# Questions Answers. No. A two week extension is added via amendment 1. New due date is May 20, Confirm due date as April 6th

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1 # Questions Answers 1 Confirm due date as April 6th No. A two week extension is added via amendment 1. New due date is May 20, Scheduling: Are all employee schedules generated in your proprietary system? Are you interested in having the schedules imported into the time and attendance software for on-demand staffing coverage management? No. Employee schedules are not generated in a propietary system. The schedule for some employees is generated using various systems which send time data to Time and Attendance module of HRIS. 3 Learning: Are you open to shifting to an LMS that is pre-integrated with the HRIS and career development planning? Yes. Learning management will be a module of the HRIS. 4 Would the HCM solution be placed in the ESC or would this be managed by the FAA AIT? We are open to all options: managed cloud, SaaS, and manage through FAA/ESC data center. However our preference is cloud-based services. 5 6 Regarding 2.4 of the White Paper Format, Are you looking for general Implementation costs only or are you looking for licensing as well? Will a rough estimate suffice since there is no actual SOW to create a true pricing quote from? Please advise. We are looking for total costs of including implementation, license, cloud, subcriptions etc. Yes. A rough estimate will suffice. 7 8 Regarding 2.2 of the White Paper Format, can you please expound on the request for a"... comprehensive (section) with all technical details about implementing HRMS/HRIS/HCM for FAA.". Can detailed information be included as an attachment, outside the 35 page count limit? 9 Who is the incumbent 10 Does FAA intend to procure both payroll and HR services? The vendor should provide high level business and technical architectures for an integrated HRMS/HRIS/HCM. Yes. Detailed information can be provided as an attachment only. There is no incumbent. We have several systems that are stand-alone but no existing HRIS system. No. Payroll is not part of the RFI. Only items mentioned in the RFI are in the scope of the HRIS system. 11 please clarify approximately how many employees are at the FAA? FAA has approximately 47,000 employees and another 20,000 contractors. 12 Will you be publishing a list of companies that responded to this RFI No. We will not be publishing a list of respondents. 13 I am hoping to find out if the subject effort is a new requirement or a follow-on to an existing contract? If the latter, can I please find out the incumbent contractor's name and contract number? Please see question # 9.

2 Please confirm that FAA will be retaining the use of the OPM hosted Employee Express and Scheduling system (ATOMS) and Payroll, Cost Accounting and financial systems (Delphi) and that this functionality will Yes. Employee Express, ATOMS, Delphi and FPPS (Payroll) will be in place. Only new not be required within this project HRIS/HCM/HRMS will interface with those systems. Please provide more information regarding the interfacing to the Government hosted payroll system. Is this meant to be the Delphi payroll system? In preparing our response for HRIS RFI Cornerstone OnDemand was hoping you could specify the number of users the FAA would like to have on the system? Please see question # 11. Our firm wishes to submit supporting documentation, such as data sheets, etc., to provide further information to FAA. 1. Would FAA accept these documents? 2. If yes, would these be considered against the maximum page count of 35 pages? Please see question # 8. The proposed HRIS/HRMS/HCM will interface with Dept. of Interior IBC (Shared Payroll Provider) managed FPPS (Payroll system) Because the RFI specifies that respondents not provide proprietary information and because our firm considers our SLAs, even in sample format, to be proprietary, would it be acceptable to reference that sample SLAs will be provided at the RFP stage? Section 2.1 Vendor Information, page 4 of 8, states A brief summary of the organization s experience within each of the service areas listed in RFI Section 3.4, Current Services Scope Overview There is no RFI Section 3.4. Please confirm that the government was referring to RFI Section 1.4. Yes. Providing proprietary materials at a later stage is acceptable. Yes. The RFI should have referenced section 1.4 Current Services Scope Overview. Mentioning section 3.4 was an error. 20 What is the level internal staffing involvement? Number and experience of HR Subject-matter experts, DBA, IT, Payroll)? Amount of FTE s that will be involved in the implementation? There will internal subject matter experts, project managers, business analysts, technical architects, system engineers, etc. At this time, there is no specific number of FTEs that will be involved in the implementation. What is the level of documentation available for the following areas? 21 Personnel actions; Onboarding/off boarding; Compensation structure; Benefit administration; Leave processing Detailed documentation for all functional areas will be available before implementation. No such documentation is available at this time. 22 Specifically, which Federal Payroll system(s) will be used? The payroll system is Department of Interior/IBC's FPPS.

3 23 How many interfaces currently exist with the following applications? ATOM; Activities (Cost Accounting); G/L - Delphi; Payroll System; Number of exports to external systems There are 20+ interfaces from FPPS to external systems. Currenttly all integration centers around FPPS and the systems listed in this question have a one-to-one interface. 24 Will the FAA have staffing for deployment training or should our proposal include all levels of training (or just Train-the-trainer)? Please include train-the-trainers in your proposal. 25 How many employees will be processed in the HRIS? Please see question # Will non-employees be included in the implementation such as contracted staff? Yes. Contractor and federal employees will be included in the implementation process. 27 Are there any changes in structure to the FAA employee organization? Will current employees ID s be utilized, Position codes, department structure? There are no anticipated changes in organizational structure. However, employee ID number, position codes, and department codes may change, if necessary. 28 Outside of position/job assignment, what other cost accounting information be stored/needed in the new HRIS? This is typically maintained Payroll. The HRIS is not intended for cost accounting information storage. However, there may be a few data points that will come from cost accouniting and Payroll to the HRIS. 29 To whom will system access and use apply, I.e., HR specialist, admins, managers, employees, or all? Access will apply to all FAA federal staff and contractors. 30 To what geographic locations will the systems be deployed, e.g., to all FAA locations? Deployment will be to all FAA office locations Please expand on the requirement for automated flow to eopf. Is expectation that the data will flow from main system directly to eopf, or is it acceptable use a different tool that will complete the interface? What technology/interface does the payroll platform support (e.g., Webservice)? Is the scope of this procurement only the IT system and its support/maintenance, or does it include actual processing of the actions? Does the contractor need to interface with the time card administrators or is that done internally within FAA? Please further describe the functionality you are seeking in regard to Time and Attendance. Data from HRIS should flow automatically to eopf based on pre-defined workflow. This process will not utilize another tool. The platform supports SOA (e.g. webservice). This RFI and the subsequent procurement will apply to IT systems, its operations, and maintenace. The Time and Attendance module will need to be a part of the HRIS. The general Time and Attendance functionality is as follows: employee direct time entry; time card flowing from other systems; ability of managers and designated individuals to approve time card; time data flows to Payroll system, leave administration, etc.

4 Will the maintenance of position management data hierarchy be done by FAA or the Contractor? The maintenance will be done by the FAA. We do not have information on a structured Table of Organization at this time. Is there a structured Table of Organization (TOrg) process in place? If so, However, the HRIS must have position management, organizational hierarchy, and can you please further explain? organizational charting. Are you seeking a Position Description (PD) library or a complete Core Document library (a library containing all recruitment documents, e.g., We do not have information on a Core Document Library at this time. However, the Position Description, Assessment Questionnaire, Job Opportunity HRIS must support all position management including position description, Announcement)? competency models, etc. 39 Is there a requirement for application repository (e.g., Montser, USA Staffing) or is one in place with which the system would interface? The HRIS must interface with USA Jobs repository. 40 Is there a requirement for automation support/workflow processing from JOA through to EOD? Yes. Automation is a requirement. 41 Scope: What are the number and types of recruits each year at the FAA? The number of new recruits was 6208 in FY The number of new recruits for any other year is unavailable. All stages of federal recruitment will be handled through HRIS. 42 Is all Onboarding done electronically? If so, does this include SES positions? No. Onboarding is not strictly electronic. It is a combination of electronic and manual processes. 43 How frequently does onboarding information need to be updated, e.g., with new health benefits or TSP information? Onboarding should be done as a new hire comes to the FAA. Data should be updated in real time. 44 Who currently performs security and background checks? FAA contracts out some of the security/background investigation processes. Other parts of the process are done in-house. 45 What type interface/document flow is expected? FAA prefers a real time interface using SOA. 46 How many Performance Management systems are in place at FAA? FAA currently has two performance management systems Is the FAA looking for an end-to-end performance management workflow capability (e.g., input objectives, self-appraisal, and manager appraisal) or only a performance management repository? Please describe the capabilities needed for Compensation Management. Is the FAA seeking both advisory compensation support or only automation support? FAA is seeking an end-to-end performance management workflow. FAA is seeking a full compensation module as part of HRIS.

5 Please describe the capabilities you are requiring for Training and Development. Is the FAA seeking a complete Learning Management Systems (LMS) with on-line registration and career pathing? If not, what capabilities are required? Please describe your requirements for Succession Planning, I.e., are you looking for consulting or an automated succession support tool, or both? What is your approach to Talent Management and what are your contractor requirements in this regard? FAA is seeking a complete learning mangement system as a module of the integrated HRIS. FAA is seeking a complete succession planning as a module of integrated HRIS. FAA is seeking a complete talent management system as a module of the integrated HRIS Does the FAA conduct succession planning for leadership positions only, or for all positions in the organization? Please explain. FAA conducts succession planning for all employees. Please describe the capabilities/requirements needed for Employee FAA is seeking complete employee relations including case management, EEO Relations. tracking, reasonable accomodation, etc. Which types of cases would need to be covered (e.g., grievance, EEO complaints, hotline complaints)? All complaints and issues would need to be addressed in the HRIS system. Please describe the capabilities desired for Labor Relations (e.g., Bargaining Unit Status (BUS) codes, and grievance tracking)? Does this include retirement tracking? If so, does it include actual retirement calculations/processing? What type reporting capabilities would be expected on this contract? (e.g., standard, push/pull, ad hoc)? How many and how often will these reports need to be produced? How does the FAA want the reports accessed and at which level (e.g., dashboard, standalone applications)? FAA is seeking a complete labor relations system. It must cover all data points of collective bargaining agreements signed with all unions. The system must provide all data points needed during contract negotiations. Yes. This does include a complete set of capabilities for retirement. FAA is seeking complete HR analytics (e.g. dashboard, canned reports, push/pull, adhoc reports, query capabilities, report generation by power users, publishing reports to other users, etc.). The HRIS will need to have real time access through multiple channels including mobile. FAA wants reports accessed as a suite in HRIS. 59 Who are the end users for the Data Warehouse (e.g., only for HR team or Leaders/Supervisors)? The end users will be the entire FAA federal and contractor staff, possibly. Role based access will be provided to different groups of employees. 60 Is all data in the warehouse coming from FAA systems or is some data coming from other external systems (e.g., payroll) Data will be coming from both internal and external sytstems. 61 Can the FAA please provide samples of your reports? We cannot provide samples of reports.

6 62 Will this be a system of record? If so which records (e.g., Personnel Actions)? Yes. This will be a system of records. All records. 63 Is the FAA looking for role based access or user based access? FAA is looking for role based access. 64 Will training be needed on the systems? Yes. Training will be needed on the system. 65 Will O&M be needed? Yes. Operations and Maintenance will be needed on the system. 66 Will employee communiques on the systems be needed? Yes. Employee communiques will be needed on the system. 67 What type audits will be performed of the systems? Standard Federal IT Audits will be performed on the system. 68 Section 2.1 Vendor Information states A brief summary of the organization s specific experience within each of the service areas listed in RFI Section 3.4, Current Services Scope Overview, as well as experience executing the following: There is no section 3.4, what section is this specifically referring to? Please see question # Is the FAA trying to develop new system(s) or integrate existing system(s) components to provide an integrated capability? FAA is developing a new system. 70 What parts of Title 5 apply to your HR Operations? FAA is not a Title 5 agency. 71 What parts of your Personnel Operations are not governed by Title 5? All FAA operations are not goverened by Title Does the FAA intend to make the HRIS the authentic source of employee record (e.g., managing Aviation Safety Inspector's (ASI) certification and medical records)? Please see question # How many personnel actions does the FAA process in a given pay period? We cannot provide the number of perosnnel actions processed in a given pay period. 74 Who is the FAA's current payroll provider? Please see question # What functions does the FAA require from a system perspective for Labor Relations (e.g., tracking of union membership and the processing of union dues or adapting systems to specific union requirements, etc.)? Please see question # 55.

7 Regarding experience executing performance management and Service Level Agreement (SLA), is the FAA referring to Software as a Service (SaaS) system availability and downtime of a hosted system; availability. Yes. SaaS/Cloud system availability. What level of operational services and for which functional areas is the FAA will be contracting for SaaS/Cloud based software including operations and FAA considering contracting out? maintenance. What is the current technical solution or list of products used to support the HRIS system, Help Desk, enterprise identity and access management, BI/analytics, etc.? FAA has many disparate systems, including but not limited to recruiting, personnel action processing, time and attendance, performance mangement, compensation, learning, and HR data marts. 79 What hosting facility is being used to host the current solution? FAA is using Federal Shared Centers for hosting. Payroll and Personnel Action Processing are part of DOI/IBC, while Learning is an OPM hosted system Can the FAA provide a list of incumbent vendors that currently provide HR Operations, system development or infrastructure support services? Please see question # 9. Can the FAA please provide a list of enterprise standard products if available? A list of enterprise standard products is not available. 82 Can the FAA provide a list of the current SLAs being used to measure IT infrastructure performance as well as customer satisfaction? A list of current SLAs is not available What types of HR Shared Services are provided today? How many functions do you plan to support in the future? How many employees are supported by these functions today? How many employees do you plan to support in the future? What is your estimated transaction volume? Will 24x7x365 support be required? Would you like us to provide for an approach to providing HR Shared Service Center software or are you asking for an approach to providing HR Shared Services? What services does the HR Help Desk provide today? Will they provide services regarding HRIT system use? Or will they provide subject matter expertise on HR transactions, data or policies? What is your estimated call volume? Will 24x7x365 support be required? We cannot provide the types of HR shared services that are being provided today. FAA would like to support the entire suite of HRIS capabilities with this HRIS system. Please see question # 11. All FAA employees will be supported in the future. We cannot provide an estimated transaction volume. 24x7x365 support will required. FAA is in need of an HRIS solution either through shared services or SaaS/Cloud. FAA does not have a centralized HR help desk. Certain offices within HR may have stand-alone help desks, such as the Compensation and Benefits office. This help desk provides support with federal benefits. This help desk may provide subject matter expertise on federal benefits. We cannot provide estimated call volume. Please see question # 83.

8 85 What payroll systems are being hosted by Government owned shared services that need to interface with the HRIS? The FAA FPPS system will need to interface with the HRIS. 86 Will existing HR records of active employees be imported? Yes. Existing records will need to be imported. 87 What is the estimated number of active employees? Please see question # 11. What is the estimated employee growth rate (e.g. additional number of 88 employee per year)? We cannot provide estimates of employee growth. 89 What is the estimated employee attrition rate? Estimated FAA attrition is 2-3% annually. 90 What is the number of HR Managers on staff? FAA has 91 HR Managers. 91 What is the number of HR Specialists on staff? FAA has 353 HR Specialists. What is the estimated timeframe to implement the HRIS solution after 92 award? The estimated timeframe for HRIS implementation is months. 93 How will cases be assigned? Based on case types, HR agent skills? Cases will be assigned by HR functional areas. We cannot provide all the different types of cases. Some examples of cases include, How many different types of cases do the HR agents handle that require but are not limited to, Employee Relations cases, Labor Relations, HR issues, EEO, 94 separate and distinctive data elements to be captured? grievanes, and reasonable accomodations. 95 Will HR agents need to discover and identify expertise based on the case type to resolve cases? Yes. HR agents will need to identify the type of expertise needed to resolve cases What is the level of personalization that is required for employee selfservice in addition to messages? Relevant knowledge articles, expertise, Some extent of personalization based on employee organization and position may news & updates? By role, profile, location etc? be needed. Can employees collaborate with other employees to get answers on basic and common questions, see relevant articles and previously answered questions? Yes. Employee collaboration will be permitted. 98 What is your HCM system? System of record for employee data? FAA does not have a HCM system. The HRIS/HRMS/HCM are synonymous acronyms for the system FAA wishes to procure. Please see question # 62.

9 99 How much historical case data needs to be migrated over to the new system? Number of years? 7-10 years historical data will need to be migrated over to the HRIS. The exact amount will vary depending on record retention schedule. 100 What knowledge systems do you use today? FAA uses SharePoint based Knowledge Services Network and Intranet sites. The number of knowledge categories is unavailable. The knowledge categories 101 How many knowledge categories? apply to all HR functional areas. 102 How many knowledge article types? The number of knowledge article types is unavailable. How many knowledge articles will need to be migrated - approximate Zero knowledge articles will need to be migrated. The HRIS system will not host 103 number? knowledge articles. 104 Is there any info from other HCM systems that needs to be surfaced (read-only) within the HR agent service and support console for resolving/managing cases and driving productivity? No. No other HCM system needs to be surfaced. Managing cases will occur via the new HRIS. 105 What is the roll-out strategy and plan, across all regions or pilot regions? The roll out strategy and plan will apply to the entire FAA How many users of the system are there expected to be? How many employees will need to be covered by the system? Will FAA contractors need to be tracked and included in HRIS? Are there existing components of the FAA s current HR solution that you will want to maintain going forward? All FAA federal employees and contractors are expected to be users. Please see questions # 11. Yes. FAA contractors will need to be tracked and included in the HRIS. No. There is no existing HR solution. The HRIS will cover all end-to-end HR capabilities. 108 Is there an existing Portal solution that you want to continue to use? No. There is no existing portal. The HRIS must have portal-related to HR functions. 109 Is there an existing Learning Management System that you want to use or are you looking for a new alternative? Yes. The existing learning management will be a module of the HRIS. 110 Is there an existing Identity Management solution that the new HRIS will need to integrate with or should we offer one? Yes. The HRIS will need to integrate with SiteMinder. 111 Is there an existing data integration / data sharing solution or should we offer a capability for integrating and interfacing with the disparate systems mentioned in the RFI? No. There is no existing data integration / sharing solution. Yes. Please offer an HRIS solution with sharing capabilities using technologies like SOA, ESB, etc.