Assessment Exam Pool

FAR / VAAR Training

Parts 1- 4: General Knowledge

Parts 5–12: Competition and Acquisition Planning 

AUS LEV 1 Task 

o VA /Pre-Award Package Development 

o VA Procurement Checklist Management

o VA Full-Service Market Research Documentation

o Basic Cost Estimate Review

o Basic FAR Justification Review

o VA Case Law Research- FAR Part 6 Justifications

o Entry Lev knowledge of SOW’s, PWS’s & SOO

Assessment Exam Pool

AUS Lev 1 +

FAR / VAAR TRAINING

o Parts 13 - 18: Contracting Methods and Types

o Parts 19 - 26: Socioeconomic Programs

Parts 27 - 33: Contracting Requirements (Cost Principles) 

AUS Level 1 Training Elements & Certification +  

o Base- Caselaw Research and Writing using the IRAC Method 

o Scope Developing for Supplies-Services 

o Sources Selection Technical Evaluator

o FAR Justification 

o Develop Quality Assurance Surveillance plans

o Termination FAR 13

o Contract Options Years / CLINS 

o Formal Acquisition Strategies

Assessment Exam Pool

AUS Lev 2 +

FAR / VAAR TRAINING

o Parts 34 - 41: Special Categories

o Parts 42 - 51: Contract Management

o Legal Research and Writing

Post Award Package Development  

Case Law

o Legal Research and Supportive Writing 

AUS Level 2 Training Elements & Certification +

• COR level 2 duties & responsibilities 
• FAR 15 Negotiations 
• In depth FAR / VAAR Usage & Application 
• Developing Technical Evaluations 
• Post Award Contract Modification process.
• COR Level 2
• Government Credit Card Management 

                                            OR

• Specialty Certifications 

AUS Lev 3 +

Acquisition Planning

• Acquisition schedules, project plans, Statements of Objectives (SOO), and Independent Government Cost Estimates (IGCE).
• Market research and draft acquisition alternative documents.
• Acquisition Strategy Plans, Source Selection Plans, solicitation documents, and evaluation criteria.
• Technical evaluation of offeror proposals.
• Develop Technical Evaluation Reports, Cost/Price Evaluation Reports, and Best Value Recommendations.

Contract Closeout

• Necessary tasks to close out contracts in compliance with FAR, VAAR, and CFR requirements.
• Prepare final modifications, establish indirect rates, and manage fund obligations and de-obligations.
• Develop and manage databases to monitor acquisition data and closeout activity.

Specialized Skills

Our professionals bring extensive experience in:

• Contract-related services, product acquisition, and procurement within healthcare environments.
• Overseeing pre-award and post-award contract phases.
• Preparing procurement packages with complex, unique, or emergent requirements, including:
  • Performance Work Statements (PWS) and SOOs.
  • Cost-benefit and gap analyses.
  • Sole-source justifications.
  • Market research and past performance evaluations.
• Negotiating across all contract phases and monitoring expenditures for compliance with contract terms.

Individual Capabilities

• Conducting Market Research
• Developing Acquisition Strategies and Plans
• Facilitating and participating in IPTs
• Providing Cost and Pricing Support
• Drafting IGCEs, SOWs, PWSs, and SOOs
• Planning and Supporting Industry Days
• Preparing Solicitations, RFPs, and RFQs
• Offering Source Selection Evaluation Assistance
• Administering Contracts, Modifications, and Negotiations
• Monitoring Performance and Contractor Burn Rates
• Processing Invoices and Managing Surveillance
• Performing Contract Closeout Activities
• In depth FAR 15 Training
• In depth FAR / VAAR Usage & Application VISN COR level 2 duties & responsibilities 

System Expertise

Our team members are proficient in:

• FORCE
• IFCAP
• ECMS
• PD2
• SharePoint
• PROGNET
• Acquisition Knowledge Portal (AKP)

Case Law

o Legal Research and Supportive Writing Lev 3

[Mastery Level] Certification Module consist of the following elements:

 *Serves in Leadership Role

*AUS Level 1,2,3 Certifications

· Certified in the application use of Veterans Affairs Acquisition Regulations [VAAR] 

· Certified in Guidance and Procedures regarding use of Tiered Evaluations (Cascading) 

· Certified in VA- Project Labor Agreements Guidance 

· COR Level 2 duties & responsibilities 

· Held a Contracting Warrant or served as a authorized official

** Holds VISN Project Management Certification

**Certified in a min of [1] VA -AUS Careline Specialist for more than 8 yrs

Current Specialties Include

· Construction / AE

· Contract Management 

· Medical Center Interior Design

· Medical Sharing

· Logistics

· Facility Management 

· Environmental Management

* VA Case Law Specialist

* Construction Estimator

Framework for Department Level Competency Assessment

1) Purpose & Scope

Define why the assessment is conducted and what it covers.

Objective

To systematically evaluate individual or team competency against predefined technical, professional, and performance criteria so that department leadership can:

• Identify strengths and gaps
• Guide training and development
• Align workforce capacity with strategic goals

Scope

Assessment should cover:

• Technical competencies specific to role/discipline
• Professional skills that support organizational effectiveness
• Work performance outcomes such as compliance, quality, and mission delivery

(Modeled on the AUS approach that covers both technical and professional competencies.) 

2) Competency Domains & Criteria

A. Technical Competency Areas

These are job-specific knowledge/skills. Define measurable elements (e.g., via rubrics).

Planning & Research

• Requirements definition
• Data/market research proficiency
• Cost/benefit evaluation

Execution/Operations

• Application of relevant regulations, procedures
• Project or task implementation skills
• Record/document management

Analysis & Sound Decision-Making

• Ability to interpret data
• Risk identification & mitigation strategies

Compliance & Reporting

• Accuracy and timeliness
• Adherence to standards and benchmarks

B. Professional Competency Areas

These assess how someone works, not just what they can do.

• Critical Thinking & Independent Judgment
• Communication & Team Collaboration
• Leadership, Accountability & Ethics
• Business Acumen & Strategic Insight
• Problem-Solving & Risk Management

Use behavioral indicators such as:

• Takes initiative to resolve issues
• Communicates complex ideas clearly
• Demonstrates accountability under pressure

3) Assessment Principles

Align with Australian competency-based assessment good practice: 

Validity

• Assessment tasks must measure what they claim to measure.
• Evidence should show actual performance in relevant contexts.

Reliability

• Assessment outcomes are consistent across different assessors and contexts.

Fairness

• Assessments must be accessible, transparent, and equitable for all participants.

Flexibility

• Allow multiple methods where appropriate (e.g., observation, work samples, simulations, written responses).

4) Assessment Methods & Evidence Collection

Plan how competencies will be verified.

Methods

Use multiple methods for robust evidence:

• Direct Observation: real-time assessment of task execution
• Work Products: reports, documents, outputs
• Self-Assessment: reflective evaluations by the individual
• Manager/Peer Feedback: structured input against criteria

Evidence Standards

Define what constitutes:

• Satisfactory performance (meets threshold)
• Exceptional performance
• Development required

Each rating should be clearly tied to measurement rubrics.

5) Scoring, Ratings & Benchmarks

Create consistent evaluation scales.

Example Scales

Competent
Needs Development
Exceeds Expectations

Each level should have:

• Clear descriptors
• Examples of behaviors/evidence

6) Gap Analysis & Development Pathways

Once competencies are scored, identify:

• Areas of strength
• Areas needing improvement

For each gap:

• Assign targeted learning
• Define expected improvements
• Set timeframes for reassessment

7) Reporting & Use of Results

Deliver comprehensive reports that include:

• Competency scores across domains
• Narrative summaries
• Gap analysis
• Recommended development activities
• Alignment with department strategic objectives

Ensure results are:

• Actionable
• Transparent
• Supporting workforce planning decisions

8) Quality Assurance

To ensure ongoing value:

• Standardize assessment tools and rubrics
• Train assessors in consistent application
• Periodically review assessment criteria