WORKFORCE
THE LINEUP
The Soldier Lethality team brought squad weapons for display, including the Next Generation Squad Weapon rifle, Precision Sniper Rifle, Squad Designated Marksman Rifle, Multi-purpose Anti-armor Anti-personnel Weapon System recoilless rifle, and the M17/M18 handgun.
Te ability to share information about these systems and put their development, testing and acquisition into perspective as it relates to Army acquisition provided context to the Cadets as they consider Army acquisition as a future career choice in the Army.
workforce for long-term career paths all the way to general offi- cer, as well as master’s and doctoral degree funding, managing multibillion-dollar DOD and Army acquisition programs, or leading contracting detachments, among many others. Acquisi- tion offers dozens of assignment locations to choose from, as well as opportunities for continued service after the initial active-duty service obligation and post-captain key development assignment.
Tanks to equipment provided by PEO Soldier, cadets were drawn to the FA 51 booth to talk and ask questions about all of the small arms systems on display, particularly the Next Genera- tion Squad Weapons—the replacements for the M4 carbine and the M16 rifle, as well as the M249 squad automatic weapon light machine gun, and the Fire Control System.
Te static displays piqued Cadets’ interest and provoked conver- sation. Tat was especially true of the Next Generation Squad Weapons introductory chart. Cadets showed most interest in the M4A1 rifle’s replacement, as many are closely following the time- line for this critical Army modernization effort, which supports the Army’s Soldier lethality priority and the Army’s close combat forces.
CONCLUSION Officers are accessed into FA 51 through a semiannual voluntary transfer incentive program (VTIP) board at their sixth or seventh year of service. Officers may be accessed before completion of their key development assignments through early accessions into the talent-based career alignment (TBCA). During TBCA or early assignment placement, the Army agrees to place an officer in FA 51 upon successful completion of a follow-on assignment and key developmental assignment. Critical to accession as a FA 51 officer is demonstrated successful leadership performance in the appropriate key developmental position in the grade of captain, as outlined in the Department of the Army Pamphlet 600-3, “Officer Professional Development and Career Management.”
For more information about career opportunities in Army acquisi- tion, go to
https://asc.army.mil/web/recruitment.
LT. COL. CAMILLE N. MORGAN is a proponent officer for the Proponency and Analysis Division at the Army Acquisition Center of Excellence. She is instrumental in Army talent management and military recruiting. In support of the Army’s people first philosophy, she has undertaken the most comprehensive reform of military recruiting through Talent Based Career Alignment and Direct Commissioning for the Army Acquisition Workforce. She earned an M.S. in management and leadership from Webster University and a B.S. in business marketing from Morgan State University. She holds the DAWIA Professional certification in contracting.
https://asc.ar my.mil
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