December 18, 2025
The federal government is once again taking on one of its most persistent management challenges: consolidating dozens of disconnected human resources IT systems into a single, unified approach. On Fed Gov Today with Francis Rose, former Chief Human Capital Officers Ron Sanders and Tracy DiMartini discuss why this effort has failed repeatedly over the past several decades—and what must change if the latest attempt is going to succeed.
At the center of the conversation is a new push by the Office of Personnel Management to consolidate more than 100 HR systems across government. Sanders, who has led consolidation efforts at both the Department of Defense and OPM, makes clear that this is not a new idea. He notes that the federal government has been trying to solve this problem for more than 35 years, with limited success. In his experience, the biggest obstacle is not technology, but politics. Agencies and legacy service providers often resist change, arguing that they are unique and require customized systems. That resistance, Sanders says, has repeatedly derailed consolidation efforts.
Despite that history, Sanders expresses cautious optimism. He credits OPM Director Scott Cooper for taking on the issue directly and highlights one critical difference this time: the possibility of upfront funding paired with a multi-year implementation. Drawing on his DoD experience, Sanders explains that paying for the system early and rolling it out gradually over several years is the only formula he has seen work. He also emphasizes the importance of defining core functional requirements that all systems must meet, while still allowing agencies to pay for limited customization if truly necessary.
DiMartini, who served as Chief Human Capital Officer at both IRS and GSA, reinforces the need for stronger leadership from OPM. From her perspective, HR offices across government actually want more uniformity and clearer direction. She argues that past efforts faltered because agencies were left without firm requirements or reliable funding, forcing them to improvise. DiMartini stresses that this consolidation must begin with Title 5 requirements but also account for the realities of specialized workforces, including DoD, VA, law enforcement, and other mission-specific personnel systems.
A key theme of the discussion is trust. DiMartini says agencies need to be treated as partners, not obstacles. Bringing Chief Human Capital Officers and subject matter experts into the process early can surface real operational challenges and improve implementation. She also points out that fragmented systems have created serious data quality problems, contributing to issues with retirement processing, workforce reporting, and basic employee records.
Sanders pushes back slightly, warning that agency councils have historically been part of the problem by insisting on exceptions. In his view, success will require strong political leadership and a mandatory approach that limits how far agencies can diverge from the core system. Both guests ultimately agree, however, that a balanced model—one core system with clearly defined standards—offers the best path forward.
Together, Sanders and DiMartini frame HR system consolidation as essential to improving efficiency, data reliability, and workforce planning across government. While neither downplays the difficulty of the task, both make clear that the cost of continuing with the status quo is even higher.