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Government-Wide Payroll
Request for Information
July 29, 2016
Government-Wide Payroll RFI
2
Response Checklist
Industry is invited to respond to the challenges provided in the USSM Government-Wide Payroll RFI.
Responders are welcome to provide responses to any or all of the items below. Details on each RFI
component are provided in the ensuing pages.
Response
(Yes / No) RFI Components
Documents
(Document Title or URL)
Component 1 Gross to Net Payroll Calculation
(Section 3.A.)
Component 2
Payroll Identity and Access
Management Federation
(Section 3.B.1.)
Component 3
Self-Service for Employees,
Managers, and HR/Payroll
Specialists
(Section 3.B.2.)
Component 4
Upfront Data Validation (Section
3.B.3.)
Component 5 Cloud Technologies for Payroll
(Section 3.B.4.)
Component 6
Payroll Data Management
(Section 3.B.5.)
Component 7
Standardized Traceability of
Functional Requirements to
Technical Requirements (Section
3.B.6.)
Component 8
Comprehensive Workflow
Management Capability (Section
3.B.7.)
______________________________________ ____________________________________
Company Name Company Representative Signature
Government-Wide Payroll RFI
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1. Overview
RFI Purpose
The Federal Government is seeking ways to improve the execution and cost efficiency of Federal payroll
management, with an emphasis on the calculation of individual gross and net pay. Information is sought
on the solutions, products, features, and functions available to meet the Federal requirements.
This RFI is not intended to address all aspects of payroll management, many of which are well
understood and documented within the Federal community. Instead, the RFI is limited to eight (8)
components, each of which addresses specific challenges and requirements of interest to the Federal
Government and essential to the Government-wide management of payroll.
Vendors are invited to respond to any or all of the components (1- 8) identified below:
RFI
Component # RFI Component Name
1 Gross to Net Payroll Calculation (Section 3.A.)
2 Payroll Identity and Access Management Federation (Section 3.B.1.)
3 Self-Service for Employees, Managers, and HR/Payroll Specialists (Section
3.B.2.)
4 Upfront Data Validation (Section 3.B.3.)
5 Cloud Technologies for Payroll (Section 3.B.4.)
6 Payroll Data Management (Section 3.B.5.)
7 Standardized Traceability of Functional Requirements to Technical
Requirements (Section 3.B.6.)
8 Comprehensive Workflow Management Capability (Section 3.B.7.)
Federal Payroll Shared Service Providers (SSPs)
In the early 2000s, the Federal Government launched the ePayroll initiative to streamline payroll
processing government-wide. The initiative resulted in the establishment of five Federal Payroll Shared
Services Providers (SSPs): Defense Finance and Accounting Service (DOD - DFAS), National Finance
Center (USDA - NFC); Interior Business Center (DOI - IBC), Department of State, and General Services
Administration (GSA), Payroll Services Branch (GSA-PSB).
The payroll services provided by the five SSPs serve approximately 2.3 million employees globally, and
are based on a range of IT systems, including internally developed and maintained software and
Commercial-Off-The-Shelf (COTS) products. The five SSPs accurately process payroll for 99% of the
civilian workforce of the Federal government. The five SSPs operate independent systems in disparate
environments and in centers located across the continental United States.
Unified Shared Services Management (USSM)
Government-Wide Payroll RFI
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In October 2015, the Office of Management and Budget (OMB) announced the formation of the Unified
Shared Services Management (USSM) Office to enable the delivery of high-quality, high-value shared
services that improve performance and efficiency throughout the Federal Government. Officially
organized within the General Services Administration, USSM will be the key driver of shared services
adoption across the Federal Government. The initial USSM strategic goals include:
1. Improve shared services efficiency, economies of scale, marketplace health and sustainability
2. Increase shared services adoption and satisfaction among agencies
3. Enable service providers to effectively deliver high-quality shared services
4. Provide integrated, consistent and sustainable management and oversight across shared service
functions, providers and consumers
5. Enhance agility of agencies to adhere to management initiatives
USSM is issuing this RFI on behalf of a steering committee chaired by the Shared Services Policy Officer,
with members representing Human Capital Category Management, the U.S. Office of Personnel
Management, five Federal Payroll SSPs, and customer agencies.
Demonstrable RFI Guidelines
USSM encourages responders to demonstrate the appropriateness, value, and feasibility of proposed
solutions in meeting desired outcomes outlined in the RFI. Submissions may incorporate non-narrative
methods, including any or all of the following:
Screenshots of solutions in production
Fully operational sandbox environments with sample data
Video-based demonstrations of solutions
Sample software
Case studies and references
Sample output reports including leave and earning statements
Effective responses will consider the unique context of Federal payroll, including process, policy,
technology, data, and security. USSM and SSPs may invite vendors to engage in further discussions.
This RFI is a critical step in developing a common strategy for Federal payroll service delivery, which
must balance the costs and benefits of consolidation, competition, agility, flexibility, variation, etc. The
issuance of this RFI is not meant to imply there would or would not be a single product, platform,
architecture, or provider recommended for Federal payroll. As with many common or government-wide
solutions, the final approach may involve one or multiple technologies, delivery modalities, and providers.
This RFI solicits information solely for market research purposes. As such, it does not constitute a
Request for Proposal (RFP) or a commitment to issue an RFP by USSM; nor is USSM accepting offers at
this time. The information provided by the responding party will neither be evaluated nor considered as an
offer. This RFI does not commit the USSM to contract for any supply of product or service. Additionally,
USSM is not responsible for any costs incurred by any responding party in response to this RFI.
Government-Wide Payroll RFI
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2. USSM Government-Wide Payroll RFI Response Requirements
2.A. RFI Questions and Communication Logistics
Questions related to the RFI process and/or requirements must be made in writing and directed to
Michael Cullis via email at [email protected] no later than Friday, August 12, 2016 by 5:00pm
EDT. Please insert “USSM Government-Wide Payroll RFI Question” in the subject line of the email.
2.B. Response Submission
Responders to the USSM Government-Wide Payroll RFI must provide to the following information as part
of the RFI response submission:
Vendor name; point(s) of contact, address, telephone number, and email address; and Data
Universal Numbering System (DUNS) number
Submissions may include a narrative and non-narrative elements, such as video, diagrams, and software
downloads:
Narrative portions of submissions are limited to 8.5 x 11 inches, with 1-inch margins, printable,
and must be submitted using the “.docx” or “.pdf” file format
Narrative portions of submissions should be emailed as an attachment to [email protected]
no later than Monday, August 29, 2016 by 5:00pm EDT; the subject line shall read “USSM
Government-Wide Payroll RFI Response”
Non-Narrative portions of submissions should be hosted for a period of at least 90 days from
August 29, 2016 on a website managed by the vendor. Any URL(s) and login credentials, as
needed, should be provided in the body of the email submission
Submissions that require any form of additional authorization for access (e.g., downloadable
software, sandbox environments, demo sites) should accommodate access for a minimum of 50
users
2.C. Challenge Response Guidelines
Responders to the USSM Government-Wide Payroll RFI may respond to any or all of the eight
components in Section 3 of the RFI. Responses to multiple challenges may be aggregated, as
appropriate.
Responses shall:
Explain how the proposed solution(s) addresses current challenges and achieves desired
outcomes. Submissions can include, but are not limited to, screenshots, video demonstrations,
and process maps
Explain how the Federal government would maintain and evolve the solution in response to
emerging human capital and information technology challenges
Provide information on pricing/cost models for the solution. Pricing/cost information may include
sample rate schedules, license agreements, case studies, or estimates, Where appropriate,
pricing/cost information should be inclusive of labor, technology, and operations and maintenance
costs
Government-Wide Payroll RFI
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2.D. Section 508 Compliance Requirements
Unless the Government invokes an exemption, all Electronic and Information Technology (EIT) software
and services shall fully comply with Section 508 of the Rehabilitation Act of 1973, per the 1998
Amendments, 29 United States Code (U.S.C.) 794d, and the Architectural and Transportation Barriers
Compliance Board’s Electronic and Information Technology Accessibility Standards at 36 Code of
Federal Regulations (CFR) 1194. Responders shall identify all EIT products and services within the RFI
response, identify the technical standards applicable to all products and services within the response, and
state the degree of compliance with the applicable standards. Additionally, the Responder must clearly
indicate where the information pertaining to Section 508 compliance can be found (e.g., Responder’s
exact web page location). The Responder must ensure that this information is easily accessible by typical
users beginning at time of RFI closing date and available for 90 days after RFI closing date.
2.E. License Agreements
Responders shall submit all License Agreement(s) associated with the responding software and services (and how it relates to pricing). The License Agreement(s) shall be compliant with the terms and conditions set forth in the GSAM 552.212-4 (Alternate II) (FAR Deviation) (Nov 2009). Please address if GSA would be able to contract for and manage licenses for a single system to which other Government agencies will subscribe and have the ability to access licenses from GSA.
2.F. Warranty
Respondents shall provide a copy of their commercial warranty along with terms & conditions of any commercial Service Agreement or any Extended Warranty Provisions.
Government-Wide Payroll RFI
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3. USSM Government-Wide Payroll RFI Requirements
The Federal Government is seeking ways to improve the execution and cost efficiency of Federal payroll
management, with an emphasis on the calculation of individual gross and net pay. This RFI consists of
eight (8) components, each of which lists specific challenges and requirements of interest to USSM and
the SSPs.
Vendors are asked to respond to any or all of the eight components below. Responders are expected to
structure their response following the guidelines provided in Section 2. Responses to multiple challenges
may be aggregated, as appropriate.
If a Responder chooses to respond to “Component 1: Gross to Net Payroll Calculation,” the Responder
must provide a “leave and earnings statement” for each and every of the nine test cases (see Section 4,
Appendix B).
Please note, this RFI is not intended to address all aspects of payroll management, many of which are
well understood and documented within the Federal community. Instead, the RFI focuses on a limited set
of challenges of significance to Government-wide payroll shared services. Nonetheless, a broader range
of additional challenges and requirements that span the range of payroll management are provided in
Section 4, Appendix A, which Responders are encouraged to consider as context for their response.
3.A. Component 1: Gross to Net Payroll Calculation
Current State
SSPs are responsible for accommodating a broad range of requirements outlined in legislation, policies,
regulations, and guidelines in order to calculate an employee’s pay, leave, and entitlements. Federal
payroll services provided by the SSPs demonstrate an ability to master the full complexity of federal
payroll.
Title 5 United States Code (USC) and Title 5 Code of Federal Regulations (CFR) are prime examples of
legislation affecting federal civilian pay. Others include Title 38 USC, Title 42, Office of Personnel
Management tables, Internal Revenue Service tax regulations, and Executive Orders. The rules
governing pay calculation may vary by agency, job, duty station, or many special circumstances, as well
as by pay plan, pay tables, types of pay, types of leave, and various types of work-schedules. In addition
to human capital requirements, Federal payroll must also comply with rapidly evolving Federal security,
privacy, and other information technology rules.
In the current environment, each SSP uses separate, independently developed and maintained Human
Resources (HR), Payroll, and Time & Attendance systems to calculate pay. Each SSP relies on multiple
transactional systems, data sources, and interfaces to arrive at accurate gross and net pay. In addition,
each SSP maintains its own methods and practices for maintaining and evolving these systems in
response to emerging human capital and information technology requirements.
Desired Outcomes
The execution of payroll in the Federal Government requires unique inputs and outputs, considerations
that drive the complexity of payroll processes. This section of the RFI (Section 3.A., Component 1)
provides nine illustrative test cases for vendors to demonstrate their ability to execute Federal payroll.
Test Case Overview
Government-Wide Payroll RFI
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1 GS-5; Step 1
2 GS-12, Step 10
3 GS-15; Step 10
4 GS-8, Step 0
5 Grade: CB; Step 1
6 GS-6; Step 1
7 Casual Firefighter
8 Casual Hire
9 GS-5; Step 1
Details for each test case are provided in Section 4, Appendix B, including a narrative of the employee
types provided in each test case, as well as specific quantitative and qualitative data that impact pay for
employees.
Responders should provide a bi-weekly pay leave and earnings statement, along with explanatory notes,
for each test case in order to demonstrate the approach for the calculation of Federal pay. In addition to
executing these test cases, vendors should demonstrate the ability to recalculate retroactive employee
pay corrections and adjustments for the most recent 24 months, at a minimum.
Government-Wide Payroll RFI
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3.B. Key Payroll Challenges
3.B.1. Component 2: Payroll Identity and Access Management Federation
Current State Overview
Each SSP must meet Federal standards and regulations for privacy and data security. SSPs have
differing security processes for accessing and processing payroll data, all of which are aligned with
Federal requirements. In an effort to enable interoperability and collaboration across payroll providers and
continue to ensure security, USSM is seeking a common government-wide approach to payroll identity
and access management as a secure foundation for interoperability and data sharing among SSP payroll
and related systems.
Desired Outcomes
As part of this RFI, USSM is seeking ideas to address the following desired outcomes for the five SSPs
and their customer agencies:
Federated two-factor authentication for access via mobile (e.g., tablet, smartphone) devices, web
pages, and legacy user interfaces
Accessible and user-friendly experience for employees, managers, HR and Payroll specialists,
and system administrators government-wide
Integration with major components of the existing federal PIV/CAC infrastructure
Compliance with applicable authentication standards as defined by Homeland Security
Presidential Directive 12 (HSPD-12); compliance with all NIST Special Publications and
Standards, Office of Management and Budget (OMB) circulars and memoranda, the Federal
Information Security Management Act of 2002 (FISMA), and all revisions and updates
Identity management as it relates to matching of employee records between different SSPs is addressed
in Section 3.B.5, Component 6.
Government-Wide Payroll RFI
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3.B.2. Component 3: Self-Service for Employees, Managers, and HR/Payroll
Specialists
Current State Overview
The five SSPs leverage independent systems to support payroll execution. As such, the data available
from each SSP is generally limited to pay periods during which an employee worked at the agency served
by that particular SSP. Managers, employees, and HR/Payroll specialists experience limitations with
existing solutions, such as:
Limited self-service capabilities, including the ability to view or edit personnel data in real-time
Dependence on phone and email to update personnel files
Limited access to systems, requiring the involvement of highly trained HR and Payroll specialists
to perform updates
Inability for users to access and update personnel data spanning their career in a single place or
in real-time
Inconsistent user interface designs or capabilities among systems
Lack of a common government-wide mobile option to conduct employee and manager self-
service transactions
Inability to access and navigate systems government-wide for data held outside of a specific SSP
Desired Outcomes
As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired
outcomes for the five SSPs:
Each employee will be able to view real-time personnel records (HR, Payroll, and T&A) spanning
their career in a single location
Managers will be able to view comprehensive employee data, including individual employees and
relevant aggregate data, with role-driven controls to protect security and privacy
Updates to personnel records will be replicated promptly across all relevant personnel systems
A common “look and feel” for employees, managers, and HR/Payroll specialists
Secure access for employees, managers, and HR/Payroll specialists via mobile devices
The RFI invites recommendations from industry for best practices regarding which transactions, data, and
tools (e.g., financial planning) should be made available to employees, managers, and HR/Payroll
specialists.
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3.B.3. Component 4: Upfront Data Validation
Current State Overview
The five SSP payroll systems receive various data inputs from multiple HR and T&A systems with limited
ability to identify incorrect inputs prior to payroll calculation. This causes delays in payroll, errors in
employee pay, and excess labor costs to resolve errors. Within SSPs, reporting of errors related to data
inputs is generally a manual and fragmented process.
In an effort to improve upfront data validation to reduce errors, USSM has identified a number of
limitations in today’s environment:
User validation activities occur inconsistently across SSPs and at times late in existing processes,
near or at the point of pay rather than “upstream” at the time of data entry, management approval,
or data transfer
Each payroll provider manages its own independent process for validation, hindering identification
and resolution of government-wide issues
Desired Outcomes
As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired
outcomes for the five SSPs:
Implementation of automated, centrally managed controls on payroll data inputs and outputs,
such as validation of key data fields for online data entry, real-time interfaces, and batch
processing
o Solution should include payroll-specific data controls
Ability to identify errors, assign owners, and rectify errors as early as possible in the payroll cycle
Timely and comprehensive error reporting to facilitate knowledge sharing and practices
Government-Wide Payroll RFI
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3.B.4. Component 5: Cloud Technologies for Payroll
Current State Overview
SSPs are investigating the viability and capabilities of cloud solutions for the management of Federal
payroll. The five SSPs maintain their payroll and related systems in separate physical and virtual
environments. Each SSP employs different configurations of infrastructure and system architecture.
The following limitations impact the system environments supported by the SSPs:
Each SSP payroll system uses widely different system architectures and software, preventing the
sharing of resources and expertise
Each SSP payroll system and backup environments are managed separately
Processing, storage, and network capacity are fixed and difficult to adjust in response to changes
in need
Desired Outcomes
As part of this RFI, USSM is seeking ideas from vendors that can address the aforementioned limitations
and achieve the following desired outcomes:
Increased understanding of how SSPs could leverage cloud solutions for Government-wide
payroll
Maintain or improve business/operations continuity
Ability for cloud solutions to meet Federal security regulations
-On-demand scaling of processing, secure storage, and network capacity
Reduction in current O&M costs
Government-Wide Payroll RFI
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3.B.5. Component 6: Payroll Data Management
Current State Overview
The five SSPs record, store, and report payroll data independently. Although all SSPs adhere to a
common guide to data standards, much of the critical data maintained by the SSPs uses different code
identifiers and naming conventions. Each SSP retains data only for employees of the agencies it services.
In an effort to increase security and reliability of data, improve access to important data, increase
efficiency, and improve consistency for the SSPs, USSM is seeking solutions to address the following
limitations:
Transfer of employee data across agencies is inefficient and at risk for error and duplication,
perpetuating the reliance on manual processes
Inconsistent data codes across SSPs prevent the sharing of resources for payroll, pay
processing, and reporting
The lack of a common identity management approach limits the ability to manage employee
records over time as employees move between agencies
Desired Outcomes
As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired
outcomes government-wide:
Historical payroll information for any Federal employee, including any multi-agency employment
or SSP, will be available in a machine-readable and usable form for record creation, payroll
calculation, and reporting
Enterprise Human Resources Integration (EHRI) data warehouse will achieve its mission to
provide government-wide reporting data (https://www.opm.gov/policy-data-oversight/data-
analysis-documentation/enterprise-human-resources-integration/)
Government-Wide Payroll RFI
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3.B.6. Component 7: Standardized Traceability of Functional Requirements to
Technical Requirements
Current State Overview
OPM is the primary agency that issues payroll policy. SSPs independently interpret policy into functional,
and then to technical requirements, which can lead to varying outputs among the SSPs.
The lack of a government-wide process for documenting the traceability of functional requirements to
technical requirements leads to the following:
Differing functional and technical requirements for each SSP
Manual processes for documenting and tracing policy to functional, and then to technical
requirements
Desired Outcomes
As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired
outcomes for the five SSPs:
Fully integrated process and tool for tracing and documenting the translation of policy to
functional, and then to technical requirements, in order to eliminate inconsistencies in Federal
employee pay among the SSPs
Government-Wide Payroll RFI
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3.B.7. Component 8: Comprehensive Workflow Management Capability
Current State Overview
SSPs employ independent workflow management capabilities for payroll processing and related activities. Limitations include:
Increased costs due to manual processes may impact the timeliness of personnel and payroll processing
Limited ability to automatically track and monitor payroll and related processes
Desired Outcome
As part of this RFI, USSM is seeking ideas to address limitations and achieve the following desired outcome:
A fully integrated, government-wide payroll workflow management capability that improves
efficiencies, reduces errors, and increases automation throughout the payroll processes
Government-Wide Payroll RFI
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4. Appendix
4.A. Additional Federal Payroll Information
Exhibit 1 provides additional considerations on the current and future state environment of Federal
payroll. Vendors may use the information provided to help inform responses to the RFI.
Exhibit 1: Additional Federal Payroll Information
Federal Payroll Current State Considerations Federal Payroll Future State Considerations
Process
Requires inputs from several legacy personnel, payroll, and T&A systems, yielding accurate and timely payroll processing for 2.3 million people on a daily, biweekly, and monthly basis
Leverages multiple third-party vendors for processing
Utilizes multiple external interfaces
Delivers reporting via disparate components
Scale process to 2.3 million customers
Improve system change request process and reduce time
Policy
Obtains guidance from several Federal policy and regulatory organizations
Draws upon tax tables and updates (Federal, state, and local) that are provided by vendors
Implement and execute a policy search engine tool and requirements traceability matrix
Develop relevant process maps
Demonstrate existing functionality and approach
Demonstrate ability to implement regular policy changes
Technology
Draws upon multiple legacy systems and programming languages via enterprise servers
Employs a fully bi-directional interface with multiple in-house, third-party, and regulatory mid-stream applications
Interfaces with multiple reporting, financial, business intelligence, and self-service output applications
Demonstrate ability to respond to changes in real-time
Consider open-sourced and cloud-based options
Include customization and configurable solutions
Integrate with multiple T&A, HR, and output systems
Meet USNet standard for GUI
Data
Obtains, stores, processes, and disseminates payroll data
Utilizes independent data element definitions and data architecture
Conducts reporting across disparate capabilities across Shared Service Providers
Stores and accesses data on an enterprise server via proprietary controls
Obtain, store, process, and disseminate payroll data using common data element definitions
Ensure transferable and interoperable data among payroll providers
Provide sharing and communication platform for data owned by external governmental and third-party vendors
Security
Operates in a DoD-accredited environment or federally-accredited NIST directive 800-53 compliant environment
Employs federally-compliant PII safeguards
Complies with HIPAA
Performs in multi-tenant architecture
Demonstrate ability to process payroll in a secure, certified environment that meets current-state requirements listed to the left
Considers additional state-of-the-art security measures
.
Government-Wide Payroll RFI
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4.B. Nine Payroll Test Cases
Exhibit 2 provides a list of the nine test cases.
Exhibit 2: Pay Calculation Test Cases
Test Case Overview Page
1 GS-5; Step 1 17
2 GS-12, Step 10 18
3 GS-15; Step 10 20
4 GS-8, Step 0 22
5 Grade: CB; Step 1 24
6 GS-6; Step 1 25
7 Casual Firefighter 27
8 Casual Hire 28
9 GS-5; Step 1 29
Government-Wide Payroll RFI
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Test Case 1 of 9 Narrative
Test Case 1 covers a United States Civil Servant (Federal Employee) working in a job level assigned to a
General Schedule (GS) pay plan at grade 5 step 1. This Federal employee is paid on a bi-weekly basis
(pay period) and has a Fulltime schedule of 80 hours (40 hours each week). This employee worked 80
regular hours this pay period as follows:
WK
IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
1 ____ 0800 ____ 0800 ____ 0800 ____ 124RTYZ1802____________
1 ____ ____ 0800 ____ 0800 ____ ____ 16ABC1802______________
2 ____ 0800 0800 0800 0800 ____ ____ 16IAW1234CFR___________
2 ____ ____ ____ ____ ____ 0800 ____ 15623487996____________
This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code K
(Federal Employees’ Retirement System – FERS). The Duty Station is 240000033, which is used to
determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit
deductions are applicable.
Deductions are as follows:
Federal Tax – Married with 2 Dependents
State Tax – Maryland, Married with 2 Dependents (Residence State)
o County Tax Code 033 (Prince George County)
Medicare Tax
OASDI (Old Age, Survivor and Disability Insurance)
Retirement – FERS (Plan Code K)
Health Benefits – FEHB Plan 112 Pre-Tax (Federal Employees Health Benefits)
Dental – $21.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance – Code C0 (Basic only) Date of Birth is January
1, 1971)
Federal Thrift Savings (TSP) – 10% (per pay period up to IRS yearly limit)
Results must show:
Gross
o Hours Paid and Rate
Deduction Types and Amounts
Government Additives (Types and Amounts)
Costing breakdown of monies
Net
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Test Case 2 of 9 Narrative
Test Case 2 covers a United States Civil Servant (Federal Employee) working as a Law Enforcement
Officer in a job level assigned to a General Schedule (GS) pay plan at grade 12 step 10, Occupational
Series is 0007 (Correctional Officer). A Law Enforcement Officer is entitled to Administratively
Uncontrollable Overtime (AUO) of 25%. This Federal employee is paid on a bi-weekly basis (pay period)
and has a Fulltime schedule of 80 hours (40 hours each week). This employee worked 80 Regular hours
and 15 Overtime hours this pay period as follows:
WK
IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
Regular 1 ____ 0800 0800 0800 0800 0800 ____ 124RTYZ1802____________
Overtime 1 ____ ____ 0315 ____ 0345 ____ ____ 16ABC1802______________
Regular 2 ____ 0715 0800 0630 0800 ____ ____ 124RTYZ1802____________
Regular 2 ____ 0045 ____ 0130 ____ 0800 ____ 15623487996____________
Overtime 2 ____ ____ 0400 ____ 0400 ____ ____ 16ABC1802______________
This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code M
(Federal Employees’ Retirement System – FERS Special). The Duty Station is 426600003, which is used
to determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit
deductions are applicable.
This employee transferred in and has monies from the prior appointment that will be needed for limitation
editing only.
Transfer amounts are as follows:
Thrift – 17500.00
Annual Wages – 150351.72
Aggregate Wages – 198964.67
Yearly Maximum Limitations:
Thrift – 18000.00
Annual Wages – 155188.00
Aggregate Wages – 205700.00
Bi-weekly, Annual, and Aggregate pay caps limitation amounts are per OPM regulations.
Note: The transfer wages are high due to overtime, awards, etc.
This employee is receiving a Retention Incentive of 18% paid biweekly up to the maximum of 16955.00.
Deductions are as follows:
Federal Tax – Single with 5 exemptions
State Tax – Pennsylvania-Non-Residence State (Residence State Arizona)
Local Tax – Pittsburgh Pennsylvania State code 42 and City Code 6600)
Medicare Tax
OASDI (Old Age, Survivor and Disability Insurance)
Retirement – FERS (Plan Code M)
Government-Wide Payroll RFI
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Health Benefits – FEHB Plan 105 Pre-Tax (Federal Employees Health Benefits)
Dental – $24.00 (per pay period)
Vision - $11.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance – Code Z5 (Basic, Additional with 5x pay,
Standard, and Family Options) Date of Birth is February 2, 1982
Federal Thrift Savings (TSP) – 1000.00 (per pay period up to IRS yearly limit)
Roth – 200.00 (per pay period up to the IRS yearly limit)
Involuntary Child Support – 35%
Salary Debt – 1300.00 (per pay period)
Union – 3%
Results must show:
Gross Pay
o Hours Paid, Rate, and Type
Cutback Monies
o Amount and Type
Deductions
o Amount and Type
Government Additives
o Amount and Type
Costing breakdown of monies
Net Pay
Government-Wide Payroll RFI
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Test Case 3 of 9 Narrative
Test Case 3 covers a United States Civil Servant (Federal Employee) working as a Law Enforcement
Officer in a job level assigned to a General Schedule (GS) pay plan at grade 15 step 10, Occupational
Series is 1811 (Criminal Investigator). A Law Enforcement Officer is entitled to Availability Pay of 25%.
This Federal employee is paid on a bi-weekly basis (pay period) and has a Fulltime schedule of 80 hours
(40 hours each week). This employee worked 60 Regular hours, 20 Non-Pay hours, 15 Overtime hours,
and 5 Compensatory Time hours this pay period as follows:
WK
IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
Regular 1 ____ 0800 0800 ____ 0800 ____ ____ 124RTYZ1802____________
LWOP 1 ____ ____ ____ 0800 ____ 0800 ____ _______________________
Overtime 1 ____ ____ 0315 ____ 0345 ____ ____ 16ABC1802______________
Regular 2 ____ 0715 0400 0630 0800 ____ ____ 124RTYZ1802____________
Regular 2 ____ 0045 ____ 0130 ____ 0800 ____ 15623487996____________
LWOP 2 ____ ____ 0400 ____ ____ ____ ____ _______________________
Overtime 2 ____ 0400 ____ ____ 0400 ____ ____ 16ABC1802______________
Comp 2 ____ ____ ____ 0500 ____ ____ ____ 16ABC1802______________
This employee is FLSA (Fair Labor Standards Act) Exempt and Federal Retirement Plan code M (Federal
Employees’ Retirement System – FERS Special). The Duty Station is 426600003, which is used to
determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit
deductions are applicable.
This employee transferred in and has monies from the prior appointment that will be needed for limitation
editing only.
Transfer amounts are as follows:
Thrift – 17500.00
Annual Wages – 146893.72
Aggregate Wages – 195324.67
Yearly Maximum Limitations:
Thrift – 18000.00
Annual Wages – 155188.00
Aggregate Wages – 205700.00
Overtime, Bi-weekly, Annual, and Aggregate pay caps limitation amounts are per OPM regulations.
Note: The transfer wages are high due to overtime, awards, etc.
Deductions are as follows:
Government-Wide Payroll RFI
22
Federal Tax Levy - Involuntary – (Net Allowable for Married and 5 Exemptions)
Federal Tax – Married with 5 exemptions
State Tax –
o Pennsylvania Non-Residence (Residence State is Arizona)
o Arizona 3.6% and $25.00 Additional (Residence State)
Local Tax – Pittsburgh Pennsylvania (State code 42 and City code 6600)
Medicare Tax
OASDI (Old Age, Survivor and Disability Insurance)
Retirement – FERS (Plan Code M)
Health Benefits – FEHB Plan 224 Post-Tax (Federal Employees Health Benefits)
Vision - $11.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance – Code F1 (Basic, Standard, and Family
Options) Date of Birth is August 19, 1957
Federal Thrift Savings (TSP) – 14% (per pay period up to IRS yearly limit)
Federal Thrift Savings (TSP) Catch-Up – 240.00 (per pay period up to IRS yearly limit)
Federal Thrift Savings (TSP) Loan – 135.00
Roth – 3% (per pay period up to the IRS yearly limit)
Results must show:
Gross Pay
o Hours Paid, Rate, and Type
Cutback Monies
o Amount and Type
Deduction
o Amount and Type
Government Additives
o Amount and Type
Costing breakdown of monies
Net Pay
Government-Wide Payroll RFI
23
Test Case 4 of 9 Narrative
Test Case 4 covers a United States Civil Servant (Federal Employee) working in a job level assigned to a
Maritime Pay Schedule (WM) pay plan at grade 8 step 00. This Federal employee is paid on a bi-weekly
basis (pay period) and has a Fulltime schedule of 80 hours (40 hours each week), but is paid for 112
hours due to weekend duty on the ship. The employee is a Military Sealift Command (MSC) Purser of
50% (main position) and a wiper of 50% (higher rate of pay). Employee receives 2 days of subsistence
and 1 hour of overtime (on ship Saturday). Employee earned an additional 6 hours of overtime and 5
hours of compensatory time. This employee worked 80 regular hours this pay period as follows:
WK
IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
REGULAR MSC 1 0800 ____ ____ ____ ____ ____ 0800 0000330____________
REGULAR 1 ____ 0800 0800 0800 0800 0800 ____ 0000330____________
UNSCH OT 1 ____ 0600 ____ ____ ____ ____ ____ 0000330____________
REGULAR MSC 2 0800 ____ ____ ____ ____ ____ 0800 0000330____________
REGULAR 2 ____ 0800 0800 0800 0800 0800 ____ 0000330____________
COMP TIME 2 ____ 0500 ____ ____ ____ ____ ____ 0000330____________
SCHED OT 2 ____ ____ ____ ____ ____ ____ 0100 0000330____________
This employee is Federal Retirement Plan code C (Social Security System (FICA) and Civil Service
Retirement System (CSRS). The Duty Station is 511686710, which is used to determine the correct
salary and locality for payment. 2016 pay rates, salary tables, and benefit deductions are applicable.
Deductions are as follows:
Federal Tax – Married with 2 Exemptions
State Tax – Virginia, Married with 2 Exemptions
Medicare Tax
OASDI (Old Age, Survivor and Disability Insurance)
Retirement – FICA and CSRS (Plan Code C)
Health Benefits – FEHB Plan 312 (Federal Employees Health Benefits)
Dental – $23.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance – Code E1
Federal Thrift Savings (TSP) – 15% (per pay period up to IRS yearly limit)
Federal TSP Catch-Up – $150.00 (per pay period up to IRS yearly limit)
Federal TSP Roth – 3% (per pay period up to IRS yearly limit)
TSP Loan - $97.00 (per pay period)
Draw (Salary Advance) – 25% (per pay period)
Child Support – 50% (per pay period)
Government-Wide Payroll RFI
24
Results must show:
Gross
o Hours Paid and Rate
Deductions (Types and Amounts)
Government Additives (Types and Amounts)
Net
Government-Wide Payroll RFI
25
Test Case 5 of 9 Narrative
Test Case 5 covers a United States Civil Servant (Federal Employee) working in a job level assigned to a
Teaching Position – DoD Education Activity (DoDEA) Pay Schedule (TP) pay plan at grade CB step 01.
This Federal employee is paid on a bi-weekly daily basis (pay period) and has a Fulltime schedule of 14
days (7 days each week) The employee is in a suspension status for 2 days. Employee is located in
Augsburg and has a rate of $18,900 per year and foreign post allowance at 15% Augsburg. This
employee worked 14 regular days this pay period as follows:
WK SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
REGULAR 1 ____ 1 1 1 1 1 ____ 049451____________
2 ____ 1 1 1 ____ ____ ____ 049451____________
SUSPEND 2 ____ ____ ____ ____ 1 1 ____ 049451____________
This employee is Federal Retirement Plan code 1 (Civil Service Retirement System (CSRS)). The Duty
Station is GM5700000, which is used to determine the correct salary and locality for payment. 2016 pay
rates, salary tables, and benefit deductions are applicable.
Deductions are as follows:
Federal Tax – Single with 2 Exemptions
State Tax – Maryland Single with 2 Exemptions
o County Tax – Prince George
Medicare Tax
Retirement – CSRS
Health Benefits – FEHB Plan 111 (Federal Employees Health Benefits)
Dental – $15.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance – Code F2
Federal Thrift Savings (TSP) – $700.00 (per pay period up to IRS yearly limit)
Federal TSP Roth – $200.00 (per pay period up to IRS yearly limit)
Union Deduction - $25.00 (per pay period)
Living Quarters Debt - $325.00
LWOP Penalty (calculated on suspension status); shows as a reduction of LQA and post
allowance payable.
Results must show:
Gross
o Hours Paid and Rate
Deductions (Types and Amounts)
Government Additives (Types and Amounts)
Net
Government-Wide Payroll RFI
26
Test Case 6 of 9 Narrative
Test Case 6 covers a United States Civil Servant (Federal Employee) working as a Firefighter in a job
level assigned to a General Schedule (GS) pay plan at grade 6 step 1, Occupational Series is 0081 (Fire
Protection and Prevention). This Federal employee is paid on a bi-weekly basis (pay period) and has a
Fulltime schedule of 144 hours (72 per week). This employee worked 144 Regular hours and 48 Overtime
hours this pay period as follows:
WK
IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
Regular 1 ____ ____ 1600 ____ 1600 ____ 1600 0001____________
Regular 1 ____ ____ 0800 ____ 0800 ____ 0800 0002____________
Overtime 1 ____ ____ ____ ____ ____ 2400 ____ 0003____________
Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0004____________
Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0005____________
Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0006____________
Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0007____________
Regular 2 ____ ____ ____ 0100 ____ ____ ____ 0008____________
Regular 2 ____ ____ ____ ____ ____ 2400 ____ 0009____________
Regular 2 ____ 1600 ____ 1600 ____ ____ ____ 0010____________
Regular 2 ____ 0800 ____ 0300 ____ ____ ____ 0011____________
Overtime 2 ____ ____ ____ ____ 2400 ____ ____ 0012____________
This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code MF
(Federal Employees’ Retirement System – FERS/FRAE Special). The Duty Station is 530830025, which
is used to determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit
deductions are applicable.
Deductions are as follows:
Federal Tax – Single with 2 Exemptions
Federal Tax Additional - $44.00
State Tax –
o Washington (Residence State California)
o California – Single with 2 Exemptions
Medicare Tax
OASDI (Old Age, Survivor and Disability Insurance)
Retirement – FERS/FRAE (Plan Code MF)
Health Benefits – FEHB Plan 112 Pre-Tax (Federal Employees Health Benefits)
Dental - $15.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance) – Code 90 (Basic and Optional(3x) Date of
Birth is June 6, 1996
Federal Thrift Savings (TSP) – 10% (per pay period up to IRS yearly limit)
Government-Wide Payroll RFI
27
Health Savings Account – $125.00
Results must show:
Gross Pay
o Hours Paid, Rate, and Type
Deduction
o Amount and Type
Government Additives
o Amount and Type
Costing breakdown of monies
Net Pay
Government-Wide Payroll RFI
28
Test Case 7 of 9 Narrative
Test Case 7 covers a Casual Hire (Not a Federal Employee) working as a casual firefighter in a job at the
hourly rate of $29.04. This casual firefighter worked 159 hours over 15 days.
MM DD YY STRT TIME END TIME HOURS/MIN
Regular 04 18 16 0700 1500 08:00
Regular 04 19 16 0700 1500 08:00
Regular 04 20 16 0700 2300 16:00
Regular 04 21 16 0700 1900 12:00
Regular 04 23 16 0700 1500 08:00
Regular 04 24 16 0300 2300 20:00
Regular 04 25 16 0700 1500 08:00
Regular 04 26 16 0700 2100 14:00
Regular 04 27 16 0700 1500 08:00
Regular 04 28 16 0700 1700 10:00
Regular 04 29 16 0700 1500 08:00
Regular 04 30 16 0700 1500 08:00
Regular 05 01 16 0700 1500 08:00
Regular 05 02 16 0700 1500 08:00
Regular 05 03 16 0700 2200 15:00
This casual firefighter was hired at Boise Idaho, which is used to determine the correct hourly rate for
payment. 2016 Tax Formulas were used.
Deductions are as follows:
Federal Tax – Single with 2 exemptions
State Tax – Idaho - Single with 2 exemptions
Commissary 150.00
Results must show:
Gross Pay
o Hours Paid, Rate, and Type
Deductions
o Amount and Type
Net Pay
Government-Wide Payroll RFI
29
Test Case 8 of 9 Narrative
Test Case 8 covers a Casual Hire (Not a Federal Employee) working as a casual firefighter in a job at the
hourly rate of $29.04. This casual firefighter worked 82 hours over 7 days.
MM DD YY STRT TIME END TIME HOURS/MIN
Regular 04 18 16 0700 1500 08:00
Regular 04 19 16 0700 1500 08:00
Regular 04 20 16 0700 2300 16:00
Regular 04 21 16 0700 1900 12:00
Regular 04 23 16 0700 1700 10:00
Regular 04 24 16 0300 2300 20:00
Regular 04 25 16 0700 1500 08:00
This casual firefighter was hired at Boise, Idaho, which is used to determine the correct hourly rate of for
payment. 2016 Tax Formulas were used.
Deductions are as follows:
Federal Tax – Single with 2 exemptions
State Tax –
o Idaho - Single with 2 exemptions
o California - Single and 2 exemptions
Involuntary Child Support – 15%
Results must show:
Gross Pay
o Hours Paid, Rate, and Type
Deductions
o Amount and Type
Net Pay
Government-Wide Payroll RFI
30
Test Case 9 of 9 Narrative
Test Case 9 covers a United States Civil Servant (Federal Employee) working in a job level assigned to a General Schedule (GS) pay plan at grade 5 step 1. This Federal employee is paid on a bi-weekly basis (pay period) and has a Fulltime schedule of 80 hours (40 hours each week). This employee worked 80 regular hours and 9 overtime hours this pay period as follows:
WK
IN SUN MON TUE WED THU FRI SAT COST STRUCTURE (Cost Account)
Regular 1 ____ 0800 ____ 0800 ____ 0800 ____ 124RTYZ1802____________
Regular 1 ____ ____ 0800 ____ 0800 ____ ____ 16ABC1802______________
Overtime 1 ____ ____ ____ ____ ____ ____ 0900 124RTYZ1802____________
Regular 2 ____ 0800 0800 0800 0800 ____ ____ 16IAW1234CFR___________
Regular 2 ____ ____ ____ ____ ____ 0800 ____ 15623487996____________
This employee is FLSA (Fair Labor Standards Act) Non-Exempt and Federal Retirement Plan code K
(Federal Employees’ Retirement System – FERS). The Duty Station is 240000033, which is used to
determine the correct salary and locality for payment. 2016 pay rates, salary tables, and benefit
deductions are applicable.
Deductions are as follows:
Federal Tax – Married with 2 Dependents
State Tax – Maryland, Married with 2 Dependents (Residence State)
o County Tax Code 033 (Prince George County)
Medicare Tax
OASDI (Old Age, Survivor and Disability Insurance)
Retirement – FERS (Plan Code K)
Health Benefits – FEHB Plan 112 – Pre-Tax (Federal Employees Health Benefits)
Dental – $21.00 (per pay period)
FEGLI (Federal Employees’ Group Life Insurance – Code C0 (Basic only) Date of Birth is January
1, 1971
Federal Thrift Savings (TSP) – 10% (per pay period up to IRS yearly limit)
Results must show:
Gross
o Hours Paid and Rate
Deduction Types and Amounts
Government Additives (Types and Amounts)
Costing breakdown of monies
Net