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DoD AT&L Workforce and the Defense Acquisition Workforce Improvement Act

DoD AT&L Workforce and the Defense Acquisition Workforce Improvement Act. DoD AT&L Workforce. DoD AT&L Workforce By Career Field. Auditing. Other. Program Mgt. Test & Eval. 3,508. 2,199. 13,306. 7,192. 3%. 2%. 10%. 5%. Contracting. 26,248. SPRDE Eng. 20%. 35,080. Ind. Prop.

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DoD AT&L Workforce and the Defense Acquisition Workforce Improvement Act

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  1. DoD AT&L Workforce and the Defense Acquisition Workforce Improvement Act

  2. DoD AT&L Workforce DoD AT&L Workforce By Career Field Auditing Other Program Mgt. Test & Eval. 3,508 2,199 13,306 7,192 3% 2% 10% 5% Contracting 26,248 SPRDE Eng. 20% 35,080 Ind. Prop. 25% 674 1% Purchasing 2,820 IT 2% 5,522 Fac. Eng. 4% PQM 9,143 Logistics Cost Est. 9,280 7% 11,121 8,189 7% 8% 6% DoD AT&L Goal # 1: High-Performing, Agile, Ethical Workforce • SOURCE: Refined Packard Data Extract run 30 September 2004 DoD AT&L Total Workforce = 134,539

  3. Defense Acquisition Workforce Improvement Act • In 1990 Congress adopted the Defense Acquisition Workforce Improvement Act (DAWIA) • Created the legal foundation for the central management, planning, and development of today’s DoD Acquisition, Technology and Logistics (AT&L) workforce • The purpose of DAWIA is to improve the quality and effectiveness of DoD’s acquisition process by enhancing the capabilities of the AT&L workforce • DAWIA outlines general authorities and responsibilities of the Under Secretary of Defense for AT&L (USD(AT&L)) • Established Career Field certification requirements • 13 Functional Career Paths • Three Certification Levels – based on Education, Experience, and Training

  4. Professional Workforce DoD AT&L Civilian Education Level PhD 2% MA/MS 20% None/Other 1% HS Diploma 27% BA/BS 50% • The DoD AT&L workforce is highly professionalized and has one of the most comprehensive frameworks for career development in the federal sector • Over 70% of the civilian and 84% of the the military acquisition workforce have a bachelor’s degree or higher • Approximately 39 percent of all master’s degrees and PhDs earned by civilians are in the Systems Engineering career field • Approximately 9% of the workforce has a a level I certification, 46% has level II and 39% has level III AT&L Workforce Certification Levels 6 % 9% 39% 46%

  5. FY04 NDAA DAWIA II Congressional Intent As part of the National Defense Authorization Act for FY 2004, Congress amended the 1990 DAWIA legislation with new language, known as DAWIA II Greater Management Flexibility House Conference Report (108-354, page 725)(for HR1588) Flexibility to establish different experience, educational, and tenure requirements for acquisition positions Establish a single acquisition corps Streamline obsolete and outdated DAWIA provisions

  6. Integrated AT&L Workforce Management Structure USD, AT&L Semi-Annually (or as required) AT&L Workforce Senior Steering Board (SSB) Chair - USD(AT&L) Component Acquisition Executives and Functional Advisors(& others as appropriate) Oversight President, DAU (Executive Secretary) AT&L Workforce Management and Training PoCs Bi-Monthly (or as required) AT&L Workforce Management Group (WMG) President, DAU (Chair) Execution AT&L Workforce Management and Training PoCs Centralized Policy, Guidance, & Metrics Decentralized Execution

  7. Single Acquisition Corps • USD(AT&L) Sets Policy • Components (Air Force, Army, Navy and Defense Agencies) Execute Career Management Program http://www.dau.mil/learning/appi.aspx

  8. Focused Career Development People Positions KLPs Key Leadership Critical Acquisition Positions Level III Certification Acquisition Corps (22,000) Career Broadening Acquisition Workforce +/- 134,000 People Level II & Level III Build Breadth Career Field Build Depth Level I & Level II Internships; Cooperative Education; Scholarships; Tuition Reimbursement; Training;Acquisition Fellowship Program; Exchange and Rotational Programs

  9. Tenure Management Flexibility Original DAWIA Program Manager: Assign until major milestone closest in time to 4 years Deputy PM: 4 years Program Executive Officer: 3 years Senior Contracting Official: 3 years Other Critical Acq. Positions: 3 years Service obligation agreements required Waivers of assignment periods authorized Current policies are inconsistently applied DAWIA II Flexibility The Secretary of Defense may prescribe different minimum: Number of years of experience Education qualifications Tenure of service qualifications Flexibility applies to: Program Manager Program Executive Officer Senior Contracting Official Contracting Officer Contingency Contracting Force positions Critical Acquisition Positions (CAPs) Single Acquisition Corps (People) Key LeadershipPositions (KLPs)

  10. Competency-Based DAWIA Certification ProgramMore Alternatives for Getting Certified • Any Alternative can be used to achieve certification. • Combinations of Alternatives can be used to achieve certification levels. • Education and experience requirements remain the same, regardless of Alt(s). Alt 1: DAU Functional Training Alt 2: Workplace / Personal Experience / Fulfillment Alt 3: Professional Association Certification / Other Functional & Core Competency Development / Certification Levels I, II, III Alt 1 Alt 1 Alt 1 and/or and/or and/or Continued Professional Development Alt 2 Alt 2 Alt 2 Level I Level II Level III and/or and/or and/or Alt 3 Alt 3 Alt 3 Supervisor/Employee Assessment of Competencies and Gap Individual Development Plan

  11. Streamlined DAWIA II Regulations 1990 2005 Old Policy New Policy 5000.52 Directive 5000.52M Instruction DoDD 5000.52 (Revised) (Jan 2005) Eliminated 5000.58 DoDI 5000.66 (Dec 2005) 5000.58R Desk Guide (Jan 2006) 5000.58G Policy Memos Guidance 5+ Documents 3 Documents http://www.dau.mil/workforce/

  12. Goal #1 Enabler – Improved Certification Model“CORE PLUS” • Drivers for improving how we equip our AT&L workforce: Increased demands on acquisition workforce; More complex business arrangements; Pressure for better business outcomes; Small percentage of workforce with less than 10 years of service; demand for more utility for the training dollar W A R F I G H T E R S Cost Estimating Test & Evaluation Program Mgmnt PQM Logistics SRPDE Auditing Contracting IT Weapon System Lifecycle Management New Concept Real Property & Installation Lifecycle Mgmt Core Plus Model Materiel Supply & Service Management Transformation Solution - Concept • The “Core Plus” certification model is a concept which would transform the current certification model to one in which members of the AT&L workforce would have the same foundation of training • “Core” acquisition certification • “Core” functional certification • Sub-specialty “Performance” certifications ACQ CORE Functional Core Performance-Specific

  13. High Performing, Agile and Ethical Workforce AT&L Workforce Transformation AT&L Workforce Management Team Effort! USD(AT&L) Goals # • High Performing, Agile and Ethical Workforce • Strategic and Tactical Acquisition Excellence • Focused Technology to Meet Warfighting Needs • Cost-effective Joint Logistics Support for the Warfighter • Reliable and Cost-effective Industrial Capabilities Sufficient to Meet Strategic Objectives • Improved Governance and Decision Processes #

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