self-service capabilities, electronic forms, electronic signatures, and automated communications, as appropriate.

· Provide reliable data exchange, interoperability, system administration, user support, training, and ongoing performance monitoring.

4.2 Facilities Management

· Support real property portfolio management, including lease management.

· Provide preventive maintenance and work-order management capabilities.

· Support space management, occupancy management, and utilization analytics.

· Support optional Internet of Things (IoT) integration.

· Support capital planning and asset lifecycle management.

· Provide facilities service intake, routing, scheduling, tracking, and status reporting.

· Support integration with existing facilities, financial, workplace, asset, and enterprise systems.

· Provide dashboards, reporting, analytics, and management information for facilities operations and planning.

4.3 Acquisition and Procurement

· Support the full acquisition lifecycle, including early acquisition planning, solicitation, award, contract administration, document management, and contract closeout.

· Automate procurement workflows and support document generation.

· Centralize and standardize acquisition activities.

· Improve visibility into procurement status, workload, cycle times, and performance.

· Automate routine acquisition activities, such as processing administrative modifications; generating notifications, reminders, and standard correspondence; routing packages for review and approval; validating required information and attachments; updating contract status; and tracking milestones, deadlines, and closeout actions.

· Improve collaboration among program offices, contracting officers, legal personnel, and other stakeholders.

· Provide dashboards, reporting, data analytics, and management information.

· Support appropriate role-based access, approvals, audit trails, records management, and document retention.

· Integrate with financial, legal, enterprise, vendor-management, and other relevant systems.

4.4 Crisis Readiness and Response

· Maintain authoritative workforce information to support emergency notification and other enterprise services.

· Support surge staffing and resource mobilization during emerging crises.

· Support readiness and response training, exercises, evaluations, and improvement activities.

· Support contingency planning and continuity of operations planning.

· Provide data governance, system integration, and business process improvements supporting crisis readiness and response.

· Provide configurable workflows, notifications, alerts, approvals, and escalation processes.

· Support dashboards, status tracking, reporting, and real-time or near-real-time situational awareness, as appropriate.

4.5 Learning and Development

· Provide an integrated, SI-enabled environment for FDIC learning and development programs.

· Analyze workforce information and other relevant data to identify learning needs and provide recommendations.

· Support dynamic, personalized, accessible, and role-based learning experiences.

· Enable interactive and immersive training through e-learning, scenarios, simulations, and other instructional methods.

· Streamline the development, maintenance, versioning, delivery, and management of learning materials.

· Support intelligent content creation, content adaptation, and knowledge management.

· Evaluate training effectiveness using qualitative and quantitative data.

· Provide analytics and recommendations to improve learning outcomes.

· Enhance the efficiency of course administration, including scheduling, enrollment, logistics, notifications, and communications.

· Support integration with HR, workforce, performance management, competency, and other relevant enterprise systems.

4.6 Physical Security

· Support end-to-end visitor management, including preregistration, approvals, check-in and check-out, vetting, identity verification, and visitor tracking.

· Integrate visitor management and vetting processes with physical access control systems.

· Support automated or streamlined credential provisioning, modification, suspension, and deactivation.

· Align physical access workflows with employee onboarding, transfers, role changes, and offboarding.

· Integrate with HR 2.0 and other relevant enterprise systems to facilitate timely and accurate access decisions.

· Support role-based access, approvals, notifications, audit trails, reporting, and exception management.

· Provide interoperable capabilities that support current and future physical access control requirements.

· Support integration with PACES as its standards, capabilities, and implementation requirements mature.

· Enable secure data exchange among visitor management, identity, HR, physical access, and other enterprise systems.

· Provide configurable, scalable, and maintainable capabilities that can adapt to evolving security, operational, and technology requirements.

· Support enterprise-level visibility, monitoring, reporting, and management of visitor and physical access activities.

· Protect sensitive identity, personnel, visitor, and security information through appropriate privacy and security controls.

4.7 SI and Automation Capabilities

· Provide agentic SI capabilities for routing, decision support, summarization, knowledge extraction, and workflow assistance.

· Support predictive analytics for staffing, facilities maintenance cycles, procurement patterns, learning needs, and other relevant enterprise activities.

· Provide intelligent document processing, including classification, data extraction, summarization, drafting, and document comparison.

· Support analysis across HR, facilities, acquisition, learning and development, crisis response, and physical security data.

· Provide appropriate transparency, human oversight, explainability, validation, auditability, and security controls for SI-enabled capabilities.

· Support configurable automation that can be implemented incrementally and adapted as business requirements evolve.

5. Requested Information from Respondents Respondents are invited to provide the following information.

5.1 Company Information

· Company name, Unique Entity Identifier (UEI), and Commercial and Government Entity (CAGE) Code;

· Relevant experience supporting federal agencies or large-scale enterprise implementations; and

· Experience integrating HR, facilities, acquisition, learning and development, crisis readiness and response, physical security, and other enterprise systems.

5.2 Technical Approach

· Platform description, including architecture, components, hosting model, and integration layers;

· SI capabilities, use cases, limitations, and examples;

· Data model, data governance, and interoperability strategy;

· Security, privacy, accessibility, and compliance capabilities;

· Scalability, configurability, maintainability, and system administration approach; and

· Licensing approach, including the feasibility of a consolidated or unified licensing model.

5.3 Implementation Approach

· Recommended project phases, sequencing, and estimated timeline;

· Proposed implementation, configuration, integration, testing, and deployment methodology;

· Data migration and data-conversion methodology;

· Training, communications, and change-management approach;

· Sustainment, operations, maintenance, and customer-support approach; and

· Key risks, dependencies, assumptions, and mitigation strategies.

5.4 Rough Order of Magnitude Estimate

· Respondents should provide a non-binding ROM estimate that includes, as applicable:

· Initial and annual software licensing costs;

· Implementation, configuration, integration, testing, and deployment costs;

· SI capabilities, enablement services, or add-on modules;

· Ongoing operations, maintenance, support, and sustainment costs;

· Estimated implementation timeline; and

· Resource, staffing, volume, and other assumptions used to develop the estimate.

5.5 Additional Materials

· Respondents may provide the following materials, as applicable:

· Product information and capability summaries;

· Relevant case studies;

· Demonstration availability;

· Sample system architectures;

· Implementation references; and

· Other information that would assist the FDIC in evaluating potential approaches.

6. Submission Instructions

· Responses should not exceed 20 pages.

· Submit responses electronically in PDF format to: MWood@FDIC.gov

· Email subject line: RFI Response – OCOO Integrated Enterprise System.

· Responses due by: October 26, 2026, at 09:00 a.m. ET

7. Disclaimer This RFI is issued solely for information and planning purposes. It does not obligate the Government to issue a solicitation or award a contract. The Government will not pay for information provided in response to this notice.