USAASC - Career Development

Announcements:

Career Development

(CP-14) Contracting Career Program: Career Planning

The Contracting Career Program Office develops programs that provide contracting and acquisition professionals with the opportunity to enhance professional and personal skills and achieve their career objectives. By focusing on four major areas -- Experience, Education, Training and Self-Development - individuals are empowered to use the information provided here to chart their own course to excellence. For an overview of mandatory and desired achievements in all areas, visit the Master Training Plan and Career Path.

· Experience · Education · Training · Self-Development · Senior Army Workforce (SAW) · Intern Program

Experience

Developmental assignments and significant short-term training opportunities are intended to give employees an experiential look at how the Army performs their mission and functions at headquarters and various Field locations other than their own home station. For example, HQDA cross-training assignments employ an exchange of individuals normally involved in Contracting to outside organizations such as the Judge Advocate General Litigation Center, the Director for Information Systems for Command, Control, Communication and Computers (DISC4), and the Deputy Chief of Staff for Logistics.

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Education

Mandatory and desired levels of academic achievement prepare the workforce to acquire goods and services better, faster and more economically in today's technology-oriented business environment.

Long-term training and Fellowships offers managers who show promise of being able to handle major responsibility the opportunity to work on Capitol Hill, study management at nationally-acclaimed universities, and do research on selected Army projects.

University training ensures that careerists maintain currency and meet mandatory and "desired" levels of academic standards. Tuition assistance is available for employees who are not eligible for the Army Tuition Assistance Program.

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Training

Mandatory certification training ensures that all employees who have similar duties will have the necessary skills to fulfill their responsibilities. "Desired" training is also outlined in the Master Training Plan and Career Path.

Assignment specific training provides unique acquisition knowledge on specific jobs or assignments and helps the workforce stay current with legislation, regulations and policy.

Army leader training focuses on leader development in order to produce confident, competent leaders armed with necessary skills to assume supervisory, management and executive positions.

Acquisition excellence training, sponsored by HQDA, seeks to institutionalize acquisition reform in the Army and re-skill the workforce.

For assistance in planning and obtaining training or professional development contact the Contracting Career Program Office POC or your local Command Intern/Training Coordinator.

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Self-Development

Continuous learning emphasizes professional development throughout your career and supports the continuous learning standard of 80 continuous learning points (CLPs) or 8 continuing education units (CEUs) every two years.

Defense Leadership and Management Program (DLAMP). DLAMP complements the progressive and sequential civilian leadership process and provides the framework for developing future civilian leaders with a DoD-wide capability. The program is open to career civilian employees who occupy permanent GS/GM-13/14/15 (or equivalent level) positions. Specific nomination procedures will be forthcoming with the Army's formal program announcement.

Competitive Development Group (CDG): The CDG is a competitive program that offers high potential acquisition civilian workforce personnel, who are GS13 or demo broadband converted equivalent, expanded training, leadership and other career development opportunities. Upon selection to this program, members are removed from their position of record and reassigned to a CDG position. It is designed to develop civilian acquisition leaders for the Army of the 21st century. Members of the CDG program receive priority access to cross-functional training and advanced leadership and management courses. CDG program graduates are accessed into the Army Acquisition Corps (AAC) upon the completion of the three-year program or upon selection to a Critical Acquisition Position (CAP), whichever comes first. Career Management Handbook (Section 5, Competitive Development Group)

Other Opportunities include self development and professional development through HQDA developmental assignments, membership in professional associations, research, and professional reading.

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Senior Army Workforce

The Senior Army Workforce (SAW) is a concept to centrally manage all Department of the Army civilian leaders, supervisors, and managers in grades GS-12 to 15 (and equivalent). The SAW Management Office (SAWMO), a directorate of the Human Resources Command, will centrally manage promotions, assignments, leader development and selections much like the military. More information:
(153 KB) Senior Army Workforce

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Intern Program (web site)

Exciting New Career Opportunities: The Contracting and Acquisition Management Development Program offers you a structured training program, nation-wide placement, professionalism, rapid advancement, mobility, and a broad array of professional development opportunities. Through on the job training and formal classroom instruction, you will develop the knowledge, skills and abilities to meet the professional challenges of contracting officer and mid-level management positions. As a management trainee you can transform your expectations into reality through a meaningful and satisfying career, gain a sense of accomplishment, and experience the pride of being part of a national defense team.

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