The United States Space Force (USSF) is seeking innovative solutions for the modernization of its Human Capital Management (HCM) systems through a Small Business Innovation Research (SBIR) opportunity. The objective is to develop next-generation personnel tracking and AI-driven workforce analytics that enhance operational readiness and streamline HR processes, addressing the limitations of legacy systems. This initiative is critical for ensuring real-time personnel management and compliance with Department of Defense standards, ultimately transforming workforce development within the Space Force. Interested parties can find more information and submit proposals through the official SBIR website, with the application due date set for June 25, 2025.

## Description

USSF operates in a highly dynamic environment that demands real-time personnel tracking, predictive talent analytics, and rapid force mobilization. However, legacy HR systems create bottlenecks in assignments, promotions, and payroll processing which negatively impacts Gurdian readiness. This effort will explore next-generation, dual-use HCM solutions that integrate with DoD networks while leveraging commercial advancements in AI-powered workforce analytics, blockchain-secured personnel records, and cloud-native architectures. The desired solution should:- Develop Next-Generation Personnel Tracking: Implement a system that provides real-time status updates on all Guardians to support rapid force realignment and operational planning.- Advance AI-Driven Workforce Agility: Enable automated workforce modeling and scenario analysis to optimize personnel distribution and readiness based on mission-critical needs.- Eliminate Administrative Delays via Automation: Utilize natural language processing (NLP) and robotic process automation (RPA) to streamline HR workflows and eliminate chokepoints in career transitions.- Ensure Cybersecurity &amp; Compliance at DoD IL-4+: Develop a solution that meets Zero Trust security principles, complies with DoD standards, and supports encrypted personnel data exchange.- Enhance Interoperability with Existing DoD Systems: Develop APIs and integration layers that facilitate seamless data sharing across HR, payroll, and operational command platforms.- Leverage Predictive Analytics &amp; AI for Talent Optimization: Utilize AI/ML to forecast personnel requirements, analyze workforce trends, and recommend proactive reskilling initiatives to ensure mission continuity.- Deliver a User-Centric, Mobile-Enabled Platform: Ensure full mobile accessibility for Guardians, enabling secure self-service HR capabilities from any location. The office of the Assistant Secretary for Space Acquisition and Integration (SAF/SQ) is seeking innovative solutions to deploy a dual-use technology solution on a government network to support the initial tranche of the Space Force PMA. This project will work directly with the SAF/SQ team for rapid software development with the intent to transform current USSF HR business practices and workforce development. 

## Objective

The U.S. Space Force (USSF) seeks innovative research-driven human capital management (HCM) technologies to modernize its personnel systems in alignment with the Space Force Personnel Management Act (PMA) through AI-enhanced automation, predictive analytics, and cloud-based architectures. This effort aims to develop, prototype, and validate novel approaches to workforce management that dynamically adapt to Space Force personnel needs and operational requirements.

## Phase I

This topic is Direct-to-Phase II (D2P2), requiring offerors to demonstrate prior R&amp;D work that validates the feasibility of a Defense-adapted HCM solution. The following feasibility criteria must be met:- Technical Maturity: Prior work should demonstrate at least TRL 5-6, with functional prototypes or early-stage pilot deployments.- Scientific and Technical Merit: Documentation should provide evidence of novel methodologies, AI-enhanced automation, or cloud-based architectures that improve upon existing HCM solutions.- Commercial and Defense Use Validation: Offerors must provide evidence of prior market testing, user validation, or dual-use potential in both commercial and military HR applications.- Integration Feasibility: Proposals should outline technical integration strategies, projected costs, and roadmap alignment with existing DoD enterprise systems.Offerors should provide supporting technical reports, test data, performance benchmarks, and prototype demonstrations as part of their feasibility package.

## Phase II

The project scope will investigate a cloud-based, configurable solution with robust analytics and workflow automation will streamline HR processes, improve agility, and enhance data-driven decision-making. Current legacy systems are rigid, outdated, and unable to support the dynamic workforce needs of the future Space Force, which demands real-time personnel tracking, automated talent management, and seamless integration across multiple organizations. The system must also adapt to changing mission parameters, regulatory updates, and emerging technologies while ensuring security and compliance with Department of Defense (DoD) standards.This effort seeks an innovative HCM solution that minimizes development time, maximizes configurability, and integrates securely with existing and future DoD systems. Proposed solutions should aim to implement industry best practices and replace fragmented HR platforms with a scalable, interoperable system. This project will follow a phased approach to ensure a structured implementation, from defining requirements to full-scale deployment. Key objectives include designing a flexible and interoperable system, integrating with existing DoD infrastructure, maintaining compliance with cybersecurity standards, and ensuring user adoption through training and testing.- Requirements Finalization&ndash; Define project scope, develop a detailed implementation plan, engage stakeholders to finalize requirements, procure initial licenses for 300 users, and initiate cybersecurity planning, including drafting the Body of Evidence (BOE) and Risk Management Framework (RMF) package to include identifying all key stakeholders and paths to production, leveraging multiple DoD pathways. - Architecture Development &ndash; Design system architecture, map data flows, establish security controls, document technical specifications, and conduct stakeholder reviews to validate the solution before integration. - Connectivity and Data integrity&ndash; Configure secure network access, integrate the HCM solution with existing DoD systems, enable seamless data synchronization, and implement security measures with comprehensive testing and risk assessments. - Pilot Deployment &ndash; Execute a pilot rollout that includes coordinating with and providing documentation to a DoD Authorizing Official (AO) to obtain an Interim Authorization To Test (IATT) for up to 300 users, conduct training and onboarding, perform system validation through functional and performance testing, refine based on user feedback, and submit the final ATO package for approval.The proposed work should leverage industry best practices for platform development, integration, and interoperability across multiple systems while incorporating automation to streamline historically manual processes. Successful proposed solutions will leverage commercial, modular, and cloud-agnostic systems that can be delivered via mobile platforms. Specifically, the project aims for innovative solutions that produce the below characteristics:- Modularity: The system should be designed with a modular architecture to allow for easy updates, scalability, and integration with other systems. - Cloud-Agnostic: The solution must be capable of operating on any cloud platform, ensuring flexibility and avoiding dependency on a single cloud provider. - Support Mobile Platforms: The system should be accessible via mobile devices, providing Guardians with the ability to manage their information and access services on-the-go.Deploy at DoD Impact Level (IL) IL-4: The solution must be capable of being deployed at Impact Level 4 (IL-4) to handle Controlled Unclassified Information (CUI) and meet all DoD Cloud Computing Security Requirements Guidelines (DoD CC SRG).

## Phase III: Dual Use Applications

Successful Phase II solutions may transition into Phase III for full operational deployment across the USSF and broader DoD enterprise. Potential applications include:- Enterprise-Wide USSF HCM Modernization: Deployment as the primary personnel management system for all Guardians, replacing legacy DoD HR systems.- Cross-DoD Personnel Analytics Expansion: Extending AI-powered workforce analytics to predict and manage personnel needs across multiple military branches.- Commercial Workforce Management Spin-Offs: Adapting the AI-driven talent management solution for civilian and industry applications, including aerospace, defense, and government sectors.Phase III work may also involve scaling the solution to additional mission areas, integrating enhanced automation, AI-driven decision support, and blockchain-based workforce credentialing to future-proof DoD-wide human capital management.

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