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FAI-DAU Acquisition Learning

Seminar“Acquisition View: The Road to a Successful Internship Program”

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Transportation Security Administration (TSA)

Acquisition Fellows Program

Bridget Gauer

Federal Acquisition Institute

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Our Challenge• Shortage of Experienced Contract Specialists in

Substantial Numbers to Meet the Workload • TSA Acquisition Office Identified Entry Level

Contract Specialists as Part of the Solution for Succession Planning in Human Capital Plan

• Senior Contract Specialists Already Strained with Increased Workload and Current Junior Contract Specialist Mentoring


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Participant Profile• Entry Level: F-Band (GS7/9 Equivalent)• Same Skill Level• Learning as a Cohort• College Graduate or 24 Business Credits

(OPM Standard for 1102 Series)

• Skill in Verbal and Written Communication, Organization, Multi-Tasking, Problem Solving


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DHS Fellows Program• Three Year Acquisition Fellows Program

includes:– Non-Competitive Career Ladder to I Band (GS-13

equivalent)– Mandatory Contracting Training & Certification– Leadership Training (120 hours)– Developmental Activities

• Rotations, Senior Management Interviews, Shadowing Assignments, Field Trips, Senior Project


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The Boot CampProgram Elements

• 8-month Acquisition Learning Program – Blends Training and On-the-Job Learning– Centralizes Mentoring to Ease the Strain on Senior Contract Specialists

• Simulated Acquisition Office Experience– Combination of Simulated and Real Work Activities– Small Group/Individual Execution of Work Requirements

• Dedicated Mentors at 5 to 1 Ratio– Creates Risk Free Environment

• Develops the Business Advisor Thinking– Teaches Both the How and Why


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The Boot CampStructure of Program

• Some of the Onsite Training– Level I: CON 100, 110, 111, 112, 120– Acquisition Workshops (ex. IGCE, SOW, Intro to Acquisition)– Commercial Items– Performance Based Contracting – Customer Service Training– Commercial Items– Strategic Business Advisor– GSA Schedules


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The Boot CampLearning Program Curriculum

Three Areas of Concentration– Acquisition Planning– Contract Formation– Contract Administration

• Delivered Through Classroom Instruction, Case Study, Workshops/Forums, Hands on Experiences, Discussions with Subject Matter Experts, and a Variety of Other Learning Methods


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• Learning Subjects are Separated into Modules and Toolbox Topics:– Module 1: Orientation and General Overview– Module 2: Acquisition Planning and Competition– Module 3: Contracting Methods and Contract

Vehicles– Module 4: Solicitation Process


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– Module 5: Contracting Toolbox• Toolbox A: Micro-purchase, Simplified Acquisition, GSA Schedules• Toolbox B: Negotiated Procurements• Toolbox C: Commercial Items• Toolbox D: Sealed Bidding• Toolbox E: Interagency Agreements

– Module 6: Contract Administration– Module 7: Quality Assurance– Module 8: Payment and Accounting– Module 9: Modifications and Special Terms– Module 10: Other Issues


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The Boot CampStructure of Program

• Tailored to Mirror Actual Acquisition Experiences– Fast Pace– Multiple Projects– Multiple Priorities– Customer Interaction

• Fellows Transition into Operational Division After 8-Month Boot Camp

• Built in Times for Real Work in Operational Division, Prior to Official Transition


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Recruitment and Hiring• TSA Vacancy Announcement for Contract Specialist

Trainees Posted on USAJOBS • Information About the Program Provided to Universities

and Organizations in the DC Area• Over 300 Applications Received


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Expected Outcome• Build Future Workforce• Develop Critical Thinkers and Business Advisors• Prepare Contract Specialist with the Ability to Work on

Simple, Non-Complex Requirements with Minimal Assistance


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Department of Interior (DOI)

National Business Center

Career Intern Programs:

A Department of Interior University Perspective

Cori Sabet


National Business CenterGovernment Shared Service Provider

U.S. Department of the Interior

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Purpose• Succession planning• Workforce planning• Attract and retain a workforce that is talented, motivated,

diverse, productive, and highly skilled in key positions• Help meet short and long-term organizational needs of

federal agencies• Train interns to be future government business leaders


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Career Intern Programs at DOI University

• GovernmentWide Acquisition Management Intern Program-1102 series Contract Specialists

• Financial Management Career Intern Program-510 series Accountants-501 series Financial Management Specialists

• Office of the Secretary Management Intern Program-301 series Departmental Program Specialists


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Features• Two Years of Paid, Full-time, Professional Training and

Work Experience• A Minimum of 240 Hours of Technical Training• A Minimum of 80 Hours of Training in Managerial

Competencies• Rotational Assignments in Sponsoring Agencies/Offices• IDP Roadmap • Formal Mentoring Program• Exposure to Leading Professionals in the Field


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Marketing• Two-pronged marketing strategy-agency sponsors and

applicants• Professionally developed brochures• Web site with current information • Presentations at conferences and on college campuses• Client meetings for current and potential sponsors• Listserv• Word-of-mouth


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Recruitment and Selection Process• Identify career fairs

-Greatest potential-Diverse candidate pool-Public service fairs

• Post vacancy announcement• Use FCIP excepted service hiring authority

-on-the-spot acceptance of applications• Screening panels

-Agency representatives• Interviews• Selections based on number of sponsors


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Agency Partners

• Board of Supervising Sponsors

• Agency coordinators, mentors, on-site supervisors

• DOI Program Manager


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Program Graduates • To date, the program has graduated 64

Contract Specialists

• Many of these individuals have risen to positions of high responsibility and authority in the federal government

• Program graduates hail from all over the country—from California to Washington, New York to Georgia


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Program Status• Vacancy announcements for all career

intern programs are currently available on DOI University’s website, www.doi.gov/training and will be posted through April 16th

• To date, over 200 applications have been received for these programs


http://www.doi.gov/training

http://www.doi.gov/training

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Internal Revenue Service (IRS)


Career Ladder Employee (CLE) Program

Jean Lilly

Office of Procurement

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To maximize the performance from our career ladder employees through providing the best opportunities for career development and ensuring that succession planning is done to accommodate us when a large percentage of our senior staff retire in the next few years

Program Objective

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The Five Guiding Principles Development of a Procurement-Wide Rotation Schedule

Providing the “right training” at the “right time

The Career Ladder Employees (CLE’s) will be viewed as corporate assets until they graduate from the program

Provide trained and skilled coaches for the employees

Build a sustainable, quality workforce

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Program Status and Overview

Awaiting proposal from NTEU Anticipate the start of rotations mid May Rotations will last 6 months The CLE will have the opportunity to rotate in 6 different office in

Procurement There are 2 major job series involved in the program (1101, 1102) Coach training and “coaches collaboration group” Capturing expertise from senior staff for succession planning CLE Rotation Agreement

Will identify specific tasks to be performed during the rotation Will identify the Coach Will identify the Competencies


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Internal Revenue ServiceInternal Revenue Service (IRS)– (IRS)–

Agency-Wide Shared Services Intern Program

Pamela Thoren


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Program Objective –

• Provide a vehicle for bringing high potential employees into AWSS professions as an integral part of an overall AWSS succession plan.

• Develop employees and ultimately leaders who have an understanding of government service, the tax mission of IRS and the obligations of support organizations to the agency’s primary mission.

• Foster an atmosphere of growth and opportunity for all employees, striving to become an “employer of choice”.


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Intern Program Overview –

• Hired approximately 11 interns using: Federal Career Intern Program (FCIP)

• Interns rotate for a total of 19 months:– 3 month rotation throughout various AWSS functions

(2 field functions)– 1 rotation outside of AWSS (tax division)

• Interns assigned to a division coach/manager.• Interns complete specific assignments during each 3

month rotation


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Continued…• Interns and division coach/manager complete progress

evaluations to document best practices and apply program improvements.

• Interns follow a training plan and attend group meetings to provide feedback.

• Permanent placement within an AWSS division will be based on the director’s choice and Intern’s career goals.


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FAI-DAU Acquisition Learning

SeminarQ & A Session

Thank you for attending our seminar!

www.fai.gov fai-dau acquisition learning seminar “acquisition view: the road to a successful...

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