A PORT IN THE STORM
If the OAP can’t help, then the question is pushed to an acqui- sition career manager at the DACM Office—each OAP has a career manager liaison that supports them and the command they work for, she said.
According to the DACM Office, an OAP’s role is to provide general acquisition career management guidance, respond to Career Acquisition Personnel and Position Management System (CAPPMIS) data calls, and ensure timely announcement of Army acquisition education and training programs in support of a designated organization. In other words, OAPs ensure that supervisors and AAW members have all the training require- ments for certification, said Jennifer Marshall, the lead OAP for the U.S. Army Combat Capabilities Development Command (DEVCOM) C5ISR Center.
SHINE SOME LIGHT
Workforce members who have questions about a career move should start with their supervisor. Supervisors will be able to help with things like identifying required training or potential development opportunities.
But what workforce members really need to know is where to go first for answers and advice: the tactical level.
BEGIN AT THE BEGINNING Have questions about a career move? Start with your supervisor. Supervisors will be able to help with the basics, like identify- ing what required training is next for your position or telling you about potential development opportunities. “Te supervi- sor is the first level of defense for the workforce member,” said Kim Gibbons, an acquisition career manager with the Director of Acquisition Career Management (DACM) Office. Supervi- sors provide one-on-one counseling and ensure AAW members understand their position requirements, she said.
“Once they have a conversation with that supervisor, if that super- visor is unable to provide the adequate assistance or [is] unable to answer [an acquisition question], then [the supervisor] can elevate it up to the acquisition organization point of contact. An OAP is appointed through the organization,” Gibbons said.
“We’re here to help the acquisition workforce. Tat’s our job,” Marshall said. “If ever they’re in doubt or there’s a grey area, they should be able to reach out to us because that’s what we do. We provide customer service to answer any and all questions.”
Workforce members should be aware that OAPs are not in that role exclusively. “We are typically dual-hatted,” said Bridget Patrick-Dollberg, a management analyst and lead OAP at the DEVCOM Armaments Center. She is also the telework coordina- tor and the Sexual Harassment/Assault Response and Prevention (SHARP) program point of contact and victim advocate for her organization. Like many other OAPs, interacting with the work- force is just one of her many duties. She is grateful to workforce members for their patience while waiting on answers to their questions, especially now with the implementation of the Back- to-Basics certification framework in full swing.
“We don’t always have the depth or breadth of knowledge that a DACM [acquisition career manager] might have, or a DACM program [point of contact] might have,” Patrick-Dollberg said. “But we’re here for them to help with" training, applications to programs, or anything else workforce members might need. And it’s important that workforce members know who their OAPs are, she added. Members can find a list of OAPs on the CAC- enabled site, MilSuite, at
https://www.milsuite.mil/book/docs/ DOC-640236.
The acquisition workforce stakeholder network is a group of selected professionals who advocate for and assist Army Acquisition Workforce (AAW) members in planning and developing their careers.
126 Army AL&T Magazine Spring 2022
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