The Office of the Army Director for Acquisition Career Management (DACM) is responsible for ensuring the career development and Defense Acquisition Workforce Improvement Act (DAWIA) certification (training, education and experience) of the Army Acquisition Workforce, which consists of approximately 40,000 acquisition civilian and military members. This workforce resides in Army staff offices, Army commands, Army service component commands, program executive offices, and direct reporting units.
The Army DACM Office works directly with the Defense Acquisition University (DAU), the Assistant Secretary of Defense (Acquisition), and the Undersecretary of Defense (Acquisition, Technology, and Logistics) to enable workforce initiatives and to serve as advocates for the Army Acquisition Workforce.
September Army DACM Office Hot Topics
Hot Topic #1: The Annual Senior Rater Potential Evaluation (SRPE) In November 2004, the Army director for Acquisition Career Management (DACM) spearheaded the implementation of the automated Senior Rater Potential Evaluation (SRPE) for the Army Acquisition Workforce (AAW) at grades GS-13 and above, including broadband equivalents. The directive was suspended in January 2005, but the SRPE remained a requirement for civilian AAW members applying for Centrally Selected List positions, Senior Service College and the Competitive Development Group/Army Acquisition Fellows program. SRPE has been very successful in ensuring equitable competition for these programs, and has also provided senior leaders with a tool to assess and identify leadership potential among their workforce. Both successes indicate the need to expand the SRPE beyond its current use. Therefore, the Army DACM intends to reinstate and mandate the annual SRPE for all AAW members at grades GS-13 and above, including broadband equivalents. The target date for implementation is January 2015. Additional information and implementation guidance will be provided to the commands shortly. AAW members requiring assistance with the SRPE system may submit a CAPPMIS help request ticket or call commercial (575) 678-2247. For SRPE policy questions, contact Ms. Kelly Terry, Army DACM Talent Management Cell, at email@example.com. Hot Topic #2: Do you aspire to be one of the Army’s Senior Acquisition Leaders? If so, the Competitive Development Group/Army Acquisition Fellows (CDG/AAF) program is the program for you. CDG/AAF is a premier leadership development program initiated by the Army DACM and the U.S. Army Acquisition Support Center (USAASC) to improve the quality of the Army’s GS-12/13s and broadband equivalents. The three-year program focuses primarily on developing our next project and product managers; however, it also lays out a path for those desiring other senior acquisition positions. CDG/AAF offers developmental assignments in program executive offices, the offices of the assistant secretary of the Army for acquisition, logistics, and technology, U.S. Army Materiel Command Headquarters and functional organizations. It also offers expanded training, leadership, experiential and other career development opportunities. The Army DACM and USAASC are pleased to release the 2014 announcement for the 2015 session of the CDG/AAF program. The announcement is open from Sept. 10 through Nov. 13. See the CDG/AAF program page for information on eligibility and upcoming announcements. Hot Topic #3: Acquisition Leadership Challenge Program (ALCP) The DACM and USAASC are sponsoring a unique leadership training opportunity at no cost to your command. The Acquisition Leadership Challenge Program (ALCP) uses self-awareness as the key to developing leadership and diversity and creating an innovative culture. Participants receive feedback on how they prefer to interact with co-workers and how others—peers, subordinates and supervisors—view them. The class addresses subconscious biases to help discover new approaches to completing tasks, and emphasizes the strength and power in accepting individual differences to produce a stronger ”whole.” ALCP training promotes communication through common language, and helps develop leaders who value individual styles and behaviors, and are more capable of critical thinking, problem-solving, teamwork, collaboration and creative innovation. There are three different levels of ALCP training for Army Acquisition Workforce members: ALCP-B for GS 7-11; ALCP-Level 1 for GS 12-13; and ALCP Level 2 for GS 14-15. Command or organization representatives nominate workforce members in a 1-N list, by command quota. The deadline for applying for the next session of ALCP is Sept. 15. The Army DACM program manager will coordinate directly with organization acquisition POCs (OAPs) and acquisition career management advocates (ACMAs) to fill quotas. Please contact your command or organization’s ACMA or OAP if you’re interested in attending. Please check the ALCP program page for additional information on this great training opportunity. ‘Army DACM Office Hot Topics’ is brought to you by the USAASC Acquisition, Education and Training Branch to help Army acquisition professionals stay on top of career information with timely updates including training opportunities, current program offerings and what’s on the horizon. Subscribe to Access AL&T is the premier online news source for the Acquisition, Logistics, and Technology (AL&T) Workforce. Subscribe Related posts: Army DACM Office Hot Topics – July Recent leadership program graduates prepare to mentor the next generation A program for our emerging leaders ASA(ALT) writing award named for Maj. Gen. Harold J. Greene
ASA(ALT) writing award named for Maj. Gen. Harold J. Greene
By Karen Kurtz WASHINGTON (Sept. 4, 2014) – The Principal Military Deputy to the Assistant Secretary of the Army for Acquisition, Logistics and Technology (ASA(ALT)), Lt. Gen. Michael E. Williamson, announced the establishment of the Maj. Gen. Harold J. “Harry” Greene Award for Writing to be presented to the winners of the writing competition launched earlier this summer to help shape the public dialogue on Army acquisition issues. “Harry Greene was a Soldier, a leader, a mentor and a friend who inspired all of us to tackle complex problems on behalf of Soldiers,” Williamson said. “I can think of no better way to honor Harry’s 34 years of distinguished service than by naming this award after him.” Williamson further stated that, “the competition is designed to foster dialogue and discourse on the way forward for the acquisition community, to get people not only reflecting on lessons learned, but thinking about the future.” Greene, the Deputy Commanding General of the Combined Security Transition Command-Afghanistan, was killed by an Afghan Soldier Aug. 5, while making a visit to Marshal Fahim National Defense University in Kabul, Afghanistan. He was interred at Arlington National Cemetery on Aug. 14. The ASA(ALT) writing competition has four main categories for prospective authors: (1) lessons learned; (2) future operations; (3) acquisition reform/Better Buying Power; and (4) innovation. It is open to anyone. Submissions must be unclassified, between 750 and 1,500 words, not previously published and received by Sept. 15, 2014. Additional details are provided in the call for submissions and the guidelines supplement. Subscribe to Access AL&T is the premier online news source for the Acquisition, Logistics, and Technology (AL&T) Workforce. Subscribe Related posts: Recent leadership program graduates prepare to mentor the next generation TWI: It Just May Be Your Favorite Year September Army DACM Office Hot Topics A program for our emerging leaders
Under Secretary challenges Army senior leaders to revamp civilian career management
By Audra Calloway During a two-day session at the Pentagon last month, approximately 30 members of the Senior Executive Service (SES) gathered to discuss how to improve civilian career development. Army Under Secretary Brad R. Carson hosted the event, which was meant to help shape policy changes regarding how the Army hires, trains, develops, and sustains its civilian workforce. “Many civilians are expected to come to their jobs with the requisite skills and do not always receive the necessary training to advance their talents and careers,” said Scott Rowell, Civilian Workforce Transformation Integrator. “This is different from Soldiers, who know that the Army has a standardized system to help them develop the technical, managerial and leadership skills needed to advance,” he said. The Civilian Workforce Transformation (CWT) program was created to help devise an enterprise approach to how the Army manages its civilian corps. The organization is creating this approach based on the highly effective, centrally managed and resourced professional development model that is used for military members. “The primary goal of CWT is to produce a more flexible and adaptable Capabilities-based Civilian workforce to better support Army goals and missions,” Rowell said. “The Army faces significant challenges in the future. As the number of active duty Soldiers decreases, the Army is calling on its civilian corps to assume greater levels of responsibility and accountability.” “Under Secretary Carson understands that Army civilians are a vital part of the workforce, and provide technical expertise and continuity to the military. His challenge to senior civilian leaders was to define what success is in regards to civilian professional development, what it will take to get there, and the metrics senior leaders will use to know they are successful,” said Rowell. Under Secretary of the Army Brad R. Carson greets awardees of the Kushnick, Macy, and Hoge Awards and their spouses on June 9, 2014, during a Pentagon Hall of Heroes ceremony. The recipients of the awards, who were chosen for their leadership and innovation, were David A. Helmer, Freddie L. Giddens, and Dianne V. Smith. (Photo Credit: Staff Sgt. Bernardo Fuller) Senior leaders focused on three main topics during the meeting, and each topic discussion was lead by an SES from TRADOC (Training and Doctrine Command), Army G-8 and Army G-4. The topics included: Requirements: Generating guidance on how the Army determines and synchronizes civilian requirements across the workforce. Integration: Integrating the various phases of human capital lifecycle, from hiring to training to sustaining to retiring. Talent Management: Determining how the Army can better manage, develop and grow its civilian talent. Around 30 potential initiatives were proposed during the SES meeting, including creating a mentoring culture, improving the supervisor/employee relationship and educating prior military on how to best supervise civilian employees versus Soldiers. The Army is deciding which initiatives will be implemented, and how. In the past four years, the Army has made significant progress standardizing the civilian profession, Rowell said. The Army has placed every civilian in a structured career program, developed civilian leadership and education trainings, and created the Senior Enterprise Talent Management, or SETM, program to provide for a more coordinated management plan to prepare senior civilians at the GS-14 and GS-15 levels to assume duty positions of greater responsibility. Scott Newman, program director for Systems Engineering and Integration, CERDEC Space and Terrestrial Communications Directorate, shows Under Secretary of the Army Brad R. Carson the C4ISR Systems Integration Laboratory, the site for lab-based risk reduction for systems prior to Network Integration Evaluations at Aberdeen Proving Ground, Md. on July 29, 2014. (Photo Credit: Kyle Bond) Army civilians can learn about their career program and professional development opportunities by logging into their Army Career Tracker (ACT) account at https://actnow.army.mil. The ACT provides Army personnel — enlisted, officer and civilian cohorts — a system to manage their professional development and to monitor progress toward training, education, and career goals. Note: This article is the first in a series of articles highlighting key programs for Army civilians. Related posts: GoArmyEd released; soon to be linked to legacy systems GOOD FELLOWS “A Unified Team”: The newest Army Acquisition Fellowship graduates ‘Mastering’ advanced education opportunities
Faces of the Force
Fast-forward three decades, and you’ll find Wong at the Systems Engineering and Technical Integration Division for the Project Manager, Maneuver Ammunition Systems (PM MAS), which equips mounted and dismounted Soldiers with all calibers of direct fire ammunition for the Army’s current, Stryker and future forces. He is assigned there by the Armament Research, Development and Engineering Center’s (ARDEC’s) Systems Engineering Directorate, the science and technology development arm for armaments to the PM.
Lt. Col. Mark P. Henderson
Having served in the Army for 23 years, six of them as an enlisted Soldier, Lt. Col. Mark Henderson has enjoyed diverse and challenging assignments, but is always looking for ways to grow and improve—leading him to one of the most insightful and rewarding jobs of his career.
Lt. Col. James ‘Chris’ Mills
Spend the day in Lt. Col. Chris Mills’ shoes and you’ll get to experience the entire acquisition life cycle. As Product Manager for Armed Reconnaissance Helicopters, he and his team are responsible for the Army’s scout helicopter and training helicopter fleets, managing the modifications, sustainment and support of more than 738 aircraft.
Lt. Col. Mark Talbot
Lt. Col. Mark Talbot joined the Army nearly 30 years ago “to be all I could be, as the slogan goes,” he said. In that time, he’s been many things including an instructor at Ranger School, the director of Acquisition Forward Operations in Baghdad, and the executive officer for the Deputy Assistant Secretary for Acquisition Systems Management at the Pentagon. “I’m a pretty curious person, and my service has definitely suited my personality,” he said.
Several years ago, Daniel Woolley worked as a software engineer at a major defense contractor while attending graduate school. That work brought him into contact with a lot of dedicated individuals, and ultimately led him to his current role of chief architect at PEO C3T’s Project Manager (PM) Mission Command.
The Army’s Ground-Based Sense-and-Avoid System (GBSAA) is the first system of its kind and it’s changing the face of unmanned aviation—and as its deputy product director Mary Ottman is at the heart of the development effort