Other Vehicles

Human Capital and Training Solutions (Overview)

HCaTS–3 IDIQ governmentwide contract vehicles include:

  1. HCaTS Unrestricted, or HCaTS U.
  2. HCaTS Small Business, or HCaTS SB.
  3. HCaTS 8(a).


All three of these vehicles provide consistent, complex, fast and well-structured ways to obtain best value in customized solutions for human capital management and training requirements.

HCaTS contracts provide solutions to all Federal agencies through the diligence efforts of bona fide executive, administrative, and professional employees as defines in Part 541 of Title 29, Code of Federal Regulations.

HCaTS are comprehensive, customized solutions for human capital and training services. These contracts allow maximum flexibility for customers, making them compatible with all contract types including hybrid. They offer both commercial and/or non-commercial services for both CONUS and OCONUS.

HCaTS address the goals of strategic sourcing, including reducing contract duplication and administrative costs, improving the quality of solutions while managing a growing demand, ensuring strong transparency practices, and guaranteeing that the Government obtains the best value at the best possible price.

HCaTS address the requirements of 5 CFR 250, which provides authority for personnel actions in Subpart A and authority for strategic human capital management in Subpart B. In accordance with the requirements prescribed in 5 CFR 250, HCaTS is designed to assist Federal agencies in successfully fulfilling their roles in managing human capital according to the following principles:

  1. A Federal agency’s human capital management strategies, plans, and practices should combine strategic projects, annual performance goals, other relevant budget finances, and acquisition plans, as well as include visible and quantifiable performance targets. These practices should also communicate in an accessible and transparent manner to facilitate cross-agency collaboration to achieve mission objectives.
  2. A Federal agency’s talent management system should enable them to plan for and manage current and future workforce needs. They should also be able to design, develop, and implement proven strategies, techniques, and practices to attract, hire, develop, and retain talent, in addition to making meaningful progress toward closing knowledge, skill, and competency gaps in all occupations within the Federal agency.
  3. A Federal agency’s approach to performance management should include strategies and processes to foster a culture of enthusiastic engagement and collaboration, a diverse, results-oritented, high-performance workforce. An adequate performance management system should also differentiate between levels of performance among staff, provide regular feedback, and link individual performance to broader organizational goals.
  4. A Federal agency’s use of evaluation should contribute to agency performance by monitoring and assessing outcomes of its human capital management strategies, policies, programs, and activities, checking both for merit system compliance and for success in identifying, implementing, and monitoring procedural improvements.


These 4 principles are consistent with the information prescribed within 5 CFR 250 and in OPM’s current Human Capital Assessment and Accountability Framework (HCAAF), as references in 5 CFR 250. The HCAAF is a living and evolving approach to human capital management that is expected to progress over time as a guide for accurately and comprehensively defining scope at the task order level.

HCaTS pursues the acquisition of multiple qualified Contractors to provide customized training and development services, customized human capital strategy services, and customized organizational performance improvement services to meet the Federal government’s workforce needs while conforming to the above stated principles, Federal agency-specific and OPM policies, procedures, rules, regulations, and other governing doctrines. At the same time, Federal agencies will continue looking for ways to achieve their goals in as cost-efficient a manner as possible. HCaTS has been designed to meet such challenges.

Key Service Areas (KSAs)

HCaTS consists of three KSAs: 1) Customized Training and Development Services, 2) Customized Human Capital Strategy Services, and 3) Customized Organizational Performance Improvement. Through the development and implementation of customized solutions defined in the KSAs below, HCaTS will be able to assist Federal agencies in accomplishing the following six objectives:

  1. Improving the management of human capital in accordance with the HCAAF and OPM governing doctrines and accomplishing their assigned critical missions, and
  2. Increasing the effectiveness and efficiency of critical business processes, and
  3. Providing optimal professional development opportunities to the Federal workforce, and
  4. Undertaking effective change management initiatives, and
  5. Developing effective metrics to assess progress in carrying out human capital strategies, and
  6. Maximizing the return on investment in training and development, human capital, and organizational performance improvements.

These KSAs will enable HCaTS SB to provide Federal agencies with a full range of customized solutions for training and development, human capital strategy, and organizational performance improvement requirements across the Federal government.

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