HR 1232 RFS
Code, as amended by section 401, is further amended by 
adding at the end the following new item: 
‘‘11502. Assisted Acquisition Centers of Excellence.’’. 
Subtitle B—Strengthening IT 
Acquisition Workforce 
SEC. 411. EXPANSION OF TRAINING AND USE OF INFORMA-
TION TECHNOLOGY ACQUISITION CADRES. 
(a) PURPOSE.—The purpose of this section is to en-
sure timely progress by Federal agencies toward devel-
oping, strengthening, and deploying personnel with highly 
specialized skills in information technology acquisition, in-
cluding program and project managers, to be known as 
information technology acquisition cadres. 
(b) REPORT TO CONGRESS.—Section 1704 of title 
41, United States Code, is amended by adding at the end 
the following new subsection: 
‘‘(j) STRATEGIC PLAN
ON INFORMATION TECH-
NOLOGY ACQUISITION CADRES.— 
‘‘(1) FIVE-YEAR
STRATEGIC
PLAN
TO
CON-
GRESS.—Not later than June 1 following the date of 
the enactment of this subsection, the Director shall 
submit to the relevant congressional committees a 5- 
year strategic plan (to be known as the ‘IT Acquisi-
tion Cadres Strategic Plan’) to develop, strengthen, 
and solidify information technology acquisition cad-
res. The plan shall include a timeline for implemen-
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tation of the plan and identification of individuals 
responsible for specific elements of the plan during 
the 5-year period covered by the plan. 
‘‘(2) MATTERS COVERED.—The plan shall ad-
dress, at a minimum, the following matters: 
‘‘(A) Current information technology ac-
quisition staffing challenges in Federal agen-
cies, by previous year’s information technology 
acquisition value, and by the Federal Govern-
ment as a whole. 
‘‘(B) The variety and complexity of infor-
mation technology acquisitions conducted by 
each Federal agency covered by the plan, and 
the specialized information technology acquisi-
tion workforce needed to effectively carry out 
such acquisitions. 
‘‘(C) The development of a sustainable 
funding model to support efforts to hire, retain, 
and train an information technology acquisition 
cadre of appropriate size and skill to effectively 
carry out the acquisition programs of the Fed-
eral agencies covered by the plan, including an 
examination of interagency funding methods 
and a discussion of how the model of the De-
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fense Acquisition Workforce Development Fund 
could be applied to civilian agencies. 
‘‘(D) Any strategic human capital planning 
necessary to hire, retain, and train an informa-
tion acquisition cadre of appropriate size and 
skill at each Federal agency covered by the 
plan. 
‘‘(E) Governmentwide training standards 
and certification requirements necessary to en-
hance the mobility and career opportunities of 
the Federal information technology acquisition 
cadre within the Federal agencies covered by 
the plan. 
‘‘(F) New and innovative approaches to 
workforce development and training, including 
cross-functional training, rotational develop-
ment, and assignments both within and outside 
the Government. 
‘‘(G) Appropriate consideration and align-
ment with the needs and priorities of the Infra-
structure and Common Application Collabora-
tion Center, Assisted Acquisition Centers of Ex-
cellence, and acquisition intern programs. 
‘‘(H) Assessment of the current workforce 
competency and usage trends in evaluation 
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technique to obtain best value, including proper 
handling of tradeoffs between price and 
nonprice factors. 
‘‘(I) Assessment of the current workforce 
competency in designing and aligning perform-
ance goals, life cycle costs, and contract incen-
tives. 
‘‘(J) Assessment of the current workforce 
competency in avoiding brand-name preference 
and using industry-neutral functional specifica-
tions to leverage open industry standards and 
competition. 
‘‘(K) Use of integrated program teams, in-
cluding fully dedicated program managers, for 
each complex information technology invest-
ment. 
‘‘(L) Proper assignment of recognition or 
accountability to the members of an integrated 
program team for both individual functional 
goals and overall program success or failure. 
‘‘(M) The development of a technology fel-
lows program that includes provisions for re-
cruiting, for rotation of assignments, and for 
partnering directly with universities with well- 
recognized information technology programs. 
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‘‘(N) The capability to properly manage 
other transaction authority (where such author-
ity is granted), including ensuring that the use 
of the authority is warranted due to unique 
technical challenges, rapid adoption of innova-
tive or emerging commercial or noncommercial 
technologies, or other circumstances that can-
not readily be satisfied using a contract, grant, 
or cooperative agreement in accordance with ap-
plicable law and the Federal Acquisition Regu-
lation. 
‘‘(O) The use of student internship and 
scholarship programs as a talent pool for per-
manent hires and the use and impact of special 
hiring authorities and flexibilities to recruit di-
verse candidates. 
‘‘(P) The assessment of hiring manager 
satisfaction with the hiring process and hiring 
outcomes, including satisfaction with the quality 
of applicants interviewed and hires made. 
‘‘(Q) The assessment of applicant satisfac-
tion with the hiring process, including the clar-
ity of the hiring announcement, the user-friend-
liness of the application process, communication 
from the hiring manager or agency regarding 
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