By Darrell Whitehurst
FORT BELVOIR, Va. – Seven Army acquisition professionals are recent graduates of this year’s Excellence in Government Fellows (EIGF) program conducted by the Partnership for Public Service in Washington, D.C., taking with them a new-found view and approach to become effective leaders and mentors for the next generation of Army acquisition professionals.
This year-long leadership development program is specifically designed for government acquisition professionals offering hands-on leadership development for project managers and other acquisition professionals who are competitively selected at the GS-14 and 15 grade levels and in some cases, high-performing GS-13 professionals.
The purpose of the program is quite simple, but no small feat: transform managers into leaders.
“It has truly been one of the best leadership programs that I have participated in within the Army,” said Karen Arnold, one of this year’s graduates and the director of logistics at Program Executive Office (PEO) Ground Combat Systems. “It really raises the self-awareness and self discovery of who you are as a leader.”
The Partnership for Public Service Fellows is a nonprofit, nonpartisan organization that works to revitalize our federal government by inspiring a new generation to serve and by transforming the way government works. The U.S. Army Acquisition Support Center began the EIGF program in October 2009 graduating 60 acquisition professionals to date.
Selected fellows remain in their full-time jobs and meet every six weeks for a total of 20 days throughout the year. On average, fellows devote up to five hours per week on course projects and are required to participate in training events in Washington, D.C. and other locations across the country.
“The program also provided many valuable tools that can be utilized immediately on the job to help not only your leadership ship skills, but you as a person as well,” said Arnold.
The program explores ways to retain the best leaders in the government acquisition concentration community (including contracting officers, program and project managers and others whose success is dependent on strategic acquisition leadership), and encourages them to develop and practice new skill sets, behaviors, and assume more strategic roles in their agencies. These same leaders can serve as mentors for the next generation.
“I believe the success of the Army Acquisition workforce lies in the development, training and transformation of the next generation of contracting professionals,” said Kimberly Kolb, group manager-Information Technology Center at Army Contracting Command in N.J. “I will continue to apply the skills learned to achieve and measure results in difficult environments and strive to assume a more strategic role in my organization by building partnerships and motivating teams,” she said.
Course requirements include the completion of a 360 degree feedback survey, developing individual mission statements, and participation in various team building and self-exploration exercises focused on the qualities of leadership.
“One of the broadening and exciting aspects of the program was that each section was composed of participants from across the federal government,” said George Mitchell, product director at PEO Combat Support & Combat Service Support at Redstone Arsenal. “Completion of the program, besides making you a ‘Senior Fellow’ also creates opportunities for participation in follow-on activities among more than 20 years of graduates and a fairly large population for networking across the government,” he added.
The application window for fiscal year (FY) 2014 EIGF program is closed; however, the FY15 program announcement opens next summer on June 12, 2014. Additional information about the program and the application process is available on the EIGF webpage. The program begins every October.
Congratulations to the 2013 graduates:
- Karen Arnold, PEO Ground Combat Systems, Warren, Mich.
- Nita Clark, PEO Missiles and Space, Huntsville, Ala.
- Kimberly Kolb, Army Contracting Command – Communications – Electronics Command Contracting Center Washington Operations, Washington, D.C.
- Mark McCoy, PEO Combat Support & Combat Service Support at Selfridge Air National Guard Base, Warren, Mich.
- George Mitchell, PEO Combat Support & Combat Service Support at Redstone Arsenal, Huntsville, Ala.
- Juan Patino, PEO Ammunition, Picatinny Arsenal, N.J.
- Marilyn Shortle, Army Contracting Command – Communications – Electronics Command Contracting Center Washington Operations, Washington, D.C.
By Steve Stark
FORT BELVOIR, Va. — Herculean, monumental, massive, unprecedented — all of these words have been used to describe the undertaking we know as R4D, and the October – December 2013 issue of Army AL&T magazine goes in depth on the effort, underway right now, to retrograde, reset, redeploy, redistribute and dispose of the material accumulated in Afghanistan over more than a decade of war there.
And it’s ongoing, even as new capabilities, such as Capability Set 13, are being deployed.
Robots, medical supplies, UAVs, wheeled and tracked vehicles, and much, much more – the effort to scale down our materiel in Afghanistan by the end of 2014 is bringing together nearly every aspect of acquisition, logistics and technology to get it done.
Here’s just a small sample of what you’ll find in this issue:
Exit Strategy — Learn how the experts at Military Surface Deployment and Distribution Command are overcoming obstacles to get materiel out of Afghanistan.
Synchronizing the Force — Army G-8 plays a major role in bringing all of the many players to the table, so we sat down with them to learn how they do it. Read the interview.
Brainpower Surge — There’s more to the new issue than just R4D, of course. Learn how the U.S. Army Armament, Research, Development and Engineering Center is using its IDEA program to jumpstart innovation.
Career Corner — Get all the latest on career development.
Critical Thinking — Our interview this issue is with Amazon’s Jeff Wilke, who provides a host of insights on how Amazon does logistics — no small feat.
Army AL&T magazine is available in hard copy, online in our e-version, and as an app for your mobile device.
iTunes (for iPad and iPhone)
Google Play (Non-Kindle Android Devices)
Amazon (for Kindle)
By Steve Stark
The best-trained and most well-equipped Army in the world didn’t get that way without a workforce to take care of the acquisition, logistics and technology. That’s why the theme of the new edition of Army AL&T magazine—out now—is “The AL&T Workforce.” It’s dedicated to the women and men who take a concept and turn it into reality. The issue is packed with news you can use in every section, including career development, training and certification opportunities. Some of the highlights are outlined below.
Faces of the Force
Where would the Army be without you, the acquisition workforce? Check out the spread of pictures at the heart of the magazine. We have a workforce that does so many things in so many places that we wanted to see and share the stories of the many faces of our force. We had far more photos than we could put in the magazine, so take a look at our Flickr set. Go to: http://www.flickr.com/photos/usaasc/sets/72157633512678452/.
Setting the Gold Standard
The Hon. Katrina G. McFarland, assistant secretary of defense for acquisition, talks about DOD’s acquisition workforce and concrete steps being taken to improve it.
Ready for Change
Ushering in the Global Combat Support System – Army is a complex and careful process that promises sweeping benefits as it brings the Army an industrial-grade enterprise resource management system.
The Methods Behind the Mystique
Laszlo Bock, Google’s chief workforce manager, discusses the hiring, retention and professional development philosophies that set it apart.
The Career Corner is more than just a corner. It contains stories on career development, certification, and training opportunities, including, this month, “Six Steps to Certification,” and more.
Army AL&T magazine is the U.S. Army Acquisition Support Center’s quarterly professional journal, comprising in-depth, analytically focused articles. The magazine’s mission is to instruct members of the Army AL&T community relative to AL&T processes, procedures, techniques, and management philosophy and to disseminate other information pertinent to the professional development of workforce members and others engaged in AL&T activities. The magazine is available in hard copy and on the USAASC website – and now in a new app version, available for Apple iOS devices (iPhone, iPad, and iPod Touch) on the iTunes App Store, Android devices on Google Play, and Amazon Kindle devices on Amazon.
Army AL&T wants your stories, your photographs and your opinions. For submission guidelines and other information, go to http://asc.army.mil/web/publications/.
WASHINGTON (Feb. 13, 2013) — Today, the Army’s Senior Enterprise Talent Management (SETM) program officials release the second ever set of board results for GS-14/15 and equivalent employees who have been selected to participate in career advancing opportunities, which includes developmental temporary duty assignments, Enterprise Placement program, Senior Service College and Defense Senior Leader Development program.
“This year’s application process was a great success because of the hard work by the applicants themselves, their supervisors, Command boards and the SETM Selection Board who made it all happen,” said Gwendolyn R. DeFilippi, Deputy Assistant Secretary of the Army, Force Management, Manpower and Resources and Director, Civilian Senior Leader Management Office.
The SETM program, first declared by the Secretary of the Army John M. McHugh March 19, 2012, was developed collaboratively as a Civilian Workforce Transformation initiative and is administered by the Civilian Senior Leader Management Office. The program prepares participants for positions of greater responsibility through advanced senior-level educational and developmental experiences.
“The slate of candidates presented the board with some difficult choices,” said DeFilippi, “The obvious commitment to public service and enthusiasm to direct, motivate and lead change was apparent across the board. These are outstanding people and fully capable of achieving their potential in positions of greater responsibility.”
General Schedule (GS) 14/15 (or equivalent) selectees for the SETM Temporary Duty (TDY) program will receive a short-term (NTE 179 days) developmental assignment to work on a special command or organization nominated project or to fill a critical need position during calendar year 2013. SETM TDY does not incur a mobility agreement.
The selectees for the Senior Enterprise Talent Management program’s developmental TDY are: David Durham, Alfred L. Hawkins, James H. Lewis, Kevin M. Ward, James L. Watson and Ann M. Wood, all from the Office of the Administrative Assistant to the Secretary of the Army (OAA); Judith M. Hudson and Bartolome D. Mirabal, from Installation Management Command (IMCOM); Brian J. Sterner, Army Materiel Command (AMC).
GS-15 selectees for the Enterprise Placement program (EPP) are eligible for placement in designated Enterprise Positions across the Army. EPP participants are required to complete a mobility agreement once the position is offered.
The selectees for the EPP are: Attila J. Bognar, Human Resource Command (HRC); James L. Watson, Headquarters, Department of the Army, G-8; Kimberly A. Combs, Mary E. Himic, Judith M. Hudson and Vincent E. Grewatz, all from IMCOM; Hugh M. Denny and Derya N. Stickley, from United States Army Corps of Engineers (USACE).
For educational opportunities, GS-14/15 (or equivalent) applicants selected to attend Senior Service College will attend the U.S. Army War College or the Dwight D. Eisenhower School for National Security and Resource Strategy (The Eisenhower School), Acquisition Course, academic year 2013-2014. Those applicants selected who participate in the two-year Defense Senior Leader Development Program will begin the two year program early in 2013 that includes attendance at a Senior Service College and a follow-on developmental assignment.
The selectees for the Senior Service College opportunities include the following by location:
The Eisenhower School–Jin H. Kwon, AMC; James H. Lewis, Brian W. Raftery, Sherry L. Taylor and Kenneth B. Wojcik, all from U.S. Army Acquisition Support Center; Lisa K. Cramer, Headquarters, Department of the Army, G-3; and Rand A. Rodriguez, U.S. Army Europe (USAREUR).
The Army War College (Resident)–Clay A. Brashear, Jack E. Franke and Sean M. O’Brian all from U.S. Army Training and Doctrine Command (TRADOC); Lisa D. Gilley, Assistant Chief of Staff for Installation Management; William S. Gregory, AMC; Jerome E. Jastrab and William H. McQuail from USAREUR; Bartolome D. Mirabal, Miriam O. Ray and Robert E. Spoo, all from IMCOM; Peter G. Laky, Army Test and Evaluation Command; Betty Morrison, Office of the Chief of the Army Reserve (OCAR); Tracy N. Traylor, U.S. Army Network Enterprise Technology Command (NETCOM); and Ann M. Wood, National Guard Bureau.
The Army War College (Non-Resident): Hal Chaikin, NETCOM; Hugh M. Denny, USACE; and Samuel F. Wilson, U.S. Army Intelligence and Security Command.
The alternate selections list for Senior Service College is as follows: David E. Durham, Headquarters, United States Forces Korea; Alfred L. Hawkins, Headquarters, Department of the Army G-3; and Joel S. Stronger, U.S. Eighth Army, Korea.
The selectees for the Defense Senior Leadership Development program are: Gary L. Adams, USAREUR; Michael P. Anderson, U.S. Army European Command; Mark H. Beattie, U.S. Army Information Systems Engineering Command; Attila J. Bognar, HRC; Sonia I. Bonet-Betancourt, Tammy E. Call and Vincent E. Grewatz, IMCOM; David A. Crowe, Joint Improvised Explosive Device Defeat Organization; David S. Henderson, TRADOC; Beverly D. McAlister, OCAR; William P. Metheny, Chief of Staff of the Army Strategic Initiatives Groups; Nathaniel Prezzy, U.S. Army Inspector General Agency, Brian J. Sterner, AMC; and James L. Watson, Headquarters, Department of the Army G-8.
Applicants for these programs began their journey toward selection last April when the SETM-System electronic application process opened. Applicants were endorsed by their supervisors and the first General Officer equivalent in their chain of command. Commands held their own boards and forwarded nominations to HQDA. This rigorous four month process culminated in a board appointed by the Secretary of the Army comprised of Army Civilian Senior Executives and General Officers who reviewed and rated the applications and interviewed the applicants for selection.
Applicants could apply for one or more components, but the board considered each of the four programs separately and selection for one component did not guarantee selection for another.
For more information, visit https://www.cslmo.army.mil.
Recent college graduates looking for a career in Army contracting should keep an eye on Armyhire.com for a series of rapid-fire job announcements, according to U.S. Army Contracting Command’s (ACC’s) human capital director.
ACC will be hiring up to 150 recent college graduates to fill entry-level positions at a number of U.S. locations, said Bill Baxter, ACC Deputy Chief of Staff, Human Capital/G-1. The jobs will be posted on Armyhire.com, the command’s civilian employee recruiting website. A number of hiring authorities will be used to make tentative job offers quickly, he said.
“We’re looking for the brightest and most talented people to join our team of world-class contracting professionals to help transform the way the Army buys its goods and services,” Baxter said.
He said the entry-level positions will be available at the GS-7 pay grade. Selected applicants will be assigned to the contract specialist career field.
Baxter confirmed that ACC is still in the midst of a command-wide hiring pause for most of its civilian vacancies, but he explained that the entry-level positions are being funded by Headquarters Army Civilian Training, Education, and Development System to help manage future attrition in the contracting career field.
Applicants must have a current copy of their college transcripts and an up-to-date résumé at USAJOBS.gov. They will also be required to complete an online assessment.
“We’re looking for the brightest and most talented people to join our team of world-class contracting professionals to help transform the way the Army buys its goods and services.”
Applicants should be “energetic and highly motivated graduates,” Baxter said, with strong math, analytic, and communication skills. They must meet the following requirements:
• Have a bachelor’s degree.
• Be a U.S. citizen.
• Have a cumulative GPA of 2.95 or higher.
• Be able to obtain and maintain a secret security clearance.
• Have a minimum of 24 academic hours in business-related disciplines such as accounting, finance, economics, or marketing.
For more information and to review job postings, go to http://armyhire.com/entry-level.
- —ACC Public Affairs
Langston W. Willis
A reclassification board has selected 37 NCOs for reclassification into Military Occupational Specialty (MOS) 51C, Acquisition, Logistics, and Technology Contracting. The U.S. Army Acquisition Support Center (USAASC) convened the board—with members from the Defense Contract Management Agency, U.S. Army Corps of Engineers, and U.S. Army Contracting Command— Aug. 14-15.
The primary mission of 51C NCOs is to deploy as contingency contracting officers and serve as members of the early-entry module contingency contracting team. The Army established the classification in December 2006 to meet an increasing need for contingency contracting officers in the modular force. The number of 51C NCOs has risen from 247 at the end of FY10 to the current 368.
A change in how the Army logistically supports its operations is the reason for the increase in 51C numbers. “The Army is more dependent on contracting for its logistical and sustainment needs than ever before,” explained LTC Anthony Maneri, Functional Area 51C Proponency Officer. “Especially in a deployed environment, they prefer military personnel to do contracting. In the future, there are going to be a lot more services that are contracted. This helps keep the Army’s end strength down and overall costs to the US taxpayer to be lower.”
“The board has three main metrics: time in service, education, and performance. That helps us to paint a picture of a well-rounded Soldier, which is what the Army is looking for.”
USAASC has been conducting the board in its current format for two years, with the 51C Reclassification Board convening once every quarter. The selection rate and number of NCOs considered for reclassification vary, depending on the number of packets received.
In FY11, 234 application packets were received and 88 NCOs were selected, an acceptance rate of 37.6 percent.
The FY12 goal was to select 95, and USAASC was able to surpass that number.
The last two boards received about 100 applicants each, with 283 total applicants in FY12. Of those applicants, 107 NCOs from 27 different MOS fields were chosen, a selection rate of 37.8 percent. USAASC’s FY13 goal is to select approximately 160 applicants to reach a projected NCO strength of 632.
Applicants for 51C reclassification must be in the rank of sergeant (eligible for promotion to staff sergeant) or staff sergeant with less than 10 years of service. Those with more than 10 years’ but less than 13 years’ service may receive waivers. Ideal candidates have good job performance, some college education (50-60 credits), and six to seven years of time in service.
Among the FY12 applicants, 21 percent have a bachelor’s degree or higher, and 63 percent have more than 60 credit hours. The majority have less than 10 years of time in service, averaging seven years, and “excellence” ratings in their NCO evaluation reports. Soldiers from any MOS are eligible to apply for reclassification.
“The board has three main metrics: time in service, education, and performance,” Maneri said. “That helps us to paint a picture of a well-rounded Soldier, which is what the Army is looking for. We’re looking for Soldiers that are among the best. If these are the people that are spending millions and millions of dollars, you want the top performers.”
The next 51C Reclassification Board will convene Nov. 6-7. For more information about MOS 51C reclassification, please see the April 7, 2011, Army STAND-TO! article at http://www.army.mil/standto/archive/2011/04/07/ or visit the USAASC website at http://asc.army.mil/web/career-development/military-nco/active-component-reclass-program/.
The NCOs selected by the board in August for reclassification are:
SSG Mary A. Abbey SGT Kelvin N. Aiken SSG Carole M. Alonzo-Mercado SSG Jon T. Andersen SSG David A. Archibald SGT Chandler E. Arick SSG Marshall E. Baca SGT Benedict R. Bocalbos SGT James W. Boutchyard SSG Larry C. Buwee SSG Kamba J. Cilumba SSG Timothy D. Cook SSG Ryan Cross SSG Derrica J. Frazier SGT Nennie Y. Gargard SGT Scott D. Glenn SGT Robert L. Gonzalez SGT Tom Green SGT Richard D. Howard SGT Ryan A. Knowles SGT Kevin J. Lommer SSG Kelly N. McFarlin SGT Ranika R. Milligan SSG Kimberly H. Morton SSG Ines Necker SGT Noel I. Nieves-Chaluisant SGT Melinda L. Nixon SSG Jacqueline L. Page SGT Lenise S. Pilcher SGT Fernando D. Ramirez SGT Branden A. Roberts SSG Marie Sanders-Gulas SGT Fran R. Smith SGT Arter E. Sweatman SSG Terrance D. Veal SSG Jalila A. Wahid SSG Jacob C. Wiley
- LANGSTON W. WILLIS is a Writer/Editor supporting the U.S. Army Acquisition Support Center for SAIC. He has worked on projects with the U.S. Army Chemical Materials Agency, Program Executive Office Soldier, and the Army’s Executive Partnerships Office. He served for seven years in the U.S. Army and has more than nine years’ experience as a Writer/Editor working on military topics. Willis holds a B.A. in journalism from Norfolk State University.
The Acquisition Leadership Challenge Program (ALCP) has extended the application deadline to Sept. 13 for the October, November, and December 2012 ALCP II courses. The courses, open to eligible GS-14s, -15s, and equivalents, are being offered from Oct. 29 to Nov. 2 in Atlanta, GA; Nov. 5-9 in Alexandria, VA; and Dec. 3-7 in Huntsville, AL. The Huntsville and Alexandria courses are seeking primarily local students, as they will not offer TDY.
The ALCP II program is a 2 ½-day series of seminars that focus on increasing leadership acumen for civilians, identifying the major challenges for new organizational leaders, and incorporating individual talents into a cohesive workforce. To achieve this, leaders must understand the motivations, needs, and interest of other people. “There is a lot of material condensed into this time on how the students can help themselves,” said Scott Greene, Acquisition, Education, and Training Branch Chief.
The foundation of the ALCP is self-awareness as the key to developing both leadership and diversity; the goal is to create an innovative culture, by helping to recognize each individual’s personal preferences and behaviors and how each person not only interacts with co-workers but also is viewed by others.
This approach includes addressing people’s unconscious biases, helping them to discover new approaches to doing things and emphasizing the strength and power in accepting individual differences to produce a stronger “whole.”
The course is instrument-based, and participants get the results while in attendance. Some of the programs include 360-degree feedback, personality preference, and conflict management.
“This program is an eye-opening course on learning about your strengths through using the in-your-face data and the constructive feedback from your co-workers. It provides insight into not just what you have to work on to improve, but also your strengths,” Greene explained.
If you meet the eligibility requirements, please review the announcement at http://asc.army.mil/web/career-development/programs/acquisition-leadership-challenge-program/ for information and application directions.
The application process will be conducted using the Army Acquisition Professional Development System (AAPDS) at https://rda.altess.army.mil/camp/. AAPDS is an automated process used to select individuals for education, training, and experience opportunities.
For more information, contact Darrell E. Whitehurst at 703-805-1236 or Darrell.e.Whitehurst.email@example.com.
- LANGSTON WILLIS is a Writer/Editor supporting the U.S. Army Acquisition Support Center for SAIC. He has worked on projects with the U.S. Army Chemical Materials Agency, Program Executive Office Soldier, and the Army’s Executive Partnerships Office. He served for seven years in the U.S. Army and has more than nine years’ experience as a Writer/Editor working on military topics. Willis holds a B.A. in journalism from Norfolk State University.
Education and Training Opportunities
The Competitive Development Group – Army Acquisition Fellows (CDG/AAF) announcement will be open from Aug. 27 to Nov. 15 to all eligible personnel in grades GS-12 through GS-13 or broadband/pay equivalent positions who are Level III certified in any career field. The CDG/AAF Program is a three-year developmental program that offers assignments in program executive offices and offices of the Assistant Secretary of the Army for Acquisition, Logistics, and Technology; Headquarters, U.S. Army Materiel Command; and functional organizations. In addition, the program provides expanded training, leadership, experiential, and other career development opportunities. For more information, visit http://asc.army.mil/web/career-development/programs/competitive-development-group-army-acquisition-fellowship/announcements/.
The Acquisition Leadership Challenge Program (ALCP) is the newest program in the Army’s Acquisition Education and Training Portfolio. Based upon the huge success that our sister service, the U.S. Air Force, has had with ALCP, we piloted multiple offerings of the 2.5-day course in FY12. For FY13, we are bringing the course to you. ALCP teaches that self-awareness is the key to both leadership and diversity development, and helps people to create an innovative culture through understanding each individual’s preferences and behaviors, paying close attention not only to how they interact with co-workers, but also to how others view them. This approach includes addressing people’s unconscious biases to help them discover new approaches to doing things, and emphasizes the strength and power in accepting individual differences to produce a stronger “whole.” The ALCP training will ensure that people can communicate with their supervisors through a common language and will help develop leaders who value individual styles and behaviors, creating a leadership corps that is more capable of critical thinking, problem solving, teamwork, collaboration, creativity, and innovation.
ALCP is broken into two separate, 2.5-day courses. ALCP I, for grades GS-12/13, focuses on the following areas:
- Personal leadership strengths and weaknesses.
- Preferred leadership styles.
- Modeling leadership challenges.
- Using power to increase productivity.
- Cultural traits that affect organizational performance.
- Practical solutions to personnel issues.
- Setting and achieving goals.
ALCP II, for GS-14/15, focuses on:
- A comprehensive look at personal leadership strengths, weaknesses, preferences, styles, and behaviors.
- Leadership styles and their effects on individual and team performance.
- Dynamics of conflict: its sources, nature, and techniques to influence outcomes.
- Improving group communication.
- Collaborative teamwork.
- Effective enterprise leadership.
- Supports and barriers to success in the acquisition environment.
- Setting goals and developing practical strategies to reach them.
For more information, visit http://asc.army.mil/web/career-development/programs/acquisition-leadership-challenge-program/.
Look for announcements coming out shortly for early FY13 offerings.FY13 ALCP Plan
DATE OFFERING TYPE (ALCP I or II) LOCATION Oct. 29 – Nov. 2 Level I & Level II Atlanta, GA Nov. 5-9 Level I & Level II Alexandria, VA Dec. 3-7 Level I & Level II Huntsville, AL Jan. 14-18, 2013 Level I & Level II Atlanta, GA Feb. 25-March 1 Back-to-back Level I offerings Huntsville, AL March 11-15 Level I & Level II Huntsville, AL April 29 -May 3 Level I & Level II Aberdeen, MD May 20-24 Level I & Level II Atlanta, GA June 10-14 Back-to-back Level I offerings Warren, MI July 29 – Aug. 2 Level I & Level II Huntsville, AL Aug. 19-23 Back-to-back Level I offerings Aberdeen, MD
Defense Acquisition University Training
The FY13 Defense Acquisition University (DAU) class schedule has been available for registration since May 17. Students should continue to apply for courses available in FY12 and on the FY13 schedule. Planning and applying early will afford students a better chance of obtaining a class in the timeframe requested. Encourage your supervisor to approve your training request as soon as you apply. Students should view the DAU iCatalog at http://icatalog.dau.mil/onlinecatalog/AllPredecessor.aspx to ensure that they meet the prerequisite(s) before applying to a DAU course. Applications cannot be processed by the Army registrar’s office until the supervisor has approved the training.
Apply through the Army Training Requirements (ATRRS) and Resources Internet Training Application System (AITAS) at https://www.atrrs.army.mil/channels/aitas. For more information on DAU training, including systematic instructions, training priority definition, and frequently asked questions, visit http://asc.army.mil/web/career-development/programs/defense-acquisition-university-training/. Once you receive a confirmed reservation in the requested class, ensure that you attend the class as scheduled. Cancellations for a confirmed reservation must be requested at least 30 calendar days before the class starts or by the reservation cutoff date, whichever is earlier, to avoid a “no show.”
DAU revised its student academic and administrative policies and procedures (Directive 704). The document supersedes and consolidates previous DAU student academic policies and procedures. You can view the revised directive at https://myclass.dau.mil/bbcswebdav/institution/Courses/Deployed/01_CurriculumDocumentation/Student%20Info%20and%20Policy/DIR%20704%20Student%20Academic%20Policies.pdf.
The AITAS help inquiry system stood down on June 4. Any workforce-related inquires, such as on DAU training, Individual Development Plans, and Acquisition Career Record Brief issues, should be submitted through the Workforce Management Inquiry system within CAMP/CAPPMIS (https://rda.altess.army.mil/camp/). If you are logged into CAMP, click on “Help Request” for assistance. Otherwise, you may open a ticket without logging into CAMP at https://rda.altess.army.mil/camp/index.cfm?fuseaction=support.helpRequest.
DAU provides a list of equivalencies for all courses it delivers and/or predecessor courses, which are considered acceptable toward meeting current acquisition career field certification requirements. To document equivalencies accepted by DAU that are obtained from non-Army schools, open a help desk ticket at https://rda.altess.army.mil/camp/index.cfm?fuseaction=support.helpRequest and ask that your Acquisition Career Record Brief be updated to reflect completion of DAU equivalent courses.
The end of FY12 is fast approaching. Acquisition workforce members who have not met their Defense Acquisition Workforce Improvement Act position requirements should apply for certification through the Certification Management System at https://rda.altess.army.mil/camp/. Certification requirements can change each fiscal year; changes normally are effective on Oct. 1. For certification requirements, facts, and frequently asked questions, visit http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx.
Education and Training Opportunities
The Acquisition Tuition Assistance Program (ATAP) announcement is open until July 31 to all eligible personnel in GS-11 through GS-15 or broadband/pay band equivalent positions who have met their current position certification requirement. ATAP is an amazing opportunity to complete either your bachelor’s or master’s degree during off-duty time and have the Army pay for it! For more information, visit http://asc.army.mil/web/career-development/programs/acquisition-tuition-assistance-program/.
The Excellence in Government Fellowship (EIGF) announcement will be open from July 12 through Aug. 13 to all eligible personnel in grades GS-14 through GS-15 or broadband/pay band equivalent positions who have met their current position certification requirement. EIGF offers our senior acquisition workforce members the opportunity to network and team with fellow senior leaders from across the government. This program focuses on benchmarking best practices and then returning to your organization to implement them. For more information, visit http://asc.army.mil/web/career-development/programs/excellence-in-government-fellows-program/.
Defense Acquisition University Training
The FY13 Defense Acquisition University (DAU) class schedule has been available for registration since May 17. Students should continue to apply for courses available in FY12 and on the FY13 schedule. Planning and applying early will afford students a better chance of obtaining a class in the timeframe requested. Encourage your supervisor to approve your training request as soon as you apply. Students should view the DAU iCatalog at http://icatalog.dau.mil/onlinecatalog/AllPredecessor.aspx to ensure that they meet the prerequisite(s) before applying to a DAU course. Applications cannot be processed by the Army registrar office until the training has approved by the supervisor.
Please apply through the Army Training Requirements (ATRRS) and Resources Internet Training Application System (AITAS) at https://www.atrrs.army.mil/channels/aitas. For more information on DAU training, including systematic instructions, training priority definition, and frequently asked questions, please visit http://asc.army.mil/web/career-development/civilian/dau-certification-training/. Once you receive a confirmed reservation in the requested class, ensure that you attend the class as scheduled. Cancellations for a confirmed reservation must be requested at least 30 calendar days before the class starts or by the reservation cutoff date, whichever is earlier.
DAU revised its student academic and administrative policies and procedures (Directive 704). The document supersedes and consolidates previous DAU student academic policies and procedures. Please view the revised directive at: https://myclass.dau.mil/bbcswebdav/institution/Courses/Deployed/01_CurriculumDocumentation/Student%20Info%20and%20Policy/DIR%20704%20Student%20Academic%20Policies.pdf.
The AITAS help inquiry system stood down on June 4. Any workforce-related inquires, such as DAU training, Individual Development Plans, and Acquisition Career Record Brief issues) should be submitted through the Workforce Management Inquiry system within CAMP/CAPPMIS (https://rda.altess.army.mil/camp/). If you are logged into CAMP, click on the “Help Request” button for assistance. Otherwise, you may open a ticket without logging into CAMP at: https://rda.altess.army.mil/camp/index.cfm?fuseaction=support.helpRequest.
The U.S. Army Acquisition Support Center has been working with G-1, ATRRS to transfer DAU equivalent and fulfillment training data from the Acquisition Career Record Brief (ACRB) within CAMP/CAPPMIS into ATRRS and on the DAU transcript. The first batch file was successfully uploaded April 17. This process will recur weekly to upload new records posted to the ACRB. More than 7,000 training records were added to ATRRS. DAU provides a listing of equivalencies for all courses delivered by DAU and/or predecessor courses, which are considered acceptable toward meeting current acquisition career field certification requirements. To document equivalencies accepted by DAU that are obtained from non-Army schools, open a helpdesk ticket at: https://rda.altess.army.mil/camp/index.cfm?fuseaction=support.helpRequest and request that your ACRB be updated to reflect completion of DAU equivalent course(s).
The U.S. Army Career Management Office is poised to launch its new Functional Area (FA) 51 Officer Army Career Tracker (ACT) website (https://actnow.army.mil). The website, a personalized professional development application, integrates training, education, and experiential learning into one interface.
ACT allows officers to view past accomplishments and potential career development opportunities in a single, easy-to-use interface, allowing them to see key positions in a more interactive format than DA Pamphlet 600-3, Commissioned Officer Professional Development and Career Management.
Users can search multiple Army education and training resources to monitor their career development and general career progression efficiently and effectively.
“This is an exciting time of change and progress for the Army,” said LTC Matthew Schramm, FA 51 ACT Career Administrator. “The system consolidates acquisition requirements for training into one system, so officers can conveniently plan their careers and relay that career plan and information to their assignment manager for implementation.”
“The system consolidates acquisition requirements for training into one system, so officers can conveniently plan their careers and relay that career plan and information to their assignment manager for implementation.”
The development and deployment plan for ACT has been ongoing for more than a year. “The system was based on a directive from the U.S. Army Training and Doctrine Command, which pushed it down to each of the Army branch functional areas,” stated Schramm. “The directive was Armywide and includes DA civilians. The system is broken down by career program and consolidates a number of trending education and learning systems into one portal for officers.”
Officers who sign in to the Web portal can plan career goals, register for classes, and designate a mentor in the portal who can view what the officer has listed. Both the mentor and the officer’s supervisor can make recommendations based on the officer‘s career benchmarks. The system provides a pathway to success by establishing short- and long-term goals. ACT will also notify users of required training and announce additional training that may be beneficial.
The system recognizes civilian education levels and uses them as a barometer for career progression, allowing users to view their area of concentration, credentials, and certifications.
“It‘s the leader tool for the 21st century,” said Schramm.
ACT will be available to all Army acquisition officers, allowing them to see developmental opportunities and job assignments across the Acquisition Corps. “It‘s the leader tool for the 21st century,” said Schramm.
- From the U.S. Army Acquisition Support Center.