WORKFORCE
EXTENDED HELP Acquisition career managers work hand-in-hand with OAPs to give workforce members the answers they need to succeed, Gibbons said. Te career managers work within the United States Army Acquisition Support Center’s DACM Office, assisting AAW members with their Defense Acquisition Workforce Improve- ment Act (DAWIA) certifications, acquisition career record briefs, individual development plans, questions regarding training and education program applications—anything that is acquisition career affiliated, she explained.
For example, “when a workforce member is trying to apply for their DAWIA certification within the [Certification Manage- ment System] module in the CAPPMIS database, they may have some sort of complications or challenges where they don’t receive a green check for all of the criteria that [are] needed for certifi- cation,” Gibbons said. If that is the case, the workforce member could submit an inquiry through the help desk, and the acquisi- tion career manager would walk the employee through the process to correct it.
For questions about DACM Office leader development programs, the acquisition career manager coordinates with that program manager and relays the information to the OAP or employee, Gibbons explained.
Of course, with Back-to-Basics in play, things are going to work a little differently. While the acquisition career managers’ roles will remain mostly the same, the OAPs will have to do some adjusting.
“It’s an exciting time for the acquisition community because it’s revamping itself with Back-to-Basics,” Marshall said. Te OAPs' roles are changing because some of the requirements they would help workforce members with are going away. Now, “it’s about
educating our workforce” on what the Back-to-Basics certifica- tion framework is and what it looks like across the infrastructure of the acquisition community, she said.
She believes the OAPs are the unsung heroes of the transition into this new framework. “Everybody is being impacted by this, and so it’s adjusting the culture and trying to educate the work- force, supervisors included, on what it means,” she said. “Tat's a round-the-clock effort.”
CONCLUSION Supervisors, OAPs, acquisition career managers and the rest of the stakeholder network can answer a boatload of questions and help workforce members navigate the treacherous waters of career planning and development. But it is critical for employees to remember that each individual is in charge of their own career.
“Hold yourself accountable,” Gibbons said. “Take responsibility. You are your best acquisition career manager. You’re in the driv- er’s seat. No one can navigate your career better than you—you can ask for guidance from mentors and senior leaders, but ulti- mately, you are in control of your career.”
For more information on the acquisition workforce stakeholder network, go to
https://go.usa.gov/xteW4.
JACQUELINE M. HAMES is an 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 news and feature articles for publication.
ROUGH SEAS
The stakeholder network can answer a boatload of questions and help workforce members as they navigate the sometimes treacherous waters of career planning and development.
https://asc.ar my.mil
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