RFI-Human Resources PAR, Pay and Benefits Processing Service
ID: 1331L5-26-S-13OS-0002Type: Presolicitation
Overview

Buyer

COMMERCE, DEPARTMENT OFOFFICE OF THE SECRETARYDEPT OF COMMERCE SSPOWASHINGTON, DC, 20230, USA

NAICS

Human Resources Consulting Services (541612)

PSC

SUPPORT- PROFESSIONAL: HUMAN RESOURCES (R431)

Original Source

https://sam.gov/workspace/contract/opp/b2d04f95a3694d20a3c04cfddb708f57/view
Timeline
    Description

    The Department of Commerce (DOC) is seeking industry input through a Request for Information (RFI) regarding Personnel Action Requests (PAR), Payroll, and Benefits (PP&B) services to support its operations. The objective is to gather market research on potential third-party vendors who can provide these essential HR services, which include transactional processing, operations management, and call center support, as well as adherence to service level agreements (SLAs) and quality control measures. This RFI is crucial for understanding the capabilities of the market and does not constitute a formal solicitation; any subsequent procurement will be announced separately. Interested parties are encouraged to submit their responses by December 16, 2025, at 1:00 PM EST, and can direct inquiries to Courtney C. Palmer at cpalmer@doc.gov or by phone at 202-207-7685.

    Point(s) of Contact
    Courtney C Palmer
    (202) 207-7685
    cpalmer@doc.gov
    Files
    Title
    Posted
    Attachment 1_Draft Program Requirements and Evaluation Approach_vF.pdf
    The Department of Commerce (DOC) is seeking a third-party vendor to provide Personnel Action Request (PAR), Payroll, and Benefits (PP&B) services. This Request for Proposal (RFP) outlines a two-phase approach: Phase 1 for transition and implementation, and Phase 2 for ongoing operations and enhancements. The vendor will be responsible for transactional processing, operations management, call center support, and HRIT system administration. Key requirements include adherence to SLAs, data ownership by DOC, and robust plans for security, quality control, emergency preparedness, financial management, records management, and staffing. Proposals will be evaluated on technical approach, past performance, and cost, with a multi-step acquisition process leading to a single award. The selected contractor must demonstrate expertise in federal HR processes and technology, and commit to continuous improvement and regulatory compliance.
    Attachment 2_Draft Service Level Agreements_vF.pdf
    This document, "Attachment 2: DRAFT Service Level Agreements (SLAs)," outlines preliminary service level agreements for a government contract, likely an RFP. It details various metrics across categories such as Contact Center operations (Speed to Answer, Tier 1 and Overall Contact Resolution, Customer Satisfaction), PAR Processing, Payroll Processing, Benefits Processing, eOPF (Transmission Timeliness and Quality), Reporting (Operational and Performance), HRIT Data Maintenance, and At Fault No-Pays. The document explicitly states these SLAs are drafts, subject to change, calibration, and final agreement. Crucially, items highlighted in blue represent draft "fee-at-risk" SLAs, indicating potential financial penalties for the provider if not met, with specific financial impacts to be determined during negotiations. The document also notes a recommendation against tracking "SINQ Processing Timeliness" as an SLA due to past compliance issues and audit problems.
    Attachment 3_Draft Role Descriptions_vF.pdf
    The document outlines key personnel roles and their descriptions, responsibilities, and minimum requirements for supporting PAR, Payroll, and Benefits services, including contact support. Key roles include Program Manager, Operations Director/Center Lead, Transition Lead, Quality Control Lead, End-to-End Federal HR SME, Benefits Lead, Payroll Lead, PAR Lead, Records and Document Management Lead, Contact Center Lead, HRIT Lead, and Communications Lead. Each role specifies required experience, education (typically a Bachelor's degree), and preferred skills, with a strong emphasis on Federal HR and shared services experience. The document also details responsibilities such as managing teams, ensuring quality control, driving continuous improvement, handling complex HR/payroll/benefits issues, and maintaining customer satisfaction. The overall purpose is to define the organizational structure and expertise required for efficient and high-quality service delivery in a federal shared services environment.
    Attachment 4_Draft Projected PPB and Call Center Workload Volumes_vF.xlsx
    Attachment 4 details the projected workload volumes for the Department of Commerce (DOC) Office of Human Resources Management (OHRM) for Calendar Year 2024, focusing on PAR, Payroll, and Benefits (PP&B) and Call Center operations. The data, derived from historical volumes in 2022 and 2023 from NFC, ServiceNow, and HRConnect, provides expected PP&B volumes for 2024 and FTE counts by Servicing HR Organization (SHRO) as of September 30, 2025. Key figures include an annual total of 57,046 PAR actions, 20,056 payroll actions, and 6,340 benefits actions. The document also presents historical HRIT service volumes and HR contact volumes for 2024, showing 33,059 calls, 12,426 emails, and 8,697 portal contacts to the Service Center. It notes potential fluctuations due to hiring and limits data to in-scope bureaus.
    Attachment 5_Draft Pricing Template_vF.xlsx
    Attachment 5 outlines the Department of Commerce (DOC) Office of Human Resources Management (OHRM) Payroll, Personnel, and Benefits (PP&B) Pricing Template, an essential component of federal government RFPs. It provides detailed instructions for bidders to complete three key pricing tabs: Rate Card, Transition Pricing, and Transactional Pricing. The Rate Card tab requires bidders to input yearly increases, 738X schedule rates, and discounts for specified labor categories, which the government deems necessary for the PP&B program. The Transition Pricing tab instructs bidders to use provided labor categories and discounted rates from the Rate Card, aligning them with key personnel from the draft RFP and detailing monthly hours for the transition period. The Transactional Pricing tab mandates bidders to provide a fully loaded cost per transaction for various services, reflecting their staffing model and inclusive of all associated costs as defined in the Statement of Work. This document ensures a standardized and comprehensive approach to pricing submissions for the PP&B services.
    Attachment 6_Draft Staffing Model Template_vF.xlsx
    Attachment 6 outlines the DRAFT DOC OHRM PAR, Payroll, and Benefits (PP&B) Staffing Model Template, an essential component for federal government RFPs. It provides comprehensive instructions for bidders to complete various tabs, including Transition Services and Transactional Services. Bidders must utilize specific Labor Category (LCATs) from the Rate Card Tab and identify Key Personnel from the Terms and Conditions. The document details how to allocate hours for transition timeframes and transactional services across functional areas like Payroll Operations, Personnel Operations, Benefits Operations, and HRIT Operations. It also includes SOW mapping for aligning LCATs to relevant Statement of Work elements. The template emphasizes completing highlighted cells, avoiding formula changes, and accurately populating hours for different years, ensuring a structured approach to staffing and cost estimation within the federal procurement process.
    DOC_SSPO_HR RFI_F.pdf
    The Department of Commerce (DOC) Shared Services Procurement Office has issued a Request for Information (RFI) for market research purposes concerning HR services for Personnel Action Requests (PAR), Payroll, and Benefits (PP&B). The DOC seeks a third-party vendor to provide these services to its bureaus and the Office of the Secretary, including transition, implementation, operations, and ongoing enhancements. This RFI is not a formal solicitation, and the DOC will not cover responder costs. The RFI includes attachments such as draft program requirements, SLAs, key personnel descriptions, workload volumes, and a pricing template. The DOC specifically requests feedback on the sufficiency of information provided for proposing, proposed SLA descriptions, key personnel, pricing of mass actions, and the overall evaluation approach. Responses are due by December 16, 2025, at 1:00 PM EST.
    Lifecycle
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    RFI-Human Resources PAR, Pay and Benefits Processing Service
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