The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The HR LOB Federal Enterprise Architecture (FEA) models and target requirements set the standards for the SSCs and guide HR LOB efforts in compliance with OMB FEA requirements. The enterprise architecture (EA), coupled with target requirements, provides the basis for understanding commonalities across business entities, provides an opportunity for collaboration and sharing, and sets expectations for SSCs to meet requirements for HR delivery. The FEA is composed of five models developed, maintained and managed by OMB. Collectively, the models provide universal definitions and constructs of the business, performance and technology of the Federal Government. The HR LOB models serve as a foundation to help determine and define future target processes and requirements as future investments are made. They are designed to provide a Governmentwide view that will help identify duplicative investments and opportunities for collaboration within and across Federal agencies.
The most current versions of the HR LOB EA models and a brief description of each model are available below:
Business Reference Model: The HR LOB Business Reference Model (BRM) is the foundation of the enterprise architecture. The BRM provides an end-to-end description of the HR business processes to describe the Federal Government. The BRM has become the acknowledged standard used by public and private entities to understanding the HR processes of the Federal Government. (Business Reference Model Version 2)
Data Model: The objective of the HR LOB Data Model (DM) is to identify the data needed to execute the HR LOB BRM processes. The HR LOB DM is depicted at the conceptual and logical levels to describe the data in as much detail as possible, but it does not specify how the data will be physically implemented in a database. The DM will enable the Federal Government to communicate more accurately and efficiently about the structure, content and purpose of HR data by encouraging standardization of data description, data context and data sharing. (Data Model Version 1)
Performance Model: The HR LOB Performance Model (PM) provides a framework for performance measurement and identifies a common set of HR performance measures to be used throughout the Federal Government. This framework can be used to measure human capital strategic outcomes and agency mission results. (Performance Model Version 1)
Service Component Model: The HR LOB Service Component Model (SCM) identifies HR services - service components - and proposes the means for providing them to its customers - service delivery. It provides a framework and vocabulary for guiding discussions between service providers and customer agencies and is meant to be a catalyst for true cross-agency collaboration. (Service Component Model Version 2)
Technical Model: The HR LOB TM defines the standards, specifications and technologies of the four Service Areas for HR LOB (Service Access & Delivery, Service Platform & Infrastructure, Component Framework, and Service Interface & Integration). The TM provides agencies with a foundation to understand the standards and technologies supporting the secure delivery, exchange and construction of business (or service) components and e-Government solutions specific to the HR LOB. It provides the groundwork for re-use of technology and component services across the Federal Government through standardization. (Technical Model Version 2)
Target Requirements: The Target Requirements for Shared Service Centers Report establishes expectations of SSCs with regard to delivery of HR services and systems.
OMB and OPM have established expectations that all SSCs have to meet mandatory requirements for the core areas. SSCs may offer non-core functions; if they do, they must meet the mandatory requirements associated with the non-core areas. Critical requirements may become mandatory requirements over time. New legislation and policies may accelerate the change in requirements designation. SSCs will not be required to meet all useful requirements, but useful requirements will distinguish solutions and services in the marketplace. Over time, market forces will compel SSCs to meet useful requirements.
In order to become an approved SSC, providers will be required to pass two levels of examination:
The Target Requirements for Shared Service Centers Report is available on the Target Requirements page of this wesbsite.
Back to top