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Position Descriptions For The Contract Professional

General position descriptions for contract management practitioners have been developed to provide members of the profession a common starting point for discussions related to professional grade and salary levels, performance expectations, and expected (or required) skills and experience required for advancement through professional levels.

Contract activity has been divided into three levels: entry, mid and senior levels. Certain skills and experience are required for accomplishment of complex and/or strategic contract objectives – at both mid and senior levels – whether or not the professional who demonstrates those skills and experience manages professionals at lower levels. Therefore, two separate job descriptions within both the mid and senior level descriptions have been developed: one for management and one for “technical experts” as individual contributors.

No distinction has been made as to whether contract activity is performed for public (federal, state and/or local government) customers, or strictly commercial entities. The required skills and experience levels remain the same, even though the contract professional may need to master those skills with specific knowledge and in the context of public procurement regulations, or with primary reliance on commercial contract principles embodied in the Uniform Commercial Code.

No distinction has been made as to whether contract activity is conducted directly with the ultimate (prime) customer; or whether the activity is conducted with third parties (subcontractors) in fulfillment of prime contracts. Simple purchasing (and routine or simple subcontract activity) is not intended to be included. But the descriptions are broad enough to encompass the required skills and experience necessary to accomplish significant, major and/or complex and strategic subcontracts and partnering alliances critical to the success of the business.

No specific titles are designated for any position levels. Too many variations in professional titles – and modifiers to those titles – make it difficult to compare and contrast personnel management within the profession. It is the responsibility level, required skills and experience, and interface relationships that are the important focus of these descriptions.

Position descriptions have not been developed for the lowest level contract position – deemed to be strictly clerical in nature; or the highest-level contract position – deemed to be executive level where the individual may function as a corporate officer.