{

"hcm-A2-1": [{"Identifier":"HCM.A2-1.010", "Activity":"Recruitment Strategy Development", "Description":"Developing, approving, and evaluating the effectiveness of strategies to identify, attract, and hire qualified individuals in alignment with agency Human Capital Management strategy and subsequent plans (e.g., staffing plans, budget plans, diversity recruitment plans, outreach plans, FEORP, DVAAP, resourcing plans). The service outcome(s) will include, but not limited to:\n<ul><li>analysis and overview of the talent acquisition needs of the agency, to include overview of current state and analysis of barriers and gaps\n</li><li>prioritized objectives for the agency's recruiting program\n</li><li>strategic direction for recruiting\n</li><li>communication plan for strategic recruiting priorities \n</li><li>plan to evaluate and monitor progress against the identified plan and goals \n</li><li>strategies to engage all stakeholders including hiring managers \n</li><li>Talent Acquisition strategy for recruiting that includes diversity and inclusion strategies and goals</li></ul>"}, {"Identifier":"HCM.A2-1.020", "Activity":"Recruitment Plan Development", "Description":"Aligning the recruitment strategy to mission and business needs (at the appropriate organizational levels) to determine viable sources of quality potential applicants and to identify methods for recruiting from these sources. The service outcome(s) will include, but not limited to:\n<ul><li>plan to facilitate HR and Selecting Official collaboration \n</li><li>recruitment plan with prioritized objectives outlined in the agency recruitment strategy including recruiting methods, sources/events, resource allocation, and timelines</li></ul>"}, {"Identifier":"HCM.A2-1.030", "Activity":"Position Classification", "Description":"Classifying individual positions to an occupational group, series representing a specific occupation within a group, and an appropriate grade/band or prevailing wage, as provided by law.  The service outcome(s) will include, but not limited to:\n<ul><li>position descriptions that are classified appropriately in accordance with applicable laws, rules, regulations, classification standards, and the agency needs in alignment with sound position management principles\n</li><li>documentation of all required classification determinations as identified on the OF-8 or other accepted form/format</li></ul>"}, {"Identifier":"HCM.A2-1.040", "Activity":"Job Analysis", "Description":"Identifying and documenting the competencies directly related to performance on the job, and demonstrating that there is a clear relationship between the tasks performed on the job and the competencies required to perform the tasks.  The service outcome(s) will include, but not limited to:\n<ul><li> documentation of the job analysis that includes: tasks performed, essential competencies (e.g., KSAs), competency tasks linkage, other essential job related requirements (e.g., physical and medical requirements),and the conditions of employment  (e.g., drug testing, CDL, etc.) </li></ul>"}, {"Identifier":"HCM.A2-1.050", "Activity":"Assessment Tools Development and Evaluation", "Description":"Establishing assessment tools to measure the degree to which an applicant possesses the competencies necessary for successful job performance for a particular position, determining availability of existing selection instruments, or procuring / creating new instruments. Validating whether the selection assessments are predictive of, or significantly correlated with, important elements of job performance and representative of important aspects of performance on the job.  The service outcome(s) will include, but not limited to:\n<ul><li>approach for evaluating specific candidate criteria based on available objective evidence (job knowledge, integrity, situational judgement)\n</li><li>selection instruments / tools for evaluating specific candidate criteria\n</li><li>studies and results validating that selection instruments / tools predict candidate job performance\n</li><li>methods for combining selection instruments into multiple hurdle selection batteries that optimize prediction of candidate job performance\n</li><li>study methodology and plans for re-validating selection  instruments / tools with new candidate populations (e.g., new candidate types, new agencies)\n</li><li>delivery methods for administering selection instruments / tools to candidates\n</li><li>periodic evaluations of assessment tools for relevance / applicability to positions</li></ul>"}, {"Identifier":"HCM.A2-1.060", "Activity":"Talent Acquisition System Administration and Records Management", "Description":"Identifying system protocols and administering the system and records.  The service outcome(s) will include, but not limited to:\n<ul><li>HC analytics (e.g., dashboards, data analysis, data validation)\n</li><li>administration protocols / permissions\n</li><li>user guide(s)</li></ul>"}, {"Identifier":"HCM.A2-1.070", "Activity":"Talent Acquisition Data Capture, Transfer and Reporting", "Description":"Providing and managing all aspects of Talent Acquisition program tracking and reporting (e.g., user audit trails such as signature, date/time, or duration; metrics on all aspects of Talent Acquisition programs) in accordance with applicable laws, rules, regulations, policies and guidelines.  The service outcome(s) will include, but not limited to:\n<ul><li>talent acquisition program / hiring metrics reports\n</li><li>case file management and audit trails</li></ul>"}],

"hcm-A2-2": [{"Identifier":"HCM.A2-2.010", "Activity":"Outreach and Recruitment", "Description":"Performing recruiting and talent sourcing activities to identify and cultivate groups of qualified individuals for employment necessary to meet agency talent needs and support the agency mission.  The service outcome(s) will include, but not limited to:\n<ul><li>structured processes for identifying groups of qualified individuals for employment (e.g., sourcing, social media, job fairs)\n</li><li>access to a network of recruiting partners and vendors (e.g. universities, professional associations, and head hunters)\n</li><li>qualified and diverse applicant pool\n</li><li>a pipeline of qualified candidates available to fill open positions </li></ul>"}, {"Identifier":"HCM.A2-2.020", "Activity":"Job Announcement Management", "Description":"Preparing, posting and updating job announcements on internal / external websites in accordance with all applicable laws, rules, regulations, policies and guidelines. The service outcome(s) will include, but not limited to:\n<ul><li>job announcement</li></ul>"}],

"hcm-A2-3": [{"Identifier":"HCM.A2-3.010", "Activity":"Applicant Eligibility & Basic Qualification Review", "Description":"Reviewing applicant packages to determine if applicants meet basic qualifications and basic eligibility requirements for positions.  The service outcome(s) will include, but not limited to:\n<ul><li>list of candidates who meet eligibility and basic qualification requirements for positions including those for special hiring authorities</li></ul>"}, {"Identifier":"HCM.A2-3.020", "Activity":"Candidate Assessment", "Description":"Evaluating and ranking candidates based on the job analysis/occupational questionnaire, resume, and interviews and additional assessment tools and types, as required for specific occupations or positions in order to create Certificate of Eligibles or Referral List.   The service outcome(s) will include, but is not limited to:\n<ul><li>referral certificate containing a list of highly qualified candidates</li></ul>"}],

"hcm-A2-4": [{"Identifier":"HCM.A2-4.010", "Activity":"Applicant Screening & Investigation Needs Validation", "Description":"Compilation and screening of the application and/or vetting related information (e.g., fingerprinting, application materials, polygraph(s)), and determination/validation of need for investigation. The service outcome(s) will include, but not limited to:\n<ul><li>Evaluation of agency(s) need for an investigation request based on initial Applicant screening, including identifying if an Applicant previously has the appropriate adjudication determination (e.g., suitability/fitness, credentialing, security clearance)\n</li><li>Notification of initial screening results and eligibility to HR to begin onboarding as appropriate </li></ul>"}, {"Identifier":"HCM.A2-4.020", "Activity":"Investigation Request & Continuous Vetting (CV) Enrollment", "Description":"Initiation and release of background investigation and any other required personnel vetting forms and requests for investigation/CV enrollment. The service outcome(s) will include, but not limited to:\n<ul><li>Submitted investigation request(s)\n</li><li>Automated capability for collecting adjudicatively-relevant, verifiable information on covered individuals                                                                                                         \n</li><li>Completed candidate personnel vetting forms</li></ul>"}],

"hcm-A2-5": [{"Identifier":"HCM.A2-5.010", "Activity":"Investigation Results/Continuous Vetting (CV) Alerts Review, Adjudication Decision(s), and Reporting", "Description":"Reviewing Investigation Service Provider (ISP) investigation results and evaluating CV alerts and making a decision based upon applicable adjudicative criteria (e.g., suitability/fitness, national security, and/or credentialing). Also includes reporting and updating adjudicative decisions to the appropriate centralized records system(s) for government-wide access. The service outcome(s) will include, but not limited to:\n<ul><li>Determination of completeness and/or sufficiency of the background investigation to allow an adjudicative decision\n</li><li>Follow-up communication to Investigative Service Provider (ISP) (e.g., Mandatory Quality Assessment Report) if the background investigation is incomplete or insufficient to allow an adjudicative decision\n</li><li>Favorable or unfavorable adjudicative decision\n</li><li>Adjudication decision reporting to the appropriate stakeholder(s) (e.g., agency security office, HR/hiring manager, centralized vetting system) to take action depending on the adjudicative decision (e.g., complete onboarding, rescind employment offer)\n</li><li>Uploaded required documentation into eOPF and/or security file (e.g., Certification of Investigation)\n</li><li>Notification of issue information to appropriate entities (e.g., agency security office, counterintelligence (CI), insider threat, or law enforcement officials) if the information is a security, CI, or law enforcement concern\n</li><li>Agency decision to conduct additional checks, beyond minimum required must be in accordance with the relevant policy (based upon agency-specific risk tolerance, position-specific risk, and existing agency controls and capabilities)</li></ul>"}],

"hcm-A2-6": [{"Identifier":"HCM.A2-6.010", "Activity":"Employment Offer", "Description":"Documenting the agreement pertaining to the position, compensation, conditions of employment, entry on duty date, and other pertinent conditions of employment. The service outcome(s) will include, but not limited to:\n<ul><li>completed verification of resume references \n</li><li>tentative offer\n</li><li>superior qualification justification\n</li><li>credible service for annual leave accrual\n</li><li>recruitment incentive justification\n</li><li>relocation package\n</li><li>Permanent Change of Station (PCS) and or other discretionary incentives\n</li><li>final offer</li></ul>"}, {"Identifier":"HCM.A2-6.020", "Activity":"New Hire In-processing", "Description":"Completion of entry on duty forms / documents and / or actions.  The service outcome(s) will include, but not limited to:\n<ul><li>completed entry on duty documentation (e.g., SF-50, EOPF, SF-61, I-9)\n</li><li>completed documentation needed by new hire to begin work activities (e.g., Security, Payroll, benefits, relocation package)\n</li><li>administrative and logistical support for in-processing of new hires (e.g., Security, IT)</li></ul>"}, {"Identifier":"HCM.A2-6.030", "Activity":"Onboarding Program Design and Management", "Description":"Designing, executing, and evaluating an onboarding program. The service outcome(s) will include, but are not limited to:\n<ul><li>onboarding objectives for new hires\n</li><li>onboarding materials for new hires and hiring managers (e.g., handbooks, guides, organizational charts, contact lists)\n</li><li>onboarding schedules and activity guides (e.g., facility tours, benefits enrollment, security and ID process assistance)\n</li><li>program evaluation with performance metrics</li></ul>"}]
 ,

"hcm-A5-1": [{"Identifier":"HCM.A5-1.010 ", "Activity":"Compensation Strategy Development", "Description":"Setting the overarching goals and priorities at the organizational level. The service outcome(s) will include, but not limited to:\n<ul><li>agency-specific compensation strategy to include, but not limited to:\n<li>analysis and overview of the environment / climate \n        impacting agency compensation management initiatives\n</li><li>compensation program objectives \n</li><li>documented plan for communicating  strategic compensation \n        management priorities\n</li><li>documented plan for evaluating, enforcing, and reporting progress  \n        against compensation management strategic objectives</li></ul>"}, {"Identifier":"HCM.A5-1.020", "Activity":"Compensation Policy and Procedure Management ", "Description":"Designing, developing, implementing, and managing compensation policies, programs, and procedures to meet agency strategies. The service outcome(s) will include, but not limited to:\n<ul><li>agency-specific pay systems, if applicable  \n</li><li>policies, programs, and procedures to support implementation of agency compensation strategy </li></ul>"}, {"Identifier":"HCM.A5-1.030", "Activity":"Agency Compensation Administration ", "Description":"Setting and calculating employee compensation properly in accordance with agency compensation strategy, policies, programs, and  procedures.  The service outcome(s) will include, but not limited to:\n<ul><li>compensation is set accurately \n</li><li>audit of employee compensation and supporting documentation to determine accuracy and compliance\n</li><li>agency review to ensure automatic pay processing systems are aligned with agency compensation strategy, policies, programs, and procedures\n</li><li>advisory services to stakeholders on pay setting and compensation flexibilities </li></ul>"}, {"Identifier":"HCM.A5-1.040", "Activity":"Compensation Research and Advisement ", "Description":"Researching and interpreting compensation laws and regulations in order to provide strategic advisory services to agency leadership and managers. The service outcome(s) will include, but not limited to:\n<ul><li>accurate advice and guidance </li></ul>"}, {"Identifier":"HCM.A5-1.050", "Activity":"Payroll Processing", "Description":"Define and maintain the processes, business rules, and calculations necessary to accurately and efficiently execute payroll for employees paid by the Federal Government. Outcomes include, but are not limited to:\n<ul><li>Processes and workflows for integrating with HR and Time and Attendance systems and other resources necessary to calculate and execute payroll (e.g., third party Interfaces, benefits systems, etc.) \n</li><li>Leave and earning statements for every employee\n</li><li>Calculated results for amounts payable to appropriate payees (e.g. employees, beneficiaries, taxing authorities, etc.)\n</li><li>Furnish appropriate compensation documents (e.g., W-2s, 1099s, etc.) to employees and other stakeholders (e.g., IRS, OPM, TSP, Treasury)\n</li><li>Leave accrual and balance maintenance\n</li><li>Integrated payroll workflow management capability </li></ul>"}, {"Identifier":"HCM.A5-1.060", "Activity":"Payroll Data Capture, Transfer, and Reporting", "Description":"Capture, analyze, and report compensation data. Outcomes include, but are not limited to:\n<ul><li>Standard payroll and compensation program reports\n</li><li>Error reporting \n</li><li>Ad-hoc reporting\n</li><li>Data transfers between agencies, certified providers, and vendors</li></ul>"}, {"Identifier":"HCM.A5-1.070", "Activity":"Payroll System Administration", "Description":"Provide and maintain administrative and logistical activities related to payroll systems and records management. Outcomes include, but are not limited to:\n<ul><li>Audit trails \n</li><li>Updated and maintained employee record \n</li><li>Historical payroll information for all employees\n</li><li>Continuity of operations plan</li></ul>"}, {"Identifier":"HCM.A5-1.080", "Activity":"Payroll System Change Management", "Description":"Provide and maintain change management activities related to payroll systems. Outcomes include, but are not limited to:\n<ul><li>Formalized process for tracing and documenting the translation of federal policy to functional, and then to technical requirements </li></ul>"}],

"hcm-A5-2": [{"Identifier":"HCM-A5-2.010", "Activity":"Work Schedule and Leave Policy Development and Management", "Description":"Establishing, maintaining, and enforcing agency work schedule and leave policy.  The service outcome(s) will include, but not limited to:\n<ul><li>agency WSLM needs assessment \n</li><li>objectives for the management and oversight of agency WSLM\n</li><li>agency WSLM policy, in accordance with all applicable federal rules and regulations \n</li><li>agency WSLM policy assessment and review as needed</li></ul>"}, {"Identifier":"HCM.A5-2.020", "Activity":"Develop Work Schedule and Leave Management Standard Operating Procedures", "Description":"Designing, maintaining, and updating prescribed methods to be followed routinely for the capture and administration of Time and Attendance and Leave Management. SOPs must be approved by designated agency officials. The service outcome(s) will include, but not limited to:\n<ul><li>documented, agency approved procedures detailing how employee timecard and leave management activities will be performed\n</li><li>communicate agency-approved Time and Attendance and Leave Management procedures to employees\n</li><li>updated agency-approved Time and Attendance and Leave Management procedures based on changing policy or other factors</li></ul>"}, {"Identifier":"HCM.A5-2.030", "Activity":"Work Schedule Development and Management", "Description":"Providing and maintaining employee's work schedule so that it corresponds with the employee's actual work requirements to accomplish the mission of the agency. The service outcome(s) will include, but not limited to:\n<ul><li>developed and approved employee work schedules\n</li><li>employee work schedule edits or changes </li></ul>"}, {"Identifier":"HCM.A5-2.040", "Activity":"Time Card Management", "Description":"Recording, validating, certifying, and amending/correcting Time & Attendance. The service outcome(s) will include, but not limited to:\n<ul><li>method and process for employee/timekeeper to record employee time worked\n</li><li>method and process for timekeeper/supervisor/employee to validate employee Time and Attendance \n</li><li>method and process for certifying official to approve finalized employee time cards\n</li><li>method and process for employees and approved personnel to amend/correct time cards\n</li><li>method and process for employees to request and record leave and premium pay, and for approving official to review request and take appropriate action</li></ul>"}, {"Identifier":"HCM.A5-2.050", "Activity":"T&A Transmittal", "Description":"Creating batch process for transmittal of Time & Attendance  data to Payroll Provider.  The service outcome(s) will include, but not limited to:\n<ul><li>T&A batch processing \n</li><li>T&A data transmittal to Payroll Provider\n</li><li>track and manage the T&A transmittal process to Payroll Provider\n</li><li>coordination with Payroll Provider to remediate transmittal and Time &Attendance issues</li></ul>"}, {"Identifier":"HCM.A5-2.060", "Activity":"T&A Reporting", "Description":"Extracting reports on the captured Time & Attendance data.  The service outcome(s) will include, but not limited to:\n<ul><li>captured, stored, exportable  time and attendance data\n</li><li>standard and ad hoc employee time and attendance reports </li></ul>"}],

"hcm-A5-3": [{"Identifier":"HCM.A5-3.010", "Activity":"Benefits Policy and Procedure Management", "Description":"Interpreting and advising on Federal and Agency benefit policies and designing agency benefits strategy, policies, and procedures.   The service outcome(s) will include, but not limited to:\n<ul><li>agency-specific benefits strategy as needed \n</li><li>agency-specific benefits policies and procedures as needed \n</li><li>accurate advice and guidance </li></ul>"}, {"Identifier":"HCM.A5-3.020", "Activity":"Agency-level Benefits Administration ", "Description":"Managing eligibility and enrollment for benefits programs.   The service outcome(s) will include, but not limited to:\n<ul><li>accurate determination of enrollment eligibility\n</li><li>accurate benefits processing\n</li><li>customer service (e.g., error remediation, system support, processing issues)\n</li><li>Audit of employee benefit documentation to determine accuracy and compliance\n</li><li>Standard Operating Procedures (SOPs), as needed\n</li><li>facilitate and manage the development of agency-specific benefit tools, as needed \n</li><li>coordination with stakeholders to support the administration of benefits programs\n</li><li>Benefits reports, as needed</li></ul>"}, {"Identifier":"HCM.A5-3.030", "Activity":"Benefits Counseling and Communication", "Description":"Implementing benefits communication strategy to educate and counsel employees. The service outcome(s) will include, but not limited to:\n<ul><li>benefits programs communication and education plan\n</li><li>marketing materials\n</li><li>benefits education seminars and briefings, etc. \n</li><li>benefits counseling \n</li><li>promote awareness of established benefits tools </li></ul>"}],

"hcm-A5-4": [{"Identifier":"HCM.A5-4.010 ", "Activity":"Work-life Strategy, Program, and Policy Development ", "Description":"Developing Agency Work-Life strategies, programs, and, policies. The service outcome(s) will include, but not limited to:\n<ul><li>agency work-life strategy, which may include, but not limited to:\n<ul><li>analysis and overview of the environment / climate impacting  agency work-life initiatives\n</li><li>work-life program objectives \n</li><li>documented plan for communicating  strategic work-life priorities to stakeholders\n</li><li>documented plan for evaluating, enforcing, and reporting progress  \n        against work-life strategic objectives \n</li><li>agency Work-life Programs policies, as needed</li></ul>"}, {"Identifier":"HCM.A5-4.020", "Activity":"Work-life Programs Administration", "Description":"Administering Work-life Programs. The service outcome(s) will include, but not limited to:\n<ul><li>Work-life Programs marketing materials and communication plan\n</li><li>employee guidance on participation and access to Work-life Programs\n</li><li>determination of enrollment eligibility as required\n</li><li>Work-life Programs processing and customer service \n</li><li>Standard Operating Procedures (SOPs), as needed\n</li><li>Implementation of plan for evaluating, enforcing, and reporting progress against work-life strategic objectives </li></ul>"}]
}