Civilian Steps to Planning Your Acquisition Career
The Army acquisition workforce is composed of civilian and military professionals who support the various phases of the acquisition life cycle. The Army Acquisition Career Development Model, shown below, provides guidance to civilian and military Army acquisition workforce personnel regarding their acquisition careers. The model lays out the statutory certification training for all workforce members; the professional education and leadership training specific to acquisition civilians, military and non-commissioned officers; and the functional, broadening, and strategic experience suggested to attain the pinnacle of an acquisition career. All this information is tied to where an acquisition workforce member is in their career based on grade/rank; hence, providing a guide to ensure one is on track toward career success.
|SPECIFIC ACQUISITION CAREER FIELD GUIDANCE FOR THE CIVILIAN WORKFORCE!
The Army acquisition population is diverse and crosses 13 Acquisition Career Fields (ACFs). The Army DACM Office has developed Career Models for each ACF which are intended as notional guides for professional growth and a well-rounded ACF experience. Not every opportunity presented on the models is required, nor suited for everyone. Within the models, courses/programs are hyperlinks which connect to dedicated website pages for each course/program where additional information may be found. Acquisition workforce employees, along with their supervisors, should use these models as tools for developing a plan to advance throughout one’s acquisition career. Additional information on the ACFs may be found may be found in the DAU icatalog.
Click on the ACF below to see the career model:
Step One – Prepare an Acquisition Career Record Brief (ACRB):
Step Two – Review Certification Requirements:
Step Three – Prepare an Individual Development Plan (IDP):
Step Four – Submit your IDP for Approval:
Step Five – Apply for Defense Acquisition University (DAU) Training:
Step Six – Apply for Certification:
Once you are certified…
Continuous Learning Points (CLPs):The Department of Defense (DOD) policy on continuous learning requires each acquisition workforce member earn 40 CLPs every year as a goal and 80 CLPs being mandatory within two years. The 2-year cycle begins 1 October of the even year and runs through 30 September of the following even year. The Department of Defense (DOD) policy on continuous learning ensures that workforce members remain current and relevant throughout their acquisition careers. The automated IDP is the document used to annotate activities that count toward continuous learning and can be found at CAPPMIS. For DAU courses (including Continuous Learning Modules), your CLPs will be automatically entered into your ACRB/IDP via the training update process using the Army Training Requirements and Resources System (ATRRS). It may take up to two weeks after completion of the course before the data is transferred to the ACRB/IDP. For all other coursework, you must enter the course in your IDP, annotate completion, and request corresponding CLPs be awarded by your supervisor. Note to TED users: TED users do not need to manually add course completions to CAPPMIS. The CLPs for all TED class completions will automatically post to CAPPMIS when the record is moved to “history.” In some cases, completion of a TED course survey is required before the record will move to “history.” Non-training events can be input directly into TED history, and will post to CAPPMIS after supervisor approval of the CLPs.
Developmental Opportunities:Developmental opportunities exist at every grade and at all command/organizational levels. You should consider numerous experiences at every level to develop both breadth and depth within your acquisition career level. Speak to your supervisor/mentor about developmental opportunities.
ACF Specific Professional Certifications:ACF specific professional certifications are an additional level of professional recognition regarding a specific body of knowledge, i.e., Business Finance Certified Defense Financial Manager (CDFM) certification, DoD Financial Managers certification program, Program Manager Professional (PMP), etc.
Career-Broadening Activities:The mark of your proficiency in your acquisition career field is attainment of the level of certification required of your position. Even if your position requires that you achieve Level II certification, you are encouraged to work toward attaining Level III certification in your acquisition career field. The following information is provided to assist you with your career development plan.
- Core Plus – The Core Plus program provides a “roadmap” for acquisition workforce members to attain functional competencies within their ACF beyond the minimum certification standards required for their position. The Core Plus Development Guides can be found in the DAU icatalog (select the “Certification & Core + Development Guides” button). The Core Plus Development Guide is intended to assist employees and their supervisors in preparing an IDP by identifying training, education, and experience beyond certification requirements that may be beneficial to career development or performance in a particular type of assignment. Core Plus activities may also be applied toward the CLP requirement.
- Army Acquisition Corps (AAC) – All Army acquisition workforce employees, regardless of grade level, should be aware of the AAC eligibility requirements. Special attention should be given to the education requirements of the AAC. Employees who do not meet the degree or business hour requirements should place special emphasis on completing those requirements. AAC requirements can be found in the DoDI 5000.66, Enclosure 7. GS-13 (or broadband equivalent) employees who meet AAC requirements should apply using the automated application. Select CAPPMIS on the navigation bar, and then select the AAC MS tab.
- Acquisition Education, Training and Experience (AET) – The AET Catalog outlines those USAASC/Army DACM Office funded opportunities that will assist acquisition workforce members in their career progression. It provides basic information on available opportunities and the process by which to apply. The AET Catalog is divided into three major categories: educational/academic opportunities, functional/technical and leadership training, and experiential and developmental opportunities. Examples of AET programs include the Competitive Development Group/Army Acquisition Fellowship (CDG/AAF) Program, Acquisition Tuition Assistance Program, Naval Postgraduate School Programs, and Senior Service College Fellowship Programs.