USSF_HRIT_GAL_RFI.pdf

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

REQUEST FOR INFORMATION

OPERATIONAL TEST AND TRAINING INFRASTRUCTURE (OTTI)

SPACE DATA MANAGEMENT DIVISION

1.0 Description

1.1 The United States Space Force (USSF) is seeking information on how an interested contractor could provide the user interface and automation layer of a military Human Resources Information Technology (HRIT) system that is easy to use for both Guardians and Human Resource (HR) Practitioners. In support of this effort, USSF is interested in gathering industry feedback on a phased approach to incrementally deliver military HR and Talent Management capabilities in accordance with the Personnel Management Act.

1.2 THIS IS A REQUEST FOR INFORMATION (RFI) ONLY. This Request for Information (RFI) is issued solely for information and planning purposes (market research), in accordance with Revolutionary Federal Acquisition Regulation Overhaul (RFO) 15.101(c). This RFI does not constitute a solicitation (Request for Proposal (RFP) or Request for Quotation (RFQ)) or a promise to issue a solicitation in the future. This RFI does not commit the Government to contract for any supply or service whatsoever. Responses to this RFI are not offers and cannot be accepted by the Government to form a binding contract. Furthermore, the Government is not, at this time, seeking proposals and will not accept any unsolicited proposals. Respondents are advised that the Government will not pay for any information or administrative costs incurred in response to this RFI. All costs associated with responding to this RFI will be solely at the responding party’s expense. Not responding to this RFI does not preclude participation in any future solicitation, if any is issued. Any information submitted by respondents to this RFI is strictly voluntary. All submissions become Government property and will not be returned.

Proprietary information will be safeguarded in accordance with the applicable Government regulations. Proprietary information or trade secrets shall be clearly identified.

2.0 Background

The USSF is at a pivotal moment in its evolution as it works to implement the Space Force Personnel Management Act (PMA) by the end of Fiscal Year (FY) 2028, as defined in the FY24 National Defense Authorization Act. This legislation introduces a groundbreaking approach to military personnel management, creating a service model without traditional components and offering both full-time and part-time service options instead of a reserve or guard component.

This shift is designed to enhance flexibility, efficiency, and readiness, ensuring the Space Force can attract, recruit, and retain the top talent necessary to maintain superiority in the space domain.

However, the current military HR systems in use by the USSF are highly fragmented, with over 300 disparate systems in operation. The goal for this effort is to incrementally deploy capabilities that bring together Sustained (full-time) and Non-Sustained (part-time) Guardians into a single cohesive application, eliminating the need to transition between systems, an action that often creates gaps in pay and benefits throughout a member’s career.

The Space Force’s mission to bring together Sustained and Non-sustained Guardians into a single system is driven by the need to align its workforce management practices with its unique operational demands. As the newest branch of the DOW, the USSF faces distinct challenges in managing a growing and diverse force while maintaining compliance with evolving policies and regulations. Current systems have created inefficiencies, such as repetitive manual tasks and fragmented data management, which negatively impact morale, retention, and operational effectiveness. To address these challenges, the USSF is committed to deploying capabilities that integrate modern technology, simplify processes, streamline workflows, and enhance the overall user experience for both Guardians and HR practitioners.

This modernization effort is critical to ensuring the Space Force can meet Congressional timelines outlined in the Personnel Management Act (PMA), improve operational effectiveness, and support its mission to prevail in the space domain. By presenting USSF HR and Talent Management functions in a unified system, the USSF aims to eliminate inefficiencies, improve data transparency, and create a seamless experience for its workforce. This initiative represents a significant step forward in aligning the Space Force capabilities with its strategic goals and setting a new standard for personnel management within the DOW.

The USSF seeks an incremental, phased approach to deploy military HR capabilities to align with PMA and the larger “Federal HR 2.0” modernization effort. This approach seeks to deploy small capabilities quickly that provide demonstrated value to the Space Force.

3.0 Requirements

The USSF needs the capability to identify, track, and manage Guardians in a single system without component. The system must be modern, secure, and adaptable to evolving business processes and the unique workforce management needs of a growing force. As the USSF moves forward as a service without component, the system must be capable of providing Guardians with flexible workflows and processes to manage Active Guardians in both Sustained (full-time) and Non- Sustained (part-time) duty status which sets the USSF apart from other DOW services branches.

One potential solution the Space Force is considering for improving the user experience for Guardians is the deployment of a COTS/SaaS Guardian Automation Layer (GAL) and Guardian Data Layer (GDL). By decoupling front end software experience (GAL) from the back-end system interfaces (GDL), the future military HRIT system will be able to remain flexible and scalable as the USSF grows. These capabilities will enable the USSF to respond rapidly to emerging requirements, integrate with existing and future platforms, maintain vendor competition, and remain sustainable through changes in policy, organization, and scale.

3.1 Guardian Automation Layer (GAL): The GAL will serve as the Single User Interface for Guardians and HR Practitioners to interact with military HR Data. Historically, Guardian data has been stored within disparate systems, making process improvements and automation cumbersome.

With no single source of truth for Guardian records or port-of-call for completing military HR actions, practitioners and end users rely on manual workarounds to reach data needed for decision making.

The primary purpose of the Space Force GAL is to track and manage Guardians in a service without component structure throughout the military HR lifecycle. The desired solution will allow the Guardian a continuous experience within the GAL throughout the entirety of the HR lifecycle, from onboarding and career development to retirement and beyond. The GAL will be flexible, with a positive user experience based in human-centered design practices that are reflective of modern commercial capabilities.

The USSF is pursuing a solution that leverages role-based authorities within a unified interface to analyze data and create interactive dashboards. Low code/no code configurability will allow practitioners to adapt to the evolving policy and process requirements, such as PMA.

Automation and AI capabilities are a highly desired function of the GAL. The USSF aims to greatly reduce administrative burden by freeing Guardians from routine and repetitive tasks and will allow for increased focus on higher level work to deliver results for the USSF. It will also improve data quality, timeliness of service delivery, Guardian self-service, and HR data transparency to Guardians.

The available dashboards should provide Guardians with a view of open HR actions and track the stage of these actions in the workflows. This will reduce the administrative burden on Guardians, Supervisors, Commanders, and HR practitioners by providing transparency and reducing the need for follow-up correspondence.

In line with current USSF and DOW policies, the Government is seeking to minimize custom software development and maximize the use of commercial-off-the-shelf (COTS), software-as-a-service (SaaS), and configurable solutions for the GAL.

3.2 Guardian Data Layer (GDL): The GDL will be the primary integration point and data repository for Guardian Data between the GAL and applicable Department of the Air Force (DAF), DOW, and other US Government systems. The GDL will be comprised of tools designed to collect, store, process, disseminate, and analyze military HR data including, but not limited to, database services, data warehousing, big data, data integration tools, data visualization, business intelligence, data lake, extract, transformation, application programming interfaces (APIs), and data governance. The Guardian Data Layer will also be capable of hosting other commercial applications that may need access to Guardian Data. Any solution chosen for the GAL will need to integrate with the GDL.

4.0 Requested Information

Before answering the questions below, please review the Attachment to this RFI, “System Requirements Document (SRD) - Space Force Guardian Personnel Management System.”

4.1 : Compliance, Security & Data Sovereignty

4.1.1 Does your product have a current Authority to Operate (ATO)? Specify the Impact

Level (IL) and whether you have FedRAMP or DISA certification. If not, what is your roadmap to achieve certification?

4.1.2 Is your organization owned or operated, in whole or in part, by a foreign entity?

Describe the relationship and confirm if your platform ensures full data segregation between U.S. and foreign operations.

4.1.3 Can your solution deploy on a Government Cloud (GovCloud) or provide its own equivalent? What is your platform's data storage architecture, preferred deployment model, and why?

4.1.4 How does your product manage secure, role-based access for external users (e.g., civilian employees, support contractors) who manage military personnel but may not be managed in the HR system? Address licensing implications for these users.

4.2 : Core Platform Capabilities & SRD Compliance

4.2.1 Review the attached System Requirements Document (SRD). For each requirement, complete the SRD Spreadsheet by stating if the requirement can be met "Out of the Box," "With Configuration," or "With Customization." Provide SKU numbers for all "Out of the Box" or "With Configuration" solutions.

Out of the Box: Capability exists in the system without any changes required to implement

Configuration: Changes are required in the system but the ability to make the changes is a part of the system design and capabilities.

Customization: Changes are required in the system and require coding or development against the product line.

4.2.2 How does your platform manage military-specific constructs, including: rank as a dynamic attribute, multiple service dates, and unique personnel cases (e.g., Exceptional Family Member Program, Joint Spouse)?

4.2.3 Does your product support a mixed workforce (full-time military, part-time military, civilian) within a single environment, accommodating unique data fields, rules, and processes for each population? Are the data fields fixed and require development against a product line or are they customizable?

4.2.4 Describe your product's ability to integrate personnel and financial data to support complex "change of station" events. Highlight any native data visualization capabilities (e.g., map-based tracking).

4.2.5 Describe how your system supports multi-step onboarding workflows, from initial recruitment and pre-assignment (training) to the first duty assignment, ensuring data accuracy and dashboard visibility.

4.2.6 Does your product have native capabilities for generating standardized forms with electronic signatures? Does your product store documents attached to a personnel record? Detail any associated costs and recommended approaches for mobile or workflow optimization.

4.2.7 Does your product have native capabilities to perform data analytics and data visualization?

4.3 : Implementation, Sustainment & Scalability

4.3.1 Provide a sample implementation plan, including recommended sequencing, testing approach, and deployment schedule against the capabilities identified in the draft capabilities roadmap. Include a reasonable timeline for a vendor to ramp up to full operational capacity.

4.3.2 Based on the information provided, what is a reasonable cost estimate for implementation? What key factors or risks could affect the timeline and cost?

4.3.3 Describe your sustainment strategy, particularly how unique configurations are preserved during update cycles.

4.3.4 To support a force of 10,000 Guardians by 2028 and 40,000 by 2040, what is the recommended size for the technical support/sustainment team and the corporate HR team?

4.3.5 What training do you recommend for end-users, and what is the typical time required for a user to become proficient?

4.4 : Past Performance & Market Position

4.4.1 Describe your past experience providing Enterprise HR platforms to military and/or

U.S. Government organizations, highlighting your approach to navigating complex policy and compliance environments.

4.4.2 Who do you consider your primary competitors, and what are your key differentiators?

4.4.3 Describe your experience integrating your platform with other products and service providers to deliver a unified solution.

4.4.4 What size/scale of organization (i.e., number of employees) has your solution been implemented? Provide specifics.

5.0 RFI Responses

Responses from small business and small, disadvantaged business firms are highly encouraged.

The applicable North American Industry Classification System (NAICS) code 541511: Custom Computer Programming Services, and size standard of $34 million dollars. If your company is interested only in subcontracting possibilities, please indicate this clearly in your submission.

Interested parties are invited to respond to this RFI by completing the accompanying “SRD_Response_Spreadsheet.xlsx” and an unclassified white paper addressing the Requested Information, as stated in this RFI Sections 3 and 4:

● White papers will be in Microsoft Word for Office compatible format o Can contain no more than 15 pages o The title page and front matter such as transmittal letter, cover page, and table of contents will not count against the page limit.

o 8.5 x 11-inch pages o Font no smaller than 12-point Times New Roman unless for artwork and/or tables which can be no smaller than 8-point Times New Roman or Arial o Line spacing 1.0 or greater o 1-inch margins for all 4 edges of pages

● Completed Appendix A: SRD Requirements Response Spreadsheet o Annotate if your system can meet the indicated requirement “out of the box”, ”with configuration”, or “with customization”.

o For requirements marked “out of the box” or “with configuration” please provide the appropriate SKU in provided space.

● Provide Offeror Business Information o Name, mailing address, phone number, and e-mail of designated point of contact o Cage Code o Unique Entity Identification (ID) o Business size classification (large, small, or other) o Socio-economic status o The facility security clearance of the responder

● Proprietary information will be safeguarded in accordance with the applicable Government regulations. Proprietary information, if any, should be kept to a minimum and MUST BE

CLEARLY MARKED.

● In order to review the response, PROPRIETARY information may be given to Federally Funded Research and Development Center (FFRDC) (Aerospace/MITRE), Systems Engineering and Technical Assistance (SETA) and/or Advisory and Assistance Services (A&AS) (Galapagos Federal Systems LLC/Emolbi/SAIC/Dcode) contractors working for the Government. If Respondents disagree to the release of its RFI response to Aerospace, MITRE, Galapagos Federal Systems LLC, Emolbi, SAIC, or Dcode the Respondent must clearly state this restriction in the cover letter accompanying the RFI responses.

● All submissions become Government property and will not be returned.

6.0 Submittal Instructions

6.1 All responses shall be submitted via email to the Points of Contact (POC) identified below.

All submissions shall include company name and point of contact information including name, position, telephone number, and email address. Any questions related to the RFI should be directed to both POCs listed below.

Points of Contact

Crystal Price Contracting Branch Chief crystal.price.6@spaceforce.mil

Cassie DeBree Contracting Officer cassie.debree@spaceforce.mil

6.2 Responses received after the due date may not be considered in the Government’s analyses.

The Government may subsequently contact respondents for clarification on the information submitted.

6.3 Oral communications are not permissible. No telephonic communications will be permitted.

mailto:crystal.price.6@spaceforce.mil mailto:cassie.debree@spaceforce.mil