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Acquisition Workforce. Acquisition Program Improvement Model. Acquisition Programs. Assess. Perform. Policy and Guidance. Evaluate. Revise. Human Capital Strategic Planning. Develop. Education, Training, Experience, Plus Recruit and Retain. Strategic Initiatives.

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Perform

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  1. Acquisition Workforce Acquisition Program Improvement Model Acquisition Programs Assess Perform Policy and Guidance Evaluate Revise Human Capital Strategic Planning Develop Education, Training, Experience, Plus Recruit and Retain Strategic Initiatives

  2. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  3. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps • SPRDE-SE & PSE Competency Model • Expert panel develops baseline of current competencies • CNAC performs workforce survey • CNAC performs analysis on results • Expert panel vets analysis • Updated Competency Model published Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  4. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls • Performance Learning Model (DAU) • Based on Competency Model • Education Requirements • Experience Requirements • Training: SYS 101, 202, 203, 302, add’l courses, CLMs, & Pre-reqs. • Core & Core Plus • Certification Updates Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  5. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model • Demographics: • Positions coded SPRDE-SE • Positions to be coded SPRDE-PSE • No. certified at each level / No. not yet certified • No. holding position waivers (how long, when certification required) • No. of years to achieve certification (date position was coded, date certified by various levels) • No. of SPRDE workforce w/multiple certifications (? functional areas, % SE, % PSE) • Data grouped by service, location, command • Total years of experience • Years in service/gov • SEs/PSEs per Program • SEs/PSEs per PEO • SEs/PSEs per TOA • Do we have the right number of people for the workload? Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  6. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model Assessments Results • Workforce Capability: • Assess workforce based on competency model • Relation of new training requirements to job performance • Relation of new certification level requirements to job performance • Incentives/allowances for taking new training • Do they have the right tools? • Are they using the tools in the right ways? • Are they able (or encouraged) to apply new skills or do cultural barriers exist? • Right level of training at the right time? • Job satisfaction/motivation • Workforce to work alignment? Right person/right job? Right Policy in place? Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  7. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model Assessments Results • To resolve policy shortfalls, we can: • Revise policies • To resolve competency model gaps, we can: • Update model • To resolve training shortfalls, we can: • Revise / Add courses • To overcome cultural barriers, we can: • Examine issues with compliance, leadership • Institute cultural changes from the top • Revise/Enforce Policy • To resolve workforce shortfalls, we can: • Adjust personnel strategies – hire, reallocate resources, incentivize, succession planning … • Adjust Human Capital Strategic Plans Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  8. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model • Strategic Assessment Questions: • Looking back... • 1. What do you think the big "lessons learned" are from the past 20 years with regard to SPRDE workforce planning and management? • 2. What are examples of "good" practice with regard to SPRDE workforce "capability" planning and management? • Regarding today... • 3. From your community leadership perspective, what do you see as the current, community-wide SPRDE workforce "capability" concerns and issues? • 4. What are the big component-specific workforce issues, if any? • 5. Does your workforce have a competency gap that needs to be addressed or for which a solution is in the works? • Looking to the future... • 6. What do you see as the emerging community-wide SPRDE workforce "capability" challenges? • 7. What are the big opportunities for the SPRDE community, with regard to workforce "capability" planning and management? • 8. What do you see as the SPRDE competencies for the next 5-10 years? Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  9. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model • Program Documentation • SEP • TEMP • Risk Management Plan • Schedule • Earned Value Management • Etc. Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  10. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model • Systemic Root Causes: • Communications (ineffective) • Competing priorities • CONOPS change • Definition of enterprise • Engagement of supply base in SE process • Expectations not defined • Baseline management (inadequate) • Contract structure and execution (inadequate) • Cost metrics (inadequate) • Accountability (lack of) • Capital investment (lack of) • Enterprise wide perspective (lack of) • Staff (lack of appropriate) • Tradespace/constraints (lack of) • Trust & willingness to share information (lack of) • Obfuscating bad news • Organization (ineffective) • Roles/Responsibilities (poorly defined) • Management (process) • Production (process) • Requirements (process) • Technical (process) • Program realism • Responsibility w/o authority • Other • Unknown Assessments Results Workforce Shortfalls Cultural Barriers Individual Development Plans Policy or Guidance Shortfalls Training Shortfalls Competency Gaps Policy and Guidance AT&L Performance Learning Model (DAU) Competency Model • Recruit • Train • Retain

  11. Program Support Reviews (PSRs) and Assessments Acquisition Programs Perform Reports to Program Managers Human Capital Strategic Plan Assessment Workforce Assessment Results Workforce Capabilities & Demographics Individual Assessment Analysis Program Performance Adjust Change Request Training Revise Curriculum Revise Competency Model Provide Training Revise Develop / Update Policy, Guidance & Competency Model SE Education and Research Develop / Update Curriculum INCOSE, NDIA, etc. UARC Acquisition Program Improvement Model System Integration & Verification Team Requirements & Architecture Definition Team Development Teams SE Management Team ICD, CDD Assessments Results SEP, IMP, IMS System Integration & Verification SE Management Specs SSDD Integration Requirements & Architecture Definition Program Manager Project Planning Workforce Shortfalls Verification Project Assessment & Control Stakeholder Requirements Def Cultural Barriers Individual Development Plans Design & Production Transition Requirements Analysis Chief Systems Engineer Decision Mgmt Policy or Guidance Shortfalls Training Shortfalls Implementation Validation Architecture Design Competency Gaps Product Risk Mgmt Policy and Guidance AT&L Performance Learning Model (DAU) Configuration Mgmt Competency Model • Integrated and Qualified System • Deployed System Product Characteristics Information Mgmt • Recruit • Train • Retain • Staffing & Resource Requirements • Technical Program • Progress Reports ( EVM, Other) Measurement

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