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.
On May 21, 2007, the Office of Management and Budget (OMB) issued the Competition Framework for Human Resources Management Line of Business Migrations. This framework provides guidance to agencies planning to upgrade or replace their agency's human resources management systems. As such, the framework is an integral part of the HR LOB Migration Planning Guidance document.
Agencies that wish to conduct a non-competitive migration or a migration based on private-private competition or public-public competition shall prepare a full justification. The justification shall be approved by the agency's Chief Human Capital Officer, Chief Information Officer, Chief Financial Officer, and Chief Acquisition Officer. Agencies may wish to use the Exception Business Case Template (Attachment A) in preparing their justification to the Office of Management and Budget.
The following acquisition guidelines, tools, and templates are provided to assist agencies in conducting a public-private competition to select an SSC. Agencies are encouraged to use these, but may leverage, modify, or supplement the guidelines, tools, and templates as necessary to fit their particular needs. Agencies may also develop their own tools and templates.
The Statement of Objectives Template (Attachment B) is provided for agency use, and may be used to formulate agency objectives as part of the SSC selection and evaluation process. This is an important component of the selection process, and will help agencies identify the best qualified HR LOB SSC to provide the agency with a range of human resources and payroll services on a governmentwide basis using a common, open, and reusable architecture.
The Request for Proposal (RFP) Instruction Guidelines provide a standard template to agencies for preparation of SECTION L — Instructions, Conditions and Notices to Bidders included in the RFP template. Agencies should review the standard instruction sections, and determine if these sections apply to their particular HR LOB SSC procurement effort. Agencies have the ability to modify the guidelines in order to match their specific procurement requirements.
In addition to a narrative response to an agency RFP, Offerors will be asked to complete an RFP Price Proposal Table and an RFP Background and Experience Checklist described below.
In addition to providing written proposals, Offerors may be invited by agencies to conduct an Operational Capabilities Demonstration (OCD) of their proposed solution and services. For Offerors selected to perform an OCD, it will be an element of the functional and technical evaluation and will impact the agency's award decision. Through the OCDs, the agency will have the opportunity to investigate further each Offeror's capabilities as described in their written proposal response. At the conclusion of the OCDs, the agency will have more information necessary to comprehensively analyze the offerings and make a final recommendation/decision.
When conducting the OCD evaluations, agencies may use the Guidance for Agency-Level OCDs (Attachment F) as appropriate. Agencies may include unique agency requirements and combine OCDs as necessary depending on the agency SOO and Offeror solutions.
This section includes Evaluation Templates and Criteria to assist agencies in documenting and organizing the evaluation of Offerors' proposals. The templates include evaluation matrices for technical, functional, management, and corporate capabilities, and the corresponding risk matrices.
The Customer Agency Due Diligence Checklist (Attachment H) is intended to be used by customer agencies planning to select an HR LOB Shared Service Center and represents key items that an agency should consider during the selection process. It is not an exhaustive set of questions and may be refined or expanded based on unique agency requirements. Agencies may require SSC assistance to complete. SSC responses should be documented and evaluated to ensure that the Federal Government's objectives and interests are protected.
Customer agencies may use the checklist during the Notice of Intent phase of a public-private competition or to substantiate the submission of an Exception Business Case. In either case, the agency should review the checklist and seek information that pertains to the services that the agency is seeking.
Back to top