DoDI 5000.66

Department of Defense

INSTRUCTION
NUMBER 5000.66
December 21, 2005
USD(AT&L)
SUBJECT: Operation of the Defense Acquisition, Technology, and Logistics Workforce
Education, Training, and Career Development Program
References: (a) DoD Directive 5000.52, “Defense Acquisition, Technology, and Logistics
Workforce Education, Training, and Career Development Program,”
January 12, 2005
(b) DoD 5000.52-M, “Acquisition Career Development Program,” November 22,
1995 (hereby canceled)
(c) Principal Deputy Under Secretary of Defense for Acquisition, Technology,
and Logistics Memorandum, “Consultation Process for Program Executive
Officer and ACAT 1D Assignment,” May 28, 2002 (hereby canceled)
(d) Under Secretary of Defense for Acquisition, Technology and Logistics
Memorandum “Contracting Professional Development Program,”
October 25, 2002 (hereby canceled)
(e) through (m), see enclosure 1

1. PURPOSE
This Instruction:
1.1. Implements reference (a) and provides uniform guidance for managing positions and
career development of the Acquisition, Technology, and Logistics (AT&L) Workforce. This
includes the designation and identification of AT&L positions; specification of position
requirements; attainment and maintenance of AT&L competencies through education, training
and experience; AT&L Performance Learning Model; management of the Defense Acquisition
Corps; selection and placement of personnel in AT&L positions; and workforce metrics.
1.2. Supersedes DoD 5000.52-M (reference (b)).
1.3. Cancels the Principal Deputy Under Secretary of Defense for Acquisition, Technology,
and Logistics Memorandum dated May 28, 2002; as well as Under Secretary of Defense for
Acquisition, Technology, and Logistics Memoranda dated October 25, 2002; April 10, 2003;
September 13, 2003; March 9, 2004; and November 23, 2004 (references (c) through (h)).

DoDI 5000.66, December 21, 2005

2. APPLICABILITY
This Instruction applies to the Office of the Secretary of Defense, the Military Departments, the
Chairman of the Joint Chiefs of Staff, the Combatant Commands, the Office of Inspector General
of the Department of Defense, the Defense Agencies, the DoD Field Activities, and all other
organizational entities in the Department of Defense (hereafter referred to collectively as the
“DoD Components”).

3. DEFINITIONS
3.1. Acquisition, Technology, and Logistics (AT&L) Career Field. One or more occupations
that require similar functional competencies.
3.2. AT&L Position Categories. Subsets of AT&L positions that are characterized by a
common set of core acquisition and functional competencies.
3.3. Chief Learning Officer. A person responsible for integrating learning throughout the
AT&L community and creating a strong career-long learning environment that supports
knowledge sharing and continuous improvement.
3.4. Contracting Officer. A person with the authority to enter into, administer, and/or
terminate contracts and make related determinations and findings.
3.5. Additional terms used in this Instruction are defined in reference (a).

4. POLICY
It is DoD policy that the primary objective of the AT&L Workforce Education, Training, and
Career Development Program is to create a professional, agile and motivated workforce that
consistently makes smart business decisions, acts in an ethical manner, and delivers timely and
affordable capabilities to the warfighter. The AT&L Workforce Education, Training, and Career
Development Program improves the capabilities and management of the AT&L Workforce by:
developing a highly qualified, diverse workforce capable of performing current and future DoD
acquisition, technology, and logistics functions; preparing future key leaders; providing career
guidance and opportunities for broadening experiences and progression; managing Key
Leadership Positions (KLPs) to enhance program stability and accountability; and ensuring
effective use of training and education resources.

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5. RESPONSIBILITIES
Authorities identified in this Instruction may be redelegated unless otherwise stated.
5.1. The Under Secretary of Defense for Acquisition, Technology, and Logistics
(USD(AT&L)) shall:
5.1.1. According to section 1702 of chapter 87, title 10 U.S.C. (reference (i)) and as
authorized by reference (a), carry out all powers, functions, and duties of the Secretary of
Defense with respect to the Department of Defense AT&L Workforce.
5.1.2. Annually recommend funding levels be requested in the defense budget to
implement the education, training, and other activities within the AT&L Workforce Education,
Training, and Career Development Program. These shall be set forth separately in the budget
documentation submitted to Congress.
5.1.3. Chair the AT&L Workforce Senior Steering Board (SSB).
5.1.4. Designate a Functional Advisor (FA) for each career field, or career path as
necessary.
5.1.5. Approve Component Acquisition Executive (CAE) designation of positions to be
KLPs.
5.1.6. Determine uniform policies and procedures for the AT&L Education, Training,
and Career Development Program and publish implementing DoD issuances including a Desk
Guide for AT&L Workforce Career Management.
5.1.8. Identify appropriate career paths for civilian and military personnel in the AT&L
Workforce in terms of education, training, experience, and assignments necessary for career
progression to the most senior AT&L positions.
5.1.9. Provide input to the DoD human capital strategic planning process as it pertains to
the AT&L Workforce.
5.2. The Director, Defense Logistics Agency shall provide administrative, logistical, and
financial support to the AT&L workforce support office (see section 5.6.6. of this Instruction) for
support of the Office of the USD(AT&L) and the DoD Components other than a Military
Department.
5.3. The Heads of DoD Components (acting through their CAEs) shall:
5.3.1. Designate AT&L positions, including Critical Acquisition Positions (CAPs),
according to section 1721 of reference (i) and regulations issued by the USD(AT&L).

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5.3.2. Designate positions to be KLPs for USD(AT&L) approval.
5.3.3. Approve the assignments of Acquisition Corps members to KLPs.
5.3.4. Provide opportunities for both civilian and military members of the AT&L
Workforce to acquire the education, training, and experience necessary to qualify for senior
positions.
5.3.5. Integrate the education, training, and experience requirements of the AT&L
Workforce Education, Training, and Career Development Program with the personnel policies
and procedures of their respective organizations and ensure that AT&L Workforce members
meet the requirements of the AT&L Workforce Education, Training, and Career Development
Program.
5.3.6. Design policies and processes to ensure that the best qualified persons are selected
for AT&L positions.
5.3.7. Allocate budget resources.
5.3.8. Establish and implement career development programs in support of the AT&L
Workforce Education, Training, and Career Development Program.
5.3.9. Provide data for metrics and information to the management information system as
determined by USD(AT&L).
5.3.10. Implement the DoD Human Resources Strategic Plan as it pertains to the AT&L
Workforce within their DoD Components.
5.3.11. Provide opportunity for review of performance appraisals by an individual in the
same AT&L career field.
5.3.12. Ensure that at least first-level evaluations of contracting officers are performed
within the contracting career chain. The only exception will be the performance evaluation of
the senior official in charge of contracting for the organization, when this official is not the
primary contracting officer for the organization.
5.3.13. Establish a workforce management structure as appropriate. This management
structure shall provide for a single point of contact with Defense Acquistion University (DAU)
and the other DoD Components on matters relating to the AT&L Workforce Education,
Training, and Career Development Program. The CAEs of the Military Departments shall
budget for resources to establish and implement career development in support of the AT&L
Workforce Education, Training, and Career Development Program.
5.4. Director, Defense Contract Audit Agency, under the Under Secretary of Defense
(Comptroller), shall serve as the FA for the auditing career field, and shall structure, direct,
manage, resource, and execute all elements of the AT&L Workforce Education, Training, and

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Career Development Program as it pertains to contract auditor positions and personnel consistent
with this Instruction and references (a) and (i) including career and information management.
5.5. The Functional Advisors shall:
5.5.1. Serve as the subject matter expert for their respective functional areas.
5.5.2. Provide functional advice and recommendations to support implementation of the
AT&L Workforce Education, Training, and Career Development Program.
5.5.3. Establish, oversee and maintain the education, training, and experience
requirements including competencies and certification standards; position category
description(s); and content of the DAU courses as current, technically accurate, and consistent
with DoD acquisition policies.
5.5.4. Meet in working and/or advisory groups as required to execute responsibilities in
support of role as subject matter expert for their respective functional area.
5.6. President, Defense Acquisition University, shall:
5.6.1. Serve as the Chief Learning Officer of the AT&L community.
5.6.1.1. Lead and manage those elements of the AT&L Workforce Education,
Training, and Career Development Program that are Department-wide in nature.
5.6.1.2. Advise and support the USD(AT&L) in executing his/her responsibilities
under this Instruction and references (a) and (i).
5.6.2. Maintain the uniform framework of certification standards applicable to AT&L
position categories. This framework will support career development and describe competencies
required by AT&L career fields.
5.6.3. Under the USD(AT&L), serve as the Executive Secretary of the SSB. Charter and
chair an AT&L Workforce Management Group (WMG) to support the SSB, the CAEs, and the
FAs in overseeing and executing the AT&L Workforce Education, Training, and Career
Development Program.
5.6.4. Deliver learning assets to implement the AT&L Performance Learning Model
(PLM) through certification courses, assignment specific training, performance support, rapid
deployment training, knowledge sharing, continuous learning, acquisition policy research, and
other means as appropriate.
5.6.5. Provide access to acquisition-specific training that is designed to support effective
implementation of acquisition-related duties performed by non-AT&L Workforce Department
personnel serving in fields such as financial management, science and technology, contracting
officer representative, Inspector General, and support occupations.

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5.6.6. Provide for, oversee, and manage the AT&L workforce support office.
5.6.6.1. Provide for department-wide execution and policy support of the AT&L
Workforce Education, Training, and Career Development Program.
5.6.6.2. Provide centralized AT&L workforce career management as required by
reference (a), to assist the CAEs in the DoD Components outside the Military Departments in
managing their workforces, to serve as a single point of contact and coordination for these CAEs,
and to issue coordinated guidelines to support uniform, effective and equitable administration of
their workforce programs.
5.7. The CAEs of the Military Departments shall:
5.7.1. Carry out all powers, functions, and duties of the Secretary of the Military
Department concerned with respect to the DoD AT&L Workforce within that Military
Department, according to section 1704 of reference (i).
5.7.2. Ensure that the qualifications of commissioned officers selected for the
Acquisition Corps are such that those officers are expected, as a group, to be promoted at a rate
not less than the rate for all line (or the equivalent) officers in the same armed force (both in the
zone and below the zone) in the same grade according to reference (i).
5.7.3. Provide metrics for military officer promotion rates by AT&L career field
according to reference (i).
5.7.4. Assign military officers to provide a balance between career broadening
experience and sufficient time in each position to ensure accountability, responsibility and
stability.

6. INFORMATION REQUIREMENTS
The information requirements in this Instruction have been assigned Report Control Symbol DDP&R(Q&A)1841 according to DoD 8910.1-M (reference (j)).

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DoDI 5000.66, December 21, 2005

7. EFFECTIVE DATE
This Instruction is effective as of the date of signature. The DoD Components shall commence
implementation of this Instruction within 90 days from the effective date.

Enclosures - 7
E1. References, continued
E2. Guidance for the Operation of the Defense Acquisition, Technology, and Logistics
Workforce Education, Training, and Career Development Program
E3. DD Form 2888 “Critical Acquisition Position Service Agreement”
E4. DD Form 2889 “Critical Acquisition Position Service Agreement Key Leadership
Position (KLP)”
E5. Critical Acquisition Position Requirements and Waiver Authority
E6. 1102 Occupational Series, Similar Military Positions and Contracting Officer Position
Requirements
E7. Acquisition Corps: Uniform Eligibility Criteria

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E1. ENCLOSURE 1
REFERENCES, continued

(e) USD(AT&L) Memorandum “Military Contingency Contracting Force Qualifications,”
April 10, 2003 (hereby canceled)
(f) USD(AT&L) Memorandum, “Continuous Learning Policy for the Department of Defense
Acquisition, Technology and Logistics Workforce,” September 13, 2003 (hereby canceled)
(g) USD(AT&L) Memorandum, “Interim Policy for Defense Acquisition Workforce
Improvement Act Authorities,” March 9, 2004 (hereby canceled)
(h) USD(AT&L) Memorandum, “Functional Independence of Contracting Officers,” November
23, 2004 (hereby canceled)
(i) Chapter 87 of title 10, United States Code (U.S.C.)
(j) DoD 8910.1-M, "DoD Procedures for Management of Information Requirements," June 30,
1998
(k) Defense Acquisition University (DAU) Catalog1
(l) Chapter 23 of title 5, United States Code (U.S.C.)
(m) Chapter 33 of title 5, United States Code (U.S.C.)

1

Available at http://www.dau.mil/catalog/

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DoDI 5000.66, December 21, 2005

E2. ENCLOSURE 2
GUIDANCE FOR THE OPERATION OF THE DEFENSE ACQUISITION, TECHNOLOGY,
AND LOGISTICS WORKFORCE EDUCATION, TRAINING, AND CAREER
DEVELOPMENT PROGRAM
E2.1. DESIGNATION OF AND REQUIREMENTS FOR AT&L POSITIONS
E2.1.1. Designation of AT&L Positions.
E2.1.1.1. The AT&L Workforce SSB shall provide guidance to ensure that AT&L
positions are consistently designated across DoD Components.
E2.1.1.2. The DAU shall publish uniform AT&L position category descriptions.
E2.1.1.3. The CAEs shall designate the AT&L positions in their respective DoD
Components according to references (a) and (i) and the uniform AT&L position category
descriptions. AT&L positions shall be identified wherever they exist in the Department of
Defense, disregarding the DoD Component or mission of an organizational element. Wage
Grade, Foreign National, and Executive Level positions shall not be designated as AT&L
positions.
E2.1.1.3.1. CAPs are a subset of AT&L positions and shall be designated by CAEs
according to reference (i).
E2.1.1.3.2. KLPs are a subset of CAPs with a significant level of responsibility and
authority and are key to the success of a program or effort, designated by the CAEs, and
approved by the USD(AT&L).
E2.1.2. Statutory Limitation on Preference for Military Personnel. The Heads of the DoD
Components acting through the CAEs, shall ensure that no requirement or preference for a
member of the Armed Forces is used in consideration of persons for AT&L positions, unless
specifically identified to that Secretary. Specification of any particular AT&L position as
available only to members of the Armed Force(s) shall be according to reference (i), and shall
confirm that a member of the Armed Forces is required for that position by law, is essential for
performance of duties of the position, or is necessary for another compelling reason.
E2.1.3. Establishment of AT&L Position Requirements.
E2.1.3.1. The USD(AT&L) shall establish education, training, and experience
requirements for each AT&L position category based on the level of complexity of duties carried
out in that category of positions.
E2.1.3.2. The DAU shall publish the uniform framework of such requirements by
position category, to include position category descriptions and certification standards. The
certification standards shall be designated as either “mandatory” or “desired” and will be
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DoDI 5000.66, December 21, 2005

uniformly applied throughout the DoD Components. For example, the publication would
identify one “Program Management – Level III” certification standard for positions categorized
as “Program Management – Level III.”
E2.1.3.3. The CAEs shall determine the AT&L position category and certification level
required for each AT&L position in their respective DoD Components, e.g. Contracting – Level
III. The CAE may specify additional position requirements in terms of assignment-specific
education, training and/or experience.
E2.1.3.4. CAP Requirements.
E2.1.3.4.1. Acquisition Corps membership.
E2.1.3.4.2. Level III certification or equivalent in applicable AT&L career field
within 24 months of assignment.
E2.1.3.4.3. Certain CAPs have additional statutory education, training, and
experience requirements as indicated in enclosure 5. These CAPs include: Flag and General
Officer and Senior Executive Service (SES); Program Executive Officer (PEO); Program
Manager (PM) and Deputy PM (DPM) positions for Major Defense Acquisition Programs
(MDAPs) (and Major Automated Information Systems (MAISs)); PM and DPM positions for
significant nonmajor defense acquisition programs; and Senior Contracting Official positions.
E2.1.3.4.4. The CAE is responsible for establishing position requirements for KLPs.
The CAE may prescribe unique additional minimum requirements above those already
applicable to CAPs and may establish tenure requirements tailored to significant milestones,
events or efforts.
E2.1.3.4.5. In exceptional circumstances the CAE, as specified in enclosure 5, may
waive CAP position requirements.
E2.1.3.5. Specific Contracting Career Field Requirements.
E2.1.3.5.1. The 1102 occupational series, similar military positions, Contracting
Officer positions, specified developmental positions, and the Contingency Contracting Force
(CCF) have statutory qualification requirements which are included in enclosure 6.
E2.1.3.5.2. In exceptional circumstances the CAE may waive qualification
requirements as indicated in enclosure 6.

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E2.2. AT&L WORKFORCE
E2.2.1. AT&L Workforce Career Development Programs are structured to support the
continuing professional development of the AT&L Workforce throughout their careers. These
programs support the attainment of acquisition competencies and continuous learning to include
updates on evolving policies and procedures. Managers and supervisors are responsible for
providing their employees with the opportunity to participate in these AT&L Workforce career
development programs.
E2.2.2. Opportunities for Civilians to Qualify. The Heads of the DoD Components, acting
through the CAEs, shall ensure that civilian personnel are provided the opportunity to acquire the
education, training, and experience necessary to qualify for senior AT&L positions to include
KLP.
E2.2.3. Competencies. AT&L Workforce competencies include the knowledge, skills and
abilities to shape intelligent business decisions to support the Department of Defense in
delivering goods and services to the warfighter. Members are expected to possess the
competencies necessary to perform in their current assignment and develop their potential for
career progression. Categories of competencies include: Leadership competencies that the DoD
Components shall establish and communicate to their entire workforce; Core Acquisition
competencies that the FAs identify for application across the AT&L Workforce; and Functional
competencies that the FAs establish for their specific AT&L career fields.
E2.2.3.1. The DAU shall publish the core acquisition and functional competencies.
E2.2.3.2. The DoD Components shall provide access to opportunities for attainment of
Leadership competencies.
E.2.2.4. Competency Development and Management. AT&L Workforce members are
expected to improve their core acquisition, functional, and leadership competencies and
performance capabilities through education, training, and experience throughout their career.
E2.2.4.1. Career field FAs shall identify, define, and maintain current functional and core
competencies required for certification within a career field.
E2.2.4.2. The DoD Components shall provide education, training, and experience
opportunities; prioritize and register AT&L Workforce members who meet course prerequisites
for DAU courses and ensure appropriate workplace experience is obtained between DAU
training events. The objective of these activities is to develop a professional, agile, motivated
workforce and to ensure that individuals are qualified to perform the requirements of their
position.
E2.2.4.3. The DoD Components shall establish and provide other developmental
opportunities for AT&L Workforce members as required.

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E2.2.4.4. The DAU, in coordination with the FAs and the WMG, shall develop, maintain,
and provide a competency achievement model.
E2.2.5. Mobility. The CAEs shall encourage positional, functional, and/or geographic
mobility of the AT&L Workforce at all levels within the career development framework. The
CAEs shall establish appropriate mobility requirements to meet their workforce management and
career development needs and may require Acquisition Corps members to sign mobility
agreements according to reference (i).
E2.2.6. AT&L Workforce Learning Environment and Resources. The AT&L philosophy is
that career development programs and workforce competency achievement are significantly
dependent on a strong learning environment. A strong learning environment is enabled through
proactive leadership support; high quality, performance-enhancing learning resources; and
workforce member competence in using those resources. Both AT&L and the Components
provide the AT&L workforce access to a breadth of learning resources.
E2.2.6.1. The AT&L framework for addressing workforce learning environment needs
and capability is the AT&L PLM. The PLM represents the support network of DAU learning
resources that, along with component and workplace resources, are a large part of the workforce
learning environment. The PLM includes training courses, performance support, continuous
learning, knowledge sharing resources, and other learning assets as appropriate. Additional
information on the PLM can be found in the DAU Catalog (reference (k)).
E2.2.6.2. Training courses include certification, assignment specific, and other courses
provided to meet special competency requirements.
E2.2.6.2.1. The DAU, in coordination with the FAs, shall develop and offer
acquisition certification courses that address competency requirements. The DAU Catalog lists
the requirements for all AT&L career fields.
E2.2.6.2.2. The DAU, in coordination with the FAs, shall develop and provide
acquisition assignment specific training required for a specific assignment, job, or position.
E2.2.6.2.3. The DAU Catalog identifies prerequisite course requirements to ensure
that students possess competencies that are necessary for successful completion of certain
courses. Students must either take the required prerequisite courses or demonstrate attainment of
the prerequisite competencies through such processes as fulfillment, testing or successful
completion of equivalent courses according to the competency achievement model.
E2.2.6.3. Performance support is tailored to the customer needs and may include
consulting, coaching, and/or facilitation. Rapid Deployment Training provides the workforce
information on emerging initiatives and is delivered within days of new policy implementation.
Targeted training is tailored to the specific needs of an organization or integrated product team.

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E2.2.6.4. The DoD Components and the DAU shall provide a variety of learning assets
to support the continuous learning needs of the workforce. The DAU Continuous Learning
Center provides the workforce on-line continuous learning modules for just-in-time training,
professional development, and currency needs.
E2.2.6.5. Knowledge sharing capability for the workforce is supported by the AT&L
Knowledge Sharing System (AKSS). The AKSS provides access to a variety of on-line tools
and reference materials. The Acquisition Community Connection provides the workforce
capability to participate in online communities of practice that involve discussion forums where
lessons learned and best practices can be shared.
E2.2.7. Certification. Certification recognizes the level to which a member of the AT&L
Workforce has achieved functional and core acquisition competencies required by a specific
career field. DoD Components certify members of the AT&L Workforce using the uniform DoD
certification standards.
E2.2.7.1. Certification Levels. These functional and core acquisition competencies have
been divided into three levels: basic (Level I); intermediate (Level II) and advanced (Level III).
E2.2.7.1.1. Basic (Level I). Basic certification standards are designed to establish
fundamental qualifications and expertise in the individual’s career field. In addition to
participating in education and training courses, individuals are expected to develop their required
competencies through appropriate on-the-job experience, including rotational assignments.
E2.2.7.1.2. Intermediate (Level II). At the intermediate level, individuals should
initially emphasize functional specialization. Individuals should also engage in career
broadening experiences to provide breadth and depth. These broadening experiences should
provide the competencies and skills necessary to assume positions of greater responsibility. This
may involve multi-functional experience and development.
E2.2.7.1.3. Advanced (Level III). At the advanced level, individuals should attain
the appropriate functional and core competencies to fill CAPs, and will comprise the pool from
which individuals will be selected to fill KLPs.
E2.2.7.2. An individual cannot be certified through a waiver. Certification can only be
achieved by meeting mandatory certification standards. However, as specified in subparagraph
E2.4.1.2. of this Instruction, individuals do not have to be certified prior to going into a Level I,
II, or III AT&L position.
E2.2.7.3. When certification standards are changed, an individual certified at a particular
level remains certified at that level regardless of any new requirements made effective after
certification. Individuals not currently certified at that level must meet the new certification
standards.

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E2.2.8. Continuous Learning. Members of the AT&L Workforce and their supervisors shall
establish individually tailored plans for continuous learning in order to increase functional
proficiency, maintain currency, increase leadership and cross-functional competencies, and keep
pace with initiatives in the dynamic AT&L environment.
E2.2.8.1. Members shall acquire a minimum of 40 continuous learning points (CLPs)
every fiscal year as a goal and 80 CLPs being mandatory within 2 years.
E2.2.8.2. Members may count certification training towards CLPs.
E2.2.8.3. Components should give priority to providing certification training over other
continuous learning activities.
E2.2.8.4. Data on the number of personnel required to meet standards and the percentage
of attainment shall be reported by the Components to DAU annually.
E2.2.9. Competency Development After Level III Certification. Once the individual has
completed Level III certification in their primary career field, he or she is expected to continue
professional development through training, education, and assignments. Continued competency
development and continuous learning efforts are expected by all AT&L workforce members.
E2.2.9.1. PEOs, PMs and DPMs for MDAPs, MAIS and significant non-major
programs, are required to complete the DSMC PM Courses or DAU equivalent as listed in the
DAU Catalog. The CAEs may waive the course requirement as authorized in enclosure 5 and
reference (i).
E2.2.9.2. Senior Acquisition Course. A senior acquisition course has been established at
the Industrial College of the Armed Forces, National Defense University. Information is
available in the DAU catalog.
E2.2.10. Contracting Professional Development Program. The DoD Components may
establish a Contracting Professional Development Program, as authorized under Section 1724 (e)
of title 10, U.S.C. (reference (i)), and accept individuals into civil service positions in the
program for a probationary period of up to 3 years in order to complete the statutory educational
requirements specified in subsection 1724 (a)(3) (reference (i)). See enclosure 6.

E2.3. DEFENSE ACQUISITION CORPS
E2.3.1. General. The USD(AT&L) shall establish the criteria for the single Defense
Acquisition Corps (hereafter referred to as the “Acquisition Corps”). The purpose of the
Acquisition Corps is to create a pool of highly qualified AT&L personnel to fill CAPs. The
AT&L WMG shall develop any common Acquisition Corps processes that may be required.
Execution responsibility is delegated to the DoD Components, to include the authority to manage
the selection for Acquisition Corps membership in the DoD Component.

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E2.3.2. Eligibility. Membership in the Acquisition Corps can only be achieved by meeting
the uniform eligibility criteria for the Acquisition Corps identified in Enclosure 7. An individual
cannot become a member of the Acquisition Corps through a waiver.
E2.3.3. Mobility Agreements. The CAEs may establish mobility requirements to meet their
workforce management and career development needs and may require Acquisition Corps
members to sign mobility agreements according to reference (i).

E2.4. SELECTION AND PLACEMENT OF PERSONNEL IN AT&L POSITIONS
E2.4.1. Selection of individuals for AT&L positions shall be according to the requirements
established by the CAEs, overarching DoD military and civilian personnel systems, and the
AT&L Workforce Education, Training, and Career Development Program. Selections shall be
made according to merit principles and adherence to rules governing prohibited personnel
practices (title 5 U.S.C., Chapter 33, section 2301 and 2302 (references (l)).
E2.4.1.1. These position requirements shall be used as quality ranking factors for civilian
selections to all AT&L positions. When applying the ranking factors, comparable certifications
from non-DoD sources and comparable experience and training at other agencies or private
sector entities may be credited according to Program guidance.
E2.4.1.2. Organizations are responsible for ensuring timely development of individuals
to ensure they attain the competencies necessary to meet requisite certification requirements.
When individuals are placed on an AT&L position, the DoD Component shall either document
the determination that the individual has satisfied appropriate certification and assignment
specific training requirements, or establish a plan for the individual to meet the requirements
within 24 months of placement or other period established by the CAE. In the event an
individual does not meet position requirements within established timeframes, a waiver must be
obtained according to DoD Component procedures to remain in the position.
E2.4.1.3. Applicants from outside the AT&L Workforce shall be evaluated by the hiring
authority for experience, education, and training comparable to required AT&L
competencies/certification levels. Subparagraph E2.4.1.2. shall apply once an applicant from
outside the AT&L Workforce is placed on an AT&L position.
E2.4.1.4. The DoD Components shall provide for the selection of the best qualified
individual, consistent with applicable laws and regulations.
E2.4.2. CAPs must be filled only by Acquisition Corps members. In addition, Defense
Acquisition Workforce Improvement Act (DAWIA) Level III certification or equivalent is
highly desired for selection to a CAP. In exceptional circumstances the CAE, as specified in
enclosure 5, may waive CAP requirements.

15

ENCLOSURE 2

DoDI 5000.66, December 21, 2005

E2.4.2.1. Assignments to CAPs that have not been designated as a KLP must be for a
period of at least three years according to reference (i) and shall be supported by a written tenure
agreement. For CAPs not designated as KLPs, the following actions are acceptable deviations
from this tenure requirement: Promotion; reassignment to a command/command-equivalent
position; separation; retirement; removal for cause; reduction-in-force; mobilization; assignment
to military theater/zone of operation; elimination of position; or reassignment due to program
cancellation, merger, or organizational realignment (see enclosure 3 for the CAP Tenure
Agreement). In exceptional circumstances not listed above, the CAE, as specified in enclosure 5,
may waive CAP tenure requirements. When management initiates reassignments to another
CAP not designated as a KLP within the same PEO or equivalent portfolio of programs,
management officials at the Flag, General Officer, or SES level may either require a new tenure
agreement or, when appropriate, may permit existing tenure agreements to remain in force. If
the reassignment is to a different portfolio, or to a KLP, a new tenure agreement is required.
E2.4.2.2. Each assignment to a KLP shall be supported by a written tenure agreement
that addresses tenure requirements based on the unique requirements of the specific program or
effort to be performed, such as significant milestones, events or efforts. KLP tenure agreements
shall be between individuals and the CAE. Generally, KLP tenure periods should be as
prescribed by reference (i) for the position; however, there may be circumstances in which an
appropriate major milestone, event or effort may require a shorter time period. When the agreed
upon tenure period for a KLP is less than prescribed by reference (i) for the position, the tenure
agreement is deemed to constitute a waiver of that requirement. (See enclosure 4 for KLP Tenure
Agreement.)
E2.4.2.3. Criteria used to determine best qualified candidates for KLPs should include,
but are not limited to:
E2.4.2.3.1. Level III certification in any AT&L career field.
E2.4.2.3.2. Functional area competencies in additional AT&L career field(s).
E2.4.2.3.3. Cross functional assignments/rotations.
E2.4.2.3.4. Broadening assignments, e.g. Service Headquarters/Office of the
Secretary of Defense/Joint/Industry /Operational.
E2.4.2.3.5. Relevant advanced academic degree.
E2.4.2.3.6. Senior Service School (or equivalent).
E2.4.2.3.7. Leadership training and experience.
E2.4.2.3.8. Demonstrated experience integrating functional, core, and leadership
competencies.

16

ENCLOSURE 2

DoDI 5000.66, December 21, 2005

E2.4.2.4. Before an individual is assigned to a KLP as a PEO, or PM for a program
where the DAE is the milestone decision authority, the CAE shall consult in advance with the
DAE. Such consultation may be in writing or as agreed to by the DAE.

E2.5. AT&L WORKFORCE METRICS
E2.5.1. The WMG shall develop appropriate metrics on the AT&L Workforce Education,
Training, and Career Development Program to ensure a sufficient pool of highly qualified
individuals is being prepared to enter the Acquisition Corps and for assignment to CAPs and
KLPs. Additionally, the WMG shall provide appropriate metrics so the USD(AT&L) and the
SSB have appropriate oversight and accountability for management and career development of
the AT&L Workforce.
E2.5.1.1. The DoD Components shall submit regular and recurring reports on
performance toward established metrics for the USD(AT&L) and SSB review, in order to ensure
consistent and uniform implementation.
E2.5.1.2. KLP Metrics. The USD(AT&L) shall develop and maintain appropriate
metrics regarding waivers and tenure for KLPs. Metrics data shall be provided by the DoD
Components to the chair of the WMG for review by the SSB.

17

ENCLOSURE 2

DoDI 5000.66, December 21, 2005

E3. ENCLOSURE 3
CRITICAL ACQUISITION POSITION SERVICE AGREEMENT

18

ENCLOSURE 3

DoDI 5000.66, December 21, 2005

E4. ENCLOSURE 4
CRITICAL ACQUISITION POSITION SERVICE AGREEMENT
KEY LEADERSHIP POSITION (KLP)

19

ENCLOSURE 4

DoDI 5000.66, December 21, 2005

E5. ENCLOSURE 5
CRITICAL ACQUISITON POSITON (CAP) REQUIREMENTS
AND WAIVER AUTHORITY

CAPs
All CAPs

CAP Requirements
• Member of the Acquisition Corps.
---------------------------• Level III Certification in primary career
field within 24 months of assignment to
the position unless other period identified
by CAE.

Position Requirements
Waiver:
Approval Authority1
• Acquisition Corps
Membership2: CAE
-----------------------• Certification period: CAE

----------------------------

CAP not designated
as KLP

CAP designated as
KLP (KLP CAP)

-----------------------Tenure period: CAE

• Execute a written tenure agreement.

•

• Member of the Acquisition Corps.

• Acquisition Corps
Membership2: CAE
--------------------------

-----------------------------• Level III Certification in primary career
field within 24 months of assignment to
the position unless other period identified
by CAE.
--------------------------------• 3-year tenure period.
Execute a written tenure agreement
(DD Form 2888). 3
• Member of the Acquisition Corps.
-------------------------• Level III Certification in primary career
field within 24 months of assignment to
the position unless other period identified
by CAE.
• Additional position requirements may
apply to KLPs as determined by law or
the CAE.
---------------------------• 3-year tenure period may be tailored by
CAE based on unique program
requirements (see E2.4.2.2).
Execute a written tenure agreement
(DD Form 2889).

20

• Certification period: CAE

------------------------------• Tenure period: CAE
• Acquisition Corps
Membership2: CAE
---------------------• Certification period: CAE

---------------------------• Tenure period: CAE

ENCLOSURE 5

DoDI 5000.66, December 21, 2005

General and Flag Officers
and Civilians in equivalent
positions
(KLP CAP if designated by
CAE)

PEO
(KLP CAP)

PM for MDAPs and MAISs
(ACAT I/IA)
(KLP CAP)

DPM for MDAPs and
MAISs (ACAT I/IA)
(KLP CAP)

PM for Significant Nonmajor
And Other Designated
Programs (ACAT II)
(KLP CAP)

In addition to CAP or KLP CAP
requirements:
• 10 years acquisition experience in an
AT&L position, at least 4 years of which
performed while assigned to a CAP.
----------------------------• 3 year tenure period (may be tailored by
CAE based on unique program
requirements if a KLP CAP) (see
E2.4.2.2).
Execute a written tenure agreement.
In addition to KLP CAP requirements:
• 10 years acquisition experience in an
AT&L position, at least 4 years of
which performed while assigned to a
CAP.
• Served as a PM or DPM.
• DSMC PM Course or Equivalent.
---------------------• 3-year tenure period or as tailored by
CAE based on unique program
requirements (see E2.4.2.2).
Execute a written tenure agreement.
In addition to KLP CAP requirements:
• 8 years acquisition experience in
acquisition, at least 2 years in a program
office or similar organization.
• DSMC PM Course or Equivalent.
----------------------• Tenure period: Milestone closest to 4
years or as tailored by CAE based on
unique program requirements (see
E2.4.2.2).
Execute a written tenure agreement.
In addition to KLP CAP requirements:
• 6 years acquisition experience with at
least 2 years in a program office or
similar organization.
• DSMC PM Course or Equivalent
-----------------------• Tenure period: Milestone closest to 4
years or as tailored by CAE based on
unique program requirements (see
E2.4.2.2).
Execute a written tenure agreement.
In addition to KLP CAP requirements:
• 6 years acquisition experience.
• DSMC PM Course or Equivalent.
----------------------• 3-year tenure period or as tailored by
CAE based on unique program
requirements (see E2.4.2.2).
Execute a written tenure agreement.

21

• Statutory Requirements4:
CAE

----------------------• Tenure period: CAE

• Statutory Requirements4:
CAE

-------------------• Tenure period: CAE
• Statutory Requirements4:
CAE

-----------------• Tenure period: CAE

• Statutory Requirements4:
CAE

----------------• Tenure period: CAE

• Statutory Requirements4:
CAE

-------------• Tenure period: CAE

ENCLOSURE 5

DoDI 5000.66, December 21, 2005
DPM for Significant
Nonmajor and Other
Designated Programs
(ACAT II)
(KLP CAP if determined by
CAE)

Senior Contracting Official
(KLP CAP if determined by
CAE)

In addition to CAP or KLP CAP
requirements:
• 4 years acquisition experience.
• DSMC PM Course or Equivalent.
-----------------------• 3-year tenure period (may be tailored by
CAE based on unique program
requirements if a KLP CAP) (see
E2.4.2.2).
Execute a written tenure agreement.
• At least 4 years of contracting
experience.
• See Enclosure 5 for education
requirements.
----------------------• 3-year tenure period (may be tailored by
CAE based on unique program
requirements if a KLP CAP) (see
E2.4.2.2).
Execute a written tenure agreement.

• Statutory Requirements4:
CAE

--------------------• Tenure period: CAE

•

Statutory Requirements4:
CAE

--------------------• Tenure period: CAE

1 Waiver

2

3

4

is limited to the assignment of an individual to a particular AT&L Position. Each waiver must be done on
a case-by-case basis. Process waivers according to the Desk Guide for AT&L Workforce Career Management
and DoD Component procedures.
The requirement to fill a CAP with an Acquisition Corps member may be waived. The Position Requirements
Waiver allows management to assign a non-Acquisition Corps member to a particular CAP on a one-time basis.
The waiver can be for the duration that the employee on whose behalf it was granted occupies the particular
position for which it was granted or may be for a specified period of time established for the individual to obtain
Acquisition Corps membership. The Position Requirements Waiver must be approved before the individual can
be assigned to the position.
As identified on the CAP tenure agreement, additional waiver documentation is not required for CAPs not
designated as KLPs when the following deviations apply: promotion; reassignment to a command/commandequivalent position; separation; retirement; removal for cause; reduction in force; mobilization; assignment to
area of military operation; elimination of position; or reassignment due to program cancellation, merger or
organizational realignment.
Acquisition Corps members who are assigned to these particular types of positions and who do not meet the
statutory requirements may be assigned for up to 6 months without a Position Requirements Waiver. Position
Requirements Waivers are required at the time of assignment for Acquisition Corps members who cannot meet
the requirements within 6 months and for all non-Acquisition Corps members.

22

ENCLOSURE 5

DoDI 5000.66, December 21, 2005

E6. ENCLOSURE 6
1102 OCCUPATIONAL SERIES, SIMILAR MILITARY POSITIONS AND
CONTRACTING OFFICER POSITION REQUIREMENTS

Qualifications

Contracting Officers:**
Employees, regardless of
grade, series, or career field,
and members of the Armed
Forces (other than the Coast
Guard) who award or
administer contracts above the
simplified acquisition
threshold.
Occupational Series 1102
And similar military positions

Complete all
Required
Contracting
Courses for
Grade level

2 Years
Contracting
Experience

Baccalaureate
Degree (from an
accredited
Educational
Institution)

24 Semester
Credit Hours
in Business
Disciplines*

Waiver
Authority

X

X

X

X

CAE

X

X

CAE

*Business disciplines include: Accounting, Business, Finance, Law, Contracts, Purchasing, Economics, Industrial
Management, Marketing, Quantitative Methods, or Organization and Management. The 24 semester credit hours (or
the equivalent) must be earned from an accredited institution of higher education.
** Contracting officer positions may include additional qualification requirements based on the dollar value and
complexity of the contracts awarded or administered in the position.

E6.1. QUALIFICATION REQUIREMENTS FOR CONTRACTING OFFICERS AND
CONTRACTING POSITIONS
E6.1.1. Exceptions to Education Requirements. The education requirements do not apply to
a DoD employee or member of the Armed Forces who:
E6.1.1.1. Served as a contracting officer with authority to award or administer contracts in
excess of the simplified acquisition threshold (SAT) on or before September 30, 2000;
E6.1.1.2. Served in an 1102 position or as a member of the Armed Forces in a similar
occupational specialty on or before September 30, 2000;
E6.1.1.3. Is a member of a CCF (see section E6.2. for alternative qualification
requirements for the CCF); or
E6.1.1.4. Is being considered for, or serving in, a position under an approved Professional
Contracting Developmental Program (see section E6.3. for alternative qualification requirements
for Developmental positions).

23

ENCLOSURE 6

DoDI 5000.66, December 21, 2005

E6.1.2. Situations that Meet the Exceptions to Education Requirements Include:
E6.1.2.1. Is a current DoD employee not currently holding an 1102 position but who held
an 1102 position within an agency outside DoD on or before September 30, 2000.
E6.1.2.2. Is a member of the Armed Forces who held an 1102/comparable position on or
before September 30, 2000 and subsequently applies for an 1102 PRIOR to retirement or
separation from the Armed Forces.
E6.1.3. Situations that DO NOT Meet the Exception to Education Requirements Include:
E6.1.3.1. A current Federal employee occupying an 1102 position in any agency outside
the Department of Defense.
E6.1.3.2. Any member of the Armed Forces who is applying for an 1102 position
AFTER retirement or separation from the Armed Forces.
E6.1.4. Waiver. In exceptional circumstances, the CAE may waive qualification
requirements for current DoD employees or members of the Armed Forces if the CAE
determines that the individual possesses significant potential for advancement to levels of greater
responsibility and authority, based on demonstrated job performance and qualifying experience.
For any current DoD employee or member of the Armed Forces who has not occupied an 1102
or similar military occupational specialty, a waiver of qualification requirements must be
approved prior to appointment to an 1102 position or similar military occupational specialty.
Process waivers according to the Desk Guide for AT&L Workforce Career Management and
DoD Component procedures.

E6.2. QUALIFICATION REQUIREMENTS FOR THE CCF
E6.2.1. Definition of CCF. The CCF for each Military Department consists of members of
the Armed Forces whose mission is to deploy for contingency operations and other operations of
the Department of Defense to provide necessary contracting support.
E6.2.2. Development Criteria. To prepare for the CCF, the member must:
E6.2.2.1. Complete at least 24 semester hours or the equivalent from an accredited
institution of higher education or similar educational institution in any of the business
disciplines, or:
E6.2.2.2. Pass an examination that demonstrates skills, knowledge or abilities
comparable to that of an individual who has completed at least 24 semester credit hours or
equivalent in any of the business disciplines. The examination may be a written examination or
may be an examination of the member’s record for training, education and experience that
demonstrates potential for business acumen and other characteristics that show promise for

24

ENCLOSURE 6

DoDI 5000.66, December 21, 2005

success in the contracting field or Military Occupation Specialty. Military training and education
that has obtained accreditation or equivalent may be considered.
E6.2.3. Accession Criteria. To enter the CCF:
E6.2.3.1. A member must complete any testing required by the Military Department
concerned to determine the member’s suitability for the contracting career field.
E6.2.3.2. The Military Department must complete a record review of any education from
an accredited institution of higher learning accomplished by the member, for the purpose of
determining the member’s current level of accomplishment towards meeting the minimum 24semester hour requirement. This review should be documented upon arrival at the member’s
initial duty station and a plan developed to achieve the required 24 semester hours.
E6.2.4. Deployment Requirements.
E6.2.4.1. Each of the Military Departments shall establish a minimum amount of
experience and/or training required for each CCF member prior to a deployment. The minimum
training should include training in Government contracting principles, simplified acquisition
procedures, contingency contracting and Government purchase card, as appropriate.
E6.2.4.2. Warrants. The training and experience of the CCF member shall be considered
before issuing a warrant at or below the SAT. CCF members appointed as contracting officers
with authority to award or administer contracts above the SAT shall meet the qualification
requirements identified in this Enclosure for contracting officers above the SAT, with the
exception of a college degree.
E6.2.5. Certification. When not deployed, CCF members that are part of the AT&L
workforce and assigned to AT&L positions must meet all certification requirements for that
position.

E6.3. DEVELOPMENTAL POSITIONS UNDER 10 U.S.C. 1724(e) (reference (i))
E6.3.1. The Heads of the DoD Components who choose to establish a Component
Contracting Professional Development Program as authorized under 10 U.S.C. 1724(e)
(reference (i)) (see paragraph E2.2.10.) will provide a proposed program implementation plan to
the USD(AT&L) for approval in coordination with the Under Secretary of Defense for Personnel
and Readiness (USD(P&R)) prior to implementation. At a minimum, each DoD Component’s
proposed implementation plan shall include copies of notices provided to participants advising
them of program terms and conditions; copies of program agreements to be signed by
participants; and an explanation of how the DoD Component intends to remove from their
positions individuals who do not attain the educational requirements of 10 U.S.C. 1724
(reference (i)) by the end of the 3-year probationary period.

25

ENCLOSURE 6

DoDI 5000.66, December 21, 2005

E6.3.2. Each program agreement must, at a minimum, include:
E6.3.2.1. The terms of the program as implemented by the appointing DoD Component
and approved by the USD(AT&L) and the USD(P&R).
E6.3.2.2. The terms of any applicable service agreement that may have been established.
E6.3.2.3. Notice of consequences if the individual fails to complete the educational
requirements established in 10 U.S.C. 1724(c)(1)(C) (reference (i)).
E6.3.3. DoD Component programs shall require that participants in their programs:
E6.3.3.1. Have been awarded a baccalaureate degree, with a grade point average of at
least 3.0 on a 4.0 scale (or the equivalent), from an accredited institution of higher education
authorized to grant baccalaureate degrees; OR have completed at least 24 semester credit hours
or the equivalent of study from an accredited institution of higher education in any of the
disciplines of accounting, business, finance, law, contracts, purchasing, economics, industrial
management, marketing, quantitative methods, or organization and management;
E6.3.3.2. Meet the qualification requirements of the grade level of the position for which
they have applied; and
E6.3.3.3. Sign an agreement with the terms and conditions of the appointment to the
developmental position. Each agreement must, at a minimum, include:
E6.3.3.3.1. The terms of the program as implemented by the appointing DoD
Component and approved by the USD(AT&L) and the USD(P&R).
E6.3.3.3.2. The terms of any applicable service agreement that may have been
established.
E6.3.3.3.3. Notice of consequences if the individual fails to complete the
educational requirements established in 10 U.S.C. 1724(e)(1)(C) (reference (i)).
E6.3.4. If a DoD Component selects for the program a current Federal employee who has
successfully completed a probationary period (as defined in 5 U.S.C (reference l), or the
equivalent), and the employee fails to complete education requirements established in 10 U.S.C.
1724(e)(1)(C) (reference (i)) for reasons unrelated to misconduct or suitability within the 3-year
time limit provided in law, the employee shall be removed from the program and reassigned to a
position of equivalent status, tenure and pay outside the 1102 series for which he or she qualifies,
if such a position is available. Otherwise, the Component shall utilize applicable adverse action
procedures to remove the employee from his or her position in the 1102 series.

26

ENCLOSURE 6

DoDI 5000.66, December 21, 2005

E6.3.5. If a DoD Component selects for the program a new Federal appointee who has not
previously successfully completed a probationary period (as defined in 5 U.S.C. (reference (m)),
or the equivalent), the DoD Component may utilize the 3-year probationary period established
under 10 U.S.C. 1724(e) (reference (i)) to separate the employee if he or she fails to complete the
educational requirements established in 10 U.S.C. 1724 (e)(1)(C) ( reference (i)). Otherwise, the
DoD Component shall treat the employee as a probationary employee for the first 12 months of
employment and, thereafter, utilize those adverse action procedures that would have applied to
the employee after 1 year of employment had he or she not been appointed into the
developmental program to take the appropriate adverse action (up to and including removal from
federal service) against the employee.
E6.3.6. The DoD Components may establish arrangements with accredited educational
institutions to enable persons selected for this program to fulfill the requirements for entry into
the 1102 series. The DoD Components may use this program in addition to other DoD
developmental programs already in place, and may use existing arrangements with accredited
educational institutions offering courses that provide credit towards DAWIA certification as well
as degree completion.
E6.3.7. The DoD Components shall maintain records on the number of participants and their
progress in the program and shall evaluate the success of the program in meeting their
requirements.

27

ENCLOSURE 6

DoDI 5000.66, December 21, 2005

E7. ENCLOSURE 7
ACQUISITION CORPS ELIGIBILITY CRITERIA1,2
… EDUCATION, SATISFY BOTH THE DEGREE AND COURSEWORK
REQUIREMENTS:
… Degree, one of the following:
o Baccalaureate degree from an accredited3 educational institution, or
o Possess significant potential for advancement to levels of greater responsibility
and authority, based on demonstrated analytical and decision-making
capabilities, job performance, and qualifying experience, as determined by the
CAE according to criteria approved by the AT&L Workforce Senior Steering
Board.4
… Coursework,5 one of the following:
o 24 semester credit hours6 from among the following disciplines: accounting,
business, finance, law, contracts, purchasing, economics, industrial
management, marketing, quantitative methods, and organization and
management; or
o Both of the following:
… 24 semester credit hours3 in the person’s AT&L career field, and
… One of the following:
o 12 semester credit hours3 in the disciplines listed above in italics, or
o Training equivalent to 12 semester credit hours in the disciplines listed
above in italics.6
… EXPERIENCE:
… 4 years of service in an AT&L position either in the DoD or in a comparable
position in industry or government.

… Mandatory criterion { Option for meeting a mandatory criterion.
The CAE may establish mobility requirements to meet their workforce management and career development needs
and may require Acquisition Corps members to sign mobility agreements according to reference (i).
3
Degrees and credit hours must be from an institution of higher education that is accredited by a regional agency
which is approved by the Secretary of Education to grant accreditation. Quarter- or trimester-hours must be
converted to semester hours.
4
Applicant must submit qualifying evidence for evaluation.
5
The coursework requirement is not applicable to any DoD employee who, on October 1, 1991, has at least 10 years
of experience in acquisition positions in DoD or in comparable positions in other government agencies or the private
sector.
6
Equivalency is determined by the conversions of training courses to credit hours that are recommended by the
American Council on Education.
1
2

28

ENCLOSURE 7

DoDI 5000.66, December 21, 2005

… CERTIFICATION LEVEL:
o DoD civilian or military – certified at AT&L career level II or above.
o Individual from outside DoD selected for a critical acquisition position – qualified
for certification at AT&L career level II or above.7
… OTHER:
… Eligible for selection to a Critical Acquisition Position as addressed in the Desk
Guide for AT&L Workforce Career Management.
… Satisfy any additional requirements88 prescribed by the Military Department or
DoD Component and approved by the AT&L Senior Steering Board.

7

Individual must submit qualifying evidence for evaluation. Certification requirements are published in the DAU
Catalog.
8
See footnote 2 above. An agreement to accept geographic mobility is among the additional requirements that may
be applied.

29

ENCLOSURE 7