FUTURE [WORK]FORCE
CAREER TRACKER
ACT allows users to search and select educa- tion and training opportunities, monitor career development and get personalized advice from their leaders about which opportunities may be the most helpful. It’s also the place where users establish their IDPs. GoArmyEd provides students the means for requesting and schedul- ing training once their IDP is in place. (Image courtesy of Jessica A. Smith)
a variety of developmental functions, including determining their assigned career program; viewing their progress on required training such as Civilian Education System courses and Defense Acquisition Workforce Improvement Act certifications; explor- ing career maps and competencies for their current position and grade and for desired positions and grades; and establish- ing an individual development plan (IDP) to map out training for advancement. After establishing an IDP within ACT, users can access GoArmyEd to request training, receive approval for courses and then register for training.
So what does this new approach mean for the engineers and sci- entists? Te acquisition workforce? Te supervisor? Te program manager? It means that the Army is actively working to create a more forward-thinking workforce by providing visibility into desired skills and future workforce needs. It also means that there are a variety of opportunities, tools and funding to help develop workforce personnel and to provide the Army with a highly skilled workforce. To get started, members of the acquisi- tion workforce should establish their accounts within ACT and GoArmyEd and begin building their IDPs.
CONCLUSION For the future, it is paramount that the Army focus not only on its investments in technologies, but also in its technical work- force. As Chief of Staff of the Army GEN Raymond T. Odierno has said, “We need our scientists; we need our engineers; we
54
need our Ph.D.s to help us come up with new ideas and tech- nologies for us to take care of our young men and women in uniform.” Te Army’s new competency-based workforce devel- opment model and workforce-focused proponency offices will provide the ability to recruit, develop and retain personnel with the right skill sets. Today’s interns will deliver tomorrow’s break- throughs—on and off the battlefield.
For more information on career program management for engineers and scientists, contact the CP-16 Proponency Office at 256-450- 8781 or
usarmy.redstone.usamc.mbx.army-cp16-pmo@mail. mil.
DR. GRACE M. BOCHENEK is the first chief technology officer for the U.S. Army Materiel Command and functional chief representa- tive for CP-16. She has a Ph.D. in industrial systems engineering from the University of Central Florida, an M.S. in engineering from the University of Michigan and a B.S. in electrical engineering from Wayne State University.
MS. JESSICA A. SMITH is a career management specialist with the CP-16 Proponency Office. She has a B.S. in mechani- cal engineering from the Georgia Institute of Technology and is Level III certified in systems planning, research, development and engineering.
Army AL&T Magazine
October–December 2014
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
