CAREER DEVELOPMENT UPDAT E
ARMY AL&T
Qualified Expert supporting the Army major and support com- mands and PEOs. For a complete listing of the Army’s Section 852 efforts, visit
http://asc.army.mil/career/ programs/852/
default.cfm.
Commissioned Offi cer Career Development On Feb. 1, 2010, the Army published the new Department of the Army Pamphlet 600-3, Commissioned Offi cer Development and Career Management. The pamphlet outlines officer development and career management programs for each of the Army’s career branches and functional areas. The full text can be found at
http://www.army. mil/usapa/epubs/pdf/p600_3.pdf. Information on the U.S. Army Acquisition Corps (AAC) can be found in Chapter 42.
2009 Competitive Development Group/Army Acquisition Fellowship (CDG/AAF) Program Orientation and Graduation With the theme “Developing Our Next Generation of Leaders,” the CDG/AAF Program held its annual orientation, graduation, and training in Nashville, TN, Feb. 22-24, 2010. The pro- gram, designed to develop future acquisition leaders, provides board-selected fellows with training that might not otherwise be available to them, such as executive leadership education, expe- riential, and other career development opportunities, including developmental assignments in the AAC. Orientation activities for the fellows included a senior leaders panel, a panel of current and former project managers and CDG/AAF fellows who gave firsthand program insight, and other speakers who explained the program’s benefits. The event culminated with a gradua- tion dinner where Eric Edwards, Executive Director, Integrated Materiel Management Center, U.S. Army Aviation and Missile Command, was the honored guest speaker. Edwards congratu- lated the current and graduating fellows and advised them to strike a good balance between family and work for a success- ful career and a fulfilling life. If you are interested in applying to the CDG/AAF Program for the 2011 Year Group, please contact Chandra Evans-Mitchell at (703) 805-1247/DSN 655- 1247 or
chandra.evansmitchel@us.army.mil.
AAC Annual Awards Call for Nominations It’s that time of year again where we call for nominations for the AAC Awards. It’s vitally important that we recognize those among us who have distinguished themselves by going beyond expectations and simultaneously making the AL&T Workforce an even more professional and positive influence for the Army, as well as a great example of acquisition excellence for the American people. For information on nomination deadlines and windows, please see the inside back cover of this issue.
Craig A. Spisak Director, U.S. Army Acquisition Support Center 64 APRIL –JUNE 2010
Contracting Community Highlights
have had many opportunities to speak to the contracting community during the past year and have come away with three distinct conclusions. The fi rst is the absolute professionalism of the contracting workforce personnel and their desire to do their jobs with integrity, ingenuity, innovation, and diligence. The second conclusion is the commitment of contracting pro- fessionals to invest time and effort to continue honing their skills, progress their professional development, and initiate change and improve the timely communication of new and ever-changing policies and procedures. This is no small effort given the magnitude of the workload. The third conclusion is the continual pursuit of excellence—having an attitude of: What can we do better and what are the obstacles to be sur- mounted? At the end of my presentations, I usually include a section about Hot Button Issues. These are the issues (obstacles) that keep me awake at night—the issues that are not readily resolved, but must receive persistent scrutiny and awareness. I want to use this forum to share with you the following Hot Button Issues that are high on my 2010 list, but are not in pri- ority order nor all inclusive.
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• Aggressively promote full and open competition. The Presidential Memo of March 4, 2009, directed fewer cost-type contracts, necessitated full justifi cation for any noncompetitive con- tracts, required the choice of contract types to minimize risk and maximize value to the government, and obliged clarifi ca- tion for when governmental outsourcing for services is, and is not, appropriate. Offi ce of Manpower and Budget (OMB) guidance on Phase I dated July 29, 2009, and Phase II dated Oct. 27, 2009, requires agencies to develop a plan to save 7 percent of baseline contract spending by the end of FY11. The OMB Phase II Memo provides guidelines for increasing com- petition and structuring contracts for the best results and lists three key questions to be applied to each contracting action. Metrics show that we are increasing competition: 64 percent of every contract dollar was competitively awarded in FY07, 65.4 percent in FY08, and 67 percent in FY09.
• Increased Procurement Management Review (PMR) program oversight. While this venue has proven to be successful, we are looking for ways to improve the outcomes. In 2009, we conducted 17 reviews and have scheduled 14 more for 2010. We are currently hiring for the PMR teams and continuing our focus on areas of management oversight, electronic data management, template use, and workforce training/education.
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