Shaping Our Future

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Shaping Our Future Acquisition Workforce
Garry Shafovaloff Director, ATL Workforce/Career
Mgt Defense Acquisition University
November 2, 2006
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Contracting
Level II certification
Level I certification
CON 214 Business Decisions for Contracting (Self-p
aced, online)
CON 100 Shaping Smart Business Arrangements (Class
room, 4 days)
Level III certification
CON 215 Intermediate Contracting for Mission
Support (Self-paced Classroom, 8 days)
CON 353 Advanced Business Solutions for Mission
Support (Classroom, 9.5 days)
CON 216 Legal Considerations in
Contracting (Self-paced, online)
1 Elective
CON 217 Cost Analysis and Negotiation
Techniques (Self-paced, online)
CON 120 Mission Focused Contracting (Classroom,
10 days)
CON 218 Advanced Contracting for Mission
Support (Self-paced, online Classroom, 9.5
days)
1 Elective
As agreed to by the supervisor, electives may be
any training opportunities related to the
employees job or necessary for career
development of for cross training. Electives may
include no-cost distance learning or other
training opportunities, assignment-specific
courses funded by DAU/DACM, or other training
opportunities funded by the students organization
3
FY01-05 Total Contracting Grads
Contracting career field 20 of ATL workforce
Source DAU Data Warehouse 15 Mar 06
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Contingency Contracting
Interactive Video CLM

• New CLMsContractor Personnel Authorized to
  Accompany US Forces COR for Contingency

5
Contracting
COR
Government Property
Contingency Contracting
6
Current Contracting Continuous Learning Modules
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Current Contracting Continuous Learning Modules
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(No Transcript)
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Talent Pool Force Change 1998 2008Baby Boomer
Workforce Aging
3
10
ATL Civilian Workforce ContractingNumber
members by Age (30 Sep 2005)
Average Age 47.8 Median Age 49 Mode 50
Number of Workforce Members
AGE
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Workforce Rule of 92 Retirement Indicator (RI)
6957 workforce members Have a combined Age and
Years of Service of 92 or greater (as of 30 Sep
05 6)
15,485 additional workforce members will have
reached a combined Age and Years of Service of
92 or greater by 2011 (13)
23,972 additional workforce members will have
reached a combined Age and Years of Service of
92 or greater by 2016 (20)
Number ATL Workforce Members

10 Years/20 Points
Retirement Indicator Score (age years of
service)
Source DMDC 2005 Data approx 1,700 records with
age unknown
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ATL Workforce Distribution by Years of Service
Years of Service
7000 6000 5000 4000 3000 2000 1000 0
5 10 15 20 25 30 35
DoD ATL Civilian Workforce
Sept. 01 Sept. 11
Workforce Members
?
90s hiring slowdown
FERS Portable Workforce
35
1
3
5
7
9
11
13
15
17
19
21
23
25
27
29
31
33
Years of Service
13
ATL Workforce ContractingDemographic Years
of Service
Civilian Hiring/FERS
Civilians/CSRS
14
DoD-Wide ATL Workforce (1998 through 2005)
Number of ATL Workforce Members
Plus 2
- Minus 10
15
ATL Workforce ContractingMembers with 1 Year
of Service (30 Sep 2005)
2005 Hires by Age
Number of Workforce Members
AGE
16
ATL Workforce by Generations (as of September
30, 2005)
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Who We Are Military/Civilian ATL Workforce
12
Mil
76
12
Military 60 Gen X Y
88
Civ
Civilians 80 Baby Boomers
88
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ATL Human Capital Strategic Plan 1.0Published
June 13, 2006
Version 1.0
15 Enabling Objectives 38 Defined Tasks
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ATL Competency Initiative
ATL HCSP Goal 1 Full Integration with
Overarching DoD HCI
Competency Management
Competency
Covers all 13 Career Fields
Construct
Time Phased Approach
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Competency Management Applications

Organizational Effectiveness

Workforce Planning

• Identify redundant operations
• Link to Mission Goals

• Retain key skills
• Identify competencies for future missions
• Plan for projected retirements

Succession Planning

HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML
HR-XML HR-XML HR-XML

• Identify expected critical vacancies
• Identify employees candidate gaps

Human Resources System
Learning Management System
Career Planning
Competency Management System

• Develop career management accounts

Training and Education

• Analyze skill gaps
• Assess optimal timing
• Target to work requirements
• Performance metrics
• Training evaluation
• Training needs assessment

Learning Content System
Performance Management System
Selection

• Identify skills for superior performance
• Explain career development to prospects

Mission Support

• Analyze alignment between the skills and the
  mission

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ATL Competency Update Initiative Whats Ahead
Phase I

• Supporting
• Workforce Planning,
• Competency Management,
• New Certification Framework,
• Other Human Capital Initiatives

Phase II
Phase III
Continuing Updates
Implementing OPM Methodologies standard,
repeatable process
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DoD ATL Core Plus Framework
23
Defense Budget
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GENERATIONS IN THE WORKFORCE
Armour, Stephanie Generation Y Theyve Arrived
at Work with a New Attitude USA Today, November
7, 2005, 18-28
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GENERATIONS IN THE WORKFORCE
Armour, Stephanie Generation Y Theyve Arrived
at Work with a New Attitude USA Today, November
7, 2005, 18-28