CAREER CORNER USAASC PERSPECTIVE FROM THE DIRECTOR, U. S . ARMY ACQUISITION SUPPORT CENTER


CRITICAL CONNECTIONS to ACQUISITION Career Success


F


or the U.S. Army Acquisition Support Center (USAASC) Army Director


of Acquisition Career Management (DACM)


Office, efficiently and effectively man- aging career development for the nearly 38,000-strong Army Acquisition Workforce requires a network of committed, caring individuals working toward the same goal: to provide the best career guidance for workforce members to achieve successful and rewarding acquisition careers.


Acquisition career managers (ACMs), responsible for assisting the acquisition workforce with their career management, in turn are assisted by the more than 400 organizational acquisition points of con- tact (OAPs) at acquisition organizations worldwide, who provide day-to-day, face- to-face career management support. (See Figure 1.) Appointed by their respective organizations to help the workforce with general acquisition questions and con- cerns, OAPs also work to provide their senior leaders with data on the progress of the workforce in meeting acquisition training requirements. OAPs are a vital link to the ACMs at the USAASC Army DACM Office.


172 Army AL&T Magazine Craig A. Spisak Director, U.S. Army Acquisition Support Center


Te acquisition community also has nearly 50 acquisition career management advocates (ACMAs) at the GS-15 or Senior Executive Service level throughout the Army. Tese advocates are nominated by their organization’s leadership to rep- resent their acquisition community. Tey receive an appointment charter signed by the DACM, which charges them to serve as principal adviser to the DACM and their senior leadership on “the execution of acquisition career development, policy, procedures and programs.” Like ACMs and OAPs, ACMAs also listen to the con- cerns of the local acquisition workforce


OAPS PLAY CRITICAL ROLE OAPs target acquisition workforce management information to the most appropriate groups or populations within their organizations, disseminating it with a precise focus. OAPs are trusted super users within the acquisition community, with greater access to the Career Acquisi- tion Personnel and Position Management Information System (CAPPMIS)/Career Acquisition Management Portal, the cen- tral repository for all Army Acquisition Workforce data. Tey can analyze the data for their organizations to identify poten- tial challenges within their respective acquisition workforce and provide status reports to ACMAs on the career develop- ment of their acquisition community.


Te OAPs’ link to USAASC makes them a valuable day-to-day resource. If you have career management questions or concerns that you are unable to resolve through the USAASC Army DACM Office website or automated support system, contact your local OAP. Tey can assist with basic


acquisition January–March 2015 inquiries, and have


and offer advice on managing careers and achieving career goals.


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68  |  Page 69  |  Page 70  |  Page 71  |  Page 72  |  Page 73  |  Page 74  |  Page 75  |  Page 76  |  Page 77  |  Page 78  |  Page 79  |  Page 80  |  Page 81  |  Page 82  |  Page 83  |  Page 84  |  Page 85  |  Page 86  |  Page 87  |  Page 88  |  Page 89  |  Page 90  |  Page 91  |  Page 92  |  Page 93  |  Page 94  |  Page 95  |  Page 96  |  Page 97  |  Page 98  |  Page 99  |  Page 100  |  Page 101  |  Page 102  |  Page 103  |  Page 104  |  Page 105  |  Page 106  |  Page 107  |  Page 108  |  Page 109  |  Page 110  |  Page 111  |  Page 112  |  Page 113  |  Page 114  |  Page 115  |  Page 116  |  Page 117  |  Page 118  |  Page 119  |  Page 120  |  Page 121  |  Page 122  |  Page 123  |  Page 124  |  Page 125  |  Page 126  |  Page 127  |  Page 128  |  Page 129  |  Page 130  |  Page 131  |  Page 132  |  Page 133  |  Page 134  |  Page 135  |  Page 136  |  Page 137  |  Page 138  |  Page 139  |  Page 140  |  Page 141  |  Page 142  |  Page 143  |  Page 144  |  Page 145  |  Page 146  |  Page 147  |  Page 148  |  Page 149  |  Page 150  |  Page 151  |  Page 152  |  Page 153  |  Page 154  |  Page 155  |  Page 156  |  Page 157  |  Page 158  |  Page 159  |  Page 160  |  Page 161  |  Page 162  |  Page 163  |  Page 164  |  Page 165  |  Page 166  |  Page 167  |  Page 168  |  Page 169  |  Page 170  |  Page 171  |  Page 172  |  Page 173  |  Page 174  |  Page 175  |  Page 176  |  Page 177  |  Page 178  |  Page 179  |  Page 180  |  Page 181  |  Page 182  |  Page 183  |  Page 184