Justice Management Division
Serving Justice - Securing Results

I. Purpose

The purpose of the Department of Justice (DOJ), henceforth “the Department,” Acquisition Workforce Management Program (AWMP) is to:

• Supplement the coverage in Federal Acquisition Regulation (FAR) Subpart 1.6, Contracting Authority and Responsibilities, by specifying Department-wide certification standards based on education, training and experience to be used when designating contracting officers and terminating those designations for failure to meet professional certification requirements.
• Establish and implement the certification standards in Department-wide procedures for the selection, appointment, and termination of appointment of contracting officers in accordance with Justice Acquisition Regulations (JAR) 2801.603, Selection, Appointment and Termination of Appointment and FAC-C requirements.
• Establish and implement Departmental policy on the following Federal Acquisition Certification programs in accordance with the Office of Federal Procurement Policy (OFPP) Policy Letter 05-01, “Developing and Managing the Acquisition Workforce” and Office of Management and Budget (OMB) Memos, “The Federal Acquisition Certification in Contracting Program” dated January 20, 2006, “The Federal Acquisition Certification for Program and Project Managers” dated April 25, 2007, and “The Federal Acquisition Certification for Contracting Officer Technical Representatives” dated November 26, 2007, for all employees identified as members of the acquisition workforce:
  1. Federal Acquisition Certification in Contracting (FAC-C)
  2. Federal Acquisition Certification for Contracting Officer Technical Representatives (FAC-COTR)
  3. Federal Acquisition Certification for Program and Project Managers (FAC-P/PM)
• Provide policy guidance on implementation, usage, and maintenance of required data in the Acquisition Career Management Information System (ACMIS).

The Department’s AWMP, effective June 28, 2007, is administered by the Senior Procurement Executive (SPE) on behalf of the Chief Acquisition Officer (CAO). The AWMP establishes the criteria for appointing, terminating, reviewing, and certifying the acquisition workforce Department-wide. Additionally, the AWMP establishes acquisition training requirements for all employees in the Department’s acquisition workforce consistent with the intent of the Clinger-Cohen Act of 1996 and training requirements established by OFPP. This ensures that standardized processes and procedures exist for qualifying and designating individuals to serve as contracting officers.

The SPE must approve, in writing, any deviation from the policies, procedures, and requirements of the DOJ Acquisition Workforce Management Program.

II. Scope

This document applies to all Department Components and contracting professionals, unless specifically excluded herein or by separate memorandum. The DOJ Office of Inspector General is covered under this policy where it does not conflict with the authorities and responsibilities given to the Inspector General under the Inspector General Act of 1978 and its amendments.

III. Policy and Procedures

In accordance with Attorney General Orders 1687-93 and 2649-2003, the authority vested in the Attorney General with respect to contractual actions, for goods and services, is delegated to the following officials:

• AAG/A for Offices, Boards, and Divisions (OBDs);
• Director, Federal Bureau of Investigation (FBI);
• Director, Federal Bureau of Prisons (BOP);
• Commissioner, Federal Prison Industries (FPI/UNICOR);
• Administrator, Drug Enforcement Administration (DEA);
• Assistant Attorney General, Office of Justice Programs (OJP);
• Director, U.S. Marshals Service (USMS);
• Inspector General, Office of the Inspector General (OIG);
• Trustee, Office of the Federal Detention Trustee (OFDT);
• Director, Alcohol, Tobacco, Firearms, and Explosives (ATF);

The acquisition authority delegated to the above officials, may be re-delegated to subordinate officials as necessary to ensure the efficient and proper administration of the Department=s acquisition operations. Bureau Procurement Chiefs (BPCs) or their designee(s) are hereby delegated authority to select and appoint Contracting Officers in accordance with this manual. BPCs (or designee) are ultimately responsible for the proper use of warrants and implementation of the certification programs following the policies and procedures provided in the Acquisition Workforce Management Program (AWMP). Contracting authority may be delegated to individuals who meet the specific standards delineated in this manual, and not to positions. This is accomplished by written appointments in the form of Standard Form (SF) -1402, Certificate of Appointment, in accordance with FAR 1.603-3. BPCs (or designee) have the authority to terminate warrants for improper use and to serve as an advocate for each program and shall take actions deemed necessary to ensure the integrity of the Federal Acquisition Certification programs.

The BPC must advise the Senior Procurement Executive (SPE) of significant problems, if any, encountered in the administration of this authority. Additionally, BPCs shall appoint an Acquisition Career Manager (ACM) to work co-laterally with the Department’s ACM to facilitate the career management program. Procurement Chiefs may set standards which are more, but not less strict than those contained in this manual. Similarly, maximum authority levels specified in this manual may be further restricted in accordance with internal policies and procedures.

IV. Role and Responsibilities

A. Senior Procurement Executive (SPE)

1. Carry out all functions of the Chief Acquisition Officer (CAO) to develop and maintain an acquisition career management program that ensures the Department of Justice has a competent and professional acquisition management workforce in alignment with established directives.
2. Review, concur and approve or reject waiver requests from members of the acquisition workforce.

B. Acquisition Career Manager (ACM)

1. Oversee the acquisition workforce certification programs to ensure compliance;
2. Disseminate acquisition workforce information to members of the Department’s acquisition workforce, including functional offices (CIO, CFO, CHCO, etc) relevant to the certification programs;
3. Maintain and manage consistent agency-wide data in the Acquisition Career Management Information System (ACMIS);
4. Ensure Agency Policies/Procedures are consistent with those established by OFPP, as appropriate;
5. Recommend to the DOJ Senior Procurement Executive waivers to the 1102 education and training, on a case-by-case basis;

C. Component Chief Information Officers

1. Identify IT members of the acquisition workforce;
2. Review and approve or reject IT Program/Project Managers request for certification;
3. Review and approve or reject IT Program/Project Managers waiver requests;

D. Bureau Procurement Chiefs/Directors

1. Designate members of the acquisition workforce;
2. Ensure the acquisition workforce has the necessary competencies, training, and certifications;
3. Identify a training budget for the acquisition workforce;
4. Develop and implement policies and procedures specific to Bureau acquisitions;
5. Disseminate acquisition workforce information to respective acquisition workforce members;
6. Ensure fulfillment of the continuous learning requirements for each employee to whom this policy is applicable.

E. Component Acquisition Career Managers

1. Work in conjunction with the Department’s ACM to ensure members of the acquisition workforce receive necessary information and training to efficiently and effectively perform duties of position;
2. Review applications for certification for accuracy and completeness;
3. Work with members of the acquisition workforce to enter and maintain information in ACMIS;
4. Disseminate information to acquisition workforce as appropriate;
5. Attend and participate in the Departments Acquisition Workforce Career Committee meetings;

F. Supervisors of Acquisition Workforce Members

1. Assess and approve achievement of competencies under certification programs;
2. Ensure appropriate certification level commensurate with employees’ level of responsibilities;
3. In conjunction with employee, develop and update a career development plan (such as an Individual Development Plan (IDP)), which shows completion of mandatory and continuing education requirements and identifies how the requirements of this policy will be met;
4. Schedule employees in accordance with Bureau training prioritization policy;
5. Review and validate data entered into the Acquisition Career Management Information System (ACMIS);
6. Ensure that the monitoring and fulfillment of the continuous learning requirements are met for employees.

G. Acquisition Workforce Members

1. In conjunction with supervisor, develop and update a career development plan (such as an IDP) that incorporates core competencies, education, training, experience, and continuous learning requirements;
2. Complete the certification application process to obtain required certifications;
3. Attain and remain current in core competencies, training, experience, and continuous learning requirements, as reflected in individual career plans and as appropriate;
4. Ensure that all training, experience, and skills currency requirements are accurately reflected in ACMIS.

V. Federal Acquisition Certification Programs

A. Federal Acquisition Certification in Contracting Program (FAC-C)

       1. Departmental Policy on FAC-C

It is the policy of the Department of Justice that its acquisition workforce be trained and developed following the skill-based acquisition curriculum established by the Federal Acquisition Institute (FAI). As a result, the Department has adopted the education, training, and experience requirements of the Federal Acquisition Certification in Contracting (FAC-C) Program shown in Figure I. The certification program is available to all members of the federal acquisition workforce; however, priority will be given to warranted COs in the General Schedule (GS)-1102 contracting series for course enrollment.

Achievement of FAC-C is not mandatory for existing warrant holders; however, individuals issued new (issued to employees for the first time Department-wide) Contracting Officer (CO) warrants after January 1, 2007, regardless of GS series, must be certified at an appropriate level to support their warrant obligations. New warrants issued to replace or modify existing warrant levels and thresholds are not subject to FAC-C requirements. Non-1102 Contracting Officers subject to FAC-C shall meet the qualification requirements of FAC-C Level I. Current warrant holders whom elect to forgo FAC-C will continue to follow the existing warrant requirements within their respective Component, as well as any additional requirements set forth in the Justice Acquisition Regulations (JAR) or the AWMP.

In addition to the qualification requirements set forth in this part, FAC-C candidates must also have exhibited personal integrity, commitment to customer service and mission accomplishment, sound business judgment, and adherence to the regulations and principles of procurement professionalism.

       2. Exemption from FAC-C

In addition to OFPP FAC-C exemptions, the SPE has exempted the following warrants from the requirements of the FAC-C program:

• Non-1102 employees whom require limited warrants as a collateral duty and whose level of obligation does not exceed $100K;

NOTE: Delegating officials shall ensure that such employees receive appropriate training commensurate with their level of responsibility.

Figure I - FAC-C Cumulative Requirements

NOTES:

• CON 100 should be taken by new acquisition workforce employees and those beginning a level I certification program. Employees pursuing Level II or Level III certifications may consider taking this class as an elective.
• Level II certification requirements revised FY08;
• Electives for the requested certification level must have been completed within the previous five (5) years, be a minimum of 16 hours, and may not be used for more than one certification level.
• In order to progress to the next level, all lower level requirements must be successfully satisfied.
• Procurement Chiefs shall establish agency-specific requirements for tying warrant levels to certification levels.

Revised Level II Certification Requirements
Level II Conversion Matrix

The new curriculum continues the conversion from stove-piped to integrated training where concepts are introduced and discussed in conjunction with the contracting process. As such, there is not a one-for-one course conversion. The Level II Conversion Matrix was developed by identifying where learning objectives of the current curriculum are in context of the competencies and learning objectives of the new curriculum.

       3. FAC-C Levels

Federal certification levels are not directly associated with warrant limits. Bureau Procurement Chiefs (BPCs) or their designee shall establish bureau-specific requirements for tying warrants levels to certification levels based on Bureau needs. Guidance is provided in Figure II “FAC-C Warrant Level Thresholds” on proposed warrants limits for each certification level. BPCs (or designee) have the authority to make warrant limits more restrictive but not less restrictive.

Figure II – FAC-C Warrant Level Dollar Thresholds

Level I authorizes individual employees to serve as contracting officers for acquisitions conducted using simplified acquisition procedures and acquisitions under mandatory source and other established federal source programs, including delivery orders against Department-wide or other federal agency contracts, in amounts not exceeding the thresholds indicated above. It is designed to establish fundamental qualifications and beginning level expertise in the field of contracting. 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 and complexity.

Level II is the intermediate certification level emphasizing gaining more general expertise as a contracting professional and broadening experience in specialty areas. Development at this level continues building on the existing foundation and also expands to include more sophisticated and complex knowledge required for mastery of contracting processes and business advising.

Level III is the senior certification level representing achievement of the knowledge and skills associated with the most sophisticated and complex contracting activities. By the time an individual reaches this level, all lower level requirements will have been met and the individual would have advanced through a career pattern that has imparted in-depth knowledge in a functional area, as well as a broader knowledge of the acquisition process.

Levels II and III authorize individuals to serve as contracting officers on acquisitions not exceeding the indicated dollar thresholds using any of the acquisition methods in the Federal Acquisition Regulation (FAR).

       4. Education

Contracting series employees must meet the GS-1102 Qualification Standard. Evidence of compliance must be provided to the respective ACM. In accordance with the Qualification Standard, persons in civilian (non-DOD) GS-1102 positions are considered to have met the standard for positions they occupied on January 1, 2000. This provision allows Agrand-fathered@ personnel to obtain the FAC-C once training and experience requirements are met.

FAC-C civilian applicants at grade 5 through 12: Applicants must have a degree or 24 business hours in one of the following designated business fields: Accounting, Business, Finance, Law, Contracts, Purchasing Economics, Industrial Management, Marketing, Quantitative Methods, Organization and Management.

FAC-C civilian applicants at grades 13 and above: Applicants must have completed a 4-year course of study leading to a bachelor=s degree that included or was supplemented by at least 24 semester hours in any combination of the designated fields. The applicant must demonstrate significant analytical and decision-making capabilities, an acceptable job performance record, and qualifying experience.

Persons seeking positions subject to DAWIA must have both 24-semester hours of business related education AND a baccalaureate degree at all grade levels. Courses used to meet the 24-semester hour business education requirement must be documented on a college transcript from an accredited educational institution (student copy acceptable.) College semester hour credit obtained via evaluation of experience, attendance at American Council on Education (ACE) training courses, the College-Level Examination Program (CLEP) or Defense Activity for Non-Traditional Education Support Program (DANTES) may all be used to meet the 24-hour business education requirement. Additional information can be obtained from ACE at http://www.acenet.edu.

Figure III provides guidance on the types of courses that generally satisfy the Qualification Standard requirement for 24-semester hours (or equivalent) of study from an accredited institution of higher education in acceptable business disciplines. Additionally, the chart is based on guidance provided by the Defense Acquisition University to the defense workforce and lists subject areas identified by the American Council on Education for each of the business disciplines listed above. Although not an exhaustive list, this guidance should be used by civilian agencies to determine if certain courses provide enough business instruction to count toward the 24-semester hour business requirement. Additional information about accreditation can be found on: ope.ed.gov/accreditation. This guidance shall be used to ensure consistent interpretation of the standard.

Figure III - Guidance on Meeting the Business Course Requirements for the Contract Specialist (GS-1102) Qualification Standard

       5. Training

The requirements for experience are generally based on the Contract Specialist (GS-1102) Qualification Standard. Experience may include time spent on the job in a contracting related job assignment, either in the private or public sector, which reflects the accumulation of knowledge, skills, and abilities during years of progressively more responsible work assignments. Employees shall document experience through resumes. Contracting officers working on complex, large dollar value, or specialized (i.e., information technology, construction, or space leasing) acquisitions must have additional specialized training and experience commensurate with their duties, as appropriate. Figure IV provides additional guidance on experience requirements.

Figure V – FAC-C Experience Requirements

       6. Training

To achieve FAC-C, candidates' must complete established minimum training requirements either by taking FAI/DAU training, FAI/DAU equivalent training courses or through fulfillment. For FAI/DAU courses, training can only be obtained from FAI/DAU or from training providers who have been certified as equivalent by FAI/DAU. Individuals completing legacy classes must complete the legacy curriculum before the date the legacy course ceases to be recognized as equivalent to the FAI/DAU course. Business related academic courses that are recognized by DAU as equivalent to core courses may be used to meet training requirements for this program. Expiration dates are provided in Figure V.

Additionally, FAI has forged partnerships with government, private and public sector entities, as well as educational institutions to assist in providing training courses for acquisition professionals. A complete listing of approved providers is listed at http:///www.fai.gov/partnerships/index.asp#aca.

Figure V - DAU & Legacy Course Equivalencies

The DAU courses CON 101 and CON 104 are no longer offered by DAU. These two courses were replaced with CON 110, 111, 112, and 120. If a student previously completed CON 101 & 104 successfully, they are exempt from completing CON 110, 111, 112 & 120. The certification application allows students to substitute CON 101 & 104 for CON 110, 111, 112, & 120.

Current Course equivalencies are maintained on the DAU website at www.dau.mil/learning/appg.aspx.

Equivalent Certifications

• Certified Federal Contracts Manager (CFCM) certification is equivalent to FAC-C Level I training courses CON 110 Mission Support Planning, CON 112 Mission Performance Assessment and the experience requirement for FAC-C Level I.
• Certified Professional Contracts Manager (CPCM) certification is equivalent to FAC-C Level II courses CON 202 Intermediate Contracting and CON 210 Contract Law and satisfies the experience requirement for FAC-C Level II.

Ways to Meet the Training Requirements:

DAU training or DAU-equivalent courses – A full list of the currently required courses and their predecessor courses is available on www.dau.mil/learning/appg.aspx. Evidence of satisfactory completion of courses must be provided to satisfy training requirements.

Fulfillment – The FAC-C fulfillment process follows the fulfillment process of DOD agencies to ensure DAWIA certification and FAC-C programs are closely aligned. It is a process used to certify the “legacy” acquisition workforce (took most classes prior to 1994) and is equivalent to completing the actual certification course. Contracting professionals are required to possess all the competencies of a required class in order to fulfill that class. Individuals may use alternative training, work experience, education, certification by another recognized organization, or other developmental activities to demonstrate the competencies associated with a required certification course.

• If using work experience, the following information must be included: (1) start/completion dates, (2) assigned agency, (3) grade level, (4) job series, (5) position title, and (6) experience relevant to the competency being fulfilled.
• Employees using education must provide the dates of each class, course descriptions, provider names, grades (if applicable), and competencies achieved. The competencies achieved must have been obtained from an accredited institution.
• Certification by a recognized organization: Civilian agencies shall follow the determinations made by DOD as to which certification by organizations outside the federal government are eligible for full or partial consideration under the DAWIA and FAC-C programs. These determinations are maintained by DAU as part of DOD’s fulfillment program and are maintained on the DAU and FAI websites.

In order for a candidate to meet training requirements through fulfillment, they must submit to their supervisors for review, evidence as to how the required competencies for a particular certification level were obtained. Bureau Procurement Chiefs (or designee) shall review the supervisor endorsed individual’s self-assessment and work history documentation to verify mastery of competencies. Contracting professionals requesting training fulfillment must complete the “Acquisition Career Management Mandatory Course Fulfillment Program and Competency Standards@ for the specific course they are seeking to fulfill. The self-assessment can be accessed at http://www.dau.mil/learning/DAUFulfillmentPgm.aspx. Competencies referencing DoD shall be addressed by substituting with home organization (i.e. ATF, DEA, etc.) and those competencies specific to DoD, which are unable to be addressed, shall be noted as such. Individuals missing a few competencies should consider attending a training course specializing in those areas to meet the remaining requirements for the certification course. Individuals authorized to fulfill required courses shall enter AF@ for Afulfilled@ when completing the application for FAC-C. Fulfillment paperwork should be submitted with the request for certification and maintained for record-keeping purposes.

       7. Course Equivalencies

A list of the courses contained in the FAI/DAU curriculum and the corresponding Legacy course(s) are provided in Figure V. Note that in some cases there is not a one-to-one equivalency. All legacy classes shown in the right-hand block must be taken in order to obtain equivalency to the DAU classes shown in the left-hand block. Employees whom have successfully completed a legacy course accepted as equivalent by DAU are not required to complete the equivalent course in the DAU curriculum. Acceptance of course equivalencies extends only to courses recognized by DAU. Additional course equivalencies can be found on DAU’s website at http://www.dau.mil/learning/appg.aspx.

       8. Electives

Contracting Officers may choose training opportunities related to their current positions, those necessary for career development, as well as courses used for cross training to fulfill elective requirements. Components may require agency-specific training as part of the elective requirements. Electives may include no-cost distance learning, assignment-specific courses, or other training opportunities and may include formal training or education, seminars, conferences, special projects, or other developmental activities in the procurement field. Employees are encouraged to take courses that add to their knowledge base or enhance existing skills. Electives used to achieve FAC-C must be a minimum of 16 hours each, completed within the previous five (5) years, and may not be used for more than one certification level. There are no DAU equivalency requirements for electives and electives cannot be satisfied through fulfillment. Day-to-day work experience may not be used to fulfill elective requirements.

       9. Continuous Learning

Acquisition professionals are required to earn continuous learning points to maintain their certification. All Contracting Officers, regardless of GS series, warranted above the micro-purchase threshold are required to earn 80 continuous learning points (CLPs) of skills currency training every two years to maintain FAC-C. All activities used to earn CLPs must be job-related and this opportunity should be used to obtain core competencies, maintain critical acquisition skills, and acquire agency-specific training. Procurement conferences and DOJ-sponsored formal training may be used to obtain continuous learning points. DAU equivalency is not required for continuous learning. Figure V provides guidance on methods of attaining the required CLPs.

Continuous learning points begin to accumulate on the date the individual becomes certified. Bureau ACMs shall monitor the continuous learning requirements for employees holding FAC-C to ensure this requirement is met.

Guidance on Meeting Continuous Learning Points Requirements

These guidelines are generally based on DoD’s requirements for achieving continuous learning points (CLPs). Below is guidance on how training, professional activities, education, and experience can be used to meet the CLP requirements. All activities must be job-related.

A. Training

1. Completing awareness training. Periodically agencies conduct briefing sessions to acquaint the workforce with new or changed policy. Generally, no testing or assessment of knowledge gained is required.
2. Completing learning modules and training courses. These may be formal or informal offerings from a recognized training organization, including in-house training course/sessions, which include some form of testing/assessment for knowledge gained.
3. Performing Self-Directed Study. An individual can keep current or enhance his or her capabilities through a self-directed study program agreed to by the supervisor.
4. Teaching. Employees are encouraged to share their knowledge and insights with others through teaching of courses or learning modules. Teaching is also a part of the Professional Activities category.
5. Mentoring. Helping others to learn and become more productive workers or managers benefits the agency and the individuals involved. Mentoring is also a part of the experience category.

B. Professional Activities

1. Participating in Organization Management. Membership alone in a professional organization will not be considered as fulfilling continuous learning requirements, but participation in the organization leadership will. This includes holding elected/appointed positions, committee leadership roles, or running an activity for an organization that you are permitted to join under current ethics law and regulation. The employee must first ensure that participating in the management of an organization is allowed by the agency.
2. Attending/Speaking/Presenting at Professional Seminars/Symposia/Conferences. Employees can receive points for attending professional seminars or conferences that are job related. However, the supervisor needs to determine that the individual learned something meaningful from the experience. Because significant effort is involved in preparing and delivering presentations, credit should be given for each hour invested in the preparation and presentation.
3. Publishing. Writing articles related to acquisition for publication generally meets the criteria for continuous learning. Points will be awarded only in the year published. Compliance with agency publication policy is required.
4. Participating in Workshops. Points should be awarded for workshops with planned learning outcomes.

C. Education

1. Formal training. ACMs and supervisors should use Continuing Education Units (CEUs) as a guide for assigning points for formal training programs that award CEUs. The CEUs can be converted to points at 10 CLP points per CEU.
2. Formal academic programs. For formal academic programs offered by educational institutions, each semester hour is equal to one CEU. A three-hour credit course would be worth three CEUs and 30 CLP points, assuming that it is applicable to the acquisition function.

NOTE - All activities may earn points only in the year accomplished, awarded or published.

D. Experience

Experience includes on-the-job experiential assignments, and intra/inter-organization rotational career broadening and developmental experiences.

10. Certification Lapse

The FAC-C of individuals who fail to maintain the 80-CLP requirement will expire and their warrant may be suspended or revoked until current FAC-C requirements are met and skills currency learning activities are completed. If the warrant is suspended or revoked, the warrant holder will be notified in writing the effective dates of the revocation or modification. Delegating Officials must provide enough time and sufficient instruction to ensure that no unauthorized obligations are made.

11. Documentation

Delegating Officials must ensure appropriate documentation is maintained for each certified professional in accordance with the Privacy Act, and report such information to the SPE (or designee), as requested. Examples of required documentation include: information used to meet training, education, experience, skills currency training requirements, and waivers, if appropriate.

12. Transfers

All executive agencies, except those subject to the Defense Acquisition Workforce Improvement Act (DAWIA), shall accept the FAC-C as evidence that an employee meets the applicable core education, training, and experience requirements for the GS-1102 series. A valid, current DAWIA certification in contracting is equivalent to a FAC-C at the same certification level. The employee is responsible for providing the necessary documentation of the DAWIA certification and the appropriate continuous learning history to ensure validity and currency of the DAWIA certification.

13. Acquisition Career Management Information System (ACMIS)

ACMIS is the official system of records for the FAC-C program for all civilian agencies and will support the application process. However, Bureaus must maintain supplemental records for quality assurance (e.g., copies of course certificates, transcripts, etc.). FAI is responsible for managing ACMIS and will issue guidance as necessary to support ACMIS implementation and continued usage.

14. Applying for FAC-C

• Complete and submit the applicable FAC-C application and all supporting documentation in accordance with Bureau procedures, which shall include supervisory, component ACM, and BPC approval;
• After receiving BPC concurrence, the request for issuance of FAC-C recognition, the FAC-C application and copies of all supporting documentation shall be forwarded to the DOJ ACM;
• After reviewing and concurring on the information submitted, the DOJ ACM issues the official FAC-C certificate. Before the FAC-C is issued, ACMIS must reflect employees’ true, current, and accurate information.

15. Waivers

The Senior Procurement Executive (SPE) is the only individual with the authority to approve training and education waivers and may grant waivers, in writing, on a case-by-case basis for hard to fill positions if granting the waiver is in the best interest of the Department of Justice. Waivers issued by the Department are time-driven with an expiration date, usually no more than two years from the date of issuance, and are not transferable to other agencies.

(a) Waivers of FAC-C Requirements for Issuance of New Warrants

In accordance with OFPP Policy Letter 05-01, and OMB memo dated January 1, 2006, all members of the workforce issued new Contracting Officer warrants after January 1, 2007 must be certified at an appropriate level to support their warrant obligations. As the Department transitions to meet FAC-C requirements, there will be instances when an employee may need a new Contracting Officer’s warrant but has not completed the requirements for FAC-C. In such cases, a training or education waiver is required. Thus, employees requiring a waiver may be issued an Interim Appointment (up to 24 months) to allow the employee an opportunity to complete the necessary requirements of FAC-C. All interim warrants must reflect an expiration date. After the employee completes the requirements, a Permanent Appointment and the official FAC-C recognition at the appropriate level may be issued.

To qualify for a waiver, employee(s) must sign a commitment letter to complete the requirements within 24 months after date of waiver approval. If the employee fails to meet the waived requirements within the allotted time frame the warrant will expire and a new waiver must be requested or the employee may revert back to previous series and/or grade, if the waiver was obtained for promotion purposes. Formats outlined in Attachments IV and V shall be used for such purposes.

(b) Waivers for Recruitments

A Human Resource (HR) professional must be consulted when recruiting for GS-1102s, and prior to submitting requests for waivers. Waivers must be included in a vacancy announcement in order to be exercised at a later date. Vacancy announcements for senior GS-1102 positions shall routinely include language pertaining to training waivers required to achieve FAC-C Qualification Standards. Prior to extending an employment offer to an individual who does not meet the FAC-C training requirement, an Individual Training Waiver must be obtained. This request should be requested in the format outlined in Attachment I.

Requests for Position Education Waivers will be considered in rare instances when previous recruitment efforts failed to produce qualified applicants. The Component must have a documented history of the position being hard-to-fill, be able to provide information about HR flexibilities employed, and explain any restrictions on the applicant pool. A Position Education Waiver must be obtained from the SPE prior to announcing the hard-to-fill contracting position. If approved, the waiver is only applicable for the position and grade indicated in the authorization letter from the SPE. If a fully-qualified candidate is identified, the Component is not obligated to hire using the Position Education Waiver. Prior to extending an employment offer to a prospective employee requiring an Education Waiver, an Individual Education Waiver must be obtained.

To qualify for future promotions, the individual is required to either meet the education requirements or obtain another Individual Education Waiver. Position Education Waivers should be requested in the format outlined in Attachment II. Individual Education Waivers shall be requested in the format outlined in Attachment III.

(c) Waivers for Promotions (GS-13 and above)

To qualify for a GS-1102-13 and above, individuals must meet all three requirements listed below unless covered by an *Exception or a waiver is granted:

1) Completed a 4-year course of study leading to a bachelor’s degree, that included or was supplemented by at least 24 semester hours in any combination of the following fields: accounting, business, finance, law, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization and management.

2) Completed all of the following mandatory training requirements:

3) Completed at least 4-years of experience in a contracting or related position, 1 year of which was directly related experience equivalent to work at the next lower level of this position and must have provided the knowledge, skills, and abilities to perform successfully the work of the position.

*EXCEPTIONS TO QUALIFICATION REQUIREMENTS:
1) Applicants who have been in a GS-1102 position, at or above the GS-13 or equivalent since January 1, 2000 without a break in service are considered to meet the education and training requirements for the GS-13 or equivalent level. Promotion to higher levels requires meeting the education and training requirements.

The SPE may waive training requirements if education and experience requirements are met or may waive education requirements if training and experience requirements are met. Granting a waiver allows an individual extended time to complete the missing required training or education. Attachments VI and VII provide formatting guidelines for requesting such waivers.

To qualify for a waiver of training requirements for promotions GS-13 and above, individuals must have completed a 4-year course of study leading to a bachelor’s degree that included or was supplemented by at least 24 semester hours in any business discipline and have at least 4-years of Federal Government contracting experience. The SPE will review the aforementioned requirements and assess completed acquisition training when reviewing the waiver request.

To qualify for a waiver of education requirements for promotions GS-13 and above, individuals must have at least 4-years of Federal Government contracting experience and have met the training requirements of FAC-C Level II. The SPE will review the aforementioned requirements and assess the individual’s progress towards meeting the missing required education standards when reviewing the waiver request.

Each waiver decision is determined on a case-by-case basis.

Waiver Application Process

The delegating official must send a memo requesting the specific waiver to the DOJ Acquisition Career Manager (ACM), addressed to the SPE, with the following attachments (if applicable):

• The employee's resume, which details experience, training, and education;
• Supporting documentation of all completed requirements (certificates, college transcripts, etc.);
• Copy of Academic Plan to complete remaining education/training requirements
• A signed Commitment letter (Attachment VIII) from employee agreeing to complete the outstanding requirements within allotted timeframe of warrant issue date or promotion; and
• Memo for SPE signature (Attachment IX).

B. Federal Acquisition Certification for Contracting Officer Technical Representatives (FAC-COTR)

The Federal Acquisition Certification for Contracting Officer Technical Representatives (FAC-COTR) establishes general training requirements for COTRs in civilian agencies. The program is designed to promote the development of essential, standard acquisition competencies across civilian agencies for COTRs by requiring COTRs to achieve certain competencies for certification and maintaining their certification through continuous learning opportunities. The FAC-COTR program applies to all executive agencies, except those subject to the Defense Acquisition Workforce Improvement Act (DAWIA) and is accepted as evidence that an employee meets core training requirements to perform COTR functions.

Contracting Officers may appoint individuals selected by program offices to act as authorized representatives in the monitoring and administration of a contract. Such officials shall be designated as Contracting Officers' Technical Representatives (COTR's). For purposes of this policy, the term COTR includes COR and other individuals performing these functions. FAC-COTR is accepted by all civilian agencies. However, authorization to perform COTR functions must be in accordance with agency policy. Obtaining the FAC-COTR does not mean that an individual will be assigned as a COTR; this determination will be made in accordance with Bureau needs.

Definitions

1. Contracting Officer (CO): An individual who has received specifically delineated written authority to enter into, administer, or terminate contracts and make related determinations and findings. Contracting Officers are responsible for ensuring performance of all necessary actions for effective contracting and safeguarding the interests of the United States in its contractual relationships.
2. Contracting Officer’s Technical Representative (COTR): An individual who has been assigned, in writing, by the Contracting Officer to assist in the technical monitoring or administration of a contract. The COTR functions as the “eyes and ears” of the CO, monitoring technical performance and reporting any potential or actual problems to the contracting officer. It is imperative that the COTR stay in close communication with the contracting officer, relaying any information that may affect contractual commitments and requirements. The COTR does not have the authority to make commitments including, but not limited to, awarding contracts or making changes that affect price, quality, quantity, or other terms and conditions of the contract. The COTR may often be a Program Manager who also has defined initial requirements and aided in source selection. Pursuant to FAR 7.503 ( c ) (12), this function must be performed by a Federal Government Employee, although contractors may be used to provide inspection or testing services.
3. FAC-COTR: A Federal certification program that establishes a structured training program to standardize competencies and training across civilian agencies for COTRs and other individuals performing these functions. FAC-COTR is accepted by all civilian agencies as evidence that an employee meets core training requirements to perform COTR functions, though authorization to perform COTR functions must be in accordance with individual Component policy.
4. FAC-COTR Certificate: The official certificate earned after an individual has completed 40-hours of training that included the skills and competencies set forth in Office of Management and Budget Memo, "The Federal Acquisition Certification for Contracting Officer Technical Representatives."
5. Requisition/Program Officer: An organization within the Department that is responsible for managing successful acquisitions to meet essential mission needs; nominating individuals as COTRs to the Contracting Officer; ensuring training and certification requirements are met and maintained; and building a solid relationship with the Contracting Officer in order to communicate COTR concerns and issues. Normally, the requisitioning office is the office initiating the contract.

ROLES and RESPONSIBILITIES:

1. Program Offices shall nominate technically competent and responsible Government employees who are formally training in the duties, responsibilities, and authorities of being a COTR. Additionally, Program offices are responsible for proactive planning to ensure qualified individuals are available for appointment.
2. Contracting Officers shall determine the need to appoint a COTR to a contract, evaluate the qualifications of an individual to serve as the COTR, and provide a delegation of the COTR’s authorities and duties. The CO determines the duration of appointment and has the right to unilaterally terminate the delegation at any time.
3. Contracting Officer Technical Representatives are responsible for completing and maintaining all required training; entering and maintaining training data into ACMIS; and knowing and adhering to the performance requirements and authority specified in the Appointment Letter issued by the CO.
4. Bureau ACMs/COTR Supervisors are responsible for understanding the limits of the COTR’s authority and verifying that the training requirements are met, providing guidance on the FAC-COTR program; maintaining accurate and current information relative to the certification of COTRs in accordance with Departmental policy; verifying the applicability and reasonableness of CLPs; and notifying the appropriate CO community of certification terminations.
5. Department ACM is responsible for providing guidance to the COTR and/or the CO regarding the FAC- COTR program; maintaining accurate and current information relative to the federal certification of COTRs; verifying the applicability and reasonableness of training hours/credits earned; and reviewing requests for FAC-COTR, ensuring compliance with program policies and regulations and issuing the FAC-COTR certificate.
6. Senior Procurement Executive is responsible for reviewing and approving or rejecting requests for waivers.

Implementation

1. Departmental Policy on FAC-COTR
   It is the policy of the Department of Justice that its acquisition workforce be trained and developed following the skill-based acquisition curriculum established by the Federal Acquisition Institute (FAI). As a result, the Department has adopted the education, training, and experience requirements of the Federal Acquisition Certification for Contracting Officer Technical Representatives (FAC-COTR) Program. The certification program is available to all members of the federal acquisition workforce; however, priority will be given to individuals assigned to active contracts.
2. Exemption from FAC-COTR
   All COTRs must obtain certification no later than six months from their date of appointment to a contract. COTRs who hold delegation letters on active contracts have one-year from the effective date of OMB Memo “The Federal Acquisition Certification for Contracting Officer Technical Representatives” to become certified. There are no exemptions from the requirements of FAC-COTR.
3. Termination
   Termination of the COTR's appointment shall be made in writing by the contracting officer and shall give the effective date of the termination. The contracting officer shall promptly modify the contract once a COTR termination notice has been issued. A termination notice is not required when the COTR's appointment terminates upon expiration of the contract.
4. Contract Clause
   The clause at 2852.201-70 of the JAR is required in all contracts where a COTR is designated.
5. Limitations
   Each COTR appointment made by the contracting officer shall clearly state that the representative is not an authorized contracting officer and does not have the authority under any circumstances to:
   1. Award, agree to award, or execute any contract, contract modification, notice of intent, or other form of binding agreement;
   2. Obligate, in any manner, the payment of money by the Government;
   3. Make a final decision on any contract matter which is subject to the clause at FAR 52.233-1, Disputes; or
   4. Terminate, suspend, or otherwise interfere with the contractor's right to proceed, or direct any changes in the contractor's performance that are inconsistent with or materially change the contract specifications.
6. Certification Requirements
   FAC-COTR consists of competency-based core training and assignment specific training to achieve certification, and ongoing continuous learning to maintain certification. The below skills and competencies are the core competencies on which certification is built.

   Professional Business Competencies
   1. Oral Communication	8. Interpersonal Skills
   2. Decision-Making	9. Self-Management/Initiative
   3. Teamwork	10. Integrity/Honesty
   4. Problem-Solving	11. Planning and Evaluating
   5. Attention to Detail	12. Influencing/Negotiating
   6. Reasoning	13. Writing
   7. Flexibility	14. Project Management

   
   Technical Competencies
   
   1.
   Understanding COTR duties, responsibilities, and obligations (limited to those articulated in delegation letter and must be exercised in accordance with Bureau policy)
   
   2. Effective Communication of Contract Requirements;
   3. Effective performance management;
   4. Strategic Planning;
   5. Detailed Evaluation Skills;
   6. Defining Business Relationships;
   7. Understanding the Marketplace;
   8. Effective Communication;
   9. Defining Government Requirements in Commercial/Non-commercial terms;
   10. Effective Negotiation Skills and Effective Analytical Skills

COTRs must have a minimum of 40 hours of training and must maintain their skills currency through continuous learning, which may be obtained through FAI, the Defense Acquisition University, commercially-available sources, colleges or universities, or agency-specific courses. Twenty-two of the required 40 hours of training hours must cover the essential COTR competencies included in the below table. A suggested training curriculum includes the following courses. Individuals substituting other training for these courses must ensure that the curriculum covers all essential competencies.

CLC106 - COR with a Mission Focus (8CLPs)
CLM024 - Contracting Overview (8 CLPs)
CLC004 - Market Research (3 CLPs)
CLC007 - Contract Source Selection (1 CLP)
CLM003 - Ethics Training for Acquisition Technology and Logistics (2 CLPs) or similar

Individuals who have completed FAI=s 24-hour ACOR Mentor@ course have satisfied the required 22-hours of competency-based core training. This training covers the essential COTR competencies required. Individuals must then complete the remaining hours of training that includes Component-specific courses, electives, and/or those identified by the COTR=s supervisor, in consultation with the Contracting Officer, as necessary, for managing a particular contract.

Individuals who have completed COTR training more than five-years ago must comply with the following standards: (1) Individuals who have completed COTR training more than five years from the effective date of November 26, 2007 but have served as a COTR within the last five-years may apply their prior training towards the FAC-COTR training requirements. (2) Individuals who completed their COTR training more than five years prior to the effective date of this policy and have not served as a COTR within the previous five years may not apply their training towards obtaining FAC-COTR. (3) Individuals may also utilize the fulfillment process to satisfy FAC-COTR requirements.

7. Experience

There is no federal standard for experience. However, Bureaus are encouraged to nominate only those individuals with adequate technical and management experience to accommodate the complexity or visibility of the contract.

8. Certification Equivalencies

Individuals certified as Federal Acquisition Certification in Contracting (FAC-C) Level I or Federal Acquisition Certification for Program and Project Managers (FAC-P/PM) Mid-Level/Journeyman are considered to have met the FAC-COTR requirements, but must still submit the necessary documents to their ACMs and obtain certification. However, an individual with a FAC-COTR does not necessarily meet the requirements for the FAC-C Level I or the FAC-P/PM mid-level/journeyman.

9. Waivers

The Senior Procurement Executive (SPE) may waive, for a period not to exceed 12 months, all or part of the FAC-COTR requirements in writing, on a case-by-case basis, if granting the waiver is in the best interest of the agency. Written justification shall include reasons for and conditions of the waiver. Bureau ACMs must maintain all supporting documentation to confirm information entered into the Acquisition Career Management Information System (ACMIS) and for program quality assurance.

10. Continuous Learning Points

To maintain FAC-COTR, certified professionals are required to earn 40 continuous learning points (CLPs) of skills currency training every two years beginning the first fiscal year following the effective date of certification. CLPs begin to accumulate on the date the individual is certified. Individuals are responsible for ensuring that continuous learning requirements are met and maintaining such records. Bureau Acquisition Career Managers (ACMs) will monitor the continuous learning requirements to ensure certifications remain active.

11. Certification Lapse

A FAC-COTR will expire if the 40 CLPs are not earned every two years. As a result, the COTR’s delegation letter may be revoked or modified if the condition is not met. Additional guidance on determining continuing learning points is provided below.

Guidance on Meeting the Requirements for Continuous Learning Points

These guidelines reflect best-in-practice recommendations for continuous learning. Agencies retain flexibility and supervisors remain responsible for working with COTRs to identify those activities and opportunities of greatest benefit to the professional development of an individual. The training, professional activities, education and experience that are used to meet the CLP requirements must be job related.

A. Training

B. Professional Activities

C. Education

* Note - Points are earned only in the year accomplished, awarded or published.

12. Acquisition Career Management Information System (ACMIS)

ACMIS is the central acquisition workforce information system for all civilian agencies and will support the FAC-COTR program. Agencies and individuals are responsible for maintaining certification documentation for quality assurance purposes. In accordance with OFPP Policy Letter 05-01, COTRs must enter their training data into ACMIS. COTRs must update their existing ACMIS records in a timely manner and keep these records current to reflect their certification status and continuous learning points.

13. Applying for FAC-COTR

• Complete and submit the FAC-COTR application along with all supporting documentation in accordance with Component procedures, which shall include supervisory, component ACM, and BPC approval;
• After receiving BPC concurrence, the request for issuance of FAC-COTR recognition, the FAC-COTR application and copies of all supporting documentation shall be forwarded to the DOJ ACM;
• After reviewing and concurring on the information submitted, the DOJ ACM issues the official FAC-COTR certificate. Before the FAC-COTR is issued, ACMIS must reflect employees’ true, current, and accurate information.

C. Federal Acquisition Certification for Program and Project Managers (FAC-P/PM)

The Federal Acquisition Certification for Program and Project Managers (FAC-P/PM) establishes general training and experience requirements for program and project managers included in the Department of Justice’s acquisition workforce. The FAC-P/PM focuses on essential competencies needed for program and project managers and does not address functional, technical, or agency-specific competencies.

The FAC-P/PM includes program and project management within a single certification rather than two separate tracts. This is done intentionally to reflect both the interdependent nature of program and project management as well as the development needs of a program and project manager. The following definitions shape the FAC-P/PM:

• Project: a specific investment having defined goals, objectives, requirements, lifecycle cost, a beginning and an end that delivers a specific project, service or result.
• Program: a group of related work efforts, including projects, managed in a coordinated way. Programs usually include elements of ongoing work.
• Project Management: the act of planning, organizing and arranging resources to bring about the successful completion of specific project goals and objectives.
• Program Management: the process of managing multiple ongoing inter-dependent projects. Program management reflects the emphasis on coordinating and prioritizing resources across projects, departments, and entities to ensure that resource contention is managed from a global focus.

Program management competences are built into the project management foundation. Some of the core project management competencies are a subset of program management competencies. As project managers develop their project management competencies, they acquire the important program perspectives. Thus, the ability to use sound judgment in both project and program management is critical.

1. Departmental Policy

It is the policy of the Department of Justice that individuals identified as Program and/or Project Managers be trained and developed following the skill-based acquisition curriculum established by the Federal Acquisition Institute (FAI). Thus, the Department requires that members of its work- force who meet the definition of P/PM as identified below, adhere to the education, experience, and training requirements of FAC-P/PM.

2. Identifying Department Program and Project Managers

The requirements of this program apply to specific individuals based on current position tasks and functions. The following individuals must comply with the requirements of FAC-P/PM:

• Program Managers identified in Procurement Guidance Document (PGD) 06-1, “Designation of Program Managers, Deputy Program Managers, and Post-Employment Instructions” must be mid-level certified; and
• Program and Project Managers assigned to major acquisitions as defined in OMB Circular A11, Part 7, exhibit 300, Planning Budgeting, Acquisition, and Management of Capital Assets, must be senior-level certified. Interim waivers (refer to “Waivers” section of PGD) may be granted for senior level project managers until senior level certification can be obtained.

Bureau Procurement Executives should also consider applying the FAC-P/PM requirements to the following:

• Individuals with significant involvement in one or more phases of the acquisition investment process (initiation, conceptualization/design, development, implementation, modification, maintenance, evaluation, disposal),
• Managers with authority and responsibility for overseeing multiple phases of the acquisition investment process,
• Individuals with responsibility for leading cross-agency or acquisition investment programs for a major portion or all of the investment life-cycle,
• Individuals responsible for leading, coordinating, managing integrated project teams for acquisition investments,
• Individuals participating on an integrated project team or a phase of the investment life-cycle with aspirations for career development as a program or project manager.

Individuals certified under the FAC-P/PM program can be considered to meet the general PM competencies and suggested experience standards of the IT PM qualification guidance for purposes of identifying qualified project managers, but must also meet the technical standards to fully satisfy the IT PM requirements.

3. Exemptions from FAC-P/PM

The FAC-P/PM is not mandatory for all program and project managers; however, program and project managers that are assigned to major acquisitions as defined in OMB Circular A11, Part 7, exhibit 300, Planning, Budgeting, Acquisition, and Management of Capital Assets, must be senior-level certified unless an interim waiver is granted. It should be noted that Program and Project Managers assigned to information technology (IT) investments must also meet the requirements of the Federal IT Project Manager Guidance Matrix, which can be found at www.cio.gov/documents/Federal%20IT%20PM%20Guidance%20Matrix2.ppt.

4. Certification Requirements

FAC-P/PM recognizes three levels of certification – entry/apprentice, mid-level/journeyman and senior/expert. Individuals can satisfy the competency requirements through successful completion of (a) suggested training; (b) completion of comparable education or eligible certification programs (see #8 “Certification Equivalencies”); and/or (c) demonstration of knowledge, skills, and abilities (fulfillment). The target completion date for this certification is one year from the date of assignment to the program or project. These certification requirements do not apply to Contracting Officers Technical Representatives (COTRs) or Contracting Officer Representatives (CORs).

A minimum of 24 hours of coursework in basic acquisition that enables the individual to:

• Explain the requirements development process;
• Define concept selection;
• Recognize technology development process;
• Perform a business strategy for market research (FAR Parts 10 and 12) to include socio-economic considerations.

A minimum of 24 hours of coursework in basic project management that enable the individual to:

• Prepare project components to the task level in preparation for developing the Work Breakdown Structure (WBS)
• Define requirements in terms of performance-based outcomes, where appropriate;
• Recognize role of an estimate in Total Ownership Cost (TOC)/Life Cycle Cost process;
• Recognize the risk and opportunity management process;
• Recognize systems life cycle management concepts used for information systems;
• Recognize the need for a comprehensive Test and Evaluation (T&E) program;
• Recognize the need to implement alternative logistics support.

A minimum of 16 hours of coursework in employing effective leadership and interpersonal skills to include:

• Effective oral and written communications;
• Understanding of the functions of membership in a working group or project oriented team;
• Customer service;
• Conflict management;
• Accountability.

A minimum of 24 hours of coursework that is government-specific and prepares the individual to:

• Become aware of a process by which the efforts of all acquisition personnel are integrated through a comprehensive plan;
• Recognize a need for the Project/Program Manager to participate in pre-award actions required by acquisition planning (FAR Part 7.1);
• Recognize the need for a comprehensive program specification and requirements statement that fully and correctly define the program;
• Recognize the need to formulate a source selection plan that allows for best value selection from competitive solicitations;
• Recognize the need to support contract administrative actions;
• Recognize the need for establishment of a negotiated baseline of performance;
• Recognize the need to oversee application of Total Life Cycle Systems Management (TLCSM);
• Discuss Management’s Responsibility for Internal Control (OMB Circular A-123) and Capital Asset Planning (OMB exhibit 300).

A minimum of 24 hours in Earned Value Management (EVM) and cost estimates that will prepare the individual to:

• Recognize EVM policies, methodologies, and software for performance measurement of programs;
• Identify management techniques;
• Recognize the need for an Integrated Baseline Review process;
• Recognize allocation of funds within appropriation categories and use of funds from each appropriation;
• Identify the information system for financial management reporting;
• Be knowledgeable of a cost estimating processes, methods, techniques, analytical principles, data, confidence bands, specialized costing, application of OMB A-94, Guidelines and Discount Rates for Benefit-Cost Analysis of Federal Programs, and management applications.

Mid Level/Journeyman Training

A minimum of 24 hours of coursework in intermediate project management that enables an individual to:

• Develop and document an integrated master schedule;
• Assist in the development of an estimate of Total Ownership Cost (TOC);
• Clearly define requirements to meet needs including, where appropriate, performance-based outcomes and setting performance standards;
• Formulate the key features of a risk/opportunity management process;
• Establish a requirements development process that provides traceability back to user-defined capabilities;
• Formulate the key features of the T&E program, including modeling and simulation;
• Develop a life-cycle plan for delivering, maintaining, and retiring a product that includes supply chain considerations.

A minimum of 16 hours of coursework in employing correct and effective leadership and interpersonal skills to include:

• Partnering;
• Entrepreneurship;
• Strategic Thinking;
• Team Building/IPT;
• Conflict Management;
• Creativity/Innovation;
• Leveraging Diversity.

A minimum of 24 hours of coursework that is government-specific and prepares the individual to:

• Develop an overall strategy for managing the acquisition, coordination, and development of the acquisition strategy to include socioeconomic considerations;
• Identify key features in terms of pre-award actions required by acquisition planning (FAR Subpart 7.1);
• Formulate the key features of a comprehensive program specification and requirements statement;
• Identify and develop source selection criteria, including risk analysis method (FAR Part 15.3);
• Identify and track contract performance and administrative actions;
• Conduct financial planning and execution reviews;
• Build program and project plans in accordance with Management’s Responsibility for Internal Control (OMB Circular A-123) and Capital Asset Planning (OMB exhibit 300).
• Use strategic sourcing when building and finalizing requirements across the program.

A minimum of 24 hours in EVM and cost estimates that will prepare the individual to:

• Identify the information system for financial management reporting;
• Conduct EVM analysis and implementing changes based on analysis;
• Analyze resource needs for management, including planning for an EVM program linked to risk;
• Apply business process re-engineering methods for continuous improvement.

Senior/Expert Level Training

A minimum of 24 hours of learning in advanced acquisition management that prepares the individual to:

• Manage a departmental/agency effort;
• Direct the development of concepts, requirements, and project documents related to the program;
• Manage the preparation of a program’s acquisition strategy;
• Maximize the use of performance-based acquisition principles;
• Manage team activities in appropriate market research and acquisition of commercial items in accordance with FAR Parts 10 and 12;
• Direct requirements base-lining, change processes, and resourcing.

A minimum of 24 hours of instruction in advanced program management to provide skills in:

• Coordinating an integrated master plan for life-cycle management and support;
• Interpreting and overseeing application of department/agency financial policies and directives as it relates to program and resource management;
• Directing and monitoring risk management processes and making adjustments as necessary;
• Overseeing a comprehensive test and evaluation program;
• Examining and implementing innovative, alternative logistics support practices;
• Ensuring adequate staffing and resources across the program lifecycle.

A minimum of 16 hours of coursework in employing correct and effective leadership and interpersonal skills to include:

• Delivering effective presentations to senior level audiences through practice and instruction;
• Building and directing high-powered teams;
• Creating a culture of development and accountability;
• Communicating a compelling vision that generates excitement, enthusiasm, and commitment among team members.

A minimum of 24 hrs of coursework that is government-specific and prepares the individual to:

• Work with a warranted contracting officer and develop the overall strategy for managing the acquisition;
• Participate in pre-award actions required by acquisition planning (FAR Part 7.1)
• Apply appropriate principles of OMB Circular A-123, Management’s Responsibility for Internal Control;
• Direct completion of successful Capital Asset Plan (OMB exhibit 300);
• Employ strategic planning and resource management in the federal environment (budget cycle, paperwork, and congressional considerations);
• Apply principles of contract and fiscal laws and regulations (anti-deficiency, procurement integrity, and specific purpose statues) as they pertain to development of program funding, contracts, and strategies;
• Manage program in accordance with the agency’s and OMB’s planning, programming, and budgeting process, as appropriate.

  A minimum of 24 hours in EVM and cost estimates that will prepare the individual to:

• Direct and manage EVM implementation across the program spectrum;
• Use advance project management skills with extensive EVM capabilities.

  Essential Competencies and Proficiencies for each Certification Level

  As an individual gains experience, the proficiency level evolves from recognition and awareness of concepts at the entry level to the management and evaluation of their application at the senior level. Additionally, the individual is expected to obtain increasingly more complex leadership competencies.

  Entry/Apprentice Level

  Requirements Development and Management Processes – Recognition of government-wide and agency-specific investment management requirements, acquisition policies, and program management strategies that support assigned missions and functions; understanding of how to manage risk; understanding of the many factors that influence cost, schedule, and performance; attention to lessons learned; understanding of metrics needed to manage programs and projects that deliver quality, affordable, supportable, and effective systems/products. Specifically includes recognition of: - Requirements Development Process - Concept Selection Process - Technology Development Process - Core Management Skills and Processes - Total Ownership Cost (OMB Circular A-94) - Risk and Opportunity Management - Market Research (including socio-economic considerations) - Communications Management - Working Groups and Teams

  Systems Engineering – Recognition of the scientific, management, engineering, and technical skills used in the performance of systems planning, research and development, with an emphasis on performing and managing a technical process.

  Test and Evaluation (T&E) – Recognition of efficient and cost effective methods for planning, monitoring, conducting, and evaluating tests of prototype, new, or modified systems equipment or materiel, including the need to develop a thorough T&E strategy to validate system performance through measurable methods that relate directly to requirements and to develop metrics that demonstrate system success or failure.

  Life Cycle Logistics (LCL) – Recognition of performance-based logistic efforts that optimize total system lifecycle availability, supportability, and reliability/maintainability while minimizing cost and logistic footprint, and interoperability.

  Contracting – Recognition of the supervision, leadership and management processes/procedures involving the acquisition of supplies and services, construction, research and development; acquisition planning to include performance-based considerations; cost and price analysis; solicitation and selection of sources; preparation, negotiation, and award of contracts; all phases of contract administration; termination options and processes for closeout of contracts; legislation, policies, regulations, and methods used in contracting, and business and industry practices, with particular emphasis on:  - Participation in determination of contract approach     - Development of performance-based solutions  -Preparation of requirements and supporting documentation   - Participation in source selection - Management of contractor performance and contract administration

  Business, Cost Estimating and Financial Management – Recognition of the forms of cost estimating, cost analysis, reconciliation of cost estimates, financial planning, formulating financial programs and budgets, budget analysis/execution, benefit-cost analysis, Earned Value Management (EVM) in accordance with American National Standards Institute (ANSI) Electronics Industries Alliance (EIA) Standard for EVM Systems #748-A, and other methods of performance measurement.

  Leadership/Professional – These are the skills, knowledge, abilities and traits acquired through experience, training and education within government and the private sector and are cumulative, leading to skilled supervision and seasoned leadership. These competencies may appear in successive levels to emphasize the process of evolving, developing, and maturing leadership skills.            - Oral Communications - Flexibility            - Problem Solving - Conflict Management            - Interpersonal Skills - Resilience            - Accountability - Customer Service            - Written Communication

  Mid-Level/Journeyman

  Management Processes – Individuals at this level should be able to recognize and apply the concepts presented at the entry/apprentice level.

  Systems Engineering – Individuals at this level should be able to recognize and apply the concepts presented at the entry/apprentice level.

  Test and Evaluation (T&E) -- Individuals at this level should be able to recognize and apply the concepts presented at the entry/apprentice level.

  Life Cycle Logistics (LCL) – Individuals at this level able to recognize and apply the concepts presented at the entry/apprentice level.

  Contracting – Individuals at this level should be able to recognize and apply the concepts presented at the entry/apprentice level.

  Business, Cost Estimating & Financial Mgmt – Individuals at this level should be able to recognize and apply the concepts presented at the entry/apprentice level.

  Leadership/Professional – These competencies, in addition to those listed at entry-level, comprise a foundation for effective mid-level program/project manager-related responsibilities. These competencies may appear in successive levels to emphasize the process of evolving, developing, and maturing leadership skills - Influencing/Negotiating                   - Partnering - Team Building/IPT                          - Conflict Management - Political Savvy                                 - Strategic Thinking - Decisiveness                                     - Creativity/Innovation - External Awareness                          - Developing Others - Entrepreneurship - Leveraging Diversity

  Senior/Expert Level

  Management Processes – Individuals at this level should be able to recognize, apply, and manage and evaluate the concepts presented at the entry/apprentice level.

  Systems Engineering – Individuals at this level should be able to recognize, apply, and manage and evaluate the application of the scientific, management, engineering, and technical skills used in the performance of systems planning, research and development.

  Test and Evaluation (T&E) – Individuals at this level should be able to recognize, apply, and manage and evaluate the concepts presented at the entry/apprentice level.

  Life Cycle Logistics (LCL) – Individuals at this level should be able to recognize, apply, and manage and evaluate the concepts presented at the entry/apprentice level.

  Contracting – Individuals at this level should be able to recognize, apply, and manage and evaluate the concepts presented at the entry/apprentice level.

  Business, Cost Estimating & Financial Mgmt – Individuals at this level should be able to recognize, apply, and manage and evaluate the concepts presented at the entry/apprentice level.

  Leadership/Professional -- These are the skills, knowledge, abilities and traits acquired through experience, training and education within government and the private sector and are cumulative, leading to skilled supervision and seasoned leadership. These competencies may appear in successive levels to emphasize the process of evolving, developing, and maturing leadership skills. - Vision          - Strategic Thinking              - External Awareness                - Entrepreneurship

  FAC-P/PM Matrix

  Level	Competencies	Training	Experience
  Entry	-Requirements Development Process -Systems Engineering -Test & Evaluation -Life Cycle Logistics -Contracting; -Business, Cost Estimating & Financial Management -Leadership/Professional	-24-hrs Basic Acquisition; -24-hrs. Basic Project Mgt. -16-hrs. Employing effective leadership and interpersonal skills; -24-hrs. Govt-specific; -24-hrs. EVM. & cost estimates	Minimum 1-yr.experience within last five years
  Mid/ Journeyman	-Management Processes -Systems Engineering -Test and Evaluation (T&E) - Life Cycle Logistics -Contracting -Business, Cost Estimating & Financial Management -Leadership/Professional	-24 hrs. Intermediate project mgt -16 hrs. employing correct and effective leadership and interpersonal skills -24 hrs. Govt-specific coursework -24 hrs EVM & cost estimates	Minimum of 2-yrs. P/PM experience within last five years
  Senior/ Expert	-Management Processes -Systems Engineering -Test and Evaluation (T&E) -Life Cycle Logistics (LCL) -Contracting -Business, Cost Estimating & Financial Mgt. -Leadership/Professional	-24 hrs advanced acquisition -24 hrs advanced project mgt. -16 hrs employing effective leadership and interpersonal skills -24 hrs govt specific -24 hrs advanced direction or use of EVM & cost estimates	Minimum of 4-years P/PM experience on federal projects and/or programs.

  Note: FAI has compiled a list of vendor course offerings that map to FAC-P/PM training course areas. This list can be found at http://www.fai.gov/certification/VendorConsortium.asp Additionally, a workgroup comprised of ACMs from various federal agencies have reviewed and compiled a list of courses deemed acceptable to satisfy the training requirements of FAC-P/PM. This list will be maintained on the CAO’s website under the career management link.

  5. Continuous Learning Points

  To maintain FAC-P/PM, certified professionals are required to earn 80 continuous learning points (CLPs) of skills currency training every two years beginning the first fiscal year following the effective date of certification. CLPs begin to accumulate on the date the individual is certified. Individuals are responsible for maintaining continuous learning records and Bureau Acquisition Career Managers (ACM) will monitor the continuous learning requirements to ensure certifications remain active.

  Guidance on Meeting the Requirements for Continuous Learning Points

  These guidelines reflect best-in-practice recommendations for continuous learning. Agencies retain flexibility and supervisors remain responsible for working with program and project managers to identify those activities and opportunities of greatest benefit to the professional development of an individual. The training, professional activities, education and experience that are used to meet the CLP requirements must be job related.

  A. Training

  1) Completing awareness training. Periodically agencies conduct briefing sessions to acquaint the workforce with new or changed policy. Generally, no testing or assessment of knowledge gained is required.
  2) Completing learning modules and training courses. These may be formal or informal offerings from a recognized training organization, including in-house training courses/sessions, which include some form of testing/assessment for knowledge gained.
  3) Performing Self-Directed Study. An individual can keep current or enhance his or her capabilities through a self-directed study program agreed to by the supervisor.
  4) Teaching. Employees are encouraged to share their knowledge and insights with others through teaching of courses or learning modules.
  5) Mentoring. Helping others to learn and become more productive workers or managers benefits the agency and the individuals involved.
  

  B. Professional Activities

  1) Participating in Organization Management. Membership alone in a professional organization will not be considered as fulfilling continuous learning requirements, but participation in the organization leadership will. This includes holding elected/appointed positions, committee leadership roles, or running an activity for an organization that one is permitted to join under current ethics law and regulation. The employee and supervisor must first ensure that participating in the management of an organization is allowed by the agency.
  2) Attending/Speaking/Presenting at Professional Seminars/Symposia/Conferences. Employees can receive points for attending professional seminars or conferences that are job related. However, the supervisor needs to determine that the individual learned something meaningful from the experience. Because significant effort is involved in preparing and delivering presentations, credit should be given for each hour invested in the preparation and presentation.
  3) Publishing. Writing articles related to acquisition for publication generally meets the criteria for continuous learning. Points will be awarded only in the year published. Compliance with agency publication policy is required.
  4) Participating in Workshops. Points should be awarded for workshops with planned learning outcomes.
  

  C. Education

  1) Formal training. Supervisors should use Continuing Education Units (CEUs) as a guide for assigning points for formal training programs that award CEUs. The CEUs can be converted to points at 10 CLP points per CEU.
  2) Formal academic programs. For formal academic programs offered by educational institutions, each semester hour is equal to one CEU. A three-hour credit course would be worth three CEUs and 30 CLP points, assuming that it is applicable to the acquisition function.
  

  SAMPLE ACTIVITIES	RECOMMENDED NUMBER OF HOURS
  Active Association Membership (in relevant subject area or program/project management association)	5 hours for an active membership year OR 1 hour for each 60 minutes of activity attended during the year
  Publication of P/PM/acquisition-related articles, technical papers, etc.	20 hours for articles 25 for technical paper
  Formal rotational assignments	40 hours per assignment
  Conference presentations, training or seminar delivery	2 hours for 60 minutes of first-time presentation (1 for presentation, 1 for preparation, .5 credit for repeat delivery of same material)
  Team leadership activities, participation on project teams for new products/activities	1 hour for every 60 minutes of participation
  Formal education	1 hour for each hour of instruction up to 36 hours for a 3 credit course or American Council on Education (ACE) recommendation
  Professional examination, license, or certification	40 hours in the year obtained
  1 Continuing Education Unit (CEU)	10 hours
  1 Continuous Learning Point (CLP), Professional Development Unit (PDU), or Professional Development Hour (PDH)	1 hour
  1 credit hour (college course or ACE recommendation)	12 hours
  Conference attendance	1 hour for each 50 minute presentation attended

  Note - All activities may earn points only in the year accomplished, awarded or published.

  D. Experience

  Experience includes on-the-job experiential assignments and intra- or inter-organizational rotational career-broadening and developmental experiences. While supervisors and employees must use discretion in arriving at a reasonable point value to be awarded for rotational and developmental assignments, a sliding scale is recommended. Suggested points for such assignments are in the table below.

  The assumption is that longer assignments are more beneficial than shorter assignments. The supervisor may feel that an individual may deserve more or less than the values shown. In determining the points for a rotational/developmental assignment, the supervisor should consider both the long-term benefit to the agency and the immediate benefit to the supervisor’s organization and the individual. For example, a second rotational assignment of the same sort would be less valuable than a different type of rotational assignment.

  When experience or other activities are to be used to earn CLPs, certain principles should be followed. Supervisors and employees should pre-define, as closely as possible, the tasks to be accomplished, expected outcomes, and the learning opportunities. If it is an assignment, the individual should be mentored during the assignment. Accomplishment of a product, such as a briefing, a project design, a report, or other work product that shows the learning attained, is desirable. Sharing the knowledge and experience gained and the product with others in the organization is encouraged.

  CREDITABLE ACTIVITIES	POINT CREDIT
  Experience:
  On-the-Job Experiential Assignments	Maximum of 20 points per year
  Integrated Product Team (IPT)/ Special Project Leader	Maximum of 15 points per year
  IPT/Special Project Member	Maximum of 10 points per years
  Mentor	Maximum of 5 points per year
  Assignment Length (Rotational Assignments or Training with Industry):	Recommended Points:
  12 Months	80
  9 Months	60
  6 Months	40
  3 Months	15
  2 Months	10
  1 Month	5

  6. Waivers

  Certification requirements may not be waived. The timeframe to meet certification requirements may be waived on a limited case-by-case basis. The Senior Procurement Executive (SPE), and/or the Component Chief Information Officer (CIO), may waive the FAC-P/PM timeframe requirements in writing, on a case-by-case basis, if granting the waiver is deemed necessary and in the best interest of the Department. An employee has one-year from the effective date of the OMB memo (4/25/2007) or the date of assignment to a major acquisition or investment to meet certification requirements. If additional time beyond the first year is required, Component CIOs may grant IT program/project managers (P/PM) a waiver not to exceed one additional year. If more time is required beyond the initial waiver approval, a waiver extension is required. Waiver extensions require approval from the Component CIO and concurrence from the SPE. Non-IT P/PMs must obtain SPE approval on both waivers and waiver extensions. All waiver requests shall include reasons for and the conditions of the waiver. The waiver form is located in the “attachments” section of this document. All waiver requests must include the required information and attachments.

  NOTE: Waivers are granted for the purpose of allowing an employee to work on a major acquisition without certification. Certification requirements are not waived. The timeframe to meet certification requirements may be waived on a limited case-by-case basis. A waiver does not negate certification requirements or the requirement for certification.

  7. Acquisition Career Management Information System (ACMIS)

  ACMIS is the official system of records for the FAC-P/PM program. Bureau ACMs and employees are responsible for maintaining supporting certification documentation, for reviewing completed training, and determining which training is required to meet certification standards for quality assurance purposes. Bureaus should begin entering or migrating data on designated program and project managers as soon as they are identified. Bureau Procurement Chiefs shall ensure that all affected employees enter and update training, experience, and other career information records into the system.

  8. Certification Equivalencies

  FAI has established a letter of understanding with the Project Management Institute (PMI) to address application of PMI credentials to align with the all three levels of the FAC-P/PM program. The following chart summarizes the relationship between the PMI credentials and FAC-P/PM training and experience requirements:

  PMI Credential	FAC P/PM Course-work areas	Experience
  CAPM Certified Associate in Project Management	24-hour course on basic project management	1 year within last five years
  PMP Project Manager Professional	24-hour course on intermediate project management	2 years within last five years

  FAI will accept the respective PMI credential as satisfying the course work areas and experience as indicated.

  9. Exhibit 300

  Part 7 (section 300) of Circular No. A-11 establishes policy for planning, budgeting, acquisition and management of Federal Capital Assets, in addition to instructions on budget justification and reporting requirements for major information technology investments. An exhibit 300 must be submitted for all major investments. Major IT investments also must be reported on the Department’s exhibit 53 and must be consistent with what is reported in section 51.3. The following revisions were made to Question 11 in the exhibit to reflect current certification requirements:

  11. Contact information of Program/Project Manager
  - Name
  - Phone Number
  - E-mail
  
  11a.What is the current FAC-P/PM (for civilian agencies) or DAWIA (for defense agencies) certification level of the project/program manager?
  Drop-Down Menu Options Include:
  - Entry/Apprentice/DAWIA Level 1
  - Mid/Journeyman/DAWIA Level 2
  - Senior/Expert/DAWIA Level 3
  - New Program Manager (should be selected if waiver is not required yet)
  - Waiver Issued (P/PMs assigned to major investments prior to 4/25/2007 and not certified as of 4/25/2008 should select this option)
  
  11b.When was the program/project manager assigned?
  - Enter Date
  
  11c.What date was the Program/Project Manager certified? If the certification has not been issued, what is the anticipated date for certification?
  - Enter Date

  10. Applying for FAC-P/PM

  • Complete the appropriate FAC-P/PM application;
    • Ensure that all training and experience records in ACMIS are current and are duplicate of the information included on the application;
  • Attach all training certificates, transcripts, resumes, or other records that provide evidence of how the requirements for a particular certification level were attained.
    • Training or education: If competencies were attained through successful completion of training or academic courses provided at an accredited institution, identify the provider name, course name, and course completion dates with the competencies achieved.
    • Knowledge, Skills, and Abilities: If competencies were attained through a demonstration of knowledge, skills, and abilities, complete the fulfillment form. If using job experience, provide the agency name, dates, location, position title, and the duties performed that provided relevant competencies.
    • Certification by a Recognized Organization: Attach a copy of the certificate.
  • Submit application package to immediate supervisor for first level approval, who will submit to Bureau ACM for concurrence.
    • The immediate supervisor must review and validate each application for certification and ACMIS record prior to submission to the Bureau ACM for concurrence.
  • After receiving Supervisory approval and ACM signatory approval, the entire package shall be forwarded to the BPC or Bureau CIO for final signatory approval.
  • The request for issuance of FAC-P/PM recognition, the FAC-P/PM application and copies of all supporting documentation shall be forwarded to the DOJ ACM;
  • After reviewing and concurring on the information submitted, the DOJ ACM issues the official FAC-P/PM certificate. Before the FAC-P/PM is issued, ACMIS must reflect employees’ true, current, and accurate information.

  D. Acquisition Career Management Information System (ACMIS)

  ACMIS is the official system of records for the FAC-C program for all civilian agencies and will be used to support the application process. All employees identified as members of the acquisition workforce must use ACMIS to track their continuous learning skills currency training every two years. Employees must register in ACMIS to track continuous learning requirements, regardless of FAC-C intent. Each employee is responsible for regularly updating their training activities in the ACMIS system at http://admin.acmis.gov/. The supervisor is responsible for verifying compliance with the training requirements and for validating the information entered into ACMIS. Certificates and documentation providing proof of completed training must be maintained. 

  To access ACMIS, the registration form on the site must be completed. After registration is completed, a temporary password is assigned via email. You must change your password after your initial login. If you do not, you will be locked out of the system. Passwords must be at least 8 characters in length and contain a combination of alphabetic, numeric, and special characters (e.g. password#03).  Passwords expire every 90 days. If you forget your password and are locked out of your account, contact your Program Administrator to reset your account.

  ACMIS has different user access levels. After logging into the system, your assigned access level determines what information you can view and edit. Access levels and the rights of each user are identified in the following table.

  ACMIS Access Levels

  User	Rights
  Employee Designated by Department as acquisition workforce	View and update personal records; Select supervisor and/or training manager and grant access to view and update records
  Supervisor Department Employee who supervises ACMIS employees (will differ for OBD and field employees)*	View, update, and approve records for all supervised employees (the employee grants such rights)
  Training Manager Department employee whose duties include scheduling training and recording completion of training (will differ for OBD and field employees)*.	View and update training course information for employees (the employee grants such rights)
  Program Administrator Agency employee who maintains agency information in ACMIS	View and update agency specific data (training providers and mandatory training groups); create accounts for employees whose personnel files are not in the system; select program administrators and grant them access to view and update agency-specific data; reset passwords and accounts for employees
  System Administrator FAI employee who oversees ACMIS	View all system data except passwords; update any system data and reset passwords and accounts

  In order to register with ACMIS, your personnel records must already exist. If your job series is listed, follow the registration steps. If your job series is not listed, contact your designated Program Administrator to create a record for you. Once you have entered ACMIS, the Employee Management Screen is displayed. This screen is the primary screen which houses links to sections where employee data is entered and edited. The following table contains a synopsis of the ACMIS sections employees are able to create, edit, and view.

  Employee Management Screen

  Section	Function
  My Information	Displays employee profile; contains data such as name, hire date, social security number, and grade level.
  Acquisition Position and Responsibilities	Mandatory screen; Indicates users’ position/responsibilities in the acquisition workforce
  Jobs	Displays current and previous jobs; should be first record created in ACMIS; must display current job
  Education	Displays formal education
  Business Qualifications	Tracks 24 semester hours of business-related courses
  Required Mandatory Training	Lists required training courses; this group should be selected before entering completed training
  Training	Displays scheduled and/or completed training
  CO Warrants	Lists information on authority to purchase goods and services
  Requirements Waivers	Lists data on waivers issued, if applicable
  Development Plan	Displays career objectives and activities developed by manager and employee
  Agency Certifications	Lists formal certification received from federal government, if applicable
  Other Certifications	Allows employees to enter information about other certifications received
  My Record Changes	List summary of edits to employees’ records
  My Employees’ Record Changes	Provides summary of edits to staff records
  Permissions* (Supervisor and Training manager)	Lists staff granted permission by employee to view his/her records; Supervisor has permission to view and edit all employee records; Training manager only has access to training and education records
  My Direct Reports	Displays list of supervised employees with links to their records
  My Managed Trainees	Provides link to staff training information
  My Administrators	Lists Program Administrators who maintain agency information

  *NOTE: Employees have the right and responsibility to select supervisors and training managers and grant them access to their records. Acquisition professionals should enter their designated ACMIS Program Administrator(s) as the Training Manager when completing ACMIS registration. Acquisition professionals in the OBDs and field divisions must enter their designated ACMIS Program Administrator(s) as both the Supervisor and Training Manager in ACMIS, unless instructed otherwise. If an employee is unable to locate the supervisor or training manager for the selected Agency-Bureau-Branch, contact the Program Administrator to have this person added to the system. Appendices section contains a listing of Component ACMIS Program Administrators.
  
  Guidance on using ACMIS can be found at http://www.fai.gov/acm/acmisUserGuide.asp.

  E. Record Maintenance and Disposal

  Comprehensive files containing relevant information on all appointed Contracting Officers with FAC-C shall be maintained. The files must reflect consistent and up-to-date information on the number of certifications issued. All relevant records pertaining to appointed Contracting Officers and FAC-C candidates must be maintained in accordance with the Federal Privacy Act of 1974. All records related to Contracting Officer Warrants and FAC-Cs issued at Level I must be retained for a minimum of 3-years after expiration or cancellation of the original certificate. All records related to Contracting Officer Warrants and FAC-Cs issued which exceed Level I must be retained for a minimum of 6-years and 3-months after expiration or cancellation of the original certificate.

  F. Reports

  Bureau Procurement Chiefs shall submit the following reports to the Senior Procurement Executive:

  1. Workforce Statistics:

  By the 15th day after the end of each calendar quarter, a report containing the following information will be submitted:

  • Total Number of GS-1102 and GS-1105 personnel
  • Total Number of COTRs
  • Total Number of Contracting Officer Warrants
  • Total Number of New, Suspended or revoked Contracting Warrants for the Quarter
  • Total Number of FAC-C certifications
  • Total Number of new FAC-C certifications issued for the quarter

  2. Continuous Learning Statistics:

  By the 15^th day after the end of each calendar year, a certification that all affected personnel has met or will meet the continuous learning requirements. If personnel will not meet the requirement, an explanation must be provided as well as the proposed corrective measures to be taken. The certification must include the information contained in the following table:

  Annual Certification of Continuous Learning Requirements for the Acquisition Workforce
  BUREAU:
  REPORT PERIOD:
  	Total Number of Persons	Number That Have Met or Will Meet Rqmt	Number That Have Not Met or Will Not Meet Rqmt
  GS-1102
  Non-GS1102 Warranted Contracting Officers

  G. Important Links/References

  1. FAI Partnerships
  2. OMB Memos
  3. CON Course Equivalencies
  1. Colleges and Universities
  2. DoD Schools
  3. Other DoD Federal Agencies
  4. Civilian Organizations and Professional Societies
  5. Commercial Vendors
  4. DAU Fulfillment
  5. FAI FAC-P/PM Vendor Consortium