Hot Topic #1: Expanding the use of of the Senior Rater Potential Evaluation (SRPE)
In 2003, the Army Director Acquisition Career Management (DACM) developed a new tool to manage the talent of the Army Acquisition Workforce (AAWF): the Senior Rater Potential Evaluation. The SRPE was designed to evaluate the potential of designated civilian employees to perform in positions of increased responsibility. In contrast to existing personnel appraisal systems, the SRPE predicts potential future performance; while the Total Army Personnel Evaluation System (TAPES) and the various personnel demonstration projects evaluate current performance and contributions to the mission.
The SRPE has been a valuable resource for managing the talent of the AAWF. The SRPE assesses the employee’s potential for promotion to the next higher grade or pay band and/or selection to fill a key billet position when compared with his/her peers. Presently, the Army Acquisition Corps (AAC) uses the SRPE to determine which corps members best fit centrally selected list (CSL) positions, and to select candidates for Competitive Development Group/Army Acquisition fellowships. Defense Acquisition University (DAU) uses the SRPE to evaluate candidates for Senior Service College fellowships.
Using a phased approach beginning January 2015, the SRPE will be required annually for all AAWF personnel GS-12 (and pay band equivalent) and above. The first phase, beginning in January 2015, will cover all AAC members assigned to the Assistant Secretary of the Army Acquisition Logistics and Technology (ASA(ALT)), a Program Executive Office, or Headquarters, U.S. Army Acquisition Support Center in the grades of GS-13 – GS-15.
The Defense Acquisition Workforce Improvement Act (DAWIA) emphasizes the development of a highly qualified and more professional acquisition workforce. The SRPE supports this goal by helping acquisition workforce employees and their senior raters identify strengths, weaknesses, and professional competencies. This information allows employees to create an individual development plan that maximizes their potential for performance in positions of increased responsibility.
Final staffing of the DACM draft policy on expanding SRPE use, which will outline all requirements to ensure a smooth transition, is currently underway and will be published before the end of the fiscal year.
Hot Topic #2: Training with Industry
How would you like an opportunity to work in an industry-leading company—like Amazon, Coca-Cola, Boeing, to name a few—learning their best practices and bringing that experience back to the Army? Training with Industry (TWI) is a challenging program that offers this rare opportunity.
The Army Acquisition Corps (AAC) offers this assignment to highly motivated and skilled officers in the grades of O3 – O5. Applicant’s backgrounds are matched with skills desired by the specific companies. Please contact your assignment officer if you are interested in participating in Training with Industry.
Visit the TWI program page for additional information that includes the companies we work with and testimonials from previous program participants. You can also learn more about this program in the July-September 2014 edition of Army AL&T magazine starting on page 128.
Hot Topic #3: Competitive Development Group/Army Acquisition Fellowship (CDG/AAF) Program
Do you aspire to be one of the Army’s future Senior Acquisition Leaders?
The Competitive Development Group/Army Acquisition Fel¬lows (CDG/AAF) program is the program for you. CDG/AAF is a premier leadership developmental program initiated by the Army Director for Career Management (DACM) and the U.S. Army Acquisi¬tion Support Center (USAASC) to improve the quality of the Army’s GS-12/13s and pay band equivalents. CDG/AAF is a three-year program focusing primarily on developing our next Project/Product Managers (PM); however, we also have a path for those desiring future senior acquisition positions other than PM. CDG/AAF offers developmental assignments in the Program Executive Offices (PEOs), Assistant Secretary of the Army for Acquisition, Logistics, and Technology (ASA(ALT)) offices, U.S. Army Materiel Command (AMC) headquarters, and functional organizations. The program offers expanded training, leadership, experiential, and other career development opportunities.
The Army DACM Office and USAASC will announce the 2015 offering of the CDG/AAF Program next month. Applications will be available starting September 4, 2014 and will be accepted through November 16, 2014. For more details, see the CDG program page for eligibility and future announcements.
‘Army DACM Office Hot Topics’ is brought to you by the USAASC Acquisition, Education and Training Branch to help Army acquisition professionals stay on top of career information with timely updates including training opportunities, current program offerings and what’s on the horizon.
