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Executive Overview 17 September 2008

Executive Overview 17 September 2008. The DoD Logistics Human Capital vision is a multi-faceted logistics workforce that will succeed in a joint operating environment. I. I. I. T. T. I. I. I. T. T. T. I. I. T. T. T. I. I. I. I. I. I. T. I. T. I. I. I. I. T. I. I.

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Executive Overview 17 September 2008

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  1. Executive Overview 17 September 2008

  2. The DoD Logistics Human Capital vision is a multi-faceted logistics workforce that will succeed in a joint operating environment.

  3. I I I T T I I I T T T I I T T T I I I I I I T I T I I I I T I I I T T I T I I T T T I I I T I I T I I I I I I I T I I T T I I T T I T I T I T T The goal is to develop the right mix of DoD Logisticians I T “I” People Deep knowledge and narrow expertise in a functional segment, with limited knowledge of other segments or fields. “T” People Broader knowledge across a field, possibly with depth in some but not all logistics segments; some knowledge of business or other fields; some development assignments and training. Enterprise Logistician Multi-faceted logistician with expertise in many segments and knowledge of the logistics process end-to-end; knowledge of business or other fields; executive training; multi-component experience. Future Current Near Future > > > > > > I I I T T T

  4. Logistics Technical Competencies Fundamental Competencies Leadership & Management Competencies Six elements will contribute to success Education, Training, and Developmental Assignments Logistics Career Roadmap Logistics Competencies & Various Academia Logistics Career Development Framework Logistics Executive Steering Group (ESG) Certificate/Certification Program

  5. Logistics Career Development Roadmap will enable the Development of the Right Mix of DoD Logisticians “I” People – Deep knowledge, narrow expertise in functional field; limited knowledge of other fields “T” People – Broader knowledge across a field, with depth in some but not all logistics fields Enterprise Logistician – Multi-faceted logistician with expertise in many fields and end-to-end logistics process I T

  6. The shift to a competency-based approach was dependent on a common understanding of competencies • Definition of Competency • An observable, measurable pattern of skills, knowledge, abilities, behaviors & other characteristics that an individual needs to perform work roles or occupational functions successfully. - Source: Office of Personnel Management (OPM) • Developed DoD Logistics Competencies • Identified core competencies common to all DoD logisticians • Determined what competencies are: • Service-specific • Uniformed military / joint operations specific • Traditional civilian competencies

  7. Four Logistics Workforce Categories have been defined SUPPLY MANAGEMENT MAINTENANCE SUPPORT DEPLOYMENT/ DISTRIBUTION/ TRANSPORTATION LIFE CYCLE LOGISTICS Includes procurement to disposal of defense system material, and integration of multiple material sources and processes to meet war fighter requirements. Includes planning and executing maintenance, both scheduled and unscheduled, to defense system equipment. Includes transportation, packaging, cargo scheduling, and dispatching of materials, support services, and personnel in response to customer requirements to move and sustain the force. Includes planning, development, implementation, and management of a comprehensive, affordable, and effective systems support strategy. Bottom line: Support the Warfighter!

  8. Fifteen Logistics Workforce Category Technical Competencies have been defined Logistics Design Influence Forecasting and Demand Planning Maintenance Operations (includes depot maintenance) Physical Distribution/ Transportation Operations Integrated Logistics Support Planning Supply Planning Production & Support Deployment Planning Product Support & Sustainment Sourcing Configuration Management Reliability and Maintainability Analysis Inventory Management Technical/Product Data Management Supportability Analysis SUPPLY MANAGEMENT MAINTENANCE SUPPORT DEPLOYMENT/ DISTRIBUTION/ TRANSPORTATION LIFE CYCLE LOGISTICS

  9. The DoD Logistics Competency Continuum will enable an individual’s multi-faceted career development Lead the Institution Career Development Deliberate development through progressive learning opportunities (education, training, self-development, assignments) that broaden experience and increase responsibility Lead Organizations/ Programs External Awareness Vision Strategic Thinking Political Savvy Global Perspective National Security Strategy Technology Mgmt Financial Mgmt Creativity & Innovation Partnering Entrepreneurship National Defense Integration National Security Environment Supply Management Maintenance Support Distribution/ Deployment/ Transportation Life Cycle Logistics Lead People Human Capital Mgmt Leveraging Diversity Conflict Management DoD Corporate Perspective National Security Foundation Lead Teams/Projects Office of Personnel Management (OPM) defined Lead Self Team Building Accountability Decisiveness Influencing/Negotiating Service Specific Fundamental Skills Mission and Culture Core Fundamental Competencies: Flexibility Integrity/Honesty Interpersonal Skills Resilience Customer Service Oral Communication Technical Credibility Continual Learning Problem Solving Written Communication Computer Literacy Service Motivation Logistics Community defined

  10. Education, Training, & Developmental Assignment Resources Education, Training, & Developmental Assignments along with the Roadmap and Competencies support the Logistics Career Development Framework & Various Academia Logistics Competencies and Proficiencies Logistics Career Development Framework Career Roadmaps

  11. The Logistics Career Development Framework provides the career roadmap; the Assessment process measures achievement of competency levels and provides guidance Desired Position & Required Competencies Supply Management: 4 Deployment/Distr/Trans: 5 Maintenance Support: 1 Life Cycle Logistics: 2 • Regular assessment & career progress tracking • Consistent expectations and job requirements • Well-defined roadmap for achieving career goals Current Position & Competency Levels Supply Management: 4 Deployment/Distr/Trans: 2 Maintenance Support: 1 Life Cycle Logistics: 2 Notional example of the framework’s format

  12. Cross-functional development for more flexibility and growth Consistent expectations of competencies and skills requirements Individual: Enterprise system to identify & utilize desired competencies to meet needs Optimization of Enterprise resources Organization: The Logistics Career Development Framework provides benefits to individuals and organizations Candidate “A” (USAF) Supply Management: 2 Deploy/Distr/Trans: 2 Maintenance Support: 1 Life Cycle Logistics: 1 Open Position (USN) Candidate “B” (USA) Desired Competencies Supply Management: 3 Deploy/Distr/Trans: 1 Maintenance Support: 1 Life Cycle Logistics: 2 Candidate “C” (USMC) Supply Management: 4 Deploy/Distr/Trans: 2 Maintenance Support: 1 Life Cycle Logistics: 2 Best-Fit Candidate Based, in part, on competency level, consistent across Services and Agencies Supply Management: 4 Deploy/Distr/Trans: 2 Maintenance Support: 1 Life Cycle Logistics: 2

  13. The Logistics Career Development Framework Enterprise-wide benefits Workforce Inventory by workforce category- enable life-cycle management of workforce Inventory Analysis by competency - enable identification of current and future staffing requirements Inventory Analysis by proficiency - enable identification of capability and skill gaps NOTIONAL DATA Inventory by individuals’ level of proficiency – enable individual career development to match future mission needs Inventory by individual – enable identification of resources for teams and special projects

  14. The HCS ESG coordinates and provides guidance to the Logistics Human Capital Strategy Identify and set direction for key implementation topics Structure and task work for the working group (WG) and approve recommendations for key issues Sponsor and support Service/ Agency/COCOM participation

  15. Multiple Human Capital Efforts Contribute to Achieving the Vision for DoD Logisticians Supply Management Maintenance Support Life Cycle Logistics HCS Executive Steering Group Strategic Direction, Competencies, & Logistics Career Development Framework for the Logistics Community DoD Logistics Community Distribution/ Deployment/ Transportation Military Services & Agencies Career Management Combatant Commands Training & Education for Mission Requirements Center for Joint and Strategic Logistics Education Development of Senior Joint and Strategic Logisticians Joint Staff Joint Logistics Education Requirements Defense Acquisition University Training for the Acquisition Workforce

  16. The QDR Vision is becoming reality • Implement LCDF across DoD Logistics Community • Identify Training, Education, and Developmental Assignments and Assess Gaps to Meet Future Requirements • Develop Logistics Career Development Framework (LCDF) Assessment Process • Identify Organization(s) and Plan for Pilot LCDF Implementation DoD Logistics Human Capital Strategy • Defined Logistics Competencies • Developed Logistics Proficiencies • Developed Human Capital Strategy Vision DoD Logistics Human Capital Strategy • Defined Logistics Workforce Categories • Assessed Future Logistics Trends AT&L Human Capital Strategic Plan • Goal 1: High Performing, Agile and Ethical Workforce • Goal 4: Cost-Effective Joint Logistics Support for the Warfighter Quadrennial Defense Review (QDR) • Competency-Based Planning • Performance-Based Management • Opportunities for Personal Growth 2006 2007 2008 2009 +

  17. People are our priority A Powerful Logistics Career Development Framework to Enable the Optimization of People & the Logistics Enterprise

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