3. HR LOB Concept of Operations
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.
Figure 2: HR LOB Concept of Operations
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.