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1Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

PROFESSION

PLANNING,

DEVELOPMENT

AND RESOURCE

GUIDE

FOR CONTRACTING OFFICERS/

SPECIALISTS (CO/S)

FEBRUARY 2017 - VERSION 1.0

2 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

PREPARED BY ACQUISITION CAREER MANAGEMENT

REVISION DATE SUMMARY OF CHANGES PAGE

07 February 2017

19 August 2016

Updated training course requirements to note those that have a FED version option.

Added information about new resources, removed outdated references to

“refresh” certification requirements and clarified certification requirements for candidates with existing FAC-C or DAWIA certifications

Added links to Certifications Options and Let’s Get Started Guide

Removed Certification Refresh historical information

Clarified certification eligibility requirements in Overview section

Updated FAA Specialization waiver information for candidates holding external certifications

Offered additional details for documentation requirements for candidates with external certifications

14, 15, 17

13, 15, 17

14, 16, 18

3Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

TABLE OF

CONTENTS

Introduction 4

Development Process Quick Start Summary 5

Career Development Roles and Responsibilities 6

Step 1 - Understand Role and Profession 7

Benefits of Competencies 8

Step 2 - Plan Development 9

Developmental Assignments 10

Step 3 - Pursue Development 11

Step 4 - Obtain and Maintain Certification 12

CO/S Level I Certification Requirements 13

CO/S Level II Certification Requirements 15

CO/S Level III Certification Requirements 17

Certification Documentation Requirements 19

Step 5 - Continue to Develop 20

Maintain Certification 21

Appendix 24

Technical Competencies 25

Non-technical Competencies 43

Glossary of Terms 49

4 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

INTRODUCTION

This Career Planning, Development and Resource

Guide for Contracting Officers/Specialists provides information and resources on how to develop professionally. The guide is applicable for both current and aspiring Contracting Officers/Specialists (CO/S) and includes information related to competencies, certification requirements, training, and developmental opportunities. It also introduces tools and resources to support individuals as they grow and develop in the profession.

The process shown on the right outlines five basic steps to support your professional development. As you grow in the CO/S profession, you will likely move iteratively through the steps, especially as you take on new roles and responsibilities and achieve your development goals. As you use these steps and plan your career as a CO/S, consider the following:

• Understand your responsibilities in managing your career and in taking the initiative to develop within the

CO/S profession

• Become familiar with and use the tools and resources available to support you

• Review and track your experience in the CO/S competencies and performance indicators

• Understand the CO/S certification program and requirements and outline a plan for achieving the appropriate certification level

• Work closely with your manager and/or mentor to create and support your development plan

• Regularly seek feedback to learn from your successes and identify areas for improvement

PROFESSIONAL

DEVELOPMENT

PROCESS

UNDERSTAND

ROLE AND

PROFESSION

PLAN

PURSUE

OBTAIN AND

MAINTAIN

CERTIFICATION

CONTINUE TO

DEVELOP

Use this guide and development process in conjunction with the

Acquisition Professions Portal. This guide outlines a variety of tools and resources to support you in your development efforts. The

Acquisition Professions Portal is where you can download the tools described throughout this guide and find numerous other resources to support your success.

Visit the Acquisition Professions Portal at:

https://ksn2.faa.gov/faa/acquisitionprofessions/Pages/Default.aspx

5Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

The following “Quick Start Summary” outlines a step-by-step process for professional development and provides a brief description of the tools and resources available to support your career development at each step of the process.

All referenced tools are available on the Acquisition Professions

Portal at:

https://ksn2.faa.gov/faa/acquisitionprofessions/Pages/Default.

aspx

STEP 1

UNDERSTAND ROLE AND

PROFESSION

Review the Acquisition Workforce Strategy and the CO/S Profession Profiles (coming soon) to learn more about the profession and how it fits into the larger acquisition community.

Read Let’s Get Started with Certification for an overview of CO/S development responsibilities and resources.

Examine the competencies and performance indicators to understand what it takes to successfully perform the role at three levels.

STEP 2

PLAN DEVELOPMENT

Complete the Competency Experience Checklist to identify those areas in which you are experienced and those areas where you require additional experience.

If you plan to attain certification, review the Certification Requirements so you understand and can plan to meet the requirements.

Use the Development Activities Guide to identify training and developmental opportunities to enhance and expand your capabilities.

Work with your manager to document your planned training and developmental activities in a Development Plan.

STEP 3

PURSUE DEVELOPMENT

Check out the Acquisition Professions Portal, eLMS, FAI and DAU to learn about available training and development opportunities.

Document all of your training and development activities to ensure you receive proper credit for your efforts. You will need this documentation when applying for certification.

If you are targeting certification, review the certification requirements and ensure your selected training and development activities address the requirements.

STEP 4

OBTAIN AND MAINTAIN

CERTIFICATION

Ensure you have met all of the criteria for the level of certification you are applying for.

Create a profile and complete the Certification Application process via the Federal Acquisition Institute Training Application System (FAITAS) to obtain certification. Refer to the FAITAS FAA CO/S Certification Process for the application steps based on several scenarios. Additionally, page 12 of this guide details the certification application process.

STEP 5

CONTINUE TO DEVELOP

Continue to explore and use all of the tools described in the steps above. Reiterate and move through the steps as needed to accomplish your development goals and set new ones for the future.

DEVELOPMENT PROCESS

QUICK START SUMMARY

https://ksn2.faa.gov/faa/AcquisitionProfessions/Documents/Common/Acquisition%20Workforce%20Strategy.pdf https://ksn2.faa.gov/faa/AcquisitionProfessions/Documents/COCS/COS Lets Get Started.pdf https://ksn2.faa.gov/faa/AcquisitionProfessions/Documents/COCS/COS_Comp_Exp_Chklist.docx https://ksn2.faa.gov/faa/AcquisitionProfessions/Documents/COCS/COS_Dev_Activities.pdf https://ksn2.faa.gov/faa/AcquisitionProfessions/Pages/Default.aspx https://elms.faa.gov/ http://www.fai.gov/drupal/training/training http://www.dau.mil/training/default.aspx https://ksn2.faa.gov/faa/AcquisitionProfessions/Documents/COCS/FAITAS FAA COS Certification Options.pdf

6 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

MANAGER/SUPERVISOR

• Ensures the employee’s professional development aligns with FAA goals

• Reviews and approves Development Plans and ensures development activities align with current business needs

• Strives to match employee’s interests, skills and experience with FAA’s business needs to guide development opportunities

• Supports employees in attaining certification by providing time for them to attend the required training courses, coaching employees in competency development, helping employees maneuver through any challenges incurred throughout the certification process, and certifying that employees have met competencies

• Holds employees accountable for performance and provides specific and ongoing feedback on performance to enhance skill development

• Provides employees with development opportunities such as challenging work assignments, rotations, job shadowing, mentoring, and training

• Uses retention strategies to retain top-performing employees

EMPLOYEE

• Initiates and is accountable for career development, partnering with management for support and guidance

• Establishes development goals which are aligned with the goals of the FAA

• Works with the manager to identify individual strengths and development needs; creates a

Development Plan that supports professional development goals and is aligned with current business needs and priorities

• Attains certification by participating in the required training courses, completing the certification application and coordinating approvals

• Assumes accountability for work and performance and seeks ongoing performance feedback as an opportunity to grow and develop

• Takes personal responsibility for initiating development opportunities (rotations, job shadowing, mentoring, special projects, and training) and applies learning on the job to benefit the organization

CAREER DEVELOPMENT

ROLES AND RESPONSIBILITIES

7Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

UNDERSTAND ROLE

AND PROFESSION

Contracting Officers/Specialists play a critical role in helping the Agency achieve its mission. It is important to understand the CO/S role specifically as well as in context with the Acquisition Workforce and the rest of the

FAA. The tools and resources outlined in this step provide key information to aid your understanding.

LEARN ABOUT THE ACQUISITION

WORKFORCE

Read the Acquisition Workforce Strategy to learn more about the acquisition workforce and the various FAA acquisition professions. The Strategy provides a blueprint for sustaining a high-performing acquisition workforce capable of delivering on the mission of modernizing the National Air Space (NAS). The Strategy also defines the acquisition workforce and describes the various professions that lead and support the development of NAS systems and technologies.

You will learn about the current business drivers and challenges to meeting FAA’s mission and how each profession is responding to that challenge. For each profession you will read about:

• what they do

• who they are (experience, career maturity, retirement eligibility)

• critical competencies for the profession

• strategies for obtaining high performance

• activities accomplished last year to meet the strategies

• activities targeted this year to meet the strategies

READ THE PROFESSION

PROFILES (COMING SOON)

Profession Profiles are a great way to learn more about what it is really like to work in the profession. Whether you are new to a profession or a seasoned veteran, you will learn through the stories and information your colleagues have shared. You will learn about:

• the breadth of roles individuals play

• the career paths they have taken

• their biggest challenges

• what makes their job rewarding

• skills used most in their jobs

• advice for those aspiring to grow in the profession

Do not limit your reading to only those in your profession.

Check out the profiles of colleagues in other areas of the Acquisition Workforce, especially those with whom you interact.

EXPLORE THE COMPETENCIES &

PERFORMANCE INDICATORS

Competencies represent the foundations for building the knowledge and skills required for successful development in the CO/S profession. They are the building blocks for all aspects of the CO/S certification and development program. Competencies and performance indicators have been developed with the help of successful FAA individuals working in the profession. They are defined for three levels:

Basic, Intermediate and Advanced.

See the Appendix for the complete set of competencies and performance indicators.

ST

EP

8 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

Contracting Officers/Specialists’ competencies and performance indicators (PIs) are descriptions of the technical and non-technical skills, knowledge, and attributes needed to perform the CO/S role at the

FAA. Technical competencies and PIs are specific to the role of the CO/S. Non-technical competencies and PIs are the skills and behaviors that contribute to superior performance.

FOR MANAGERS,

COMPETENCIES:

• Identify performance criteria to improve the accuracy and ease of the hiring and selection process

• Clarify standards of excellence for easier communication of performance expectations to direct reports

• Provide a foundation for dialogue to occur between the manager and employee about performance, development, and career-related issues

FOR EMPLOYEES,

COMPETENCIES:

• Identify the criteria required to be successful in their role

• Provide for objective assessment of strengths and target areas for development

• Provide the foundation for development tools and methods for enhancing skills

Take the time to study and understand these competencies and performance indicators.

The CO/S technical competencies are listed first by acquisition phase. This will help you understand which competencies are most important in each phase of an acquisition.

Next, the competencies are sorted alphabetically by competency name. The description includes the definition and performance indicators for each competency. The performance indicators describe the knowlege or actions required to successfully demonstrate each competency at three levels: Basic, Intermediate and Advanced.

Among the non-technical competencies are five that you will find common across all Acquisition professions. They are Agility, Communications, Customer and Stakeholder Management, Problem Solving and Decision Making, and Teamwork and Collaboration.

These competencies are critical for job effectiveness as well as achieving the Agency’s goals. Each of these competencies has the same definition across all professions. Performance indicators may be tailored to the profession to reflect the unique knowledge, skills and abilities required.

See the Appendix for the complete set of competencies.

BENEFITS OF COMPETENCIES

9Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

PLAN

As Benjamin Franklin said, “If you fail to plan, you are planning to fail!” Many of us are great at helping others, but often neglect our own development. The tools and activities on this page are designed to help make development planning easy for you.

COMPLETE THE COMPETENCY

EXPERIENCE CHECKLIST

Focus your development efforts by completing the Competency Experience Checklist to understand areas where you may need additional experience. Once you have completed the evaluation, you may find that your experience varies from one competency to the next.

Focus your development efforts on closing gaps on those competencies most important for your success. If you are targeting certification, be sure to read and understand the certification requirements of the level you are targeting.

REFER TO THE DEVELOPMENTAL

ACTIVITIES GUIDE

The Developmental Activities Guide contains a wealth of development ideas to help you obtain the knowledge and skills necessary to achieve your professional goals. They include online and classroom training, reading resources, professional organizations, job shadowing, mentoring, and developmental assignments. These activities are tailored to the individual competencies and associated performance indicators so you can be very specific in your development planning.

REVIEW THE CERTIFICATION

REQUIREMENTS

FAA’s Contracting Officer/Specialist Certification Program defines three certification levels:

• Level I – Basic or Entry

• Level II – Intermediate or Journeyman

• Level III – Advanced or Senior

To achieve FAA’s Contracting Officer/Specialist Certification applicants must:

• complete all required training and development activities

• demonstrate successful application of these concepts as a CO/S

Beyond training, certification requires that you demonstrate experience in the CO/S competencies required to be successful. You and your manager will need to attest to your experience.

CREATE A DEVELOPMENT PLAN

Create a development plan to guide your developmental efforts. Development plans are created as a joint effort between you and your manager. They generally target competencies that need to be developed and forecast a scheduled approach to training and development activities.

Think about the types of experiences, training and coaching you need and document them in your development plan.

Use the Development Activities Guide as a primary resource to get you started. Once you have completed your plan, share it with your manager and make changes as necessary.

10 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

As a Contracting Officer/Specialist, you have many opportunities to enhance your skills, knowledge and experiences while accomplishing work assignments.

ACTION LEARNING

Participate in a team exercise to tackle strategic business issues and make recommendations to management. The action-learning project usually involves a high-profile issue of significant importance to the organization, and where the team is expected to make recommendations. The focus is on learning through experience.

FORMAL TRAINING

Attend training sessions to acquire specific skills and competencies.

JOB ROTATION

Request a temporary assignment from one business area or department to another for the purposes of increasing knowledge and skills.

SHADOWING

Observe another person in his or her daily routine for a period of time. These assignments provide a sense of the duties and responsibilities of the job and how the person handles the work and situations that arise.

MENTORING

Act as or work with a mentor. Generally mentorship relationships are fostered between a more junior employee and an experienced employee with strengths in the competency areas where the junior employee has developmental needs. These relationships are most often formed outside of your direct line of supervision. Mentees can receive advice, suggestions, and feedback to learn how to improve professional success and to effectively navigate the organization.

STRETCH AND SPECIAL

ASSIGNMENTS

Perform new responsibilities, usually within your area of technical/professional knowledge and skill. The assignment may involve working temporarily in a higher-level position, perhaps while the regular incumbent is on leave of absence, extended vacation, or during the period while a vacant position is being filled. Special Assignments may include attending meetings, creating and giving presentations, and participating in task force projects.

Work with your manager to find activities and assignments that help you develop in the CO/S technical and non-technical competencies. Once you have agreed to development and training opportunities, document the agreements in your Development Plan.

DEVELOPMENTAL ASSIGNMENTS

11Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

PURSUE

A myriad of training and development opportunities are available at the FAA. Research indicates that people learn by doing, so while training is important, it is not a substitute for learning through first hand experience. Keep this principle in mind when you pursue your development. Involve your manager and other savvy professionals to ensure you are developing skills important to your career and the business and are receiving the support you need for success.

CHECK THE ACQUISITION

PROFESSIONS PORTAL FOR

TRAINING

The Acquisition Professions Portal regularly updates current training activities across the Acquisition community.

Check the Acquisition Professions Portal for training announcements and development opportunities.

DOCUMENT YOUR ACTIVITIES

As you complete training be sure to keep your eLMS records updated. It is also a good idea to keep copies of all of your education and training documentation (e.g., certificates). Do not forget to document non-traditional training activities for which you can earn continuous learning points (CLPs) such as mentoring, shadowing, rotations, delivery of presentations, etc.

REFER TO DEVELOPMENT PLAN

Your development plan is a roadmap to develop skills, achieve career goals, and accomplish the organization’s mission. Use the plan to stay on track and monitor your progress. A development plan is a living document, therefore, make sure you and your manager review and agree on the plan.

OBTAIN FEEDBACK FROM

MANAGER AND OTHERS

Effective and timely feedback is a critical component of successful performance. Proactively seek feedback from your manager, peers and customers. Use the feedback to guide your performance and make changes for improved results.

12 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

OBTAIN AND MAINTAIN

Achieving certification represents a significant accomplishment in your chosen field. It demonstrates that you have met the baseline standards for your profession. As you invest time and effort in achieving certification, you enhance your long-term career growth.

TARGET AUDIENCE FOR CO/S

The CO/S certification program targets individuals who are responsible for all processes and procedures involved in establishing and maintaining contractual relationships.

This includes understanding the technical requirements, assisting with the development of the acquisition strategy, developing a procurement strategy plan, reviewing statements of work, evaluating cost estimates, determining contractor responsibility, performing administration by determining contractor compliance, negotiating cost or price or technical changes, monitoring contractor performance, and approving payments.

ASSESS READINESS

Your target certification level will be based on your combined experience in acquisition as well as your experience performing various aspects of the CO/S role. Use the CO/S Competency Experience Checklist to identify gaps in your work experience. Work with your manager to complete assignments and development activities that build your experience at your desired certification level.

You will know that you are ready to apply for certification once you have had experience in 80% of the performance indicators for all of the competencies at a particular level and you have completed the training and any additional requirements for the certification level. For example, if you have experience in 80% of the Intermediate performance indicators for each of the competencies and have completed the Level II certification training requirements, you are ready to apply for Level II certification.

COMPLETE CERTIFICATION

APPLICATION

Certification applications are processed via FAITAS. To begin, review the certification requirements for the level you are targeting and then:

1. Log in to FAITAS (create profile if you have not done so)

2. Select Manage Career, Certification, My Certification

Requests

3. Click Add Certification Requests

4. Select Certification Type and Level

5. Upload Education Documentation

• College Transcripts

6. Upload Experience Documentation

• Resume

• Competency Experience Checklist

7. Upload Training Documentation for items without a green check

• eLMS history or certificates

• FAA-specific training documentation

• Intro to AMS (Level I)

• Intro to AMS Procurement (Level I)

• AMS Lifecycle (Level II, III)

• Leadership Development Worksheet (Level III)

8. Click checkbox next to Education, Experience and

Training once met

9. Click Employee Statement checkbox and submit

Request

UPDATE DEVELOPMENT PLAN

AS APPROPRIATE

Once you have successfully achieved your certification, review and update your development plan to reflect continuous learning requirements.

13Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

OVERVIEW

Level I establishes fundamental competencies and expertise in an individual’s job series or career field. Development at the entry level lays the foundation for career progression and is designed to prepare qualified and motivated personnel for positions of increasing responsibility. At the entry level, individuals are exposed to fundamental contracting procedures and the roles of various support functions such as pricing, property administration and quality assurance.

FAA Contracting Officers/Specialists are required to attain both FAC-C and FAA CO/S Specialization certification to perform the CO/S role at the FAA. All new CO/S must attain both FAC-C Entry (Level I) and FAA CO/S Specialization certification within 15 months.

Only employees performing a contracting and acquisition related role and are in the 1102 or 1101 job series are eligible to apply for CO/S certification with documentation of appropriate experience and completion of required training. Employees in other job series who hold a current CO/S certification based on a previously held position are eligible to maintain their CO/S certification level as long as they work within the ACQ organization and complete the required continuous learning points.

EDUCATION

Baccalaureate Degree OR at least 24 semester hours from among the following disciplines: accounting, business, finance, law, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization and management. Employees who are in GS-1102 positions will be considered to have the education requirement for positions they occupied on January 1, 2000.

EXPERIENCE

A minimum of one (1) year of current (within last three (3) years) purchasing and contracting experience with progressively broader work assignments. Must have experience across the competencies and performance indicators at the Basic level. Applications must include:

• A current resume

• A signed copy of the C/OS Competency Experience Checklist

TRAINING REQUIREMENTS

Individuals must document successful completion of the following coursework:

• FAA30160035 - Intro to the AMS (Online - 4 hrs)

• FAA30010027 - Intro to AMS Procurement (Classroom - 24 hrs) The following additional courses must be completed in order:

• Select one of the following courses:

• FCN101 - Contracting Basics (Online - 18 hrs)

• CON 100 - Shaping Smart Business Arrangements (Online - 20 hrs)

CO/S LEVEL I

CERTIFICATION REQUIREMENTS

14 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

CO/S LEVEL I CERTIFICATION REQUIREMENTS

TRAINING REQUIREMENTS (CONTINUED)

Plus

• CON 121 - Contract Planning (Online- 12 hrs)

• CON 124 - Contract Execution (Online - 13 hrs)

• CON 127 - Contract Management (Online - 10 hrs)

• FAC 023 - Basic Contracting for GSA Schedules (Online - 4 hrs)

• FAC 031 - Small Business Programs (Online - 2 hrs)

• CLC 057 - Performance Based Payments and Value of Cash Flow (Online - 4 hrs)

• CLC 058 - Intro to Contract Pricing (Online - 2 hrs)

• CON 170 (FED) - Fundamentals of Cost & Price Analysis (Classroom - 2 wks)

• FCN190 (FED) - Federal Acquisition Regulation (FAR) Fundamentals (Federal) (Classroom - 2 weeks)*

* CON 090 - Federal Acquisition Regulation Fundamentals will be accepted as an equivalent if taken previously

FAA CERTIFICATION EQUIVALENCIES

Individuals holding a current DAWIA Level I CO/S or FAC-C Entry (Level I) are considered to have successfully fulfilled the requirements to obtain FAA CO/S Level I Specialization certification once the following requirements have been completed:

• At least one (1) year of current (within last three years) purchasing and contracting experience

• Completion of the following FAA-specific training:

• FAA30160035 - Intro to the AMS (Online - 4 hrs)

• FAA30010027 - Intro to AMS Procurement (Classroom - 24 hrs)

You must attain FAC certification in order to apply for FAA CO/S Specialization certification.

Note: Individuals who hold a current FAC-C certification and require immediate FAA Specialization certification may be eligible for a six (6) month temporary waiver for completion of FAA-specific training/development. The FAA Specialization Training/ Certification Temporary Waiver Request is available on the Acquisition Professions Portal.

CERTIFICATION MAINTENANCE REQUIREMENTS

To maintain this FAA/FAC-C certification, individuals must earn 80 continuous learning points (CLPs) every two (2) years through any combination of CO/S related training and development activities. Individuals are encouraged to maintain the CO/S Competency Experience Checklist and consult the CO/S Development Activities Guide to identify opportunities to address experience gaps.

15Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

As the employee progresses within this level, they are introduced to basic management principles through training and development assignments. Although specialization is emphasized at the beginning of this level, the individual should later broaden their background toward a more general expertise in the overall processes of their career field. Development of the generalist normally involves establishing a good foundation of experience in the employee’s primary specialty followed by lateral movement to a related specialty.

FAA Contracting Officers/Specialists are required to attain both FAC-C and FAA CO/S Specialization certification to perform the CO/S role at the FAA. FAC-C Mid-Journeyman (Level II) certification is required prior to applying for FAA CO/S Level II Specialization certification. Level I requirements must be met before progressing to Level II.

Only employees performing a contracting and acquisition related role and are in the 1102 or 1101 job series are eligible to apply for CO/S certification with documentation of appropriate experience and completion of required training. Employees in other job series who hold a current CO/S certification based on a previously held position are eligible to maintain their CO/S certification level as long as they work within the ACQ organization and complete the required continuous learning points.

Baccalaureate Degree OR at least 24 semester hours from among the following disciplines: accounting, business, finance, law, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization and management.

Employees who are in GS-1102 positions will be considered to have met the standard, including the education requirement, for positions they occupied on January 1, 2000.

A minimum of two (2) years of current (within last five (5) years) contracting experience with progressively broader work assignments is required. Must have experience across the competencies and performance indicators at the Intermediate level.

Applications must include:

• 30010002 - AMS Lifecycle (Classroom - 16 hrs) The following additional courses must be completed in order:

• CON 200 - Business Decisions for Contracting (Online - 25 hrs)

• CON 216 - Legal Considerations in Contracting (Online - 23 hrs)

• CLC 056 - Analyzing Contract Costs (Online - 17 hrs)

• CON 270 (FED) - Intermediate Cost and Price Analysis (Classroom - 2 weeks)

• CLC 051 - Industrial Property in the Possession of Contractors (Online - 2hrs)

• HBS 428 - Negotiating (Online - 2 hrs)

• CON 280 (FED) - Source Selection and Administration of Service Contracts (Classroom - 2 weeks)

• CON 290 (FED) - Contract Administration and Negotiation Techniques in a Supply Environment (Classroom - 2 weeks)

CO/S LEVEL II

16 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

CO/S LEVEL II CERTIFICATION REQUIREMENTS

Individuals holding a current DAWIA Level II CO/S or FAC-C Mid-Journeyman (Level II) are considered to have successfully fulfilled the requirements to obtain FAA CO/S Level II Specialization certification once the following requirements have been completed:

• At least two (2) years of current (within last five (5) years) contracting experience with progressively broader work assignments

• Completion of the following FAA-specific training:

• FAA30010002 - AMS Lifecycle (Classroom - 16 hrs)

Note: Individuals who hold a current FAC-C certification and require immediate FAA Specialization certification may be eligible for a six (6) month temporary waiver for completion of FAA-specific training/development. The FAA Specialization Training/Certification

Temporary Waiver Request is available on the Acquisition Professions Portal.

To maintain this FAA/FAC-C certification, individuals must earn 80 continuous learning points (CLPs) every two (2) years through any combination of CO/S related training and development activities. Individuals are encouraged to maintain the CO/S Competency Experience Checklist and consult the CO/S Development Activities Guide to identify opportunities to address experience gaps.

17Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

Level III emphasizes in-depth knowledge in a functional area and breadth of knowledge across the entire acquisition process.

Management training is commensurate with the individual’s job performance and his/her potential for advancement into managerial positions. Advanced acquisition education and training are imperative for a more global perspective.

FAA Contracting Officers/Specialists are required to attain both FAC-C and FAA CO/S Specialization certification to perform the CO/S role at the FAA. FAC-C Senior/Expert (Level III) certification is required prior to applying for FAA CO/S Level III Specialization certification. Level II requirements must be met before progressing to Level III.

Only employees performing a contracting and acquisition related role and are in the 1102 or 1101 job series are eligible to apply for CO/S certification with documentation of appropriate experience and completion of required training. Employees in other job series who hold a current CO/S certification based on a previously held position are eligible to maintain their CO/S certification level as long as they work within the ACQ organization and complete the required continuous learning points.

Baccalaureate Degree AND at least 24 semester hours from among the following disciplines: law, accounting, business, finance, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization, and management is required.

At least four (4) years of current (within last 10 years) contracting experience with progressively broader work assignments is required. Must have experience across the competencies and performance indicators at the Advanced level. Applications must include:

LEADERSHIP DEVELOPMENTAL REQUIREMENTS

Completion of two (2) developmental leadership activities to support the acquisition workforce within the past five (5) years (i.e., mentoring, providing shadowing opportunities to junior staff, and/or developing tools, conducting job relevant workshops, etc.).

• 30010002 - AMS Lifecycle (Classroom - 16 hrs) (if not already taken at Level II can be used as an elective) The required courses must be taken in the following order:

• CON 360 (FED) - Contracting for Decision Makers (Classroom - 2 weeks)

• HBS online module other than HBS 428

• Select ONE (1) of the following:

• ACQ 315 - Understanding Industry (Business Acumen) (Classroom - 37 hours)

• ACQ 370 - Acquisition Law (Classroom - 29 hours)

• CON 370 - Advanced Contract Pricing (Classroom - 2 weeks)

• ACQ 265 - Mission-Focused Service Acquisition (Classroom - 23 hrs)

• CON 244 - Construction Contracting (Classroom - 27 hrs)

• CON 252 - Fundamentals of Cost Accounting Standards (Classroom – 64 hrs)

• At least 32 hrs of electives *

* Electives may be any training course related to the employee’s job, necessary for career development, or used for cross-training. Electives may be a single course or series of courses. Each should be at least eight (8) hours in length and can be classroon, online or a combination. Topics must be related to acquisition and may include general business courses.

CO/S LEVEL III

18 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

CO/S LEVEL III CERTIFICATION REQUIREMENTS

Individuals holding a current DAWIA Level III CO/S or FAC-C Senior/Expert (Level III) are considered to have successfully fulfilled the requirements to obtain FAA CO/S Level III Specialization certification once the following requirements have been completed:

• At least four (4) years of current (within last 10 years) contracting experience with progressively broader work assignments

• Completion of the following FAA-specific training and development:

• FAA30010002 - AMS Lifecycle (Classroom - 16 hrs)

• Two (2) Leadership Developmental Activities

Note: Individuals who hold a current FAC-C certification and require immediate FAA Specialization certification may be eligible for a six (6) month temporary waiver for completion of FAA-specific training/development. The FAA Specialization Training/Certification Temporary Waiver Request is available on the Acquisition Professions Portal.

To maintain this FAA/FAC-C certification, individuals must earn 80 continuous learning points (CLPs) every two (2) years through any combination of CO/S related training and development activities. Individuals are encouraged to maintain the CO/S Competency Experience Checklist and consult the CO/S Development Activities Guide to identify opportunities to address experience gaps.

19Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

CERTIFICATION DOCUMENTATION REQUIREMENTS

This matrix summarizes requirements and documentation that is required during the certification application and approval process.

Certification Requirement Documentation Required Certification Level

Level I Level II Level III New

FAC/

FAA

Hold

FAC-C

DAWIA

Education Copy of transcript or diploma ● ● ● Experience Resume ● ● ●

Signed copy of CO/S Competency Experience Checklist

Training Upload documentation in FAITAS for training items without a green check including a copy of course completion certificate or printed eLMS training history

Copy of course completion certificate or printed eLMS training history documenting completion date of FAA-specific training

Leadership Developmental Activities

Completed CO/S Developmental Leadership Worksheet for two (2) developmental leadership activities (i.e. mentoring, shadowing, developing tools, leading workshops, etc.)

Certification Equivalencies

Copy of certificate for FAC-C Entry (Level I) or DAWIA Level I CO/S certification

Copy of certificate for FAC-C Mid/ Journeyman (Level II) or DAWIA Level II CO/S certification

Copy of certificate for DAWIA Level III CO/S, or FAC-C Senior/Expert (Level III) certification

Approvals Application signed by your first level and second level managers, the COCO, the Acquisition Career Manager and the Federal Acquisition Executive

20 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

CONTINUE TO

DEVELOP

As an acquisition workforce professional your expertise is vitally important to advancing the

Agency’s goals. Whether you are new to your profession or an experienced CO/S, you should continue to use this process and the tools outlined in this guide to improve your knowledge, skills and abilities.

CONTINUALLY ASSESS YOUR

SKILLS AND EXPERIENCE

As you complete a particular level of certification or gain experience across the competencies and performance indicators, use the Competency Experience Checklist to check your progress. Refer to the Development Activities

Guide for developmental opportunities and ideas tailored to the competencies.

FULFILL CLP REQUIREMENTS

In order to maintain FAA certification, you must fulfill

CLP requirements every two years. Points may be earned through a variety of activities such as:

• Classroom training and coursework

• Online learning

• Participating in professional organizations or events

• Attending conferences and seminars

• Presenting at professional conference or seminars

• Publishing articles and papers

• Participating in experiential activities

• Mentoring

Refer to your profession’s continuous learning requirements on the following pages.

TAKE ADVANTAGE OF ALL

TOOLS AND RESOURCES

There are a variety of tools and resources available to support you in your professional development efforts.

The following summarizes the current tools and resources described in this guide:

• Acquisition Workforce Strategy

• Profession Profiles (coming soon)

• Competencies and performance indicators

• Competency Experience Checklist

• Certification Requirements

• Development Activities Guide

• Development Plan

• Training Announcements

• eLMS

Regularly check the Acquisition Professions Portal for updates and additional resources.

21Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

• Acquisition Career Management refers to the Federal

Acquisition Institute (FAI) and Office of Federal

Procurement Policy (OFPP) for guidance on meeting the requirements for Continuous Learning Points (CLPs). For discrete activities related to acquisition, such as attending conferences or training, each hour spent in a continuous learning activity is equal to one CLP. Guidance on experiential activities that do not have a definite number of learning hours, is discussed further on this page. A chart of sample learning activities and recommended points follow.

As you work with your manager to identify the most appropriate learning activities for your development, please keep the following in mind as it relates to CLPs:

• Excess of the minimum requirements may not be carried forward for credit beyond the current period

• In general, no single activity should be used to accumulate all CLPs required for certification maintenance

• You should make an effort to participate in a variety of acquisition-related activities designed to give you a well-rounded perspective of your acquisition role.

TRAINING AND EDUCATION

CLPs may be earned through formal or informal training activities that are related to your job, including participating in self-directed study, presenting training, and taking higher education coursework.

PUBLISHING

Publishing articles related to acquisition are generally acceptable for CLPs. Points will only be awarded in the year published. Authors must comply with agency publication policy.

PROFESSIONAL ORGANIZATIONS

AND/OR THEIR EVENTS

CLPs may be earned for participating in professional organizations, attending events sponsored by them, and obtaining professional licenses or certifications. Membership in a professional organization alone will not be considered as fulfilling continuous learning requirements, but participation in the organization leadership will. Before participating in professional organizations, you must ensure that your participation is authorized by the agency and is permitted by ethics laws and regulations. Examples of activities that may qualify for CLPs include holding elected/appointed positions, such as committee leadership roles, or attending and/or presenting at educational conferences or meetings.

PARTICIPATING IN EXPERIENTIAL

ACTIVITIES

Experiential activities are those at-work experiences that serve to enhance your professional skills and improve agency acquisition delivery, such as rotational and developmental assignments or mentoring. CLPs accumulate for learning. Use the following as guidance:

• Simply performing an already understood work function should not be used to accumulate CLPs

• Longer experiences can be more beneficial than shorter experiences

• Granting of CLPs should be focused on what you have learned, rather than what you have done

• Work with your manager to pre-define, as much as possible, the learning activities to be accomplished in each experience and work together to determine the appropriate number of CLPs for each experience

• Mentoring during experiential learning is encouraged, as is sharing of knowledge gained in an experiential assignment through reports, briefings, project designs or formal or informal training

MAINTAIN CERTIFICATION

22 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

To maintain each level of CO/S certification, individuals must earn 80 continuous learning points (CLPs) of skills currency training every two (2) years. The following chart of Sample Continuous Learning Activities shows the recommended points to be credited in the year accomplished, awarded or published.

Make sure you keep a record of all of your continuous learning. This includes dates, locations and activities accomplished as well as any proof of completion such as certificates, transcripts, etc.

SAMPLE CONTINUOUS LEARNING ACTIVITIES AND RECOMMENDED POINTS

CREDITABLE ACTIVITIES POINT CREDIT

Academic Courses

Quarter Hour 10 per Quarter Hour

Semester Hour 10 per Semester Hour

Continuing Education Unit (CEU) 10 Continuous Learning Points (CLPs) per CEU

Equivalency Exams Same points as awarded for the course

Training Courses/Modules

FAI/Defense Acquisition University (DAU)

• Awareness briefing/training— no testing/ assessment

• Courses/Continuous learning modules— testing/ assessment

0.5 point per hour of instruction

1 point per hour of instruction

Other Functional Training 1 point per hour of instruction

Equivalency Exams Same points as awarded for the course

23Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

SAMPLE CONTINUOUS LEARNING ACTIVITIES AND RECOMMENDED POINTS (CONTINUED)

CREDITABLE ACTIVITIES POINT CREDIT

Professional Activities

Participation on National Acquisition Evaluation Program

(NAEP) Review Team

1 point per hour; maximum of 16 points within a 2 year period

Professional Exam/License/Certificate 20-40 points (in the year receiving)

Teaching/Lecturing 1 point per hour; maximum of 20 points per year

Symposia/Conference

• Attendance

• Presentations

0.5 point per hour; maximum of 4 points per day and 20 points per year

1 point per hour; maximum of 20 points per year

Workshop Participation 1 point per hour; maximum of 8 points per day and 20 points per year

Publications 1 point per hour of activity; maximum of 20 points per year

Association Leadership Role 1 point per hour of activity; maximum of 20 points per year

Mentoring 1 point per hour of activity; maximum of 20 points per year

On-the-job Experiential Learning 1 point per hour of activity; maximum of 20 points per year

Rotational or Developmental Assignment

• 12 month assignment/detail

• 9 months

• 6 months

• 3 months

• 2 months

• 1 month

80 points for each full year

65 points

45 points

35 points

30 points

20 points

24 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

COMPETENCIES BY ACQUISITION PHASE

CONTRACTING OFFICER/SPECIALIST (1102s)

Acquisition Phase:

Acquisition Planning

Acquisition Phase:

Contract Formation

Acquisition Phase: Contract Administration/Management

TECHNICAL COMPETENCIES

Acquisition Strategy Development

Defining Contractual/ Business Relationships

Defining Government Requirements in Commercial/Non-Commercial Terms

Defining Requirements

Managing Competition

Market Research

Performance Based Acquisition

Procurement Planning

Small Business and Preference Program Participation

Contract Award

Detailed Proposal Evaluation Skills

Negotiation

Proposal Analysis and Evaluation

Solicitation of Offers

Financial Management

Performance Management

Requirements/ Contract Management

Dispute Resolution, Termination, and Closeout

NON-TECHNICAL COMPETENCIES

Agility

Business Acumen

Communications

Customer and Stakeholder Management

Problem Solving and Decision Making

Teamwork and Collaboration

APPENDIX

25Profession Planning, Development & Resource Guide for Contracting Officers/Specialists

TECHNICAL COMPETENCIES AND

COMPETENCY: ACQUISITION STRATEGY DEVELOPMENT

DEFINITION: Ability to advise customers on their acquisition-related roles and in the development and implementation of strategies needed to assure that supplies and services are available when needed to meet mission requirements.

Basic Intermediate Advanced

Analyzes procurement requests to determine completeness of documents

Assists in the documentation of the overall strategy for managing the acquisition in coordination with the customer

Assesses customer needs for the development and implementation of acquisition strategies

Advises customers on typical acqui-sition-related roles and formulates major milestones

Supports the preparation and implementation of an acquisition strategy, including identification of areas of risk

Ensures procurement requests are acceptable for procurement action or returns inadequate procurement requests to initiating offices with appropriate explanation or correction instructions

Leads the development and implementation of strategies to assure that supplies and services are available when needed to meet mission requirements

Acts as a trusted advisor on acqui-sition issues and educates both customers and acquisition team members on the full range of procurement options and contract types

Analyzes and anticipates business needs and proactively formulates acquisition strategies

Provides recommendations for the acquisition strategy for each acquisition phase

Directs the assignment of acquisition-related roles

26 Profession Planning, Development & Resource Guide for Contracting Officers/Specialists (CO/S)

COMPETENCY: CONTRACT AWARD

DEFINITION: Knowledge of contract formation procedures. Skill in the following activities: determining and documenting the responsibility and non-responsibility of a prospective contractor; preparing all types of orders and contracts and documenting the award recommendation; notifying of contract award to required and interested parties;

preparing debriefing materials and debriefing offerors; resolving acquisition complaints and concerns.

Ensures proper preparation of contractual documents; obtains all required reviews, approvals, and signatures

Prepares summaries of negotiations, contracts and supporting files for review and approval

S…