Acquisition Support Center (USAASC) developed the first version of the Army Acquisition Civilian Leadership Devel- opment Plan (AACLDP). Te AACLDP is a step toward a more clearly defined career path for our civilians.
Previously, when civilians wanted to seek advanced degrees, leadership develop- ment and/or functional diversity,
the AACDM
there
was no central resource. Terefore, the Office of the DACM has sought to provide a first edition of comprising:
1. Te Acquisition Career Development Pyramid for each acquisition career field, due out in the summer of 2013.
2. Te AACLDP.
Te AACLDP, shown in Figure 1 on Page 160, clearly lays out, by grade, the statu- tory certification training and Civilian Education System (CES) requirements alongside the leadership training and higher education readily available to all acquisition civilians once they have met their position certification requirements. Tis plan is a general guide for all levels of our acquisition workforce but specifically targets highly motivated civilians looking to move up the leadership ladder.
Using this model, acquisition workforce members can see the training require- ments of each level. In addition, they can use this plan to identify desired training opportunities available at upper levels. Te goal of the model is to pro- vide a guide for functional (Defense Acquisition University) training, Army leadership training (CES) programs to obtain advanced degrees, and an entire portfolio of
leadership and experiential
programs at every career level. Based on a particular civilian’s interests, competency gaps or identified developmental needs,
WORK SMARTER
Lean Six Sigma training helped MAJ Charles F. Faison shorten a 51-day software distribution process to three days. The AACLDP makes it easier for civilians to plan and integrate similar train- ing. (Photo by Meg Carpenter, Program Executive Office Command, Control and Communications – Tactical).
the model should provide a path forward for everyone.
BREAKING IT DOWN Te AACLDP divides training into two sections: requirements (Defense Acqui- sition University (DAU) certification training and Army CES courses) and recommendations (higher education and leadership training), and splits those two sections into four clusters of civilian pay grades, modeled after the Acquisi- tion Demonstration Project used widely within the Defense Acquisition Corps.
Te model is further divided into four segments. From bottom to top, they are:
DAWIA/DAU training—functional required
training per the Defense
Acquisition Workforce Improvement Act (DAWIA), from Level I up through 400 Level courses.
CES courses—Army G-3/5/7 required courses (Foundation Course > Basic >
Intermediate > Advanced > Continu- ing Education for Senior Leaders, depending on rank).
Leadership training—all the
leadership opportunities available in our acquisition education, training and experience (AETE) portfolio, as well as a few DOD and U.S. Army Materiel Command (AMC) programs.
Higher education—bachelor’s and
master’s degrees, as well as Senior Service Colleges fellowships.
(SSCs) and SSC
Within the model, all courses have hyper- links that connect to dedicated websites for each course or program. A full version is available for download at http://asc.
army.mil/career-development/civilian/ career-planning-steps/.
CONCLUSION Civilian workforce members should take time to review any of the above pro- grams of interest to them and document
ASC.ARMY.MIL 159
CAREER CORNER / CAREER MAPPING 101
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