Gary, set the stage for us a little bit about telling us a little bit about the current HR federal market, the as-is state that agencies and government are working with.

Yeah, thank you, Dave.

Currently, HR works in a very decentralized fashion.

A lot of agencies have their own systems.

They have unique processes that address their specific business needs to their extent.

And I think this project, what it will accomplish is provide recommendations to provide a more efficient and cost-effective way to provide core HR capabilities across the federal government.

As you know, there's been a lot of changes in the government recently when it comes to not just the technology, but the workforce and the skill sets.

Gary, we'll give you first, and then we'll let Jim pile on.

When you think about the specialized services or needs or approaches that different agencies take, what opportunities does this sort of one size fits all base create and what opportunity or what conflicts might it also present?

Thank you for the question, Terry.

I think some of the opportunities for taking a standardized approach to core HR is efficiencies across the federal government, potential cost savings.

And so there'll be some level of interoperability that will allow people to benefit financially through cost avoidance for the implementation of modern technologies.

And then a more modernized HR workforce is another benefit from this approach.

I think some of the risks are how do you attack the non-core HR functions that still require specialized tools such as talent acquisition, assessments, performance management, benefits, decision support, employee relations, you know, how do you attack analytics and workforce planning, you know, across the federal government, which is what we try to help address.

So I think HR 2.0 is a great step forward, but there's definitely some additional things that we could benefit from across the federal government.

And Gary, if you're an agency Chico or CIO sitting out there getting a hold of this report, what do you want them to take away from it as they think about their own agency requirements, how they fit into this OPM strategy, and what they should do with the data?

When you think about the specialized services or needs or approaches that different agencies take, what opportunities does this sort of one size fits all base create and what opportunity or what conflicts might it also present?

Thank you for the question, Terry.

I think some of the opportunities for taking a standardized approach to core HR is efficiencies across the federal government, potential cost savings.

And so there'll be some level of interoperability that will allow people to benefit financially through cost avoidance for the implementation of modern technologies.

And then a more modernized HR workforce.

is another benefit from this approach.

I think some of the risks are how do you attack the non-core HR functions that still require specialized tools such as talent acquisition, assessments, performance management, benefits, decision support, employee relations, how do you attack analytics and workforce planning across the federal government, which is what we try to help address.

And Gary, if you're an agency Chico or CIO sitting out there getting a hold of this report, what do you want them to take away from it as they think about their own agency requirements, how they fit into this OPM strategy, and what they should do with the data?