OPM CHRS Services

PwC is leading a team to bid the "Office of Personnel Management (OPM), Customized Human Resource Solutions (CHRS)" program. If you are interested in discussing joining our team, or to learn more, please contact Christine Ayers at (703) 918-1173 or Frank Durso at (703) 918-3463 to schedule a meeting.

About PwC

PwC works with the Federal government to help them successfully meet 21st-century operational and workforce challenges. As the #3 ranked Worldwide Human Resources Consulting firm, PwC promotes human capital and training solutions that are comprehensive, innovative, and forward-looking. Having served a wide range of government agencies with varying missions, from homeland security to healthcare to financial services, PwC understands that each agency or department has a unique set of strengths and challenges. Please click on the links below for more information.

About OPM CHRS

OPM CHRS will be operated through the Vendor Management Branch (VMB) as the next generation of the existing OPM Training and Management Assistance (TMA) program. OPM TMA was developed to provide agencies with customized training, learning, and human capital solutions that maximize individual, team, and enterprise performance across the Federal government. The existing OPM TMA contracts are scheduled to expire in 2012.

Although there is no guarantee of future work under the successor contract (except for the minimum guarantee normally included in Indefinite Delivery/Indefinite Quantity contracts), more than $1.3 billion was awarded through the existing OPM TMA contract through FY10.

The scope under CHRS provides support in two primary service areas:

Service Area 1:
Custom Training and Learning Solutions

Provide support in the:

  • Analysis
  • Design
  • Development
  • Implementation, and
  • Evaluation of instructional products.

Examples of products and services under this key service area include:

  • Classroom based training programs
  • Technology-enabled learning interventions
  • Blended learning solutions
  • Print-based instructional materials
  • Web-based job aids and performance support strategies, including enterprise-wide solutions such as help desks or call centers
  • Electronic Performance Support Systems
  • Mobile learning
  • PDA-based and similar performance support solutions
  • Performance consulting and coaching
  • Training program evaluation
  • Job-related training for entry-level, intermediate, or advanced incumbents in any position or job series
  • Leadership training at all levels of management
  • Training in various uses of technology and software applications
  • Training in mandatory subjects, such as diversity training and EEO
  • Employee and labor relations training
  • Training for organizational performance improvement or change, such as performance management training or change management training
  • Simulation-based learning and training
  • Training in “bonus” skills, such as time management, conflict resolution, communications, management, self-motivation, writing and presentations skills
Service Area 2:
Custom Strategic Human Capital Solutions

Provide support needed for:

  • Analysis
  • Design
  • Development
  • Implementation, and
  • Evaluation of strategies and systems that align human resources management with an agency's mission.

Provide support needed to:

  • Manage
  • Appraise
  • Compensate, and
  • Retain a high-quality and diverse workforce.

Examples of products and services under this key service area include:

  • Strategic alignment of human resources with mission
  • Workforce planning, succession planning, diversity planning, competitive sourcing planning, retention planning, reduction-in-force planning, and plan implementation
  • Strategies and solutions regarding performance management, pay-for-performance, pay banding, compensation and benefits
  • Competency Modeling
  • Individual and organizational assessment
  • HR systems analysis
  • Knowledge Management systems and applications
  • Management consulting, coaching, and mentoring
  • Organizational transformation, business process reengineering, and change management
  • Performance measurement and evaluation
  • Program evaluation
  • Branding and recruitment solutions that are tied to staffing acquisition, to include but are not limited to the following: marketing, communications, and outreach plans that reflect diverse cultures; design of state of the art careers websites; production of radio and television commercials, creation of print advertisement for professional, military, and trade journals; design of outdoor advertising, such as bill boards and transit advertisement.
  • Tailored in-house retirement processing
  • Syncing with OPM-coordinated retirement processing
  • Working with employees with disabilities
  • Continuous process improvement
  • Talent strategy and management
  • Communications Planning
  • Cyber Integration: operations, people, policy, and management
  • Performance agility model


* Kennedy Research ranked PricewaterhouseCoopers the third largest HR Consulting Practice by revenue."
Source: The HR Consulting Marketplace 2010-2013, ; © BNA Subsidiaries, LLC. Reproduced under license.