WORKFORCE


RUN ALAP AHEAD


A simple question led the author and her team to develop a workshop to assist colleagues in their career advancement.


by Joanna Chase


Te Army’s Acquisition Leader Assessment Program (ALAP) began inviting civilian partic- ipants in the 2021 fiscal year, leaving many in the Joint Program Executive Office for Armaments and Ammunition (JPEO A&A) workforce unaware of this new opportunity. Not only that, but as conversations progressed, it was discovered that many employees weren’t fully familiar with the centralized selection list or centralized selection board (CSB) processes.


W


Te Army Director of Acquisition Career Management (DACM) Office and the Army Talent Management Task Force worked together to design the ALAP program with the intention of improving and strengthening current methods for selecting leaders for CSL command and key billet positions. During ALAP, participants engage in a weeklong variety of scored and informing (non-scored) events that provide selection board members a more robust, whole-person leadership assessment.


TAKING ACTION As part of the JPEO A&A Talent Management Office, my goal is to ensure that members of our organization have access to all the opportunities needed to not only be successful today, but to develop as strong leaders who will be prepared to guide the way tomorrow. I show up each day looking for new and creative ways to support our workforce without adding stress or creating a burden on time. In addition to leading many strategic initiatives for the organization, we constantly look for ways to support each of our smaller offices as well. When the conversation about ALAP arose, I knew we needed to do something to get


hat started with a simple question about the upcoming centralized selec- tion list (CSL) deadline quickly turned into the realization that there was as much larger opportunity at hand. “Once applications are in, what’s next? Are we now eligible to participate in ALAP?”


https:// asc.ar my.mil


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