SRD-SF Guardian PMS v1.0.pdf

Distribution Statement A. Approved for public release: distribution is unlimited.

SYSTEM REQUIREMENTS DOCUMENT

SPACE FORCE GUARDIAN PERSONNEL MANAGEMENT SYSTEM

FAXXXXXXXX

31 March 2026

Version 1.0

United States Space Force Space Systems Command

System Delta 81 Office of Test, Training, and Infrastructure

Los Angeles AFB, CA

Approved By:____________________

LYNDSEY D BUCKLE, Lt Col, USSF System Program Manager, Space Force Personnel Data

Space Systems Command, System Delta 81

THIS PAGE LEFT INTENTIONALLY BLANK

CHANGE HISTORY

Change Version Date Initial Document Baseline 1.0 20260325

Contents

1 SCOPE

1.1 System Overview

1.2 System Requirements Document Overview

1.3 System Requirements Management

1.4 Expected Benefits of Modernization

2 APPLICABLE DOCUMENTS

2.1 General

2.2 Government Documents

2.3 Order of Precedence

3 SYSTEM REQUIREMENTS

3.1 Overall System Requirements

3.2 Guardian Data Layer

3.3 Guardian Automation Layer

1 SCOPE

The FY24 National Defense Authorization Act established the Space Force Personnel Management Act (PMA) on December 22, 2023. The PMA allows the Space Force to design an alternative single military personnel management system that integrates active component Guardians and Air Force Reserve Airmen serving in space-focused career fields into a unified service, offering both full- and part-time work roles. In addition to adding part-time roles to the service without component - the Personnel Management Act also enables Space Force Inactive and Retired Status. By enabling both full-time and part-time service options, the Space Force can better attract and retain talent in an increasingly competitive labor market, especially in high-tech sectors. According to General Saltzman in his C-Note #42, The PMA is a fundamental shift from the traditional service model that employs distinct regular and reserve components that possess unique roles, responsibilities, organization, and management. It defines conditions for Guardians to serve in active status and move between full- and part-time roles.

Presently, Regular Space Force Guardians are managed through the Air Force Active Component systems to include but not limited to instances in Military Personnel Data System (MilPDS), myVector, and myFSS suites of tools, databases, and software applications. These systems connect to 4th estate systems for pay and benefits including DMDC (DEERS), DFAS(DJMS), and external systems such as Learning Management tools, Defense Acquisition University transcripts, data analytics, and others require both pulling and pushing data for Guardian personnel records management.

Within the current Air Force systems, in order to transfer between Air Force Active Component and Air Force Reserve Component, the service member must first separate from the Air Force and rejoin the military under the Air Force Reserve Component. This process takes an act of Congress to scroll the member. In addition, there are timeliness of pay and continuity of health care issues. The vision of the Space Force under the Personnel Management Act is for this process to be seamless and less cumbersome for both the personnelists and service-members. By enabling both full-time and part-time service options, the Space Force can better attract and retain talent in an increasingly competitive labor market, especially in high-tech sectors.

Creating a service without component that offers both full and part-time work roles requires changing and creating new file types in MilPDS and changing data flows throughout the Air Force business enterprise systems that has shown to be both time and cost-prohibitive. The Space Force is seeking to procure, configure, and integrate a commercial software solution to enable the single military personnel management system for both full-time and part-time Guardians.

The Space Force needs a system that can adapt to changes in law and policy as the Space Force determines its best practices as well as annual changes in pay tables, pay incentives, and other routine updates. The Space Force also envisions a data forward system that enables personnelists, commanders, commander support staff, and Guardian service-member visibility into human resource processes affecting the members.

The Space Force is a Digital Service and requires the ability to rapidly analyze data for superior management of military human capital. The Space Force, through commercial software solutions, seeks to enable a data-forward system that is ready for AI, advanced descriptive and predicative analytics, and modern industry standard interface integration.

Starting in 2025, the Space Force will transition Air Force Reserve and Air Force Guards personnel into part-time Space Force work roles. To manage this, the Air Force Reserve Component will continue to service the part-time Guardians in the Air Force Reserve HR Systems in a “bridge solution” until this contracted system is operational. The split management of part-time and full-time Guardians requires manual workarounds, nomenclature stop-gaps, and manual spreadsheet reconciliation of force readiness. The vision for a single Guardian Personnel Management System is to end the reliance on the Air Force Reserve systems and be able to present Space Force Readiness from a single system and database. This will also enable workforce analysis and talent management from a single system.

1.1 System Overview

One potential solution for the Space Force Guardian Personnel Management System is to compose it into two main layers – the Guardian Automation Layer and the Guardian Data Layer.

The Guardian Data Layer serves as the data repository and primary connection between the current Department of the Air Force (DAF) data architecture and the Guardian Automation Layer. The Guardian Automation Layer is expected to exist as a Software-as-a-Service (SaaS) or Commercial-Off-The-Shelf (COTS) component for the Human Resources Management System to deliver the functional requirements documented in Section 3.3 Guardian Automation Layer.

This potential solution structure is shown in Figure 1 Purposed USSF System Structure, and how it might be structured in Figure 2 Purposed USSF HR IT Architecture Diagram.

Figure 1 Purposed USSF System Structure

Figure 2 Purposed USSF HR IT Architecture Diagram

1.2 System Requirements Document Overview

The System Requirements Document is an all-encompassing and evolving requirements document, defining the required capabilities of the overall Space Force Guardian Personnel Management System. Specific requirements will dictate contract award configuration and execution, which may include a subset of those listed within this document.

1.3 System Requirements Management

The System Requirements Document is a government configuration item. In accordance with contract language, the contractor is encouraged to submit recommendations to requirements changes for consideration and acceptance by the government. End-user requirements and user feedback for additional capabilities are adjudicated by the government for incorporation into system delivery.

1.4 Expected Benefits of Modernization

The deployment of a modernized Human Resources Information Technology (HRIT) system in the United States Space Force (USSF) is expected to deliver significant qualitative benefits.

These benefits align with the organization's goals of operational efficiency, enhanced user experience, and seamless integration of personnel management systems.

• Flexible and Adaptive o A modern HRIT system provides adaptability to meet the unique needs of the

Space Force, which operates in a dynamic and evolving environment.

o It enables rapid configuration and scalability to accommodate changes in organizational structure, mission requirements, and personnel policies.

o Leveraging industry-leading technology, the platform is able to adapt to changes through rapid, continuous software updates.

• Guardian-Centric Enhanced User Experience o The system is designed with intuitive interfaces and self-service capabilities, empowering Space Force personnel to manage their HR needs efficiently.

o The Guardian experience is prioritized during the adoption of new HR IT capabilities and enhancing retention through a best-in-government HR experience for Guardians.

o Personnel issues for Guardians are visible in the system. Real-time status is available to the Guardians. Where to access, find, and work actions is easily known and accessible.

• Modern Commercial Capabilities o Leveraging cutting-edge technologies, the HRIT system incorporates advanced features such as AI-driven analytics, cloud-based infrastructure, and mobile accessibility.

o These capabilities ensure the system remains future-proof and aligned with industry’s best practices.

• Reduced Latency o Automation and streamlined workflows significantly reduce processing times for

HR transactions, such as personnel updates, pay adjustments, and leave requests.

o Faster response times improve operational readiness and minimize administrative bottlenecks.

• AI/ML Enabled o Utilize AI to increase efficiency in processes such as assignment matching to free up personnel for higher-value talent management processes.

• Data Driven o Leaders and Guardians have real-time, self-service readiness dashboards with predictive insights.

o Data is accessible to Guardians and HR Practitioners.

o Personnel actions are visible and it’s not a mystery where in the process an HR action is sitting.

• Enterprise-Wide Integration of Systems o The modernized HRIT system ensures seamless integration of data and processes.

o This integration eliminates redundancies, enhances data accuracy, and provides a unified view of personnel information across the Space Force.

o A “single input” system shares data automatically across the enterprise, reducing administrative burden on the Guardian and improving data quality.

• Reduced Dependency and Burden on Air Force Personnelists o The automation and self-service interface of the HRIT system should lessen the workload on Air Force Personnelists of both the Air Force Personnel Center (AFPC) and Air Reserve Personnel Center (ARPC), supporting Space Force units.

o By enabling Space Force personnel to handle routine HR tasks independently, the new system will free up resources for more strategic initiatives.

• Single Source of Truth o The Guardian Data Layer (GDL) creates a single source of truth of Guardian data, making all personnel data clean and analysis-ready.

2 APPLICABLE DOCUMENTS

2.1 General

This section includes documents cited throughout this document and may include additional items deemed relevant. While every effort has been made to ensure the completeness of this list, the contractor will be required to meet all necessary laws, regulations, policies, Cybersecurity Instructions and Government Architecture Artifacts related to this requirement, whether or not they are listed.

2.2 Government Documents

2.2.1 Laws

• National Defense Authorization Act for Fiscal Year 2024 (Public Law 118-31)

• Privacy Act of 1974

• Health Insurance Portability and Accountability Act (HIPAA) Public Law 104-191

• Federal Information Security Modernization Act (FISMA)

• Clinger-Cohen Act - Division E of the National Defense Authorization Act for FY 1996

• Title 10 and Title 32 of the U.S. Code: Governs military operations and National Guard activities, which may intersect with HR data systems

2.2.2 Regulations

• International Traffic in Arms Regulations (ITAR)

• OMB A-130: Managing Information as a Strategic Resource

• DoD Directive 5000.01, The Defense Acquisition System

2.2.3 Policies

The following listed Air Force Instructions (AFI) dictate the current management of military human resources for the United States Space Force. Documents titled Air Force Instruction are expected to be updated to Space Force Instructions as updates are made and approved to incorporate Personnel Management Act.

• AFH36-2647: Competency Modeling

• AFI36-128: Pay Setting and Allowances

• AFI36-1301: Management of Acquisition Key Leadership Positions

• AFI36-2135: Joint Officer Management

• AFI36-2230: Inter-Service Training

• AFI36-2504: Officer Promotion, Continuation, and Selective Early Removal in the

Reserve of the Air Force

• DAFI36-2606: Reenlistment and Extension of Enlistment

• AFI36-2631: Military Reserve Exchange Program

• AFI36-2639: Education with Industry Program

• DAFI36-3106: Retiree Activities Program

• AFI36-3202: Certificate of Release or Discharge from Active Duty (DD Form 214/5

Series)

• AFI36-3203: Service Retirements

• AFI36-3212: Physical Evaluation for Retention, Retirement, and Separation

• AFI36-3701: Space Professional Development Program

• AFMAN36-2100: Military Utilization and Classification

• AFMAN36-2136: Reserve Personnel Participation

• AFPD36-37: Space Professional Development

• DAFGM2023-36-02: Basic Needs Allowance

• DAFI36-2008: Voluntary Limited Period of Active Duty (VLPAD) for Air Reserve

Component (ARC) Service Members and the Career Intermission Program

• DAFI36-2010: Junior Reserve Officers’ Training Corps Program

• DAFI36-2110: Total Force Assignments

• DAFI36-2406: Officer and Enlisted Evaluations Systems

• DAFI36-2501: Officer Promotions and Selective Continuation

• DAFI36-2502: Enlisted Airman Promotion and Demotion Programs

• DAFI36-2608: Military Personnel Record Systems

• DAFI36-2614: Pre-Commissioning Education and Training Program

• DAFI36-2617: Air Reserve Forces Policy Committee and Major Command Air Reserve

Components Policy and Advisory Councils

• DAFI36-2619: Active-Duty Operational Support (ADOS) – Active Component (AC)

Man-Day Program

• DAFI36-2670: Total Force Development

• DAFI36-2678: Education Classification and Coding

• DAFI36-2903: Dress and Personal Appearance of United States Air Force and United

States Space Force Personnel

• DAFI36-2910: Line of Duty (LOD) Determination, Medical Continuation (MEDCON), and Incapacitation (INCAP) Pay (applies to SF, but likely needs to be reviewed/updated to incorporate SF process and authorities)

• DAFI36-3003: Military Leave Program

• DAFI36-3006: Survivor Benefit Plan (SBP) (Regular, Guard, Reserve, and Retired)

• DAFI36-3012: Military Entitlements

• DAFI36-3026V1: Identification Cards for Members of the Uniformed Services, Their

Family Members, and Other Eligible Personnel

• DAFI36-3026V2: Common Access Card (CAC)

• DAFI36-3211: Military Separations

• DAFI36-3802: Force Support Readiness Programs

• DAFMAN36-2032: Military Recruiting and Accessions

• DAFMAN36-2114: Management of the Air Force Reserve Individual Reserve (IR) and Full-Time Support (FTS) Programs

• DAFMAN 36-2136: Reserve Personnel Participation (SpFMAN 36-2136 in draft)

• DAFMAN36-2604: Service Dates and Dates of Rank

• DAFMAN36-2664: Personnel Assessment Program

• DAFMAN36-2689: Training Program

• DAFMAN36-2905: Department of the Air Force Physical Fitness Program

• DAFMAN36-3026: Air Force Trusted Associate Sponsorship System

• DAFPD36-1: Appropriated Funds Civilian Management and Administration

• DAFPD36-20: Recruiting Programs and Accession of Military Personnel

• DAFPD36-21: Utilization and Classification of Military Personnel

• DAFPD36-24: Military Evaluations

• DAFPD36-25: Military Promotions and Demotions

• DAFPD36-26: Total Force Development and Management

• DAFPD36-29: Military Standards

• DAFPD36-30: Military Entitlements

• DAFPD36-32: Military Retirements and Separations

• DAFPD36-35: United States Air Force Academy

• DAFPD36-38: Force Support Readiness

• DAFPD36-81: Total Force Human Resource Management Governance

• DODI1322.33 & DAFI36-2683: Department of the Air Force Voluntary Credentialing

Programs

• DoDI1332.45_DAFI36-3215: Retention Determinations for Non-Deployable Service

Members

• DODI1400.25V431 & DAFI36-1002: Performance Management and Appraisal Program

Administration in the Department of the Air Force

• DODI1400.25V550 & DAFI36-808: Pay Administration (General)

• DODI1400.25V630 & AFI36-815: Leave

• DODI8500.01: DoD Cybersecurity Program

• DODI8510.01: Risk Management Framework for DoD IT

• DODI8530.01: Cybersecurity Activities and Incident Response

• DODI5400.11: DoD Privacy and Civil Liberties Programs

• DoD Instruction 7770.02, “Uniformed Services Pay File”

• DoD Instruction 7730.68, “Uniformed Services Human Resources Information System”

• DOD Instruction 7730.69, volume 1: Uniformed Services Human Resources Information

System: Main Reporting Requirements

• DOD Instruction 7730.69, volume 2: Uniformed Services Human Resources Information

System: Supplemental Reporting Requirements

• DoD Directive: 1100.4 - Guidance for Manpower Management

• DFARS252.204-7012: Covered Defense Information (CDI)

• SPFGM2022-36-02: Space Force Guidance Memorandum Establishing U.S. Space Force

(USSF) Dress and Appearance Standards

• AFI38-101: Manpower and Organization

• AFI38-206: Additional Duty Management

• AFPD38-1: Manpower and Organization

• HAFMD2-3: Deputy Chief of Space Operations for Human Capital

• SPFGM2025-36-01: Space Force Guidance Memorandum for Reserve Service

Commitment and Reserve Bonuses for the Transfer of Air Force Reserve Personnel to the Regular Space ForceSPFGM2025-36-02: Department of the AF Guidance Memorandum Implementation of Guardians on Sustained Duty and Not on Sustained Duty in the USSF

• SPFI36-2135: Joint Officer Management

• SPFI36-2401: Guardian Evaluation Systems

• SPFI36-2502: Enlisted Guardian Promotion and Demotion Programs

• SPFMAN36-109: Civilian Human Capital Evaluation and Accountability Program

2.2.4 Cybersecurity Instructions

• DoDI 8500.01: Established the DoD Cybersecurity Program

• DoDI 8510.01: Implements the Risk Management Framework (RMF) for DoD IT

• DoDM 8530.01: Details procedures for cybersecurity activities and incident response

• DFARS 252.204-7012: Requires contractors to safeguard Covered Defense Information

(CDI) and report cyber incidents

• DoD Cybersecurity Reference Architecture: Provides architectural guidance for secure cloud and SaaS deployments

2.2.5 Government Architecture Artifacts

The following architecture artifacts capture the envisioned to-be architecture developed by the United States Space Force.

• OV-1 High Level Operational Concept Graphic

• CV-2 Capability Taxonomy Model

• CV-6 Capability Operational Activities mapping

• AV-1 Executive Summary

• OV-5a Operational Activity Decomposition Model

• OV-6c Event Trace Description

• OV-3 Resource Exchange

• DIV-1 Conceptual Data Model

• SV-1 Systems Interface Description Model

• SV-4 Systems Functionality Description Model https://usaf.dps.mil/:b:/r/teams/S1HRAutomationStrategy/Shared%20Documents/BAH/Work%20Products/EA%20Requirements/Enterprise%20Architecture%20Req%20Collection%20Resources/USSF%20HRM%20Operational%20Activity%20Model%20OV-5a.pdf?csf=1&web=1&e=W0opSo

• SV-5a System Functions to Operational Activities Mapping

• AV-2 Data dictionary

• Enterprise Architecture Review

• HRIT Capability Area

• AF HRM Baseline OV-5a

• HR Platform Service Capability Workflows

• HRIT Requirements Traceability Matrix

• CNSSI 1253 Security Categorization and Control Selection for National Security

Systems

2.3 Order of Precedence

Applicable laws and regulations take precedence over text within this document, unless a specific exemption has been obtained.

3 SYSTEM REQUIREMENTS

3.1 Overall System Requirements

The requirements listed in this section are inherent across all systems and subsystems within the Space Force Guardian Personnel Management System including both the Guardian Data Layer and Guardian Automation Layer to ensure compliance with applicable laws and regulations.

3.1.1 Federal and DoD IT Governance

3.1.1.1 Contractor shall ensure compliance with the Federal Information Security Modernization Act (FISMA): Requires federal agencies to implement information security programs to protect data and systems.

3.1.1.2 The system shall comply with DoD cybersecurity and IT Policies & Instructions:

3.1.1.2.1 DoDI 8500.01: Establishes the DoD Cybersecurity Program.

3.1.1.2.2 DoDI 8510.01: Implements the Risk Management Framework (RMF) for DoD IT.

3.1.1.2.3 DoDM 8530.01: Details cybersecurity activities and incident response.

3.1.1.2.4 DFARS 252.204-7012: Defines Covered Defense Information (CDI) safeguards.

3.1.1.2.5 DoD Cybersecurity Reference Architecture: Provides architectural guidance for secure cloud and SaaS deployments.

3.1.2 Data Privacy & Protection

3.1.2.1 The contractor shall ensure data are protected in compliance with Privacy Act of 1974 and DoD Privacy Program (DoDI 5400.1).

3.1.2.2 The system shall ensure data assets are tagged by their security classification and instances of Protected Health Information (PHI) and Personally Identifiable Information (PII) per DAFI 90-7001.

3.1.2.3 The system shall encrypt all Personally Identifiable Information (PII) at rest using AES- 256 encryption and in transit using TLS 1.3 or higher.

3.1.2.4 The system shall use automated PII detection and marking.

3.1.2.5 The contractor shall limit data collection to mission-essential information.

3.1.3 Data Residency & Sovereignty

3.1.3.1 Provider shall ensure all data resides in U.S.-based data centers.

3.1.3.2 Provider shall restrict access to U.S. citizens with appropriate clearance for IL4/5

(CSRG).

3.1.4 Risk Management Framework (RMF)

3.1.4.1 The system shall be categorized based on impact level High.

3.1.4.2 The contractor shall have the ability to deploy at IL-4/5.

3.1.4.3 The system shall implement security controls from NIST SP 800-53 Rev 5 or later to include categorization, control selection, implementation, assessment, and continuous monitoring.

3.1.4.4 The system shall have an Authority to Operate given by the USG Authorizing Official.

3.1.5 Controlled Unclassified Information (CUI) Protection

3.1.5.1 The system shall comply with NIST SP 800-171 and DoDI 5200.48 for systems handling CUI.

3.1.5.2 The system shall have Controlled Unclassified Information (CUI) protection measures.

3.1.5.3 The system shall meet Cybersecurity Maturity Model Certification (CMMC) 2.0 requirements for protecting CUI.

3.1.5.4 The system shall encrypt all data end-to-end and at-rest.

3.1.5.5 The contractor shall follow Security Classification Guidelines (SCG).

3.1.5.6 The contractor shall follow DoD CUI registry - A complete listing can be found at:

https://www.archives.gov/cui.

3.1.6 Identity, Credential, and Access Management (ICAM)

3.1.6.1 The system shall use DoD-approved authentication (e.g., CAC/PIV).

3.1.6.2 The system shall implement multi-factor authentication (MFA).

3.1.6.3 The system shall implement DoD Zero-Trust policy IAW DoD Zero Trust Strategy, DTM 25-003, and NIST SP 800-207 with dynamic risk assessment and adaptive authentication based on data sensitivity and user context.

3.1.6.4 Identity and Access Management: The system shall implement role-based access control (RBAC) with principle of least privilege for creating roles, and limit role access to certain tranches of data, and generate adaptable data displays tied to role access levels and needs within the system.

3.1.7 Cybersecurity Service Provider (CSSP) Integration

3.1.7.1 The system shall connect to a Government approved certified CSSP for monitoring and incident response.

3.1.7.2 The system shall meet the minimum qualifications of CSSPs and be able to integrate with other DOD Information Network (DODIN) CSSPs.

3.1.7.3 The system shall implement malware protection, vulnerability scanning, and intrusion detection.

3.1.8 Insider Threat Monitoring

3.1.8.1 The system shall enable user activity monitoring per DoDM 8530.01 Section 3.7.

3.1.8.2 The system shall integrate with DoD Insider Threat Program per DoDI 5205.16.

https://www.archives.gov/cui.

3.1.9 Audit and Logging

3.1.9.1 The system shall provide end-to-end governance and compliance controls that capture an immutable audit trail and enable reporting in accordance with statutory requirements by leveraging point-in-time retrieval and compliance-as code, among other governance practices.

3.1.9.2 The system shall be capable of time tagged logging of events and audit support per the following DoD policies for forensic analysis.

• The DoD Instruction 8500.01, "Cybersecurity,"

• The DoD Manual 5240.01, "Procedures Governing the Conduct of DoD Intelligence

Activities,"

• The DoD Instruction 8530.01, ‘Cybersecurity Activities Support Procedures’

• AFI 17-101, RMF for Air Force Information Technology

3.1.9.3 The system shall enforce access controls and audit logging.

3.1.9.4 The system shall retain logs per DoDI retention policies and accessible for forensic analysis.

3.1.9.4.1 The system shall capture comprehensive and timestamped audit logging of all data access and modifications.

3.1.10 Data Standardization, Quality and Integrity

3.1.10.1 The system shall implement automated data validation rules to ensure 99.9% data accuracy across all critical personnel data fields.

3.1.10.2 The system shall provide real-time data quality monitoring with automated correction suggestions and machine learning-based anomaly detection.

3.1.10.3 The system shall validate format for structured data fields (SSN, dates, codes).

3.1.10.4 The system shall cross-reference against authoritative sources.

3.1.10.5 The system shall validate business rules for logical consistency.

3.1.10.6 The system shall check for completeness of mandatory data elements.

3.1.10.7 The system shall detect duplicates and resolve workflows.

3.1.10.8 The system shall use consistent naming conventions across all data elements.

3.1.10.9 The system shall use standardized code sets for military-specific data.

3.1.10.10 The system shall use uniform date and time formats (ISO 8601).

3.1.10.11 The system shall use standardized address formats and geocoding.

3.1.10.12 The system shall use consistent unit of measure specifications.

3.1.11 Data Classification and Handling

3.1.11.1 The system shall implement DoD data classification standards.

3.1.11.2 The system shall include Data loss prevention (DLP) controls.

3.1.12 Data Retention and Archival

3.1.12.1 The system shall maintain active personnel data in accordance with DoD and Federal retention schedules (AFI 33-322; disposition per AF Records Disposition Schedule).

Expected Retention Schedules (refer to applicable law and policy):

• Active-duty personnel: Real-time access to all current data

• Separated personnel: Indefinitely

• Retired personnel: Permanent retention of core service records

• Historical data: Long-term archival with metadata preservation

• Legal hold capabilities for litigation and investigation support

3.1.12.2 The contractor shall ensure compliance with secure data destruction and retention policy:

• Privacy Act of 1974: Governs the handling of PII.

• Federal Records Act: Establishes requirements for federal records management.

• DoD 5220.22-M: National Industrial Security Program Operating Manual.

• DoD Directive 5015.02: DoD Records Management Program.

3.1.12.2.1.1 NIST SP 800-88 Rev.1: Guidelines for Media Sanitization.

• OMB A-130, Managing Information as a strategic resource

3.1.12.3 The system shall provide intelligent data lifecycle management with automated archival, compression, and retrieval capabilities based on access patterns and regulatory requirements.

3.1.13 SaaS solutions, additional requirements apply:

In addition to the sections listed above, SaaS solutions will also comply with the following system level requirements.

3.1.13.1 FedRAMP Authorization

3.1.13.1.1 SaaS: Provider shall be FedRAMP Moderate/High authorized.

3.1.13.1.2 SaaS: Provider should be FedRAMP+, which includes DoD-specific controls.

3.1.13.2 DoD Cloud Computing SRG Compliance

3.1.13.2.1 SaaS: Provider shall comply with the DoD Cloud Computing Security Requirements Guide (SRG) for Information Impact Level (IL) based on data sensitivity:

o IL2 - Public/low sensitivity o IL4 - Controlled Unclassified Information (CUI) o IL5 - National Security Systems o IL6 - Classified data

3.1.13.2.2 SaaS: The system shall comply with valid Defense Information Systems Agency (DISA) Security Technical Implementation Guides (STIGs) o Operating systems o Web servers o Databases o Application platforms

3.1.14 Platform Requirements

3.1.14.1 The contractor shall support deployment in a secure cloud environment compliant with the DoD Cloud Computing Security Requirements Guide (SRG) at Impact Levels 4, 5, or 6, depending on data sensitivity.

3.1.14.2 The contractor shall ensure 99.99% uptime with redundancy, disaster recovery, and failover mechanisms to support mission-critical operations.

3.1.14.3 Environment Instantiation: The contractor shall deliver support deployment across four distinct environments:

o Production Environment: For live operations, ensuring stability, reliability, and compliance with mission-critical requirements.

o Development Environment: For building, testing, and iterating new features and capabilities.

o Test (Staging) Environment: For validating functionality, performance, and security in a controlled environment that mirrors production.

o Sandbox Environment: An exploratory environment (production representative) for initial development and testing of capabilities that may unknowingly interfere or disrupt regular development/testing schedules.

3.2 Guardian Data Layer

3.2.1 Data Integration Requirements

3.2.1.1 The system shall integrate data from current Department of the Air Force (DAF) human resources systems and databases to ensure continuity of Guardian personnel records and historical data preservation.

3.2.1.2 The system shall provide real-time data synchronization capabilities with external DoD and federal HR systems to enable seamless cross-service personnel management and joint operations support.

3.2.1.3 The system shall integrate and serve as the primary data repository supporting two-way transaction with the following systems:

3.2.1.3.1 Military Personnel Data System (MilPDS)

3.2.1.3.2 Manpower Programming and Execution System (MPES)

3.2.1.3.3 Defense Manpower Data Center (DMDC)

3.2.1.3.4 Defense Finance and Accounting Service (DFAS)

3.2.1.3.5 Defense Joint Military Pay System (DJMS)

3.2.1.3.6 Learning Systems: to include DAF myLearning, Holmes Center, STARCOM, AFIT, Defense Acquisition University and others

3.2.1.3.7 myFSS

3.2.1.3.8 TMDE A1 VDC / Envision

3.2.1.4 The system shall have data translators when necessary to minimize the changes required to the interfaces to the Air Force and external systems.

3.2.1.5 The system shall display current interface status and enable data freshness tagging.

3.2.1.6 The system shall manage all categories of personnel data required for complete Guardian lifecycle management from recruitment through retirement to include but not limited to the elements within Appendix D: Require Data Elements.

3.2.1.7 The system shall support standard data exchange formats (ex: XML, JSON, CSV) and protocols (ex: REST APIs, SOAP) for integration with existing DoD and federal systems.

3.2.1.8 The system shall support integration with versioning, identity resolution, validation, data-quality checks, and change-data capture.

3.2.1.9 The system shall secure the application programming interface (API) through encryption, public keying, role-based access control (RBAC), or other proven practices.

3.2.1.10 The system shall implement semantic data models and ontologies to enable intelligent data sharing and automated workflow orchestration across the enterprise.

3.2.1.11 The system shall support the following Data Exchange Standards

• HL7 FHIR for health-related data exchange

• HR-XML for human resources data interchange

• NIEM (National Information Exchange Model) compliance

• DoD Discovery Metadata Specification (DDMS) implementation

• Common Data Model (CDM) adoption for enterprise consistency

3.2.1.12 The system should support the following Application Programming Interface (API) and Integration Capabilities

• RESTful API architecture with OpenAPI specification

• Event-driven architecture for real-time data synchronization

• Message queuing and publish-subscribe patterns

• Data virtualization for federated query capabilities

• Microservices architecture for scalable data processing

3.2.2 Data Backup and Recovery

3.2.2.1 The system shall use continuous data replication across geographically distributed sites.

3.2.2.2 The system shall have point-in-time recovery capabilities with 15-minute recovery point objectives.

3.2.2.3 The system shall automate backup verification and integrity testing.

3.2.2.4 The system shall have automated disaster recovery procedures with 4-hour recovery time objectives.

3.2.2.5 The system shall have cross-platform data portability and migration capabilities.

3.3 Guardian Automation Layer

3.3.1 Core Infrastructure

3.3.1.1 The system shall leverage automated data from external systems such as DMDC and DFAS via the Guardian Data Layer to the fullest extent possible to prevent re-entry of the same data and maintain data sovereignty.

3.3.1.2 Identity and Access Management: The system shall implement role-based access control (RBAC) with principle of least privilege for creating roles, and limit role access to certain tranches of data, and generate adaptable data displays tied to role access levels and needs within the system. Control groups could include but are not limited to:

• General Users (~10K-25k users): member data access and self-service

• Commanders, Supervisors, and Command Support Staff (CSS) (~500 users): Local supervisory actions, Unit level actions

• Field Commander (FLDCOM) and Field Command S1 (~200 users): FLDCOM level actions

• Enterprise Talent Management Office (ETMO) (~50 users): Development Board, Promotion Boards, and Assignment Actions

• STARCOM (~50 Users): Training Management

• Headquarters S1 (~50 users): Space Force level Actions

• Admin support (~10 users): Unlimited Access

3.3.1.3 The system shall comply with DODI 8520.04: Access Management of DOD Information Systems, enforce Attribute Based Access Control (ABAC), including continuously validating user identities and implementing least privilege access.

3.3.1.4 The system shall utilize real-time monitoring of privileged user activities.

3.3.1.5 The system shall automate compliance reporting for privacy regulations.

3.3.1.6 The system shall maintain a single, authoritative personnel record linking all related records across modules to the personnel record.

3.3.1.7 The system shall support policy-driven configuration intake for org changes and service record updates.

3.3.1.8 The system shall deliver scheduled and event-triggered notifications with validation gates where applicable.

3.3.1.9 The system shall provide a central document repository with required metadata or tags, permissions, linkage to actions and cases, retention and legal-hold controls, integrity validation (e.g., checksums), and secure search, retrieval, and export for audits and inter-agency needs.

3.3.1.10 The system shall automatically file personnel actions into an OPM-compliant eOPF (electronic official personnel folder) and shall ingest scanned and digital records with policy-driven required-document checks.

3.3.1.11 The system shall enable users to search, retrieve, and download permitted eOPF documents.

3.3.1.12 The system shall generate and allow users to print, save and share a Career History Brief that captures all relevant data in a printable PDF. This is often called a SURF, Career Data Brief, or Officer Data Brief in some documentation.

3.3.1.13 The system shall enable a Commander, Supervisor, Commander Support Staff, and potential hiring managers to view a Guardian Career History Brief.

3.3.1.14 The system shall enable a Guardian to print, save, and share their record of Performance Reports, official Training Reports, and official Decorations/Medals in a combined PDF.

3.3.1.15 The system shall enable a Commander, Supervisor, Commander Support Staff, and potential hiring managers to view a Guardian’s record of Performance Reports, official Training Reports, and official Decorations/Medals.

3.3.1.16 The system shall provide the capability to create analytic queries, dashboards, and reports using a single, multiple, or all data fields in the database and display analytics as graphical and/or textual.

3.3.1.17 The system shall provide the ability to save and export queries, dashboards, and reports.

3.3.1.18 The system should support subscription services for saved searches, dashboards and reports with user-controlled frequency.

3.3.1.19 The system shall enable users to access role-based HR action in one place with a single log-in.

3.3.1.20 The system shall enable users to have one authoritative profile visible to authorized roles.

3.3.1.21 The system shall provide access to policy-aligned forms with the ability to fill, validate, route, sign, and file forms.

3.3.1.22 The system shall prefill forms and orders from existing data, prevent re-entry of the same data within a session, and complete routine actions without manual copy/paste or rekeying.

3.3.1.23 The system shall build workflows for processes with reusable steps, forms, and approvals; supports test runs, versioning, rollout controls, and safe rollback; and publish to and execute on the workflow engine.

3.3.1.24 The system shall enable multi-channel notifications to include in-app notifications and email notifications. The email notifications shall include the “email of record” attached to the member profile but also enable a second personal email.

3.3.2 Guardian Record Requirements

3.3.2.1 The system shall maintain a single, authoritative personnel record linking all related records across modules to the personnel record.

3.3.2.2 The system shall provide the capability to upload documents to a Guardian personnel record with metadata/tags, linkage to actions, retention, legal hold controls, integrity validation (e.g. checksums), secure search, retrieval, and export for audits.

3.3.2.3 The system shall map/attribute incoming document records to USSF-required equivalents with documented outcomes using document IDs. For example, Army appraisal forms may have different form numbers or data than the USSF equivalent.

3.3.2.4 The system shall provide the capability to extract data from document records for use in the personnel record.

3.3.2.5 The system shall automatically trigger a Guardian to review their record and approve accuracy either through event driven actions (e.g., document upload and extraction, meeting a promotion or development board) or on a time-based interval (e.g., annual records review).

3.3.2.6 The system shall provide a record summary for a Guardian that can be exported, saved, and printed. The system shall provide the ability to determine which records are included in the record summary.

3.3.2.7 The system shall automatically file personnel actions into an OPM-compliant eOPF (electronic official personnel folder) and shall ingest scanned/digital records with policy-driven required-document checks.

3.3.2.8 The system shall enable users to search, retrieve, and download permitted documents.

3.3.2.9 The system shall capture the data elements associated with each Guardian as defined in Appendix A and in accordance with DODM Volume 1 and Volume 2, DAFI 36-2608, and MOA for Sustained/Non-sustained.

3.3.2.10 The Guardian record shall also include historical Performance Reports, Training Reports, Decorations, Citations, and Fitness Reports.

3.3.2.11 The system shall capture organizational structure with configurable grouping, search, expand/collapse/zoon. The system shall enable export, print, and share of the organizational structure view.

3.3.2.12 The system shall provide access to fillable forms that can be routed, validated, signed, and filed. The format of the fillable form will not deviate when saved or exported as PDF. For example, spacing in the fillable form will be preserved in the final product.

3.3.2.13 The system shall enable supervisors to view the personnel record of their subordinates in accordance with Role Based Access Controls.

3.3.2.14 The system shall enable supervisor and commander support teams (contractors and civilians) to view and take action on the personnel record of their subordinates in accordance with Role Based Access Controls.

3.3.2.15 The system shall capture the job positions (billets) for the Space Force. Job positions shall include the billet, PAS Code, and Location.

3.3.2.16 The system shall enable “faces to spaces” providing reports and analytics Guardians, the positions/jobs they hold, and their locations. The system shall have the ability to identify and track all Guardians in the Space Force with duty status and duty location including “sustained” and “non-sustained” duty.

3.3.2.17 The system shall enable two Guardians to occupy the same billet for purposes of personnel transition.

3.3.3 Manpower and Organization

3.3.3.1 The system shall manage Space Force Manning in accordance with DAFI 38-101.

3.3.3.2 The system shall maintain and display the Unit Manning Document (UMD) that attaches billet number to FLDCOM and Delta units. The UMD shall also show the Rank and SFSC of the billet.

3.3.3.3 The system shall enable RBAC for viewing and changes to the Unit Manning Document to change data in the Unit Manning Document.

3.3.3.4 The system shall maintain current and historical job position data used to define position that includes job title, job description, PAS Code, billet number, location, hiring manager, Delta/FLDCOM, education requirements, experience required, capabilities required, rank required, funding line PEC, SAR Code (clearance level required), Personnel Processing Code (PPC), sustained and non-sustained position, SFSC requirement, Special Experience Identifiers (SEIs), language requirements, etc.,

3.3.3.5 The system shall enable analysis, metrics, and dashboards on unit manning at the Delta, FLDCOM, and USSF levels.

3.3.3.6 The system shall enable forecast analysis against manning at the Delta, FLDCOM, and USSF levels. Example forecast analysis includes:

• Forecast future end strength given a set of conditions like annual separation rates at various ranks, retirement rates, and new accessions.

3.3.3.7 The system shall enable manning data to be exposed to Guardians to view for career planning.

3.3.3.8 The system shall capture Duty Status IAW DAFI 36-3802 for both “sustained” and “non-sustained” Guardians. Where applicable, the system shall automatically update duty status codes captured in the system.

3.3.3.9 The system shall enable positions to have masked data for positions that have classified locations or organizations.

3.3.3.10 The system should visualize organization structure with configurable grouping, search, expand/collapse/zoom, export/print/share, and effective-dated snapshots.

3.3.3.11 The system shall produce manning reports IAW DAFI 38-101.

3.3.4 Data Utilization with Existing Systems

3.3.4.1 The system shall leverage automated data from external systems such as DMDC and DFAS via the Guardian Data Layer to the fullest extent possible to prevent re-entry of the same data and maintain data sovereignty.

3.3.4.2 The system shall connect to and interface with the GDL to simplify accessing data and workflows from current systems unless authorized by the USG Program Management Office (PMO).

3.3.4.3 The system shall interface with the Defense Enrollment Eligibility Reporting System (DEERS) via the Guardian Data Layer to enable USSF members to manage dependents and benefit enrollments/changes with status acknowledgments and visibility into exception queues.

3.3.4.4 The system shall interface with MPES for manpower data via the Guardian Data Layer.

3.3.4.5 The system shall interface with milPDS via the Guardian Data Layer for personnel records.

3.3.4.6 The system shall interface with DFAS via the Guardian Data Layer to administer USSF military pay and benefits with entitlement rules IAW DODI 7770.02.

3.3.5 Participation Order Writing and Tracking System

3.3.5.1 The system shall support military order generation and the order templates in accordance with AFI 33-328: Administrative Orders, DAFI 36-2110: Total Force Assignments, and other relevant authorities. This includes:

• Assignment orders with expenses, status tracking, and family linkage (accompanied and unaccompanied dependents). This will apply to all orders as listed in AFI 33-328: Administrative Orders.

• Participation orders for Guardians in part-time work roles to include inactive duty training (IDT) and active duty

• Leave orders (time off requests) IAW DAFI 36-3003, DODI 1327.06

• Through the GDL, integrate with DFAS data to determine and automatically update leave balance

• Implement policy-as-code to manage and enforce leave rules and policies for

Guardians in part-time and full-time work roles

• Coordinate leave requests within and across teams

3.3.5.2 The system shall have the ability to identify and track all Guardians in the Space Force with duty status and duty location.

3.3.5.3 The system shall display a calendar (configurable by organization) with the duty status of each member in the organization, using duty status defined within DAFI 36-3802:

Force Support Readiness Program.

3.3.5.4 The system shall allow changes to duty status for Guardians with role-based access control.

3.3.6 In-Processing, Out-Processing, Onboarding

3.3.6.1 The system shall capture and manage in-processing activities required for base in-processing. The system shall notify through automated workflows when in-processing activities are completed. The system shall enable Space Force wide in-processing requirements and enable base and unit specific in-processing actions based on position.

3.3.6.2 The system shall capture and manage out-processing activities required for orders generation and base out-processing. The system shall notify through automated workflows when out-processing activities are completed.

3.3.6.3 The system shall capture from external users completed in-processing and out-processing actions. For example, a Guardian must ensure all books are returned to the base library prior to final out-processing. The base librarian would have the ability to approve the action is complete.

3.3.6.4 The system shall have configurable standardized workflows, which may include templates, tasks, evidence intake, checklists, and provisioning handoff.

3.3.7 Assignment Actions

3.3.7.1 The system shall implement assignment management in accordance with DAFI36-2110:

Total Force Assignments.

3.3.7.2 The system shall enable multi-channel communications, alerts, and metrics for job postings, workflow actions, and results.

3.3.7.3 The system shall generate and maintain a vulnerable move list (VML) candidate pool with mover eligibility data captured including name, rank, and supervisor. Eligibility criteria for the VML includes Assignment Limitation Code (Table 3.2 in DAFI 36-2110) and Time on Station.

3.3.7.4 The system shall notify Guardians, Commanders, Supervisors, and Command Support Staff when a Guardian becomes eligible for an assignment through the VML.

3.3.7.5 The system shall project when a Guardian becomes eligible for a new assignment based on current policy, Assignment Limitation Codes, and Time on Station.

3.3.7.6 The system shall display for a Commander and Command Support Staff when assigned Guardians are eligible for an assignment.

3.3.7.7 The system shall enable hiring managers to create and edit job announcements with routed approvals. The job postings shall include job title, job description, PAS Code, billet number, location, hiring manager, Delta/FLDCOM, education requirements, experience required, capabilities required, rank required, funding line PEC, SAR Code (clearance level required), Personnel Processing Code (PPC), sustained and non-sustained position, SFSC requirement, Special Experience Identifiers (SEIs), language requirements, etc., The job data should include structured data to enable filtering and automated job matching.

3.3.7.8 The system shall enable candidates to submit and track applications. Applications shall include preferences on location, preferences on jobs, statement of intent, and supervisor or endorser commentary.

3.3.7.9 The system shall enable batch assignment matching with a group of Guardians being matched against open jobs. The system should use AI/ML to assist in initial assignment matching.

3.3.7.10 The system shall also enable hiring managers to select candidates against one particular job outside the batch assignment matching (this is often called “hot jobs” or special assignment opportunities like Executive Officer).

3.3.7.11 The system should use AI/ML to find and recommend eligible candidates utilizing personnel records.

3.3.7.12 AThe system shall enable senior leaders to submit “Senior Leader Requests” for a specific individual within the standard assignment process to meet command-directed requirements. Senior Leader Requests should outweigh other hiring manager requests in assignment matching or as defined in Space Force processes

3.3.7.13 The system shall enable hiring managers to rank candidates who applied to their job postings.

3.3.7.14 The system shall enable hiring managers to view candidate records who applied to their job postings.

3.3.7.15 The system shall enable hiring manager support staff (unit S1 personnel) to take action as a hiring manager such as viewing candidates, viewing candidate records, ranking candidates, and submitting senior leader requests.

3.3.7.16 The system shall enable unit support staff (unit S1 personnel) to submit on behalf of Guardians the job applications, preferences or statement of intent.

3.3.7.17 The system shall track the job fill rate by Delta and FLDCOM against the UMD.

3.3.7.18 The system shall enable assignment teams or career field managers to set a target job fill rate by Delta and FLDCOM.

3.3.7.19 The assignment matching should consider job fill rate requirements when completing initial assignment matching.

3.3.7.20 The system shall enable job postings to support nomination and placement process for sensitive national security positions that may be not include all of the data fields like location or organization. .

3.3.7.21 The system shall enable the ability to manage Permanent Change of Assignments (PCAs) through RBAC that do not result in a move. The system shall enable Guardians and support teams to see open local jobs and project when jobs may become open.