business administration degree

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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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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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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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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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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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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•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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•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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•Employees are responsible for reviewing the accuracy and validity of all information provided for the TRAC system. Employees are also responsible for the integrity of the information provided. •Employees are responsible for ensuring that TRAC is updated to reflect the certification obtained through the Treasury Fulfillment Program. NOTE: A bureau may elect to use a system other than TRAC, as long as the same information is captured and accuracy of the data is maintained as described above. 18 CHAPTER 5 PROCUREMENT AUTHORITY A.
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•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.
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•If the employee has not successfully completed a required training course(s) or course equivalent(s), but determines he/she can fulfill all of the course competencies, he/she should check off the block for the applicable fulfillment method(s), e.g. “Training,” “Experience,” “Education” for each course competency. Step 2: The completed form is routed through the employee's first line supervisor for review and signature. The supervisor forwards the entire package to the SPE.
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•Newly hired employees must submit a completed TRAC (Appendix 5), and copies of training certificates, available documentation, or a certificate of fulfillment equivalent to the Treasury Fulfillment Program within 60 days of employment. •Employees are responsible for reviewing the accuracy and validity of all information provided for the TRAC system. Employees are also responsible for the integrity of the information provided. •Employees are responsible for ensuring that TRAC is updated to reflect the certification obtained through the Treasury Fulfillment Program. NOTE: A bureau may elect to use a system other than TRAC, as long as the same information is captured and accuracy of the data is maintained as described above. 18 CHAPTER 5 PROCUREMENT AUTHORITY A. OBJECTIVE The purpose of this chapter is to mandate the specific standards that must be met prior to the
delegation of procurement authority through a warrant or a memorandum delegation of
procurement authority (DPA). The Department is committed to ensuring that only fully qualified
employees are delegated the authority to obligate the Department in the expenditure of public
funds through the acquisition process.
Federal Acquisition Regulation (FAR) 1.
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•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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•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. 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.
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•Standardize the requirements for delegation of procurement authority. •Increase the proficiency of the Treasury contracting and acquisition employees through competency based training. This training directly correlates to the General Services Administration (GSA), Federal Acquisition Institute (FAI), “Contract Specialist Workbook” dated September 1998. •Provide a management philosophy that embraces the advancement of professionalism and expanding business knowledge within the field. •Encourage employees and supervisors to seek and provide rotational assignments, self-development activities, and on-the-job development that will enhance the career of the employee and reflect positively on the employer.
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10 D. TRAINING COURSE CURRICULUM FOR GS- 1102's It is strongly recommended that required training be met through attending competency-based courses. MANDATORY ENTRY & INTERMEDIATE STAGE REQUIREMENTS Courses 1, 2, & 3 (or CON 101) Courses 4, 5 & 6 (or CON 104) Courses 7, 8 & 9 (or CON 202) Course 10 (or CON 204) Course 11 (or CON 210) Prerequisite Length Recommended Audience 1. Acquisition Planning I None 80 Hours GS-5/7/9 2. Contract Formation I None 40 Hours GS-5/7/9 3.
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13 CHAPTER 3 TREASURY FULFILLMENT PROGRAM The Department of the Treasury Fulfillment Program provides a formal process for GS-1102 employees to equate their past education, experience, and acquisition training taken from various sources to the new mandatory 1102 series curriculum for civilian agency employees (Appendix 2). The fulfillment process is mandatory for all GS-1102's Grade level 12 and above. GS-1102 employees below Grade 12 are encouraged to seek competency credit through the fulfillment process. The Treasury Procurement Career Management Coordinator (PCMC) will review and recommend certification of acceptable fulfillment requests submitted by employees. The SPE will approve all requests and sign a certificate for each successful applicant.
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20 •LEVEL 2: GS-1102 series employees ONLY •Experience: Minimum of 3 years of experience or equivalent in progressively complex contracts and/or staff experience in Government or commercial contracts. •Training: In addition to the courses specified at Level 1 b, successful completion of the following courses or equivalencies: ACQUISITION PLANNING II 80 HOURS CONTRACT FORMATION II 40 HOURS CONTRACT ADMINISTRATION II 40 HOURS INTERMEDIATE CONTRACT PRICING 80 HOURS CONTRACT LAW 80 HOURS 320 HOURS Employees designated at this level must be in the GS-1102 classification series. Waivers from this requirement may only be granted by the SPE. •LEVEL 3: GS-1102 series employees ONLY •Experience: A minimum of 5 years of experience or equivalent in progressively complex acquisition and/or staff experience in Government or commercial contracts. •Training: In addition to the courses specified at Level 1 b and 2, the following courses are recommended: EXECUTIVE CONTRACTING (CON 301) 40 HOURS MANAGEMENT FOR CONTRACTING SUPERVISORS (CON 333) 40 HOURS Employees designated at this level must be in the GS-1102 classification series.
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24 •The PCMC manages and coordinates all day-to-day activities and training for the interns. 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.

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.
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27 CHAPTER 7 PROCUREMENT STUDENT CAREER EXPERIENCE PROGRAM A. OBJECTIVE The Student Career Experience Program provides an effective, streamlined mechanism to recruit and develop talented employees to support bureau missions and to achieve a quality and diverse procurement workforce. The program consists of cooperative agreements between Treasury bureaus and colleges or universities for baccalaureate and graduate procurement students. This program is encouraged by the Department, and is expected to become an even more important part of the Procurement recruitment strategy given the revised qualification standard for the GS-1102 series, which now requires college course work, rather than permitting qualification solely on experience.
This chapter details the Treasury Procurement Student Career Experience Program (formerly
called the Cooperative Education Program), defines its purpose and objectives and describes
responsibilities of the students and their supervisors.
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97-01, dated September 12, 1997, and the revised 1102 Qualification Standard for education, training, and experience. •Provide a Treasury intern/student career experience program directed at attaining outstanding candidates for development into business specialists with extensive acquisition skills. •Standardize the requirements for delegation of procurement authority. •Increase the proficiency of the Treasury contracting and acquisition employees through competency based training. This training directly correlates to the General Services Administration (GSA), Federal Acquisition Institute (FAI), “Contract Specialist Workbook” dated September 1998. •Provide a management philosophy that embraces the advancement of professionalism and expanding business knowledge within the field. •Encourage employees and supervisors to seek and provide rotational assignments, self-development activities, and on-the-job development that will enhance the career of the employee and reflect positively on the employer. •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.
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A written development plan signed by the employee and the selecting official showing a time line for completion of the requirements will be provided to the SPE within 30 days of hiring for inclusion in the waiver file. The selecting official will provide a copy of any waiver decision and the employee’s development plan to the bureau personnel office for its records and for inclusion in the employee’s Official Personnel Folder. Employment applications may be submitted to the SPE for evaluation of prospective employees’ training history at any time. They will be evaluated as a request for fulfillment (see Chapter 3, Treasury Fulfillment Program). 8 CHAPTER 2 TRAINING REQUIREMENTS A.
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An intern’s ability to take additional formal training depends on the availability of the course, the availability of funds, and the relationship of the course to the 26 performance of official duties. BCPO's are encouraged to include the interns in any in-house training opportunities while the intern is assigned to his or her bureau. I.TRAINING WAIVERS An intern who has successfully completed work assignments, but who, for reasons beyond his or her control has not had the opportunity to attend all mandatory courses, may complete his or her internship on a waiver basis. The SPE will make waiver determinations. J. DISMISSAL FROM INTERNSHIP The Intern Program presents entry level employees with a unique career opportunity. The conduct, work ethic, and initiative of interns are expected to be above reproach at all times throughout the two year effort. Failure on the part of an intern to apply his/her best efforts in a cooperative fashion, to satisfactorily complete any requirements contained in the intern’s IDP or to perform in a fully satisfactory manner in any critical element of his/her performance
evaluation may result in delayed promotion, removal from the internship, assignment to another
position or termination of employment with the Department of the Treasury.
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AND B.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. C.Exceptions: Employees in GS-1102 positions will be considered to have met the standard for positions they occupy on January 1, 2000. This also applies to positions at the same grade in 6 the same agency or other agencies if the specialized experience requirements are met.
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APPLICABILITY This chapter and any other subsequent policy directives issued by the Department of the Treasury Office of Procurement establish training requirements for all acquisition personnel who are serving in the following positions: •GS-1102 (includes Contract Specialist, Contract Administrator, Procurement Analyst, Cost and Price Analyst, Small Business Specialist, and any other title used to designate employees in the GS-1102 classification series); •GS-1105 (Purchasing Agent and any other title used to designate employees in the GS-1105 classification series); •Any other classification series in which the employee performs acquisition duties at least 50% or more of the time, e.g., GS-343, Management/Program Analyst in a field office location; and •Any personnel issued a purchase card by the Department of the Treasury. The training requirements established for GS-1102 employees reflect the knowledge, skills, and competencies required to perform contracting duties related to awarding and administering contractual documents above the current threshold for simplified acquisition procedures outlined
in the Federal Acquisition Regulation (FAR) Part 13. The training requirements established for GS-1105 and other employees whose positions have
them performing acquisition duties more than 50% of their time reflect the knowledge, skills,
and competencies required to perform duties related to simplified acquisition actions and
delivery orders placed against existing contracts.
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APPOINTMENT AND COMPENSATION Student participants shall be appointed in the excepted service, under Schedule B213.3202(b). Students appointed to the Student Career Experience Program may continue on the appointment for up to 120 days beyond the date of completing their academic degree requirements. At the end of the 120 days, the graduate must be separated if he/she has not been converted to a position in the competitive service. Students are paid at the rate for their position under the General Schedule.
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At that point, the focus will be placed on completion of intermediate stage requirements within the next two years as the employee works towards the journeyman level. Bureaus are encouraged to provide the mandatory training on a faster schedule if possible, especially if the complexity of the mission requires employees to possess more sophisticated skills. Bureaus may require further training beyond the requirements set forth in this directive, where such additional training is considered necessary to support a bureau’s procurement mission. 10 D. TRAINING COURSE CURRICULUM FOR GS- 1102's It is strongly recommended that required training be met through attending competency-based courses. MANDATORY ENTRY & INTERMEDIATE STAGE REQUIREMENTS Courses 1, 2, & 3 (or CON 101) Courses 4, 5 & 6 (or CON 104) Courses 7, 8 & 9 (or CON 202) Course 10 (or CON 204) Course 11 (or CON 210) Prerequisite Length Recommended Audience 1. Acquisition Planning I None 80 Hours GS-5/7/9 2. Contract Formation I None 40 Hours GS-5/7/9 3. Contract Administration I None 40 Hours GS-5/7/9 4.
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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. For the graduate program, the grade level range is generally GS-5 to GS-9, based upon the individual's qualifications. F. SELECTION Individual bureaus have the final responsibility for selecting students to participate in the program as well as for determining that selection was made in accordance with the applicable provisions of Title 5 and 5 CFR on employment in the excepted service. Selection of students for the Student Career Experience Program is exempt from the usual
competitive examining procedures and is also exempt from the rating and ranking requirement
under the excepted service.
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becomes the bureau's responsibility. C. RESPONSIBILITIES Responsibilities for the Intern Program are distributed among several individuals and organizations: •The SPE has overall responsibility for Treasury’s Procurement Career Management Program in accordance with E.O. 12352 and P. L. 98-191. •The SPE is the selecting official and supervisor of record for the interns. The SPE may delegate the responsibility of career assessment and counseling, preparation of IDP's, approval of training and rotational assignments, and overall policy oversight of the Intern Program to the Procurement Career Management Coordinator (PCMC).
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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. 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.
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Bureaus should coordinate closely with colleges, universities and other appropriate organizations, such as bureau personnel offices, regarding this program. The Student Career Experience Program is managed by the individual bureaus. It provides college students with a logical "first step" into a career as a procurement professional. It will serve to aid the student in planning the course curriculum as he or she gains hands on experience in a Treasury procurement operation. The Student Career Experience Program benefits both bureaus and students.
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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.
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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.
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Cardholders authorized to use the card as a payment mechanism for requirements exceeding the micro-purchase limit will receive bureau specific training to comply with CAAC Letter 99-2 and will receive sufficient instruction from the Contracting Officer to ensure appropriate exercise of responsibility and knowledge of limitations. The GS-1102 training requirements have been established to assure that job-related knowledge, skills, and competencies are acquired by procurement professionals as they progress from entry level to journeyman and beyond. These requirements are tied to series/grades and parallel the learning process that normally occurs within the procurement field. While these requirements are not grade determining below grade 13, i.e., lack of training is not a bar to promotion, they must be met within reasonable time frames in order to be of value. Therefore, supervisors should
use the mandatory requirements as a guide when scheduling training and establishing Individual
Development Plans (IDP's) for their staff. Employees below Grade 13 should complete the
training for their series/grade within two years of the date of hire in the Department of the
Treasury. For example, a newly hired GS-1102-5 should complete the entry stage training
within two years of hire, which would normally coincide closely with promotion through the GS-
1102-7 level and into the GS-1102-9 level.
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CAREER COUNSELING AND ASSESSMENT Interns will meet with the PCMC regularly to discuss progress being made in bureau assignments and the program as a whole, and to resolve any areas of concern. On-site evaluations will be conducted frequently throughout the course of the two-year program by the PCMC to gain performance feedback from both the bureau supervisor and the intern. During the course of each rotational assignment, both the bureau supervisor and the intern will be given a midterm and final opportunity to assess progress to date. These evaluations will be used by the PCMC during performance evaluation and modification to the IDP. With satisfactory performance, an intern should be eligible for non-competitive placement into a permanent GS-1102-9 or above position at a bureau upon graduation from the program, depending upon grade at entry into the internship.
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Career planning involves the employee, the supervisor, and (if appropriate) the human resources specialist working together to set attainable career goals for the employee that are identified through projects, training, rotational and special assignments. B. INDIVIDUAL DEVELOPMENT PLANS The purpose of the Individual Development Plan (IDP) is to promote career growth, development, and training of acquisition employees. IDP’s should be consistent with an employee’s individual capabilities, aspirations, and the mission of the agency. Tools such as the performance appraisal and the position description, serve to focus on knowledge, skills, and abilities required to perform an employee’s job.
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Completion of entry and intermediate stage requirements is mandatory prior to promotion to Grade 13 and higher. One stage of required training is established for GS-1105 and other GS series employees who essentially perform simplified acquisition duties. Bureau-specific purchase card training is required by all cardholders. Cardholders authorized to use the card as a payment mechanism for requirements exceeding the micro-purchase limit will receive bureau specific training to comply with CAAC Letter 99-2 and will receive sufficient instruction from the Contracting Officer to ensure appropriate exercise of responsibility and knowledge of limitations. The GS-1102 training requirements have been established to assure that job-related knowledge, skills, and competencies are acquired by procurement professionals as they progress from entry
level to journeyman and beyond.
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Contract Administration I None 40 Hours GS-5/7/9 4. Price Analysis None 40 Hours GS-5/7/9 5. Cost Analysis None 40 Hours GS-5/7/9 6. Federal Contract Negotiation Techniques None 40 Hours GS-5/7/9 7. Acquisition Planning II Acquisition Planning I 80 Hours GS-9/11/12 8.
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Contract Formation II Contract Formation I 40 Hours GS-9/11/12 9. Contract Administration II Contract Administration I 40 Hours GS-9/11/12 10. Intermediate Contract Pricing Price Analysis & Cost Analysis 80 Hours GS-9/11/12 11. Government Contract Law None 80 Hours GS-9/11/12 ENTRY AND INTERMEDIATE STAGE REQUIREMENTS GS-1102 5-12: •Employees at the GS-1102-12 and below must complete all mandatory training at the entry and intermediate stages to be eligible for promotion to GS-1102-13. SENIOR STAGE REQUIREMENTS GS-1102-13 and ABOVE: •Employees at the GS-1102-13 and above must complete all mandatory training at the entry and intermediate stages.
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DELEGATION OF PROCUREMENT AUTHORITY (DPA) DPA's will be used to vest procurement authority to federal employees who use the government purchase card for the procurement actions they make. A DPA can also be issued to authorize the holder to use other ordering mechanisms, i.e., calls/orders under pre-established contracts, etc. A DPA delineates both the authority and the holder's spending limits in memorandum form.
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DESIGNATION OF CONTRACTING OFFICERS Contracting officer authority is delegated only when valid organizational needs can be demonstrated. Contracting Officers must possess the following critical skills: •Ability to exercise sound business judgment •Knowledge of strategy and tactics •Knowledge of the market 21 Also, the following factors should be taken into consideration: •Complexity of work •Placement within the organizational structure •Ethical conduct The following documents, at a minimum, must be used in the nomination and evaluation process for each candidate: •Qualifications Statement for Appointment of Contracting Officer (Append ix 6) •Current TRAC/training record Bureau Chief Procurement Officers must maintain a warrant file for each contracting officer. The file should, at a minimum, contain copies of the warrant, Qualifications Statement for Appointment of Contracting Officers, and TRAC/training record. The “Certificate of Appointment” (SF-1402) will be sequentially numbered in accordance with DTAR Part 1001.603.
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During the course of each rotational assignment, both the bureau supervisor and the intern will be given a midterm and final opportunity to assess progress to date. These evaluations will be used by the PCMC during performance evaluation and modification to the IDP. With satisfactory performance, an intern should be eligible for non-competitive placement into a permanent GS-1102-9 or above position at a bureau upon graduation from the program, depending upon grade at entry into the internship. G. NATURE OF DEVELOPMENTAL ASSIGNMENTS Interns will be exposed to a complex and wide variety of experiences and training as specified in the IDP. In selecting assignments, consideration will be given to providing skill in all areas of competency that will challenge the initiative and ability of the intern. The degree of difficulty is expected to be above that normally associated with entry level positions due to the accelerated and intense nature of the program.
It is incumbent upon bureaus to adhere to the tasks established in the intern’s IDP. Interns
should not be considered additional staff resources or used to meet clerical shortages.
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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.” Completion of training or 9 certification of completion through equivalencies or the fulfillment program does not replace the education requirements. C. REQUIREMENTS There are three stages of training for Treasury employees serving in the GS-1102 series. These stages form a career path in a “building block” fashion. They are cumulative requirements to be met prior to progressing to the next higher level. Completion of entry and intermediate stage requirements is mandatory prior to promotion to Grade 13 and higher. One stage of required training is established for GS-1105 and other GS series employees who essentially perform simplified acquisition duties.
Bureau-specific purchase card training is required by all cardholders.
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Either certification must be current when application for fulfillment is signed. Employees who are DAWIA certified at level II or III by any Department of Defense component meet the Treasury Fulfillment Program certification 12 requirements. Employees presenting transcripts documenting a masters degree or a university program certificate in contracting, procurement or acquisitions management will also be certified as meeting the fulfillment program requirements. See Chapter 3 of this handbook for further information regarding the fulfillment program. I.
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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. 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.
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Employees below Grade 13 should complete the training for their series/grade within two years of the date of hire in the Department of the Treasury. For example, a newly hired GS-1102-5 should complete the entry stage training within two years of hire, which would normally coincide closely with promotion through the GS- 1102-7 level and into the GS-1102-9 level. At that point, the focus will be placed on completion of intermediate stage requirements within the next two years as the employee works towards the journeyman level. Bureaus are encouraged to provide the mandatory training on a faster schedule if possible, especially if the complexity of the mission requires employees to possess more sophisticated skills. Bureaus may require further training beyond the requirements set forth in this directive, where such additional training is considered necessary to support a bureau’s procurement mission.
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Employees who occupy GS-1102 positions at grades 5 through 12 will be considered to meet the basic requirements for other GS-1102 positions up to and including those classified at GS-12. This includes positions at other agencies and promotions up through grade 12. However, employees must meet specialized experience requirementswhen seeking another position. The following table shows the amounts of education and/or experience required to qualify for positions GS-7 thorough GS-12 covered by this standard. GRADE EDUCATION OR SPECIALIZED EXPERIENCE GS-7 1 full academic year of graduate education or law school or superior academic achievement 1 year equivalent to at least GS-5 GS-9 2 full academic years of progressively higher level graduate education or masters or equivalent graduate degree or LL.
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EQUIVALENCIES/FULFILLMENT PROGRAM The Department of the Treasury Fulfillment Program is intended to provide a bridge for GS- 1102 series employees to equate their past education, experience, and acquisition training taken from other sources and older versions of current courses to the new mandatory training requirements. Employees who have achieved the National Contract Management Association Certified Professional Contracts Manager (CPCM) certification or the Certified Purchasing Manager (C.P.M.) from the National Purchasing Managers Association meet requirements for the Department of Treasury Fulfillment Program.
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F. DESIGNATION OF CONTRACTING OFFICERS Contracting officer authority is delegated only when valid organizational needs can be demonstrated. Contracting Officers must possess the following critical skills: •Ability to exercise sound business judgment •Knowledge of strategy and tactics •Knowledge of the market 21 Also, the following factors should be taken into consideration: •Complexity of work •Placement within the organizational structure •Ethical conduct The following documents, at a minimum, must be used in the nomination and evaluation process for each candidate: •Qualifications Statement for Appointment of Contracting Officer (Append ix 6) •Current TRAC/training record Bureau Chief Procurement Officers must maintain a warrant file for each contracting officer. The file should, at a minimum, contain copies of the warrant, Qualifications Statement for Appointment of Contracting Officers, and TRAC/training record. The “Certificate of Appointment” (SF-1402) will be sequentially numbered in accordance with DTAR Part 1001.603.3 and clearly state authority limits. See Procurement Authority matrix (Appendix 8) for a graphic display of procurement authority requirements.
A.
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For the college or university, it is recognized that such objectives are primarily educational in nature. Treasury bureaus should primarily focus on the utilization of this program to meet its short and long term staffing needs. The written agreement must comply with all applicable laws, regulations, and policies, and MUST include the following: 1.A statement of the nature of work assignments. 2.
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For the graduate program, the grade level range is generally GS-5 to GS-9, based upon the individual's qualifications. F. SELECTION Individual bureaus have the final responsibility for selecting students to participate in the program as well as for determining that selection was made in accordance with the applicable provisions of Title 5 and 5 CFR on employment in the excepted service. Selection of students for the Student Career Experience Program is exempt from the usual competitive examining procedures and is also exempt from the rating and ranking requirement under the excepted service. However, bureaus may want to establish a ranking procedure to
protect themselves against discrimination complaints. It is recommended that procedures be
documented and applied consistently to avoid any appearance of impropriety.

Veteran's preference does apply in the selection process for this program, in accordance with the
applicable provisions of 5 CFR, employment in the excepted service.

G. STUDENT ELIGIBILITY
To be eligible to participate in the Treasury Procurement Student Career Experience Program, a
student must be enrolled (or be accepted for enrollment) as a degree seeking student in an
accredited four-year college or university, graduate or professional school.
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