CONTRIBUTION!


complete control of identifying the best candidates,” Wortman said.


Voluntary Emeritus Program—Tis, too, expands an existing part of AcqDemo, opening it up to military and civilian retirees who supported the acquisition workforce but were not in positions that fell under the Defense Acquisition Work- force Improvement Act.


MASTERING THE FINER POINTS


HR personnel—in the foreground, Gerard Calvin, HR specialist, and in the background from left, Willie Barber, lead HR specialist; Tammy Knox, supervisory HR specialist; and Lorraine Kamaal, HR specialist—receive updated training in Army AcqDemo policy, processes and procedures at Aberdeen Proving Ground, Maryland, in May. The four are with the Army Acquisition Workforce Hiring Cell of the Civilian Human Resources Agency, Northeast Region. (Photo by Catherine DeRan, U.S. Army Acquisition Support Center)


Expanded supervisory and managerial probationary periods—Tis expanded requirement provides adequate proba- tionary periods for current managers with significant responsibility for major pro- grams. “It gives the organization—and the manager—more time to assess that the candidate can do the job,” Wortman said. If the increased level of responsibil- ity doesn’t work out, the organization can move the new manager back to the previ- ous supervisory or nonsupervisory role.


Reduction in force—In the event of a reduction in force (RIF), Wortman said,


offer intern positions to recent graduates in a critical career field. Managers also will be able to offer acquisition intern appointments to undergraduates who have not yet completed their studies in a field directly linked to an acquisition position’s


requirements for one of critical career fields.


“We call this our version of the Pathways [federal hiring] program,” Wortman said, “which we think will provide improved benefit for the acquisition community.” He added that this major improvement will enable participating organizations to “make direct offers and bring [candi- dates] in, and put them into a program to advance them in their careers.”


114 Army AL&T Magazine July-September 2017 the


“Direct-hire authority doesn’t apply to the administrative support career path, which accounts for only 2 percent of the AcqDemo workforce,” Wortman said.


Scholastic achievement appointment— Tis modification of the existing scho- lastic achievement appointment makes it available to a wider range of candidates.


Rule of many—When there are 25 or fewer candidates for a position, the hir- ing manager, who knows the subject matter better than HR personnel, will have the option of reviewing all the can- didates to find the skills needed. “It gets the pool of candidates to the supervisor much faster, and then the supervisor has


“we are moving from a longevity-based system of determining our RIF list to using performance as a primary factor.” Although performance has been part of AcqDemo from the beginning, it has never been measured the way that contri- butions have. Tis provision changes that, adding a different dimension, and makes CCAS compliant with 10 U.S. Code, Section 1597(f).


Expanded detail and temporary


promotion authority—Tis enables managers to fill open positions at a higher level of responsibility with exist- ing employees beyond 120-day limit,


the current to as much as one year


within a 24-month period. For example, if an employee’s supervisor is on extended leave,


band level may be temporarily promoted to a higher level of responsibility, with a


that employee in a lower broad-


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