WORKFORCE
COMPANY IN SELECT
Acquisition professionals say the Centralized Selection List process not only gave them a career boost but made them bet ter leaders.
by Heather B. Hayes
tional route of going through USA Jobs—as he had done on several occasions since leaving academia and joining the Army’s civilian workforce—or should he apply for a Centralized Selec- tion List (CSL) position?
W
Te CSL route is a competitive process that relies on two high- level boards to identify and carefully select the best-qualified acquisition personnel for the Army’s top acquisition jobs, includ- ing major contract efforts and Acquisition Category I, II and III weapon systems programs. Whether civilian or military, being selected for a CSL job, which is open only to O5/GS-14 and O6/GS-15 personnel, is the kind of resume builder that can help ambitious acquisition personnel rise more quickly up the career ladder.
After a discussion with his supervisor and taking time to research the requirements, Roper, then working as a systems engineer, opted to take the admittedly more arduous CSL route.
“I knew it would be challenging and that there would be hurdles, but then I thought, why not try?” he recalled. “Let me go ahead
hen Everett Roper, Ph.D., decided it was time to move to the next level in his Army acquisi- tion career, he found himself facing a unique and uncertain choice: Should he take the tradi-
and obtain the extra training, the Senior Service College comple- tion and the certifications that I need. Let me put in a strong package and just see what happens. And if I’m selected against that level of competition, it would say something about my qual- ifications and my performance, and it would be a real confidence builder.”
Te risk paid off for Roper. After completing the training, putting together his application and attending the required week-long Acquisition Leader Assessment Program (ALAP), he was placed in a CSL assignment as a GS-15 project manager for the Ground- Based Interceptor Program at the Missile Defense Agency in Huntsville, Alabama.
FINDING THE BEST OF THE BEST The CSL program is well recognized as highly beneficial for Army acquisition personnel. A key reason, according to Adam Polite, acquisition civilian proponency analyst for the Army Director of Acquisition Career Management (DACM) Office, who oversees the “faces” component of the CSL process, is that these positions are identified by acquisition senior leaders as the most critical and impactful to Army readiness for the very near future. Tat means product and project managers selected through CSL will ultimately oversee the teams and offices respon- sible for fielding equipment, technology and other critical items
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