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News, announcements, training, search functions, Ask-a-Professor, and similar services with direct links supporting DoD acquisition.
Acquisition Process
Three processes cooperate to deliver capabilities needed by warfighters: the requirements process (JCIDS); the acquisition process (DAS); and the program and budget development process (PPBE). Includes links to DoD and Service policies, guidance, tools, and resources:
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Encyclopedic source of acquisition policy that follows a hierarchy of policy issuance (i.e., executive, legislative, federal, etc.) and filtered according to organization, career field, and special topics.
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Information on training and continuous learning that supports DoD acquisition, information that helps manage professional training portfolios, and information on training available from DAU and DoD and Services activities.
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Information on DoD industry partners that helps the participation and execution of DoD processes; including industry support pages, news, information, and links to private sector acquisition contractors.
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AT&L Knowledge Management Systems (AKMS) applications.
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Sixteen functional knowledge gateways, one for each of the defense acquisition career fields.
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Links to gateways about important topics outside the general portals and beyond the standard career fields:
Leonardo Manning Director
On Thursday, March 10, 2016, the Federal Acquisition Institute released an awareness video of the Fair Pay and Safe Workplaces Executive Order (E.O. 13673). The approximately 21 minute video may be viewed at https://www.acquisition.gov/?q=fair-pay-eo The FAR rules and Department of Labor guidance are not complete, so the video focuses on the basic features of the Executive Order in order for contracting professionals to be more prepared when the final labor guidance and FAR rule are issued.
Contracting Officers will be affected by these rules because new provisions will require federal agencies to consider labor law violations when awarding contracts valued at $500,000 or more. The contract provisions will require prospective contractors being considered for a contract award to disclose any administrative merits determinations, civil judgments, or arbitral award or decision rendered against it for violation any of 14 identified federal labor laws and executive orders. Violations include things like employees being denied overtime wages they’ve earned; or not being hired or paid fairly because of gender or age; or being forced to perform work in conditions where their health and safety are at risk.
In addition to the reporting of labor law violations, the Executive Order requires paycheck transparency to ensure employees are given the necessary information to verify the accuracy of what they are being paid and other rules reducing the use of mandatory pre-dispute arbitration agreements between contractors and their employees.
Once finalized, contracting officers should expect to see direction on these issues:
1) How to obtain disclosures from prospective and current contractors on their labor law violations.
2) How contracting officers will make responsibility determinations that take into account disclosed labor violations.
3) How contracting officers will work with newly appoint Agency Labor Compliance Advisors (ALCAs) who will advise them in evaluating labor law violations. The existence of a labor law violations does not automatically make a contractor “non-responsible”. ALCA’s will help contracting officers review information about reported violations, verify the number of violations and determine if the violations are serious, repeated, willful or pervasive. The expectation is that a non-responsibility determination due to labor law violations should be infrequent, although it will be rendered if and when necessary.
4) How the contracting officer will consider and document the ALCA’s recommendation in the contracting officer’s responsibility determination and source selection decision.
5) How contracting officers will work with ALCA’s if a contractor reports a labor violation during the contract period of performance. Contractors must provide information every six months on reportable violations.
For more information, I encourage you to watch the video, and read the proposed FAR rule and the proposed Department of Labor guidance at http://www.dol.gov/asp/fairpay/
When the rules and guidance are finalized later this year, you can expect DAU to release a training module to assist implementation within the workforce.
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