3.1 Highlights of the HR LOB Concept of Operations
The HR LOB initiative has developed a comprehensive concept of operations and service delivery model to help guide the transformational effort of migrating agencies to SSCs. The graphic below depicts, at a high level, the HR LOB Concept of Operations with the core and non-core processes, their placement relative to the agencies and shared service centers, and the supporting architectural artifacts.
The HR LOB CONOPS specifically refers to expectations regarding offerings Shared Service Centers will provide to customer agencies in the near-term and long-term. It also outlines what functions customer agencies will or will not be mandated to migrate to SSCs.
The HR LOB Target Requirements for Shared Service Centers identifies requirements for core and non-core functions and outlines expectations for agencies and SSCs.
Under the HR LOB CONOPS, agencies must obtain HRIT services for the core functions of Personnel Action Processing and Benefits Management and Compensation Management (payroll operations).
At a minimum, SSCs must provide HR IT services for the core functions of Personnel Action Processing and Benefits Management. Additionally, SSCs may also offer core Compensation Management (payroll operations).
Other non-core functions as defined by the HR LOB Target Requirements for Shared Service Centers are not mandated.
If the SSC chooses to offer services for any of the non-core sub-functions, they must meet the applicable mandatory requirements at the time such services are provided to the customer.
Customer agencies are not mandated to seek non-core functions from an SSC, but it is anticipated that the e-Gov point solutions will continue to provide services.
Migration of transactional processes to an SSC will help an agency achieve operational efficiencies and increase its focus on the strategic management of human capital.