civilian acquisition workforce members will have career models specific to their ACF. (See Figure 1 on Page 142 for an example.) Tese models provide a pro- gressive path toward career growth.
Also, the DACM Office offers educational, training and leadership development programs designed for every acquisition career level. Tese programs include internships, Competitive Development Group/Army Acquisition Fellowship, Acquisition Leadership Challenge (Lev- els B, I and II), the DAU Senior Service College Fellowship and Training with Industry. See all the programs offered by the Army DACM Office at http://
asc.army.mil/web/career-development/ programs/ under Career Development.
MANAGING FUNDS Also under the purview of the Army DACM Office is administration of the Defense Acquisition Workforce Devel- opment Fund (DAWDF). Tis funding allows DOD to recruit and hire, develop and train, and recognize and retain its acquisition workforce. Te office uses these funds to pilot
innovative acquisi-
tion-based programs developed by Army commands and organizations to ensure the long-term sustainment of the work- force. (See Figure 2.) Many of these DAWDF-funded pilots have gone on to be best practices leveraged across the acquisition workforce:
• Virtual Acquisition Career Guide— Online platform where acquisition workforce members can engage in dynamic, interactive face-to-face dia- logue with a virtual counselor who offers consistent messaging along with personalized career guidance.
• Specialty Engineering and Training Program partnership with ASA(ALT)’s System of Systems Engineering and Integration Directorate—Cooperative
LOOK AND LEARN DAU’s iCatalog is an easy-to-navigate guide to the certification and continuous learning require- ments of various ACFs and the courses available to fulfill those requirements. (Image courtesy of USAASC)
effort to develop and replace talent in three U.S. Army research, development and engineering centers.
• Contingency Contracting Exercise— Annual joint contracting exercise at Fort Bliss, TX, with more than 200 military and deployable civilians; led to a FY14 Joint Staff contracting exercise.
• Predictive Staffing Model—Method of providing program management offices with staffing recommendations based on a program’s life cycle, using the Acquisition Workload Based Staff- ing Analysis Program to capture the hours of work being performed in real time and specific to functions within the Army.
CONCLUSION Whether the question is about certifi- cation, DAU course scheduling, AAC membership, policy or just advice, the Army DACM Office is the one stop for
the Army acquisition professional for anything career-related.
For more information, go to http://asc.
army.mil/web/dacm-office/; the DACM News, at
http://asc.army.mil/web/dacm- newsletter/; DACM Hot Topics, at http://
asc.army.mil/web/category/dacm- topics/; and the DACM Education and Training Column, at
http://asc.army.mil/ web/category/edu-training-column/.
MR. ROBERT E. COULTAS is the Army AL&T magazine departments editor and an Access AL&T editor. He is a retired Army broadcaster with more than 42 years of combined experience in public affairs, journalism, broadcasting and advertis- ing. He has won numerous Army Keith L. Ware Public Affairs Awards and is a DOD Thomas Jefferson Award recipient
ASC.ARMY.MIL
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CAREER CORNER / EDUCATION AND TRAINING
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