# Presentation: 362932

## Governmentwide Acquisition Management Intern ProgramU.S. Department of the Interior University

## Purpose

**Develop an entry level acquisition management intern program**
**Attract a workforce that is talented, motivated, diverse, productive, and highly skilled**
**Help meet short and long-term organizational needs of federal agencies**

## Purpose

**Utilize a systematic approach to attracting and retaining well-qualified employees**
**Train interns to be Contracting Officers and future government business leaders**

## History

**Initiative discussed in general assembly of the Procurement Executives Council (PEC), and developed by the Acquisition Workforce Subcommittee and DOIU**
**Program launched by a policy letter from the Office of Federal Procurement Policy (OFPP) dated October 9, 1999**
**First class graduated on July 19, 2002**
**Since inaugural class, DOIU has begun the classes of 2001, 2002, 2003 and 2004**

## 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**
**Four Six-month Rotational Assignments in sponsoring agencies**
**Challenging and Satisfying Work**
**Advancement Opportunities to Senior Positions**
**Exposure to Leading Professionals in the Field**

## Host Agency	

**U.S. Department of the Interior (DOI)**** **
**Responsibilities:**
**Recruitment**
**Develop Vacancy Announcements**
**Facilitate Intern Selections**
**Provide Guidance to Interns and Sponsoring Agencies**
**Select and Coordinate Appropriate Training**
**Monitor Progress of Program**
**Facilitate Final Placement of Interns**

## Sponsoring Agencies

**Responsibilities:**
**Provide On-the-Job Training to Support the Intern’s Individual Development Plan (IDP)**
**Create a Rotational Assignment Summary/Plan**
**Designate a Representative to sit on the Board of Sponsoring Supervisors (BOSSs)**
**Provide an On-site Supervisor, On-site Mentor, Program Mentor, and Program Point of Contact**
**Work with the DOIU Program Manager Coordinator to Ensure Success**

## Selection and Placement 

**Selection Process**
**Agencies are encouraged to assist in recruiting efforts and expected to participate in screening and hiring panels**
**Career Ladder**
**Interns hired at the GS-5/7/9 levels **
**During the two-year program, interns receive an initial career-conditional appointment with DOI**
**After successful completion of each year, interns are eligible for promotion**
**Full promotion potential to the GS-12 level**

## Intern Development

**Individual Development Plans (IDP)**
**Each intern prepares an IDP during Orientation**
**Program Mentors, On-site Supervisors, and On-site Mentors play a key role in preparation of IDP**
**IDP identifies chosen rotational assignments and required technical and non-technical competencies**
**IDP used in completion of performance evaluations**

## 
Technical (Core Technical Training for 1102 Series)
Minimum of 240 hours of classroom technical training
Courses will be interspersed over the two-year period
Agencies asked to link classroom training with on-the-job training

Non-technical (Training in Managerial Competencies)
Minimum of 80 hours of non-technical training
Courses include Team Building, Emotionally Intelligent Leadership, Customer Service, Communication Skills

**Technical (Core Technical Training for 1102 Series)**
**Minimum of 240 hours of classroom technical training**
**Courses will be interspersed over the two-year period**
**Agencies asked to link classroom training with on-the-job training**
**Non-technical (Training in Managerial Competencies)**
**Minimum of 80 hours of non-technical training**
**Courses include Team Building, Emotionally Intelligent Leadership, Customer Service, Communication Skills**

- Training

## Graduation & Placement

**A formal graduation ceremony will be held at the end of the two-year Program**
**Upon graduation, interns will have two-thirds of the training and experience they need to be certified in the 1102 series**
**Sponsoring agencies must commit, at the onset of the Program, to place the interns at the end of the two-year Program**

## Graduation & Placement

**At the end of their successful completion of the Program, interns will be hired by sponsoring agencies**
**Sponsoring agencies that acquire the interns will be responsible for any additional training that may be needed**

- Questions?