TreasurySaaSReplacement.pdf

REQUESTING FOR INFORMATION AND CAPABILITY STATEMENTS

THIS IS A REQUEST FOR INFORMATION ONLY. This is not a request for offers, quotes or proposals. This notice does not represent a commitment by the

Government to issue a solicitation or award a contract. This is a market research tool only to determine the capability of potential sources.

The Department of Housing and Urban Development (HUD) is contemplating establishing a contract under NAICS Code(s) 518210-Data Processing, Hosting and Related Services, and the Small Business Standard is $32.5 million, PSC Code D318-IT and Telecom-Integrated

Hardware/Software/Services Solutions, Predominately Services for Enterprise Talent

Management System and is issuing this Request For Information (RFI) in order to solicit responses from capable sources and capability statements to ensure sufficient competition exists to meet the government’s requirements.

Teaming arrangements and joint ventures will be considered for any subsequent procurement based on the Government's market research, provided that the prime contract is awarded to an applicable small business and that small business provides fifty percent or more of the support.

Please review the General Description of Work below and provide your feedback to Cynthia

Norman at Cynthia.s.norman@hud.gov and Teresa Harris at Teresa.harris@hud.gov. Please email any questions you may have no later than Thursday, March 28, 2019 to the points of contact referenced herein.

So, what exactly is HUD contemplating acquiring?

BACKGROUND

The U. S. Department of Housing and Urban Development (HUD), Office of the Chief Human

Capital Officer (OCHCO) in partnership with the Office of the Chief Information Officer

(OCIO) is scoping and conducting an environmental scan of the marketplace for a Software-as-a-

Service (SaaS) provider to replace HUD’s existing agreement with Treasury for an enterprise integration solution to support (1) Performance Management (2) Compensation Management (3)

Learning Management (4) Workforce and Succession Management. Each module supports one or more critical talent management functions, and provides employees access to a single, robust enterprise integrated Human Resources End-to-End Solution.

mailto:Cynthia.s.norman@hud.gov mailto:Cynthia.s.norman@hud.gov mailto:Teresa.harris@hud.gov mailto:Teresa.harris@hud.gov

GENERAL DESCRIPTION OF WORK

Required Capabilities

HUD is seeking Software-as-a-Service (SaaS) Provider with an enterprise integrated suite of software modules to support the following functions:

• Performance Management,

• Compensation Management,

• Learning Management,

• Workforce and Succession Management

• Human Capital Dashboard Reporting at the Enterprise Level

Also, the potential SaaS provider shall be responsible for: (1) hosting the software; (2) providing federalize enterprise/integrated software; (3) providing project management support; (4) providing system administration; (5) providing data conversion support; (6) providing change management support with focus on marketing/communication; (7) providing sustainable training with sufficient job aides, interactive/innovative training approach that creates a self-sufficient environment; (8) delivering quality customer service and Tier II/Tier III help desk support; (9) providing implementation strategies for solution deployment that would limit disruption of day-to-day processing; and (10) providing a solution with Application Programming Interface (API) compatibility to support bi-directional interface with Treasury’s HR Connect system for personnel transactions, performance, award and training data.

HUD requires a solution based on a commercial product that has been successfully implemented a minimum combination of (3) integrated modules in at least three (3) government agencies. HUD understands some customization or extensions of available commercial products may be required to comply with new Federal standards and HUD functional requirements.

Additionally, HUD seeks a new HR Software-as-a-Service (SaaS) Federal or Non-Federal enterprise solution with integrated tools/modules (easy to use best-in-class integrated software with intuitive reporting). Although the Government is not presently awarding a contract, this

RFI seeks to obtain information regarding SaaS providers regarding price, delivery, and capabilities to support an agency with approximately 8,000 federal employees. To include, but not limited to employee training on the use of the four modules at HUD Headquarter and HUD

Regional Offices (Boston, New York, Philadelphia, Atlanta, Chicago, Ft. Worth, Kansas City, Denver, San Francisco and Seattle).

The software “Shall” provide and support the following requirements:

Requirement

Number

Category Description

PM Performance

Management

(PM)

PM is tool which is used to communicate the organizational goal to the employees individually, allow individual accountability towards that goal and tracking of the progress in the achievement of the goals assigned and evaluating their individual performance

PM-01 Easy to use and configurable performance appraisals

& administration

PM-02 Capability to align objectives & individual/team performance

PM-03 Non-complicated process for self-assessment and manager/supervisor evaluation

PM-04 User friendly menu driven system supervisors/managers and executives

PM-05 Custom content & rating scales

PM-06 Unlimited reviewer levels

PM-07 Flexible workflows

PM-08 Email alerts at every step

PM-09 Job-specific evaluation content

PM-010 Comment writing assistant (spell check, grammar check)

PM-011 360° feedback enabled

PM-012 Content libraries

PM-013 100% web-based access

PM-014 Single-sign-on available

PM-015 User sign-off options

PM-016 Unlimited attachments with ability to enable and disable

PM-017 Appraisal timeline visualization to allow users to see who has plan and where within the review process

(ex. subway timeline tracker)

PM-018 Ability to assign a weight value to critical elements with the total weights adding to 100 points;

Weighting for critical elements may vary from year to year

PM-019 Access to historical reviews; maintain historical accounts of all information captured

PM-020 Printable forms and templates

PM-021 Ratings Calculations

PM-022 Capacity and capability to support if/then statements and conditional statements

PM-023 Design goal-setting forms with any fields needed to set clear expectations

PM-024 Link goals to specific organizational objectives

PM-025 Create a convenient goal library

PM-026 Cascade goals to teams and direct reports

PM-027 Weight individual goals

PM-028 Pre-populate goal lists by department or employee role

PM-029 Allow employees and/or manager to add and edit goals at any stage

PM-030 Update and comment on goals year-round

PM-031 Schedule formal or information goal check-ins

PM-032 Advance all goals/elements (individual and team) at one time

PM-033 Unlimited review level at various performance events

PM-034 Content library to enable historical plans that are accessible at anytime

PM-035 Limited attachments to be incorporated with performance plans

PM-036 Capability to archive data, performance plans, and ratings

PM-037 Subway status reports (shows real time status of an action) and updates

PM-038 Initial rating manager stays with employee throughout rating process

PM-039 Capability to develop automated templates and forms in compliance with Office of Personnel Management

Senior Leader Certification Requirements

PM-040 Capability to develop Printable forms, and Printable templates

PM-041 Automated rating calculations

PM-042 Flexibility to change template on demand

PM-043 Setting capability for Automatic (no manual) issuance of tasks for each performance cycle

PM-044 Capability to develop Senior Executive Service

(SES)/Senior Leader (SL) process flows/ work flows independent of General Schedule (GS)/Employees’

Managers and Supervisors

PM-045 Ability to expand on feature to copying Elements.

When copying elements add a checkbox that can be selected for the elements to copy and a separate box to copy all elements

PM-046 Ability to have a flexible workflow to ensure plans are relevant. There are several capabilities needed to assure the right supervisor(s) create and evaluate plans such as:

a. Co-Planner. This existing capability is appropriate for situations such as an employee who has had a significant detail and the detail supervisor should provide input b.

c. Proxy. Develop the capability for the supervisor to establish one or more proxies. The difference from

Co-Planner is that the Proxy acts in the place of the supervisor where Co-Planner is additional input d.

e. Transfer. Develop the ability to transfer a plan completely from one supervisor to another. This is useful when the supervisor leaves HUD, transfers to another position in HUD, or the employee is transferred within HUD

PM-047 Ability to Track the History of a Plan. This would show all the steps a plan has taken including reopens.

The history should include who performed the action and un-editable date and time stamp

PM-048 Flexibility to Relationship of Employee to

Supervisor. This relationship should be by position to position not person to person. This would make the system consistent with other HR systems

PM-049 True Deletion of Elements. When an element is cancelled, it remains in the plan as a cancelled element. Feedback from users to the Helpdesk is to fully delete the element. If it must be retained, do not show the deleted element on screens or reports

PM-050 Role Assignment. HUD needs a few (about 3) designated system administrators to view and assign roles to employees

PM-051 Attachments. Get rid of attachments and provide text boxes with the capability to hold 10 typed, single-spaced pages

PM-052 Graphic system status. For a plan provide a

“subway” indicator that shows where the plan is now and at a minimum the preceding and following steps

PM-053 Identify the plan holder. Allow supervisors the ability to see who has an employee’s plan when it is not in the supervisor’s list

PM-054 Password reset emails are not being sent out consistently. The Helpdesk gets a lot of calls from people that didn’t get the email

PM-055 Only forward plans with complete elements.

Currently, the plan can be advanced without any descriptive information or text in the elements

PM-056 Ability to turn off alignment when moving established elements. Currently, if an element is aligned and copied the alignment information comes along with it. Provide the capability to select to not carry forward the alignment

PM-057 Ability to support delayed employee rating (off-cycle)

PM-058 Automatically calculate ratings for Minimally

Successful and Unsatisfactory Ratings

PM-059 Ability for managers and supervisors to set Co-planner role indefinitely (automatically updates on each task)

PM-060 Real time display of Task when created verses an overnight process

PM-061 Ability of the Agency system administrator to

Reopen a completed Task

PM-062 Ability to access and monitor accounts for separated employees who must be reopened to process annual performance awards. Allow employee to be placed in a "separated" category so HUD can process performance awards in the compensation tool without vendor intervention

PM-063 Immediate delivery of password reset emails

PM-064 Ability for managers and supervisors to advance “All

Elements. Grant the manager and supervisor an option to advance all elements for the team or per employee instead of advancing one element at a time

PM-065 Ability to create an organizational chart and employee rosters at various levels within the Agency

PM-066 Track Employee Disciplinary Actions. The disciplinary Action code will ensure that performance awards are not paid to employees with disciplinary action

PM-067 Ability for the employee/manager to see who has the task (including co-planners). This will allow employees and managers to see who has their task at every step in the process

PM-068 Ability to expand the size of the Standards Boxes for capturing descriptions

CM Compensation

Management

(CM)

CM tool for a small group of administrative processors to view, adjust and process awards transactions that align to individual performance and business goals

CM-01 Easy to use and configurable compensation management workflows

CM-02 Capability to Support Agency “pay for performance” or “value-based purchasing” model

CM-03 Ensure rewards are allocated fairly, properly, and consistently throughout the organization with capability to identify employees (through unique identifier) with disciplinary actions and flag for follow-up

CM-04 Complete compensation planning on-time and on-budget

CM-05 Keep employees motivated and engaged by rewarding them fairly

CM-06 Empower managers to make effective compensation decisions for their entire team, all in one place

CM-07 Save time with an easy-to-maintain compensation program and zero spreadsheets

CM-08 Automatically route compensation plans to various decision makers instantly

CM-09 Configure your organization’s compensation processes to suit your exact needs

CM-010 Set compensation budgets and deadlines

CM-011 Capability to Manage the annual performance awards process (On-the-SPOT, Special Act, Time-off, preventing duplicate awards and awards that are inconsistent with HUD policies)

CM-012 Manage the annual performance awards process, preventing duplicate awards and awards that are inconsistent with HUD policies

CM-013 Include a component to check and validate disciplinary actions (interface with personnel application)

CM-014 Ability to perform total compensation planning management from a global position

• Download total award for budget cycle (via file transfer or manual data input)

• Total integration with performance management ratings

• Calculate and determine the award distribution allocation (what percentage will be awarded to each rating, i.e. 2% to outstanding, 1% to excellent etc.)

Ability to manage distribution and allocation of all other awards (Spot, Individual, etc.)

CM-015 Create separate category for employees who are outside of the reporting cycle

CM-016 Goal tracking (ability to link agency goals with performance and awards)

LM Learning

Management

(LM)

LM tool for the administration, documentation, tracking, reporting and delivery of a variety of courses, training program, learning and development programs to include instructor led courses

LM-01

Simple and configurable learning management workflows

LM-02 Support Enterprise Human Resources Integration

(EHRI) transmission and reporting capability

LM-03 Create, publish and archive and provide digital footprint to include request approval and deny history use of electronic SF 182 (eSF-182)

LM-04 Track and report on all training activities managed by the system including catalogued and SF-182 request

LM-05 Allow Employee-students to submit a request for enrollment for external courses (eSF-182)

LM-06 Enable automatically assigning content and learning plans based on user criteria (i.e. role, groups/audiences, position, competency assessment)

LM-07 Enable the training authority or designate to mark the training item complete (eSF-182)

LM-08 Ability to report which Employee-Students received

Continuing Professional Education (CPEs) credits for a given course

LM-09 Ability to notify enrollment confirmation to

Employee-Students, Supervisors, and the Employee-

Students’ training administrator

LM-010 Ability to notify Employee-Students and Supervisors upon changes or cancellations of a scheduled event

LM-011 Ability to route workflows and documents for approvals and signature

LM-012 Compatibility with industry standard Open Learning

Services Architecture (OLSA) integration (Skillsoft) with Deep Link Catalog compatibility

LM-013 Ability to create packaged curriculums to target specific user groups on a calendar schedule.

LM-014 Ability to notify employees and all parties of course status via internal email.

LM-015 Ability to upload documents to user training profiles such as certificates of completions and resumes

LM-016 Resource Scheduling (classrooms, conference rooms, collaboration resources).

LM-017 Sharable Content Object Reference Model (SCORM) compliant Course Development

LM-018 Training Individual Development Plans (IDP’s) (not linked to Performance elements, per Labor

Agreement)

LM-019

Full System Course Development Rights to create, publish, assign, archive and build individual courses or curriculum within Pilot/Stage/and Production environments

LM-020

Enable the budget authority or designate to approve/disapprove and input budget information

(eSF-182)

LM-021 Ability to orchestrate for external customers, i.e.

detailed employees from other federal agencies and contractors both employed by HUD and outside of

HUD

LM-022 Ability to assist with on-boarding of new employees

LM-023 Ability to coordinate mandated compliance training

(not the same as mandatory), such as Contracting

Officer Representatives (CORs) and Project

Management

LM-024

Ability to manage ongoing professional development: Competencies for Performance and

Development

LM-025 Ability to deliver live, instructor-led courses and on-demand courses (both)

LM-026 Ability to deliver synchronized, asynchronized and blended training live training

LM-027 Ability to access content from cloud-based platform

(no hosting infrastructure required)

LM-028 Mobile application access with basic workflows

(approval/deny and notify)

LM-029 Ability to track and apply fee for service

LM-030 180 or 360 enabled leadership development:

customer, subordinate, peer and superior (for LM component only)

LM-031 Ability to discern and or establish competencies for

Performance (deficiencies) and Development

(requirements)

LM-032 Ability to create the MD 715 Tables A (Ethnicity and

Race) and Table B (Handicap) for Career

Development Programs

WF/SM

Workforce and

Succession

Management

(WF/SM)

WF/SM tool aligns hiring decisions and Human

Capital strategies with Agency goals and priorities;

competency models, competency gap analysis, individual development plans and career path planning to assist employees in realizing future career goals and aspirations

WF/SM-01 Easy to use and configurable workforce and succession workflows

WF/SM-02 Ability to tailor the deployment of tasks (both survey and risk assessments, or risk assessments only – i.e., supply and demand gap analyses and talent vs.

position risk assessments), to accommodate needs of different program offices/organizations

WF/SM-03 Forecasting employment and attrition based on historical values

WF/SM-04 Scenario planning to predict employment based on external drivers

WF/SM-05 Ability to perform data collection via surveys

WF/SM-06

Export data collected from surveys

WF/SM-07 Trend Analysis

WF/SM-08 Data archiving and storage for maintaining historical accounts of data captured, assessing progress from year to year, accessing previous workforce studies for measuring risk and skills gaps

WF/SM-09 Data retrievability

WF/SM-010 Capability to conduct workforce measurement studies

WF/SM-011 Capability for managers to do action planning, following the completion of a workforce study, including the capability to integrate simple workload measurement methods

WF/SM-012 Accessibility-Ability to set and/or assign user rights and/or restrict access to functionality, reports, forms, to individuals and groups

WF/SM-013 Compare the performance and potential of individual employees and departments

WF/SM-014 Identify employees with the potential to move into new roles

WF/SM-015 Compare results to calibrate ratings to ensure consistent scoring across teams

WF/SM-016 Easily adjust the performance vs. potential filters to suit your needs

KM Knowledge

Management

(KM)

KM tool to provides the capability to create and maintain various types of documents and artifacts specific to a business function or general information pertaining to the agency. The KM tool allows for the sharing and managing of this information and supports the goals and objectives of succession planning

KM-01 Repository for storing and retrieving knowledge, information and data

KM-02 Improves knowledge resource availability for entire

Department

KM-03 Improves cross office collaboration among organizations and units

KM-04 Administrator management and control for assignment ability of users to enter or delete documents in the portal

KM-05 508 Compliancy (Compatible with industry assistive technology software; JAWS, Zoom text (replaces

MaGic) and Dragon Naturally Speaking)

OS Online Survey

(OS)

OS tool supports the issuance of questions and facilitates the capturing of answers to be stored and processed with statistical software to provide analytics

OS-01 Easily Create- Build your own surveys

OS-02 Easily create a link to your surveys. Collect responses online from anywhere

OS-03 Analyze- Use powerful reporting engine to quickly extract and analyze survey results without direct support from product owner or technical support staff

OS-04 Deliver- Generate effective business decisions based on relevant and timely survey data

OS-05 Ability to tunnel, connect or export survey data third party analytic tools or dashboards using Power

Business Intelligence

OS-06 Establish special categories for delayed ratings, separated employees (set delayed rating status that does not add to the delinquent list)

OS-07 Federal Employee Viewpoint Survey Organizational code in enterprise integrated solution establish organization code continuity

OS-08 Capability to develop various survey types and questions i.e., narrative, multiple choice, Likert scale, parent child, and flexibility to modify survey questions on demand and with outsourced/administrative vendor support

ED/ER Enterprise

Dashboard and

Executive

Reporting

(ED/ER)

ED/ER tool provides executives and senior leaders real-time performance data across all core modules of the enterprise integrated tool. The results are used to inform decision makers and continuous tracking and monitoring of performance

ED/ER-01 Analyze key talent metrics for better decision making

ED/ER-02 Identify skills and training gaps

ED/ER-03 Reveal rating inconsistencies before they skew metrics

ED/ER-04 Compare performance across departments and over time

ED/ER-05 Monitor the status of appraisals to ensure on-time completion

ED/ER-06 Ensure you have the right skills and competency mix where you need them the most

ED/ER-07

Understand the talent landscape of your entire organization

ED/ER-08 Element comment box to allow for 800+ Characters

ED/ER-09 Plan effective organizational development initiatives

ED/ER-010 Display the progress of HUD goals in real-time

ED/ER-011 Use of artificial intelligence to: (1) conduct reasoning, learning, planning, perception; and (2) analyze data based on statistics, probability (filtering, prediction, smoothing and finding explanations for streams of data, and analyze processes that occur over time)

ED/ER-012 Canned and Customized Reporting

ED/ER-013 Data quality tool or proven methodology to ensure consistencies in the data, between different types of reports and output formats extracted from the same source files/area. For example (.pdf vs. Excel)

Formats include pdf, Excel, CVF, MS Access (DB), MS Word

ED/ER-014 Goal Reporting Capability

ED/ER-015 Dashboard reporting

ED/ER-016 Advanced analytical capabilities, such as Artificial

Intelligence and Machine Learning, to improve strategic decision making.

ED/ER-017 Creates comparison reports (e.g. - workforce analytics & Performance together)

ED/ER-018 Creates multi-fiscal year reports (Joined together to make one single report)

ED/ER-019 Provide an ad hoc reporting capability

ED/ER-020 Provide flexible and robust reporting - allowing analysis of performance ratings, training, attrition.

ED/ER-021 Sharable Content Object Reference Model (SCORM) compliant Course Development

I/API Module

Interface &

Application

Programing

Interface

Capability

(I/API)

I/API provides software to allow the enterprise integrated solution to communicate with other internal or external systems

I/API-01 Daily Bi-Directional interface with Treasury’s HR

Connect or API (Application Programming Interface) that provides:

a. Input of data from Treasury’s HR Connect or API so that the system has the latest employee information that is used by all components of the system

b. Ability to provide information to HR Connect or

API that identifies when an annual appraisal has been completed

c. Provides information to HR Connect or API that is used to create award transactions associated with annual performance appraisals

I/API-02 Approved and Authorized Office of Personnel

Management compatible interface for monthly

Training Data (EHRI) submissions

I/API-03 OPM for Training Data (EHRI) (compatibility driven by prevailing personnel application)

I/API-04 Industry Standard and Custom Course Content

(Skillsoft Catalog)

CONTEMPLATED PERFORMANCE METRICS

Not Applicable

CONTEMPLATED REPORT REQUIREMENTS

▪ ED/ER tool provides executives and senior leaders real-time performance data across all core modules of the enterprise integrated tool. The results are used to inform decision makers and continuous tracking and monitoring of performance.

▪ Ability to create custom reports

CONTEMPLATED MAGNITUDE OF THE PROJECT

Not Applicable

CONTEMPLATED PLACE OF PERFORMANCE

The vendor shall provide Software-as-a-Service in a vendor hosted cloud solution along with the capabilities necessary to effectively support a government hosted cloud environment.

Security Requirement:

▪ FedRAMP Certified cloud-based hosting solution based on current and evolving industry standards and best practices

▪ Protection of Information at Rest and In Transit with HUD encryption standards

I/API-05 Input of data from Treasury’s HR Connect so that the system has the latest employee information that is used by all components of the system

I/API-06 Ability to provide information to HR Connect that identifies when an annual appraisal has been completed

I/API-07 Provides information to HR Connect that is used to create award transactions associated with annual performance appraisals

I/API-08

OPM for Training Data (EHRI)

I/API-09 Compatibility and integration with other HR components to include Performance Management, Compensation, Workforce, Succession Planning and industry standard content catalogue

I/API-010 Industry Standard and Custom Course Content

(Skillsoft Catalog)

RESPONSE REQUESTED

Small Businesses are encouraged to respond.

This synopsis is a market research tool being used to determine the availability and capability of potential sources prior to determining the method of acquisition and whether the government will proceed with this acquisition. The Government will not pay for any information solicited. If a contract is ultimately pursued, responses to this synopsis will be used to aid in determining whether the acquisition is set-aside for small business or in establishing small business subcontracting goals. All qualified firms are encouraged to respond.

The capability statement shall address, at a minimum, the following for the past three years:

1. Name and address of company and or companies (if there is a teaming arrangement or joint venture);

2. Technical expertise relevant to the requirement;

3. Technical approach relevant of the requirement including solution software model approach relevant to Workforce Planning i.e. Deterministic Model, Optimization Model, Change Model, Equilibrium Model, Network Flow Model (1 to 2 paragraphs);

4. Management approach relevant to the requirement (1 to 2 paragraph);

5. Corporate experience relevant to the requirement (1 to 2 paragraph);

6. Indicate if you are a small business or any other socio-economic categories that apply to your firm under the designated NAICS code;

7. Whether you have had unequal access to any information relevant to the acquisition that could provide an unfair competitive advantage;

8. Relevant past performance. Your capability statement needs to include a list of three customers (Government/non-Government) within the past three (3) years highlighting similar work in nature, scope, complexity, and difficulty and a brief description of the scope of work.

Your submission for relevant past performance must include for each customer:

▪ Contract name;

▪ Contracting Agency or Department, POC and contact information;

▪ Yearly contract value (in $$);

▪ Whether your firm was the prime or a subcontractor;

▪ Period of performance;

▪ Description of work and how it relates to the requirements.

Interested firms responding to this market survey must provide a capability statement demonstrating their experience, skills and capability to fulfill the Governments requirements for the above. The capability statement shall be in sufficient enough detail, but not exceed 15 pages

TOTAL, so that the Government can determine the experience and capability of your firm to provide the requirements above. Additionally, a “Rough Order of Magnitude (ROM)” for the level of effort associated with this requirement shall be provided. The ROM is to be included in the 15-page limitation. Please specify one primary and one alternate Point of Contact (POC) within your firm, including telephone numbers and email addresses in case clarifications of your submission are needed.

Only electronic copies of capability statements will be accepted and should be emailed to:

cynthia.s.norman@hud.gov and teresa.harris@hud.gov . The e-mail shall contain the following subject line: Response to Sources Sought Notice – Enterprise Talent Management System

Requirement. The Government may use the responses received to determine whether to proceed with the acquisition as a set-aside, or in the absence of a least two small business responses to this notice, may determine to proceed with a full and open competition. This decision and whether to proceed with the acquisition are at the sole discretion of the Government.

SUBMISSION INSTRUCTIONS

All interested contractors should submit their capability statements by 10:00am EST on Friday, April 05, 2019, attention Cynthia Norman and Teresa Harris. Late responses will not be considered.

mailto:cynthia.s.norman@hud.gov mailto:cynthia.s.norman@hud.gov mailto:teresa.harris@hud.gov mailto:teresa.harris@hud.gov