Training

Training

As a key part of an agency's talent management strategy, employee training focuses on improving performance by developing knowledge, skills, and abilities in ways that align with strategic goals.

Curriculum and Course Details:

Federal Acquisition & Contracting Training

GGS delivers acquisition training, consulting and learning systems for the Department of Defense, federal civilian agencies, and state governments. We specialize in providing senior-level acquisition/contracting experts to deliver training in innovative formats. We guarantee our acquisition/contracting training to be current, relevant, and learner-centered. As a result, over 80 percent of our business is from return clients and referrals.

GGS’s acquisition and contract management discipline manages external partners and legal relationships that are mission-critical. These courses are designed to educate acquisition managers on the context, processes, and analytical systems needed to succeed in complex contracts. GGS provides an innovative, interactive education experience that includes premier reference sources, senior-level acquisition experts, current case studies, and applied reasoning activities.

Please contact Joy Smith Stone at jstone@gothamgovernment.com to order any classroom course for delivery in your location.

Target Audience

  • Acquisition managers
  • Engineers or technical managers in complex programs
  • Government and industry counterparts in acquisition systems
  • Contracting, legal and financial specialists
  • Requirements generators

GGS's Acquisition & Contracting Courses

Course Description

FAR Fundamentals (FCN 190) is the resident capstone FAC-C Level I contracting course for federal civilian agency contracting personnel. It is a federal civilian agency adaption of Defense Acquisition University’s CON 090 course. For FAC-C purposes, this course can be taken as an alternative to CON 090, FAR Fundamentals.

FAR Fundamentals Course provides foundational knowledge of the Federal Acquisition Regulation (FAR) System. Students will be immersed in the FAR throughout this course and emerge knowledgeable of the government contracting process; the FAR and FAR supplement structure; FAR Parts 1-53; and will be able to locate and understand FAR regulations, guidance, provisions, and clauses. Students will navigate the online FAR as they wrestle with realistic scenario-based contracting problems. This training course is designed for personnel new to federal contracting workforce who are seeking FAC-C Level I training and non-contracting personnel who play a role in the acquisition process and require this course for certification.

Course Length: 10 Class Days
CLPs: 80 hours
Cost: Call
COURSE OBJECTIVES
Using web-based resources, students must demonstrate the ability to:
  • Locate, cite, interpret, and determine the applicability of policies and procedures in the FAR.
  • Determine the requirements of the acquisition planning process as mandated by law and implemented by regulation.
  • Determine the policies and procedures for acquisitions from required and preferred sources of supplies and services.
  • Identify the competition requirements for a given acquisition.
  • Determine a permissible method of contracting for a given acquisition.
  • Describe the types of contracts that may be used in acquisitions.
  • Determine when the use of an option or an indefinite delivery contract is appropriate.
  • Determine the policies and procedures for describing agency needs.
  • Determine the policies and procedures for publicizing contract opportunities.
  • Determine the applicability of socioeconomic programs to a given acquisition.
  • Identify the legal principles used by courts and boards of contract appeals to determine whether the Government has entered into a relationship involving one or more enforceable promises.
  • Determine the policies and procedures for soliciting offers.
  • Determine the policies and procedures for evaluating bids.
  • Determine the policies and procedures for evaluating competitive proposals and having exchanges with offerors after the receipt of proposals.
  • Determine the policies and procedures for making contract awards.
  • Determine the policies and procedures for protests.
  • Determine the policies and procedures for the use of simplified acquisition procedures.
  • Determine the policies and procedures for the initiation of work.
  • Determine the policies and procedures for managing contractor performance.
  • Determine the policies and procedures for payment.
  • Determine the policies and procedures for preparing and processing contract modifications.
  • Determine the policies and procedures for processing contract disputes and appeals.
  • Determine the policies and procedures relating to the complete or partial termination of contracts for the convenience of the Government, or for default or cause.
  • Determine the policies and procedures for closing out Government contracts.

Target Audience

This course is designed for New hires to the Contracting Career Field (Civilian OCC Series 1102), active military personnel and those who seek certification in the contracting field. This course must be completed by employees in the Contracting Career Field (Civilian OCC Series 1102) within the first 24 months of employment. This does not extend or alter the requirement to meet certification requirements within 24 months of assignment to an acquisition position or change in position requirements.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

FAR Fundamentals is a four week, resident, foundational course for new hires that provides a total immersion into the Federal Acquisition Regulation (Parts 1-53) and the Defense Federal Acquisition Regulation Supplement (DFARS). The course will prepare the 21st century acquisition workforce to operate successfully in a web enabled environment. CON 090 is a limited lecture, research-intensive, exercised-based curriculum. Participants will analyze contracting business scenarios developed through research of the FAR and its supplements. The course is presented in four modules: Using the FAR and DFARS, Acquisition Planning, Contract Formation, and Contract Administration. Students are expected to become familiar with FAR parts 1-53. Students will be quizzed daily on FAR part knowledge, lecture/lesson content, and homework. Students should be prepared to dedicate 2-3 hours per evening for homework.

Course Length: 20 Class Days
CLPs: 160 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • Using Web-based resources, locate, cite, interpret, and determine the applicability of policies and procedures in the FAR, DFARS, DFARS PGI, and DoD class deviations.
  • Using Web-based resources, determine the requirements of the acquisition planning process as mandated by law and implemented by regulation.
  • Using Web-based resources, determine the policies and procedures for acquisitions from required and preferred sources of supplies and services
  • Using Web-based resources, determine the competition requirements for a given acquisition.
  • Using Web-based resources, determine a permissible method of contracting for a given acquisition.
  • Using Web-based resources, describe the types of contracts that may be used in acquisitions.
  • Using Web-based resources, determine the policies and procedures for describing agency needs
  • Using Web-based resources, determine the policies and procedures for publicizing contract opportunities.
  • Using Web-based resources, determine the applicability of socioeconomic programs to a given acquisition.
  • 10 Identify the legal principles used by courts and boards of contract appeals to determine whether the Government has entered into a relationship involving one or more enforceable promises.
  • Using Web-based resources, determine the policies and procedures for soliciting offers.
  • Using Web-based resources, determine the policies and procedures for evaluating bids.
  • Using Web-based resources, determine the policies and procedures for evaluating competitive proposals and having exchanges with offerors after receipt of proposals.
  • Using Web-based resources, determine the policies and procedures for making contract awards.
  • Using Web-based resources, determine the policies and procedures for protests.
  • Using Web-based resources, determine the policies and procedures for the use of simplified acquisition procedures.
  • Using Web-based resources, determine the policies and procedures for the initiation of work.
  • Using Web-based resources, determine the policies and procedures for managing contractor performance.
  • Using Web-based resources, determine the policies and procedures for preparing and processing contract modifications.
  • Using Web-based resources, determine the policies and procedures for payment.
  • Using Web-based resources, determine the policies and procedures for processing contract disputes and appeals.
  • Using Web-based resources, determine the policies and procedures for terminating and closing out Government contracts.

Target Audience

This course is designed for New hires to the Contracting Career Field (Civilian OCC Series 1102), active military personnel and those who seek certification in the contracting field. This course must be completed by employees in the Contracting Career Field (Civilian OCC Series 1102) within the first 24 months of employment. This does not extend or alter the requirement to meet certification requirements within 24 months of assignment to an acquisition position or change in position requirements.

Pre-requisites: None
Pre-course Assignments: Review FAR Parts & Subparts for FAR Challenge

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

Given an acquisition scenario, the student will determine the contract formation and management principles, as well as the acquisition regulations, applicable to the DoD.

Course Concept

The first module of the course will be focused on familiarizing the student with using the FAR; Defense Federal Acquisition Regulation Supplement (DFARS); DFARS Procedures, Guidance, and Information (PGI); and DoD Class Deviations, and developing critical skills necessary to locate, interpret, and apply rules. Subsequent modules will focus on the fundamentals of contract formation and management principles, to include the practical application of the FAR/DFARS/DFARS PGI/DoD class deviations to real-world scenarios.

Evaluation (How performance will be assessed)

1. Students will be evaluated on the basis of their performance on exams and graded exercises. Students must achieve a final grade of 80% to pass. A breakdown of the evaluation scheme is provided below:

Assignment
Points
Exam 1
100
Exam 2
100
Exam 3
60
Options Exercise
22
Module 5 Capstone
98
Group Briefing
20
TOTAL
400

 

 

 


 



M
T
W
Th
F
 
DAU Classroom Brief
Deviations from the FAR/DFARS
Putting it all Together
Morning:
EXAM #1
Intro to CON 091
Interpreting the FAR
Practice Exercises
Afternoon:
Begin Module 2
FAR, DFARS, & DFARS PGI Basics, Org. & Arrangement
Applicability of Rules
Contract Formation Principles
M
T
W
TH
F
Uniform Contract Format Sections A-G
Morning Scavenger Hunt
Scavenger Hunt
Morning:
EXAM #2
Contract Admin Overview
Contract Types
Afternoon:
Begin Module 4
Government Property
Uniform Contract Format Sections H-M
Selecting a Contract Type
Contract Initiation
Indefinite-Delivery Contracts
Small Business Subcontracting Limitations
Agreements
SAP
Contractor Performance Info
M
T
W
TH
F
EXAM #3
Scavenger Hunt
Contract Closeout
Performance Issue Group Briefings (Graded Exercise)
 
Late Morning:
Begin Module 5
Contract Changes (cont.)
Module 5 Capstone (Graded Exercise)
Modifications
Options (Graded Exercise)
Contract Changes
Contract Termination
Contract Performance Issues
Course Length: 13 Class Days
CLPs: 104 hours
Cost: Call
COURSE OBJECTIVES

Module 1:Terminal Learning Objective (TLO):

Determine the applicability of policies and procedures in the FAR, DFARS, DFARS PGI, and DoD CDs.
To achieve this learning objective, students must demonstrate the ability to:

  • Identify basic background information pertaining to the FAR, DFARS, and DFARS PGI.
  • Recognize the organization and arrangement of the FAR, DFARS, and DFARS PGI.
  • Given a DoD acquisition scenario, apply information contained in the FAR/DFARS/DFARS PGI/CDs.
  • Recall the general policy for authorizing deviation from the FAR and DFARS.
  • Apply the conventions for interpreting the FAR.
  • Provide a citation to the part, subpart, section, subsection, or paragraph level in the FAR/DFARS/DFARS PGI/CDs to support a position.

Module 2:Terminal Learning Objectives:
  • Apply the principles of contract formation.
  • Given a DoD acquisition scenario, choose the information that would be included in a solicitation or contract.

Module 3:Terminal Learning Objectives:
  • Differentiate between the types of contracts, and apply the policies and procedures for use in DoD acquisitions.
  • Given a DoD acquisition scenario, determine the applicability of the policies and procedures for small business subcontracting.
  • Apply the policies and procedures for using simplified acquisition procedures.

Module 4: Terminal Learning Objectives:
  • Determine the applicability of the policies and procedures for contract administration.
  • Differentiate between the types of indefinite-delivery contracts, and determine when they may be used in DoD acquisitions.
  • Differentiate between the types of agreements, and determine when they may be used in DoD acquisitions.
  • To achieve this learning objective, students must demonstrate the ability to:
  • Identify the policies and procedures for the postaward orientation of contractors.
  • Recognize the policies and procedures for assigning and performing contract administration.
  • Apply the policies and procedures for contractors’ management and use of Government property.
  • Interpret the policies and responsibilities for recording and maintaining contractor performance information.
  • Identify the characteristics of the three types of indefinite-delivery contracts.
  • Recognize the policies and procedures for using multiple-award and single-award IDIQ contracts.
  • Recall the policies and procedures for establishing and using indefinite-delivery contracts.
  • Interpret the policies and procedures for establishing and using agreements.
  • Identify the characteristics of agreements.
  • Provide a citation to the part, subpart, section, subsection, or paragraph level in the FAR/DFARS/DFARS PGI/CDs to support a position.

Module 5:Terminal Learning Objectives:
  • Given a DoD acquisition scenario, determine the applicability of the policies and procedures for preparing and processing contract modifications.
  • Given a DoD acquisition scenario, determine the applicability of the policies and procedures
  • for terminating DoD contracts.
  • Given a DoD acquisition scenario, determine the applicability of the policies and procedures
  • for closing out DoD contracts.
  • Given a DoD acquisition scenario, execute the process for addressing a contract performance issue.

 

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

Fundamentals of Cost and Price Analysis (CON 170) is a resident Defense Acquisition Workforce Improvement Act (DAWIA) Level I contracting course for newly hired GS-1102 contracting personnel. This course provides foundational knowledge of contract cost and price analysis. Specifically, the course provides training in applying quantitative tools to accomplish cost and price analysis in accordance with Federal Acquisition Regulations, Defense Federal Acquisition Regulation Supplement (DFARS), the DFARS Procedures, Guidance and Information (PGI), and the Contract Pricing Reference Guide (CPRG).

The course begins with an in-depth review of the Market Research process, and provides instruction to help students understand and analyze contractor pricing strategies. Students will learn to accomplish Cost-Volume-Profit analysis, calculate contribution margin estimates, and develop cost estimating relationships in order to accomplish an effective price analysis pursuant to FAR Subpart 15.4. The course provides an overview regarding the regulations and processes regarding the use of cost analysis, and for requiring certified cost and pricing data. Finally, after learning the basic elements of price and cost analysis, students will build and defend a pre-negotiation objective, including a minimum and maximum pricing objective with a Weighted Guidelines assessment. Students are also provided in-depth instruction on contract financing techniques, including the development and administration of progress payments based on cost and performance based payments. Students will become proficient with the use of the PBP Analysis Tool.

 
Course Length: 8 Class Days
CLPs: 76 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • Demonstrate ability to execute quantitative pricing skills.
  • Given an acquisition situation, successfully distinguish various seller pricing strategies.
  • Describe the Truth in Negotiations Act, including its purpose in mitigating government cost risk.
  • Identify the policies and procedures for applying the Cost Accounting Standards Board (CASB) rules and regulations to negotiated contracts and subcontracts. (FAR Part 30, DFARS Part 230 and 48 CFR 9903.3).
  • Identify the contract cost principles and procedures. (FAR Part 31 and DFARS Part 231).
  • Given a contracting requirement and market research tools, recognize the essential elements of a market research report.
  • Given acquisition situations, determine an appropriate contracting strategy, including the contract type and other incentives.
  • Given a contracting scenario, differentiate among financing arrangements, their order of preference, and the situations for use.
  • Accurately differentiate between price and cost analysis.
  • Pursuant to FAR 15.4, accurately differentiate the price analysis techniques.
  • Given a contracting scenario examine price-related factors.
  • Pursuant to FAR 15.4, accurately perform proposal analysis.
  • Assuming an advisory role in evaluating acquisition proposals, successfully summarize the contractor business systems that must be found compliant for the award and payment of government contracts.
  • Given an acquisition situation, successfully differentiate between direct and indirect costs.
  • Assuming an advisory role in evaluating acquisition proposals, successfully summarize the evaluation of direct material and subcontract costs.
  • Assuming an advisory role in evaluating acquisition proposals, successfully summarize the evaluation of indirect costs.
  • Given a proposal evaluation scenario, demonstrate ability to calculate Facilities Capital Cost of Money (FCCOM).
  • Given a proposal evaluation scenario, demonstrate ability to employ the Weighted Guidelines (WGL) for calculating negotiation profit objectives.
  • Given a scenario, demonstrate ability to complete a Settlement Action relating to Defective Pricing.
  • Use professional negotiation tactics to successfully execute face to face negotiations.

Target Audience

New hires to the Contracting Career Field (Civilian OCC Series 1102).

  • Required: CON 090, Federal Acquisition Regulation (FAR) Fundamentals (Only required if assigned to the Contracting Career Field); CON 127, Contract Management; CLC 057, Performance Based Payments and Value of Cash Flow CLC 058, Introduction to Contract Pricing
  • Recommended: CLC 024,Basic Math Refresher

    Pre-course Assignments:
    The course “welcome message” will provide students with a “math refresher” book and self-assessment test. The purpose of these materials is to enable students to refresh their basic math skills and take a self-test before attending the course. The welcome message will encourage students to take the self-assessment, and consider deferring their attendance in the course if they have difficulty with the math refresher material.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

Intermediate Cost and Price Analysis continues to build upon the fundamental contract pricing principles covered in the Level I Contracting curriculum, Contract Pricing Reference Guide, and DOD Policy. The course is divided into three segments addressing contract pricing issues from a Pre-Award, Negotiation Preparation-Award, and Post-Award perspective. In the course, the students will be introduced to quantitative techniques and tools used to quantify and facilitate decision making in determining a fair and reasonable price. Students will apply various cost analysis techniques and quantitative tools to analyze a contractor’s cost proposal and to develop a government negotiation range and objective. The course is designed to prepare students for follow on DAWIA Level II certification courses, serve as a gateway into more advanced targeted contract pricing courses, and give the students some practical tools in pricing government contracts. The ultimate objective of the course is to help students become better business advisors in developing contract arrangements that are in the best interest of the government.

 
Course Length: 10 Class Days
CLPs: 80 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • Given a contractor’s proposal information, develop an Excel spreadsheet to model a proposal
  • Given market research and proposed information from offeror(s), using sampling data, select the appropriate statistical information to use in facilitating the decision-making process.
  • Assuming an advisory role in evaluating acquisition proposals, successfully summarize the development, assumptions, application and risk of Cost Estimating Relationships (CERs).
  • Given market research and proposed information from offeror(s), using historical data and regression analysis, select the appropriate statistical information to use in facilitating the decision making-process.
  • Given market research and proposed information from offeror(s), using historical data and estimating factors, select the appropriate statistical information to use in facilitating the decision making-process.
  • Given market research and proposed information from offeror(s), using historical data and improvement curve analysis, select the appropriate statistical information to use in facilitating the decision-making process.
  • Given market research and proposed information from offeror(s), using historical data determine the impact of Variations in Quantity
  • Given a Point Estimate (contract cost, ceiling price) analyze associated cost risk.
  • Give an acquisition requirement, identify the appropriate incentive contract type arrangement to meet the customer’s needs and that will motivate the contractor to perform in the best interest of the government.
  • Given a contract type in a competitive environment, explain the issues and factors to be considered when performing a cost realism analysis.
  • Given a proposed contract change identify issues and factors to be considered in developing the government’s negotiation objective for a contract equitable adjustment
  • Given a contract termination, identify issues and factors to be considered in pricing a termination settlement.

Target Audience

Contracting series GS1102 and military equivalents with authority to award or administer contracts above the Simplified Acquisition Threshold

Prerequisites

    • CON 170, Fundamentals of Cost and Price Analysis; CLC 056, Analyzing Contract Costs Introduction to Contract Pricing. CLC 024, Basic Math Tutorial and a basic proficiency in Excel are recommended.

Pre-course Assignments

  •  
    • Excel, and applications incorporating Excel functions, will be used extensively in CON270. As a self-assessment of your Excel skills, you will be asked to open the Proposal Modeling Practice document and create a spreadsheet with the problem solution. Afterwards, you will be asked to compare your spreadsheet to the Excel file that demonstrates one approach to the problem.
    • If you are new to Excel, or if you are unfamiliar with the formatting, cell references, and formulas used in the enclosed solution, then you will be asked to select the following hyperlink to access a Microsoft Excel tutorial on creating workbooks. There is an additional link within the tutorial to access separate training on cell references and formulas. There will be graded assessments in the course requiring the use of Excel.

http://office.microsoft.com/en-us/excel-help/get-to-know-excel-2007-create-your- first-workbook-RZ010076674.aspx

    • The exercise (Pre-Course Proposal Modeling Practice.docx) will hopefully encourage you to develop at least a basic level of Excel familiarity and thereby reduce some of the burden on instructors having to remediate students in the classroom.
    Details will be provided 30 days prior to the class start date.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

This course builds on the foundation established through the Level I curriculum and the course prerequisites. The primary focus is on the acquisition of services under FAR Part 15 procedures, with an emphasis on performance-based acquisitions (PBA) for services, contract types, contract incentives, source selection, and contract administration. Students will learn the fundamentals of a performance based service acquisition — from acquisition planning to contract closeout through a realistic case study. The course takes students through the solicitation process using the mandatory DoD Source Selection Procedures. Students will prepare contractual documents, and develop and deliver high-level source selection briefings with recommendations for contract award.

 
Course Length: 10 Class Days
CLPs: 97 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • Given a complex services requirement, identify the appropriate source selection team roles and responsibilities, to include government and non-government advisors.
  • Using the results of market research, assess the industry’s environment and determine availability of sources
  • Utilizing the DAU Performance Requirements Roadmap and results of a comprehensive market research generate PBA metrics mirroring best commercial practices
  • Given a complex services requirement, determine appropriates methods of communication employed by the acquisition team
  • Given a complex services requirement and market research results, decide the appropriate acquisition strategy that maximizes small business participation at the prime and subcontracting levels
  • Using the results of an analysis of a given requirement, determine an appropriate performance-based approach that meets the customer’s mission requirement
  • Given a complex services requirement and using the results of an in-depth market research report, construct relevant elements of an acquisition plan IAW FAR and DFARS
  • Given a complex services requirements package, examine appropriate sections of a solicitation in accordance with application laws, regulations, policies, acquisition plan and source selection plan
  • Given a complex services requirement, construct a source selection plan that meets all public law, regulations, policy, and other guidelines
  • Given a contract requirement, accurately assess the financial implications of various types of contract and incentive arrangements
  • Given a complex services requirement, evaluate incentive arrangements, for adherence to regulation, policy and guidance
  • Given a complex services acquisition situation, appropriately apply the necessary Government funding provisions
  • In a competitive negotiated contracting environment, determine the competitive range based on FAR and other guidance
  • Given a complex services acquisition situation evaluate several contractor proposals to determine contract award
  • After establishment of a competitive range, prepare for negotiations/discussions in accordance with FAR and DFARS
  • Using the standards for contractor responsibility in FAR Part 9.1, discuss the contractor responsibility process prior to contract award
  • In a competitive contracting environment and using the DoD source selection procedures, recommend the best value proposal to meet mission requirement
  • Based on the results of the SSEB & SSAC evaluation reports and the SSDD, determine what information to include in debriefings and differentiate between protest processes
  • After contract award, determine the appropriate forum to address customer and contractor’s responsibilities for successful performance of the contract
  • After contract award, develop contract administration requirements in accordance with FAR and DFARS
  • After contract award, perform contract administrative functions in accordance with FAR and DFARS
  • Determine the need for contract modifications in accordance with contract terms and conditions and FAR and DFARS
  • After contract performance is complete, determine contract close-out procedures as they relate to services and the case study
  • Given a complex services acquisition, appropriately examine the provisions of the allowable cost and payments provision
  • Given a complex services acquisition, appropriately evaluate the provisions of the incentive fee provisions
  • Given a complex Contracting issue, develop, on an individual basis, a written research paper to be presented orally to the class

Target Audience

This course is designed for Level I certified contracting personnel with at least 2 years of contracting experience in the Contracting Career Field (Civilian OCC Series 1102) seeking Level II certification.

Prerequisites
ACQ 101, Fundamentals of Systems Acquisition Management CLC 051, Managing Government Property in the Possession of Contractors CLC 056, Analyzing Contract Costs CLC 057, Performance Based Payments and Value of Cash Flow CON 200, Business Decisions for Contracting CON 216,Legal Considerations in Contracting CON 270, Intermediate Cost and Price Analysis HBS 428, Negotiating

Pre-course Assignments
Students must complete all electronic assignments prior to attending this course. These assignments represent 18 percent of the student’s grade. Details will be provided 30 days prior to the class start date.

 

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

In this case-based course, students apply Contracting concepts and techniques learned in prerequisite courses to meet customer supply requirements and resolve complex Contracting issues. Special emphasis is placed on applying legal concepts from CON 216, intermediate pricing concepts from CON 270, and negotiation techniques from HBS 428. Students experience the full spectrum of Contracting processes and issues by following a supply requirement through all phases of the acquisition life cycle, from acquisition planning through contract close-out. Research, analysis, and communication skills are honed through development and presentation of a critical thinking project requiring in-depth focus on one area of Contracting. Negotiation skills are sharpened through active student participation in two simulated contract negotiations.

 
Course Length: 10 Class Days
CLPs: 96 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • Given a complex fiscal law issue, and working in a team environment, complete the necessary steps to successfully resolve the issue.
  • Given an agency’s contract requirement and market research data, make an accurate commerciality determination.
  • For a given fact pattern, determine whether to contract without providing for full and open competition.
  • For a given agency requirement and supporting market research data, evaluate a given Justification & Approval (J&A) for FAR Subpart 6.3 compliance.
  • Given an agency requirement, determine whether an undefinitized contract action (UCA) should be used to mitigate contract schedule risk.
  • Given an agency requirement and supporting market research data, select an appropriate contracting method.
  • Given an agency requirement and supporting market research data, select a contract type & incentive structure that motivates contractor performance while mitigating contract risks.
  • Given an agency requirement and contract type, select appropriate type of financing.
  • 9 Given an agency requirement and contract type, determine whether contract options should be included in a contract.
  • Identify the major elements and components of a given solicitation.
  • Given a fact pattern, select the appropriate DFARS data rights license.
  • For a given scenario, use cost analysis to evaluate the reasonableness of a contractor’s proposal.
  • Identify basic negotiation techniques recommended for negotiating Government contracts.
  • For a given contractor CPFF completion proposal and related Government audit and technical evaluation documentation, establish a Government pre-negotiation objective.
  • For a given negotiation, conduct fact-finding necessary to prepare for the negotiation scenario.
  • For a given previously developed pre-negotiation objective, orally present the objective to a business clearance official to obtain approval to start negotiations.
  • With a given support team, conduct face-to-face contract negotiations based on an approved pre-negotiation objective.
  • Calculate the point of total assumption (PTA) for a given fixed-price incentive firm (FPIF) contract.
  • For a given fact scenario, determine whether a contractor’s request for performance-based payments should be made.
  • For a given fact scenario, evaluate potential bases for, and Government defenses to, a contractor protest.
  • For a given contract, develop a contract administration plan.
  • For a given contract, conduct a post-award orientation.
  • For a given fact scenario, evaluate available Government remedies for nonconforming goods.
  • For a given fact scenario, determine whether fraud has potentially occurred.
  • For a given fact scenario, determine whether a contemplated contract change can be made using the contract’s Changes Clause.
  • For a given fact scenario, determine what alternatives are available to make a contemplated contract change if the change is not within the scope of the contract.
  • For a given fact scenario, evaluate whether a given contractor request for equitable adjustment proposal is reasonable.
  • For a given scenario, calculate the amount of a contractor’s lost efficiency resulting from a contract change.
  • For a given contractor request for equitable adjustment, conduct face-to-face negotiations to determine the equitable adjustment terms.
  • Given a fact scenario, identify applicable the rules and steps for submitting and processing a contractor claim under the Contract Disputes Act.
  • For a given fact scenario, determine whether defective pricing has occurred.
  • For a given scenario, evaluate the Government termination options and associated settlement methods and procedures available to the Government.
  • Given a set of contract performance facts and Government comments, evaluate contractor performance after contract completion.
  • Given the FPIF elements and relevant cost data, calculate the final price and final profit under an FPIF contract.
  • For a given fact scenario, determine whether all requirements have been met to close out a Government contract.
  • Research new issues and initiatives in DoD contracting,

Target Audience

This course is designed for Intermediate-level contracting personnel who are Level I certified in Contracting and have a minimum of 2 years of contracting experience.

Prerequisites:
ACQ 101, Fundamentals of Systems Acquisition Management CLC 051, Managing Government Property in the Possession of Contractors CLC 056, Analyzing Contract Costs CLC 057, Performance Based Payments and Value of Cash Flow CON 200, Business Decisions for Contracting CON 216,Legal Considerations in Contracting CON 270, Intermediate Cost and Price Analysis HBS 428, Negotiating.

 

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

This course provides the contracting professional the training necessary for the Level III Contracting certification course. Through realistic scenario-based learning, students work individually and in teams to practice developing sound business solutions as a valued strategic and expert business advisor. Students will learn to analyze complex contracting situations with emphasis on critical thinking, problem solving, research, and risk reduction. Student course work is designed to contribute to real solutions on real acquisition problems to senior leadership and local supervisors.

 
Course Length: 8 Class Days
CLPs: 85 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • apply critical thinking skills to a contracting-related problem
  • apply problem solving methods to use in a contracting-related problem
  • apply risk mitigation techniques to use in a contracting-related problem
  • make a decision on a contracting dilemma that complies with rules of ethics in contracting
  • apply leadership skills to use in a complex contracting issue
  • contribute in a collaborative environment by providing timely written and verbal feedback to team members and the class
  • successfully identify various methods of motivating and alleviating employee stress for individuals who are dealing with constant change in the contracting work environment.
  • apply an industry and senior Government contracting leader perspective to an assigned contracting policy issue
  • manage information and knowledge for currency in acquisition and contracting in order to prepare and deliver presentations on current issues in contracting
COURSE OUTLINE
  • Welcome/Introduction to CON 360
  • Team Building
    • The Briefing
    • Critical Thinking
  • Problem Solving
  • Risk Management
  • Leadership
  • Managing Change & Transition
  • Hot Topics
  • Customer Focus
  • Conflict Management
  • Senior leadership presentation (SLP) Peer Reviews
  • Ethics
  • Presentations & Course Wrap Up

Methodology:

Lecture; Guest speaker presentations; Team discussions and facilitation; Group presentations; Exercises

Target Audience

This course is designed for Intermediate-level contracting personnel who are Level I certified in Contracting and have a minimum of 2 years of contracting experience.

Prerequisites:
ACQ 101, Fundamentals of Systems Acquisition Management CLC 051, Managing Government Property in the Possession of Contractors CLC 056, Analyzing Contract Costs CLC 057, Performance Based Payments and Value of Cash Flow CON 200, Business Decisions for Contracting CON 216,Legal Considerations in Contracting CON 270, Intermediate Cost and Price Analysis HBS 428, Negotiating.

 

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Course Description

ThisThis certified DAU-equivalent course is specifically designed for Contracting Officer’s Representatives (CORs) who are responsible for assuring that contractors are performing the technical portion of their job. COR 222 will provide CORs the breadth of knowledge required to perform their role, including knowledge related to COR roles and responsibilities, as well as fundamentals of contracting regulations, types, phases, and other elements; awareness of ethical, legal, and cultural factors that impact COR responsibilities; and information necessary to effectively evaluate situations, apply knowledge gained, and make correct decisions to carry out COR responsibilities and scenarios found in the contract planning, contract formation and contract administration phases.

 
Course Length: 5 Class Days
CLPs: 40 hours
Cost: Call
COURSE OBJECTIVES
Students who successfully complete this AMCI equivalent course will be able to:
  • Recognize the duties, limitations and authority of the COR.
  • Identify key laws and regulations that address fraud, waste and abuse and ethical considerations in federal contracting
  • Recognize COR responsibilities in acquisition mission support planning
  • Recognize the COR responsibilities in the contract award process
  • Recognize the COR’s role in tracking contract expenditures
  • Recognize the COR’s role in tracking the contract schedule
  • Evaluate proposed changes under the contract so that the best interests of the government are protected
  • Recognize the importance of the COR as a representative of the Contracting Officer during performance of the contract
  • Review technical submittals to ensure compliance with statement of work and contract objectives
  • Describe the COR’s responsibilities in inspecting and accepting goods and services.
  • Given a contract action, identify the delegated technical functions for which the COR is responsible.
  • Describe the administrative duties of the COR as outlined in the delegation letter.
  • Identify the unique characteristics of a construction contract.
  • Identify the unique characteristics of contracts in major systems and R&D acquisitions.

Methodology:

Limited lecture/facilitated discussion; Research FAR and web sources; Reading assignments; Interactive activities; Case studies; Exercises; Homework** assignments
**The method of instruction used in FCN 190 is based on the Thayer method. The Thayer method is unique in that it requires students to teach themselves the material prior to class (as homework) and the instructor’s role is to explain the material in class if there are any questions. Further, students are held accountable for their learning by being assessed on a daily basis.

Target Audience

This course is designed for anyone currently serving as or training to become a Contracting Officer’s Representative.

 

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Professional Acquisition and Contracting Training Series courses.

Human capital Management training

GGS delivers human capital training, consulting, and learning systems for the Department of Defense, federal civilian agencies, and private industry. We specialize in providing mentoring and coaching experts to deliver training in innovative and highly interactive formats. We guarantee our training to be current, relevant, and learner-centered. Our products are highly customized to the changing culture of the client. As a result, over 90 percent of our business is from return clients and referrals.

GGS’s human capital management discipline addresses directly the succession planning crisis looming in long-established enterprises today. These courses are designed to provide senior and junior executives alike with the tools necessary to distribute current and archived knowledge throughout the organization. GGS accomplishes this through an innovative, interactive education experience that includes state-of-the-art concepts and methods of knowledge management and organizational development.

Please contact Joy Smith Stone at jstone@gothamgovernment.com to order any classroom course for delivery in your location.

Target Audience

This curriculum has been specifically targeted for personnel who are on the project manager career development track. In addition, the project management foundation it provides is also a valuable resource for the following personnel:

  • Executive personnel concerned with legacy and succession planning
  • All personnel desiring enhanced access to career paths reflecting leadership development
  • Engineers or technical managers with an interest in the human capital pressures
  • Government and industry counterparts in human capital

GGS's Human Capital Management Training

Program Purpose

Our goal is to establish a dynamic staffing strategy that allows our clients to attract, recruit, hire, develop, and retain a highperforming and adaptable workforce. We design and implement a knowledge management framework based on our industry-leading formal mentoring program, which includes customized leadership training aligned with your strategic goals.

GGS’s nationally recognized consultants are renowned for their unique ability to listen to each customer’s needs and goals and design a succession planning program to achieve those goals.

Background

Every organization that hopes to thrive over the long term must do the proper planning. How people are recruited and developed makes the crucial difference in quality of life for the organization and its varied stakeholders whether they are a small number of interested parties, a large body of stockholders, or the general public. Many companies and agencies wait until the issue has grown into problematic proportions before taking necessary actions which would have been manageable had they been addressed early on. Let us help you answer the necessary questions beforehand in a controlled but creative environment while the matter is manageable.

Target Audience

High management levels.

COURSE OBJECTIVES
  • Assess overall current and future requirements (business needs) and the risk the business faces if appropriate talent is not available to address these requirements
  • Help identify critical job requirements with associated functions and competencies for organizational success
  • Analyze the most successful current performers
  • Utilize an extensive behavioral database to develop competency models predictive of success in the specific key positions
  • Identify the potential leadership population
COURSE OUTLINE
  • People analysis – Assessment of individuals using state of the art methods and tools
    • Behavioral Milestone Interviews – uncover character-related attributes necessary for success in particular key positions
    • Threshold competency inventory – does this individual have the basic qualifications for a particular position?
    • Differentiating competency inventory – does this individual have the competencies especially required for a particular position or the potential to grow into the position?
    • DISC – behavioral styles
    • MBTI – personality/preferences type
  • High Potential Candidates (and current high performers) development, training, and certification; results in flexible and learning organization, poised for challenge and success
    • Leadership assessment and feedback
    • Exposure to leadership
    • Rotational assignments
    • Emotional Intelligence curriculum
    • Formal mentoring programs
    • Organizational clarity
    • Executive coaching services
    • Diversity awareness and good practices
    • Business Ethics

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

This workshop provides background theory and practical steps to implementing formal mentoring programs: marketing, participant orientation, matching partners, training, evaluation, and reporting. It is essential to any organization that is considering a formal mentoring program.

Background

For centuries, mentors have offered valuable advancement strategies and protection at critical points in a person’s career development. However, the traditional, good-old-boy mentoring approach has changed. Today’s mentors support rather than direct—and stretch rather than protect. The traditional approach made sense several decades ago when most organizations were structured as hierarchies and valued stability, seniority and status quo.

Today’s work environment demands a different approach. Rather than smooth the way to advancement, today’s mentors, empower employees to respond effectively in the context of ongoing events. Although having access to a mentor does not guarantee advancement, having the wise counsel and advice of an experienced colleague can help employees move ahead, learn how to handle various situations and avoid some of the pitfalls that can derail a career or delay a promotion.

This course is very interactive with minimum of lecture. Emphasis is placed on industry standards for adult learning methods.

Target Audience

All training and leadership professionals responsible for Human Capital initiatives.

* This Course may be lengthened to 2 days.
GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1* Days
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Define mentoring
  • Contrast and compare formal and informal mentoring programs
  • Outline benefits to mentors, mentorees, and the organization
  • Describe Dynamic Mentoring Training
  • Outline roles and responsibilities for mentors and mentorees
  • Describe in detail the Dynamic Mentoring web tool: application, matching, mentoring agreement, mentoring action plan, online surveys, and reports
  • Equip executives with information necessary to choose the tool that would best fit the needs of their organization
  • Equip same with practical steps to implementing formal mentoring programs: marketing, participant orientation, matching partners, training, evaluation, and reporting.
COURSE OUTLINE
  • A primer on mentoring in the 21st century program
  • Optional variables to consider in construction of mentoring programs
  • Roles and responsibilities
  • Design, implementation, and execution of formal mentoring programs, customized to specific organizations
  • Metrics and reporting

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

Any conversation that causes us to plan, rehearse, lose sleep, develop another plan, and so on, has the potential to be difficult. A bad situation can go to worse in no time. No matter how competent we are in our jobs, we all have conversations that cause anxiety and frustration and consume valuable time and energy. This workshop will prepare participants to be more effective in their work and personal relationships.

Background

Whatever your job requires, you likely have to communicate with others. Most of the time, communications between colleagues, mentors, supervisors, and customers are routine. Occasionally difficult issues come to the surface that complicate projects and departments. It is when those challenging communications arise that each employee wants to be confident in his or her own communication, conflict management and negotiation skills.

Target Audience

All personnel.

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Identify distinguishing features of difficult conversations
  • Analyze troubling situations, exploring commonalities and patterns
  • Teach framework for discerning timing and other circumstances that impact conversations
  • Outline considerations of intense feelings on all sides of the conversations
  • Prepare for tumult of identity issues that emerge in difficult conversations
  • Teach guideposts for navigating the conversations
COURSE OUTLINE
  • How to recognize conflict early and mitigate damage to relationships in the workplace
  • An orientation to mediation in the workplace
  • How to analyze the nature of a particular conflict
  • Things to consider in preparation for a difficult conversation
  • Provide better understanding of how to negotiate through difficult conversations
  • Maintaining relationships in conflicted settings
  • This course is very interactive with minimum of lecture. Emphasis on industry standards for adult learning methods.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

The effectiveness of a plan or decision is a function of both its quality and its acceptance by those who must implement it. The synergistic model combines both rational and human-centric models for team environments to help teams develop the most effective plans and decisions. This course begins by demonstrating this synergy concept through a project planning simulation exercise. Following analysis of the exercise and examination of the roots of achieving positive synergistic effects (1 + 1 = 3), specific strategies are presented for achieving effective team decision-making. Finally, the impact of dominant behavior style on decision-making skills will be examined, based on the DISC Personal Profile model (it is assumed that students will have already completed the DISC assessment in advance of taking this course).

Target Audience

All management personnel involved in teamwork.

AMCI offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact AMCI for further information about our pricing or to receive a price quote for your organization’s training needs.
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Introduce the different methods of decision making
  • Explain application of methods to situations
  • Teach benefits of synergy in a team setting
  • Teach guidelines of synergistic planning
COURSE OUTLINE
  • Introduction to decision making methods
  • The synergistic model
  • Project planning simulation exercise
  • Specific strategies for achieving effective team decision-making
  • Impact of dominant behavior (DISC) style on decision-making skills is explored in detail
  • This course is very interactive with minimum of lecture. Emphasis on industry standards for adult learning methods.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

This course focuses on eight core skills that are fundamental to advancing a career in any organization. Students will complete a self-assessment instrument to help them identify their individual strengths and opportunities for improvement in each of the eight core skill areas. Results of the self-assessment are confidential and will be kept and evaluated only by each attendee (nothing will be collected). There are direct connections between an individual’s dominant behavior style and these eight core skill areas. Guidance will be provided, based on the DISC Personal Profile model, to help students deal more effectively with those connections that are enablers as well as those connections that are distractions (it is assumed that students will have already completed the DISC assessment in advance of taking this course). This course is designed to help individuals who already possess strong technical knowledge and functional job task skills to examine the broader range of human skills consistently found in successful people who consistently receive favorable management recognition and tend to advance their careers more quickly.

Target Audience

All personnel.

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Introduce the 8 core skills for success in organizations
  • Help students identify own developmental needs in regards to those skills
  • Match solutions to particular skill set needs and students’ DISC behavior style
COURSE OUTLINE
  • Introduction to principles of success
  • The eight core skills
  • Self assessment and debrief
  • Specific strategies for gaining experience in all eight skills
  • Impact of dominant behavior (DISC) style on core skills is explored in detail
  • This course is very interactive with minimum of lecture. Emphasis on industry standards for adult learning methods.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

Effective presentation skills are critical to leadership. The employee who can deliver a convincing, well thought-out, cogent presentation is one who will earn the respect of his or her colleagues, superiors, and customers. This skill is key for those seeking to bring their careers to the next level. Those who speak well influence others, and that is the essence of leadership. Organizations need leaders who can make their point with clarity and brevity.

 

Target Audience

All personnel with public speaking responsibilities.

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Introduce principles of public speaking
  • Analyze different situations for presenting reports
  • Teach preparation exercises for public address
  • Fully explain and demonstrate the diamond model for construction of organized, coherent presentations
  • Teach techniques to be used in actual events of public speaking (use of voice, gesture, visual aids)
COURSE OUTLINE
  • Techniques for overcoming presentation anxiety
  • Analyzing the audience and setting
  • Defining the objective and building the message
  • Simple model for organizing a persuasive or informational presentation
  • Explore impact of body, voice, and visual aids to enhance presentation skills
  • Do’s and Don’ts of PowerPoint
  • This course is very interactive with minimum of lecture. Emphasis on industry standards for adult learning methods.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of AMCI’s other Project Management Certification courses.

Course Purpose

For centuries, mentors have offered valuable advancement strategies and protection at critical points in a person’s career development. However, the traditional, good-old-boy mentoring approach has changed. Today’s mentors support rather than direct—and stretch rather than protect. The traditional approach made sense several decades ago when most organizations were structured as hierarchies and valued stability, seniority and status quo.

Today’s work environment demands a different approach. Rather than smooth the way to advancement, today’s mentors, empower employees to respond effectively in the context of ongoing events. Although having access to a mentor does not guarantee advancement, having the wise counsel and advice of an experienced colleague can help employees move ahead, learn how to handle various situations and avoid some of the pitfalls that can derail a career or delay a promotion.

This course is very interactive with minimum of lecture. It is based upon industry standards for adult learning methods.

Target Audience

All personnel participating in a formal mentoring program.

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Introduce mentoring principles of modern mentoring
  • Teach the DISC behavior style model with guidelines for communicating well with all DISC types
  • Outlines roles and responsibilities for mentors and mentorees
  • Describe in detail the Dynamic Mentoring web tool: application, matching, mentoring agreement, mentoring action plan, online surveys, and reports
COURSE OUTLINE
  • Introduction to mentoring
  • Benefits to each participant: Mentoree, Mentor, Supervisor, Organization
  • DISC Behavior Style Assessment (with confidential report)
  • Mentor Roles
    • Teacher/coach
    • Guide
    • Counselor
    • Challenger
    • Exemplar
  • Mentoree Roles
    • Learner
    • Planner
    • Driver
    • Communicator

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

Behavior is observable and can be predicted. Each person has a “core” behavioral style. If overextended, a person’s strength may appear to be a weakness. Understanding these different behavioral attributes is vital to success in the workplace and in life. Using the DISC method, students can determine the nature and style of the partners and colleagues. From this knowledge, they will be much better equipped to communicate effectively on all levels. The DISC method effectively unlocks the power to assess and capitalize upon personality differences within any partnership or team. In turn, relationships flourish: The knowledge of these differences that helps to shape future

Background

People bring unique experiences and personalities into their relationships. A vital aspect to successful relationship building is the ability to identify a person’s behavioral style and understanding how that style will affect the relationship. The relationship is best served when people can respect the differences they bring to the table and learn how to benefit from them. The DISC method is a popular communication model that is used to better understand these differences by measuring the level of intensity a person brings to each of four core areas of behavior.

Target Audience

All personnel

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Describe history of the DISC model of behavior style assessment
  • Teach the differences between the natural and adapted styles and why it matters
  • Help students fully understand their own behavior styles and the impact they have on all areas of communication
  • Describe the dynamics of interaction between individuals of same and contrasting behavior styles
  • Teach the value of applying the behavior style principles to workplace, family, and community relationships
COURSE OUTLINE
  • Introduction to observable behavior styles
  • History of the DISC method of understanding workplace communication
  • Detailed expression of the four core areas of behavior
  • Communicating with people of different styles
  • Application of DISC principles to other aspects of life
  • This course is very interactive with minimum of lecture. It is based upon industry standards for adult learning methods.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

Today’s fast pace and high rate of change require different skills for survival and success. Higher stress levels require better handling abilities. Mentoring relationships are particularly essential in times like these. Expertise in a particular field plays a lesser role, while internal qualities like resilience, initiative, optimism, and adaptability are taking on new value. The purpose of this course is to acquaint the participants with the principles of emotional intelligence, help them to assess their own abilities, and guide them to heightened awareness of ways to grow in these abilities.

Background

The rules are changing. Success used to be measured by what we knew, or how smart we were. But today it’s how we handle ourselves and our relationships. These are the thoughts of Daniel Goleman, Harvard researcher and author of the best-selling book, Emotional Intelligence, published by Bantam in the late 90’s. Contrasted with the traditional Intelligence Quotient (IQ) emotional intelligence is largely learned and continues to develop as we go through life, learning from our experiences.

Target Audience

All personnel

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGSfor further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 1 Day
Classroom Hours: 8 hours or .8 CEUs
Cost: $6,000.00
COURSE OBJECTIVES
  • Introduce principles of emotional intelligence (EI)
  • Help students assess their own level of EI
  • Teach value of growth in management of self and relationship with others within the EI framework
COURSE OUTLINE
  • Introduction to principles of emotional intelligence
  • Self management
    • Self awareness
    • Self regulation
    • Self motivation
  • Social management
    • Empathy
    • Reading Others and Perceiving Accurately
    • Focused Listening
    • Communicating with flexibility and authenticity
  • This course is very interactive with minimum of lecture. It is based upon industry standards for adult learning methods.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

Course Purpose

This course begins by enabling leaders and internal consultants to learn and practice the coaching skills needed to cause their employees and internal clients to discover answers and take action for their business units, companies and for themselves.

The course further explores the concepts, techniques, and methods for transforming an organization using a comprehensive Transformation Business Approach and its accompanying toolkit.

Delivered using an experiential, case-study-based approach, key content includes:

  • The behavior, skills and model for effective consultative coaching
  • Integrate their experience, skills, and training into the transformation business approach
  • Practice and demonstrate the skills they will use as a transformation leader or internal consultant

Background

The rules are changing. Success used to be measured by what we knew, or how smart we were. But today it’s how we handle ourselves and our relationships. These are the thoughts of Daniel Goleman, Harvard researcher and author of the best-selling book, Emotional Intelligence, published by Bantam in the late ’90s. Contrasted with the traditional Intelligence Quotient (IQ) emotional intelligence is largely learned and continues to develop as we go through life, learning from our experiences.

Target Audience

Leaders responsible for changing enterprisewide or divisional behaviors; improving employee performance; and getting the organization closer to their customers. Internal consultants, business consultants, government contractors, and Agency leaders.

GGS offers volume discounts and discounts to government customers. Course prices listed are for Washington DC-based course offerings. Please contact GGS for further information about our pricing or to receive a price quote for your organization’s training needs.
 
Course Length – 4 Day event which includes a banquet on the evening of the third night
Classroom Hours:
Cost: Call
COURSE OBJECTIVES
Specifically, participants will learn and apply:
  • The behavior, skills and model for effective consultative coaching
  • Integrate their experience, skills, and training into the transformation business approach
  • Practice and demonstrate the skills they will use as a transformation leader or internal consultant
COURSE OUTLINE
  • Day 1
    • Welcome, Orientation, and Goals
    • Coach-Approach for Consultants
    • Mental Models of Behavior
    • Coaching Skills
    • Coaching Process
    • Strategic Challenge
    • Fieldwork Assignment
  • Day 2
    • Review Day Fieldwork
    • Goal Discovery
    • EDGe Assessment
    • Introducing Transformation Planning
    • Case Study Exercise: Transformation Action Plan for JSI
    • Goal Alignment
    • CEO Coaching For Buy-in
    • Day 2 review
    • Learning Action Plan updates
  • Day 3
    • Strategic Thinking and a Company’s Transformation
    • Strategic Planning Process
    • Strategic Marketing
    • Continuing Transformation Planning
    • The Concept of Celebration
    • Day 3 review
    • Learning Action Plan update
    • Tonight’s activities
  • Day 4
    • Concluding Transformation Planning
    • Performance Measurement
    • Transformation Challenges
    • Change Management and Resistance
    • The Importance of Closure
    • Learning Action Plan updates
    • “Take aways” from the day and course

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Human Capital Management training courses.

GGS's Federal Retirement Planning and Financial Literacy Courses

Course Description

Retiring from a Federal career is a confusing time and can be a daunting task. Retirement in general is a significant transition for anyone. The Retirement Planning Seminar for CSRS, FERS or combined, is designed for employees nearing retirement (within 5 years) and informs attendees about the complex array of benefits they have earned, the choices they need to make as they retire, and how to best leverage them within the context of their overall financial and retirement plan.


Course Objectives

After attending this seminar, attendees will understand the basic financial planning concepts pertinent to retirement as a Federal employee. They will understand the overall Federal retirement process and know when they become eligible to retire, which provisions of retirement law affect the computation of their retirement benefits, how much those benefits are likely to be (CSRS or FERS, Social Security, and TSP), what choices they will need to make regarding survivor benefits, their health (FEHB) and life insurance (FEGLI) coverages, and their TSP funds.


Course Overview

This Retirement seminar, for either CSRS/CSRS Offset or FERS employees, begins by establishing the basic financial planning concepts necessary for a successful retirement, and reinforces these concepts in succeeding lessons on history and financing of the Federal retirement programs, eligibility requirements, and benefit computations. It also thoroughly covers survivor benefits, social security, and the Thrift Savings Plan, and well as all of the Federal employee insurance programs. Woven among and supporting these lessons are applicable modules on financial and retirement planning, investing and related topics. The seminar is also designed to effectively convey key points and answer questions on a wide range of topics that cover basic retirement eligibility and benefits, and touch on the emotional and psychological aspects of retirement. The seminar will focus on Federal retirement benefits and the impact of financial decisions on those benefits after retirement.

Contact Joy Smith Stone at jstone@gothamgovernment.com for more information or to schedule this or any of GGS’s other Federal Retirement Planning and Financial Literacy courses.

Course Description

The Mid-Career Retirement Planning Seminar (for Federal employees with 10-15 years of service) takes a decidedly financial planning approach to inform attendees about the complex array of benefits available to them as Federal employees and the choices they need to make to best leverage them within the context of their overall financial and retirement plan. Special attention is paid to developing good financial and retirement goals and using sound investment strategies for best leverage their TSP.


Course Objectives

After attending this seminar, attendees will know how set retirement savings goals, when they are eligible to retire, which provisions of retirement law affect the computation of their retirement benefits, and how much those benefits are likely to be (FERS, Social Security, and TSP). They will have a sense of the choices they will need to make regarding survivor benefits, their health (FEHB) and life insurance (FEGLI) coverages, and their TSP funds. Finally, they will understand how their Federal employee benefits fit within the overall construct of a financial plan.


Course Overview

The mid-career seminar for FERS employees is a fast-moving information loaded session that opens with lessons on investment and retirement planning, and the TSP. It moves from there to the history of the Federal retirement programs, what constitutes credible service for retirement purposes, eligibility for retirement, and the computation of FERS annuities and survivor benefits. It thoroughly covers Social Security, Estate Planning and concludes with an important lesson on how the best leverage Federal benefits going forward. The seminar will focus on Federal retirement benefits and how they can be affected by the financial decisions attendees are making now and in the future.

Contact Joy Smith Stone at jstone@gothamgovernment.com  for more information or to schedule this or any of GGS’s other Federal Retirement Planning and Financial Literacy courses.

Course Description

Federal benefits are complicated. This Early-Career Seminar for New Employees informs attendees about the complex array of benefits available to them as Federal employees and the choices they need to make to best leverage them within the context of their overall financial and retirement plan.


Course Objectives

After attending this seminar, attendees will understand when they eligible to retire, what their retirement benefits are likely to be (FERS, Social Security, and TSP), the importance of the TSP toward their retirement and be equipped with sound investment strategies for best leveraging what TSP has to offer. They will understand the choices they will need to make regarding survivor benefits, their health (FEHB) and life insurance (FEGLI) coverages, and their TSP funds, and how their Federal employee benefits fit within the overall construct of a financial plan.


Course Overview

This seminar for new and returning employees includes lessons addressing the Federal retirement and benefits programs and how these benefits fit within the overall frame work of a personal financial plan. The seminar will specifically focus on Federal retirement benefits and how they can be affected by the financial decisions attendees are making now and in the future.

Contact Joy Smith Stone at jstone@gothamgovernment.com  for more information or to schedule this or any of AMCI’s other Project Management Certification courses.

Course Description

Working careers have changed in America in that many people no longer pursue a single career working in the same business or for a single employer. Many people now have a work life comprised of several careers in a range of businesses, working for numerous employers, of which Federal service will be a portion. Understanding Federal benefits in this new environment and the implications of leaving Federal service before their normal retirement age are now issues many workers must address. This seminar for Separating or Early-Out Employees explores the decisions employees need to make as they consider leaving Federal service, or accepting early retirement offers, or experiencing discontinued service retirement.


Course Objectives

After attending this seminar, attendees will understand the basic vesting and eligibility rules for FERS retirement benefits and the TSP, the implications of taking a refund of FERS contributions, moving their TSP funds to an outside retirement plan, and accepting an offer for early retirement or retiring under the discontinued service provisions of FERS.


Course Overview

This seminar for Separating or Early-Out Employees includes lessons addressing the Federal retirement and benefits programs and how these benefits fit within the overall framework of a personal financial plan. The seminar will specifically focus on Federal retirement benefits and how they can be affected by the financial decisions attendees are making now and in the future.

Contact Joy Smith Stone at jstone@gothamgovernment.com  for more information or to schedule this or any of GGS’s other Federal Retirement Planning and Financial Literacy courses.

Course Description

The Thrift Savings Plan (TSP) is probably the most critical component of Federal retirement benefits today. This seminar provides employees with an in-depth understanding of the TSP as a retirement savings plan and its relationship to the other Federal retirement benefits to which employees have access.

Course Objectives

After attending this seminar, attendees will understand the importance of the TSP toward their retirement and be equipped with sound investment strategies for best leveraging what TSP has to offer. Finally, they will understand how their Federal employee benefits fit within the overall construct of a financial plan.

Course Overview

The Thrift Savings Plan Seminar involves a deep-dive into the five primary TSP funds, the Life-Cycle funds, and investment strategies that support building the TSP to the level necessary for a financially sound retirement.

Contact Joy Smith Stone at jstone@gothamgovernment.com  for more information or to schedule this or any of GGS’s other Federal Retirement Planning and Financial Literacy courses.

Course Description

Financial Planning is a daunting task for most people. For Federal employees, financial planning is made more challenging by the complexity of their employee benefits. The Financial Planning for Federal Employees (or Federal Financial Literacy) seminar provides employees with a basic understanding of the principles of financial and retirement planning within the context of the OPM-led Federal Financial Literacy Initiative.

Course Objectives

After attending this seminar, attendees will understand the need for financial planning and how to create a financial plan. They will learn financial principles such as budgeting, saving and investing, credit and debt management, and estate and tax planning. They will understand the importance of the TSP toward their retirement and be equipped with sound investment strategies for best leveraging what TSP has to offer. Finally, they will understand how their Federal employee benefits fit within the overall construct of a financial plan.

Contact Joy Smith Stone at jstone@gothamgovernment.com  for more information or to schedule this or any of GGS’s other Federal Retirement Planning and Financial Literacy courses.