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.firstname.lastname@example.org.
- 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.
Training with Industry (TWI)
TWI is a 10- to 12-month rotational opportunity for acquisition officers (O-3 to O-5) to work side by side with industry. Current participating companies for Army acquisition in FY12 are: Google Inc., Microsoft Corp., Coca-Cola Co., Cisco Systems Inc., EADS North America Inc., Lockheed Martin Corp., Computer Sciences Corp., Intel Corp., General Dynamics Corp., and Boeing Co.
The U.S. Army Acquisition Corps (AAC) participates in TWI so that our officers can actively experience best practices through one-year assignments with leading industry partners. As a result, they can apply lessons learned and effect positive change in AAC. Increased leadership focus has led to expanded participation in the TWI program, from five acquisition quotas in FY11 to 10 in FY12. AAC expanded the focus of the FY12 program beyond defense companies to include innovative, cutting-edge leaders such as Coca-Cola, Google, Microsoft, Cisco, and Intel in the TWI portfolio. Moving beyond solely traditional defense-based companies such as Boeing, General Dynamics Land Systems, and Lockheed Martin will allow AAC officers to garner insight and implement creative solutions in an environment that is quite different than the traditional Army program management office.
Each officer will submit a final paper to the Director, Acquisition Career Management (DACM) detailing the TWI experience and how he or she will take important lessons from the time spent with industry and use those new skills and best practices to improve acquisition outcomes. On May 17, the DACM will welcome the new FY12 class of 10 officers into the program at our TWI Orientation in Arlington, VA, where outgoing officers, incoming officers, and executives from each company will meet with one another. For more information, contact your assignment officer; contact information is at https://www.hrc.army.mil/site/protect/branches/officer/FS/Acquisition/Acquisition_Contact_Information.htm.
Competitive Development Group/Army Acquisition Fellowship Graduation
The U.S. Army Acquisition Support Center (USAASC) hosted the Competitive Development Group/Army Acquisition Fellowship (CDG/AAF) Program’s 12th annual Orientation, Induction, and Graduation March 22 in Huntsville, AL. The CDG/AAF Program is a three-year leadership opportunity that offers competitively selected candidates in grade GS-12 or -13 (or broad/pay band equivalent) expanded leadership training and experience. The 70-person annual event consists of Year Group (YG) 12 orientation and YG09-12 training sessions, followed by a dinner and a graduation and induction ceremony. The event allows the acquisition community to welcome the incoming YG1) as well as to celebrate the accomplishments of the graduating YG09. Following are the members of each class and where they participated:
Aladrian Crowder (Aberdeen Proving Ground, MD)
Chenxi Dong-O’Malley (Natick)
Timothy Hoy (Aberdeen)
Adam Morse (National Capital Region)
Craig Riedel (Warren)
Stephen Roberts (Huntsville)
Karen Short (Huntsville)
Matthew Whitworth (Huntsville)
Tamera Balch (Huntsville)
Alvin Bing (Warren)
Jeff Burgess (Huntsville)
Danny Davis (Huntsville)
Peter Degenaar (Huntsville)
Gloria Hemphill (Huntsville)
Jeff Hensley (Huntsville)
Ryan Johnson (Picatinny)
Darold McCloud (Huntsville)
Phillip McDonald (Huntsville)
Joel Price (Huntsville)
Defense Acquisition University – Senior Service College Fellowship (DAU-SSCF)
The Defense Acquisition University – Senior Service College Fellowship (DAU-SSCF) Program is a 10-month educational opportunity conducted under the auspices of the DAU in Huntsville, AL; Warren, MI; and Aberdeen Proving Ground, MD. The purpose of the SSCF Program is to provide leadership and acquisition training to prepare senior-level civilians for senior leadership roles such as product and project managers, program executive officers, and other key acquisition positions. DAU will host graduation at the following locations:
Aberdeen Proving Ground, MD: May 16, 11 a.m.
Huntsville, AL: May 23, 2 p.m.
Warren, MI: May 30, 10 a.m.
The graduating class of 2011-12:
ABERDEEN PROVING GROUND
Debra R. Abbruzzese
Ira James Hines II
Patrick J. Layden
Robert C. Lyons
Thomas E. Mikolinis
Stanley M. Niemiec
Thomas J. Stadterman
Willie L. Brazile
Scott C. Dolloff
David J. Hargett
Michael R. Huettel
Joshua S. Kennedy
Peggy Corcoran Maxwell
Cynthia D. McCrary
Martin L. Sargent
Ray K. Sellers Jr.
Michael Robert Switzer
Jennifer L. Beffrey
Ronald J. Bokoch
Christopher D. Miles
Nancy L Saxon
Cassandra C. Smith
David W. Marck
School of Choice
The School of Choice announcement is open through May 7 to full-time career civilian Army Acquisition, Logistics, and Technology Workforce members in grades GS-11 through -15 and equivalent pay bands within a demonstration project who have met their position certification requirements. The announcement, at http://usaascinfo.info/career-development/programs/school-of-choice, provides additional information and details on how to apply for this opportunity.
Naval Postgraduate School – Master of Science in Program Management
The Naval Postgraduate School – Master of Science in Program Management announcement is open through June 17 to all eligible personnel in grades GS-11 through GS-15 or broadband/pay band equivalent who have met their current position certification requirement. For more information, visit http://usaascinfo.info/career-development/programs/naval-postgraduate-school-master-of-science-in-program-management/accmouncements/.
Federal Executive Institute – Leadership for a Democratic Society
The Federal Executive Institute (FEI) – Leadership for a Democratic Society announcement is open through June 13. Any interested GS-15s who have met their position certification requirement should read the announcement at http://usaascinfo.info/career-development/programs/federal-executive-institute-leadership-for-a-democractic-society/ for additional information and details on specific offerings and submission requirements. Starting this fiscal year, any applicant for FEI must have either completed the Civilian Education System (CES) Advanced Course or received equivalency or constructive credit before submitting an FEI application. Interested applicants should visit the website on CES course credit at https://www.atrrs.army.mil/channels/chrtas/help/CES_Course_Credit/asp.
Defense Acquisition University Training
The FY13 DAU class schedule will be available for registration on May 17. Students are highly encouraged to plan and apply for DAU training as soon as the schedule opens. Applying early will afford them a better chance of obtaining a class in the timeframe requested. Students should encourage their supervisors to approve training requests as soon as they apply. Applications cannot be processed by the Army registrar office until the training has the supervisor’s approval. Please apply through the Army Training Requirements (ATRRS) and Resources Internet Training Application System (AITAS) at https://www.atrss.army.mil/channels/aitas. For more information on DAU training to include, systematic instructions, training priority definition and frequently asked questions, please see the link at http://asc.army.mil/career/programs/dau/default.cfm. After receiving a confirmed reservation in the requested class, students should ensure that they attend the class as scheduled.
The timeframe for DAU course cancellations is 30 calendar days from the date the student receives a reservation. 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. Cancellations submitted after that deadline must have general officer or Senior Executive Service member approval, per DA DAU Training Policy and Procedures signed Dec. 9, 2011, online at http://asc.army.mil/docs/programs/dau/DAU_Training_Policy_&_Procedures.pdf. Students placed on wait status should revisit their class wait(s) and cancel as necessary. If a student rolls into a reservation from a wait within 30 days from the class start date, the student will be held to the 30-calendar-day cancellation policy.
USAASC has been working with the 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 loaded on April 17. This process will recur on a weekly basis 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 help desk ticket at https://rda.altess.army.mil/camp/index.cfm?fuseaction=support.helpRequest and ask that your ACRB be updated to reflect completion of DAU equivalent courses.
DAU has successfully procured a commercial-off-the-shelf new Student Information System (SIS) to replace the current distinct DAU registration systems for the four services. PORTICO, the official name of this acquisition workforce initiative, is a Web-based system that integrates critical capabilities including career training management, schedule development, course registration, and Defense Acquisition Workforce Improvement Act transcripts and reporting. PORTICO will interface with DAU and sister DoD systems, ATRRS, and CAMP/CAPPMIS. It will standardize functionality and capability for all services. For Army students, the system will completely replace the current AITAS student registration system at https://www.atrrs.army.mil/channels/aitas. It will allow for a better user experience, and more transparency and up-to-date status information for students applying for DAU courses. Army workforce members will be able to authenticate using a DoD common access card. PORTICO is projected to be released in 2nd quarter 2013. For more information on PORTICO and the latest PORTICO newsletter, please visit http://www.dau.mil/sis.
Officials at Fort Sam Houston, TX, have developed an Acquisition Workforce Civilian Leadership Development Program, offering contracting professionals a structured, detailed road map for career management.
The program was created for the Mission and Installation Contracting Command (MICC) workforce, but officials from the U.S. Army Contracting Command (ACC) exploring a similar program recognized its value to the broader Army acquisition community. The program is scheduled to launch this spring.
“The Army is committed to replenishing and growing our professional acquisition workforce through the enhancement of career development programs and training opportunities,” said BG Stephen Leisenring, then MICC Commanding General. “Professional development serves as a powerful tool in defending this Nation and provides the processes to acquire needed capabilities.”
The overarching objective of the program is to build a cadre of acquisition workforce members using various tools and developmental opportunities with an eye to future leadership roles, said Wiley Cox, a Procurement Analyst with the MICC Acquisition Workforce Development and Training Branch. He said an assessment of the organization revealed a gap in aligning the workforce with professional development.
“We realized there was a disconnect between individual aspirations and decision makers who can match individuals to opportunities,” said Cox, who drew on his previous Air Force experience as one of the architects of the MICC program. “The Acquisition Workforce Development and Training Team designed a program within the MICC that will develop our future leaders.”
The program, fashioned after the Army Workforce Development Roadmap for the contracting and acquisition career programs, uses a four-phase approach, starting with establishing career development road maps.
“Contracting career field members who elect to participate will now have the unprecedented ability to directly communicate their career aspirations to senior leaders, who will then provide a strategic perspective on individual career paths,” Cox said. “This new avenue of communication will serve to identify future leaders and also arm individuals with recommendations that allow them to maximize their growth potential.”
Members who complete a road map should highlight functional competencies and significant business, professional, and leadership skills. Senior leaders then review the road maps, taking into consideration technical competencies, business acumen, leadership skills, and training and education accomplishments that they want to encourage at the tactical, operational, and strategic levels.
We realized there was a disconnect between individual aspirations and decision makers who can match individuals to opportunities.”
The second phase entails completion of a contracting career development plan, consisting of an employee’s present and past experience as well as short- and long-range goals, according to Lorraine Massie, MICC Contract Operations Division Chief. This step also includes an assessment and recommendation by an individual’s supervisor.
Following completion of the road map and submission of a development plan, the third phase entails a review by the Acquisition Workforce Civilian Leadership Development Board, consisting of a panel of senior leaders who will analyze experiential and educational accomplishments as well as the immediate supervisor’s input using specific criteria and a structured feedback approach to ensure consistency. Cox said the board will provide a recommendation for at least one follow-on assignment, along with training and educational recommendations, in feedback that takes into account individual accomplishments, career goals, and attributes that may lead to continued professional growth and career progression.
The final phase of the Acquisition Workforce Civilian Leadership Development Program is to match developmental opportunities to the employee based on recommendations by the board. This phase also serves as a tool for succession planning, Massie said. Managing the development program at MICC is the Acquisition Workforce Development and Training Team in the Contract Support Plans and Operations Directorate.
Following the launch of the program, officials from the MICC and ACC will continue to work closely to ensure individuals in the non-acquisition workforce are also folded into the career and leadership development process in the near future.
- DANIEL P. ELKINS is Deputy Director of Public Affairs for MICC. He has served more than 23 years in support of public affairs for the Army and the Air Force. Elkins holds a B.S. in communications from Louisiana Tech University and an M.A. in communications from St. Mary’s University.