NGA HRM-II RFI

Request for Information (RFI)

This RFI is issued by the National Geospatial-Intelligence Agency (NGA) to identify potential sources capable of providing Human Resource Management (HRM) II services. This effort aims to provide comprehensive HR operational and consultative support for NGA's Human Development Directorate, supporting over 8,500 government employees, military personnel, and contractors.

The contractor will provide HR services across the entire employee lifecycle, from recruitment to retirement. Key functions include, but are not limited to:

• Benefits and Entitlements

• Talent Acquisition

• Learning and Development

• HR Data and Systems Management

• Planned Acquisition: Details are in the attached Performance Work Statement (PWS).

• Period of Performance (POP): Estimated 12-Month Base with four 12-Month Option Years.

• Location(s): NGA East (NCE) Washington, DC, and NGA and West (N2W) St. Louis, MO.

• Response Format: White paper, maximum 20 pages, in Microsoft Word or compatible format.

• Font: Times New Roman 12 point.

• Due Date: Thursday, March 26, 2026, no later than 5:00 pm ET.

• Submission Method: Email attachment to adrianne.m.crutchfield@nga.mil and haydee.l.sotocarreras@nga.mil with subject line "RFI Response - HRM II - [company name]".

• Evaluation: Responses will be evaluated to determine capabilities to support the requirement. Answers to questions in Attachment 2 are considered a critical component.

• Responders must indicate their business type (Small Business, Small Disadvantaged, Service Disabled, 8(a), HUBZone, Woman-Owned) and whether they are involved in a mentor/protégé program.

• For Small Business set-aside consideration, at least 50% of the cost of contract performance incurred for personnel must be expended for employees of the responder (FAR 52.219-14).

• Contractor personnel performing Top Secret/Sensitive Compartmented Information (TS/SCI) work require active TS/SCI clearances.

• Personnel must be eligible for favorable NGA adjudication for SCI access.

• Contractor shall provide 24-hour breach notification and conduct annual security assessments.

• This RFI is for information and planning purposes only and does not constitute a Request for Proposal (RFP).

• No proposals are being requested at this time, and unsolicited proposals will not be accepted.

• All costs associated with responding are at the interested party's expense.

• Proprietary information should be minimized and clearly marked.

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

• Attachments include: Performance Work Statement (PWS), Government Questions, and Government RFI Response Q&A.

Questions & Answers / Clarifications

This document provides responses to industry questions regarding the HRM II RFI, clarifying submission requirements and timelines.

• Comment Matrix Page Limit: The Comment Matrix itself does not count towards the 10-page response limit, but including it will count towards the limit. Respondents should structure their submission by responding directly to the questions in the Matrix.
• Font Size: A 12pt font size is required for both the main body text and for graphics and tables.
• White Paper Submission Deadline: The deadline for white paper submissions has been extended to Thursday, March 26, 2026, at 5:00 PM ET.
• RFP Release Timeline: The anticipated Request for Proposal (RFP) release date has been updated and is now expected in or around August 2026. Previously stated dates are no longer accurate.
• Competition Type and Contract Vehicle: The competition type (e.g., small business set-aside, full and open competition) and contract type have not yet been determined and will be specified at the time of the RFP release, based on ongoing market research.

The RFI submission deadline for the white paper has been clarified and extended. The overall RFP release timeline has been revised, and the competition and contract types are still under determination. Industry questions for this RFI are now closed.

Statement of Work (SOW) / Performance Work Statement (PWS)

This Performance Work Statement (PWS) outlines the requirements for Human Resources Management (HRM) II Services for the National Geospatial-Intelligence Agency (NGA). The primary goal is to provide non-personal services to support NGA's Human Development Directorate (HD) in all aspects of human capital processes and programs.

The contractor will provide personnel, supervision, and non-personal services to manage NGA's human capital, from recruitment to retirement. This includes maintaining records, utilizing HRIS (PeopleSoft), processing personnel actions, managing official personnel files, processing DFAS data, and supporting benefits and retirement services. Specific areas of work include:

• Workforce and Management Services Office (HDC): Personnel data management, Personnel Action Request (PAR) processing, DFAS processing, Official Personnel Folder (OPF) maintenance, Contingent Worker Record (CWR) processing, separation processes, and benefits/retirement services.
• National Geospatial-Intelligence College (HDN): Workforce development, officer development, talent development strategy, and professional development programs.
• Talent Acquisition Office (HDR): Recruitment, applicant management, onboarding, and talent pipeline development.
• Human Capital Advanced Capabilities Office (HDS): Data analysis, visualization, and engineering for human capital initiatives.
• Business Innovation (HDF): Strategy development, integration advisory services, and innovation support.

Performance will be evaluated based on the Performance Requirements Summary (PRS) found in Appendices A.1 through A.5. The Quality Assurance Surveillance Plan (QASP) will be used for monthly reporting and evaluation of performance against Acceptable Quality Levels (AQLs).

The period of performance includes one 12-month base period, plus four 12-month option years. The majority of tasks require access to NGA computer networks, with work potentially completed offsite. The Government will provide desk space at NGA-Washington and NGA-St. Louis (or N2W when operational).

• Security: Contractor personnel must possess active TS/SCI clearances and be eligible for NGA adjudication for SCI access. Compliance with NGA, IC, and DoD information security policies is mandatory.
• Personnel: The contractor must provide qualified personnel and maintain a Contractor Personnel List (CPL). Key personnel requirements are detailed in Appendix B, including specific education, experience, and security clearance (TS/SCI).
• Training: All contractor personnel must complete mandatory NGA training courses. Training records must be maintained.

Request for Information (RFI)

This RFI is issued by the National Geospatial-Intelligence Agency (NGA) to conduct market research and identify potential sources capable of providing comprehensive Human Resources (HR) operational and consultative support for the Human Development Directorate (HD). This support, known as Human Resources Management (HRM) II, will cover NGA's total workforce of over 8,500 government employees, military personnel, and contractors.

• Services encompass the entire employee lifecycle, from recruitment to retirement.

• Contractor personnel must utilize NGA's Human Resources Information System (HRIS) for executing HR functions.

• All civilian personnel actions must be processed in accordance with Office of Personnel Management (OPM) guidelines.

• Core functions include, but are not limited to: Benefits and Entitlements, Talent Acquisition, Learning and Development, and HR Data and Systems Management.

• Planned Acquisition: Performance Work Statement (PWS) is attached.

• Period of Performance (POP): Estimated 12-Month Base, with four 12-Month Option Years.

• Location(s): NGA East (NCE) Washington, DC, and NGA West (N2W) St. Louis, MO.

• Responses are due by 5:00 pm ET on Friday, March 20, 2026.

• Submissions must be in Microsoft Word format, not exceeding 20 pages, and sent via email as an attachment.

• Respondents must structure their submission by restating each government question verbatim, followed by their answer.

• Evaluation will be based on determining capabilities to support the requirement.

• The RFI requests information on business type, including small business categories (Small Business, Small Disadvantaged, Service Disabled Small Business, 8(a) Small Disadvantaged, HUBZone, Woman-Owned Small Business) and mentor/protégé programs.

• Respondents may opine regarding what portion of the work could be set-aside for small businesses.

• Contractor personnel performing Top Secret/Sensitive Compartmented Information (TS/SCI) work require active TS/SCI clearances.

• Personnel are subject to Counterintelligence Scope Polygraph.

• All contractor personnel must possess a current Top-Secret Personnel Security Clearance and be eligible for favorable NGA adjudication for SCI access.

• NGA will sponsor SCI accesses, NGA Badges, Common Access Cards (CAC), and other items as applicable.

• All HR data must reside on U.S.-only servers.

• Contractor shall provide 24-hour breach notification and conduct annual security assessments.

• This RFI is for information and planning purposes only and does not constitute a Request for Proposal (RFP).

• The Government is not seeking proposals at this time and will not accept unsolicited proposals.

• No costs incurred in response to this RFI will be reimbursed.

• All submissions become Government property.

• Attachment 1: HRM II- Performance Work Statement (PWS)

• Attachment 2: HRM II- Government Questions

Questions & Answers / Clarifications

This document contains government questions related to the HRM II opportunity, focusing on vendor capabilities and approaches, particularly concerning AI integration. It serves to clarify expectations and gather detailed information on how offerors would perform specific tasks.

• PAR Processing (Q1, Q7, Q13): Vendors must describe methodologies for processing Personnel Action Requests (PARs), including quality control, AI-driven auditing for OPM guideline compliance, and a 90-day transition plan for seamless support.
• Benefits & Retirement (Q2, Q8, Q14): Questions focus on quality control for retirement packages, AI-powered personalized retirement forecasts for employees, and demonstrating value through enhanced advisory tools.
• Employee & Labor Relations (Q3, Q9, Q15): Vendors need to detail their approach to analyzing ER/LR cases, using Natural Language Processing (NLP) for trend identification, and earning trust as a credible advisor to senior leaders.
• Recruitment Marketing (Q4, Q10, Q16): This area requires descriptions of recruitment campaign development, AI-driven outreach to passive candidates, and strategies for differentiating the employer brand and recommending innovative outreach channels.
• Human Capital Data (Q5, Q11, Q17): Vendors are asked about experience building predictive models for human capital insights, implementing real-time analytics for predictive insights (e.g., attrition risk), and fostering a data-driven culture.
• Program Management (Q6, Q18): Questions address program management frameworks for large contracts, continuous improvement, and the use of AI-driven tools for scheduling and reporting. A transition-in plan focusing on innovation within the first 180 days is also requested.

These questions provide specific areas where offerors need to demonstrate their capabilities and innovative approaches, particularly regarding AI. Responses will likely form a significant part of the technical evaluation and inform the government's understanding of vendor qualifications.