WORKFORCE DEVELOPMENT
JOINT EFFORT
Employees and supervisors will work together on which courses or credentials the employee needs to pursue. (Graphic by Army DACM Office)
EXTENDED GRACE PERIODS A third paradigm shift moved the certi- fication grace period from a standard 24 months for every position to a certifica- tion grace period that directly aligns to the functional area tier assigned to that position, now a 3/5/4 model: Tose coded as Foundational or Professional now have a three-year grace period; those coded as Practitioner have a five-year grace period; and those coded as Advanced have a four- year grace period. Te extended grace periods were given to all current AAW members when Back-to-Basics was imple- mented, as well as to any new members after that date. Te reason grace periods were extended was to facilitate more of a focus on experiential learning and to try to prevent individuals from feeling that they had to rush through training to get certified right away. Te Army DACM, Ronald R. Richardson Jr., said that “the new emphasis on experience, and the right training at the right time, better supports our primary objective of provid- ing an agile and adaptive workforce with
the acquisition acumen and critical think- ing skills we need in support of the Army modernization enterprise.”
Given the new grace periods, the DACM Office changed the applicant criteria on many of its leadership and educational programs to allow those not yet certi- fied, but still within the grace period, to apply for those programs. Additional information on DACM programs may be found on the DACM website at https://
asc.army.mil/web/career-development/ programs/civilian/.
REDUCED SCRAP LEARNING Finally, the last paradigm shift is a reduc- tion in scrap learning with a focus on less prescriptive certification training. Scrap learning is an educational term that essen- tially represents wasted training time—the learning content that will never be applied by the learner. Te intent of this Back- to-Basics shift revolved around focusing more on a foundational level of learning. Anyone required to attend mandatory
training would be able to apply the content in their job and could expand on that base learning through just-in-time focused training (credentials). Tis reduction in training time would enable more time for on-the-job training (the experiential component of DAWIA certification) and dramatically increase the emphasis on the supervisor and employee relationship to determine training needs. Tis reduction in scrap learning resulted in significantly less required classroom time, enabling individuals to be present in their job more. It also enables individuals to seek out addi- tional training specific to their job in the form of credentials.
Te Army has transitioned military and civilian positions into the Back-to-Basics framework, reducing the AAW from over 40,000 members down to nearly 33,500 as it removed facilities engineering and adopted tighter restrictions on what constitutes financial management/cost estimating and life cycle logistics positions through its acquisition functional leaders.
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