The Federal Acquisition Institute

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The Federal Acquisition Institute
GS-1102 Competencies Development to
Deployment Presented by the Federal Acquisition
Institute (FAI)
Preparing Todays Workforce for Tomorrows
Challenges
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Purpose
Develop an understanding of the 1102
competencies for AWF, and how these competencies
are applied and measured.

• To achieve this goal, we will
• Work to understand all perspectives
• Review how competencies were developed
• Build awareness of how competencies are measured
• Develop an understanding of how to apply
  competency data from surveying workforce

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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Competency Definition

• . an observable, measurable pattern of skills,
  knowledge, abilities, behaviors other
  characteristics that an individual needs to
  perform work roles or occupational functions
  successfully. (OPM definition)

Demonstrated by Behaviors (Required Performance
and a Success Criterion)
Superior Performance
Results in
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A competency is

• OPM defines a competency as "A measurable pattern
  of knowledge, skills, abilities, behaviors, and
  other characteristics that an individual needs to
  perform work roles or occupational functions
  successfully."
• Competencies specify the "how" of performing job
  tasks, or what the person needs to do the job
  successfully.
• Competencies are both general and technical
• General competencies reflect the cognitive and
  social capabilities (e.g., problem solving,
  interpersonal skills, leadership) required for
  job performance in a variety of occupations.
• Technical competencies are more specific and are
  tailored to the particular knowledge and skill
  requirements necessary for the specific job.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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How were 1102 competencies developed?

• In 2003, FAI followed OPMs MOSAIC model to
  identify and validate the competencies that
  Contract Specialists should possess.
• Competencies were identified around specific
  acquisition phases
• Acquisition Planning
• Contract Formation
• Contract Administration

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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How were 1102 competencies developed?

• Validation of the 14 technical competencies
  followed these steps
• Identification of performance dimensions,
• Collection of critical incidents,
• Examination of the link between the competencies
  and the work that Contract Specialists perform
  (as described in the critical incidents).

• Preparing Todays Workforce
• for Tomorrows Challenges

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How were 1102 competencies developed?

• Contract Specialists from at least 16 Executive
  Departments and Independent Agencies were
  surveyed to assess the technical competencies.
• Participants created critical incidents and rated
  the importance of each technical competency for
  successful contracting in those situations.
• A competencys usefulness for discriminating
  between effective and ineffective Contract
  Specialist performance was also assessed to
  provide further evidence of the validity of the
  competencies.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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The Result

• The validation study provided evidence that each
  of the 14 technical competencies are important
  for successful performance as a Contract
  Specialist.
• The study validated that these competencies were
  associated with effective contracting which
  provided further support for the technical
  competency model.
• Extent to which the competencies were exhibited
  successfully predicted whether an incident was
  effective or ineffective approximately 80 of the
  time.
• The results were applied to a career management
  model

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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How are competencies measured?

• Contract Specialist , and now COTR and
  Program/Project Manager, competencies are
  measured via the annual FAI competency survey.
• 2007 CWCS was deployed in Spring 2007.
• 2008 AWCS open from August 4th - October 31st.
• The surveys gather information on
• Individual proficiency for competencies and
  aligned skills,
• Demographic information,
• Training needs,
• Managerial and environmental characteristics,
• Certifications.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2007 CWCS Target Audience

• Personnel in the GS-1102 series.
• Personnel, regardless of series, performing
  Contract Specialist duties.
• Military personnel, outside DoD, performing
  Contract Specialist duties.
• Personnel, regardless of series, with Contracting
  Officer warrant authority.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2007 CWCS Highlights

• Objective
• Determine available supply of contracting skills.
  
• Determine where resources should be concentrated
  to improve or maintain essential contracting
  skills.
• Get a baseline of the Contracting workforce
• Identify centers of excellence.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2007 CWCS Key Demographic Data

• 51-55 years of age
• Female
• GS-1102, Grade12-13
• Not in a supervisory role
• Holds a Bachelors degree or higher (70)
• 51 of 1102s are eligible to retire in next 10
  years
• Additional CWCS Data
• A Contracting Officer or Contract Specialist
• Has 20 years of federal government experience
• Has 11-20 years of federal contracting experience
• Has 1-3 years of private sector contracting
  experience

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2007 CWCS General Analysis

• Multiple series are performing contracting
  duties.
• Of the survey respondents, the highest
  proficiency levels in general business and
  technical contracting competencies
• Appeared in the GS-1102 workforce.
• Appeared in the Contracting Officer and
  Procurement Analyst job functions.
• Were reported by those respondents who have a
  Masters or PhD degree.
• Were reported by those respondents with 21 or
  more years of federal contracting experience.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2007 CWCS Major Impact

• Survey results and demographic information from
  the FAI Annual Report on the Federal Acquisition
  Workforce suggested that a significant amount of
  the intermediate to advanced proficiency in both
  technical and general business competencies will
  be leaving the acquisition workforce over the
  next 10 years.
• Technical Roughly 40 of those who possess
  proficiency levels of intermediate or greater
  will be leaving within the next 10 years.
• General business About 45 of those who possess
  proficiency levels of intermediate or greater
  will be leaving within the next 10 years.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2008 AWCS Target Audience

• Personnel in the GS-1102 series.
• Performing Contract Specialist duties.
• Military personnel, outside DoD, performing
  Contract Specialist duties.
• Personnel, regardless of series, with Contracting
  Officer warrant authority.
• Personnel serving in a COTR role.
• Personnel serving in a PPM role.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2008 AWCS Highlights

• Collected data on a broadened scope of the
  acquisition workforce as defined in OFPP Policy
  Letter 05-01
• Contracting professionals
• Contracting Officer Technical Representatives
  (COTR)
• Program/Project Managers (PPM)

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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2008 AWCS Highlights

• Objective
• Analyze contracting data against 2007 baseline
  and establish baseline for other roles.
• Determine available supply of acquisition skills.
  
• Determine where resources should be concentrated
  to improve or maintain essential acquisition
  skills.
• Identify acquisition centers of excellence.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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Applying Competency Data

• Results of agency competency data can be used for
  Agency Workforce Planning
• Reporting on mission or goal accomplishment (ex.
  OPM Proud to be Goals and/or agency goals for the
  acquisition workforce).
• Assisting in the creation of agency specific
  training programs.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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Applying Competency Data cont.

• Determining individual development needs.
• Identifying workforce gaps (e.g. hiring/training
  needs).
• Proactively managing the projected loss of senior
  personnel (e.g. succession planning).

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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Applying Competency Data cont.

• Illustrating the performance of prior competency
  improvement strategies.
• Determining the concentration of acquisition
  certifications in an agency (e.g. Identify
  centers of excellence).
• Identifying areas for individual improvement.

• Preparing Todays Workforce
• for Tomorrows Challenges

The Federal Acquisition Institute
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The Federal Acquisition Institute
Linda Ott Linda.ott_at_FAI.gov 703-805-9416
Preparing Todays Workforce for Tomorrows
Challenges