A PEEK BEHIND THE CURTAIN


FIGURE 1 EDUCATION


SENIOR RATER POTENTIAL EVALUATION


EXPERIENCE LEADER DEVELOPMENT


All are Level III certified in program management.


Four have two Level III certifications.


Five have master’s degrees.


Primaries averaged three completed SRPEs.


100% of SRPEs were top block (exceptional).


All were properly enumerated and had comments such as “select now for …”


Selected primaries averaged nine years of supervisory experience.


Four of the six had prior military service.


Primaries had average of nine years in a PM shop or PEO.


Three of six had more than five years of contracting experience.


Only one of six had previously served a CSL assignment.


No one had significant HQDA time.


Two of six completed Senior Service College fellowships.


PRODUCT MANAGER SELECTEES, IN PROFILE


In examining the backgrounds of the six primaries selected as GS-14 product managers, the Army DACM Office identified significant trends in four key areas. (SOURCE: USAASC)


the Army DACM Leader Development Branch chief, who led the centralized selection list (CSL) application process. To make sure all of the applications were consistent and comparable, he reduced the number of required documents, stan- dardized the application template and provided detailed feedback to every appli- cant, providing the opportunity to revise and resubmit the application before it went forward.


Civilian applications have to be manually converted into the DA format, causing a variety of format issues in previous years. John Kelly, Army DACM Office acquisi- tion data management specialist, spent


170 Army AL&T Magazine July-September 2016


hours ensuring that the civilian files trans- ferred without any quality degradation, allowing the review board to see clean civilian application documents. In ear- lier years, files went straight to the board without review, and some were illegible or completely blacked out. Greene changed that so that the Army DACM Office can identify formatting errors and get them fixed in advance.


But a key contributor to the quality of applicants this year comes straight from the top. As the Army DACM, Lt. Gen. Michael E. Williamson has made talent management one of his key priorities for the AAW since 2014, and he has


implemented several initiatives to help leaders identify and develop talent. Tey seem to be working. Not only is William- son focusing on increasing the acumen and competitiveness of the civilian popu- lation, one of his initiatives specifically calls for leaders to encourage talented professionals to apply for CSL positions. “My goal is to create a pool of the right people with the right skills for the right jobs,” he said in a video outlining his tal- ent management priorities for the AAW.


WHAT’S TRENDING An analysis of the six primaries selected as GS-14 product managers highlighted significant trends in four key areas:


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