NGA Request for Information: Applicant Tracking System (ATS)

Other / Unclassified

This document is Public Law 118-188, cited as the "Chance to Compete Act of 2024". It enacts reforms to the civil service hiring system, shifting from degree-based hiring to skills- and competency-based hiring.

Key provisions include:

• Definitions: Amends section 3304 of title 5, United States Code, to define terms such as 'agency,' 'Director,' 'examination,' 'examining agency,' 'Office,' 'passing score,' 'relevant committees,' 'subject matter expert,' and 'technical assessment.'
• Modernizing Federal Hiring: Mandates that for a 3-year period starting from the Act's enactment, examining agencies must prioritize the use of technical assessments to evaluate job-related skills, abilities, knowledge, and competencies. Alternative assessments may be used if a technical assessment is not practicable, with a description of the rationale required in the job posting.
• Transition Planning: Requires the Director of the Office of Personnel Management (OPM) to submit a plan within 18 months for transitioning Federal hiring practices to adopt technical assessments, including prioritization of job classifications and resource requirements, and a timeline.
• Implementation of Technical Assessments: Mandates the implementation of the transition plan within 3 years of enactment. Waivers for specific job series are possible under certain conditions and require certification.
• Competitive Service Candidate Hiring and Reform: Directs the OPM Director to review existing educational requirements for scientific, technical, or professional positions to determine if they are justified by data and evidence.
• Reports: Requires the OPM Director to submit annual reports on the progress of agencies in implementing the Act, including any difficulties encountered. The Government Accountability Office (GAO) will also submit a report assessing the Act's implementation and impact.
• Evaluation of Records: Requires the OPM Director to evaluate Government-wide systems of records to determine if updates or revisions are needed to support the Act's implementation.

This Act fundamentally changes how Federal agencies will assess candidates for positions in the competitive service. Bidders should be aware that future solicitations and hiring processes may place a greater emphasis on demonstrated skills and competencies rather than solely on educational degrees. This could impact how agencies structure job announcements, evaluation criteria, and the types of assessments used to qualify applicants.

Other / Unclassified

This document is a memorandum from the U.S. Office of Personnel Management (OPM) to Heads and Acting Heads of Departments and Agencies, dated May 29, 2025. It outlines a "Merit Hiring Plan" in response to Executive Order 14170, "Reforming the Federal Hiring Process and Restoring Merit to Government Service." The plan aims to shift Federal hiring away from what it describes as "overly complex" and "discriminatory" practices towards a system focused on "merit, practical skill, and dedication to our Constitution."

This document details significant upcoming changes to the Federal government's hiring processes. Key aspects relevant to potential bidders include:

• Skills-Based Hiring: Emphasis on practical skills and competency-based assessments over degrees and traditional credentials.
• Reduced Time-to-Hire: A goal to reduce the time to hire to under 80 days.
• Standardized Assessments: Increased use of technical and alternative assessments, phasing out self-assessments.
• Revised Application Process: Introduction of short, free-response essay questions in job announcements and a 2-page resume limit.
• Talent Teams: Establishment of OPM and agency-level "Talent Teams" to manage recruitment and selection.
• Focus on "Patriotic Americans": Recruitment efforts will prioritize individuals committed to the Constitution and American ideals.
• Elimination of DEI: Explicit directive to end "diversity, equity, and inclusion" (DEI) programs in hiring, recruitment, retention, and promotion, focusing solely on merit and job-related criteria.

Vendors responding to Federal opportunities should be aware that the underlying hiring practices for these opportunities are undergoing significant reform, potentially impacting how candidates are assessed and selected.

Form / Attachment / Pricing Sheet

This document contains a list of questions related to a Request for Information (RFI) or solicitation, likely for an Applicant Tracking System (ATS) or similar HR technology. It outlines specific areas of inquiry for potential vendors to address.

Security & Compliance Questions:

• Compatibility with DoDI 8510.01 RMF, DISA STIGs, and NIST SP 800-53.
• Experience with NIST RMF (SP 800-37).
• Approach to managing Ports, Protocols, and Services (PPS) per DoDI 8551.01.
• Compatibility with DoD Cloud Computing SRG.
• Support for software, plugins, and extensions.
• Compatibility with DoD PIV Card, PRO CAC, and PKI security controls (FIPS 140-2, RFC 5280, DTM 08-006, DoD Instructions 8520.03, 8520.02).
• Personnel authorization for SCIF access and ability to obtain Secret/Top-Secret network accounts.
• FedRamp authorization status and level.
• Provision of a Voluntary Product Accessibility Template (VPAT) for Section 508 compliance.

Required Functionality Questions:

• AI-powered candidate screening and ranking.
• Measures for fairness and bias mitigation.
• Interview scheduling capabilities.
• Offer letter generation.
• Integration with other federal HR systems.
• Compliance with OPM 80-day Hiring Model.
• Compliance with Executive Order 13932.
• Compliance with Chance to Compete Act.
• Compliance with Executive Order 14170.
• Compliance with Merit System Principles.
• Provision of training materials for organic sustainment.
• Direct integration into existing NGA systems (ServiceNow, PeopleSoft).
• Filtering/mapping of discovery source data.
• Analytics module for federal hiring metrics (e.g., "time to hire").
• Automated applicant status update communications.
• Resume repository with AI-powered agents.
• Candidate onboarding support.

Potential vendors must review these questions to understand the government's specific technical, security, compliance, and functional requirements for the opportunity. Responses to these questions will likely form a significant part of the proposal or RFI response, demonstrating the vendor's capability and compliance.

Form / Attachment / Pricing Sheet

This document is a draft Bailment Agreement between a "Bailor" (a company) and the National Geospatial-Intelligence Agency (NGA, the "Bailee"). The purpose is for NGA to test and evaluate the Bailor's software or commercial capability.

• Bailed Property: Refers to the specific software, drawings, and documentation provided by the Bailor.
• Purpose of Bailment: NGA will use the property solely for test and evaluation to assist in developing future agency requirements. NGA will not use the property for other purposes or retain it after the agreement expires.
• Term of Bailment: The agreement has a specified term (e.g., [XX] months) and can be extended by mutual written agreement, not to exceed one year. Either party can terminate with 30 days' notice.
• Delivery and Return: Bailor is responsible for delivery costs. Bailee must return the property within ten days of termination, including deleting electronic copies.
• Compensation: Bailor waives any right to compensation from Bailee for the use of the property.
• Intellectual Property: Bailor grants NGA a royalty-free, nonexclusive license for the duration of the agreement. Bailor must notify NGA of any third-party intellectual property rights involved.
• Liability: Bailor provides the property "AS IS" with no warranties. Bailor retains the risk of loss. Bailee assumes no liability to third persons and will not indemnify Bailor.
• Proprietary Information: Bailor must mark proprietary information, and Bailee shall not disclose it without prior written consent.
• Disputes: Any disputes will be resolved in federal court.
• Not an Acquisition: This agreement is not a procurement under federal law and does not grant preferential treatment in future procurements.

This document outlines the terms under which NGA will test and evaluate a vendor's software. Bidders should review the terms regarding property use, intellectual property rights, liability, and return of property to understand the conditions of such evaluations. It clarifies that this is not a procurement action.

Request for Information (RFI)

This RFI is issued by the National Geospatial-Intelligence Agency (NGA) to conduct market research for commercial Applicant Tracking Systems (ATS). The goal is to identify mature, innovative solutions that leverage artificial intelligence for capabilities such as semantic resume screening, candidate matching, predictive analytics, and workflow automation to streamline the federal hiring process from job posting to onboarding.

• Modernize ATS capability and integrate with PeopleSoft HCM and ServiceNow ITSM.

• Manage the entire recruitment process: job posting, onboarding, candidate data repository, job requisitions, and interview information.

• Decrease government-wide time-to-hire to under 80 days.

• Include applicant management (sourcing, screening, interviewing, selection), automated communications, interview scheduling, offer letter generation, and collaboration tools.

• Require a resume repository with AI-powered agents and AI-powered analytics.

• Provide end-to-end auditing capability.

• Accessible user interface for applicants and HR managers.

• Secure interfaces (APIs, SFTP) for data exchange with external government systems.

• Compliance with federal mandates including OPM's Merit Hiring Plan.

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

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

• Costs associated with responding are at the responder's expense.

• Vendors are invited to submit a white paper (max 10 pages, excluding administrative responses).

• Responses are due by 4:00 pm ET on April 15th, 2026, via email.

• NGA anticipates inviting a select number of vendors for a no-cost, limited-term ATS Program Pilot in Q3 of the calendar year.

• Participation in the pilot requires a formal Bailment Agreement.

• Not applicable for this RFI stage.

• Cloud solutions must be FedRAMP Authorized at the Moderate impact level.

• Data must be hosted and processed exclusively within the Continental United States (CONUS).

• Data must be encrypted at rest and in transit.

• Multi-factor authentication (MFA) is required for HR managers.

• User interface must be Section 508 compliant.

• Solutions must not include hardware, software, or services from entities prohibited by the FASCSA.

• AI solutions must not be black-box; explainability and auditability are required.

• Government retains full ownership and control of all data.

• Vendor personnel with administrative access must be U.S. citizens.

Other / Unclassified

This document, titled "End to End Hiring Initiative," outlines a comprehensive and integrated approach to Federal hiring developed by the Office of Personnel Management (OPM) in partnership with the Chief Human Capital Officers Council Subcommittee for Hiring and Succession Planning. It details a roadmap designed to transform the hiring experience for applicants, hiring managers, and HR professionals by strategically integrating five key components: Workforce Planning, Recruitment, Hiring Process, Security and Suitability, and Orientation.

While this document is not a solicitation, it provides critical context for understanding the Federal Government's approach to hiring. Bidders interested in Federal opportunities may find it useful to understand:

• The "Pledge to Applicants": This outlines the government's commitment to a user-friendly, clear, and timely hiring process.
• The five components of the E2E Hiring Roadmap: Understanding these components (Workforce Planning, Recruitment, Hiring Process, Security and Suitability, Orientation) can help bidders anticipate the stages and requirements involved in Federal hiring processes.
• Timelines and best practices: The document details the expected timelines for various stages of the hiring process and highlights best practices agencies are encouraged to adopt.
• Focus on efficiency and applicant experience: The initiative aims to make the hiring process more efficient and applicant-friendly, which could translate to a more streamlined experience for those applying for Federal positions.

Other / Unclassified

This document is Executive Order 13932, titled "Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates," issued on June 26, 2020. It outlines the administration's commitment to reforming the Federal hiring process to be more skills- and competency-based, rather than solely degree-based.

This executive order directs the Office of Personnel Management (OPM) and Federal agencies to:

• Revise Job Classification and Qualification Standards: Agencies must ensure that minimum educational requirements are only prescribed when legally required for the position and location. Education can only be considered for other qualifications if it directly reflects the necessary competencies.
• Base Position Descriptions on Skills: Position descriptions and job postings should focus on the specific skills and competencies required for the job.
• Improve Assessment Methods: Agencies must develop or identify assessment practices that do not rely solely on educational attainment to evaluate candidates' knowledge, skills, competencies, and abilities. Self-evaluations alone are insufficient; candidates must pass other assessment hurdles.
• Define Key Terms: The order defines "assessment," "competitive service," "education," and "qualification" in the context of Federal hiring.

This order is relevant to potential bidders as it signals a shift in how the Federal Government will evaluate candidates, potentially opening opportunities for individuals with demonstrated skills and competencies, even if they lack traditional degrees. It emphasizes a move towards a more inclusive and demand-driven labor force.

Other / Unclassified

This document is Executive Order 13932, titled "Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates," dated June 26, 2020. It outlines a directive to reform the Federal Government's hiring practices to prioritize skills and competency-based hiring over traditional degree-based requirements.

This Executive Order is relevant to potential bidders as it signals a shift in how the Federal Government will assess and hire candidates. It directs agencies to:

• Revise job classification and qualification standards to focus on skills and competencies.
• Prescribe minimum educational requirements only when legally required for the specific role and location.
• Consider education only if it directly reflects necessary competencies.
• Base position descriptions and job postings on specific skills and competencies required.
• Implement assessment methods that do not rely solely on educational attainment.
• Avoid relying solely on candidates' self-evaluations.

This indicates that future solicitations and hiring processes may place a greater emphasis on demonstrated skills and experience rather than solely on academic credentials, potentially opening opportunities for a broader range of candidates.

Other / Unclassified

This document is Executive Order 14170, titled "Reforming the Federal Hiring Process and Restoring Merit to Government Service," dated January 20, 2025. It outlines the policy and plan for improving the Federal hiring process to ensure a more efficient, merit-based, and skilled workforce.

This executive order establishes a Federal Hiring Plan to be developed within 120 days. Key objectives include:

• Prioritizing recruitment of individuals committed to efficiency, American ideals, and the rule of law.
• Preventing hiring based on race, sex, religion, or unwillingness to defend the Constitution.
• Implementing technical and alternative assessments.
• Reducing the time-to-hire to under 80 days.
• Improving candidate communication and feedback.
• Integrating modern technology and data analytics.
• Ensuring active participation from Department and Agency leadership.
• Improving the allocation of Senior Executive Service positions.

It also establishes accountability and reporting mechanisms through the Office of Personnel Management to monitor progress and success metrics.

Other / Unclassified

This document is Executive Order 14170, titled "Reforming the Federal Hiring Process and Restoring Merit to Government Service," dated January 20, 2025. It outlines the policy and plan for improving the Federal hiring process to ensure a more efficient and merit-based workforce.

This executive order directs the development of a Federal Hiring Plan within 120 days. Key aspects of this plan include:

• Prioritizing recruitment of individuals committed to efficiency, American ideals, and the rule of law.
• Preventing hiring based on race, sex, religion, or unwillingness to defend the Constitution.
• Implementing technical and alternative assessments.
• Reducing the time-to-hire to under 80 days.
• Improving communication with candidates regarding application status and hiring decisions.
• Integrating modern technology and data analytics into the recruitment process.
• Ensuring active participation from Department and Agency leadership.
• Developing specific agency plans for Senior Executive Service positions.
• Establishing performance metrics for accountability and reporting.

For potential bidders, this document signals a significant shift in Federal hiring practices, emphasizing merit, efficiency, and a focus on candidates dedicated to American ideals. It may impact how agencies evaluate and select candidates for future opportunities.