APSC2669 - Request for Information – AI-supported Workforce Planning Solution

This Tender is invited by the Issuer. This Request for Information (RFI) is designed to assess market maturity and supplier capacity regarding the design and deployment of an AI-enabled Strategic Workforce Planning (SWP) solution for the Australian Public Service (APS). The rapid evolution of Artificial Intelligence represents a transformative shift for the APS workforce over the next five years. Navigating this complexity requires a sophisticated, data-led approach to workforce planning, anchored by a shared workforce planning solution that provides a comprehensive view of the APS workforce. The APSC is seeking a solution capable of synthesising disparate datasets to generate high-fidelity predictive analyses. This intelligence will enable agencies to anticipate AI-driven workforce shifts and proactively identify high-value opportunities for job redesign, reskilling, targeted capability development, and strategic mobility—ensuring the APS can rapidly deploy talent to critical roles and maintain robust surge capacity during times of national priority or crises. Please note: This Request for Information (RFI) is not about HRIS, learning and development, or payroll systems, nor strategic workforce planning services. Responding suppliers may offer or be asked to provide a demonstration of their available tools or solutions. This Request for Information (RFI) process is for market research purposes only. Participation does not constitute a commitment or guarantee of future work, nor does it create any contractual obligations. Information provided will be used solely to inform the Australian Public Service Commission’s understanding of market capability and capacity and may contribute to shaping a potential future procurement approach. Pricing or commercial negotiations will not be pursued in connection with this RFI. Any future procurement will be conducted in accordance with Commonwealth Procurement Rules and subject to a separate process. Further information regarding how the Australian Government is focused on capturing the opportunity of AI is available through the AI Plan for the Australian Public Service 202 The users and their needs The Australian Public Service Commission (APSC) is exploring the potential for a shared, AI-enabled strategic workforce planning (SWP) solution to serve the broader APS. End users of the solution will be workforce planning managers/strategists and HR practitioners within APS agencies. While formal user requirements are pending, the APSC is testing the market for a solution that can drive data-driven decision-making. Ideally, the solution would move beyond static reporting toward dynamic, predictive insights. Illustrative capabilities include: Data ingestion and quality: Ingestion of disparate data sets to improve the speed-to-insight and ensure a high-integrity source of truth for workforce planning. Operational efficiency and automation: Automation of the high-volume, lower-complexity elements of workforce planning, allowing planners to focus on scenario modelling and risk mitigation strategies rather than manual data manipulation. Dynamic skills inventory: Establishing a "live" baseline of the current APS skills by extracting capabilities from workforce data (e.g. job family mapping, job descriptions, labour market insights) to provide a real-time view of the workforce. Predictive intelligence: Utilising AI to enable intermediate-level planning teams to perform advanced predictive analytics, identify obvious and non-obvious workforce trends, correlate external market shifts with internal patterns, simulate future workforce scenarios, and generate high-fidelity analyses to forecast AI-driven shifts in workforce composition and demand over a 3–5-year horizon. Automated gap and risk analysis: Proactively identifying workforce risks and critical skills shortages before they impact agency operations, allowing for proactive rather than reactive interventions. Intelligent talent pathing: Mapping internal mobility and reskilling pathways by identifying "adjacent skills"—connecting employee personas to future-critical roles to support career longevity and retention. Agile talent reallocation: Identifying targeted opportunities for reskilling and cross-agency mobility to bolster surge capacity and support critical roles during periods of national priority or crisis. Strategy generation: Facilitating the development of agile workforce strategies, by translating analytics and insights into actionable plans, ensuring that workforce interventions are directly aligned with an agency’s broader mission. Usability and scalability: Scalable and inclusive design that accommodates a broad range of stakeholders, agency business priorities, and workforce planning maturity levels. Respondents should detail their experience and capability in these fields in the Respondent Form. Work already done Some identification of initial user requirements and general market research. Technical/business constraints Use of AI must comply with the: Policy for the responsible use of AI in government (v2.0) Technical Standard for Government’s Use of AI APS Privacy Act 1988 Public Governance, Performance and Accountability Act 2013 (PGPA Act) Australian Government Information Security Manual Any other requirements developed during the partnership Foreign ownership, control or influence (FOCI) risks due foreign entities or individuals (including shareholders, directors, or partners) holding ownership interests or control rights (voting or management influence) in the organisation Buyer contact: Tenders@apsc.gov.au