Human ResouRces

Line of Business

 
Integration Support Project Report 

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 Integration Support Project Report 

Table of Contents 

EXECUTIVE SUMMARY.......................................................................................................................... 5

1 INTRODUCTION..................................................................................................................................... 7

1.1 HR LOB VISION, GOALS, AND OBJECTIVES ......................................................................................... 7

1.2 INTEGRATION SUPPORT PROJECT GOALS AND OBJECTIVES .................................................................. 8

1.3 SUGGESTED USE OF THE ISP REPORT ................................................................................................... 9

2 PROJECT APPROACH......................................................................................................................... 11

3 THE CASE FOR INTEGRATION........................................................................................................ 12

3.1 GUIDANCE .......................................................................................................................................... 12

3.2 BUSINESS VALUE................................................................................................................................ 13

3.3 OPEN STANDARDS .............................................................................................................................. 14

4 OPM INITIATIVES................................................................................................................................ 16

4.1 E-CLEARANCE.................................................................................................................................... 18

4.2 E-TRAINING........................................................................................................................................ 20

4.3 EMPLOYEE EXPRESS ........................................................................................................................... 20

4.4 ENTERPRISE HUMAN RESOURCES INTEGRATION (EHRI).................................................................... 21

4.5 RECRUITMENT ONE-STOP................................................................................................................... 21

4.6 E-PAYROLL ........................................................................................................................................ 21

4.7 END-TO-END INTEGRATION ................................................................................................................ 22

5 OPM HR APPLICATION DETAILS ................................................................................................... 25

5.1 CLEARANCE VERIFICATION SYSTEM (CVS) ....................................................................................... 25

Introduction ........................................................................................................................................ 25

Contact Information............................................................................................................................ 25

Integration Guidance .......................................................................................................................... 26

System Touch Points ........................................................................................................................... 26

Context Diagrams............................................................................................................................... 27

System Data Interfaces ....................................................................................................................... 28

5.2 ELECTRONIC QUESTIONNAIRES FOR INVESTIGATIONS PROCESSING (E-QIP) ...................................... 31

Introduction ........................................................................................................................................ 31

Contact Information............................................................................................................................ 31

Integration Guidance .......................................................................................................................... 32

System Touch Points ........................................................................................................................... 32

Context Diagrams............................................................................................................................... 33

System Data Interfaces ....................................................................................................................... 34

5.3 EMPLOYEE EXPRESS ........................................................................................................................... 35

Introduction ........................................................................................................................................ 35

Contact Information............................................................................................................................ 35

Integration Guidance .......................................................................................................................... 35

System Touch Points ........................................................................................................................... 36

Context Diagrams............................................................................................................................... 38

System Data Interfaces ....................................................................................................................... 39

5.4 ENTERPRISE HUMAN RESOURCES INTEGRATION (EHRI).................................................................... 41

Introduction ........................................................................................................................................ 41

Contact Information............................................................................................................................ 43

Integration Guidance .......................................................................................................................... 44

System Touch Points ........................................................................................................................... 45

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Context Diagrams............................................................................................................................... 49

System Data Interfaces ....................................................................................................................... 52

5.5 GOLEARN ........................................................................................................................................... 54

Introduction ........................................................................................................................................ 54

Contact Information............................................................................................................................ 55

Integration Guidance .......................................................................................................................... 56

System Touch Points ........................................................................................................................... 56

Context Diagrams............................................................................................................................... 57

System Data Interfaces ....................................................................................................................... 57

5.6 USAJOBS®....................................................................................................................................... 58

Introduction ........................................................................................................................................ 58

Contact Information............................................................................................................................ 58

Integration Guidance .......................................................................................................................... 59

System Touch Points ........................................................................................................................... 60

Context Diagrams............................................................................................................................... 61

System Data Interfaces ....................................................................................................................... 61

6 CONCLUSION........................................................................................................................................ 63

APPENDIX A – ABBREVIATIONS AND ACRONYMS ...................................................................... 66

APPENDIX B – REFERENCES............................................................................................................... 69

ENDNOTES................................................................................................................................................ 71

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List of Figures 

Figure 1 – Uses of the ISP Report .................................................................................... 9 

Figure 2 – HR Initiatives, Systems, and Service Providers............................................ 18 

Figure 3 – End-to-end System Context Diagram of HR Applications........................... 23 

Figure 4 – Clearance Verification System Context Diagram ......................................... 27 

Figure 5 – PIPS/CVS – JPAS Connection Diagram....................................................... 28 

Figure 6 – "How JPAS and e-QIP are Connected"......................................................... 33 

Figure 7 – General e-QIP Process................................................................................... 34 

Figure 8 – Employee Express System Context Diagram................................................ 38 

Figure 9 – EEX Data Flow Diagram............................................................................... 39 

Figure 10 – EHRI System Context Diagram .................................................................... 49 

Figure 11 – EHRI General Vision .................................................................................... 50 

Figure 12 – EHRI and the HR Lifecycle .......................................................................... 51 

Figure 13 – EHRI Application Architecture View ........................................................... 52 

Figure 14 – GoLearn Interconnections............................................................................. 56 

Figure 15 – GoLearn System Context Diagram ............................................................... 57 

Figure 16 – USAJOBS® Gateway Boundary.................................................................... 61 

Figure 17 – Closed-loop Application Process .................................................................. 62 

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Executive Summary 

This report describes the first phase of the Human Resources Line of Business (HR LOB) 

Integration Support Project (ISP). The goal of this project is to develop end-to-end 

integration views of governmentwide HR systems and their interrelationships. 

In April 2008, the HR LOB Multi-Agency Executive Strategy Committee (MAESC) 

requested that this project be undertaken to address the various disparate HR application 

systems and initiatives across the Federal Government. A study was undertaken to 

understand the current state of these systems and initiatives, and this report presents the 

results of that study. 

The ISP compiles system information and resources that will help HR LOB Shared 

Service Centers (SSC) and customer agencies effectively plan, design, and implement 

HR solutions that will interoperate with one another and with agency-specific solutions 

for an overall integrated environment. Over time, this view will be leveraged to build a 

conceptual solution architecture based on the HR LOB enterprise architecture. This 

conceptual solution architecture will help move the government towards integration, 

interoperability, and the realization of the HR LOB vision. 

The report begins with the background of the HR Line of Business and the ISP initiative, 

and describes suggested uses of the report. It provides an overview of integration and the 

drivers and business value of integration. The main section of this report documents the 

end-to-end “as-is” view of governmentwide systems and viewpoints on integration of 

these systems. The systems included in this report are: 

 Clearance Verification System (CVS) 

 Electronic Questionnaire for Investigations Processing (E-QIP) 

 EHRI Electronic Office Personnel Folder (eOPF) 

 EHRI Data Warehouse and Analytics 

 Employee Express 

 GoLearn 

 USAJOBS® 

Finally, the report proposes the logical next steps for this project. 

The publication of this report concludes the first phase of the Integration Support Project. 

The next phases will broaden and deepen the scope of this report by providing: 

 Details of other governmentwide HR systems 

 Integration recommendations and guidelines 

 Conceptual solution architecture for an integrated environment for the HR LOB 

These ISP results will help Federal service providers and customer agencies work 

together to address the following strategic needs: 

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 Coordination between e-Gov initiatives to ensure a comprehensive approach to 

integration 

 Identification of best-practices for SSCs and agencies including implementation 

lessons learned 

 Improved quality in the HR solutions – eliminating duplicate data and manual 

re-entry, minimizing the development of point-to-point interfaces, and leveraging 

common generic extracts to capitalize on common data requirements across 

systems 

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1 Introduction 

1.1 HR LOB Vision, Goals, and Objectives 

The HR LOB initiative was launched in 2004 to support the vision articulated in the 

President’s Management Agenda. The HR LOB is expected to help the Federal 

Government realize the potential of electronic government by significantly enhancing 

human resources service delivery within the Executive Branch of government. 

The vision of the HR LOB initiative is to provide “governmentwide, modern, costeffective, standardized, and interoperable human resource solutions providing common 

core functionality to support the Strategic Management of Human Capital and addressing 

duplicative and redundant HR systems and processes across the Federal Government.” 

To achieve this vision, the HR LOB Concept of Operations (CONOPS) provides a 

service delivery model in which designated core HR services relating to human resources 

information systems (HRIS) and payroll operations move from agencies to HR Shared 

Service Centers (SSCs). Over time, as HR SSCs evolve and expand their capabilities, 

more transactional and administrative activities may shift from the agency to its SSC. 

Under the HR LOB CONOPS, SSCs must provide, at a minimum, HRIT services for the 

core functions of Personnel Action Processing and Benefits Management. SSCs may 

also offer core Compensation Management (payroll operations). The HR LOB CONOPS 

also states that agencies must obtain from the Shared Service Centers Compensation 

Management (payroll operations) and HRIT services for the core functions of Personnel 

Action Processing and Benefits Management. SSCs will deliver the designated HR LOB 

core services defined in the HR LOB CONOPS in an efficient and cost-effective manner 

with a focus on customer and service quality. 

SSCs may offer additional HR LOB non-core services. While agencies must obtain 

HRIT services for Personnel Action Processing and Benefits Management, and Payroll 

Operations from an SSC, the decision to obtain other services is solely at the discretion of 

the agency. This approach allows agencies at their discretion select services as needed to 

increase their focus on core mission activities and the strategic management of human 

capital. 

The objectives and goals of the HR LOB are outlined in Table 1. 

Objectives Goals 

Improved Management of Human 

Capital 

Improve the governmentwide strategic 

management of human capital 

Faster decision making 

More informed policy making 

More effective workforce management 

Improved resource alignment with 

agency missions 

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Objectives Goals 

Operational Efficiencies 

Achieve or increase operational 

efficiencies in the acquisition, 

development, implementation and 

operation of human resources 

management systems 

Improved servicing ratio / response times 

Reduced cycle times 

Improved automated reporting 

Cost Savings / Avoidance 

Achieve or increase cost 

savings/avoidance from HR solution 

activities 

Reduced duplicative software / hardware / 

operations / labor resources 

Increased competitive environment 

Improved Customer Service 

Improve customer services 

Increased accessibility to client and value 

Improved communication and 

responsiveness 

Enhanced quality 

Enhanced timeliness 

Enhanced accuracy 

Enhanced consistency 

Table 1: HR LOB Goals and Objectives 

This ISP work has been undertaken to analyze integration and interoperability for HR 

applications and to develop an end-to-end view of these applications and their 

interrelationships. The sections that follow describe the project approach, integration 

within HR LOB context, e-Gov initiatives and HR applications supporting these 

initiatives, the current end-to-end system context view of the HR applications, and the 

next steps for this project. 

1.2 Integration Support Project Goals and Objectives 

The Federal HR application landscape consists of many application systems ranging from 

HR commercial off-the-shelf (COTS) packages to specially developed application 

systems. These systems vary widely in terms of size, scope, complexity, and 

implementation technology and have functional overlap and redundant data. Many of 

these systems are interrelated through data interfaces. 

The goal of the HR LOB ISP is to develop end-to-end integration views of 

governmentwide HR systems and their interrelationships. The ISP compiles system 

information and resources that will help HR LOB SSCs and customer agencies 

effectively plan, design, and implement HR solutions that will interoperate with one 

another and with agency-specific solutions for an overall integrated environment. 

The ISP supports this goal by building an end-to-end view of governmentwide HR 

systems, documenting integration guidance, identifying integration and deployment 

best-practices, and formulating a set of recommendations for effective integration across 

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systems. The result will be a blueprint for integration available to both agencies and 

SSCs. 

This report is the first step toward realizing the final goal of the ISP. It focuses on the 

current state of the governmentwide HR systems principally managed by OPM, 

documenting general descriptions, contacts, integration guidance, system context and 

interfaces. 

1.3 Suggested Use of the ISP Report 

This report contains technical details of OPM HR applications (governmentwide HR 

application systems owned or managed by OPM), end-to-end system context view of 

these applications, the business value of end-to-end integration, and the standards 

supporting the integration and interoperability. The report can be used in a number of 

ways by multiple stakeholders. Figure 1 shows usage scenarios for this report. 

Figure 1 – Uses of the ISP Report 

Senior Management and Executive Leadership 

Senior Management and Executive Leadership can use this report as a reference when 

making funding and investment decisions related to the development of integration 

solution blueprints, prioritizing integration actions, and strategizing transitions. 

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Business Process Owners and Subject Matter Experts 

Business process owners and subject matter experts can use this report to determine 

integration fits/gaps and requirements, define “as-is” performance analysis, and develop 

integration recommendations. 

Enterprise Architects and System Designers 

Enterprise architects and system designers can use this report to define integration and 

interoperability guidelines, develop a target integrated Concept of Operations 

(CONOPS), and develop integration solution architecture models and work products at 

the conceptual and logical level. 

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2 Project Approach 

The first phase of the ISP focused on information collection and validation to document 

the current state of the following initiatives: 

 E-Clearance 

 EHRI 

 Employee Express 

 E-Training 

 Recruitment One Stop 

along with the OPM HR applications supporting these initiatives: 

 Clearance Verification System (CVS) 

 Electronic Questionnaires for Investigations Processing (e-QIP) 

 Employee Express 

 Enterprise Human Resources Integration (EHRI) Data Warehouse and Analytic 

Tools 

 EHRI - electronic Official Personnel Folder(eOPF) 

 GoLearn 

 USAJOBS® 

The HR LOB worked with system owners to explain the purpose and requirements of the 

ISP, collect the required information, and validate the findings. Only pre-existing, 

publicly available information was gathered to minimize the burden on the cooperating 

system owners and assuage concerns around proprietary content. 

Section 5 of this report contains the following information about the above mentioned 

systems: 

 Functional Description of the system including vision, goals, services, etc. 

 Points of Contact 

 Integration Guidance including interface specifications and implementation 

support 

 Touch Points with external users and systems 

 Context Diagrams graphically depicting these interfaces 

 Data Interfaces describing the high-level system data flows 

The list of source documents used to collect the above information is included in the 

section 1.4 - References. 

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3 The Case for Integration 

A number of important influences – including landmark legislation, Federal initiatives, 

and key business and technology trends – have shaped the current Federal HR system 

landscape. Although these influences collectively provide for a vision of 

governmentwide interoperable solutions, little progress has been made toward this vision. 

The current reality has a long way to go to achieve the vision despite compelling 

dynamics that would appear to support it: 

 Existing direction and guidance make a case for integration 

 Integration provides real business value 

 Open standards for integration already exist 

The sub-sections that follow elaborate on these dynamics. 

3.1 Guidance 

The e-Government Act of 2002 establishes a broad set of mandates requiring use of 

Internet-based information technology to enhance citizen access to government 

information and services. Section 212 of the this Act calls for enhancing interoperability, 

assisting the public in electronically submitting information to agencies, and enabling 

citizens to integrate information from different agencies. 

In 2004, various lines of business – including the Human Resources Line of Business – 

emerged out of the e-Gov concept. The vision of the HR LOB, first published in 2004, 

specifically identifies governmentwide interoperability as a key program outcome. The 

vision of the HR LOB is to provide “governmentwide, modern, cost effective, 

standardized, and interoperable Human Resource solutions providing common core 

functionality to support the strategic management of Human Capital and addressing 

duplicative and redundant HR systems and processes across the Federal Government.” 

HR LOB program objectives – improved governmentwide strategic management of 

human capital; operational efficiencies; cost savings or avoidance; and improved 

customer service – can be achieved only in an end-to-end integrated environment where 

integration is achieved in multiple contexts: business process, services, application 

systems, and information/data. The HR LOB vision and objectives are very important 

drivers for achieving an end-to-end integrated environment. 

The Federal HR application landscape consists of primarily two, core application systems 

(Human Resources Information Systems (HRIS) and Payroll) and many specialized 

systems (e.g., USAJOBS®., Entry on Duty (EOD), Electronic Questionnaires for 

Investigations Processing (E-QIP), Electronic Verify (E-Verify), Homeland Security 

Presidential Directive (HSPD-12), Enterprise Human Resources Integration/electronic 

Official Personnel Folder (EHRI / eOPF), Employee Express, Electronic 

Training/Learning Management System (E-Training / LMS), and RetireEZ). These 

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application systems have multiple touch-points in terms of data interfaces and possibly 

data and functional overlap. 

In April 2008, the Multi-Agency Executive Strategy Committee of the HR Line of 

Business requested an initiative to address these systems’ issues. The Integration Support 

Project – the initiative for which this report is a culmination – was initiated to satisfy this 

request. This MAESC request highlights the need for a governmentwide solution-level 

architecture that provides a long-range view of how these issues are to be addressed. 

Agencies and service providers must commit to allocate sufficient resources to ensure 

systems: 

 Work in sync with one another 

 Exchange data smoothly 

 Minimize and manage duplicate functionality 

3.2 Business Value 

Information technology has the potential to fundamentally alter HR service delivery in 

the Federal Government. The government is moving into an era driven by the need to 

improve business processes and to provide increasingly sophisticated technology-enabled 

capabilities and services to Federal employees, managers and HR staff. Processing 

transactions accurately, with appropriate human intervention as necessary, gathering data 

from multiple sources, and integrating it together or re-engineering business processes 

have become basic requirements for success in today’s environment.

To deliver recognizable business value, applications in the integrated environment must 

help people work and collaborate effectively. A shift towards best-of-breed applications 

fuels the need for application integration because no single vendor is capable of 

delivering all required functionality; a multi-system computing environment is the logical 

result. The mission of end-to-end application integration is to control the resulting 

heterogeneous computing environment in such a way it behaves as one system. 

Integration provides an opportunity for the Federal Government to realize many business 

benefits. Agencies can more easily modernize business practices by integrating human 

resource solutions and eliminating or minimizing data and functional overlaps. 

Integration can be achieved at business process, services, data, and technology levels, and 

each level provides different types of business value and benefits. 

Process integration links many discreet HR sub-processes in ways that provide sufficient 

control in a cost effective manner. Processes that are linked across the HR spectrum 

create the ability to use an event-based approach where all relevant HR responses are 

provided to the employee in a comprehensive and user-friendly manner. Process-level 

integration helps organizations increase efficiency and mitigate risk through the 

automation, optimization and management of business and IT processes and rules. In 

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doing so, it provides employees with access to high quality HR services that allow them 

freedom to manage their own particular needs and requirements.

Service integration enables the linking of business services and the underlying data from 

these services, resulting in a more dynamic command of comprehensive HR information. 

Service integration facilitates a comprehensive service delivery method for HR LOB 

programs so that employees see all HR-related responses to a work/life event within 

appropriate time frames. Improved services to employees – achieved via service 

integration at the agency or SSC level – will include single points of access for HR 

services and the system’s ability to provide escalating levels of response according to the 

employee’s needs, from information on screen to contact with HR experts via a variety of 

means including call centers, e-mail, telephone and direct personal contact. 

Data integration allows organizations to access all their fragmented data, create an 

accurate and consistent view of their core information assets, and easily leverage these 

assets across the enterprise to drive business decisions and operations. Data integration

deals with how data is modeled and the meaning of the data. It deals with normalization, 

validation, integrity of data and what translations need to be applied to the data for 

exchange between applications within the enterprise or between the enterprise and 

outside systems. Data integration also deals with the methods, techniques, and 

technologies of extraction, restructuring, movement and loading of data to analytic data 

stores or repositories in order for it to be used by analytic/reporting applications and 

systems. 

 

Application/systems integration deals with getting different applications in multiple 

environments to work together as one unit using different technological options. 

Application/systems integration may include aspects of other types of integration such as 

data integration. 

In summary, integration: 

 Allows enterprises to leverage existing data assets to build new software 

applications 

 Enables enterprises to connect to and reuse information assets in enterprise 

information systems 

 Enables the automation of business processes across enterprise “silos of 

automation” to reduce costs and increase efficiency 

 Reduces cost through automation and customer self-service 

3.3 Open Standards 

Open industry standards have emerged for enterprise application integration during the 

last few years. HR LOB Technical Model (TM) version 2 compiles relevant standards, 

including interoperability standards, to facilitate their adoption and usage by Federal 

agencies and SSCs. The standards contained in the HR LOB TM version 2 are based 

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upon open systems technology that is strongly supported in the commercial marketplace. 

 

Web services standards represent a set of standards that allow computers to communicate 

with each other via a network (typically via, but not limited to the Internet). One of the 

core standards is Extensible Markup Language (XML). The portability and rapid 

adoption of XML throughout the industry make it the obvious choice for enabling crossplatform data communication. 

XML provides the foundation for the other core standards, such as Simple Object Access 

Protocol (SOAP), Web Services Description Language (WSDL), and Universal 

Description, Discovery, and Integration (UDDI). SOAP is a messaging protocol. WSDL 

is a contract between the server and client processes. UDDI is a framework that defines 

an XML-based registry in which businesses can publish information about themselves 

and services they provide. Adoption of these open technical standards will facilitate endto-end integration. 

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4 OPM Initiatives

Five OPM e-Gov initiatives – Recruitment One-Stop; e-Clearance; Enterprise Human 

Resources Integration (EHRI); e-Training; and e-Payroll – have been defined as part of 

OMB’s e-Gov Internal Efficiency and Effectiveness Portfolio. These initiatives are 

intended to provide a set of electronic support tools for the Federal Government’s human 

resources functions including recruitment, security clearances, personnel records, 

training, and payroll. OPM’s vision is for these initiatives to streamline and improve the 

process for moving employees through the entire life-cycle of their employment with the 

Federal Government and to do so consistently with the evolving Federal Enterprise 

Architecture, while utilizing necessary security and privacy standards. 

These OPM e-Gov initiatives, their application systems, and their approach to delivering 

world-class services through cutting-edge technologies play a critical role in 

implementing the HR LOB end-to-end integrated solution. Over time, the majority of 

core HR IT functions will be delivered either directly by or through an interface with 

Shared Service Centers. 

The HR LOB has already established five Federal Shared Service Centers (SSCs) and has 

selected four private-sector vendors to provide agencies with core HR processing services 

plus other IT services. 

The Federal Shared Service Centers are: 

 Department of Agriculture's National Finance Center (NFC) 

 Department of Defense (DoD) 

 Department of Health and Human Services (HHS) 

 Department of the Interior's National Business Center (NBC) 

 Department of the Treasury (Treasury) 

Private-sector SSCs are: 

 Accenture National Security Services (Accenture) 

 Allied Technology Group, Inc. (Allied) 

 Carahsoft Technology Corporation (Carahsoft) 

 International Business Machines (IBM) 

Accenture, Allied, and Carahsoft offer all of the mandatory core and non-core SSC 

functions. IBM offers the mandatory core functions for Personnel Action Processing and 

Benefits Management services and all non-core SSC functions, but is not approved at this 

time to deliver core Compensation Management services. 

The HR LOB takes a phased approach to delivering core HR IT services through Shared 

Service Centers that are based upon modern solutions and open architecture concepts. 

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SSCs create economies of scale by offering core HR IT services common to most, if not 

all, Federal agencies. Core HR and payroll services include the processing of personnel 

actions, compensation management and benefits management. The SSCs also can offer 

non-core HR services, as well as consulting services. The decision to obtain any noncore services from a SSC is solely at the discretion of the agency. 

Federal agencies, SSCs, and managing agencies, such as OPM, supporting HR LOB 

efforts have shown signs of moving from traditional independent HR IT systems towards 

an integrated approach. This move towards the integrated approach is evident by the 

increased use of portals by agencies. The overarching goal of the e-Gov initiatives is “to 

leverage information technology in a cost effective way to enable the Federal Enterprise 

to be more citizen-centered and market-driven.” 

The specific goals (abbreviated) of the five OPM managed initiatives are: 

 To improve the efficiency and speed of granting Federal Government security 

clearances and reduce duplicative investigative efforts (e-Clearance) 

 To establish an enterprise HR data warehouse; create electronic Official Personnel 

Folders; and provide HR data analysis, forecasting, and reporting tools (EHRI) 

 To reduce redundancies and achieve economies of scale in the purchase and/or 

development of e-learning content and infrastructure (e-Training) 

 To position the Federal Government as the first stop for job seekers (Recruitment 

One-Stop) 

 To consolidate Federal payroll providers in the executive branch and standardize 

payroll policies affecting payroll processing (e-Payroll) 

The President’s Management Agenda has given OPM an opportunity to expand 

cross-cutting activities. As the President’s human capital management advisor, OPM has 

accepted the challenge of leading agencies to improve the strategic management of the 

Federal workforce. OPM also has emerged as a leader in the President’s initiative to 

expand e-Government. 

OPM leads five (Recruitment One-Stop; e-Clearance; Enterprise Human Resources 

Integration (EHRI); e-Training; and e-Payroll) of the 24 major e-Gov projects identified 

by OMB through the Quicksilver initiative. The following diagram (Figure 2) shows the 

high-level view of the e-Gov initiatives, application systems, and the service providers 

from the HR LOB perspective. 

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Figure 2 – HR Initiatives, Systems, and Service Providers

The following subsections contain brief descriptions of the five e-Government initiatives 

and Employee Express, all led by OPM. More information about each initiative can be 

found on the OPM website at www.opm.gov/egov. 

. 

4.1 E-Clearance 

The Office of Personnel Management’s e-Clearance initiative streamlined the 

investigation process for an employee’s security clearance, enabling an important process 

that is critical to national security. This initiative implemented three new components to 

improve the security clearance process: 

 The Electronic Questionnaires for Investigations Processing (e-QIP) is a webbased system which captures, collects, and validates the subjects’ background 

information and electronically submits in an online mode along with imaged 

fingerprints and supporting documents. It consists of automated versions of the 

Questionnaires for National Security Positions (SF-86), Public Trust Positions 

(SF-85P), and Non-Sensitive Positions (SF-85), as well as the Supplemental 

Questionnaire for Selected Positions (SF-85PS). With e-QIP, certain work 

processes changed from a paper-based environment to an electronic environment. 

See section 7.3 of this document for more information. 

 The cross-agency Clearance Verification System (CVS) provides access to 

authorized agency users to the background investigation, clearance, suitability and 

HSPD-12 records of the government. 

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 OPM PIPS Imaging System (OPIS) electronically captures and stores images of 

all cases and relevant documents for investigative processing. OPIS also is used 

to facilitate the electronic delivery of completed investigations to the customer 

agencies via security images in an XML file format. 

These three systems, plus five others, comprise EPIC, FISD’s Investigative Suite of 

Applications: 

 Personnel Investigations Processing System (PIPS), the core system used for the 

processing of all background investigations by OPM-FISD. It houses the 

Security/Suitability Investigations Index (SII), a repository of 11.4 million subject 

and 19.6 million investigation records of OPM-conducted investigations and 

notifications of other investigative agencies’ records. PIPS maintains disclosure 

information as required by the Freedom of Information and Privacy Act, periods 

of subjects’ debarment from Federal service and post appointment arrest 

information. 

 Fingerprint Transaction System (FTS) is an automated system used to route 

fingerprints between the customer agency, OPM and the Federal Bureau of 

Investigation (FBI). It sends fingerprint images electronically to the FBI and 

receives the results of identification checks. Any fingerprints received in 

hard-copy format are imaged in FTS and processed electronically to the FBI. 

 PIPS-Reporting (Fieldwork Reporting System) is the secure mechanism utilized 

by investigators to compile reports of investigation, documenting the results of the 

field work conducted. PIPS-R is a PC-based application where the investigator 

enters the information off line and securely transmits the report to PIPS. 

 FISD Dashboard (Management Reporting System) provides a series of COTS 

software products that support management reporting to the investigative process 

timeliness and workload. The Dashboard provides Web-based tools that enable 

reporting from multiple OPM and FISD systems and data sources. This tool will 

provide greater analytic insight which will promote enhanced management of 

resources. 

With an eye to the future, OPM is engaged in a wide-ranging transformation of the EPIC 

application suite. The robust plan will extend over the next three to five years, and will 

include the following initiatives: 

 Platform enhancements to update hardware and software 

 Implement a state-of-the-art, event-driven architecture 

 Maximize use of additional COTS products 

 Incorporate relational data base functionality to increase system flexibility 

 Provide additional utility for field investigative staff by taking advantage of state 

of the art technology 

 Enable the EPIC Suite to accept a single sign-on (one door into the system) for 

our customer and agent base 

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The plan includes provisions to mitigate the risk of incorporating new technology to our 

critical, time-sensitive processes by maintaining parallel operations and provide for a safe 

recovery path through the legacy systems. 

4.2 E-Training 

The e-Training initiative is creating a premier, governmentwide technology-enabled, 

training environment that supports the development of the Federal workforce. The 

Government Online Learning Center (www.golearn.gov), which serves as the portal site, 

utilizes competency-management tools and targets curriculum based on both individual 

and agency needs. This allows agencies to focus their training efforts on specific needs 

and to match employee professional and individual development to courses and services. 

By providing agencies with on-demand, competency-management e-learning tools and 

services, and training-data management, the government is better able to attract, retain, 

manage and continuously educate the highly skilled professionals needed for a flexible 

and high-performing government workforce. 

4.3 Employee Express 

Employee Express is an electronic system that empowers Federal employees to manage 

their own discretionary payroll and personnel transactions. Initially piloted in 1995, the 

system has grown to include more than 60 agencies and more than 772,000 users. 

Employee Express is governed by a user-board representing the Federal agencies. 

The system is accessible through a web site or an interactive phone system by using 

Personal Identification Numbers (PIN) and facilitates actions related to: 

 Federal and State Tax Withholdings 

 Financial Allotments 

 Home and Check Mailing Address 

 Direct Deposit 

 Federal Employees Health Benefits (FEHB) including Qualifying Life Event 

(QLE) Changes 

 FEHB Pre-Tax Waiver 

 Thrift Savings Plan (TSP) and TSP Catch-up 

 Savings Bonds 

 Combined Federal Campaign (with automated pledge reports) 

 Personal Identification Number changes and validation 

 Earnings and Leave Statement, and Online W-2 

Employee Express is designed to be used in conjunction with existing personnel and 

payroll systems. It does not perform all basic personnel and payroll functions. Instead, it 

allows employees to interface with the existing personnel and payroll systems. 

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4.4 Enterprise Human Resources Integration (EHRI) 

Enterprise Human Resources Integration (EHRI) is a comprehensive, electronic 

personnel recordkeeping and analysis system that supports human resource management 

across the Federal Government. EHRI is a collaborative e-Gov initiative designed to 

transform the way Federal HR Specialists and Managers access human resource 

information and the way all Federal employees access their personnel file information. 

EHRI is comprised of three major component systems: 

1. A data warehouse and repository for all Executive Branch employee data 

2. An electronic Official Personnel Folder (eOPF) that is securely accessible to 

individual Federal employees via EHRI's Portal 

3. A set of analytic tools to support HR and Federal managers in forecasting human 

capital requirements, identifying trends, aggregating HR data across agencies, and 

managing HR knowledge 

EHRI is replacing the current Official Personnel Folder (OPF) with an electronic 

employee record for all Executive Branch employees, resulting in a comprehensive 

electronic personnel-data repository covering the entire life-cycle of Federal employment. 

EHRI also provides HR managers and specialists with a data warehouse and workforce 

planning and analysis capabilities that are currently not possible with a paper-based 

system. With these tools, trends for retirement, promotions and reassignments can be 

accurately forecast. Personnel transactions across the Federal Government that currently 

take weeks to finalize will take days. 

4.5 Recruitment One-Stop 

The Recruitment One-Stop initiative provides an online portal (www.usajobs.gov) 

through which citizens can easily search for employment opportunities throughout the 

Federal Government. This initiative has evolved from an innovative e-Gov project to an 

overwhelmingly successful, fully operational, steady-state program. USAJOBS® is a 

state of the art recruitment system that simplified the Federal job search process for both 

job seekers and agencies. Recruitment One-Stop (ROS) simplifies the process of locating 

and applying for Federal jobs. Through a series of enhancements to USAJOBS®

(www.usajobs.gov), ROS delivers a "create once, use many" basic job resume to apply 

to multiple vacancies, agencies and systems; a resume-mining feature that allows fast, 

cost-efficient, candidate-sourcing by Federal managers and HR specialists; and online, 

real-time application status tracking. 

Recruitment One-Stop has increased job-seeker satisfaction with the Federal job 

application process because of its improved job-search capability; clean, concise, 

understandable and attractive job announcements; and improved response times. 

4.6 E-Payroll 

The e-Payroll initiative is consolidating 26 Executive Branch Federal payroll providers, 

standardizing payroll policies and procedures, and simplifying and better-integrating 

payroll, human resources, and finance functions. E-Payroll is leading efforts to establish 

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payroll policies and procedures that will be uniform and easy to understand and 

administer. Governmentwide e-Payroll system solutions are best-in-class in terms of 

overall costs and ease of administration, while delivering high-quality service. The ePayroll initiative advanced the e-Government agenda by creating greater efficiencies in 

Federal payroll processing. 

The four e-Payroll providers—the National Business Center, the National Finance 

Center, the Defense Finance and Accounting Service, and the National Payroll Branch—

currently provide payroll services to approximately 1.4 million Federal employees. 

The NBC, a component of the Department of the Interior, is located in Denver, CO. The 

NBC cross-services approximately 235,000 employees. It offers a fully integrated 

HR/Payroll solution. The NFC, a component of the U.S. Department of Agriculture, is 

located in New Orleans, LA. The NFC cross-services approximately 560,000 employees. 

It offers a fully integrated HR/Payroll solution, as well as standard interface capabilities 

to other HR solutions. DFAS, a component of the Department of Defense (DoD), has 

payroll locations in Cleveland, OH, and Indianapolis, IN. DFAS cross-services 

approximately 766,000 employees located within the DoD and other non-DoD agencies. 

It offers a payroll solution that supports a standard interface to various HR solutions. The 

National Payroll Branch (NPB), a component of the General Services Administration, is 

located in Kansas City, MO. GSA cross-services approximately 26,000 employees. It 

offers a payroll solution that supports a standard HR interface used by all of its 

customers. 

4.7 End-to-end Integration 

End-to-end integration is the alignment and synchronization of integration strategy, 

business processes, information systems, services, technologies, and data across 

organizational boundaries to achieve business goals and objectives. By definition, endto-end integration has to address multiple applications running on multiple platforms in 

different locations; multiple implementation architectures; and multiple organizational 

constraints and procedures. The fundamental purpose of end-to-end integration – toward 

which this report is the first step – is to remove stovepipes and create a heterogeneous 

environment that behaves as one system. 

The following context diagram shows the application systems environment as it exists 

today. It provides a synthesized end-to-end view of all of the governmentwide HR 

applications described in this section – from the perspective of system interactions and 

information exchange. This diagram serves to focus attention on the current state of 

integration: system boundaries; external touch points of one system with other systems 

in this environment; and information flows. 

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Figure 3 – End-to-end System Context Diagram of HR Applications 

Some preliminary observations can be made about the current state of integration today. 

These applications were not created with integration in mind; in fact, they have evolved 

independently over time with diverse requirements and different data models. Some 

operate in a stand-alone manner with duplicate data and redundant manual data re-entry; 

others are managed by external vendors under a contract administered by OPM. 

Although some of these application systems employ standardized data exchange formats, 

system interactions and information exchanges are not completely automatic. 

This end-to-end view also helps in identifying some key architectural artifacts that will be 

required in order to build the integration solution. The information flow between the 

systems provides key inputs to the information model. Information flows also represent 

architecturally significant activities that can be traced back to the business process 

models, which represent a key portion of the system's requirements. The technical 

characteristics of the application system within the end-to-end view determine the need 

for adapters that will facilitate the technology integration. 

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These technical concepts and recommendations for future integration and interoperability 

will be further developed in the next phase of the Integration Support Project. The focus 

of the next phase will include: 

 Details of other governmentwide HR systems 

 Integration recommendations and guidelines 

 Conceptual solution architecture for an integrated environment for the HR LOB 

The next section of this report provides technical details for each of these application 

systems, including a system context diagram and system touch points. This information 

can serve as a starting point for the detailed analysis required to conceive a coherent 

approach to end-to-end integration. 

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5 OPM HR Application Details 

This section provides details of information collected about each OPM HR application 

through questionnaires – each application as one sub-section. Each sub-section is 

organized in the following way: 

 Introduction provides background and a functional description of the system 

 Contact Information lists the system owner and the primary points of contact for 

the system 

 Integration Guidance contains a summary of all the materials published by the 

system owners describing system interfaces and providing information for 

external parties seeking to integrate with the system 

 System Touch Points detail the system’s set of external interfaces 

 Context Diagrams visually depict the touch points 

 System Data Interfaces describe at a high level the data elements exchanged 

through the system’s external interfaces 

5.1 Clearance Verification System (CVS) 

Introduction 

CVS is a sub-system of the Personnel Investigation Processing System (PIPS). It 

provides the status for both active and inactive clearances. CVS also facilitates clearance 

and suitability reciprocity by reducing the number of requests for investigations. CVS 

identifies subjects, collects and stores clearance information on active, revoked, 

suspended, administratively withdrawn, and denied clearances. In addition, CVS 

identifies those clearances whose status has become “unknown” as a result of not being 

revalidated within the required timeframe. 

Currently CVS is the central repository for all civilian clearances granted by the Executive 

Branch agencies. The sub-system provides agencies with on-line screens and file transfer 

capabilities for establishing and maintaining security clearance information. 

CVS was first implemented in October 1998 and includes the basic capabilities for 

agencies to maintain clearances. For example, users of the PIPS Agency Menu are able 

to obtain CVS information for a subject when searching the Security and Suitability 

Investigations Index (SII).i

Contact Information 

OPM is the principal organization which owns e-Clearance, an e-Gov initiative. The 

CVS, a part of the e-Clearance initiative, is currently in production and the contacts for 

this system are: 

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Table 2 Clearance Verification System Contact List 

TYPE OF CONTACT NAME DIVISION/ 

BRANCH 

PHONE EMAIL 

Federal Investigative Services 

Division – Deputy Associate 

Director 

Joy Fairtile OPM/FISD 202-606-1042 Joy.Fairtile@opm.gov

Federal Investigative Services 

Division – Chief, Systems 

Application and Development 

Group 

Jim Shope OPM/FISD 724-794-5612 James.Shope@opm.gov

Integration Guidance 

OPM publishes several documents to provide agencies with the information needed to 

establish and maintain security clearance information. 

The Personnel Investigations Processing System (PIPS) Component Documentation 

specifies the external linkages/contacts, the component flow, interaction with other 

components, outputs, programs, on-line processes, and batch jobs.ii CVS also makes 

available the list of architectural components including the hardware, software and 

operating system. 

OPM also publishes the Requirements Traceability Matrix for Phase I and II of CVS. 

Phase I was implemented September 15, 2008iii. Phase II is slated for implementation in 

FY09iv. These documents delineate the requirements for the user interface, responses to 

detailed clearance report requests from agencies and the files used in the system 

interfaces. 

System Touch Points 

A CVS query conducts a simultaneous check of three (3) repositories: 

 Joint Personnel Adjudication System (JPAS): JPAS is the Department of Defense 

(DoD) system that uses the Web to connect security personnel around the world 

with a database managed by DoD Agency Central Adjudication Facilities (CAFs). 

 Security/Suitability Investigations Index (SII): The SII records personnel 

investigations conducted by the OPM, and by other agencies that have delegated 

authority to conduct their own personnel investigations. 

 Personal Investigation Processing System (PIPS): PIPS supports the core 

investigative processes such as the entry of the investigative data and the 

subsequent scheduling, reporting and closing of each investigation processed by 

OPM/FISD. 

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Context Diagrams 

As a part of PIPS, CVS establishes clearance records and maintains their activity history 

for Federal agencies currently using OPM's SII to record their investigative history.v

CVS bridges into JPAS.

Figure 4 – Clearance Verification System Context Diagram 

OPM publishes the PIPS/CVS – JPAS connection diagram showing the network 

interconnections over the internet as shown in Figure 5. 

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Figure 5 – PIPS/CVS – JPAS Connection Diagram 

System Data Interfaces 

CVS provides data to and exchanges data with systems outside of PIPS. It does have 

external contacts outside of the Federal Investigative Services Division (FISD). 

Type of Link System System Owner 

Download/Upload 

To/From authorized 

Security Officers 

from all from all 

Executive Branch 

Federal Government 

Agencies

FISD Secure Portal Chris DeMatteis 

(Operated under contract with OPM 

by Extranet Secure Portals (ESP))vi

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The CVS Component Documentation publishes the interactions of CVS with other PIPS 

components: 

PIPS COMPONENT DESCRIPTION OF INTERACTION 

Add/Modify There are several screens that update CVS records. 

These are functions that delete/copy subjects and 

merge SSNs. 

ADHOCs There are several ad hoc programs that display CVS 

data as part of their reports. 

ADO (ADB Internal) Menu option 3 – Delete CVS Events 

AGY (Agency) Menu option 2 is where all of the CVS functionality 

resides on the PIPS Agency Menu. Option 2 

provides both display and update capability. This 

option displays investigative, clearance, polygraph, 

suitability, and HSPD-12 data. Option 2 enables 

agencies to add new and update existing clearance, 

polygraph, and HSPD-12 data. Currently, only 

polygraph data can be deleted by an agency. 

Data Entry Several screens modify/display CVS information 

Display There are menu functions to Display CVS data. The 

Basic Investigations screens provide indicators 

whether Clearance data is available for the Subject 

FID Investigators FID Basic Subject screen provides indicators that 

Clearance data exists 

FID Managers FID Basic Subject screen provides indicators that 

Clearance data exists 

FID Record Specialists FID Basic Subject screen provides indicators that 

Clearance data exists 

IAB (ISSB Internal) Function 7 allows users to Delete CVS Events 

ISM (FISD Headquarters) ISM Basic Subject screen provides indicators that 

Clearance data exists 

On-line Linkage-DSS SII Search screen returns Clearance data 

On-line Linkage-JPAS SII Search screen returns Clearance data 

PIPS Mail Read when a request for a PIPS id is made 

Purge CVS data is purged when a Subject is purged. 

SCAT CVS file is used to store PIPS Access information 

Secure Portal Secure Portal is used by agencies to send in their 

clearance data. Secure Portal is used by OPM to 

return the report showing the results of the update 

process. 

Telephone Liaison Telephone Liaison menu supports the 

displaying/adding/modifying of clearance, 

polygraph, and HSPD-12 data. 

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CVS generates the outputs listed below. All reports are written to a data set that is 

downloaded or emailed to the recipient. 

Program ID Title of Output Type Source 

PIP9410S Split CVS Transaction File 

(Produced only if multiple SOIs are 

submitted in a single agency file.) 

Report ADABUCxx 

PIP94100 Agency Input Validation Report ADABUCxx 

PIP94101 Clearance Update Report - Summary Report ADABUCxx 

Clearance Update Report – Errors Report ADABUCxx 

Clearance Update Report – Canceled Report ADABUCxx 

PIP94102 Revalidated Clearances Report Report Submitted by 

PIP3-123 

PIP9410D Revalidated Clearances Report Display Submitted by 

PIP3-123 

PIP94111 Clearance Information for SOI Report Submitted by 

PIP3-123 

PIP9411D Clearance Information for SOI Display Submitted by 

PIP3-123 

PIP94119 Clearance Totals by Authority Report Report ADAWP119 

PIP94125 Clearance Warning/Expiration Report Report ADAMU025 

PIP94126 Clearances Nearing Expiration Report ADAMU025 

PIP94127 Clearances Expired Report ADAMU025vii

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5.2 Electronic Questionnaires for Investigations Processing (eQIP) 

Introduction 

The Office of Personnel Management’s Federal Investigative Service Division (OPMFISD) processed an excess of 2.2 million background investigations and special 

agreement checks in fiscal year 2008. Most of these investigations require that detailed 

personal information be provided to OPM on standardized forms such as the Standard 

Form 86 (SF-86). OPM recognized an opportunity to both improve the efficiency of its 

operations and assist its customers in providing the information required for a 

background investigation. To realize this opportunity, OPM sought assistance from the 

Department of Energy's Work for Other Government Agencies program. DOE tasked the 

Y-12 National Security Complex to provide its information technology expertise to 

develop an automated system to collect and store the information required by OPM for 

background investigations. Y-12 personnel worked closely with OPM and several of 

OPM's key customers to define the Electronic Questionnaire for Sensitive Positions (eQSP) system. During the fall of 2001, the system and project name were changed from 

e-QSP to e-QIP. 

 

By the end of FY2008, e-QIP was used to process over 95 percent of all clearance 

background investigations conducted by OPM, and over 937,000 investigation requests 

governmentwide. 

Contact Information 

OPM is the principal organization which owns e-Clearance, an e-Gov initiative. 

E-QIP, a part of the e-Clearance initiative, is currently in production and the contacts for 

this system are: 

Table 3 e-QIP Contact List 

TYPE OF CONTACT NAME DIVISION/ 

BRANCH 

PHONE EMAIL 

Federal Investigative Services 

Division – Deputy Associate 

Director 

Joy Fairtile OPM/FISD 202-606-1042 Joy.Fairtile@opm.gov

Federal Investigative Services 

Division – Chief, Systems 

Application and Development 

Group 

Jim Shope OPM/FISD 724-794-5612 James.Shope@opm.gov

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Integration Guidance 

OPM publishes several documents to provide agencies with the information needed to 

establish and maintain security clearance information. 

The e-QIP Software Design Description (SDD) documents the design of the Electronic 

Questionnaires for Investigations Processing (e-QIP) – Agency Portal, Version 2.0. The 

SDD provides a high-level view of the software components that comprise the e-QIP 

Agency Portal portion of the e-QIP system. The Agency Portal is a semi-independent 

subsystem of e-QIP that allows Agency/ISP users to process investigation requests and 

allows e-QIP and Agency/ISP administrators to administer organizational hierarchies, run 

reports, collect statistics and track day-to-day operations.viii

The e-QIP Remote Agency Services Client Integration Guide provides system developers 

with information on how to configure and establish connectivity from customer data 

collection systems or clients that can interact with the e-QIP Remote Agency Services 

using web services. A client reference guide in addition to an interface control document 

is available to developers to use as a starting point for their own implementation.ix

OPM publishes an Agency User Manual and a Quick Reference Guide for users, and 

DOD/Navy publishes a handbook for security managers. 

System Touch Points 

E-QIP interfaces with both users and external systems. It provides users with a secure 

website designed to process and store personnel investigative forms. It electronically 

allows applicants to enter, update and release their personal investigative data over a 

secure Internet connection to their sponsoring agency for review, approval and 

submission to investigation provider.x

E-QIP interfaces with a number of systems supporting the overall investigation process. 

These include: 

 Joint Personnel Adjudication System (JPAS): JPAS is the Department of Defense 

(DoD) system that uses the Web to connect security personnel around the world 

with a database managed by DoD Agency Central Adjudication Facilities (CAFs). 

 Personal Investigation Processing System (PIPS): PIPS supports the core 

investigative processes such as the entry of the investigative data and the 

subsequent scheduling, reporting and closing of each investigation processed by 

OPM/FISD. 

 Other Background Investigation Systems: e-QIP supports the delivery of over 

40,000 investigation requests annually to other agencies that have the authority to 

conduct background investigations. Department of State, Federal Bureau of 

Investigation, Department of Homeland Security-Customs and Border Protection 

(DHS-CBP), Central Intelligence Agency, and U. S. Postal Inspection Service all 

have processing systems receiving investigative form data from OPM’s e-QIP 

system. 

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Context Diagrams 

The following diagram, Figure 6, presents the interfaces of JPAS, demonstrating e-QIP’s 

relationship with users, JPAS, and PIPS. 

1

PIPS

JPAS

1

2

3

4

5

6

7 9

e-QIP

Security

Adjudication

8

Figure 6 – "How JPAS and e-QIP are Connected"xi

Figure 7 – General e-QIP Process illustrates OPM’s concept of operations for the 

electronic processing of forms such as the SF-86, SF-85, SF-85P and SF-85P-S. OPM 

can also process SF714 for agencies that have authority to use this form.

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Figure 7 – General e-QIP Process 

System Data Interfaces 

E-QIP published two documents, in addition to the presentations and documents 

referenced above, to further detail the Remote Agency Services provided by e-QIP: 

 E-QIP Remote Agency Services API Specification, covering the technical details 

of e-QIP’s Remote Agency Services such as services, data types, properties, 

exceptions, etc.xii

 E-QIP Remote Agency Services Client Reference Implementation, providing a 

starting point for client implementation to facilitate the process that client system 

developers must follow to successfully connect client systems to the e-QIP 

servicesxiii

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5.3 Employee Express 

Introduction 

The Employee Express (EEX) system is an innovative, automated system that puts 

Federal employees and Foreign Service annuitants in control of their own discretionary 

personal and (employee-derived) payroll data without using paper forms. 

The initial system was implemented in May 1995, with 20 agencies consisting of 147,000 

users. It has since grown to 80 Federal organizations servicing more than 722,000 users 

with a 95 percent user satisfaction rate. The system has gone from providing only six 

features to providing more than 30.xiv

Contact Information 

Employee Express is owned by the EEX consortium, which is managed by an EEX user 

board of 12 Federal agencies. The Technical Services Group (TSG) within the Center for 

Talent Services (CTS) maintains the system as a vendor. 

 

Employee Express is currently in production and the contacts for this system are: 

Table 4 Employee Express Contact List 

TYPE OF CONTACT NAME DIVISION/ 

BRANCH 

PHONE EMAIL 

Manager of Technical 

Services Group in Center 

for Talent Services 

Larry Miller OPM/CTS/TSG 478-744-2051 Larry.Miller@opm.gov 

Point of Contact for 

Technical Services Group in 

Center for Talent Services 

Rhonda Wood OPM/CTS/TSG 478-744-2057 Rhonda.Wood@opm.gov 

Integration Guidance 

The Technical Services Group within OPM publishes both an EEX Program Overview 

and Employee Express File Layouts & Requirements. 

The Program Overview provides background information and an overview of the 

product. The document specifically addresses: 

 An overall description of the program, associated stakeholder groups, users and 

the user environment 

 A product overview summarizing its capabilities/features including payroll 

transactions and document access; technical architecture; system interfaces and 

interconnections; the data update process; participating payroll centers and 

agencies; security category; and compatible web browsers 

 Attachments including the Agency Interconnections and EEX Data Flow 

Diagramxv

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Essentially the EEX File Layouts & Requirements is an Interface Control Document 

(ICD). It describes the data requirements and file layouts for the records of various 

transactions (e.g. Home Address, Direct Deposit, Savings Bond).xvi

System Touch Points 

System Interfaces 

The purpose of the Employee Express system is to provide Federal Government 

employees access to their payroll and benefits information. Using the system, Federal 

employees can change their information bypassing the use of paper forms. The 

Employee Express system serves as the middle layer that facilitates processing of 

payroll/benefit information between agency employees and agency payroll/benefit 

systems. 

1. The payroll systems transfer information to Employee Express on a routine basis. 

The data submitted to EEX is the master copy of the employee’s payroll/benefit 

information. 

2. Employee Express takes the payroll system data received and reformats it and 

loads it into the EEX database. The data is displayed to the employee as their 

current information. 

3. Employees make changes to the current information shown to them via EEX. The 

changes are collected and transferred to the appropriate payroll system on a 

routine basis. 

After the agency processes the change and transfers it to EEX, the employee verifies the 

action has been processed by the agency. 

According to the Employee Express System Overview, the Demilitarized Zone (DMZ) 

contains the Web systems that comprise EEX and is segmented from the Internet by a 

firewall. Communication allowed from the Internet through the firewall into the DMZ is 

limited to only specific ports between known servers. Connections to other agencies are 

made through the firewall and DMZ and are listed in Table 5. 

Table 5 - Agency Interconnectionsxvii

SYSTEM NAME OWNER TYPE OF 

CONNECTION 

CONNECTION 

TOOL 

Denver Data Center Department of Interior 

(DOI) 

TCP/IP (Direct 

Line) Connect Direct 

National Finance 

Center NFC TCP/IP (VPN) Connect Direct 

Combined American 

Payroll Processing 

System (CAPPS) 

Department of State 

(DoS) TCP/IP Connect Direct 

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Foreign Service 

Retirement and 

Disability System 

(FARADS) 

Department of State 

(DoS) TCP/IP Connect Direct 

Comprehensive Human 

Resources Integrated 

System (CHRIS) 

General Services 

Administration (GSA) TCP/IP 

GSA – FTP 

(PGP) 

OPM-Personnel 

actions 

(FTP/PGP) 

Web Service 

Payroll Accounting and 

Reporting (PAR) 

System 

General Services 

Administration (GSA) TCP/IP PGP, HTTPS 

Personnel and 

Accounting Integrated 

Data System (PAID) 

Department of 

Veterans Affairs 

(DVA) 

TCP/IP SFTP 

National Capital Area 

Donor Website – 

Search and Pledge 

OPM/CFC/ Global 

Impact TCP/IP Web Service 

The Work Number TALX Corporation TCP/IP Web Service 

E-Authentication 

Website 

General Services 

Administration (GSA) TCP/IP HTTPS 

Worker’s 

Compensation Website DOL TCP/IP Web Service 

Voluntary Leave 

Transfer Program 

(VLTP) 

General Services 

Administration (GSA) TCP/IP Web Service 

Integrated Enterprise 

Management (IEM) 

National Aeronautics 

and Space 

Administration 

(NASA) 

TCP/IP SFTP 

User Interfaces 

Employee Express is a web-based and phone system for active Federal employees and 

Foreign Service Annuitants to make personnel or payroll changes, and view other 

miscellaneous personnel or payroll-related information. 

The user must enter valid log-on credentials before gaining access to the system. Log-on 

credentials for new employees are automatically generated and mailed once employee 

master information is provided by the payroll provider. 

End users of the system include Federal employees and help desk customer service 

representatives. The Federal employees use the system to make periodic personnel or 

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benefits changes as needed. The help desk customer service representatives assist calling 

customers to use the system correctly and report errors to technical staff for resolution. 

Context Diagrams 

The Employee Express system is designed to be used in conjunction with existing 

agency systems, Shared Service Center systems, and certain governmentwide systems. It 

does not perform all basic personnel and payroll functions. Instead, it allows 

employees to interface with the existing personnel and payroll systems. The 

following diagram, Figure 8, shows the system context and interactions of the Employee 

Express system. 

Figure 8 – Employee Express System Context Diagram 

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System Data Interfaces 

Figure 9 – EEX Data Flow Diagram provides a detailed data flow between the 

components of EEX. 

Figure 9 – EEX Data Flow Diagramxviii

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System Functionality 

The Employee Express System interfaces with payroll systems and allows employees to 

make changes electronically via computer or touchtone telephone, thus avoiding the need 

for paper forms and involvement of human resources personnel. It has the capability to 

track an employee’s electronic transactions indefinitely. When an employee separates 

from an agency, the Employee Express System produces a transcript of FEHB and TSP 

transactions, and automatically sends it to the address specified for each agency. The 

agency needs to file the transcript one time only. Therefore, the human resources offices 

that use the Employee Express System do not need to use resources to print and mail 

documents. 

The system is accessible through a web site or an interactive phone system by using a 

unique user-id and password, which facilitates actions related to: 

 Federal/State tax withholdings 

 Home, check, and TSP mailing address 

 Federal Employee Health Benefits 

 Thrift Savings Plan 

 Earnings and leave statement and online W-2 

 Combined Federal Campaign (with automated pledge reports) 

 Password changes and validation 

 Direct Deposit 

 Savings Bonds 

 Financial and discretionary allotments 

 Disability update 

 Ethnicity and race indicator 

 Emergency contact information 

 Federal benefits statement 

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5.4 Enterprise Human Resources Integration (EHRI) 

Introduction 

EHRI is a collaborative e-Gov initiative designed to transform the way Federal human 

resource information is accessed and the way Federal employees access their personnel 

file information. 

Conducting workforce planning and analysis on a large scale is particularly challenging 

today because personnel data is stored on paper within the Official Personnel Folders 

(OPF), and a subset of that data is stored in multiple legacy systems of varied levels of 

functionality and integration. When fully implemented, EHRI will replace the current 

Official Personnel Folder (OPF) with an electronic employee record for all Executive 

Branch employees, resulting in a comprehensive electronic personnel data repository 

covering the entire life-cycle of Federal employment. 

The major goals of EHRI are to: 

 Provide the capability for comprehensive knowledge management and workforce 

analysis, forecasting, and reporting (to further strategic management of human 

capital) across the Executive Branch 

 Enable expanded electronic exchange of standardized human resources data 

within and across agencies and systems and the attainment of associated benefits 

and cost savings 

 Provide unification and consistency of HR data across the Executive Branch. 

EHRI's e-Gov solution is comprised of three major components supporting these goals: 

1. A central repository for all Executive Branch employee data 

2. An electronic employee record or electronic Official Personnel Folder (eOPF) 

securely accessible to individual Federal employees via EHRI's Portal 

3. A set of analytic tools to support HR and Federal managers in forecasting human 

capital requirements, identifying trends, aggregating HR data across agencies, and 

managing HR knowledge 

Central Repository: The OPM EHRI Program's Data Warehouse is the government's 

premier source for integrated Federal workforce information, providing the central 

repository for all Executive Branch employee data. The system currently collects, 

integrates and publishes data for 1.8 million Executive Branch employees on a bi-weekly 

basis, supporting agency and governmentwide analytics. 

Benefits of the OPM Data Warehouse include: 

 Standardized collection of Federal employee data, reducing the number of data 

calls made to agencies and providers for common employee data 

 Centralized focus on data quality and integration to one system, reducing costs for 

replicating this work in multiple sources 

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 Consistent, timely and secure source for other initiatives requiring integrated 

Federal employee data, such as e-Training 

 Integrated reporting across the Federal workforce in addition to capabilities for 

advanced analysis by agencies and operating unitsxix

As detailed on OPM EHRI Data Warehouse Overview websitexx, components of the 

OPM Data Warehouse include: 

 Standard data interfaces for the collection of human resources (HR), payroll, 

training and military service deposit data 

 Processes that integrate data from these various sources to provide a 

comprehensive view of the Federal employee's career 

 Data-quality reporting framework, including reports available to agencies and 

providers to identify data errors and inconsistencies with Federal regulations 

 Flexible and extensible architecture that allows additional data elements and 

interfaces to be added to the warehouse to support new business processes 

 Core set of standard reports with custom report development capabilities through 

an industry best-practices reporting and analysis tool 

 Workforce planning and analysis and forecasting tools that meet the Federal 

workforce planning requirements 

 Individual employee lookup tool with history across the employee's Federal 

career 

 Secure systems environment that meets Federal data standards and certifications 

Electronic Employee Record or electronic Official Personnel Folder (eOPF): The 

Official Personnel Folder (OPF) is a file containing records that cover a civilian Federal 

employee’s employment history. OPM and the agency HR offices use these documents to 

make decisions about employees’ rights, benefits, and entitlements throughout their 

careers. 

The eOPF is an electronic version of the paper OPF, providing Web-enabled access for 

Federal employees and HR staff to view eOPF documents. Agencies also may provide 

eOPF access to special investigators, helping to speed the investigation process and save 

agency resources. 

National Archives and Records Administration’s (NARA) National Personnel Records 

Center (NPRC) maintains personnel documents that date back to the mid-nineteenth 

century including OPFs for Federal civilian employees. OPM is working with NARA’s 

Modern Records Program group to discuss the impact of implementing eOPFs 

governmentwide and to establish guidance on areas such as disposal, transfer and 

migration. Recently, the Department of Justice issued a Memorandum for OPM General 

Counsel declaring OPM's plan to adopt an electronic record-keeping system should not 

appreciably increase the risk that a personnel record will be deemed inadmissible in a 

particular court case.xxi

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The vision of EHRI involves streamlining and automating the exchange of standardized 

HR data through the implementation of eOPFs across the Federal Government. This 

facilitates the achievement of a large return on investment for multiple Federal 

stakeholders. To support expanded electronic government, a fully implemented EHRI 

solution will: 

 Provide Federal Executive Branch employees with direct access to their 

employment folders online 

 Develop a system for the strategic management of human capital through a 

repository for Federal HR data, standardization of that data, and a suite of 

analytical tools 

 Use an agency partnership model in the development of the EHRI systems; realize 

efficiencies and eliminate stovepipe systems by creating a centralized record and 

hosting environment, eliminating paper folders, and reducing the time for record 

transfer from weeks and months to near real-time 

 Save the Federal Government almost $740 million over a 10-year periodxxii

Analytic Tools: In addition to streamlining personnel management actions through its 

EHRI eOPF, EHRI provides powerful workforce analytic and planning capabilities to 

improve human capital management across the Federal employee base. These easy-touse, strategic tools can be accessed by HR specialists, report writers and executives to 

assess current needs, forecast future requirements, and report on other HR-related issues. 

They include: 

 Business Intelligence (BI) 

 Civilian Forecasting System (CIVFORS) 

 Workforce Analysis Support System (WASS) 

Together, these tools enable a level of strategic human capital planning that has 

previously been quite difficult to achieve. EHRI users can query workforce data from a 

variety of perspectives to determine statistical counts, averages, correlation, etc., and 

conduct workforce planning under a variety of scenarios. Trends can be determined for 

retirements, promotions, reassignments and other significant personnel actions. It 

provides access to a civilian personnel data warehouse containing 35 years of historical 

Federal employee data. 

More information regarding all three EHRI components is detailed on the OPM e-Gov 

EHRI Website.xxiii

Contact Information 

OPM is the principal organization which owns Enterprise Human Resources Integration 

(EHRI), an e-Gov initiative. 

 

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EHRI currently is in production and the contacts for this system, as documented in the 

Guide to Human Resources Reporting Appendix D, are: 

Table 7 EHRI and eOPF Contact List 

TYPE OF 

CONTACT 

NAME DIVISION/ 

BRANCH 

PHONE EMAIL 

EHRI Program 

Director 

Matthew Perry OPM/EHRI 202-606-1416 matthew.perry@opm.gov

eOPF Project 

Manager 

Elizabeth Anne Martin OPM/EHRI 202-606-1553 elizabeth.martin@opm.gov 

Analytic Tools 

Contact 

David Williams OPM/EHRI 202-606-4892 david.williams2@opm.gov 

Table 8 Operational Contact List 

TYPE OF 

CONTACT 

NAME DIVISION/ 

BRANCH 

PHONE EMAIL 

OPM Connect: 

Direct 

Mary Heck OPM/MCFO 202-606-1436 mary.heck@opm.gov

Integration Guidance 

The EHRI Project Management Office (PMO) is experienced not only in eOPF 

operations and execution, but also with cross-over requirements and integration with 

other e-Gov initiatives such as e-Payroll. 

EHRI assigns a project lead to guide each agency through the electronic conversion 

process. All aspects of the conversion are jointly managed through the EHRI PMO and 

the agency. Comprehensive customer support includes: 

 National Business Center hosting 

 Help Desk service 

 Web-based training for HR specialists, eOPF administrators, and employees 

 Comprehensive materials to ensure successful deployment 

 IT and HR user communities to assist with production support 

The EHRI governance structure ensures that its goals and objectives are accomplished 

with the participation and input from key stakeholders through: 

 eOPF Users Group that provides feedback, allows agencies to share experiences 

and advice, and enables the EHRI PMO to gather and catalog lessons learned 

 eOPF Workflow Workgroup that strives to automate HR procedures to improve 

productivity and eliminate errors 

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 Change Management Workgroup that identifies ways to enable users to more 

effectively find and use eOPF implementation resources 

 eOPF Requirements Workgroup that identifies and prioritizes changes to the 

eOPF solution 

 Workforce Analysis Users Group that provides feedback, allows agencies to share 

experiences/lessons learned, and provides advice to develop new and improved 

analytic techniques to utilize in the human capital planning processxxiv

In addition to the direct EHRI PMO support, OPM also publishes several documents 

including the Guide to Human Resources Reporting (GHRR) and the OPM e-Gov EHRI 

website. Federal agencies rely on the GHRR document to prepare HR, payroll and 

training data files. Agencies are responsible for regularly submitting the data files to 

OPM, and OPM loads the data into its EHRI data repository. Other documents include 

the eOPF Lessons Learned, eOPF Operational Guidance, eOPF Tips and Tricks, and the 

eOPF User Guide. 

The lessons learned are derived from the experiences accumulated by the EHRI Project 

Management Office (PMO) and the agencies that have participated in an assessment, 

conversion or deployment effort of the eOPF application. These lessons learned are 

meant to provide agencies that are considering, or are in the midst of, an eOPF 

deployment effort with the information needed to anticipate and prepare for situations 

that may arise while deploying eOPF. The eOPF lessons learned document is updated on 

a regular basis as new lessons learned are identified.xxv

Chapters 2 thru 7, and appendices A thru D of the GHRR document, provide quick-read 

information on the file structure for the data files and clear instructions for transferring 

those files to OPM. Essentially, this guide is an Interface Control Document (ICD), 

specifying the HR, payroll, training, and military service data requirements and 

documenting how to correct data exceptions (i.e., errors).xxvi

The OPM e-Gov EHRI website contains Frequently Asked Questions from HR 

specialists and the IT community, EHRI contacts, a master forms list, and other 

information relevant to the EHRI program.xxvii

System Touch Points 

System Interfaces 

As seen in the EHRI system context diagram (Figure 10 – EHRI System Context 

Diagram) the EHRI interacts with the following systems: 

 Agency personnel and payroll systems 

 OPM operational systems 

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The eOPF is a component of EHRI, providing access to the electronic version of the OPF 

to Federal employees and HR Staff. 

Interfaces with Agency Personnel and Payroll System(s) 

The agency personnel/payroll system is responsible for supporting agency HR functions, 

such as maintaining historical data of current employees, creating and managing 

personnel actions, and disbursing pay. The interfaces between the EHRI and agency 

personnel/payroll systems support the following interactions: 

 Provide Personnel and Payroll Data Updates to the EHRI — The agency 

personnel/payroll system provides updates of personnel and payroll data to the 

EHRI in recurring data extracts, so that the EHRI accurately reflects employee 

data, current as of the last pay cycle. 

 Provide Data for Transfer and EHRI Data to Gaining Agency — The EHRI 

provides the necessary Data for Transfer and EHRI data to the gaining agency 

personnel and payroll system(s), in support of employee transfers between and 

within agencies. “Data for Transfer” are personnel and payroll data elements 

required to start processing of a transfer at the gaining agency. This concept is 

discussed in detail in Deliverable 1.3.1, Catalog of Data Required in the Human 

Resources Data Network (HRDN). 

 Provide Post-Separation Actions From Previous to Current Agency — The EHRI 

provides post-transfer updates, made by the previous agency to personnel data 

(e.g., awards) and payroll data (e.g., leave balance adjustments), to the current 

agency. 

Interfaces with OPM Operational Systems 

The RetireEZ initiative is comprised of a collection of systems that support the 

provisioning of retirement benefits to Federal employees. In addition, several end-user 

groups (e.g., OPM, OMB, the general public) use specialized reporting systems (e.g., 

Central Personnel Data File (CPDF), FedScope) to satisfy their analytical reporting 

needs. As shown in the EHRI system context diagram (Figure 10 – EHRI System 

Context Diagram), interfaces between the EHRI and the OPM operational systems 

support the following interaction: 

 Provide Personnel/Payroll Data Updates—The EHRI sends updates of personnel 

and payroll data to OPM operational systems in recurring data extracts based on 

payroll cycles, so that these systems accurately reflect employee data current as of 

the last pay cycle. This information is available to authorized OPM users with 

access to RSM or appropriate specialized reporting systems. 

User Interfaces 

As shown in the EHRI system context diagram (Figure 10 – EHRI System Context 

Diagram), end users interact with the EHRI via web-enabled applications that enable the 

viewing of EHRI employee data and provide analytical reporting capabilities. 

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Following are the web-enabled interactions between employees, agency staff, agency 

third parties, non-agency third parties and internal EHRI users and the EHRI: 

 Provide View of Agency Employee Data Maintained at the EHRI—The EHRI 

provides personnel specialists with the ability to view, through a web-enabled 

application, personnel data maintained at the EHRI for their employees. Personnel 

specialists are able to monitor the quality of the personnel data maintained at the 

EHRI. If errors are found, corrections are made in the agency’s systems, which 

will, in turn, propagate the corrections to the EHRI through the recurring data 

extracts. 

 Provide View of Agency Employee EHRI Data—The EHRI provides agency 

managers with the ability to view, through a web-enabled application, appropriate 

(i.e., consistent with governmentwide security and privacy standards) EHRI data 

elements for agency employees for which they are responsible. 

 Provide View of Employee’s Own EHRI Record—The EHRI provides agency 

employees with the ability to view, through a web-enabled application, their own 

EHRI record. Agency employees are able to monitor the quality of their own 

EHRI data. 

 Provide Aggregate Data and Analytical Reporting Capabilities—The EHRI 

provides users of aggregate data and analytics with the ability to access, through a 

web-enabled application, analytical reporting functionality and data appropriate to 

the corresponding user group. 

EHRI Functions 

As shown in the EHRI system context diagram (Figure 10 – EHRI System Context 

Diagram), the EHRI supports the following major functions (system scope): 

 Receive and Process Personnel/Payroll Extract -- The system has the ability to 

receive and process personnel/payroll data extracts sent by the agencies at the end 

of every payroll processing cycle. Processing data extracts entails reconciling, 

validating, and standardizing the extracts, and applying the corresponding updates 

to the EHRI repository. 

 Maintain EHRI Record for Separated Employees -- The system has the ability to 

maintain the EHRI record for separated employees. This entails storing an 

employee’s final data, providing authorized users (including former employees) 

access to it, facilitating appropriate data updates and retroactive 

additions/corrections to the record, and enabling authorized users to “reclaim” the 

record if the ex-employee is hired again by a Federal agency. 

 Provide Data for Transfer and EHRI Data to Agencies -- The system provides 

authorized agency users and systems Data for Transfer and EHRI data in the 

event of a transfer. In conjunction with this process, the EHRI will have the 

ability to transfer custodianship of employee records from a losing agency to a 

gaining agency based upon pre-defined business rules. 

 Provide Data to OPM Systems -- The system has the ability to compile employeelevel data extracts and provide them to OPM systems on a recurring basis. 

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 Support Reporting and Analytics -- The system provides governmentwide webbased tools to allow authorized users to view and print standard reports; create, 

view and print ad-hoc reports; perform analytical processing; and export data 

from standard and ad-hoc reports into external analytical environments. Agency, 

OPM, and third-party users will access these data and capabilities in a manner 

consistent with their user access rights. 

 Support Viewing of EHRI Employee Data -- The system provides 

governmentwide web-based tools to allow authorized users to view employeelevel data elements maintained in the EHRI in a manner consistent with their user 

access rights. 

 System Administration -- The system provides the ability for authorized users to 

perform activities necessary for system administration. 

 Data Administration -- The system provides the ability for data administrators to 

perform activities necessary for data administration. Integration/Conversion 

Toolkits -- The EHRI provides tools (e.g., standard interface components) to 

facilitate the integration of agency personnel and payroll systems (e.g., Oracle, 

PeopleSoft) with the EHRI.xxviii

eOPF Functions 

The eOPFs are stored electronically in a secure central repository, with role-based 

security for access to the records. The eOPF incorporates a comprehensive audit trail for 

all user activity. Agencies’ HR and payroll systems provide an automated interface with 

eOPF, and agencies can use the automated business processes to support HR review and 

approval efforts without paper. Since the eOPF includes the ability to simultaneously 

view documents from different sites, it enables the employee and HR specialist to access 

the records at the same time. The eOPF frees HR resources from filing and pulling paper 

files to focus on more strategic value added services. 

Documents are stored in the PDF format and can be saved and printed. The eOPF is not a 

vehicle through which documents can be modified. (Information found on SF-50/52s, 

benefits documents, etc. can be modified/corrected through agency HR systems, 

Employee Benefits Information Systems, etc.)xxix

All eOPFs are organized and stored in accordance with the Guide to Personnel 

Recordkeeping (GPR). The Guide is available for viewing at 

www.opm.gov/feddata/persdoc.asp. The eOPF provides a standard electronic solution to 

replace the paper storage of the OPF, eliminating the need for agencies to file, copy, fax, 

and mail personnel file documents. Documents filed in the eOPF include: 

 Resume or application for Federal Employment 

 Personnel Action Forms (SF-50) 

 Military Service Certification (DD-214) 

 Health Benefits Form (SF-2809) 

 Retirement Beneficiary Form (SF-3102) 

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 Life Insurance Forms 

 Thrift Savings Plan (TSP) Formsxxx

The eOPF electronic records are regularly backed-up, and the eOPF provides disaster 

recovery in any type of continuation of operation situation. 

 

Context Diagrams 

This section presents and describes several EHRI diagrams: 

 System Context Diagram – represents the interactions of EHRI with external 

systems and users 

 General Vision – places EHRI at the intersection of Shared Service Centers, eGov Systems, and OPM Applications and describes the data exchanges 

 E-Gov and HR Lifecycle – sets EHRI in the context of the HR Life cycle and 

describes data exchanges with other e-Gov initiatives 

System Context Diagram: The following diagram (Figure 10) is the EHRI System 

Context Diagram detailing all the interactions between EHRI and external systems and 

users. This diagram describes the system’s scope by documenting the interactions 

between EHRI and external parties (e.g., external systems, end users). 

Figure 10 – EHRI System Context Diagramxxxi

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General Vision: The following figure (Figure 11 – EHRI General Vision) provides an 

overview of the EHRI Vision showing the general data flows between EHRI and the 

Shared Service Centers, other e-Gov systems, and OPM applications. 

S ha red S e rvic e C en te r

A pp lica tio ns

A ge ncy 

Manag ement

A gency 

E m p lo ye e s

A n n u it a n ts/

B e n e fic ia rie s

OPM

A p pl ic a ti on s

EHRI

S t ra t e g ic H R P o lic y

H u m a n C a p i ta l L e a d e r sh i p &

M e rit S y ste m s A cc o u n ta b i lity

H R P r o d u ct s &

S e rv ic e s

A genc y H R

In v e st ig a ti ve

S e rv ic e s

E -A u th

E-Government

Systems

NARA

H S PD 12

R SM

S e r v ic e O r ie n t e d A r c h i te c tu re ( S O A )

HR, Pay,

Tra ni

Transactions

Of ficial 

Employee 

Record

Official 

Employee 

Record Un iq u e E m plo ye e ID

O ff ic ia l

E m p lo y e e

R e c or d

S e pa rati o n &

R e ti re m e n t Da t a

Integrated 

& Cleansed 

Data

H RLoB EA

OPM EA

SOA

Integrated &

Cleansed Data

 

Figure 11 – EHRI General Vision 

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EHRI and the HR Lifecycle: The following diagram (Figure 12) shows the relationship 

between EHRI and other e-Gov initiatives in the context of the HR lifecycle. 

Figure 12 – EHRI and the HR Lifecycle

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System Data Interfaces

The EHRI Application Architecture Overview provides detailed interactions between 

EHRI and other external systems and users are shown in Figure 13. 

Figure 13 – EHRI Application Architecture View 

DATA INTERFACE DESCRIPTION 

Personnel/Payroll Data 

Extract Interface 

Supports the receipt of the agency personnel/payroll extract; the 

application validates incoming data, standardizes the data, and 

loads it into the EHRI Data Repository 

Personnel/Payroll Data 

Export Interface 

Provides agencies with the ability to export data from the EHRI 

into an agency system, in support of transfers and re-hires 

EHRI Employee-Level 

Data View 

Provides authorized users with the ability to view the EHRI 

record of a particular employee, in a manner consistent with user 

access rights 

Analytical Extract 

Processing 

Updates the analytical data-mart(s) periodically with aggregate 

data to support multidimensional processing 

Interactive Analytical 

Processing 

Supports online analytical processing to support 

multidimensional data analysis 

OPM Systems Data Supplies OPM systems with the data they require to carry out 

(Optional access – 

Agencies can

disable access)

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Interface their functions 

Agency EHRI 

Administration 

Supports the EHRI system administration and maintenance tasks 

from the perspective of the agencies, including user maintenance 

and exception handling 

EHRI Administration 

Supports the EHRI system administration and maintenance tasks 

from the perspective of EHRI operators, including user 

maintenance and exception handling 

Data Administration Support EHRI data administration and maintenance tasks such as 

data quality managementxxxii

EHRI also publishes a set of interface control files and data warehouse specifications 

detailing. The interface control files are published in the Guide to Human Resources 

Reporting FINAL v4.0 which contains the data specifications for the Guide to Human 

Resources Reporting. In addition to the complete, official GHRR document that contains 

additional details about data submission requirements, a spreadsheet is published 

highlighting the data elements that are being requested for each of the file types. 

Each chapter and/or interface is broken out on a separate tab of this spreadsheet.xxxiii The 

data warehouse specifications detail the data elements and their relationships for training, 

personnel actions, payroll and employee history data.xxxiv

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5.5 GoLearn 

Introduction 

GoLearn is responsible for deploying eLearning and Training Administration 

infrastructure across the Federal Government. The core system GoLearn deploys, 

Learning Management Systems (LMS), allow agencies to manage, track, deliver and 

report training events and compliance for their staff. 

GoLearn has expanded its offerings to provide other human capital systems that integrate 

with the LMS. Some examples are the LMS integration with Competency Management 

Systems, Performance Management Systems, content databases, financial systems and 

HR systems. This has become a critical component in the enterprise, allowing agencies to 

better manage their human capital. 

GoLearn’s Mission is to be a catalyst for transforming the way government manages 

human capital. By effectively and efficiently implementing solutions that align workforce 

development with organizational goals, GoLearn customers achieve improved mission 

attainment. 

The GoLearn program is housed under the Human Resource Product and Services 

(HRPS) organization at OPM and reports to the Associate Director. GoLearn is a Federal 

Program that acts as a liaison between government agencies and the 50-plus vendors 

under contract. GoLearn coordinates and executes the planning, purchasing, 

implementation and maintenance of solutions that aid in the development of 

government's human capital. 

The GoLearn program will continue to provide a method for government agencies to 

obtain e-learning and LMS services in a standardized manner that will support the overall 

EHRI and human capital objectives of OPM. It provides comprehensive human capital 

solutions to assist agencies with each phase of the Human Resource Development 

Lifecycle. The program focuses on helping agencies plan strategically for systematic and 

continuous workforce development. These solutions include: 

 Planning and Strategy Development Services: 

- GoLearn assists government agencies with developing detailed 

requirements, constructing implementation strategies, milestones, and 

other related planning documents. 

- GoLearn coordinates the development and communication of an 

organization's human capital business case, estimates of cost, analysis and 

impacts on strategic alignment, as well as change management consulting 

services. 

 IT Security Services: 

- The GoLearn Program employs IT Security staff to ensure clients are 

compliant with NIST, FISMA and other mandated requirements. 

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 Project Management Professional Services: 

- GoLearn provides experienced project-management services to ensure 

oversight and application of best-practices, lessons-learned and 

compliance validation for all implementations

- Over the past eight years, GoLearn Project Managers have implemented 

some of the largest HCM systems in the Federal Government

 Acquisition Support Services: 

- GoLearn provides Contracting Officer, Contracting Officer Representative 

(COR), and acquisition support 

- Conducts task order competitions and executes contract awards 

- GoLearn financial specialists manage all pre- and post-award processes 

Government Partnerships 

GoLearn bridges the gap between traditional human resource (HR) and information 

technology (IT) functions to provide cost-effective, standardized, and interoperable 

solutions. With core functionality, GoLearn assists customers to strategically manage the 

complexities of human capital. 

GoLearn's partnerships extend across all levels of Federal, state and local Governments. 

Small agencies, as well as enterprise departments, benefit by leveraging GoLearn's 

experience and cost-effective solutions. By providing tailored products and services to 

serve the unique needs of every customer, GoLearn supports the individual needs of 

organizations, while serving cross governmental goals.xxxv

GoLearn's expertise is embedded in its partnerships with: 

 14 of the 15 Cabinet-level departments 

 23 of the 26 OMB Scorecard agencies 

 18 of the 21 large independent agencies 

GoLearn Offerings & Vendor Partners 

GoLearn's expansive Indefinite Delivery Indefinite Quantity (IDIQ) contract provides 

customers access to 50 of the learning and technology industries' leaders. GoLearn's 

expertise allows customers to save time and resources. Leveraging GoLearn's services 

makes it easy for clients to focus on mission critical issues. 

Contact Information 

OPM is the principal organization which owns e-Training, an e-Gov initiative. 

GoLearn, a part of the e-Training initiative, is currently in production and the contacts for 

this system are: 

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Table 9 GoLearn Contact List 

TYPE OF CONTACT NAME DIVISION/ 

BRANCH 

PHONE EMAIL 

Program Director, GoLearn Will Peratino OPM 202-418-3033 william.peratino@opm.gov

Deputy Director, GoLearn Fred Frederick OPM 202-606-2433 fred.frederick@opm.gov

IT Security Compliance 

Officer, GoLearn 

Shawnetta Davis OPM 202-606-8227 GoLearnSecurity@opm.gov

Integration Guidance 

OPM publishes a document around System Interconnection/Information Sharing for 

GoLearn that describes how third-party applications can interact with the LMS. The 

document lists the different types of interconnection and for each, describes the purpose, 

security controls, and interconnection details. These details include a Data Flow 

describing the high-level tasks conducted around the interface between agency and 

vendor. 

System Touch Points 

Third-party applications can interact with the LMS in one of four ways. Each third-party 

component will fall into one of these four categories: 

 2: Hosted – NOT Integrated

Applications are installed on vendor resources; 

the third party application and LMS communicate 

via TCP/IP communications (e.g. FTP, SFTP, and 

SMTP); protocols found in Layers 1, 2, 3, 4 of the 

OSI model will be used in this implementation

 4: NOT Hosted- NOT Integrated.

Applications are not hosted on vendor resources 

and do not share data with the LMS; there is no 

data exchange between the two applications 

 3: NOT Hosted – Integrated

Applications are NOT installed on vendor 

resources; the applications communicate via the 

Internet using automated TCP/IP protocols to 

communicate (e.g. FTP, SFTP, and SMTP); 

protocols found in Layers 1, 2, 3, 4 of the OSI 

model will be used in this implementation 

 1: Hosted – Integrated

Applications are installed on vendor resources; 

the third party application and LMS communicate 

and transfer data via protocols found in Layers 5, 

6, 7 of the OSI model 

Figure 14 – GoLearn Interconnections 

Connection 1: Agency Data Import to LMS Database 

The LMS uses an import process to obtain Federal HR data. This data is used as input to 

the LMS database. 

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Connection 2: EHRI Export 

The Enterprise Human Resources Integration (EHRI) interconnection exports training 

data to OPM for forwarding to the Office of Management and Budget (OMB) as 

mandated by the e-Training Initiative. xxxvi

Context Diagrams 

The following diagram presents the connections of GoLearn to EHRI and the agency 

systems. 

 

Figure 15 – GoLearn System Context Diagram 

System Data Interfaces 

The systems involved in the GoLearn program both produce and consume information 

about the individual learners using the system. 

GoLearn collects data elements from the individual learners or users of the system. These 

elements include: unique student identifier, social security number, date of birth, salary, 

gender, race, last update of student record and last update of user ID. Federal client data 

also is collected by GoLearn via agency systems. 

This collected information will be used with GoLearn for a number of applications such 

as individual learning plans, training and development. Employee training data will be 

transmitted monthly to OPM’s EHRI system for reporting to OMB. Information collected 

through the GoLearn program also is being used to support e-Learning solutions designed 

to enhance the capacity of the Federal workforce. Individual learners use information in 

the system to better align their competencies with the jobs they are assigned to perform or 

the career paths they choose to pursue. Administrators use information in the system to 

assure the right individuals receive the training they need to achieve the highest levels of 

performance.xxxvii

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5.6 USAJOBS®

Introduction 

USAJOBS® is the United States Government’s official system and program for Federal 

jobs and employment information. The USAJOBS® system delivers the service by which 

Federal agencies meet their legal obligation (5 USC 3327 and 5 USC 3330) to provide 

public notice of Federal employment opportunities to Federal employees and American 

citizens. The technology and program operations offer Federal agencies and job seekers a 

modern platform to support online recruitment and job application. 

The USAJOBS® application is a state of the art job-search and online application tool that 

provides the following services to job seekers: 

 Resume Building and Storage of Job Searches 

 Email Search Agent Notification 

 On-Line Application 

 Application Status Tracking 

The application also provides the following service to Federal Agencies: 

 Job Posting and Editing 

 Applicant Screening tools 

 Applicant Management 

 Resume Mining 

 Integration with Agency Assessment/Management Tools 

 Agency Search Integrationxxxviii

The goals of Recruitment One-Stop are to: 

 Provide state-of-the-art on-line recruitment services to job seekers 

 Serve as a single application point to streamline the Federal employment 

application process 

 Enhance the government’s position as a competitor for top talent 

 Improve the effectiveness of the Federal Government’s recruiters 

To accomplish these goals, the Recruitment One-Stop system will act as a portal for 

posting job announcements and collecting job applications.xxxix

Contact Information 

OPM is the managing partner for the USAJOBS® program. The system implements the 

goals of the Recruitment One Stop e-Gov initiative. 

USAJOBS® is currently in production and the contacts for this system are: 

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NAME POSITION PHONE EMAIL 

Kimberlyn Bauhs Program Director 202-606-1386 kim.bauhs@opm.gov 

Charles C. Conyers Integration Lead for USAJOBS® 202-606-0125 charles.conyers@opm.gov

Integration Guidance 

USAJOBS® has set goals for integration with the Executive Branch competitive-service 

agencies. The goals are to meet the following integration requirements: 

 Use USAJOBS® Job Announcement template (100 percent of agencies have met 

this standard) 

 Standard Job Search with USAJOBS® as the source (Agency Specific pages are 

built – 100 percent agencies met this standard) 

 Resume Mining – Feature available 100 percent agencies have access to this 

feature (selected access controlled by the Program Office) 

 Use the USAJOBS® Resume and Resume Builder and the Online Application 

Process (limited success dependant on assessment system) 

 Application History – Provide online status of applications through USAJOBS® - 

(Less than 50 percent of agencies use this feature) 

 

Standards for integration were agreed upon by the agencies and are tracked and reported 

via the Performance & Accountability Reports (PAR) and in OPM strategic goals. Other 

agencies (not under Title 5) elect which services they will avail themselves based on 

agency needs. 

 

Additional and more detailed information is accessible at: 

schemas.monster.com/Current/Extensions/RecruitmentOneStop/ 

 

USAJOBS® provides the following services to supported agencies. 

 Integration specifications, which detail the approach used to integrate the new 

USAJOBS® system with existing agency staffing automation systems 

 Test environment 

 Current release calendar 

 Technical assistance 

 Active ListServe for questions, discussions, notifications 

 Baseline connectivity standards: OPM is the managing partner for USAJOBS®, 

the system that implements goals of the Recruitment One Stop e-Gov initiative.xl

The Recruitment One-Stop Agency Integration Specification provides detailed 

information necessary for agencies to integrate with Recruitment One-Stop, including: 

touch points, software architecture, overall pre-integration steps, etcxli

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System Touch Points 

External Systems 

The Recruitment One-Stop system integrates with agency staffing automation systems. 

The general approach taken when determining how to integrate each agency into the 

Recruitment One-Stop system first requires that the agency’s staffing process is 

categorized. There are two main classifications: the first is an agency that uses an 

automated system (i.e. USA Staffing® ,Hiring Management, Stars, Taleo, Resumix, Avue, 

etc.); the second is an agency that uses a manual process. 

Agencies that have no automated system will be trained on how to use the USAJOBS®

Employer Services application (Web-Based). Agencies using the Web portal require no 

additional resources and are immediately integrated. 

Agencies that have automated systems will use the information contained in this 

document to integrate with Recruitment One-Stop. 

User Interfaces 

End users will interact with USAJOBS® via web-enabled applications to support online 

posting, recruitment and job application. 

Following are the web-enabled interactions between employees, agency staff, agency 

third parties and non-agency third parties, and USAJOBS®: 

 Create user accounts and resumes that can be used to apply for Federal 

employment 

 Provide access for Federal employees (agency HR specialists) and selected 

contractors to allow them to access the system via a portal that requires password 

protected access to post and manage job vacancies, create supplemental 

questionnaires and source candidates for employment consideration on the system 

 Provide access for Government program office staff and contractor system 

administrators and customer support staff to the system to maintain the system 

and provide services related to user support, automation, data retrieval, system 

design and enhancementsxlii

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Context Diagrams 

OPM publishes a diagram shown in Figure 25, detailing the information flow over the 

USAJOBS® Business Gateway (BGW) between USAJOBS® and the Agency Assessment 

Systems. 

USAJOBS®

Gateway Boundary

USAJOBS®

Hiring 

Management

CHART E-Recruit 

Employment

Staffing 

Solution 

 Neo-Gov 

USA Staffing AVUE

•

•

•

•

•

•

Account creation and 

management

Job Posting, Editing

Resume Creation /Storage

Job Seeker document Storage

Application Status Updates

Usage tutorials

Federal Employment Information

•

Information Flow

SWIFT STARS Resumix

Agency Assessment Systems

 

Figure 16 – USAJOBS® Gateway Boundary

System Data Interfaces 

The Recruitment One-Stop system integrates with agency staffing automation systems 

around standard workflows. 

The following diagram depicts the Closed-loop Application Process. In order for an 

applicant to apply for a job through USAJOBS®, that applicant must create a member 

account in USAJOBS®. After the member account is created, the applicant will be able 

to check the status of their application on-line 24 hours a day through the USAJOBS®

website. 

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Applicant Log-in 

Agency Assessment System

Application Status Feedback 

Agency On-Boarding Systems 

End To End Hiring Initiative 

Figure 17 – Closed-loop Application Process 

OPM has established standardized text for the agency integration options: 

A. USAJOBS® Search Engine - Customized search within branded agency site 

leveraging USAJOBS®. ROS can provide an agency-specific look and feel, 

and some variations in functionality. We encourage agencies to shut down any 

resume builders they currently have. ROS also can provide custom resume 

presentation formats for an agency. 

B. Job Posting Integration 

B1. Job Upload - Load a job to USAJOBS® from agency system using 

the JobAnnouncement XML format. 

B2. Job Download - Load a job into agency system from USAJOBS® 

C. Initial Application Integration - Apply Online integration to agency system. 

C1. Resume Integration – Accepting USAJOBS® resume as part of the 

online application process. 

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C2. Document Integration – Accepting USAJOBS® resume and 

applicant document attachments as part of the online application 

process. 

D. Applicant Status Update - Update jobseeker's application status from agency 

system to USAJOBS®

E. USAJOBS® Master Reference Data - Agency leverages master tables for 

Occupation codes, CPDF Codes, Location Codes, and any other standardized 

tables eliminating their need to maintain these tables 

F. (Optional) Migrating existing resume data from agency staffing automation 

systems to Recruitment One-Stop.xliii 

Information is collected as required to allow applicants to create user accounts and 

resumes that can be used to apply for Federal employment. Information includes names, 

address, social security number, telephone number, email address, citizenship, Federal 

employment status, veterans preference, education, work experience, salary history, 

personal and professional references, and additional job related training. 

Information also is required of Federal employees (agency HR specialists) and selected 

contractors to allow them access to the system via a portal that requires password 

protected access to post and manage job vacancies, create supplemental questionnaires 

and source candidates for employment consideration on the system. Information required 

of HR specialists is used to validate their need for access and identity. Information 

includes name, agency name, email address, telephone number, supervisor name and 

email address, and supervisor’s telephone number. 

Other categories of information include Government program office staff and contractor 

system administrators and customer support staff that require access to the system to 

maintain the system and provide services related to user support, automation, data 

retrieval, system design and enhancements. Detailed information and background checks 

are required.xliv

6 Conclusion 

The Human Resources Line of Business (HR LOB) program has established an HR 

service delivery strategy that involves consolidation of information technology systems 

and services and some optional administratively intense business processes at designated 

HR Shared Service Centers. Core HRIT functionality is being consolidated at these 

SSCs to standardize and improve service delivery, refocus HR personnel to missionoriented tasks and activities, and optimize cost savings and efficiencies. SSCs will employ 

a common, reusable “plug and play” architecture to achieve this result. Additionally, 

OPM’s e-Gov initiatives are consolidating key applications that provide support to various 

aspects of the HR process life cycle. Consolidation of administrative services at the 

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agency or SSC level, as well as consolidation of key HR applications and technology, is a 

positive move toward standardization, economies of scale and responsible government 

spending. 

The HR LOB Enterprise Architecture is frequently cited as one of the best in government 

today. However, it has not been used as an architectural basis for these systems. Indeed, 

the integration problems that HR application systems face today stem from the fact that 

until recently there was no expectation that application systems should be architecturally 

based or meet basic requirements of interoperability. 

Any application consolidation effort without proper integration may improve the 

application performance but will not provide optimal results and full business benefits. 

The fundamental purpose of the end-to-end integration, the central focus of this initiative, 

is to create a heterogeneous environment that behaves as one system. This report is the 

first step toward that end. 

End-to-end integration utilizes a set of reusable practices, tools and services that can be 

employed in different ways to address specific integration requirements. In today’s 

business environment, end-to-end integration should be addressed as a complex business 

problem, not just a technology and infrastructure problem. A comprehensive end-to-end 

integration solution should address all dimensions of integration in a holistic way. It 

should accommodate: 

 Core integration requirements, such as data transformation and routing, business 

process management, and service component reusability 

 An integrated development environment 

 Critical supporting platform services such as deployment and management tools 

 Adapters and connectors 

 Support for important emerging technologies such as XML Web services 

A thorough analysis of the current OPM HR applications and data interfaces should 

continue to be performed to determine end-to-end integration requirements for the HR 

LOB. The way towards comprehensive end-to-end integration includes the following 

steps: 

1. Compile Integration Requirements. The Integration Support Project has moved us 

through part of the first phase – the Discovery Phase – of the integration methodology. 

The next main activity of the Discovery Phase is to determine integration requirements 

that specify how to: 

 Leverage current investments and approach around end-to-end integration 

 Minimize (eliminate) development of any new "point to point" interfaces 

 Streamline and minimize number of interfaces 

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- Critical interfaces for key business functionality or consistent with HR 

LOB strategic initiatives utilizing Industry standards where possible (for 

example: XML standards) 

 Leverage common generic extracts where possible to capitalize on common data 

requirements across multiple target/interfacing systems 

This activity includes analysis of current HR LOB requirements documents, identifying 

end-to-end integration requirements, and defining them in terms of their scope, 

complexity and quality. 

2. Document Guidelines and Standards. This ISP report provides the current landscape 

of end-to-end integration in the HR LOB environments. At present, there are no 

established guidelines and standards for integration and interoperability. Without 

established guidelines and standards, any solution designed for integration and 

interoperability will tend to become another “island” of automation. 

A GAO publication that reports on OPM’s e-Gov initiatives and their implementation 

challenges states, “Developing a common set of standards that are agreed to and used by 

all project partners is a key factor for integrating disparate, non-interoperable systems and 

services. Ensuring that processes are in place by which partners can select and agree 

upon standards and that all partners are adopting them are key factors in successfully 

establishing standards.” 1

2

An integration and interoperability guidelines document will serve as a “building 

construction code manual” for developing end-to-end integrated solution. This document 

will consist of integration and interoperability framework, principles, constraints, and 

assumptions, standards, and best practices for designing end-to-end integration solution. 

3. Define a Conceptual Solution Architecture. In addition to developing integration 

requirements, it is essential that conceptual solution architecture for the HR LOB end-toend integration be developed prior to designing and developing the integration solution. 

The conceptual solution architecture will identify key constructs for integration 

(including significant architectural elements such as components and relationships among 

them) and architectural mechanisms that are designed to address cross-cutting concerns. 

By focusing on key constructs and abstractions rather than a proliferation of technical 

details, the conceptual solution architecture provides a useful vehicle for communicating 

the architecture to the HR LOB executive management, stakeholders, and other users. It 

will also serve as the starting point for a logical architecture that elaborates the 

component specifications and architectural mechanisms of the conceptual solution 

architecture to make the architecture precise and actionable. 

 

2

 ELECTRONIC GOVERNMENT: Progress and Challenges in Implementing the Office of Personnel 

Management’s Initiatives, Government Accountability Office, September 23, 2003 

February 20, 2009 65
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Appendix A – Abbreviations and Acronyms 

ANSI American National Standards Institute 

API Application Program Interface 

ASCII American Standard Code for Information Interchange 

ASP Active Server Pages 

BPEL Business Process Execution Language 

BRM Business Reference Model 

CGI Common Gateway Interface 

CGM Computer Graphics Metafile 

CONOPS Concept of Operations 

COTS Commercial off the shelf 

CVS Clearance Verification System 

DFAS Defense Finance and Accounting Service 

DNS Domain Name System 

DoD Department of Defense 

DOM Document Object Model 

DRM Data Reference Model 

DTD Document Type Definition 

eOPF Electronic Offical Personnel Folder 

E-QIP Electronic Questionnaires for Investigations Processing 

EA Enterprise Architecture 

EDI Electronic Data Interchange 

EJB Enterprise Java Beans 

EHRI Enterprise Human Resources Integration 

EOD Entry on Duty 

ESB Enterprise Service Bus 

FBI Federal Bureau of Investigation 

FEA Federal Enterprise Architecture 

FEAF Federal Enterprise Architecture Framework 

FEHB Federal Employees Health Benefits 

FIPS Federal Information Processing Standards 

FISD Federal Investigative Services Division 

FISMA Federal Information Security Management Act of 2002 

FTP File Transfer Protocol 

FTS Fingerprint Transaction System

GIF Graphical Interface Format 

GSA General Services Administration 

GUI Graphical User Interface 

HCM Human Capital Management 

HFC Heartland Finance Center 

HHS Department of Health and Human Services 

HR LOB HR Line of Business 

HSPD-12 Homeland Security Presidential Directive 

HTML Hypertext Markup Language 

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HTTP Hypertext Transfer Protocol 

IM Instant Messaging 

IP Internet Protocol 

ISO International Organization for Standardization 

ISP Integration Support Project 

IT Information Technology 

J2EE Java 2 Platform Enterprise Edition 

JBI Java Business Integration 

JDBC JavaTM Database Connectivity 

JPAS Joint Personnel Adjudication System 

LAN Local Area Network 

LDAP Lightweight Directory Access Protocol 

LMS Learning Management System 

MAESC Multi-Agency Executive Strategy Committee 

NBC National Business Center 

NFC National Finance Center 

NIST National Institute of Standards and Technology 

ODA Open Document Architecture 

ODBC Open Database Connectivity 

OLAP Online Analytical Processing 

OLB Object Language Binding 

OMG Object Management Group 

OMT Object Modeling Techniques 

OPF Official Personnel Folder 

OPIS OPM PIPS Imaging System 

OPM Office of Personnel Management 

OSE Open Systems Environment 

OSF Open Software Foundation 

OSI Open Systems Interconnection 

PAR Performance & Accountability Reports 

PDF Portable Document Format 

PIN Personal Identification Number 

PIPS Personnel Investigations Processing System

PKI Public Key Infrastructure 

PRM Performance Reference Model 

PSTN Public Switched Telephone Network 

RDF Resource Description Framework 

RPC Remote Procedure Call 

RTF Rich Text Format 

SCM Service Component Model 

SII Security/Suitability Investigations Index 

SOA Service Oriented Architecture 

SOAP Simple Object Access Protocol 

SP Standards Profile 

SQL Structured Query Language 

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SRM Service Reference Model 

SSC Shared Service Center 

SSL Secure Sockets Layer 

TCP Transmission Control Protocol 

TM Technical Model 

TRM Technology Reference Model 

TSP Thrift Savings Plan 

UDDI Universal Description, Discovery, and Integration 

UML Unified Modeling Language 

URL Uniform Resource Locator 

VPN Virtual Private Network 

WAN Wide Area Network 

W3C World Wide Web Consortium 

WSDL Web Services Definition Language 

WWW World Wide Web 

XHTML Extensible Hypertext Markup Language 

XMI XML Metadata Interchange 

XML Extensible Markup Language 

XMLA XML for Analysis 

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Appendix B – References 

1. CVS Component Documentation Revision 0.1 , Dec 2004, OPM 

2. CVS Phase 1 Requirements Traceability Matrix, June 9 2008, OPM 

3. Clearance Verification System (CVS) Transaction File, Attachment to Federal 

Investigations Notice (FIN) 01-06, http://www.opm.gov/extra/investigate/FIN2001/FIN0106-attachment01.asp 

4. e-QIP Version 2.0 Software Design Description Rev 0.2, Sept 2006, OPM 

5. e-QIP Remote Agency Services Client Integration Guide, OPM 

6. e-QIP - Instructions using JPAS 2.3.0, JPAS Industry Team 

7. e-QIP: Electronic Questionnaires for Investigations Processing Presentation, 

OPM: Andrew_Kerr_eqip.ppt 

8. e-QIP Remote Agency Services API Specification, Mar. 2004, BWXT Y-12 

L.L.C. 

9. e-QIP Remote Agency Services Client Reference Implementation API Reference. 

Mar. 2004, BWXT Y-12 L.L.C. 

10. Employee Express Program Overview. OPM. 

11. EEX File Layouts & Requirements. July 30, 2008. OPM. 

12. OPM EHRI Data Warehouse Overview, Oct 20 2008, OPM e-Gov Website: 

http://www.opm.gov/egov/e-gov/EHRI/data_warehouse.asp 

13. Memorandum for Kerry B McTigue, General Counsel, Office of Personnel 

Management, May 30 2008, US Department of Justice 

14. e-Gov Website, Enterprise Human Resources Integration, Oct. 17, 2008, OPM, 

http://theo.opm.gov/egov/ehri.asp 

15. Analysis & Reporting, Oct 20 2008, OPM e-Gov Website: 

http://www.opm.gov/egov/e-gov/EHRI/analysis_reporting.asp 

16. EHRI Customer Support, Oct 20 2008, OPM e-Gov Website: 

http://www.opm.gov/egov/e-gov/EHRI/customer_support.asp 

17. eOPF Lessons Learned, Feb. 16 2007, OPM 

18. Guide to Human Resources Reporting, June 8 2007, OPM, 

http://www.opm.gov/feddata/ghrr/index.asp 

19. EHRI homepage, Oct 20 2008, OPM’s OPM e-Gov website: 

http://www.opm.gov/egov/e-gov/EHRI/index.asp 

20. EHRI Privacy Impact Assessment, Sept. 30, 2002, OPM 

21. eOPF – Employee Introduction, NOAA – Workforce Management Office 

(WFMO) – IT Systems Office, 2006 

22. Guide to Human Resources Reporting v4.0, OPM 

23. EHRI Data Warehouse Release 3 Combined V2.0, June 14, 2006, OPM 

24. About OPM’s GoLearn Program. October 29, 2008. 

http://www.golearn.gov/MaestroC/ 

25. GoLearn System Interconnection/Information Sharing. Oct 28, 2008. OPM, 

GoLearn IT Security Compliance Office. 

26. GoLearn Privacy Impact Assessments. Oct 28, 2008. OPM: Learn.com, Plateau, 

SABA, GeoLearning. http://www.opm.gov/privacy/pia.asp. 

27. FY 2009 CAPITAL ASSET PLAN (CAP) WEB POSTING, 2008, OPM 

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28. Recruitment One-Stop: Agency Integration Specification Document. April 3, 

2008. OPM: Recruitment_One-Stop Agency Integration Specification.pdf 

29. USAJOBS Privacy Impact Assessment. September 15, 2005. OPM 

30. ELECTRONIC GOVERNMENT: Progress and Challenges in Implementing the 

Office of Personnel Management’s Initiatives, Government Accountability 

Office, September 23, 2003 

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February 20, 2009 71

 

Endnotes 

i

 CVS Component Documentation Revision 0.1 , Dec 2004, OPM 

ii CVS Component Documentation Revision 0.1 , Dec 2004, OPM 

iii CVS Phase 1 Requirements Traceability Matrix, June 9 2008, OPM 

iv CVS Phase 2 Requirements Traceability Matrix, June 9 2008, OPM v

 Clearance Verification System (CVS) Transaction File, Attachment to Federal Investigations Notice 

(FIN) 01-06, http://www.opm.gov/extra/investigate/FIN-2001/FIN0106-attachment01.asp 

vi CVS Component Documentation Revision 0.1 , Dec 2004, OPM 

vii CVS Component Documentation Revision 0.1 , Dec 2004, OPM 

viii e-QIP Version 2.0 Software Design Description Rev 0.2, Sept 2006, OPM ix e-QIP Remote Agency Services Client Integration Guide, OPM x

 e-QIP - Instructions using JPAS 2.3.0, JPAS Industry Team 

xi e-QIP: Electronic Questionnaires for Investigations Processing Presentation, OPM: 

Andrew_Kerr_eqip.ppt 

xii e-QIP Remote Agency Services API Specification, Mar. 2004, BWXT Y-12 L.L.C. 

xiii e-QIP Remote Agency Services Client Reference Implementation API Reference. Mar. 2004, BWXT Y12 L.L.C. 

xiv Employee Express Program Overview. OPM. xv Employee Express Program Overview. OPM. 

xvi EEX File Layouts & Requirements. July 30, 2008. OPM. 

xvii Employee Express Program Overview. OPM. 

xviii Employee Express Program Overview. OPM. xix OPM EHRI Data Warehouse Overview, Oct 20 2008, OPM E-Gov Website: 

http://www.opm.gov/egov/e-gov/EHRI/data_warehouse.asp 

xx OPM EHRI Data Warehouse Overview, Oct 20 2008, OPM E-Gov Website: 

http://www.opm.gov/egov/e-gov/EHRI/data_warehouse.asp 

xxi Memorandum for Kerry B McTigue, General Counsel, Office of Personnel Management, May 30 2008, 

US Department of Justice 

xxii e-Gov Website, Enterprise Human Resources Integration, Oct. 17, 2008, OPM, 

http://theo.opm.gov/egov/ehri.asp xxiii Analysis & Reporting, Oct 20 2008, OPM E-Gov Website: http://www.opm.gov/egov/egov/EHRI/analysis_reporting.asp 

xxiv EHRI Customer Support, Oct 20 2008, OPM E-Gov Website: http://www.opm.gov/egov/egov/EHRI/customer_support.asp 

xxv eOPF Lessons Learned, Feb. 16 2007, OPM 

xxvi Guide to Human Resources Reporting, June 8 2007, OPM, http://www.opm.gov/feddata/ghrr/index.asp 

xxvii EHRI homepage, Oct 20 2008, OPM’s OPM E-Gov website: http://www.opm.gov/egov/egov/EHRI/index.asp 

xxviii EHRI Privacy Impact Assessment, Sept. 30, 2002, OPM xxix eOPF – Employee Introduction, NOAA – Workforce Management Office (WFMO) – IT Systems 

Office, 2006 

xxx eOPF – Employee Introduction, NOAA – Workforce Management Office (WFMO) – IT Systems 

Office, 2006 

xxxi EHRI Privacy Impact Assessment, Sept. 30, 2002, OPM xxxii EHRI Privacy Impact Assessment, Sept. 30, 2002, OPM xxxiii Guide to Human Resources Reporting v4.0, OPM 

xxxiv EHRI Data Warehouse Release 3 Combined V2.0, June 14, 2006, OPM xxxv About OPM’s GoLearn Program. October 29, 2008. 

http://www.golearn.gov/MaestroC/index.cfm?room=welcome&roomaction=about 

xxxvi GoLearn System Interconnection/Information Sharing. Oct 28, 2008. OPM, GoLearn IT Security 

Compliance Office. 
Integration Support Project Report 

Version 1.0 

February 20, 2009 72

 xxxvii GoLearn Privacy Impact Assessments. Oct 28, 2008. OPM: Learn.com, Plateau, SABA, GeoLearning. 

http://www.opm.gov/privacy/pia.asp. 

xxxviii FY 2009 CAPITAL ASSET PLAN (CAP) WEB POSTING, 2008, OPM xxxix Recruitment One-Stop: Agency Integration Specification Document. April 3, 2008. OPM: 

Recruitment_One-Stop Agency Integration Specification.pdf xl Willie Harrision. October 2008. OPM xli Recruitment One-Stop: Agency Integration Specification Document. April 3, 2008. OPM: 

Recruitment_One-Stop Agency Integration Specification.pdf xlii Recruitment One-Stop: Agency Integration Specification Document. April 3, 2008. OPM: 

Recruitment_One-Stop Agency Integration Specification.pdf xliii Recruitment One-Stop: Agency Integration Specification Document. April 3, 2008. OPM: 

Recruitment_One-Stop Agency Integration Specification.pdf 

xliv USAJOBS Privacy Impact Assessment. September 15, 2005. OPM 
United StateS 

Office Of PerSOnnel ManageMent

1900 E Street, NW 

Washington, DC 20415

HRLOB/ISPv1022009