FIGURE 1
requirements. Tose who fail to achieve their required certifications within their extended
grace period—barring Acquisition Personnel Certified or Within Grace Period exi-
gent and exceptional circumstances as approved by a waiver—are subject to personnel actions. Tese could include reassignment, reduction in pay grade or pay band, loss of consideration for pro- motion or future acquisition assignments, and separation from federal service.
Why all the fuss? First, certification is a requirement you signed up for when you took the position. Second, not being certified quite frankly means you are not up on the latest tactics and techniques required to be the best-prepared profes- sional working in the acquisition system we are striving for in order to deliver the best products.
ATTAINABLE REQUIREMENTS Te consensus at the quarterly general officer-Senior Executive Service acquisi- tion update meetings is that certification is unquestionably achievable within 24 months. It takes smart planning. For example, let’s say you start in an ACF program management position for which the requirement is to be Level II certified within 24 months. A formal (college) degree is not required for this position, so your education requirement (high school) is met automatically on the first day.
While taking the required DAU courses toward certification, you are simultane- ously contributing to your yearly 40-CLP requirement and gaining the two-year acquisition experience requirement by doing your job. Tis not only helps with achieving certification, but ensures that you remain relevant and proficient in your ACF.
But while most of the workforce plans their career training requirements well
95.00% 85.00% 75.00% 65.00% 55.00% 45.00%
FY08 FY09 FY10 FY11 FY12 FY13 A STEADY UPTICK
While there has been steady improvement in the percentage of Acquisition Workforce members certified or within the grace period for certification, there is still a delinquency rate of 5.5 percent; that is the percentage of the workforce who are overdue in their statutorily required certification. (SOURCE: Career Acquisition Management Portal/Career Acquisition Personnel and Position Management Information System)
in advance, there are still some who wait until the last minute and claim, “I couldn’t get into the class because it was full.” If they followed protocol and applied early, they would have a better likelihood of get- ting a seat in the class. You can’t apply on Tursday for a class that starts Monday; 99.9 percent of the time, you won’t get in because the class is full.
Sometimes this is simply a false excuse. Tere
have been times when we’ve
checked the records and found that some- one claiming this excuse had not applied at all. Tis is not only unethical, but can reflect negatively on someone’s future consideration for promotion or a position with a higher level of responsibility.
CULTURE OF IMPROVEMENT Te onus is on the individual to complete certification within the
period, but it is also incumbent upon supervisors and organizational leaders to make training a priority by creating a culture that allows their subordinates to achieve certification requirements. I agree with LTG William N. Phillips, the DACM, when he says that it is
“commanders’ business” to ensure that statutory requirements for the Acquisi- tion Workforce are met.
It takes a combination of teamwork, com- munication and leadership involvement to ensure that Acquisition Workforce professionals meet standards and achieve certifications within the time allotted. Supervisors and employees must work together so that we can continue to grow, develop future acquisition leaders, and improve core competencies and Acquisi- tion Workforce outcomes.
allotted grace
ASC.ARMY.MIL 179
CAREER CORNER / USAASC PERSPECTIVE
78.4% 83.7% 87.4% 89.7% 91.5% 94.5%
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 |
Page 185 |
Page 186 |
Page 187 |
Page 188 |
Page 189 |
Page 190 |
Page 191 |
Page 192 |
Page 193 |
Page 194 |
Page 195 |
Page 196
