Appendix D – FAC-COR Guidance on Meeting Requirements for Continuous Learning Points
These guidelines reflect best-in-practice recommendations for continuous learning. HHS and its StaffDivs/OPDIVs retain flexibility, and supervisors remain responsible, for working with Contracting Officer’s Representatives to identify those activities and opportunities of greatest benefit to the professional development of an individual. The training, professional activities, education, and experience that are used to meet the CLP requirements must be acquisition-related. To maintain FAC-COR certification, CORs must earn the applicable number of CLPs every 2 years.
For recertification, CORs are required to complete any COR refresher training, as long as the course content maps to the required competencies (See Chapter 1, Section G). In addition to COR refresher training, CORs assigned to IT projects to which Earned Value Management (EVM) is applied – or service contracts to which Performance-Based Acquisition (PBA) is applied – must successfully complete EVM and PBA courses (as applicable) before assuming their COR duties. CORs assigned to IT projects will also be encouraged to take an OCIO sponsored web-based training course on Enterprise Performance Life Cycle (EPLC). In the first recertification period, a COR should earn a minimum of 4 CLPs to further develop their understanding of both EVM and PBA methodologies. The remaining CLPs required for recertification should cover competencies related to the CORs specific contract assignments. Examples may include performance-based acquisitions, earned value management, time and materials contracts, green purchasing, socioeconomic issues, etc. Up to 8 CLPs may be earned in job-related technical skill development.
- Completing awareness training. Periodically, HHS and its StaffDivs/OPDIVs conduct briefing sessions to acquaint the workforce with new or changed policy.
- Completing learning modules and training courses. These may be formal or informal offerings from a recognized training organization, including in-house training courses/sessions.
- Performing self-directed study. An individual can keep current or enhance his or her capabilities through a self-directed study program agreed to by the immediate supervisor.
- Teaching. Employees are encouraged to share their knowledge and insights with others through teaching of courses or learning modules
- Mentoring. Helping others to learn and become more productive workers or managers benefits the agency and the individuals involved.
The table below provides sample training/learning activities and the recommended number of CLPs for each activity:
|SAMPLE ACTIVITIES||RECOMMENDED NUMBER OF CLPs/HOURS|
|Active Association Membership (in relevant contract, project//program management, and/or acquisition associations)||Up to 5 CLPs for actively participating in a membership year OR 1 CLP for each 60 minutes of activity attended during the certification period|
|Professional publication of acquisition-related articles, program management, technical papers, etc.|
20 CLPs for articles
25 CLPs for technical paper
|Formal rotational assignments||Up to 16 CLPs per certification period|
|Formal mentoring||Up to 16 CLPs per certification period|
|Conference presentations, training or seminar delivery||8 CLPs for a 60 minutes first-time presentation (7 CLPs for preparation, 1 CLP for presenting). 1 CLP will be granted for repeat delivery of same material|
|Specials team leadership activities for new products/activities outside of routine job requirements||Up to 16 CLPs per certification period|
|Professional examination, license, or certification||Up to 16 CLPs per certification period|
|1 Continuing Education Unit (CEU)||10 CLPs|
|Professional Development Unit (PDU), or Professional Development Hour (PDH)||1 CLP|
|1 college credit or American Council on Education (ACE) credit in relevant contract, project/program management, and/or acquisition courses.||12 CLPs|
|Acquisition-related conference attendance||1 CLP for each 50 minute presentation attended|
NOTE: All activities must correlate with job duties and may earn points only in the year accomplished, awarded, or published.
B. Professional Activities
- Participating in organizational management. Membership alone in a professional organization will not be considered as fulfilling continuous learning requirements, but participation in the leadership of the organization will. This includes holding elected/appointed positions, committee leadership roles, or running an activity for an organization that one is permitted to do under current ethics statutes and regulations. The employee and supervisor must first ensure that participating in the management of an organization is allowed by the agency.
- Attending/speaking/presenting at professional seminars, symposia, and conferences. Employees can receive continuous learning points for attending professional seminars or conferences that are related to acquisition management, contracting, or project/program management. However, the supervisor needs to determine that the individual learned something meaningful from the experience. If the employee is presenting, because significant effort is involved in preparing and delivering presentations, credit should be given for each hour invested in the preparation, as well as the time for the actual presentation.
- Publishing. Writing articles related to acquisition for publication generally meets the criteria for continuous learning points (CLPs). CLPs may be awarded only in the year published.
- Participating in workshops. CLPs may be awarded for workshops with planned learning outcomes.
C. Other Formal Education
- Formal training. Immediate supervisors should use Continuing Education Units (CEUs) as a guide for assigning points for formal training programs that award CEUs. The CEUs can be converted to points at 10 CLPs per CEU.
- Formal academic programs. For formal academic programs offered by educational institutions, each semester hour is equal to one CEU. A 3-hour credit course would be worth 3 CEUs or 30 CLPs, assuming that it is applicable to the acquisition function.
Experience includes on-the-job experiential assignments and intra- or inter-organizational rotational career-broadening and developmental experiences. The supervisor may feel that an individual deserves more or fewer than those shown in the table. In determining CLPs for a rotational/developmental assignment, the supervisor should consider both the long-term benefit to the agency and the immediate benefit to the individual’s employing organization and the individual. For example, a second rotational assignment of the same sort would be less valuable than a different type of rotational assignment.
Links to the FAC-COR Handbook:
- FAC-COR Handbook (PDF-53 pages)
- Executive Summary of the FAC-COR Handbook
- Chapter 1: Implementation of HHS’ FAC-COR Program
- Chapter 2: Requirements and Performance Accountability
- Chapter 3: Application and Certification Procedures
- Chapter 4: Certification Management
- Appendix A: HHS’ COR Responsibilities
- Appendix B: FAI’s Key Competencies for CORs
- Appendix C: FAC-COR Curriculum Guidance
- Appendix D: FAC-COR Guidance on Meeting Requirements for Continuous Learning Points
- Appendix E: FAC-COR Appointment Letter Template
- Appendix F: FAC-COR Certification Action and Training Request Form
- Appendix G: FAC-COR Functional Experience Transcript Form
- Appendix H: FAC-COR Certification through Fulfillment Form
- Appendix I: FAC-COR Certification Waiver Request Form