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WORKFORCE DEVELOPMENT


SAVING GRACE


Certification grace periods were updated to directly align to the functional area tier assigned to each position. (Graphic by Army DACM Office)


employee skills and abilities and help ensure the right individ- ual in the right job at the right time.” DAU maintains a running list of credentials, available at https://asc.army.mil/web/dacm- office/functional-areas/#credentials.


Supervisor engagement in training planning is critical in this new environment. Navigating the available credentials and deter- mining the appropriate ones for an individual can be daunting given it is a new responsibility. Having both the supervisor and the individual do some research and then come together to determine what is needed is what the DACM Office recom- mends. “Te biggest risk,” Richardson said, “is that the mid-level


supervisors—and to some degree, their employees—don’t embrace this new empowerment and don’t take advantage of employee counseling and especially the individual development plan [IDP] to do the career mapping and fully develop the train- ing requirements near-, mid- and long-term.”


Various enhancements to the IDP were rolled out with Back-to- Basics to better enable this dialogue and planning. Previously, the IDP only allowed employees to enter courses into the plan and then request approval of the IDP by their supervisor. Now, both employees and supervisors may select various courses or creden- tials for the AAW member to take. Te ideal world would have the


More upskilling opportunities are out there and more will be offered for the workforce.


https://asc.ar my.mil 21


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