FedSubK Feature: Hate the Game, Not the Players - Know the Roles in Federal Contracting
Updated: May 4, 2024
The Federal procurement process has a lot of pain points and it can be a love-hate relationship doing business in the Federal marketplace. But knowing who is involved in the process from the Government can go a long way in navigating frustration and finding avenues to build relationships that, over time, may provide business opportunities. Each role we’ll discuss sees the acquisition with a unique perspective and often a specific filter. But they all have the same end goal; meeting the agency's mission. Understanding who is involved and they perspective they bring is key to talking about the right things with the right people at the right time.
Let's take a closer look at the main roles involved for the Government.
Requiring Activity
The Requiring Activity is the agency or activity charged with meeting a mission and delivering requirements to the end-user, whether an internal or external Government customer. It is responsible for obtaining funding or developing the program objective memorandum. It may also be the organizational unit that develops the written requirement or Statement of Work (or other format) for services requiring a contract. The Requiring Activity can also be the Funding Activity and/or Procurement Activity when it receives appropriated funds directly for the requirement and/or it has the requisite procurement authority and contracting expertise for the type of contract required. Finally, the Requiring Activity supplies a trained and qualified Contracting Officer's Representative (COR) capable of deciding whether service contract requirements are being performed per the contract.
Funding Activity
This is the agency or activity that receives the funding appropriation that will be used to pay for the products or services being procured. The Funding Activity may be part of the Requiring Activity or Procuring Activity, such as the budget or finance office of an agency/organization.
Procuring Activity (also called Contracting Activity)
This is the agency or activity with expertise and procurement authority that will manage the acquisition of the products and/or services required. The Procuring Activity initiates the Federal contracting process by establishing the acquisition strategy, often in consultation with the Requiring Activity (if it is a separate entity). It develops solicitations, responds to industry questions, and oversees the offer, evaluation, negotiation, and contract award activities. The Procuring Activity may also be the entity that oversees contractor performance through contract closeout. However, contract administration activities may be handed to another activity, like the Defense Contract Management Agency (DCMA), when it is part of the agency’s/organization’s process to do so or required by agency policy.
Senior Procurement Executive
The Senior Procurement Executive (SPE) is the individual appointed per 41 U.S.C. 1702(c) who oversees the management direction of the acquisition system of the executive agency, including implementation of the unique acquisition policies, regulations, and standards of the agency. The SPE initiates acquisition policy rulemaking for the agency and decides the processes and procedures to be used in acquisition planning, contract formation, negotiation, contract administration, and contract closeout. The SPE is typically a member of the Senior Executive Service (SES) and a career Federal civilian.
Head of the Contracting Activity
The Head of the Contracting Activity (HCA) is the official who has overall responsibility for managing the Procuring or Contracting Activity. The SPE may choose to delegate certain responsibilities to the HCA for day-to-day management of acquisition processes and certain approvals, when allowable. The HCA may waive certain contractual requirements under specific circumstances allowed by regulation. These authorities are not usually eligible for further delegation to a lower level.
Contracting Officer
The Contracting Officer (CO) is the person with the authority to enter into (sign), administer, and/or terminate contracts and make related determinations and findings. The term includes certain authorized representatives of the contracting officer acting within the limits of their authority as delegated by the contracting officer such as–
- Administrative contracting officer (ACO) – refers to a contracting officer who administers contracts during performance.
- Termination contracting officer (TCO) – refers to a contracting officer who is settling terminated contracts.
A single contracting officer may handle duties in any or all areas of contract formation, performance, termination, or closeout.
The Department of Defense uses “KO” in short for “Contracting Officer” so as not to confuse contracting officers with the military term Commanding Officer (CO).
Contrary to popular belief, the CO does not work in a vacuum and rarely makes all decisions alone. When I was a CO, we would talk with other COs, our supervisory COs, our Contract Specialists, and the entire team listed in this article to make well-rounded business decisions with buy-in. We called it "Contracting by Committee" because we knew that while we knew the regulations, didn't have all the answers and needed all perspectives.
Contract Specialist
The Contract Specialist (CS) is the person who assists the CO/KO in all aspects of the contracting process by preparation of documents, communications with industry, negotiation of contract prices, selection of terms and conditions, coordination and routing of contract documents, oversight of contractor performance, and contract closeout. The CS cannot enter into (sign) contractual instruments nor verbally obligate the Government. The CS may not make decisions on any contract action (pre or post award) that changes the scope, schedule, price, or terms and conditions. They are often the face to the public on solicitations, communications, and other activities that do not require CO/KO input or approvals.
Contracting Officer’s Representative
The Contracting Officer’s Representative (COR) is an individual designated and authorized in writing by the CO/KO to perform specific technical or administrative functions before and during contract performance. The COR oversees the daily activities of contract performance as the eyes and ears for the CO/KO. The COR cannot enter into (sign) contractual instruments nor verbally obligate the Government. The COR may not make decisions or make commitments that change the scope, schedule, price, or terms and conditions of any contract action. The COR does supply input on the contractor’s performance for use by the CO/KO in required performance evaluations.
Very often the COR is from the Requiring Activity and is a technical subject matter expert or program/project manager responsible for the delivery of products or services to the end user. The COR has likely been involved in the acquisition since its inception and has provided counsel and technical guidance to the CO/KO and possibly participated in the development of evaluation factors and criteria, and source selection activities.
Small Business Specialist
The Small Business Specialist serves as an advisor to the CO/KO and Requiring Activity in the development of the acquisition strategy by encouraging opportunities be available for participation by small business concerns within the various socioeconomic programs. They serve small businesses by providing information on how to do business with the Federal Government and maintain a small business outreach program for the Procuring or Requiring Activity. The Small Business Specialist is responsible for monitoring and maintaining statistical data related to the acquisition process. They also assist small businesses that have issues obtaining payments or are receiving late payments as a prime or sub.
Procurement Center Representative (PCR)
Procurement Center Representatives (PCRs) are employed by the Small Business Administration (SBA) and advocate on behalf of the SBA and small businesses in the acquisition process. PCRs work closely with agency contracting staff on upcoming requirements, review acquisition strategies and solicitations, and inform agencies as to updates to SBA regulations and changes in SBA certification programs. PCRs are also a resource to assist agencies in meeting their small business goals and review subcontracting plans from large businesses for compliance before award. PCRs receive copies of cure or show cause notices of small businesses in their territory that are struggling to meet performance requirements.
Supporting Personnel
Others in the Government team may also be involved in the procurement process such as legal counsel, technical experts, budget analysts, and Government Contractor support personnel. These folks play a necessary supporting role to our key players. They are often the other bodies in the room who may not speak, but hear everything you say, also with their unique perspective. They provide subject matter advice to the procurement official. They are the folks you shake hands with at industry conferences and expos. Making an impression and having a well-honed elevator pitch (2 minutes tops) about your company’s capabilities is important to use when communicating with these roles. They can be the people that remind one of the key players about your company.
Federal Contracting is a team sport. The interplay between government personnel in the roles that play a key part in acquisition and industry is crucial for problem-solving and driving innovation in the government space. As you can see, understanding the roles of key players in government is important in developing productive relationships and talking to the right people about the right things. Finding shared goals through mutual perspectives and appreciating each of these roles in Federal contracting from that view allows you to meet each player in the process where they are, know what they do, and lead them to you as a trusted resource and solution-maker.
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DoD Reduction In Force (RIF) Guidance
Just when you thought it couldn't get any more confusing, some agencies also have their own RIF guidance separate from the OPM guidance that is what we've heard the most about. DoD is one of those agencies.
A copy of the current DoD RIF guidance, DoD Instruction 1400.25, Volume 351, is found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/140025_V351.PDF?ver=DgEFMmb9dLDV7OV-PLb7VQ%3D%3D
This guide establishes policy, assigns responsibilities, and prescribes procedures for reduction in force (RIF) actions taken under Part 351 of Title 5, Code of Federal Regulations (CFR), as modified by Section 1597(f) of Title 10, United States Code (U.S.C.).
This guidance does not, in full, apply to DoD employees covered by an alternative personnel system (e.g., the Acquisition Demonstration; Science and Technology Reinvention Laboratories; and the Defense Civilian Intelligence Personnel System). Those systems will develop their own policies and procedures for RIF that comply with the law, as approved by the Under Secretary of Defense for Personnel and Readiness (USD(P&R)). This guide also does not apply to Senior Executive Service (SES) positions.
The policy statement in 1.2 states that, "For any RIF of civilians in the competitive and excepted services in the DoD, the determination as to which employees will be separated from employment must be made primarily on the basis of performance."
In accordance with 10 U.S.C. 1597, DoD must report to Congress 45 days prior to implementing an approved RIF.
DoD will comply with 5 CFR 351.402 and 351.403 when establishing competitive areas and competitive levels, respectively. Competitive service employees and excepted service employees are placed on separate retention registers established in accordance with 5 CFR 351.404 and 351.405.
For purposes of DoD RIF, employees are placed in one of two categories:
- employees with a period of assessed performance of less than 12 months, and
- employees with a period of assessed performance of 12 months or more.
An employee’s period of assessed performance for purposes of RIF will be the sum of the months of assessed performance associated with the employee’s performance appraisals within the most recent 4-year period preceding the cutoff date established for the RIF. However, periods of time in a rating cycle for which an employee’s performance was not assessed are not included in the employee’s period of assessed performance.
For example, if an employee receives a rating after serving 10 months of the 12-month cycle, the employee’s period of assessed performance is 10 months for that rating cycle.
For employees absent for military service, periods of time during the rating period may be treated as periods of assessed performance if they meet the requirements of Paragraph 3.3.c.(1) under Paragraph 3.3.b.(2) of the DoD guide.
Retention Factors
Competing employees are listed on a retention register based on--
- Rating of Record. See Section 3.3.c. for rating of record examples based on cutoff dates, military service, time frames for ratings to be used, and ratings from a system other and the Defense Performance Management Program (DPMAP).
- Tenure Group. This follows the definitions found in 5 CFR 351.501(b) for competitive service and 5 CFR 351.502(b) for excepted service.
- Average Score. In general, an employee’s average score for one performance appraisal is derived by dividing the sum of the employee’s performance element ratings by the number of performance elements. The average of the average scores drawn from the two most recent performance appraisals received by the employee, except when the performance appraisal reflects an “unacceptable” rating of record will be reviewed. When the most recent performance appraisal reflects an “unacceptable” rating of record, only that performance appraisal will be considered for purposes of the employee’s average score.
- Veterans’ Preference. This follows the procedures in 5 CFR 351.501(c) with three veterans' preference subgroups:
- AD - 30% or more disabled veteran
- A - eligible for veterans' preference for the purpose of RIF but not for placement in the AD category (i.e., less than 30% disabled veteran determination)
- B - not eligible for veterans' preference for purpose of RIF
- DoD Service Computation Date-Reduction in Force (DoD SCD-RIF). Follows rules of credible service as found in 5 CFR 351.503(a) and (b). DoD does not follow 5 CFR 351.504, which grants additional retention service credit in RIF based on an employee's ratings of record.
Rounds in Reduction in Force (RIF)
Two rounds of RIF will be conducted. Round One, Release from Competitive Level, and Round Two, Assignment Rights, are explained in the document in detail related to types of appointments, order of release from the competitive level, and exceptions that may apply. They are found in sections 3.5 and 3.6, respectively.
Displacement may occur during Round Two. Displacement is the assignment of an employee to a continuing position in a different competitive level that is held by another employee with a lower retention standing (i.e., “bumping” another employee). Displacement may be at the same grade or at a grade up to three grades or grade intervals (or equivalent) below the position of the released employee.
Right of Only One Offer
Employees released from a retention register are only eligible for one offer of assignment (similar to OPM rules), with some exceptions. If the employee accepts and offer, rejects an offer, or fails to reply to an offer in a timely manner, they are not entitled to further offers. However, the DoD Component must make a better offer of assignment to a released employee (i.e., to a position with a higher representative rate) if a position becomes available before, or on, the RIF effective date.
Sample retention registers and scenarios are found in the guide in Appendix 3A. Employees have the right to request a review of retention registers and have representation also be allowed to review the registers, as requested by the employee.
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DISCLAIMER: Info is provided for awareness. I am NOT an HR professional but an HR enthusiast having started in HR and being a Federal supervisor and hiring manager. Before taking any action that changes your status, please seek the advice of an attorney knowledgeable in Federal employment law.
Voluntary Separation Incentive Payment (VSIP)
Voluntary Separation Incentive Payment (VSIP) allows agencies that are downsizing or restructuring to offer employees lump-sum payments up to $25,000 as an incentive to voluntarily separate. The amount received is reduced by Fed and state taxes, social security, and Medicare, as applicable.
The full guide on the program is found at the OPM website https://www.opm.gov/policy-data-oversight/workforce-restructuring/voluntary-separation-incentive-payments/guide.pdf
Eligibility for VSIP requires an employee be employed by an Executive Branch agency for at least three (3) continous years without a time limit and not be--
▶️ a reemployed annuitant;
▶️ otherwise be eligible for disability retirement;
▶️ recipient of a notice of involuntary separation for misconduct or poor performance;
▶️ recipient of any previous VSIP from the Federal Government;
▶️ on a service agreement for which--
➡️ a student loan repayment benefit was paid, or is to be paid, during the 36-months preceding the date of separation;
➡️ a recruitment or relocation incentive was paid, or is to be paid, during the 24-months preceding the date of separation; and
➡️ a retention incentive was paid, or is to be paid, during the 12-months preceding the date of separation.
If you receive a VSIP and later come back to Federal Service within 5 years of the date of the separation on which the VSIP is based, you must repay the entire amount before your first day of reemployment. This includes working under a personal services contract or other direct contract with the Government.
The top 10 questions related to VSIP can be found at https://www.opm.gov/policy-data-oversight/workforce-restructuring/voluntary-early-retirement-authority/top-10-frequently-asked-questions-about-vera-and-vsip.pdf
OPM's page on VSIP is at https://www.opm.gov/policy-data-oversight/workforce-restructuring/voluntary-separation-incentive-payments/
DISCLAIMER: Information is provided for situational awareness. I am not an HR professional but an HR enthusiast having been a Chief of Contracting and Federal supervisor. Please consult with an attorney knowledgeable in Federal employment law before making any decisions that impact your Federal employment status.
Separate Your Government and Personal Communications
Feds...if you haven't separated your Government communications from your personal communications yet, now is the time to do it.
There has never been an expectation of privacy while using Government Furnished Equipment (GFE). But GFE has been allowed to be used for quick personal calls or emails to check in with children or with family members during the work day. And over time, you may have blended your Government and personal communications more than you realize.
Now, however, it appears your every digital and possibly physical move may be tracked, recorded, and stored. Software and hardware that tracks employee activity, digital behavior, and even movements within Government office space should be expected. Tracking software has (allegedly) already been pushed at some agencies or is (allegedly) expected to be pushed soon.
Computer monitoring programs are expected to track:
🔸️Key stroke loggers to record what is typed or edited
🔸️Analyze chats for flagged words
🔸️Network activity, file access, login, and online behaviors
🔸️Application usage and websites visited and what was searched
Expect software applications to be employed that will analyze this information and generate behavior risk scores by employee. Also expect that all online meetings and chats will be recorded, transcribed, and stored / archived for review without the choice to turn those features off.
Several employees at one prominent agency are reporting their GFE laptop cameras and possibly mics are being turned on during their work day without their consent and outside of active video meetings.
Highly suggest --
▶️ using a privacy cover for your webcam.
▶️ monitoring the activation light.
▶️ taking all personal calls away from your work space on a personal device.
▶️ taking other precautions to protect sensitive conversations, business and personal such as only using a personal device.