November 24, 1997

Dear GSA 1102 Contracting Professional:

As most of you know, Congress enacted new statutory provisions dealing
with the civilian agency acquisition workforce as a part of the Federal
Acquisition Reform Act of 1996 (renamed the Clinger-Cohen Act of 1996)
on February 10, 1996. The law was enacted to ensure that the acquisition
workforce is qualified and competent to perform critical
acquisition-related duties and tasks and to make the training of
civilian agency acquisition personnel consistent with the standard
already in affect for the Department of Defense under the Defense
Acquisition Workforce Improvement Act of 1991.

The purpose of this letter is to: (1) make you aware of the new
statutory provisions, (2) tell you what we know now about how they will
be implemented within the General Services Administration (GSA), and (3)
ask for your help in updating your Official Personnel File (OPF)
regarding your education. Implementation of this new law is contingent
on completion of labor relations obligations and other implementation
decisions. We will provide you with additional information as it becomes
available.

**NEW OFFICE OF PERSONNEL MANAGEMENT (OPM) QUALIFICATION STANDARD**

A new qualification standard issued June 10, 1997, will be implemented
by GSA effective January 1, 1998 (See Attachment A). The new standard
has specific education requirements for all grade levels; and at the
GS-13 level and above, the add ed requirement to meet mandatory training
criteria. The new standard contains a special inservice placement
provision. Under the provision current employees in GS-1102 positions,
and persons hired into GS-1102 positions by January 1, 1998, will be
consi dered to have met minimum qualification requirements for other
GS-1102 positions until January 1, 2000. That is, those GS-1102
employees will not have to meet the new educational requirements in this
standard and can continue to qualify for other GS-1102 positions,
including positions at higher grade levels and in other agencies, by
meeting specialized experience requirements. This two year special
inservice placement provision provides a reasonable opportunity for
current GS-1102 employee s to acquire the educational background
specified in the new standard.

The new standard provides three methods for individual candidates to
qualify at the GS-5 through GS-12 levels. The following chart
graphically outlines those three methods:

+---------------------------------------------+-------+-------+-------+
| **Requirement**                             | **Me  |       |       |
|                                             | thods |       |       |
|                                             | of    |       |       |
|                                             | Qu    |       |       |
|                                             | alify |       |       |
|                                             | ing** |       |       |
+---------------------------------------------+-------+-------+-------+
|                                             | **I** | *     | **    |
|                                             |       | *II** | III** |
+---------------------------------------------+-------+-------+-------+
| 1 year of specialized experience equivalent | x     | x     | x     |
| to one grade lower than the grade applying  |       |       |       |
| for positions above the GS-5 level          |       |       |       |
+---------------------------------------------+-------+-------+-------+
| 4 year course of study leading to a degree  | x     |       |       |
|                                             |       |       |       |
| in any field                                |       |       |       |
+---------------------------------------------+-------+-------+-------+
| 24 semester hours in business related       |       | x     |       |
| fields                                      |       |       |       |
+---------------------------------------------+-------+-------+-------+
| Pass OPM exam\*                             |       |       | x     |
+---------------------------------------------+-------+-------+-------+

The new standard provides five methods for individual candidates to
qualify at grade levels GS -13 and above. The following chart
graphically outlines the five methods available:

+----------------------------------------+----+----+----+----+------+
| **Requirement**                        | *  |    |    |    |      |
|                                        | *M |    |    |    |      |
|                                        | et |    |    |    |      |
|                                        | ho |    |    |    |      |
|                                        | ds |    |    |    |      |
|                                        | of |    |    |    |      |
|                                        | Qu |    |    |    |      |
|                                        | al |    |    |    |      |
|                                        | if |    |    |    |      |
|                                        | yi |    |    |    |      |
|                                        | ng |    |    |    |      |
|                                        | ** |    |    |    |      |
+----------------------------------------+----+----+----+----+------+
|                                        | *  | ** | *  | ** | *    |
|                                        | *I | II | *I | IV | *V** |
|                                        | ** | ** | II | ** |      |
|                                        |    |    | ** |    |      |
+----------------------------------------+----+----+----+----+------+
| 4 years contracting related experience | X  | X  | X  | X  | X    |
| with                                   |    |    |    |    |      |
|                                        |    |    |    |    |      |
| 1 year of specialized experience       |    |    |    |    |      |
| equivalent to one grade lower than the |    |    |    |    |      |
| grade applying for                     |    |    |    |    |      |
+----------------------------------------+----+----+----+----+------+
| Completion of mandatory training       | X  | X  | X  | X  | X    |
+----------------------------------------+----+----+----+----+------+
| 4 year course of study leading to      | X  |    |    |    |      |
| bachelor's degree with 24 semester     |    |    |    |    |      |
| hours in business related fields       |    |    |    |    |      |
+----------------------------------------+----+----+----+----+------+
| Waiver by GSA Senior Procurement       |    | X  | X  | X  |      |
| Executive                              |    |    |    |    |      |
+----------------------------------------+----+----+----+----+------+
| 4 year course of study leading to      |    | X  |    |    | X    |
| bachelor's degree without 24 semester  |    |    |    |    |      |
| hours in business related fields       |    |    |    |    |      |
+----------------------------------------+----+----+----+----+------+
| 24 semester hours in business related  |    |    | X  |    |      |
| fields                                 |    |    |    |    |      |
+----------------------------------------+----+----+----+----+------+
| Pass OPM exam\*                        |    |    |    | X  | X    |
+----------------------------------------+----+----+----+----+------+

\* OPM examinations are not currently available.

There are no provisions for waiver of the qualification requirements at
the GS-5 through 12 levels. Neither the four years of contracting
related experience nor the completion of mandatory training may be
waived for positions at t he GS-13 level and above. The Senior
Procurement Executive of the agency filling the position may, however,
grant a \"waiver\" of either the 4-year degree [or]{.underline} the 24
semester hours for positions at those grade levels. The aut hority to
grant such a waiver is limited to educational requirements and the
qualification standard allows only for [one or the other]{.underline}
(four years or 24 semester hours) of the educational requirements to be
waived, [but not bot h]{.underline}. We are still working on the process
and criteria for granting waivers. However, you should be aware that
both the Office of Federal Procurement Policy (OFPP) and the Office of
Personnel Management (OPM) have publicly stated that the y expect that
waivers will be granted only on an exception basis and are considered a
transition tool.

If you don't have a bachelor's degree or 24 semester hours in business
related college level courses, you need to think about enrolling in
college courses now if you want to pursue a career in the contracting
field that will lead you to a position at t he GS-13 level or above. You
should look to accredited colleges and universities that will meet OPM
standards and take courses in the fields designated in the qualification
standard (accounting, business, finance, law, contracts, purchasing,
econo mics, industrial management, marketing, qualitative methods, or
organization and management). This will position you to be competitive
after January 1, 2000, when the grandfathering provision for existing
employees expires. Your local Office of Human Re sources can help you
locate colleges and universities near you and put you in touch with
counselors at the educational institutions who can help you select
courses and get enrolled.

OPM standards state that, for course work to be acceptable, the
education (whether residential or home study) must be from an
institution accredited by an accrediting organization recognized by the
Secretary of Education. Courses from the Department o f Agriculture
(USDA) Graduate School, which have an established semester hour credit
value, are also acceptable as accredited education. However, short term
courses from the USDA Graduate School or from other sources, which do
not carry sem ester hour credit, are not acceptable to meet the minimum
educational requirements contained in the standard. This reflects
long-standing OPM policy regarding the acceptability of education.

If you already have a college degree or have taken business related
college level courses, it will be to your advantage to obtain an
official copy of your college transcripts so that they can be submitted
when you apply for jobs in the future. Please be sure you keep a copy of
the transcripts for your records. Typically, human resource offices
require the submission of transcripts when applying for jobs which have
a positive education requirement.

You need to ensure that your OPF reflects the correct and most current
information on your educational background. Attachment B reflects the
education information currently in your OPF. Please carefully check the
data on Attachment B and make any nec essary changes. Be sure to keep a
copy for your files, and return the form to your local Office of Human
Resources for updating the data in our system [within two weeks from the
date of this letter]{.underline}. This information will facilitate our
planning an d budgeting for implementation of the new law.

**MANDATORY TRAINING**

A Steering Committee of Senior Procurement Executives of several
civilian agencies is working with the Department of Defense (DOD) and
the OFPP to establish a common core of mandatory training that will be
recognized across Government as meeting th e mandatory training referred
to in the qualification standard. Establishment of a Governmentwide
common-core of mandatory training will facilitate employees' ability to
move from one agency to another. While final agreement has not been
reached, it app ears the core mandatory training will likely be:

> Introduction to Contracting
>
> Acquisition Planning I
>
> Contract Formation I
>
> Contract Administration I
>
> Price Analysis
>
> Cost Analysis
>
> Federal Contract Negotiation Techniques

The Federal Acquisition Institute (FAI) and the Defense Acquisition
University are redesigning the curricula for the contracting profession
based on the many changes in legislation and policy that have occurred
over the past few years. The new curricula will be structured around
buying commercial items versus non-commercial items. The redesigned
curricula are scheduled to be available for delivery in classrooms in
the spring of 1998. The core courses outlined above are the level I
courses of the redesigned curricula, which will also include level II
and elective courses. Agencies may require additional courses (level II
and/or electives) for internal purposes (e.g., delegating contracting
authority), but will not require completion of level II courses and
electives in order to qualify for 1102 positions under the qualification
standard. The level II courses will likely be:

> Acquisition Planning II
>
> Contract Law
>
> Contract Formation II
>
> Contract Administration II

Elective courses will include courses like Architect and Engineer
Services, Construction Contracting, Task Order Contracting, etc.

The Steering Committee is discussing how current employees who may have
taken similar courses can be given credit for them, but has not reached
an agreement on the means for establishing equivalency. Another
alternative being discussed is the possibil ity of allowing current
employees who have taken other training to \"test out\". In other words,
tests for the new courses would be made available and if current
employees passed the test they would get credit for the course.

Unless you need to take acquisition training to meet Contracting Officer
Warrant Program or intern training requirements, you may want to defer
acquisition training until FAI completes the redesign of the curricula.
If you need to take training now, t ry to take courses that will be
recognized in the future. FAI-designed courses will most likely be
recognized across Government.

**TRAINING SOURCES**

We understand that the closure of the General Services Administration
Interagency Training Center (GSAITC), effective December 31, 1997,
presents us with a major challenge in continuing to provide quality
training to the GSA's acquisition workforce. We are in the process of
working with other Federal agencies to explore various alternatives by
which employees will be able to acquire the necessary acquisition
training. One idea under consideration is to contract with approved
commercial training pro viders, via a task order contract that would be
accessible to all agencies.

Until a long-term solution has been found, there are several means by
which employees may be able to meet their short-term training needs. The
FAI has provided their course curricula to various commercial training
firms and Government agencies for the following FAI-developed
acquisition courses: Introduction to Contracting, Procurement Planning,
Contracting by Negotiation, Contracting by Sealed Bidding, Basic
Contract Administration, Cost Analysis, Price Analysis, Source
Selection, Contracting for Arc hitect/Engineering Services, and
Construction Contracting. Attachment C is a list of the commercial firms
and Government agencies that have downloaded the curricula for the
FAI-developed acquisition courses and that also have an FAI-approved
test control plan, enabling them to administer the FAI course tests.
Employees who successfully complete any of the FAI-developed acquisition
courses through one of these firms will be given credit towards the
mandatory training for positions within GSA.

A list of other acquisition courses, that are considered equivalent to
the courses which have historically been offered by the GSAITC, is
available on the acquisition workforce web page at the following
address: **http://insite.gsa.gov/acqw ork**.

As we work toward developing a permanent solution to meet the training
needs of the acquisition workforce, we will continue to keep you advised
of all significant developments.

**OPM EXAMINATIONS**

Qualification through an examination is not an option at this time.
There are no \"OPM examinations.\" However, the National Contract
Management Association, the National Institute of Government Purchasing
Professionals, and the National Associ ation of Purchasing Managers have
all approached OPM about getting the examinations which they use for
certification approved as OPM exams. We cannot tell you whether or when
their requests may be acted upon by OPM. It is unlikely that any of them
will be approved without change, so individuals who pursue a
certification now may find that it will not be recognized by OPM. If you
are a member of one or more of these organizations, you may want to
follow their efforts to obtain OPM approval.

**SUMMARY**

There is a tremendous amount of material to digest and understand. We
realize there are still many unanswered questions. A nationwide group of
staff from the Office of Human Resources, the Office of Acquisition
Policy, and the three Service s (FSS, FTS, and PBS) is working on the
implementation of the various provisions of the new law. For now, one of
the best sources of information is on **GSA InSite** as referenced
above.

We appreciate your patience as we work through this process. If you have
any questions regarding the 1102 qualification standard or any
initiatives to obtain training or education to meet the new standard,
please contact your local Office of Human Res ources, your individual
Service Acquisition Policy Office, or submit your question through the
**InSite** page identified above.

Sincerely,

GAIL T. LOVELACE **\<SIGNED\>** IDA M. USTAD **\<SIGNED\>**

> DIRECTOR OF HUMAN RESOURCES DEPUTY ASSOCIATE ADMINISTRATOR FOR
> ACQUISITION POLICY

Attachments (3)

Attachment A/page 1

INTERAGENCY ADVISORY GROUP

UNITED STATES

OFFICE OF PERSONNEL MANAGEMENT

WASHINGTON, D.C. 20415

**\<DATED JUNE 10, 1997\>**\
MEMORANDUM FOR DIRECTORS OF PERSONNEL

FROM:                        MARY LOU LINDHOLM **\<SIGNED\>**

                       ASSOCIATE DIRECTOR

                        FOR EMPLOYMENT

SUBJECT:                      New Qualification Standard for GS-1102,
Contracting Positions

Attached is a copy of the new qualification standard for the GS-1102,
Contracting Series, that has been approved by Director King. This
revised standard, which is part of the Administration\'s acquisition
reform effort, is one result of the Federal Acq uisition Reform Act
(FARA). That Act gave to the Administrator of the Office of Federal
Procurement Policy responsibility for establishing qualification
requirements for acquisition workforce positions in non-DOD agencies. As
you can see from the aftach ment, the new requirements are generally
comparable to those already established for DOD positions in 1990 by the
Defense Acquisition Workforce Improvement Act (DAWIA). This new standard
does not apply to GS-1102 positions in the Department of Defense, s ince
those positions remained covered by DAWIA.

[Implementation of the new standard]{.underline}

The attached standard can be used immediately when filling positions
with applicants who are not currently competitive service GS-1102
employees. However, we are providing a 6-month period for full agency
implementation of these new requirements when filling positions from the
outside, in order to accommodate situations where you may need some
additional time. Therefore, agencies should implement the standard as
soon as possible, but no later than January 1, 1998. The new standard
will be included i n the next transmittal to OPM\'s \"Operating Manual:
Qualification Standards for General Schedule Positions.\"

[Impact of new standard on current GS-1102 employees]{.underline}

Current employees in GS-1102 positions, and persons hired into GS-1102
positions by January 1, 1998, will be considered to have met minimum
qualification requirements for other

GS-1102 positions until January 1, 2000. That is, those GS-1102
employees will not have to meet the new educational requirements in the
attached standard and can continue to qualify for other GS-1102
positions, including positions at a higher grade an d in another agency,
by meeting specialized experience requirements. This 2 year special
inservice placement provision provides a reasonable

Attachment A/page 2

opportunity for current GS-1102 employees to acquire the educational
background specified in the new standard.

Beginning January 1, 2000, all GS-1102 employees who have continuously
encumbered

GS-1102 positions since January 1, 1998, or earlier, will be considered
to meet the \"new\" standard for positions they occupy on January 1,
2000. Employees who occupy GS-1102 positions at grades 5 through 12 will
be considered to meet the new basic req uirements 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.
Employees who occupy GS-1102 positions at grades 13, 14, and 15 will
also be considered to meet the new standard for other GS-1102 positions
at their same grade. However, they will have to meet the new basic
requirements in order to qualify for promotion to a higher grade,
beginning January 1, 2000. In addition, all employees must meet speci
alized experience requirements when seeking another position.

[Briefing on the new standard]{.underline}

There will be a briefing on these new qualification requirements and how
they fit into the bigger picture of acquisition reform on June 16, 1997,
from 10 am to 3 pm, in the OPM auditorium at 1900 E St., NW. You should
invite your agency\'s procurement executive and training manager. The
agenda will include:

-   Office of Personnel Management Director James B. King

-   Office of Federal Procurement Policy, Administrator, Steven Kelman

-   An OPM discussion of the new GS-1102 qualification standard

-   A panel of DOD acquisition/training/personnel officials, who will
    discuss the

-   Department of Defense\'s experience in implementing the changes
    required by\
    DAWIA

-   A presentation by the Defense Acquisition University and the Federal
    Acquisition Institute on training and educational resources

-   A presentation by the General Services Administration on how they
    are implementing FARA

-   A question and answer session

Attachment

Attachment A/page 3

**\<DATED JUNE 10, 1997\>**

**QUALIFICATION STANDARD**

**GS-1102 CONTRACT SPECIALIST GS-1102**

*This is an individual qualification standard that does not apply to
Department of Defense positions.*

***Basic Requirements for GS-5 through GS-12***

> A. A 4-year course of study leading to a bachelor\'s degree with a
> major in any field.
>
> OR
>
> B. 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, or a passing score on an examination or
> examinations considered by the Director, Office of Personnel
> Management to demonstrate skills, knowledge, or abilities comparable
> to that of an individual who has completed at least 24 semester hours
> (or the equivalent) of study in any of these academic disciplines,
> plus appropriate experience or additional education.
>
> Applicants who meet the criteria for Superior Academic Achievement
> qualify for\
> positions at the GS-7 level.
>
> The following table shows the amounts of education and/or experience
> required to qualify for\
> positions GS-7 through GS-12 covered by this standard.

  ----------- ----------------------------- -------- --------------------------
  **GRADE**   **EDUCATION**                 **OR**   **SPECIALIZED EXPERIENCE**

  **GS-7**    1 full academic year of                1 year equivalent to at
              graduate\                              least GS-5
              education or law school or             
              superior\                              
              academic achievement                   

  **GS-9**    2 full academic years of               1 year equivalent to at
              progressively\                         least GS-7
              higher level graduate                  
              education or\                          
              master\'s or equivalent                
              graduate degree\                       
              or LL.B. or J.D.                       

  **GS-11**   3 full academic years of               1 year equivalent to at
              progressively\                         least GS-9
              higher level graduate                  
              education or\                          
              Ph.D. or equivalent doctoral           
              degree                                 

  **GS-12     None                                   1 year equivalent to at
  and\                                               least next\
  above**                                            lower grade level
  ----------- ----------------------------- -------- --------------------------

> **Equivalent combinations of education and experience are qualifying
> for all grade\
> levels for which both education and experience are acceptable**.
>
> Attachment A/page 4
>
> 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 fina nce, 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.
>
> ***Basic Requirements for GS-13 and Above***
>
> A. Completion of all mandatory training prescribed by the head of the
> agency for progression to GS-13 or higher level contracting positions,
> including at least 4-years experience in contracting or related
> positions. At least 1 year of that experience must have been
> specialized experience at or equivalent to work at the next lower
> level of the position, and must have provided the knowledge, skills,
> and abilities to perform successfully the work of the position.
>
> **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; **OR**
> certification by the senior procurement executive of the agency 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 (Any applicant certified under this provision
> must meet the requirements of either Paragraph A or B for GS-5 through
> 12 positions); or a passing score on an examination or examinations
> considered by the Director, Office of Personnel Management to
> demonstrate skills, knowledge, or abilities comparable to that of an
> individual who has completed at least 24 semester hours (or the
> equivalent) of study in any of the academic disciplines listed above.
>
> **[SPECIAL INSERVICE PLACEMENT PROVISION]{.underline}**
>
> Current employees in GS-1102 positions, and persons hired into GS-1102
> positions by January 1, 1998, will be considered to have met minimum
> qualification requirements for other S-1102 positions until January 1,
> 2000. That is, t hose GS-1102 employees will not have to meet the new
> educational requirements in this standard and can continue to qualify
> for other GS-1102 positions, including positions at a higher grade and
> in another agency, by meeting specialized experience requirem ents.
> This 2 year special inservice placement provision provides a
> reasonable opportunity for current GS-1102 employees to acquire the
> educational background specified in the new standard.
>
> Beginning January 1, 2000, all GS-1102 employees who have continuously
> encumbered GS-1102 positions since January 1, 1998 or earlier, will be
> considered to have met the
>
> Attachment A/page 5
>
> \"new\" standard for positions they occupy on January 1, 2000.
> Employees who occupy GS-1102 positions at grades 5 through 12 will be
> considered to meet the new 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.
> Employees who occupy GS-1102 positions at grades 13, 14, and 15 will
> also be considered to meet the new standard for other GS-1102
> positions at their same grade, in cluding positions at other agencies.
> However, they will have to meet the new basic requirements in order to
> qualify for promotion to a higher grade, beginning January 1, 2000. In
> addition, all employees must meet specialized experience requirements
> when seeking another position.
>
> **\-- SAMPLE \--**
>
> PRIVACY ACT OF 1974
>
> PRIVACY ACT OF 1974 PERSONAL DATA---PREPARED 97: OCT 29 0848 DESIRE
> LIST (PA) AS OF 97 OCT 29 PCN N130050
>
> **ATTACHMENT B. EDUCATION VERIFICATION**
>
> SMITH, MARY JANE 555555555 REGION: 9
>
> GS-1102-14 9C OFFICE OF THE DEPUTY REG'L R
>
> CONTRACT SPECIALIST
>
> 1\. ACADEMIC LEVEL: SOME COLLEGE---LESS THAN ONE YEAR
>
> 2\. FIELD OF STUDY: NOT APPLICABLE\
>     2.A. MAJOR OR MINOR: NOT APPLICABLE
>
> 3\. CREDIT HOURS:\
>     3A. TYPE: NOT APPLICABLE\
>     3B. SCHOOL TYPE: NOT APPLICABLE
>
> 4\. YEAR OF DEGREE:
>
> 5\. SCHOOL: NOT APPLICABLE XX
>
> THE INFORMATION SHOWN ABOVE IS ACCURATE \[ \] YES \[ \] NO.
>
> IF NOT ACCURATE, PLEASE MAKE CORRECTIONS BELOW AND RETURN THIS NOTICE
> TO YOUR SERVICING HUMAN RESOURCES OFFICE.
>
> 1\. ACADEMIC
> LEVEL\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> 2\. FIELD OF STUDY (INDICATE MAJOR OR
> MINOR):\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> 3\. CREDIT HOURS (INDICATE SEMESTER OR
> QUARTERS):\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> 3A. SCHOOL
> TYPE:\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> 4\. YEAR OF
> DEGREE:\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> 5\.
> SCHOOL:\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
>
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_       
> \_\_\_\_\_\_\_\_\_\_\_\_\_\_\
> SIGNATURE                                                  
>                    DATE
>
> PLEASE RETURN THIS TO YOUR SERVICING HUMAN RESOURCES OFFICE.
>
> Attachment C
>
> LIST OF COMMERCIAL TRAINING FIRMS AND GOVERNMENT AGENCIES OFFERING
> FAI-DEVELOPED ACQUISITION COURSES
>
> (WITH APPROVED TEST CONTROL PLANS)
>
> [Acquisition Courses Developed by FAI:]{.underline}
>
> Introduction to Contracting
>
> Procurement Planning
>
> Contracting by Sealed Bidding
>
> Contracting by Negotiation
>
> Basic Contract Administration
>
> Cost Analysis
>
> Price Analysis
>
> Source Selection
>
> Contracting for Architect/Engineering Services
>
> Construction Contracting
>
> [Training Firm]{.underline}

  ------------------------------------- ---------------------------------
  Jack Donovan Seminars\                Falmouth Institute\
  (719) 591-2291\                       (703) 641-9100\
  Contact: Jack Donovan                 Contact: Richard Phelps

  Management Concepts, Inc.\            The Fed Group\
  (703) 790-9595\                       (703) 204-4660\
  Contact: Joe Klem                     Contact: Richard Phelps

  Educational Services Institute\       Mt. Vernon College\
  (703) 578-8800\                       (202) 625-4565\
  Contact: Ed Phelps                    Contact: Don Clausen

  AMC Inc.\                             USDA Graduate School\
  (703) 256-0509\                       (202) 382-8500\
  Contact: Gloria Phillips              Contact: Lynn Edwards

  BMRA\                                 Veterans Administration\
  (703) 691-0868\                       (202) 273-6076\
  Contact: Bill Comstock                Contact: Ken Sterne

  Northwest Procurement Institute,      Treasury Acquisition Institute\
  Inc.\                                 (202) 283-1675\
  (425) 776-0414\                       Contact: Silvia Ball
  Contact: Patrick Shields              

  Procurement Training Associates,      Procurement Automation Institute\
  Inc.\                                 (703) 802-6812\
  (301) 530-8228\                       Contact: Don Friedman
  Contact: Jeff Giancola                
  ------------------------------------- ---------------------------------

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>
> ***created by***
>
> ***Wilbert H. Kelley***
>
> ***Office of Acquisition Policy***
>
> ***March 10, 1998***