Attachment 1- Sec B Course Listing Pricing Sheet.xlsx
XLSX spreadsheet 138 KB Posted
- Attached to
- DLA Enterprise-Wide Training IDIQ Federal contract opportunity
- Solicitation number
- SP4702-20-R-0025
- Issued by
- Defense Logistics Agency
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Other files for this federal contract opportunity
| File | Type | Posted |
|---|---|---|
| Amendment 05-SP4702-20-R-0025.pdf | ||
| Amendment 04 attachment Clarifying Questions 2.pdf | ||
| Amendment 03-SP4702-20-R-0025.pdf | ||
| Amendment 04-SP4702-20-R-0025.pdf | ||
| Amendment 02 Attachment RFP Questions.pdf | ||
| Amendment 02-SP4702-20-R-0025.pdf | ||
| Amendment 01-SP4702-20-R-0025.pdf | ||
| Solicitation SP4702-20-R-0025.pdf | ||
| Attachment 2- SECTION C PWS.pdf | ||
| Attachment 3- Sec E-M - Clauses Provisions Eval Factors.pdf | ||
| Attachment 4- Past Performance Questionnaire.pdf |
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Text version
Overall CLIN Summary
| Contract Line Item Number (CLIN) SUMMARY | Total Evaluated Price Per CLIN | ||||||
| CLIN Description | CLIN | Base Year | OY1 | OY2 | OY3 | OY4 | |
| (CLINs 000x) | (CLINs 100x) | (CLINs 200x) | (CLINs 300x) | (CLINs 400x) | |||
| DLA PACER Program Classes | 0001 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 |
| DLA Leadership Classes | 0002 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 |
| DLA IDP / Softskill Classes | 0003 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 |
| DLA Environmental / Safety Classes | 0004 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 |
| Fixed Price Travel | 0005 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 |
| Total Evaluated Price Per Contract Year | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 | $0.00 |
Pricing Sheet Instructions: This pricing file contains 26 tabs. The current tab is the overall CLIN summary, data for this tab will be automatically populated once the pricing in subsequent tabs is completed. Vendors need only to complete the pricing for each course for the base year CLINs 0001, 0002, 0003, and 0004, as well as for the travel locations for the base year CLIN 0005. Then, vendors need only to input the escalation rate for all of the option year CLINs (1001 - 4001; 1002 - 4002; 1003 - 4003; 1004 - 4004; and 1005 - 4005). The spreadsheets will automatically compute the option year prices using the escalation rates and the previous year pricing. Pricing will be evaluated on the basis of the overall (5-year) price; however the Government will review all pricing elements to ensure fair and balanced pricing.
CLIN 0001
| CLIN 0001 - DLA PACER Program Classes - Base Year | ||||||||
| Class No. | Course Title | Duration in Days | Frequency per Year (Est) | Minimum Instructor Experience | Minimum Instructor Education | Course Description | Price Per Class | Annual Total Per Class |
| 1 | Adjudicating and Applying Veterans’ Preference | 1 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with Staffing Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. The circumstances when veterans’ preference applies. 2. Identify the types of veterans’ preference, including veteran, spouse, widow/widower, and mother. 3. Correctly adjudicate veterans’ preference claims. 4. Apply veterans’ preference to competitive and excepted service appointments. 5. Apply special appointing authorities for veterans in the following: Veterans’ Recruitment appointments (VRA); 30 Percent or More Disabled Veterans; Disabled veterans enrolled in a VA training program; and Veterans Employment Opportunity Act of 1998. | $0.00 | |
| 2 | Advanced Position Classification | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Classification Backgound | BS/BA (preferably HR concentration) | Learning Outcomes 1. Procedures used to evaluate positions under the Factor Evaluation System and the narrative system. Use references that guide the federal classification system. 2. The concepts and apply the procedures to such technical issues as mixed grade/mixed series, interdisciplinary positions, and one-grade vs. two-grade interval work. Understand the General Schedule and Federal Wage System classification appeals processes. 3. To interpret and apply the General Schedule Leader Grade Evaluation Guide and the General Schedule supervisory Guide. Apply the Fair Labor Standards Act (FLSA) categories to properly determine exempt/non-exempt status. | $0.00 | |
| 3 | Adverse Conduct and Performance-Based Actions | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Determine if an action requires adverse action or unacceptable performance action procedures and if enough proof is available to take action. 2. Decide when an adverse action or unacceptable performance action is justified. 3. List relevant factors in assessing penalties. 4. Follow the correct procedures in taking actions | $0.00 | |
| 4 | Appropriations Law Seminar | 4 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level in the subject area | BS/BA Accounting or Finance Major | Learning Outcomes 1. Determine if an action requires adverse action or unacceptable performance action procedures and if enough proof is available to take action. 2. Decide when an adverse action or unacceptable performance action is justified. 3. List relevant factors in assessing penalties. Follow the correct procedures in taking actions | $0.00 | |
| 5 | Auditing Fundamentals in the Federal Environment | 2 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a background in auditing | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. Determine if an action requires adverse action or unacceptable performance action procedures and if enough proof is available to take action. 2. Decide when an adverse action or unacceptable performance action is justified. 3. List relevant factors in assessing penalties. Follow the correct procedures in taking actions | $0.00 | |
| 6 | Budget And Accounting: Making the Connection | 2 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in budgeting and accounting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes: 1. Make the connection between budgeting and accounting. Track budgetary and proprietary accounting transactions.2. Describe the U.S. Standard General Ledger (USSGL) account structure. Improve budget estimating with accounting information. | ||
| $0.00 | ||||||||
| 7 | Budget Execution | 3 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in budgeting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. Identify key financialmanagement legislation that shapes the budget execution process. 2. Describe budget terms related to budget execution as contained in Office of Management and Budget (OMB) Circular A–11. 3. Develop annual performance plans,reports and measurement. | ||
| $0.00 | ||||||||
| 8 | Budget Formulation | 3 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in budgeting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. 1.Use essential budget concepts and terminology effectively. 2. Learn the steps to prepare for building a budget and effectively determine budget requirements that reflect your program’s mission/strategic plan. 3. Implement effective tools and techniques in documenting, presenting, and justifying a budget. |
| $0.00 | |||||||
| 9 | Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS) Benefits Applications | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a HR Benefits Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS) coverage and retirement eligibility requirements. 2. Compute creditable service and annuity estimates. Explain deposit service; redeposit service and post-56 deposit service. 3. Explain CSRS and FERS retirement spousal elections, survivor benefits, and death benefits. 4. Use the appropriate CSRS or FERS retirement forms and accurately process retirement applications Explain the significance of the Thrift Savings Plan for FERS employees. | |
| $0.00 | |||||||
| 10 | Defense Demilitarization Program Course | 3 | 5 | 5 years of specialized experience in instructional delivery. At least 10 years of DoD demilitarization program administration and management experience at a mid or senior level. | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify regulatory and implementing documents used in DEMIL and trade security controls. 2. Interpret DOD policies for applying DEMIL and trade security controls. Define organizational responsibilities of DOD demilitarization program. 3. Examine the U.S. Munitions List to identify munition list items (MLI). 4. Discuss the requirements for each DEMIL code. Identify requirements for DEMIL codes “P,” “G,” and “F.” 5. Assign an accurate DEMIL code. Describe export controls applicable to commerce control list items (CCLI). 6. Examine the commerce control list to determine if an item is a CCLI. Determine the authorized disposal procedures for MLI and CCLI. 7. Identify the entities authorized to perform final disposition and their responsibilities. 8. Discuss requirements for certification/final disposition. Identify procedures and responsibilities for DEMIL code challenges. 9. Identify mechanisms for enforcing trade security controls. Identify penalties for violation of export controls. | $0.00 |
| 11 |
Examining for Federal Wage System Jobs 2 3 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a Position Classification Background BS/BA (preferably HR concentration) Learning Outcomes 1. Understand the Principles job-element (JE) examining for Federal wage system jobs. 2.Identify and use applicable job- element examining references and tools. Identify the job elements necessary for the applicants to be successful on the job. 3. Match what the applicants can do against what the work entails. Apply JE. examining practices in open-competitive and merit staffing actions. 4. Adapt JE examining practices to Agency mission and human resources management programs. 5.Use practical methods for rating applicants. Develop a plan to measure the qualifications of the applicants
| $0.00 | |
| 12 |
Fair Labor Standards Act (FLSA) 2 1 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a Employee/Labor Relations Background BS/BA (preferably HR concentration) Learning Outcomes 1. Discuss the history, coverage,and regulations governing the FLSA. Describe agency, manager/supervisor, and employee responsibilities under the FLSA . 2. Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions. 3. Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations. Identify situations in which travel is credited as hours of work and apply the appropriate guidelines, including compensatory time for travel. 4. Describe the guidelines for filing a FLSA claim.
| $0.00 | ||||||
| 13 | Federal Accounting Fundamentals | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in accounting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. Identify the appropriate souces of f guidance relating to Federal accounting 2. Explain fundamental accounting concepts and principles. Identify the five steps in the accounting cycle. Distinguish between budgetary and proprietary accounting and define equations and corresponding components for each. 3. Record budgetary and proprietary transaction for phases of accounting and budget execution cycles. 4. Define uses of United States Standard General Ledger (USSGL). Recognize and associate basic accounting transactions with the appropriate USSGL accounts 5. Record basic adjusting, closing and current year transactions using USSGL accounts.Identify principal financial statements for the Federal Government and major components 6. Define assets, liabilities, net position, revenue expenses, gains, and losses. Track life cycle of appropriated funds |
| $0.00 | ||||||
| 14 | Federal Employee Benefits | 5 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a HR Benefits Background | BS/BA (preferably HR concentration) | Learning Outcomes |
1. Determine retirement system coverage for rehires, transfers, and converted employees.
2. Explain the basics of the Social Security program and its impact on employees. 3. Determine retirement eligibility dates, identify creditable service, and calculate basic annuity amounts. 4. Determine and explain eligibility requirements and coverage for Federal Employee Health Benefits (FEHB) and Federal Employee Group Life Insurance (FEGLI).
| $0.00 | ||||||
| 15 | Federal Employee Relations | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Understand management and employee rights in the workplace. Identify and locate the correct laws and regulations that apply to Employee Relations (ER) situations. 2. Determine probationary periods. |
3. Separate performance from conduct problems. Decide when and how management should discipline employees 4.Improve performance standards and advise managers on handling performance problems. 5. The categories of awards available in the Federal service. Correctly handle situations involving medical issues.
6. Understand the grievance and appeal options of Federal employees.
| $0.00 | ||||||
| 16 | Federal Human Resources Management | 3 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Understand the terms and functions of Federal HR management. 2. Identify the primary regulations, practices and policies of the Federal HR management system. |
3. Summarize the interrelationships of personnel laws and regulations, and the intern’s role in the HR office. 4. Explain the various components of the HR office (e.g., labor/employee relations, classification, staffing and placement).
| . . | $0.00 | |||||||
| 17 | Federal Labor Relations | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Labor/Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Gain a solid foundation in the area of labor-management relations to include understanding the collecting bargaining process and the rights and obligations of the parties. 2 Understand the basic principles of labor relations incorporated into the Labor- Management Relations Statue and Tittle VII amd providing advice to management on alternative collective bargaining unit positions. 3. Become familiar with unit determinations, representation proceedings, negotiations, contract administration, arbitration and unfair labor practice complaint processing.. 4. Practice engaging in theresolution of grievances. | $0.00 | |
| 18 | Federal Performance Management | 3 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify the current federal/DoD personnel management systems 2. Describe the basis for performance decisions. 3. Plan and determine how performance distinctions will be measured. 4. Identify how to help employees progress toward established performance goals. 5. Evaluate performance against established standards and communicate results. | $0.00 | |
| 19 | Federal Staffing and Placement | 5 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Staffing Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Apply OPM policies and instructions. 2. Identify competitive and non- competitive appointing authorities and how to best utilize them. 3. Assess minimum qualification using the operating manual Qualification Standards for General Schedule (GS) Positions. |
4. Apply concepts of time-in-grade and time-after competitive appointment restrictions. 5. Apply merit promotion and other in- service procedures. 6.Learn the role of the HR practitioner in assisting agency managers to recruit and retain top talent.
7. Devise alternative solutions to recruiting challenges. 8. Researchand use all available resource and reference material, including legal and regulatory issuances.
| $0.00 | ||||||
| 20 | Federal Workforce Analysis and Planning | 2 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Position Classification or organization alignment Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Explain the importance of workforce analysis and planning in the strategic management of human capital. Describe how data and planning models are used in the workforce planning process. Evaluate how an agency’s strategic plan affects its workforce planning. |
2. Analyze and interpret workforce data using workforce supply and demand analysis methods.
3. Develop strategies to address skill gaps. 4. Define actions needed to successfully implement a workforce action plan. 5. Evaluate whether a workforce plan is achieving results and determine the need for revisions.
| $0.00 | |||||
| 21 | Financial Management of Defense Working Capital Funds | 3 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior levelience | BS/BS/BA |
Accounting or Finance Major
| Learning Outcomes 1. Discuss Defense Working Capital Fund (DWCF) financial management structure and operations. 2. Describe the DWCF budgeting process. Calculate net operating result (NOR) and accumulated operating result (AOR). 3. Calculate a rate for goods/services and conduct a variance analysis. 4. Explain the impact of performance budgeting on DWCF. 5. Discuss cash management issues and mitigation strategies. 6. Identify DWCF accounts in the USSGL. Identify the purpose and components of Federal financialstatements related to DWCF. | |||||
| $0.00 | |||||
| 22 | U.S. Standard General Ledger: Practical Applications | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior levelience | BS/BS/BA |
Accounting or Finance Major
| Learning Outcomes 1. Identify attributes of the USSGL. 2. Use the USSGL at the transaction level to execute the accounting cycle. 3. Link USSGL accounts to specific agency SGL accounts. 4. Analyze key accounting events. Use USSGL crosswalks to generate financial statements. | ||||||
| $0.00 | ||||||
| 23 | Internal Consulting Skills for Federal HR Professionals | 3 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level | BS/BA (preferably HR concentration) | Learning Outcomes 1. Define roles and skills of Federal HR professionals as Pacer consultants. 2. Discuss changing roles and building partnerships with management. 3. Implement the steps for planning and preparing for conducting the contract meeting. 4. Explain the most effective methods of data collection and when to apply the methods. 5. Apply the principles of planning, conducting, and evaluating feedback meetings. 6. Explain causes for client resistance and how to deal effectively with resistance. |
7. Identify implementation strategies. Explain the decision for extending, recycling, or terminating the contract.
8. Practice consulting skills using Federal HR case studies, exercise, and example
| $0.00 | ||||||
| 24 | Job Analysis and Competency Assessment | 3 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a HR Staffing Backround | BS/BA (preferably HR concentration) | Learning Outcomes 1. Conduct an effective job analysis consistent with legal and regulatory requirements that identifies the major duties of the position. 2. Use the results of the job analysis to identify and refine KSA, and/or competencies needed to perform the work of the position. |
3. Prepare operational definitions of the KSA. Develop appropriate applicant assessment and selection criteria. 4. Develop effective crediting plans that measure an applicant’s ability to do the work based on training, education, and experience.
| $0.00 | |||||
| 25 | Manager’s and Auditor’s Roles in Assessing Internal Control | 2 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior levelience | BS/BS/BA |
Accounting or Finance Major Learning Outcomes 1.Explain why management assessment of controls is important to accomplish operations and programs. 2. Explain Government Accountability Office (GAO) and The Committee of Sponsoring Organizations of the Treadway Commission (COSO) standards on controls and apply them to Government operations, programs, and financial reporting. 3. Describe the key components of assessing controls. 4. Practice applying risk assessment and describe requirements and guidance for evaluating controls. Evaluate and report on an agency’s system of controls. 5. Recognize significant deficiencies and material weaknesses and be familiar with the types of issues that are reported. List items for reporting in the annual Integrity Act assurance statement.
| $0.00 | |||||||
| 26 | Managing Employee Conduct and Performance | 2 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Distinguish between a performance and a conduct issue. 2. Determine when employee conduct is actionable. 3. Decide whether to take formal or informal action on the issue. Identify the factors in assessing penalties. 4. Follow the correct steps in a performance counseling session. 5. Write a performance improvement plan. 6. Learn the steps in a performance-based action | |
| $0.00 | |||||||
| 27 | Mediating Employee Disputes | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee/Labor Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Explain how to mediate employee disputes in order to maintain productive work relationships. 2. Develop problem-solving skills. Understand causes and dynamics of conflict, and the alternative dispute resolution process. 3. Develop coaching and negotiating skills. | $0.00 |
| 28 |
PPBE
Workshop: Defense Planning, Programming Budgeting & Execution 3 2 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level BS/BA Accounting, Auditing or Finance Major Learning Outcomes: 1. Explain the roles and relationships of the building blocks of the PPBE process. 2. Participate in the development, justification, and review of the Armed Services’ program and budget submissions. 3. Identify the purpose, content, and timing of key PPBE events and documents, and who influences them. 4. the Congressional enactment process and explain its influence on PPBE. 5. Explain the basic elements of the DOD budget execution. 6. Analyze funds management requirements for a representative DOD program.
| $0.00 | ||||||
| 29 | Pay Setting | 3 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Compensation Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Understand GS and Federal Wage System (FWS) pay-setting policies and requirements. 2. Apply pay-setting rules and requirements that illustrate the Federal pay-setting cycle. 3. Set pay for personnel actions involving a variety of pay-setting issues |
| $0.00 | ||||||
| 30 |
Preparation and Analysis of the SF 133 2 2 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level BS/BA Accounting, Auditing or Finance Major Learning Outcomes: 1. Understand the components of the SF–133 and how the document is used. 2. Describe the background and structure of the SF–133.Apply Line-by-Line Guidance on the SF–133.
3. Understand Tracking and Reporting Budget Authority. Understand and apply OMB Circular A–11.
| $0.00 | |
| 31 |
Preparing Federal Financial Statements Using the U.S. Standard General Ledger 2 2 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level BS/BA Accounting, Auditing or Finance Major Learning Outcomes: 1. Describe the objectives of Federal financial reporting and associated laws and regulations. 2. Use trend, narrative, and variance analyses to examine financial statements. 3. Explain stewardship reporting and its importance. 4. Distinguish between budgetary and proprietary reporting. 5. Summarize accounting standards issued by the Financial Accounting Standards Advisory Board (FASAB) and define the impact of the government Performance and Results Act on financial reporting.
| $0.00 | ||||||
| 32 | Processing Personnel Actions | 4 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Background in Processing and Analysis | BS/BA (preferably HR concentration) | Learning Outcomes 1.Use the Guide For Processing Personnel Actions to document records for federal employees for a variety of actions including appointments, separations, and other changes with their associated critical remarks. 2. Compute Service computation Dates by verifying creditable civilian and military service. Determine Veteran’s preference, creditable service for career tenure, within-grade waiting periods, decisions, and correct probationary periods. 3. Locate information in and understand how to use the Guide To Processing Personnel Actions. 4. Understand the Civil Service rules, regulations and procedures that govern federal personnel regulations. 5. Document accession, change, and separation actions correctly by completing required entries on SF-50s and SF-52s. Compute Service Computation Dates to determine Veterans’ Preference, make career tenure and within-grade waiting-period decisions and identify correct probation periods. |
| $0.00 | ||||||
| 33 | Principles of Classification | 5 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Classification Backgound | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify the methods used to evaluate positions in the Federal system. Learn the principles and references that guide classification in the Federal sector. 2. Explain and apply procedures used to classify federal position using the Factor Evaluation System (FES). |
3.Explain and apply procedures used to classify federal positions using the narrative system.
4. Understand the purpose of alternative classification system and procedures commonly used to evaluate position in such systems. 5. Apply the alternative classification principles discussed to specific agency examples. Explain and apply the rules applicable to classifying mixed grade/series and interdisciplinary positions. 6. Identify and apply the procedures used to classify federal leader, supervisory and managerial positions.
| $0.00 | ||||||
| 34 | Qualification Analysis | 3 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Staffing Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Determine whether applicants meet eligibility and minimum qualification requirements. |
2. Combine experince and education through using analytics to determing minimum qualificiations. 3. Assess specialized experience. Rate and rank candidates using experience, education and training as well as selective and quality ranking factors. 4. Apply legal and regulatory requirements in making elgibility determinations. 5, Refer highly qualified candidates to selecting officials.
| $0.00 | ||||||
| 35 | Suitability Adjudication | 3 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level | BS/BA (preferably HR concentration) | Learning Outcomes 1. Designate the risk levels of positions within the Defense Logistics Agency (DLA). Review character and conduct against suitability standards from 5 CFR 731 . 2. Know the cases to reference for suitability review and adjudication. 3. Use guidelines to adjudicate basic suitability determinations. Understand when to refer a case to the office of Personnel Management (OPM) for debarment consideration or when to take suitability action. |
4. Recognize merit fraud. Understand OPM adjudications, how to refer cases to OPM for reopening, understand case transmittal forms and investigative file maintenance.
| $0.00 | ||||||
| 36 | Travel Regulations for Defense Agencies, JTR/Volume 2 (PCS Focus) | 3 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level | BS/BA (preferably HR concentration) | Learning Outcomes 1. Comply with current Defense Civilian Personnel, Joint Travel Regulation (JTR)—Volume 2 (PCS focus) regulations. 2. Define and describe travel orders and requirements for moving civilian personnel performing PCS moves. 3. Identify and compute allowances and entitlements for civilian personnel who are performing PCS moves. |
4. Calculate per diem entitlements, reimbursable expenses, allowances for PCS moves, and total PCS reimbursements in all situations. 5. Describe and utilize the JTR for the movement of household goods, house-hunting trips, mobile home allowances, transporting and storing a privately owned vehicle (POV), and residential transactions.
6. Provide assistance to civilian employees in order to resolve complex travel problems.
7. Apply the requirements as stated in JTR—Volume 2 (PCS focus) in order to determine allowable PCS expenses and travel-related entitlements.
| $0.00 | |||||||
| 37 | Calculating Service Comp Dates | 1 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level | BS/BA (preferably HR concentration) | Determine creditable service and correctly compute all four types of service computation dates (SCDs): leave, retirement, reduction-in-force (RIF), and Thrift Savings Plan (TSP). Recognize when and how to change an employee's SCD. | $0.00 |
| 38 | Federal Appropriations Law Refresher and Update | 2 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level in the subject area | B.S./B.A. Accounting; CPA License | FEDERAL APPROPRIATIONS LAW REFRESHER AND UPDATE |
Correctly using Federally-appropriated funds to comply with relevant laws and regulations is a critical responsibility for Federal employees. Refreshing your knowledge of appropriations law basics and gaining a deeper understanding of the latest changes and developments can help ensure your organization properly uses Federally-appropriated funds. Through interactive case studies based on recent GAO decisions and focusing on key concepts of appropriations law, learn how to identify changes in policy and their impact to avoid Antideficiency Act violations. This course is designed for anyone who attended the Appropriations Law Seminar more than three years ago.
Learning Objectives: Identify the legal framework supporting the legal use of funds in the Federal Government; Determine the legal availability of funds related to purpose based on longstanding and recent guidance, and Federal case studies; Determine the legal availability of funds related to time based on longstanding and recent guidance, and Federal case studies; Determine the legal availability of funds related to amount based on longstanding and recent guidance, and Federal case studies; Determine the legal applications of other appropriations law topics based on longstanding and recent guidance, and Federal case studies
| $0.00 | ||||||||
| 39 | Planning and Conducting a Reduction in Force | 4 | 2 | 5 years of specialized experience in instructional delivery of training and in teaching the subject matter. At least 10 years in federal human resources at a mid or senior level | BS/BA (preferably HR concentration) | Learn to properly execute a reduction in force (RIF). Know what to do when an agency abolishes positions, or separates or downgrades employees due to a reorganization, lack of work, shortage of funds, or insufficient personnel ceiling. Run a mock RIF to determine the impact of various decisions on employee entitlements and agency structure. Learn about appeal procedures, priority placement programs, and employee reemployment and restoration rights | $0.00 | |
| Base Year Total CLIN 0001 | $0.00 |
CLIN 1001
| CLIN 1001 - DLA PACER Program Classes - Option Year 1 | Escalation Rate (%) | |||||||
| Class No. | Course Title | Duration in Days | Frequency per Year (Est) | Minimum Instructor Experience | Minimum Instructor Education | Course Description | Price Per Class | Annual Total Per Class |
| 1 | Adjudicating and Applying Veterans’ Preference | 1 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with Staffing Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. The circumstances when veterans’ preference applies. 2. Identify the types of veterans’ preference, including veteran, spouse, widow/widower, and mother. 3. Correctly adjudicate veterans’ preference claims. 4. Apply veterans’ preference to competitive and excepted service appointments. 5. Apply special appointing authorities for veterans in the following: Veterans’ Recruitment appointments (VRA); 30 Percent or More Disabled Veterans; Disabled veterans enrolled in a VA training program; and Veterans Employment Opportunity Act of 1998. | $0.00 | $0.00 |
| 2 | Advanced Position Classification | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Classification Backgound | BS/BA (preferably HR concentration) | Learning Outcomes 1. Procedures used to evaluate positions under the Factor Evaluation System and the narrative system. Use references that guide the federal classification system. 2. The concepts and apply the procedures to such technical issues as mixed grade/mixed series, interdisciplinary positions, and one-grade vs. two-grade interval work. Understand the General Schedule and Federal Wage System classification appeals processes. 3. To interpret and apply the General Schedule Leader Grade Evaluation Guide and the General Schedule supervisory Guide. Apply the Fair Labor Standards Act (FLSA) categories to properly determine exempt/non-exempt status. | $0.00 | $0.00 |
| 3 | Adverse Conduct and Performance-Based Actions | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Determine if an action requires adverse action or unacceptable performance action procedures and if enough proof is available to take action. 2. Decide when an adverse action or unacceptable performance action is justified. 3. List relevant factors in assessing penalties. 4. Follow the correct procedures in taking actions | $0.00 | $0.00 |
| 4 | Appropriations Law Seminar | 4 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level in the subject area | BS/BA Accounting or Finance Major | Learning Outcomes 1. Determine if an action requires adverse action or unacceptable performance action procedures and if enough proof is available to take action. 2. Decide when an adverse action or unacceptable performance action is justified. 3. List relevant factors in assessing penalties. Follow the correct procedures in taking actions | $0.00 | $0.00 |
| 5 | Auditing Fundamentals in the Federal Environment | 2 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a background in auditing | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. Determine if an action requires adverse action or unacceptable performance action procedures and if enough proof is available to take action. 2. Decide when an adverse action or unacceptable performance action is justified. 3. List relevant factors in assessing penalties. Follow the correct procedures in taking actions | $0.00 | $0.00 |
| 6 | Budget And Accounting: Making the Connection | 2 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in budgeting and accounting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes: 1. Make the connection between budgeting and accounting. Track budgetary and proprietary accounting transactions.2. Describe the U.S. Standard General Ledger (USSGL) account structure. Improve budget estimating with accounting information. | ||
| $0.00 | $0.00 | |||||||
| 7 | Budget Execution | 3 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in budgeting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. Identify key financialmanagement legislation that shapes the budget execution process. 2. Describe budget terms related to budget execution as contained in Office of Management and Budget (OMB) Circular A–11. 3. Develop annual performance plans,reports and measurement. | ||
| $0.00 | $0.00 | |||||||
| 8 | Budget Formulation | 3 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in budgeting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. 1.Use essential budget concepts and terminology effectively. 2. Learn the steps to prepare for building a budget and effectively determine budget requirements that reflect your program’s mission/strategic plan. 3. Implement effective tools and techniques in documenting, presenting, and justifying a budget. |
| $0.00 | $0.00 | |||||||
| 9 | Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS) Benefits Applications | 4 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a HR Benefits Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS) coverage and retirement eligibility requirements. 2. Compute creditable service and annuity estimates. Explain deposit service; redeposit service and post-56 deposit service. 3. Explain CSRS and FERS retirement spousal elections, survivor benefits, and death benefits. 4. Use the appropriate CSRS or FERS retirement forms and accurately process retirement applications Explain the significance of the Thrift Savings Plan for FERS employees. | ||
| $0.00 | $0.00 | |||||||
| 10 | Defense Demilitarization Program Course | 3 | 5 | 5 years of specialized experience in instructional delivery. At least 10 years of DoD demilitarization program administration and management experience at a mid or senior level. | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify regulatory and implementing documents used in DEMIL and trade security controls. 2. Interpret DOD policies for applying DEMIL and trade security controls. Define organizational responsibilities of DOD demilitarization program. 3. Examine the U.S. Munitions List to identify munition list items (MLI). 4. Discuss the requirements for each DEMIL code. Identify requirements for DEMIL codes “P,” “G,” and “F.” 5. Assign an accurate DEMIL code. Describe export controls applicable to commerce control list items (CCLI). 6. Examine the commerce control list to determine if an item is a CCLI. Determine the authorized disposal procedures for MLI and CCLI. 7. Identify the entities authorized to perform final disposition and their responsibilities. 8. Discuss requirements for certification/final disposition. Identify procedures and responsibilities for DEMIL code challenges. 9. Identify mechanisms for enforcing trade security controls. Identify penalties for violation of export controls. | $0.00 | $0.00 |
| 11 |
Examining for Federal Wage System Jobs 2 3 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a Position Classification Background BS/BA (preferably HR concentration) Learning Outcomes 1. Understand the Principles job-element (JE) examining for Federal wage system jobs. 2.Identify and use applicable job- element examining references and tools. Identify the job elements necessary for the applicants to be successful on the job. 3. Match what the applicants can do against what the work entails. Apply JE. examining practices in open-competitive and merit staffing actions. 4. Adapt JE examining practices to Agency mission and human resources management programs. 5.Use practical methods for rating applicants. Develop a plan to measure the qualifications of the applicants
| $0.00 | $0.00 |
| 12 |
Fair Labor Standards Act (FLSA) 2 1 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a Employee/Labor Relations Background BS/BA (preferably HR concentration) Learning Outcomes 1. Discuss the history, coverage,and regulations governing the FLSA. Describe agency, manager/supervisor, and employee responsibilities under the FLSA . 2. Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions. 3. Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations. Identify situations in which travel is credited as hours of work and apply the appropriate guidelines, including compensatory time for travel. 4. Describe the guidelines for filing a FLSA claim.
| $0.00 | $0.00 | |||||
| 13 | Federal Accounting Fundamentals | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior level with a backround in accounting | BS/BA Accounting, Auditing or Finance Major | Learning Outcomes 1. Identify the appropriate souces of f guidance relating to Federal accounting 2. Explain fundamental accounting concepts and principles. Identify the five steps in the accounting cycle. Distinguish between budgetary and proprietary accounting and define equations and corresponding components for each. 3. Record budgetary and proprietary transaction for phases of accounting and budget execution cycles. 4. Define uses of United States Standard General Ledger (USSGL). Recognize and associate basic accounting transactions with the appropriate USSGL accounts 5. Record basic adjusting, closing and current year transactions using USSGL accounts.Identify principal financial statements for the Federal Government and major components 6. Define assets, liabilities, net position, revenue expenses, gains, and losses. Track life cycle of appropriated funds |
| $0.00 | $0.00 | |||||
| 14 | Federal Employee Benefits | 5 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior leve with a HR Benefits Background | BS/BA (preferably HR concentration) | Learning Outcomes |
1. Determine retirement system coverage for rehires, transfers, and converted employees.
2. Explain the basics of the Social Security program and its impact on employees. 3. Determine retirement eligibility dates, identify creditable service, and calculate basic annuity amounts. 4. Determine and explain eligibility requirements and coverage for Federal Employee Health Benefits (FEHB) and Federal Employee Group Life Insurance (FEGLI).
| $0.00 | $0.00 | |||||
| 15 | Federal Employee Relations | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Understand management and employee rights in the workplace. Identify and locate the correct laws and regulations that apply to Employee Relations (ER) situations. 2. Determine probationary periods. |
3. Separate performance from conduct problems. Decide when and how management should discipline employees 4.Improve performance standards and advise managers on handling performance problems. 5. The categories of awards available in the Federal service. Correctly handle situations involving medical issues.
6. Understand the grievance and appeal options of Federal employees.
| $0.00 | $0.00 | |||||
| 16 | Federal Human Resources Management | 3 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Understand the terms and functions of Federal HR management. 2. Identify the primary regulations, practices and policies of the Federal HR management system. |
3. Summarize the interrelationships of personnel laws and regulations, and the intern’s role in the HR office. 4. Explain the various components of the HR office (e.g., labor/employee relations, classification, staffing and placement).
| . . | $0.00 | $0.00 | |||||||
| 17 | Federal Labor Relations | 2 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Labor/Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Gain a solid foundation in the area of labor-management relations to include understanding the collecting bargaining process and the rights and obligations of the parties. 2 Understand the basic principles of labor relations incorporated into the Labor- Management Relations Statue and Tittle VII amd providing advice to management on alternative collective bargaining unit positions. 3. Become familiar with unit determinations, representation proceedings, negotiations, contract administration, arbitration and unfair labor practice complaint processing.. 4. Practice engaging in theresolution of grievances. | $0.00 | $0.00 | |
| 18 | Federal Performance Management | 3 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with an Employee Relations Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Identify the current federal/DoD personnel management systems 2. Describe the basis for performance decisions. 3. Plan and determine how performance distinctions will be measured. 4. Identify how to help employees progress toward established performance goals. 5. Evaluate performance against established standards and communicate results. | $0.00 | $0.00 | |
| 19 | Federal Staffing and Placement | 5 | 3 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Staffing Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Apply OPM policies and instructions. 2. Identify competitive and non- competitive appointing authorities and how to best utilize them. 3. Assess minimum qualification using the operating manual Qualification Standards for General Schedule (GS) Positions. |
4. Apply concepts of time-in-grade and time-after competitive appointment restrictions. 5. Apply merit promotion and other in- service procedures. 6.Learn the role of the HR practitioner in assisting agency managers to recruit and retain top talent.
7. Devise alternative solutions to recruiting challenges. 8. Researchand use all available resource and reference material, including legal and regulatory issuances.
| $0.00 | $0.00 | |||||
| 20 | Federal Workforce Analysis and Planning | 2 | 1 | 5 years of specialized experience in instructional delivery. At least 10 years in federal human resources at a mid or senior level with a Position Classification or organization alignment Background | BS/BA (preferably HR concentration) | Learning Outcomes 1. Explain the importance of workforce analysis and planning in the strategic management of human capital. Describe how data and planning models are used in the workforce planning process. Evaluate how an agency’s strategic plan affects its workforce planning. |
2. Analyze and interpret workforce data using workforce supply and demand analysis methods.
3. Develop strategies to address skill gaps. 4. Define actions needed to successfully implement a workforce action plan. 5. Evaluate whether a workforce plan is achieving results and determine the need for revisions.
| $0.00 | $0.00 | ||||
| 21 | Financial Management of Defense Working Capital Funds | 3 | 2 | 5 years of specialized experience in instructional delivery. At least 10 years in federal financial management at the mid or senior levelience | BS/BS/BA |
Accounting or Finance Major
| Learning Outcomes 1. Discuss Defense Working Capital Fund (DWCF) financial management structure and operations. 2. Describe the DWCF budgeting process. Calculate net operating result (NOR) and accumulated operating result (AOR). 3. Calculate a rate for goods/services and conduct a variance analysis. 4. Explain the impact of performance budgeting on DWCF. 5. Discuss cash management issues and mitigation strategies. 6. Identify DWCF accounts in the USSGL. Identify the purpose and components of Federal financialstatements related to DWCF. | |||||
| $0.00 | $0.00 |
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