Assessing Workforce Competencies and Competency Gaps: DoD DCAT

1. Assessing Workforce Competencies and Competency Gaps: DoD DCAT DON Partnership Brief 8 August 13

2. Purpose • Provide information on FY 14 DoD plans to assess civilian workforce competencies, competency gaps within DoD and DON civilian workforce • Overview of DoD civilian competency development and assessment • Share DoD FY 14 schedule for assessing employee competencies using Defense Competency Assessment Tool (DCAT) • Provide overview of how DCAT works • Employee participation is voluntary • Direction and procedures are set by DoD Assessment and Workforce Inquiries Division

3. DoD Strategic Workforce Planning • Congress requires DoD civilian workforce strategic plans via successive National Defense Authorization Acts (NDAA) • Full plan in even FYs – 2014, 2016, etc. • 33 mission-critical occupations selected thru workforce analysis – MCOs require specific planning actions • DON has ~200,000 civilians in over 640 occupations, divided into 22 functional communities • Navy has adopted DoD community structure • Policy is contained in Department of Defense Instruction (DoDI) 1400.25, Volume 250 • DoD plan based on communities, mission critical occupations, competencies • Congressional requirement to identify workforce competency gaps, strategies to close gaps • “Gap analysis” phase begins in October 2014 Assessment and Workforce Inquiries Division

4. DoD MCOs Identified • 2010 – Inventory Management • 2130 – Traffic Management • 2003 – Supply Program Management • 1670 – Equipment Services • 2150 – Transportation Operations • 2001 – General Supply • 2101 – Transportation Specialist • 0017 – Explosive Safety (Safety/Public Safety) • 1811 – Criminal Investigating (Law Enforcement) • 1101, 340, 343, 301, 801 – Acquisition Program Management Function (Acquisition) • 1102 – Contracting** • 1910 – Quality Assurance • 0501 – Financial Administration and Program • 0510 – Accounting • 0511 – Auditing • 0560 – Budget Analysis • 0201 – Human Resources Management • 0854 – Computer Engineering • 1550 – Computer Science • 2210 – Information Technology Management • 0132 – Intelligence • 0346 – Logistics Management • 0180 – Psychology • 0185 – Social Work • 0602 – Medical Officer • 0610 – Nurse** • 0660 – Pharmacist • 0018 – Safety and Occupational Health Mgmt • 0081 – Fire Protection and Prevention** • 0080 – Security Administration • 0110- Economist Red Denotes Fed-wide MCOs **DoD 3 High Risk MCOs Assessment and Workforce Inquiries Division

5. DCAT Process Information from DoD • Not all employees will be surveyed – small statistical samples in each MCO • Focus of DCAT is to roll up and identify DoD-wide competencies and competency gaps • Employee rates own competencies. Supervisor rates those required by the job. Rating difference = “competency gap”. • DoD has not linked competencies to employee performance, awards, training or other HR outcomes • DCAT results will roll up to component and DoD levels to support required reporting to Congress • Publicity and email invitations/link to DCAT provided from DoD direct to identified employees • Employee/supervisor interaction or discussion of competency rating process is not required • Information on DCAT tool training, user assistance not yet provided Assessment and Workforce Inquiries Division

6. DCAT Walkthrough Assessment and Workforce Inquiries Division

7. DCAT Schedule *Indicates models will be developed in FY 2013. Assessment and Workforce Inquiries Division

8. Questions Assessment and Workforce Inquiries Division