CAREER NAVIGATOR


MAXIMIZING POTENTIAL


Senior Rater Potential Evaluations help identify future leaders.


by Jacqueline M. Hames T 164


he Senior Rater Potential Evaluation (SRPE) period is fast approaching—time for acquisition civilians to think about their future and potential as up-and-coming acquisition leaders. Since 2015, the SRPE has been required annually for Army Acquisition Workforce professionals GS-12 through GS-15 and pay band equivalent. Evalua- tions cover Oct. 1 through Sept. 30, and senior raters must complete the SRPE by Dec. 31.


So, what is SRPE? It is a talent management and employee development tool that can help supervisors identify future lead- ers. Te SRPE assists leaders of civilian acquisition professionals to assess their potential to perform in or assume positions of increased responsibility, Norm Hilton, chief of the Army Acquisition Workforce Engagement Branch, explained. Te Engage- ment Branch is part of the Director, Acquisition Career Management Office.


THE HISTORY SRPE was developed in response to the need for a qualified and professional Defense Acquisition Workforce. In particular, Section 1733(a) of the Defense Acquisition Workforce Improvement Act requires that the best-qualified individuals be selected for acquisition leadership positions. Te SRPE provides documentation of the leadership potential of civilian employees and allows selection boards to more easily and equitably compare civilian and military candidates, ensuring that the best person is selected for a leadership position.


In the April 2018 issue of the DACM Newsletter, Hilton gave a breakdown of how to assemble a SRPE and why it’s criti- cal to central selection board screenings. A central selection board is a group of people that evaluates a candidate’s eligibility


Army AL&T Magazine


Fall 2020


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