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The following NAICS codes can apply to this Source Sought: 334118,541512, and 541511. To receive the full document with Figure 1 incorporated send an email to the point of contacts associated with thi... The following NAICS codes can apply to this Source Sought: 334118,541512, and 541511. To receive the full document with Figure 1 incorporated send an email to the point of contacts associated with this Sources Sought. Provide detailed responses to the below questions by the due date of this Sources Sought. THIS IS A REQUEST FOR INFORMATION (RFI) to conduct market research for information and planning purposes only. This RFI is issued solely for information and planning purposes – it does not constitute a Request for Quotation (RFQ) or a promise to issue an RFQ in the future. This request for information does not commit the Government to contract for any supply or service whatsoever. Further, the Government is not, at this time, seeking proposals and will not accept unsolicited proposals. Responders are advised that the Government will not pay for any information or administrative costs incurred in response to this RFI; all costs associated with responding to this RFI will be solely at the interested vendor’s expense. Not responding to this RFI does not preclude participation in any future RFQ, if any is issued. It is the responsibility of the responders to monitor this site for additional information pertaining to this requirement. Information obtained in response to this RFI will be used within the AOUSC as market research information and will not be disclosed outside of the agency. Request: The Administrative Office of The United States Courts (AOUSC), Department of Administrative Services (DAS), Administrative Systems Office (ASO) is seeking information from industry to assist with the decision to modernize / replace the Judiciary’s enterprise-wide Human Resources Management Information System (HRMIS). The HRMIS currently resides upon the Oracle PeopleSoft Human Capital Management 9.2, PeopleTools 8.59 and is interconnected with multiple internal administrative systems and several external systems. The HRMIS is managed, operated, and supported internally by ASO with third party contract support. The goal of the potential modernization effort will be to deliver stable, consistent, secure, adaptable, and responsive solutions more quickly and less expensively for the Judiciary. Multi-platform and Software-as-a-Service (SaaS) solutions are within the realm of consideration but must address the unique process requirements of the Judiciary, as well as security, audit, and service desk requirements. Interested parties are invited to review the information provided and to submit comments or feedback/suggestions and answer the questions provided below. The proposed vendor solution must address all application and technical capabilities described. 1. Solution: a. What is your recommended potential solution that addresses all application, infrastructure and service components identified below? b. What are the distinct advantages to the proposed solution over other potential solutions? c. What are the capabilities of the proposed solution to natively integrate with other products such as ServiceNow, SharePoint, and Outlook? d. What are the capabilities for dashboards and reporting? e. What is the product road map for the solution over the next 5 years? f. Describe how the proposed solution is currently used within the Federal Government for similar size organizations with similar complexities including biweekly and monthly pay cycles and the need for rapid tailoring. g. Describe how the proposed solution controls costs, improves time to delivery and is adaptable and responsive to Judiciary unique requirements. h. Describe the modularity of the proposed solution, generally in the groupings depicted below in Figure 1. 2. Re-platform: a. What is the high-level strategy to plan and execute a transition to a proposed Human Resources Management System (HRMS) while maintaining current operations? b. Describe the planning effort to assess the capabilities of the current HRMIS and supporting processes to determine a road map to modernization. c. What is the implementation strategy that address re-platforming, re-establishing interconnections, initializing all support components, test and validation, training, communications, implementation and roll-out? d. What is the rough order magnitude (ROM) annual operating cost of recommended solution, including the software (all associated license fees) and required operations / maintenance? e. What is the estimated rough order of magnitude (ROM) cost and schedule to re-platform the entire HRMIS boundary to your recommended solution as identified in the Computing Environment section? f. What are the primary program risks undertaking a transition to your proposed solution? g. What is the best contract strategy to maintain operations, assess and plan a platform transition and execute and manage the transition? h. Describe any current federal acquisition contracts that the proposed solution can be purchased under. 3. Sustainment: a. What is the yearly estimated rough order of magnitude cost and staffing requirements to operate, maintain, and sustain services for the proposed HRMS solution? 4. Other: a. What items are we missing from this request that may be helpful to determine potential solutions? HRMIS Description History: Transitioning from a legacy COBOL based system, the HRMIS human resource and payroll functions were first implemented in August 2000 for 3 agencies within the Judiciary. By December 2003, it was subsequently expanded to encompasses all Judiciary employees, judges, annuitants, and annuitant survivors, less the Supreme Court and a few small national courts. Since completing the initial implementations of HRMIS, additional capabilities were added to include enhanced extensive workflow management, reporting features, time and leave administration, employee self-service, employee performance management, user security management, mobile capabilities, analytics, secure file management and other add-on features. The HRMIS currently is expanding its capabilities with Application Programming Interfaces (API’s) to provide individual court units greater access to their HR data and robotics to automate repeatable operations. Demographics: The HRMIS provides human resource and payroll automated capabilities for the Administrative Office (AO), Federal Judicial Center (FJC), United States Sentencing Commission (USSC), and court employees, as well as, Federal judges, their survivors, and judicial annuitants. About 30,000 employees are biweekly compensated and roughly 3,600 judges, survivors, and annuitants are compensated monthly. 5 personnel offices provide support for each of the unique populations, complemented with roughly 450 local Human Resource offices distributed among various court locations across the United States. Activity within and in support of the system has been consistent during at least the past 5 years. • HR/Personnel Action Requests (Total 55,000 / Monthly Peak 10,000) • Payroll transactions (Total 97,000 / Monthly Peak 25,000) • Benefits transactions (Total 65,000 / Monthly Peak 9,000) • Mass Pay Transactions (Total 57,000 / Monthly Peak 34,000) • Onboardings (Total 19,000 / Monthly Peak 4,000) • Leave Requests (Total 1,700,000 / Monthly Peak 160,000) • Tier 1 Help Desk Calls (Total 4,600 / Monthly Peak 500) • Tier 2 Help Desk Calls (Total 2,700 / Monthly Peak 300) Computing Environment: The current HRMIS computing environment is housed within the judiciary’s data center and is governed by the Judiciary specific security controls based on NIST-800-53 for moderate classification that includes quarterly assessments and a continuous monitoring program. HRMIS and its associated support systems is comprised of over 50 servers across 2 geographically dispersed locations. It consists of Linux, Oracle DB, PeopleSoft, and various Windows based applications providing support services such as secure file management and help pages. • 40 distinct database environments including 2 production and several high availability environments supporting services like help desk. The remaining databases support training and development. • The production database is currently 753 GB with a 22% growth rate over the past year. • Job Scheduler manages execution of jobs on a daily, weekly, and ad-hoc basis. • Interface Management tool that secures, archives, and delivers and receives interface files with both internal and external customers. • Application Change Management tool that securely manages and archives application changes. • Audit Logging that tracks and archives auditable events tailorable to NIST requirements in support of the System Security Plan. • Alert Management maintains 24X7 situational awareness of system operations. • All database environments are encrypted at rest, data in lower environments is scrambled and all data in transit is encrypted. Operations and Maintenance: HRMIS has been in a sustainment mode for the past several years. There are no current plans for any significant enhancements or new modules. However, several items are under discussion for future development or integration. Listed below is an overview of operations activities over the course of a typical year. • Operations o 26 to 27 Biweekly payroll cycles including all benefits processing and leave accrual. o 12 Monthly payroll cycles including all benefits processing. o Over 50 outbound interfaces with about half to external agencies such as Treasury, IRS and benefit providers and several inbound interfaces o Annual year-end and year-begin activities occurring October through January supporting 1099 and W2 distribution and reporting, tax reporting and annual pay adjustments • Infrastructure o 100 database refreshes per month from Production including 4 databases automatically refreshed daily. • Development o 8-10 O&M Releases containing new functionality and bug fixes. o 5-6 Tax Updates and Year End/Begin Releases. o Several technical releases to maintain PeopleSoft and its tools, at the latest version. o Few out of cycle updates per year for critical or urgent updates o 4 IT security scans and assessments. • Testing o Automated testing integrated into development life cycle consisting of about 1800 total test cases and growing by about 20 test cases per release. o 2 – 4 performance and load tests per year. o 1 Disaster Recovery test per year. • Help Desk o Provides Tier 1 and Tier 2 ticket management and issue resolution. o Comprehensive metrics of both HRMIS usage and Help Desk calls. • Training & Communications o Develops, maintains, and manages content for a dedicated self-service end user support website, integrated with HRMIS. o Provides content and reviews to support development of training and communications. o Develop and support community and working group meetings HRMIS Capabilities: The HRMIS was initially implemented in 3 major phases to provide core human resource, payroll, and benefits processing capabilities to the Judiciary. Since the completion of the original mission, the HRMIS capabilities have been enhanced and additional modules were integrated. The HRMIS now provides; • Human Resources Personnel Action Request (PAR) processing, • Distributed PAR requests at local level including workflow processing, • Payroll processing for both Biweekly and Monthly populations, • Benefits processing including multiple defined benefit retirement plans, retirement investment program, dental, vision, health, and life insurance, • Integration with third-party benefits administrator, • Standard business and ad-hoc reporting at court unit, intermediate (i.e., judicial circuit), and judiciary-wide levels, • Time and Leave management including leave accruals and leave donation, • Employee Self-Service including access to earnings statements and W2 statements, submission of address change, name change, and W4 requests, • Court configurable Employee Performance Management, • Specialized reporting to the public regarding judgeships, judge vacancies, and judge nominations, • Fair Employment Practices Reporting, • User Security Request, Approval and Audit, • Judiciary specific Employee Suitability Management, and • Employee Onboarding with integration into the Judiciary’s identity management solution. Proposed HRMS Solution Requirements: All capabilities, processes and services described must be addressed. • PAR processing solution must be compliant with OPM’s Guide to Processing Personnel Actions. • Time and Leave management solution must be compliant with Title 5 U.S.C. • The solution must be tailorable to address Judiciary unique requirements. • The solution must be able to keep pace with changing Federal human resource and payroll requirements. • The solution must account for service desk requirements. • The solution must have a product road map and solution for at least the next 5 years out. • The solution should have analytics to track user search behaviors (types) and workflows for approval of user content updates. • The solution should address emerging state-of-the art employee self-service, user help, to include just-in-time learning for administrators and users, customized help content, etc. • Hosting, if part of the solution, must be FedRAMP Moderate and not shared with other tenants. • The solution should address recruitment and onboarding business processes o Talent acquisition native to proposed solution and/or capability to integrate into existing talent acquisition modules o On-Boarding and provisioning, to include document workflow capabilities • Overall solution integration with Identity Access Management • Solution security considerations; o Must comply with NIST Moderate Controls. o Non-production database environments must be encrypted. o Must be able to refresh lower databases from Production. o Must be able to scramble or randomize sensitive data elements. o All data in transit must encrypted. o Data masking must be available for sensitive fields. o Must be able to integrate with the Agency’s portal and identify management solutions. o Must be able to create, protect, and retain information system audit records to the extent needed to enable the monitoring, analysis, investigation, and reporting of unlawful, unauthorized, or inappropriate information system activity; and ensure that the actions of individual information system users can be uniquely traced to those users so they can be held accountable for their actions.