The U.S. Space Force (USSF) Directorate of Manpower, Personnel and Services (USSF/S1) is seeking innovative dual-use solutions for the digital transformation of its Human Resource (HR) presentation layer. The objective is to evaluate existing commercial HR systems and develop a framework for integrating a modern, scalable, and secure HR management platform that meets the unique needs of the USSF workforce. This initiative is critical for enhancing the operational readiness of the Department of the Air Force and involves comprehensive market research, feasibility studies, and a structured evaluation of potential HR solutions. Interested parties must submit their proposals by June 25, 2025, with further details available at the provided source link.

TECHNOLOGY AREAS: Advanced Computing and Software The technology within this topic is restricted under the International Traffic in Arms Regulation (ITAR), 22 CFR Parts 120-130, which controls the export and import of defense-related material and services, including export of sensitive technical data, or the Export Administration Regulation (EAR), 15 CFR Parts 730-774, which controls dual use items. Offerors must disclose any proposed use of foreign nationals (FNs), their country(ies) of origin, the type of visa or work permit possessed, and the statement of work (SOW) tasks intended for accomplishment by the FN(s) in accordance with section 3.5 of the Announcement. Offerors are advised foreign nationals proposed to perform on this topic may be restricted due to the technical data under US Export Control Laws. OBJECTIVE: The U.S. Space Force (USSF) Directorate of Manpower, Personnel and Services (USSF/S1) seeks dual-use solutions to investigate existing commercial solutions and innovative approaches to enterprise-wide Human Resource (HR) systems and provide a framework to evaluate and compare industry solutions. To ensure the USSF has the most effective and scalable human resource solutions, this work will conduct comprehensive market research and an analysis of alternatives for UX/UI platforms supporting the system integration of a presentation layer into the data layer utilized for USSF HR management. This effort will assess the current landscape of enterprise HR solutions, identifying platforms that align with USSF’s unique workforce management needs. This topic will meet the Department of Air Force’s (DAF) Operational Imperative 7 “Readiness of the Department of the Air Force to transition to a wartime posture against a peer competitor.” DESCRIPTION: USSF/S1 Directorate of Manpower, Personnel and Services requires innovative solutions to assist with the design, configuration, implementation, migration, integration, security, and operations for applications related to human resources. This effort will directly support USSF/S1 in defining, testing and evaluating commercial applications with the intent to transform current USSF HR business practices and workforce development. The proposed solution will utilize industry best practices to effectively support USSF personnel with a modern management and technology system. This effort will replace or integrate with existing systems to create a secure, scalable, and flexible enterprise resource planning platform capable of managing the full lifecycle of Guardian personnel. PHASE I: This topic is intended for technology proven ready to move directly into Phase II. Therefore, Phase I awards will not be made for this topic. The applicant is required to provide detail and documentation in the D2P2 proposal which demonstrates accomplishment of a “Phase I-type” effort, including a feasibility study. This includes determining, insofar as possible, the scientific and technical merit and feasibility of ideas appearing to have commercial potential. It must have validated the product-mission fit between the proposed solution and a potential Air Force and/or Space Force stakeholder. The applicant should have defined a clear, immediately actionable plan with the proposed solution and the DAF customer and end-user. The feasibility study should have: 1. Clearly identified the potential stakeholders of the adapted solution for solving the Air Force and/or Space Force need(s). 2. Described the pathway to integrating with DAF operations, to include how the applicant plans to accomplish core technology development, navigate applicable regulatory processes, and integrate with other relevant systems and/or processes. 3. Describe if and how the solution can be used by other DoD or Governmental customers. PHASE II: Proposed solutions will gather industry data, evaluate platform capabilities, and provide a detailed comparative analysis of potential solutions, focusing on adaptability, configurability, and long-term sustainability supporting HR data management applications being developed within USSF/S1. To do this, the project scope will conduct a test and evaluation campaign of available commercial HR management systems that could be fielded as the presentation layer (UI/UX) to deliver process automation capabilities that will enable the implementation of modern HR practices and bring innovative tools and applications to the USSF. Following the market research phase, proposed solutions will design and orchestrate a structured evaluation competition to assess the performance and suitability of selected HR platforms. This competition will simulate real USSF HR processes to evaluate how each solution meets critical criteria, including rapid configurability, technical capabilities, interoperability with legacy DoD systems (e.g., MILPDS), security and audit compliance, and overall feasibility for long-term implementation. The evaluation will provide data-driven insights to support a final down-selection of solutions, ensuring the Space Force adopts a modern, secure, and mission-ready HR management system. Phase II project scope should also include an end-to-end capability demonstration for a down selection of desired HR software and platform that meets the USSF needs. Proposed solutions should evaluate 2-3 user experience (UX) prototypes at once with the intent to reduce significant pain points felt by both Guardians and Human Resource practitioners brought forth by current human capital systems. Proposed solutions will focus on executing the evaluation competition and focus on four key criteria to ensure the selected solution meets USSF’s operational and security requirements. - Functionality will assess the balance between out-of-the-box capabilities and necessary customization, as well as the speed of deployment. - Flexibility and scalability will evaluate the ability to adjust workflows with minimal downtime, prioritize configuration over complex development, and rapidly implement changes. - Security and compliance will ensure solutions meet Authorization to Operate (ATO) and Risk Management Framework (RMF) standards while incorporating robust security measures. - User experience will focus on intuitive design, ease of use for Guardians and leadership, and real-time adaptability. Following the competition, successful proposals may have the opportunity to lead follow-on work as system integrators, ensuring seamless interoperability with existing USSF and DoD legacy systems while facilitating a smooth transition to a modernized HR platform. Proposed solutions should target work plans that align with a multi staged approach as outlined below. Stage 1. Market analysis and discovery: Development and research into criteria development, evaluation, and acquisition support for up to 2-3 prototypes. Stage 2. Documentation Evaluation Phase: Proposers generate criteria and evaluation factors for potential HCM solutions and lead effort to discover multiple prototype systems. Outline test and evaluation criteria based on government needs for HR capabilities, and support during review of prototype solutions. Stage 3. Demonstration Phase: Define scenario-based evaluations for potential HR solutions. Deliverables in this stage are documented test and evaluation criteria scenarios based on government needs for HR capabilities, and support during review of HR Vendor demonstrations. Stage 4. System T&E/integration: Proposer should include plans to assist USSF/S1 with creating respective Business Capability Acquisition Cycle (BCAC), compliance, and acquisition documentation as well as system integrator support for research, test and evaluation. PHASE III DUAL USE APPLICATIONS: Phase III efforts would entail ongoing support for system integration. Potential Phase III awardees will transition the adapted commercial solution to provide expanded mission capability for a broad range of potential Governmental and civilian users and alternate mission applications. REFERENCES: 1. Space Force Personnel Management Act (PMA) – https://www.spaceforce.mil/Portals/2/Documents/Foundational_Documents/PMA_Tranche_1_Announcement.pdf. 2. https://spacewerx.us/. KEYWORDS: Human Resources (HR); Information Technology (IT) Services; Manpower Personnel; User Interface (UI)/User Experience (UX)

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