Degrees in Business
Business Degrees
DEPARTMENT OF THE TREASURY
ACQUISITION/BUSINESS CAREER MANAGEMENT PROGRAM HANDBOOK October,
20012 FOREWORD The federal procurement field changed radically
during the 1990’s. Business process changes (prompted by deregulation)
with emphasis on customer service and results rather than process
revolutionized procurement during this decade. As we continue
through this new millennium, although deregulation activity
has decreased, the pace of change has not slowed because of
accelerating automation. Processes have been simplified and
reduced or eliminated.
Procurement customers are progressively empowered to do more
of their own buying through
the government-wide commercial purchase card and other tools.
This new Acquisition/Business Career Management Program Handbook
replaces the Department
of the Treasury 1992 “Procurement Career Management” handbook
and revises the July 1999
version. The program describes the education, experience, and
training requirements for
employment and advancement in contracting positions within the
Department of the Treasury.
The program includes the GS-1102 qualification standards previously
implemented by Treasury
as mandated by the Office of Personnel Management. This program
is designed to: •Provide a process (Treasury Fulfillment Program)
that will allow eligible acquisition
employees a mechanism for complying with Section 16 of the Office
of Federal Procurement
Policy (OFPP) Policy Letter No.
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DEPARTMENT OF THE TREASURY
ACQUISITION/BUSINESS CAREER MANAGEMENT PROGRAM HANDBOOK October,
20012 FOREWORD The federal procurement field changed radically
during the 1990’s. Business process changes (prompted by deregulation)
with emphasis on customer service and results rather than process
revolutionized procurement during this decade. As we continue
through this new millennium, although deregulation activity
has decreased, the pace of change has not slowed because of
accelerating automation. Processes have been simplified and
reduced or eliminated.
Procurement customers are progressively empowered to do more
of their own buying through
the government-wide commercial purchase card and other tools.
This new Acquisition/Business Career Management Program Handbook
replaces the Department
of the Treasury 1992 “Procurement Career Management” handbook
and revises the July 1999
version. The program describes the education, experience, and
training requirements for
employment and advancement in contracting positions within the
Department of the Treasury.
The program includes the GS-1102 qualification standards previously
implemented by Treasury
as mandated by the Office of Personnel Management. This program
is designed to: •Provide a process (Treasury Fulfillment Program)
that will allow eligible acquisition
employees a mechanism for complying with Section 16 of the Office
of Federal Procurement
Policy (OFPP) Policy Letter No.
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(For GS-1105 and other
series employees whose duties are at least 50% acquisition.)
•LEVEL 1 b - applies to simplified acquisitions up to the simplified
acquisition threshold. •LEVEL 2 - applies to acquisitions up
to $1,000,000. •LEVEL 3 - applies to acquisitions with no monetary
limitations. E.
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/s/ Corey M. Rindner Senior
Procurement Executive 3 DEPARTMENT OF THE TREASURY ACQUISITION/BUSINESS
CAREER MANAGEMENT PROGRAM Page CHAPTER 1: Treasury Implementation
of GS-1102 Qualification Standard 4 CHAPTER 2:Training Requirements
8 CHAPTER 3: Treasury Fulfillment Program 13 CHAPTER 4: Career
Planning 15 CHAPTER 5: Procurement Authority 18 CHAPTER 6: Treasury
Procurement Intern Program 24 CHAPTER 7: Procurement Student
Career Experience Program 28 Appendices: Appendix 1 DEFINITIONS35
Appendix 2 MANDATORY TRAINING & COURSE EQUIVALENCIES37 Appendix
3 DEPARTMENT OF THE TREASURY FULFILLMENT 40 REQUESTAppendix
4 INDIVIDUAL DEVELOPMENT PLAN59 Appendix 5 TREASURY ACQUISITION
CAREER 61 SYSTEM EMPLOYEE REPORT Appendix 6 QUALIFICATION STATEMENT
FOR APPOINTMENT OF A CONTRACTING OFFICER64 Appendix 7 REFERENCES65
Appendix 8 PROCUREMENT AUTHORITY MATRIX664 CHAPTER 1 TREASURY
IMPLEMENTATION OF GS-1102 QUALIFICATION STANDARDS The purpose
of the Department of the Treasury Acquisition/Business Career
Management Program Handbook is to provide policy, procedures,
and guidance to support the implementation of the requirements
of the Federal Acquisition Reform Act (FARA) of 1996 for the
effective management of the Treasury acquisition workforce.
On January 1, 2000, the Office of Personnel Management (OPM),
in response to Section 4307(g)
of the Federal Acquisition Reform Act (FARA), issued a new qualification
standard for GS-1102
contracting positions in civilian agencies. The new requirements
are generally comparable to
those already established for Department of Defense positions
in 1990 by the Defense
Acquisition Workforce Improvement Act (DAWIA). The qualification
standard is as follows:
This is the GS-1102 individual qualification standard developed
by the Office of Federal
Procurement Policy under the authority of 41 U.S.C. 433. It
does not apply to Department
of Defense positions.
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/s/ Corey M. Rindner Senior
Procurement Executive 3 DEPARTMENT OF THE TREASURY ACQUISITION/BUSINESS
CAREER MANAGEMENT PROGRAM Page CHAPTER 1: Treasury Implementation
of GS-1102 Qualification Standard 4 CHAPTER 2:Training Requirements
8 CHAPTER 3: Treasury Fulfillment Program 13 CHAPTER 4: Career
Planning 15 CHAPTER 5: Procurement Authority 18 CHAPTER 6: Treasury
Procurement Intern Program 24 CHAPTER 7: Procurement Student
Career Experience Program 28 Appendices: Appendix 1 DEFINITIONS35
Appendix 2 MANDATORY TRAINING & COURSE EQUIVALENCIES37 Appendix
3 DEPARTMENT OF THE TREASURY FULFILLMENT 40 REQUESTAppendix
4 INDIVIDUAL DEVELOPMENT PLAN59 Appendix 5 TREASURY ACQUISITION
CAREER 61 SYSTEM EMPLOYEE REPORT Appendix 6 QUALIFICATION STATEMENT
FOR APPOINTMENT OF A CONTRACTING OFFICER64 Appendix 7 REFERENCES65
Appendix 8 PROCUREMENT AUTHORITY MATRIX664 CHAPTER 1 TREASURY
IMPLEMENTATION OF GS-1102 QUALIFICATION STANDARDS The purpose
of the Department of the Treasury Acquisition/Business Career
Management Program Handbook is to provide policy, procedures,
and guidance to support the implementation of the requirements
of the Federal Acquisition Reform Act (FARA) of 1996 for the
effective management of the Treasury acquisition workforce.
On January 1, 2000, the Office of Personnel Management (OPM),
in response to Section 4307(g)
of the Federal Acquisition Reform Act (FARA), issued a new qualification
standard for GS-1102
contracting positions in civilian agencies. The new requirements
are generally comparable to
those already established for Department of Defense positions
in 1990 by the Defense
Acquisition Workforce Improvement Act (DAWIA). The qualification
standard is as follows:
This is the GS-1102 individual qualification standard developed
by the Office of Federal
Procurement Policy under the authority of 41 U.S.C. 433. It
does not apply to Department
of Defense positions.
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Applicants who meet the
criteria for Superior Academic Achievement qualify for positions
at the GS-7 level. Graduate Education: To qualify for GS-1102
positions on the basis of graduate education, graduate education
in one or a combination of the following fields is required:
accounting, business, finance, law, contracts, purchasing, economics,
industrial management, marketing, quantitative methods, or organization
and management. Note - For positions at GS-7 through GS-12,
applicants who are qualifying based on
experience must possess at least one year of specialized experience
at or equivalent to work
at the next lower level, that provided the knowledge, skills,
and abilities to perform
successfully the work of the position, in addition to meeting
the basic requirements in
paragraph A or B, above. 5 C. Exceptions: Employees in GS-1102
positions will be considered to have met the standard for positions
they occupy on January 1, 2000.
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Completion of the educational
program (awarding of the diploma/degree) and the bureau work
program should be accomplished in a reasonable and appropriate
time frame. The bureau shall be informed and prepared for the
student's periods of employment. All agreements in the program
must provide the required number of hours and periods of student
employment necessary for non-competitive appointment upon graduation.
Students must complete at least 640 hours of career-related
work before completion of, or concurrently with, the course
requirements. The intent of the program is that students are
always either attending classes, working at the bureau, or both.
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D. RECRUITMENT AND SELECTION
Interns will be recruited from all sources, including merit
promotion from within the Federal Government. Special efforts
will also be made to recruit imminent or recent outstanding
scholar graduates from colleges and universities. Selections
will be made on a competitive basis with Departmental Office
of Procurement staff participating on the rating panel and interviews
to the extent possible. E.
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H. RETENTION Students who
discontinue their education before completing degree requirements
must be terminated from the program. The bureau MAY require
that student participants maintain a grade point average predictive
of graduation from the college or university and complete prescribed
work periods. A student may also be terminated from the program
for unsatisfactory work performance, job fitness or conduct.
I.
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J. PERFORMANCE REVIEW Students
in this program are required to have written performance plans
and be appraised on their performance as specified in the bureau's
performance appraisal system. During the student's first work
period, the student's performance should be screened to determine
strengths and weaknesses. Appropriate guidance and training
should be provided on a continuing basis to ensure improved
job performance. A formal appraisal of the student's job performance,
interest, fitness and conduct should be made prior to the end
of the first work period.
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Requirements for non-competitive
conversion to term, career or career-conditional employment
must be understood by all parties. 30 E. POSITION CLASSIFICATION
AND QUALIFICATIONS Series classification of positions is based
upon the duties, responsibilities and qualifications required
for the work to be performed, with appropriate consideration
of the educational program in which the student is enrolled
and the target position that the student may fill upon successful
completion of the program. Normally, the student trainee series
(GS-1199) for the GS-1102 occupational group should be used
for position classification at all levels in a procurement operation.
All positions should be titled "Student Trainee (Procurement)".
Qualification
requirements in the multi-series Student Trainee qualification
standard are applicable for
appointments in the program and for promotions during the program.
Upon completion of the
program, in order to receive a non-competitive conversion to
a career conditional appointment,
the qualification standard for the target position (GS-1102)
must be met.
Generally, for the baccalaureate program, positions range from
grades GS-2 to GS-4. At the
completion of the program, conversion to career-conditional
appointment is generally to grade
GS-5 or GS-7, depending on the individual's qualifications.
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Requirements for non-competitive
conversion to term, career or career-conditional employment
must be understood by all parties. 30 E. POSITION CLASSIFICATION
AND QUALIFICATIONS Series classification of positions is based
upon the duties, responsibilities and qualifications required
for the work to be performed, with appropriate consideration
of the educational program in which the student is enrolled
and the target position that the student may fill upon successful
completion of the program. Normally, the student trainee series
(GS-1199) for the GS-1102 occupational group should be used
for position classification at all levels in a procurement operation.
All positions should be titled "Student Trainee (Procurement)".
Qualification
requirements in the multi-series Student Trainee qualification
standard are applicable for
appointments in the program and for promotions during the program.
Upon completion of the
program, in order to receive a non-competitive conversion to
a career conditional appointment,
the qualification standard for the target position (GS-1102)
must be met.
Generally, for the baccalaureate program, positions range from
grades GS-2 to GS-4. At the
completion of the program, conversion to career-conditional
appointment is generally to grade
GS-5 or GS-7, depending on the individual's qualifications.
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Students may work full
or part-time schedules at any time during the year. There are
no limitations on the number of hours a student can work per
week, but the student's work schedule and assignments should
not interfere with the student's academic schedule or academic
performance. Completion of the educational program (awarding
of the diploma/degree) and the bureau work program should be
accomplished in a reasonable and appropriate time frame. The
bureau shall be informed and prepared for the student's periods
of employment. All agreements in the program must provide the
required number of hours and periods of student employment
necessary for non-competitive appointment upon graduation. Students
must complete at least
640 hours of career-related work before completion of, or concurrently
with, the course
requirements. The intent of the program is that students are
always either attending classes,
working at the bureau, or both. Bureaus may, however, use their
discretion in either approving or
denying a break in program. A break in program is defined as
a period of time when a program
participant is working but is unable to go to school, or neither
attending classes nor working at
the bureau.
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Students may work full
or part-time schedules at any time during the year. There are
no limitations on the number of hours a student can work per
week, but the student's work schedule and assignments should
not interfere with the student's academic schedule or academic
performance. Completion of the educational program (awarding
of the diploma/degree) and the bureau work program should be
accomplished in a reasonable and appropriate time frame. The
bureau shall be informed and prepared for the student's periods
of employment. All agreements in the program must provide the
required number of hours and periods of student employment
necessary for non-competitive appointment upon graduation. Students
must complete at least
640 hours of career-related work before completion of, or concurrently
with, the course
requirements. The intent of the program is that students are
always either attending classes,
working at the bureau, or both. Bureaus may, however, use their
discretion in either approving or
denying a break in program. A break in program is defined as
a period of time when a program
participant is working but is unable to go to school, or neither
attending classes nor working at
the bureau.
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16 D. MANAGEMENT RESPONSIBILITY
Each supervisor will: •Review existing IDP's within 30 days
of appointment to a supervisory position. •Conduct an IDP interview
with a new employee. •Ensure that the IDP is finalized within
60 calendar days of employee start date. •Review and discuss
IDP with employee at least once a year. •Encourage employees
to attend self-development courses, such as public speaking
and time management, and to take advantage of cross training
and rotational assignments when beneficial to the employee and
the organization. E. ELECTRONIC COMMERCE/IT RELATED SKILLS The
rapid technological advances in business make it absolutely
necessary for today’s professional to posses electronic commerce
skills. Electronic commerce is the use of electronic techniques
for accomplishing business transactions, including electronic
mail or messaging, World Wide Web technology, electronic bulletin
boards, purchase cards, electronic funds transfers, and electronic
data interchange.
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16 D. MANAGEMENT RESPONSIBILITY
Each supervisor will: •Review existing IDP's within 30 days
of appointment to a supervisory position. •Conduct an IDP interview
with a new employee. •Ensure that the IDP is finalized within
60 calendar days of employee start date. •Review and discuss
IDP with employee at least once a year. •Encourage employees
to attend self-development courses, such as public speaking
and time management, and to take advantage of cross training
and rotational assignments when beneficial to the employee and
the organization. E. ELECTRONIC COMMERCE/IT RELATED SKILLS The
rapid technological advances in business make it absolutely
necessary for today’s professional to posses electronic commerce
skills. Electronic commerce is the use of electronic techniques
for accomplishing business transactions, including electronic
mail or messaging, World Wide Web technology, electronic bulletin
boards, purchase cards, electronic funds transfers, and electronic
data interchange.
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3.A statement of student
eligibility requirements that includes those related to school
enrollment, academic requirements, citizenship, and/or family/relatives
restrictions. 4.A statement of conditions governing grades,
promotions, pay and benefits, trial period, performance appraisal,
and conversion. 5.
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5.A statement affirming
equal employment opportunity. 6.A statement of conditions required
for review and change of agreement with consent of both the
bureau and the college or university. 7.The signatures of the
appropriate bureau and college or university representatives
and effective date. If no students from the college or university
are employed during a twelve-month period, the agreement becomes
void and a new agreement must be executed when student placements
are resumed. D. PROGRAM DESIGN AND SCHEDULING
The Student Career Experience Program is a year-round program
and appointments may be
made at any time during the year, including summer.
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5.A statement affirming
equal employment opportunity. 6.A statement of conditions required
for review and change of agreement with consent of both the
bureau and the college or university. 7.The signatures of the
appropriate bureau and college or university representatives
and effective date. If no students from the college or university
are employed during a twelve-month period, the agreement becomes
void and a new agreement must be executed when student placements
are resumed. D. PROGRAM DESIGN AND SCHEDULING
The Student Career Experience Program is a year-round program
and appointments may be
made at any time during the year, including summer.
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Contracting officers are
strongly encouraged to obtain additional training in business
enhancing skills. There are a number of options for seeking
non-acquisition skills based training. Examples of these types
of training include: Alternative Dispute Resolution, Problem
Solving, Project Management, Integrated Product Teams, and Thinking
Outside the Box. These courses are offered by various accredited
vendors and GSA schedule providers. 23 CHAPTER 6 TREASURY PROCUREMENT
INTERN PROGRAM A. OBJECTIVE The Treasury Procurement Intern
Program provides for the selection and training of GS-1102-5
and GS-1102-7 entry level employees. The formal training, on
the job training, and rotational assignments within the bureaus
will qualify these interns for full performance professional
positions. It takes approximately five (5) years for an entry
level contract specialist to achieve
the knowledge and skills identified to perform at the journeyman
level. Through an intense
schedule of both formal and rotational training, the interns
progress at an accelerated pace.
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Contracting officers are
strongly encouraged to obtain additional training in business
enhancing skills. There are a number of options for seeking
non-acquisition skills based training. Examples of these types
of training include: Alternative Dispute Resolution, Problem
Solving, Project Management, Integrated Product Teams, and Thinking
Outside the Box. These courses are offered by various accredited
vendors and GSA schedule providers. 23 CHAPTER 6 TREASURY PROCUREMENT
INTERN PROGRAM A. OBJECTIVE The Treasury Procurement Intern
Program provides for the selection and training of GS-1102-5
and GS-1102-7 entry level employees. The formal training, on
the job training, and rotational assignments within the bureaus
will qualify these interns for full performance professional
positions. It takes approximately five (5) years for an entry
level contract specialist to achieve
the knowledge and skills identified to perform at the journeyman
level. Through an intense
schedule of both formal and rotational training, the interns
progress at an accelerated pace.
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Each IDP should identify
short (within the next year) and long term (2-3 years) career
goals of the employee. A sample IDP is included as Appendix
4. C. EMPLOYEE RESPONSIBILITY Each employee should: •Develop
an initial IDP for discussion and input from the supervisor.
•Identify interests, strengths, and developmental needs. •Recognize
abilities and set meaningful and achievable career goals. •Request
training (including business, technical, and self-development
courses) and assignments to meet developmental needs. •Pursue
rotational assignments or details that will enhance business
knowledge beneficial to the employee and agency. •Review the
accuracy of training records on a regular basis.
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Each IDP should identify
short (within the next year) and long term (2-3 years) career
goals of the employee. A sample IDP is included as Appendix
4. C. EMPLOYEE RESPONSIBILITY Each employee should: •Develop
an initial IDP for discussion and input from the supervisor.
•Identify interests, strengths, and developmental needs. •Recognize
abilities and set meaningful and achievable career goals. •Request
training (including business, technical, and self-development
courses) and assignments to meet developmental needs. •Pursue
rotational assignments or details that will enhance business
knowledge beneficial to the employee and agency. •Review the
accuracy of training records on a regular basis.
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Electronic commerce has
become central to modern procurement activity. In addition to
possessing the necessary knowledge, skills, and abilities in
contracting, the acquisition professional should be able to
effectively use technology. In order to foster creative use
of technology to enhance the quality and timeliness of work
products, cross functional cooperation, teamwork, and customer
service, the acquisition professional should: •Demonstrate a
working knowledge of computer technology, hardware, and management
information systems used by team members and by those with whom
cross-functional efforts are undertaken. •Willingly accept and
learn new computer applications by using the self-study guides
or tutorials that are provided when formal training is unavailable.
•Possess sufficient knowledge to assess subordinates’ skills
and to assist others in developing technological skills. •Use
advanced software and technology (e.g., Internet, Intranet,
e-mail applications, etc.) to keep abreast of trends, issues
and other external factors that affect the procurement arena.
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Electronic commerce has
become central to modern procurement activity. In addition to
possessing the necessary knowledge, skills, and abilities in
contracting, the acquisition professional should be able to
effectively use technology. In order to foster creative use
of technology to enhance the quality and timeliness of work
products, cross functional cooperation, teamwork, and customer
service, the acquisition professional should: •Demonstrate a
working knowledge of computer technology, hardware, and management
information systems used by team members and by those with whom
cross-functional efforts are undertaken. •Willingly accept and
learn new computer applications by using the self-study guides
or tutorials that are provided when formal training is unavailable.
•Possess sufficient knowledge to assess subordinates’ skills
and to assist others in developing technological skills. •Use
advanced software and technology (e.g., Internet, Intranet,
e-mail applications, etc.) to keep abreast of trends, issues
and other external factors that affect the procurement arena.
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For a waiver request to
be considered, the job vacancy announcement must state that
waivers may be considered and which requirement(s) may be waived.
The SPE must approve announcements that include the possibility
of a waiver prior to issuance. Written requests for announcements
that include the possibility of waivers must be submitted to
the Office of Procurement supported by historical data that
documents previous attempts to hire in accordance with the qualification
standard requirements. Subsequently, if the hiring official
considers an applicant who does not meet the qualification standard
to be the best candidate for the position, the hiring official
will seek a waiver for that applicant to the pertinent requirement(s)
of the qualification standard from the SPE. The selecting official
will prepare and submit justification documents to the SPE for
approval.
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However, they will have
to meet the basic requirements and specialized experience requirements
in order to qualify for promotion to a higher grade, unless
granted a waiver under Paragraph D. D.Waiver: When filling a
specific vacant position, the senior procurement executive of
the selecting agency, at his or her discretion, may waive any
or all of the requirements of Paragraphs A and B above if the
senior procurement executive certifies that the applicant possesses
significant potential for advancement to levels of greater responsibility
and authority, based on demonstrated analytical and decision
making capabilities, job performance, and qualifying experience.
With respect to each waiver granted under this paragraph, the
senior procurement executive must document for the record the
basis of the waiver. If an individual is placed in a position
in an agency on the basis of a waiver, the
agency may later reassign that individual to another position
at the same grade within that
agency without additional waiver action.
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If no students from the
college or university are employed during a twelve-month period,
the agreement becomes void and a new agreement must be executed
when student placements are resumed. D. PROGRAM DESIGN AND SCHEDULING
The Student Career Experience Program is a year-round program
and appointments may be made at any time during the year, including
summer. Students may work full or part-time schedules at any
time during the year. There are no limitations on the number
of hours a student can work per week, but the student's work
schedule
and assignments should not interfere with the student's academic
schedule or academic
performance.
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The PCMC issues information
to BCPO's to apprise them of graduation dates of interns so
that they can be interviewed and selected for non-competitive
placement within the bureaus upon graduation. •The Assistant
Director of Personnel Policy will provide advice and guidance
to the SPE on the management of the Procurement Career Management
Program and on recruitment and selection options. •BCPO's are
responsible for evaluating their bureau’s potential for providing
rotational on the job training to the interns in order to convey
the skills and tasks identified in the individual intern IDP's.
Interns are responsible for adhering to the procedures outlined
in this handbook and any implementing instructions issued by
the Department or bureaus. Interns are expected to display at
all times high standards of professional and ethical conduct,
above average display of
initiative, as well as a sense of procurement professionalism
appropriate to the Departmental
Office of Procurement.
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The training requirements
established for purchase cardholders reflect the knowledge,
skills, and competencies required to perform duties related
to micro-purchases. With additional training the purchase cardholder
may be granted an expanded delegation of procurement authority
to use the purchase card for requirement s above the micro-purchase
limit. In that case the required additional training will provide
the knowledge, skills, and competencies required to perform
duties related to delivery and task orders placed against existing
contracts. B. EDUCATION The training requirements listed throughout
this chapter are in addition to the college degree and advanced
educational requirements for the GS-1102 series as defined in
Chapter 1 entitled “Treasury Implementation of GS-1102 Qualification
Standards.
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The Treasury Fulfillment
Program is a series of steps which begin with the employee completing
a required form requesting fulfillment based on either course
equivalency or a combination of education, experience and/or
training from various sources (Appendix 3). The employee's request
is followed by a two level review process. Reviews are conducted
by first line supervisors and are then forwarded to the SPE.
Listed below are the specific steps required for fulfillment
program certificatio n: Step 1: The employee self-certifies
all competencies through experience, education and/or training
on the Fulfillment Request Form and attaches an updated copy
of his/her training record. If the employee is requesting fulfillment
based on the CPCM or C.
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The work experience with
the bureau must be related to the student's academic/career
goals. At the bureau's option, the following MAY be included
in the written agreement: 1.A statement of bureau responsibilities
which ensures that: •a bureau liaison is appointed to work with
the educational institution; •the bureau will keep the educational
institution informed of cooperative employment opportunities;
•appointees to the program will be selected from among students
referred to the bureau by the institution without discrimination
on the basis of race, ethnic background, creed, handicap, sex
or age; •all personnel processing related to employment of students
will be handled by the bureau; •students will be placed under
competent supervisors, will be oriented to Federal employment
conditions, and performance standards will be established; the
college or university is kept informed of student progress;
and •the college is notified of the bureau's intention to release
a student from the program. •2.A statement of the college's
or university's responsibilities which ensures that: •a representative
will be appointed to work with the bureau; •prospective candidates
are kept informed of Federal Student Career Experience Program
opportunities; •all qualifying candidates, including veterans
discharged under honorable conditions, who
express an interest in participating in the program are referred
to the bureau; •any needed information concerning an appointee
that the college or university is
authorized to release is furnished to the bureau; 29 •the bureau
is notified of any change in student status; and •actions are
taken to strengthen the relationship between study and work
assignments.
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The work experience with
the bureau must be related to the student's academic/career
goals. At the bureau's option, the following MAY be included
in the written agreement: 1.A statement of bureau responsibilities
which ensures that: •a bureau liaison is appointed to work with
the educational institution; •the bureau will keep the educational
institution informed of cooperative employment opportunities;
•appointees to the program will be selected from among students
referred to the bureau by the institution without discrimination
on the basis of race, ethnic background, creed, handicap, sex
or age; •all personnel processing related to employment of students
will be handled by the bureau; •students will be placed under
competent supervisors, will be oriented to Federal employment
conditions, and performance standards will be established; the
college or university is kept informed of student progress;
and •the college is notified of the bureau's intention to release
a student from the program. •2.A statement of the college's
or university's responsibilities which ensures that: •a representative
will be appointed to work with the bureau; •prospective candidates
are kept informed of Federal Student Career Experience Program
opportunities; •all qualifying candidates, including veterans
discharged under honorable conditions, who
express an interest in participating in the program are referred
to the bureau; •any needed information concerning an appointee
that the college or university is
authorized to release is furnished to the bureau; 29 •the bureau
is notified of any change in student status; and •actions are
taken to strengthen the relationship between study and work
assignments.
3.A statement of student eligibility requirements that includes
those related to school
enrollment, academic requirements, citizenship, and/or family/relatives
restrictions.
4.A statement of conditions governing grades, promotions, pay
and benefits, trial period,
performance appraisal, and conversion.
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The work experience with
the bureau must be related to the student's academic/career
goals. At the bureau's option, the following MAY be included
in the written agreement: 1.A statement of bureau responsibilities
which ensures that: •a bureau liaison is appointed to work with
the educational institution; •the bureau will keep the educational
institution informed of cooperative employment opportunities;
•appointees to the program will be selected from among students
referred to the bureau by the institution without discrimination
on the basis of race, ethnic background, creed, handicap, sex
or age; •all personnel processing related to employment of students
will be handled by the bureau; •students will be placed under
competent supervisors, will be oriented to Federal employment
conditions, and performance standards will be established; the
college or university is kept informed of student progress;
and •the college is notified of the bureau's intention to release
a student from the program. •2.A statement of the college's
or university's responsibilities which ensures that: •a representative
will be appointed to work with the bureau; •prospective candidates
are kept informed of Federal Student Career Experience Program
opportunities; •all qualifying candidates, including veterans
discharged under honorable conditions, who
express an interest in participating in the program are referred
to the bureau; •any needed information concerning an appointee
that the college or university is
authorized to release is furnished to the bureau; 29 •the bureau
is notified of any change in student status; and •actions are
taken to strengthen the relationship between study and work
assignments.
3.A statement of student eligibility requirements that includes
those related to school
enrollment, academic requirements, citizenship, and/or family/relatives
restrictions.
4.A statement of conditions governing grades, promotions, pay
and benefits, trial period,
performance appraisal, and conversion.
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Business Degrees
•Comply with all policies
and procedures for computer security as defined in the agency
information systems security policies. F. TREASURY ACQUISITION
CAREER SYSTEM (TRAC) TRAC is a management information system
maintained by the Treasury Acquisition Institute and used by
the bureaus. It contains demographic and training information
on acquisition employees. The individual TRAC records can be
used by employees and supervisors for preparing Individual Development
Plans (IDP’s) and to document training accomplishments for 17
the Treasury Fulfillment Program.
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Business Degrees
•Comply with all policies
and procedures for computer security as defined in the agency
information systems security policies. F. TREASURY ACQUISITION
CAREER SYSTEM (TRAC) TRAC is a management information system
maintained by the Treasury Acquisition Institute and used by
the bureaus. It contains demographic and training information
on acquisition employees. The individual TRAC records can be
used by employees and supervisors for preparing Individual Development
Plans (IDP’s) and to document training accomplishments for 17
the Treasury Fulfillment Program. The data contained in TRAC
are subject to the Privacy Act and as such, should be handled
accordingly. G. TRAC RESPONSIBILITIES The Treasury Acquisition
Institute (TAI) is responsible for the maintenance of the TRAC
system under the auspices of the Treasury Office of Procurement.
•Employees must submit a copy of all training certificates to
the bureau/regional training coordinator within 5 days of completion
of training or upon receipt of the training certificate(s).
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Business Degrees
•Comply with all policies
and procedures for computer security as defined in the agency
information systems security policies. F. TREASURY ACQUISITION
CAREER SYSTEM (TRAC) TRAC is a management information system
maintained by the Treasury Acquisition Institute and used by
the bureaus. It contains demographic and training information
on acquisition employees. The individual TRAC records can be
used by employees and supervisors for preparing Individual Development
Plans (IDP’s) and to document training accomplishments for 17
the Treasury Fulfillment Program. The data contained in TRAC
are subject to the Privacy Act and as such, should be handled
accordingly. G. TRAC RESPONSIBILITIES The Treasury Acquisition
Institute (TAI) is responsible for the maintenance of the TRAC
system under the auspices of the Treasury Office of Procurement.
•Employees must submit a copy of all training certificates to
the bureau/regional training coordinator within 5 days of completion
of training or upon receipt of the training certificate(s).
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Business Degrees
•Comply with the mandate
by Congress that the Treasury Procurement Executive is fully
and directly accountable for the performance and quality of
the procurement workforce. While the program doesn’t cover all
of the opportunities and challenges of today’s acquisition world,
it provides employees with guidance and direction for becoming
the business partners our organization needs today and in the
future. /s/ Corey M. Rindner Senior Procurement Executive 3
DEPARTMENT OF THE TREASURY ACQUISITION/BUSINESS CAREER MANAGEMENT
PROGRAM Page CHAPTER 1: Treasury Implementation of GS-1102 Qualification
Standard 4 CHAPTER 2:Training Requirements 8 CHAPTER 3: Treasury
Fulfillment Program 13 CHAPTER 4: Career Planning 15 CHAPTER
5: Procurement Authority 18 CHAPTER 6: Treasury Procurement
Intern Program 24 CHAPTER 7: Procurement Student Career Experience
Program 28 Appendices: Appendix 1 DEFINITIONS35 Appendix 2 MANDATORY
TRAINING & COURSE EQUIVALENCIES37 Appendix 3 DEPARTMENT OF THE
TREASURY FULFILLMENT 40 REQUESTAppendix 4 INDIVIDUAL DEVELOPMENT
PLAN59 Appendix 5 TREASURY ACQUISITION CAREER 61 SYSTEM EMPLOYEE
REPORT Appendix 6 QUALIFICATION STATEMENT FOR APPOINTMENT OF
A CONTRACTING OFFICER64 Appendix 7 REFERENCES65 Appendix 8 PROCUREMENT
AUTHORITY MATRIX664 CHAPTER 1 TREASURY IMPLEMENTATION OF GS-1102
QUALIFICATION STANDARDS The purpose of the Department of the
Treasury Acquisition/Business Career Management
Program Handbook is to provide policy, procedures, and guidance
to support the implementation
of the requirements of the Federal Acquisition Reform Act (FARA)
of 1996 for the effective
management of the Treasury acquisition workforce.
On January 1, 2000, the Office of Personnel Management (OPM),
in response to Section 4307(g)
of the Federal Acquisition Reform Act (FARA), issued a new qualification
standard for GS-1102
contracting positions in civilian agencies.
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