DAWIA II Transformation

1. DAWIA II Transformation

2. Outline • Background • New Concepts • Summary

3. Motivated, Agile Workforce AT&L Workforce Transformation AT&L Workforce Management Team Effort! USD(AT&L)7 Goals • Acquisition Excellence with Integrity • Logistics: Integrated and Efficient • Systems Integration & Engineering for Mission Success • Technology Dominance • Resources Rationalized • Industrial Base Strengthened 7. Motivated, Agile Workforce

4. Motivated, Agile Workforce Right People Right People Right Skills, Right Pay, Right Skills, Right Pay, Right Place and Right Right Place and Right Time Time RECRUIT DEVELOP RETAIN RECRUIT DEVELOP RETAIN REWARD REWARD BP, NSPS Acq Demo, Acq Demo, Training Training Communication Communication Outreach Outreach & & Management Management Career Career NSPS Motivated, Agile Workforce Motivated, Agile Workforce Streamlining DAWIA initiative – flexibility in managing acquisition workforce and career management Acquisition Demonstration/NSPS – compensating employees based on performance/contribution to mission Marketing and targeted recruiting – increase the pool of qualified candidates for acquisition jobs at both the entry and journeyman level – including outside of government Implement a central referral system – allowing the acquisition workforce to apply for jobs across the Department and creating a single repository for all job announcements AT&L Performance Learning Model (PLM) - Facilitate learning organizations by deploying the PLM - a capabilities-based approach that promotes career-long learning and provides the workforce more control over their learning solutions Rapid Deployment Training (RDT) – rapidly deliver awareness training on evolving practices and major new policy initiatives

5. Chronology • August 2003 • Mr. Wynne assigns DAU President as Goal 7 Champion • Goal 7: Motivated, Agile Workforce • 24 November 2003 • FY 2004 NDAA enacted with revisions to DAWIA (DAWIA II) • December, 2003 • AWCM moves to DAU • 27 January 2004 • DPAP Memo initiates DAWIA II implementation • Frank Anderson, President, DAU - Co-Chair • Domenic Cipicchio, OSD/DPAP/Policy - Co-Chair New Environment---New Opportunities

6. Background FY04 NDAA DAWIA II Congressional Intent Greater Management Flexibility Specifically… 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

7. Background Title 10 – Armed Forces; Part II – Personnel; Chapter 87 – Defense Acquisition Workforce Subchapter III – Acquisition Corps NDAA 2004 NDAA 1991 Three elements of Acquisition System 1. Defense Policies, Processes, and Issues Procedures 1. PM Tenure / Major Programs 2. Defense Organizations Subchapters 2. Career Development and Infrastructure 3. Responsibilities 4. Training & Certification 3. Defense Acquisition Workforce V I General Management III General Authorities & Provisions Acquisition Corps Responsibilities + – USD(AT&L) ensures MIS USD(AT&L) shall capable of providing ensure an Acq Corps USD(AT&L) II IV standardized info for DoD vs for each SAE’s – – Ensure MIS minimum req : Defense Acquisition Education & Training Military Service 1. qualifications, AT&L Policies X OPM Approval Positions assignments, and tenure – Implemented X Acq Fellowship Program The requirement that 2. exception / waivers of X AET&CD – – th 4 DAU Structure qual , asgn , and tenure the Service ACPB AT&L Estate DACM – 3. relative promotion USD(AT&L) tuition validate or certify X – Designate Acq Positions DACMs rates (Mil) reimbursement & training experience or 4. Repealed X – – Define Acq Positions + ACPBs USD(AT&L) repayment of potential USD(AT&L) may establish Student Loans – – Define Acq Career Paths Acq Corps – GS - 13 or above Different min. req. – USD(AT&L) will establish req - yrs of experience – – Applicants for employment must Tenure Policy – - educational req. SAE’s ensure uniform have the experience of GS - – Education, Training & - tenure req. implementation with other 13 Experience Req Military Depts – Must meet USD prescribed X – Service Dept Intern Program C.O. qualifications Req educational req + – – Must meet USD(AT&L) BA + 24 hours business USD(AT&L) will establish: prescribed experience req (4 X ACPB may waive all Req – Intern Program yr in Acq position) + USD(AT&L) may waive (If – Cooperative Ed Credit – USD(AT&L) may waive Acq significant potential, but – Scholarship Program Corps eligibility req vs ACPB document) X SAE’s conduct Service Coop – X OPM Approval Mobility statement req Credit Program X Service - level approval of – Critical Acq Position – GS - 14 X Scholarship Program waivers – Tenure requirements – Tenure waivers – Service Sec.

8. New Concepts • Integrated AT&L Workforce Management Structure • Single Acquisition Corps • Focused Career Development • Key Leadership Positions • Competency Management Centralized Policy, Guidance, Metrics Decentralized Execution

9. New Concepts Integrated AT&L Workforce Management Structure USD, AT&L Semi-Annually (or as required) AT&L Workforce Senior Steering Board (SSB) USD(AT&L), SAEs, CAEs, FAs 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

10. Single Acquisition Corps • New Uniform Eligibility Criteria • Entry • Limited waivers • New Accountability & Oversight • Single DoD Management Information System (MIS) • Execution metrics • Senior leadership oversight USD(AT&L): Sets policy Components: Execute career management program

11. New Concepts Focused Career Development Notional Grade/Rank People Positions KLPs (1,500) SES/GO/Flag Key Leadership Level III Certification Critical Acquisition Positions (21,000) GS-15/O-6 Acquisition Corps Career Broadening GS-14/O-5 Acquisition Workforce +/- 134,000 People Level II & Level III GS-13/O-4 Build Breadth Career Field GS-9-12/O-3 Build Depth Level I & Level II GS-5-7/O-1-2 Internships; Cooperative Education; Scholarships; Tuition Reimbursement; Training;Acquisition Fellowship Program; Exchange and Rotational Programs Entry Level

12. New Concepts: KLPsApprox. 1500 KLPs for Acquisition Category I programs ACAT ID ACAT IC ACAT IAM ACAT IAC • Army 7 14 7 4 • Navy 10 18 6 4 • AF 3 22 9 4 • 4th Estate 5 17 8 Programs 25 54 39 20 Managed as Corporate Assets Qualification Requirements Specified Individually by Position

13. Tenure Management Flexibility Today 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 10 USC 1764 SECDEF 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 SAE's tailor tenure to meet program needs Critical Acquisition Positions (CAPs) Single Acquisition Corps (People) Key LeadershipPositions (KLPs)

14. New ConceptsCompetency-Based DAWIA Certification Program • Any Alt can be used to achieve certification. • Combinations of Alts 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 or and/or or Continued Professional Development Alt 2 Alt 2 Alt 2 Level II Level III Level I or and/or or Alt 3 Alt 3 Alt 3 Supervisor/Employee Assessment of Competencies and Gap IDP

15. Improved Management Information System (MIS) • Decentralized … Each Component / Agency has Unique Data Collection Systems Current • Centralized … • Integrated within the Joint AT&L Workforce Management Structure New Need MIS That Provides Quality Data, Timely Access & Analytic Capability Current System Is Not An Optimum MIS For Performance Measurement

16. Streamlined DAWIA Regulations 5000.52 5000.52 (Revised) 5000.52M 5000.52M (Revised) 5000.58 5000.58R 5000.58G Policy Memos 2 Documents 23 Pages 5+ Documents 230 Pages Current System New System 90% Reduction of Regulatory Guidance

17. Summary • Replace existing DAWIA implementation with new DoD Directive & Manual incorporating the following concepts: • Centralized OSD Oversight, and Decentralized Service/Component Execution of AT&L Workforce Career Development Program. • Integrated Management Structure that provides appropriate senior leadership involvement in management of the AT&L Workforce. • Common entrance criteria and metrics for the Acquisition Corps. • Emphasis on competency management. • Key Leadership Positions as a subset of Critical Acquisition Positions. • Tenure Management focused on Key Leadership Positions. • Streamlined tenure waivers, for certain acceptable circumstances, for non-Key Leadership Positions. • MIS for visibility through performance measurement (metrics).