MOVING ON UP!
organization can pay for these assignments, which may range from a few weeks to several months. Tese types of assignments will help employees broaden themselves laterally, he said.
“A focus on development assignments is huge,” Greene said. Te command can offset the financial burden of developmental assignments with the Defense Acquisition Workforce Develop- ment Fund (DAWDF). Many requests for funding developmental assignments came in the past year. “Tose are hard to say no to,” Greene said. “Te board [Defense Acquisition Workforce Devel- opment Board] loves seeing those. And sitting on that board for the past handful of years, we’ve approved those.”
Te National Defense Authorization Act (NDAA) for Fiscal Year 2008 established the DAWDF, and the NDAA for FY16 made the program permanent. DAWDF is used to recruit, train and retain the acquisition workforce, Cooper said. It can provide funding for developmental assignments and training and education oppor- tunities alike.
Tere are three categories under DAWDF: retention, recruit- ment, and training and development. Tese categories are further explained under 11 line items, which include things like leadership training, acquisition training forums and Defense Acquisition Workforce Improvement Act certification equiv- alency. Te DACM Office centrally manages DAWDF funds, Cooper said. Each command receives an allocation based on what it requests—so if Bob works in PEO Soldier and requested funds to support a six-month developmental assignment, the DACM would transfer funds to PEO Soldier to use, Greene explained.
Information for specific development assignments will be included in the assignment announcement from each deputy assistant secretary of the Army office within the Office of the Assistant Secretary of the Army for Acquisition, Logistics and Technology, Cooper said. Te application process for a developmental assign- ment will vary depending on the organization, she said, but Bob should at least have a first-line supervisor and an organization representative approve the assignment.
Greene recommended that workforce members interested in a developmental assignment speak with their command G-1, even if there is no announcement for a developmental assignment. “I would suggest that individuals self-advocate,” he said.
CONCLUSION Mobility will give employees a larger perspective of the workforce and the wide variety of work it does. Different views of various climates in different organizations, making new contacts and gaining a better understanding of the acquisition community are critical to expanding work experience, Greene said. Mobility shows senior leaders you are willing to go above and beyond the call of duty and be challenged.
For more information on career planning, go to
https://asc.army. mil/web/dacm-office/. For more information on the different DAWDF categories and how they break down, as well as program regulations, go to
https://asc.army.mil/web/career-development/ dawdf-program/.
DAWDF SUPPORTS WORKFORCE MOBILITY
Jason Pitts, chief of the Acquisition Functional Integration Branch at the DACM Office, presents DAWDF financial data to a group of acquisition professionals during the Back to Basics developmental conference in September 2017. DAWDF helps facilitate temporary rotations in other organizations, as well as education and training assignments, to broaden workforce experience. (U.S. Army photo)
MS. JACQUELINE M. HAMES is a writer and editor with Army AL&T magazine. She holds a B.A. in creative writing from Christopher Newport University. She has more than 10 years of experience writing and editing for the military, with seven of those years spent producing news and feature articles for publication.
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Army AL&T Magazine
October-December 2018
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