Acquisition Career Manager

Summary The Office of the Assistant Secretary for Administration and Management (OASAM) provide the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance. Learn more about this agency Duties This position is located in the Department of Labor's (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), the Office of the Senior Procurement Executive (OSPE). OSPE is responsible for the management and direction of DOL's acquisition system and mission; providing effective, ethical, and prudent business advice; and robust acquisition policies and services. Furthermore, the OSPE promotes effective business practices that ensure the timely delivery of best value products and services to DOL; achieves DOL's policy objectives; and furthers integrity, fairness, competition, and transparency in DOL's acquisition system. Major duties include, but are not limited to: Ensure compliance with mandatory acquisition certification requirements (e.g., FAC-C) by monitoring, tracking, and maintaining accurate certification, training, and performance records for the acquisition workforce. Analyze acquisition workforce data, including certification levels, CLPs, performance trends, and mission needs to identify competency gaps and assess workforce readiness. Develop and deliver acquisition-specific training, including webinars, workshops, and presentations tailored to workforce needs and recurring contracting issues. Create and issue acquisition policies, training manuals, and Standard Operating Procedures (SOPs) to guide workforce development and support contracting activities. Continuously identify opportunities for improving acquisition career management and recommend updates to policies and procedures. Participate in inter-agency policy meetings and working groups on federal acquisition workforce programs; evaluate the impact of proposed policy changes (e.g., FAR updates) and translate new requirements into practical guidance and training. Brief senior leadership on acquisition workforce performance, certification compliance, policy implementation progress, and key program metrics. Requirements Conditions of employment Must be at least 16 years old. Must be a U.S. Citizen. Candidate required to obtain the necessary security/investigation level. Requires a probationary period if the requirement has not been met. Subject to financial disclosure requirements. Must hold a Federal Acquisition in Contracting Certification (FAC-C) or Defense Acquisition Workforce Improvement Act (DAWIA) Contracting certification. Failure to maintain this certification may be grounds for dismissal. FAC-C certified professionals must complete 80 CLP hours in each 2 year period to maintain certification. Qualifications Applicants must meet the Basic Education Requirements (individual occupation requirement, IOR) and the Specialized Experience to be considered qualified for this position. Please review these requirements carefully. Basic Education Requirements: 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, marketing, quantitative methods, or organization and management. C. Exceptions: Employees in GS-1102 positions will be considered to have met the standard for positions they occupy on January 1, 2000. This also applies to positions at the same grade in the same agency or other agencies if the specialized experience requirements are met. However, they will have to meet the basic requirements and specialized experience requirements in order to qualify for promotion to a higher grade, unless granted a waiver under Paragraph D. D. Waiver: When filling a specific vacant position, the senior procurement executive of the selecting agency, at his or her discretion, may waive any or all of the requirements of Paragraphs A and B above if the senior procurement executive certifies 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. With respect to each waiver granted under this Paragraph D, the senior procurement executive must document for the record the basis of the waiver. If an individual is placed in a position in an agency on the basis of a waiver, the agency may later reassign that individual to another position at the same grade within that agency without additional waiver action. Specialized experience: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-13, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Specialized experience for this position is experience that demonstrates research of applicable laws and regulations, acquisition policy guidance, reporting and analysis, drafting and interpretation of policies and procedures, providing training and making recommendations to leadership regarding procurement related issues. Applicants must meet all the following to be considered qualified for this position: Experience independently researching/analyzing federal acquisition statutes and regulations (e.g., FAR and supplements) to evaluate the impact of proposed policies changes on the workforce. AND Experience analyzing acquisition workforce data by reviewing certification levels, Continuing Learning Points (CLP) completion data, performance trends, and mission needs to identify competency gaps and assess workforce readiness across the organization. AND Experience developing and delivering acquisition specific training, webinars, workshops and presentations as well as updating/maintaining training manuals and standard operating procedures. Education Any applicant falsely claiming an academic degree from an accredited school will be subject to actions ranging from disqualification from federal employment to removal from federal service. If your education was completed at a foreign college or university, you must show comparability to education received in accredited educational institutions in the United States and comparability to applicable minimum course work requirements for this position. Click Evaluation of Foreign Education for more information. Additional information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION This position is inside the bargaining unit. The position will be included in the Local 12, AFGE bargaining unit. Non-Supervisory Financial Disclosure: This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. Click here for Telework Position Information. This is not a remote work position. The selectee will report to the assigned DOL office location in Washington, DC on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. Expand Hide  additional information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Benefits A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.