Facilities Management Institute

The Facilities Management Institute (FMI) was launched by GSA to ensure transparency and foster collaboration and innovation within a facility management community of practice. This "cloud" Institute allows rapid interaction between the public and private sectors and enables continuous collaboration on core competencies, curriculum, continuing education and knowledge networking by professionals in that community. FMI is designed to promote and accelerate the development of the facility management profession.

FMI helps Federal agencies implement the Federal Buildings Personnel Training Act of 2010 (FBPTA). Congress passed the FBPTA to ensure Federal buildings are operated and maintained at the highest performance levels throughout their lifecycle. As required by the law, GSA consulted with subject matter experts from across government, the private sector, and academia and identified:

  • A set of Core Competencies required for Federal buildings personnel performing facility management, energy management and building operations and maintenance functions;
  • Relevant certificates, certifications, degrees, licenses and registrations, and other qualifications which demonstrate compliance with the Core Competencies;
  • An initial "Recommended Curriculum" to provide a basic level of training for all personnel; and
  • A method to show compliance with Core Competency and education requirements

All personnel responsible for the operation and maintenance of Federal facilities at the building level must demonstrate compliance with the competencies relevant to their positions. GSA's Core Competency Web Tool (CC Web Tool), available at sftool.gov/train, allows Federal personnel to do this. A recorded training, how-to guide and link to a Q&A forum (askFMI@gsa.gov) are available on the FMI website. Federal personnel addressed by the law should use the CC Web Tool to:

  • Select the credentials they hold from a pre-approved list;
  • Generate a personal analysis of gaps in qualifications for the core competencies;
  • Refine the gap analysis to reflect on-the-job and other training not on the list;
  • Viewing a listing of courses available to fill those gaps with links to training sources; and
  • Track progress at the individual, office and regional levels
Last Reviewed: 2021-11-10