POLICIES LIBRARY

AAW Project/Policy Director (PD) Policy and Procedures

Securing the Offset – Innovation Culture and the Invisible Hand

The Director, Acquisition Career Management (DACM) is the Army’s representative for all Army Acquisition Workforce (AAW) matters within DOD, with authority to manage the integrated execution and oversight and daily management of the AAW education, training and career development programs.

The Director of the Army Acquisition Corps (DAAC) has the authority to carry out all powers, functions and duties with respect to the management and oversight of all Army Acquisition Corps and Army Acquisition Workforce matters, according to Department of Defense Instruction 5000.66 (Defense Acquisition Workforce Education, Training, Experience, and Career Development Program), dated July 27, 2017.

The experience certification requirement for Business – Cost Estimating Level III will be lowered from 7 years of experience in cost estimating to 6 years of acquisition experience, with 5 of the 6 years of experience in cost estimating.

Intent is to have the Army’s Certification rates, IDPs and CLPs as high as possible, and to adhere to a high-level of Talent Management standards.

Establishes the policy and procedures through which the Department of the Army recognizes and credits the training, education and experience of Foreign local nationals for validation in accordance with DOD established standards.

NCO: Discontinues the practice of automatically granting a 36-month position waiver for NCOs granted contracting accreditation.

This policy outlines the eligibility criterion for the Acquisition Intermediate Qualification Course waiver.

Army officers who complete the Naval Command and Staff Education Course while attending the Naval Postgraduate School are eligible to receive full credit for ILE and JPME-1.

NCO: Outlines policy and procedures for Army acquisition NCO Advanced Civil Schooling (ACS) selection and attendance.

NCO: This document establishes the policy and procedures for applying to the ACS program and the selection of applicants for this program.

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Establishes the policy and procedures for the application, selection, funding and cancellation of DAU training.

Provides Army DACM Office guidance on the designation of AAFAs and the associated roles and responsibilities.

Intent is to establish standard/common nomenclature for program management personnel across the Army Acquisition workforce.

SRPE: The Senior Rater Potential Evaluation (SRPE) is required annually for all Army Acquisition Workforce (AAW) personnel in the grades GS-12 and higher, including broadband equivalents. This mandate will commence immediately for all Non-Bargaining Unit AAW members, and upon completion of bargaining obligations for all Bargaining Unit AAW members.

SRPE: Provides guidance on the use of the Army Senior Rater Potential Evaluation (SRPE) for the Army Acquisition Workforce and is a complementary document to the policy. The SRPE is a tool to evaluate the potential of civilian employees in designated grades and broadbands to perform in positions of increased responsibility in specially designated senior leadership positions in board selection programs. Find more information on the SRPE page.

Memorandum of understanding establishes a common basis of understanding on the identification, certification, utilization and management of AMEDD officers in the Army Acquisition Workforce and assigned to acquisition positions.

Outlines the Product Support Managers (PSM) career path framework and PSM position category description, which were developed to assist with training and assignment of life cycle logisticians.

Product Support Manager: This memorandum serves as the formal instruction for all program executive officers to implement the enclosed PRDs in the establishment of the PSM positions. This is a new position, and the requirements for it are in accordance with Public Law 111-84 and 10 U.S.C 2337.

Provides guidance on Key Leadership Positions and supersedes the USD(AT&L) memo, “Government Performance of Critical Acquisition Functions,” dated Aug. 25, 2010.

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Tenure agreements are mandated for Critical Acquisition Positions (CAPs) and Key Leadership Positions (KLPs), which are a subset of CAPs. All CAP tenure agreements require a three-year tenure. ACAT I and IA KLP program managers (PMs) require a four-year tenure. For the U.S. Army, this includes Army Centralized Selection List (CSL) ACAT I and IA program managers only.

Critical Acquisition Positions (CAPs) are designated based on criticality of the position to the acquisition program, effort or function supported.

Product Support Manager: Servers as an exception to policy from the Army DACM memorandum (Reference 1.a.). The exception authorizes designation of CAPs for PSMs of ACAT III programs serving as logistics management specialists (PRD#AE111111 (non-supervisory)) or supervisory logistics management specialist (PRD# AE333333 (supervisory)), in LCL ACF positions. Incumbents may also occupy the CAP as exception. This exception does not apply to any other ACEs or positions.

The Fulfillment Program enables members of the Army Acquisition Workforce and the Army Acquisition Corps, as well as non-acquisition workforce members being considered for an Army acquisition position, to receive credit for completion of mandatory DAU training courses for which they can demonstrate they possess the required competencies.

Provides uniform guidance for managing acquisition career field certification. It is DOD policy that the primary objective of the Army Acquisition Workforce education, training and career development program is to create a professional, agile and motivated acquisition workforce that consistently makes smart business decisions, acts in an ethical manner and delivers timely and affordable capabilities to the Soldier.

All DOD acquisition workforce members are required to complete ethics training annually.

Approves the Army’s request to modify DOD’s 1998 special procedures to clear project and product manager position requisitions to be filled with DA Secretariat Board selectees.

NCO: This document establishes the policy for NCO attendance for the 51C Advanced Leaders Course and the 51C Senior Leaders Course.

NCO: Establishes the policy and procedures for Active Component AL&T NCOs in the contracting workforce career management field 51 and military occupation specialty 51C to pursue education programs on a full-time basis through the NCO Degree Completion Program (DCP). The DCP provides opportunities for 51C NCOs to complete their baccalaureate degree while continuing to receive their full pay and authorized benefits.

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The purpose of this policy is to ensure acquisition professionals develop and stay current in leadership and functional acquisition skills that augment the minimum education, training and experiences standards established for certification purposes within their acquisition career fields.

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Guidance for Officer and Civilian applicants to provide the most thorough, complete and relevant information available.

Provides guidance regarding fulfillment of DAU courses required for Defense Acquisition Workforce Improvement Act Levels I, II and III certification in contracting, through completion of the Naval Postgraduate School Masters of Acquisition and Contract Management – Section 815/835 curricular programs and courses.

Provides guidance regarding fulfillment for several DAU courses required for certification in the BUS-CE acquisition career field, through completion of the Joint Naval Postgraduate School/Air Force Institute of Technology MCEA Program.

Defines the terms and conditions of the Office of Personnel Management Pathways Intern Program (formerly the Student Career Experience Program); establishes the management, coding, titling and accepted acquisition experience processes; and delineates training and certification requirements.

Acquisition workforce members who academically fail or “no show” a resident DAU course required for their acquisition certification will not be eligible to participate in certain training programs.