FROM THE DIRECTOR OF


ACQUISITION CAREER MANAGEMENT C R A IG A. SPI S A K


WORLD-CLASS, FAIR AND


CONSISTENT


The Acquisition Leader Assessment Program adds more data to the selection of of ficers for command and key billet positions.


E 98 Army AL&T Magazine


mploying the best talent for the Army Acquisition Workforce is paramount if we’re to succeed at our mission: to get the very best capabilities into the hands of our warfighters. We’ve taken a large step in improving those efforts with the intro- duction of an exciting new initiative, the Acquisition Leader Assessment Program


(ALAP)—the first run of which took place in November at Fort Knox, Kentucky—which will help determine which officers in the Army Acquisition Corps are ready for centralized selection list (CSL) command and key billet positions.


Te Army Director of Acquisition Career Management (DACM) Office, working in conjunction with the Army Talent Management Task Force, developed ALAP to expand on the current method of determining which officers will be chosen for CSL positions. Te current CSL file review process has served the Army well; ALAP adds another dimension to the existing process that further helps identify whether officers are ready for command. If a candidate is identified as not yet ready for command, that doesn’t mean they’re not ever ready. Candidates are offered developmental feedback before leaving ALAP and are also offered coaching and, if eligible, have an opportunity to participate in ALAP again. Te result is an officer who can improve their leadership and can be a stronger candidate in the future.


Spring 2021


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