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ASN(RD&A) | DON DAWIA Operating Guide | December 7, 2017

Assistant Secretary of the Navy For Research, Development, and Acquisition

Department of Navy (DON) Defense Acquisition Workforce

Improvement Act (DAWIA) Operating Guide

December 7, 2017


Table of Contents Record Of Change Page ..................................................................................................... 1 Section One: Quick Reference Guide for the Acquisition Workforce (AWF) ................... 2

Welcome Aboard ................................................................................................................ 3 Managing Your Acquisition Career .................................................................................... 5

Section Two: Detailed Operating Guide for the AWF ..................................................... 10 Chapter 1 Introduction ...................................................................................................... 12 Chapter 2 Acquisition Responsibilities and Authorities ................................................... 16 Chapter 3 Systems and Data Sources................................................................................ 28 Chapter 4 Acquisition Positions........................................................................................ 30 Chapter 5 Acquisition Corps ............................................................................................. 44 Chapter 6 Critical Acquisition Positions (CAPs).............................................................. 50 Chapter 7 Key Leadership Positions (KLPs) .................................................................... 54 Chapter 8 Certification ...................................................................................................... 60 Chapter 9 Waivers............................................................................................................. 68 Chapter 10 Education ........................................................................................................ 72 Chapter 11 Training .......................................................................................................... 76 Chapter 12 Experience ...................................................................................................... 82 Chapter 13 Continuous Learning ...................................................................................... 86 Chapter 14 Slating Panel Guidelines and Package Contents ............................................ 90 Chapter 15 Naval Acquisition Development Program ................................................... 104 Chapter 16 Selected Reserve (SELRES) Component Guidance .................................... 108

Appendices ...................................................................................................................... 114 Appendix A: Position Category Coding and Descriptions ............................................. 116 Appendix B: DON Acquisition Career Council Charter ................................................ 136 Appendix C: Samples of Certification and CL Delinquency Templates ........................ 140 Appendix D: Forms......................................................................................................... 146 Appendix E: Key Reference ........................................................................................... 154 Appendix F: Acronyms ................................................................................................... 158 Appendix G: Glossary..................................................................................................... 164

This document provides additional guidance and clarification for acquisition positions as identified in Chapter 87 of Title 10, U.S.C. It does not supersede applicable Office of Personnel Management (OPM) regulations.


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RECORD OF CHANGES

Use this table to record interim changes as they are issued.

Change Date Chapter/Section Page(s) Remarks


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Section One: Quick Reference Guide for the Acquisition Workforce (AWF)


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Welcome Aboard Congratulations! You have joined a highly educated and skilled professional workforce responsible for providing and sustaining capabilities required by the DON Sailors and Marines. The DON AWF is comprised of civilian and military members that translate military requirements into material solutions to support Sailors and Marines globally. The DON needs you as part of an energized, productive, innovative, and excellent AWF to continue delivering its complex and technical war-fighting capabilities. The Defense Acquisition Workforce Improvement Act (DAWIA), originally PL 101-510 and now Chapter 87 of Title 10, U.S.C., provides the foundation for a system of policies and processes used to effectively manage the AWF. The primary objective of DAWIA is to enhance the professional knowledge and capabilities of personnel involved in the development, acquisition, and sustainment of warfighting capabilities, systems, and services. The law requires a process be established through which persons in the AWF would be recognized as having achieved professional status. It also ensures policies and procedures be established for the effective management (including accession, education, training, and career development) of military and civilian personnel occupying acquisition positions.

The foundation of any organization is a set of values that ground them and focus them on their mission. There is not a nobler mission than to support the men and women who are protecting and serving our nation. The AWF is grounded in the values of integrity, trust, diversity, teamwork, dedicated service, and excellence. Having highly educated, highly skilled, and experienced acquisition professionals is key to providing the warfighters the products they need for success. For the DON AWF, having the right people, in the right job, at the right time will translate to effective and efficient execution, delivering the finest warfighting capability in the world at an affordable price.

DON Acquisition is a team sport. It requires us to be innovative and holistic in our thought. We recognize and embrace diversity as we recruit, develop and retain the best and brightest to provide knowledge, oversight and stewardship to our acquisition programs. By informed policy, sound understanding of scientific and technological advancements, and deliberate management of our AWF across all career fields, we demonstrate our commitment to our men and women in uniform who have dedicated their lives to the protection of our freedom.

Overview of the AWF

The DON AWF consists of civilian and military personnel assigned to acquisition positions. Acquisition positions and people are most often found in organizations with a major acquisition mission such as Systems Commands (SYSCOMs) and acquisition program offices. They may also be in organizations that have other significant acquisition functions. The positions are identified and coded in official civilian and military data systems. Proper position coding is important because it establishes certification requirements, determines priorities for acquisition training and development, and provides the basis for numerous AWF metrics including those used for management of the career fields.


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The DON AWF is represented in 14 career fields worldwide, listed in the table below.

DON Acquisition Career Fields Business-Cost Estimating (BUS-CE) Life Cycle Logistics (LCL) Business-Financial Management (BUS-FM) Production, Quality and Manufacturing (PQM) Contracting (CON) Program Management (PM) Engineering (ENG) Purchasing (PUR) Facilities Engineering (FE) Science and Technology Manager (S&TM) Industrial/Contract Property Management (IND) Small Business (SB) Information Technology (IT) Test and Evaluation (T&E)

Table-1: DON Acquisition Career Fields

A brief description of each Career Field can be found on the ASN(RD&A) website (http://www.secnav.navy.mil/rda/workforce/Pages/NADP/Applicants/CareerFields.aspx) and the Position Category Descriptions (PCDs) provide a detailed description of each Career Field. Refer to Appendix A for PCDs. The FY2016-2022 DON Acquisition Workforce Strategic Plan (http://www.secnav.navy.mil/rda/workforce/Documents/Strategic-Plan-Final.pdf) sets a course to deliver an improved, forward thinking workforce that is well-managed, highly trained, and fully qualified. Significant efforts are underway to realize the vision of world class acquisition professionals for today and tomorrow that are energized, focused, responsible, and accountable.

The DON acquisition chain of command, responsibility, authority, and accountability flows from the Assistant Secretary of the Navy for Research Development and Acquisition (ASN(RD&A)) to Program Executive Officers (PEOs) and to the Program Managers (PMs) supported by the SYSCOMs. The chain of command serves several important purposes in the accomplishment of DON’s acquisition mission. It defines responsibilities and identifies accountability, provides direction and smooth communications, and promotes efficiency. Ensuring that the chain of command is carried through to all levels will enable good business judgment in acquisition and empower the DON AWF to meet future challenges with resilience and adaptation.

The DON AWF must have technical and professional excellence to ensure a technological edge for our military, while balancing cost, schedule, and risk, in the context of growing legislation, regulations, and policies. Within the DON, strategies to strengthen the capability and capacity of this workforce continue to be a major element of emphasis and significant efforts are on track to shape and improve productivity and quality with a focus on having the right people, in the right job, at the right time.

Your AWF managers and supervisors are instrumental to the success of the DAWIA Program. The completion of DAWIA requirements (such as certification and Continuous Learning (CL) compliance) of assigned AWF members is to be included in the performance plans and appraisals for both AWF members and their supervisors. In addition to customary supervisory duties, the AWF supervisor should:

http://www.secnav.navy.mil/rda/workforce/Pages/NADP/Applicants/CareerFields.aspx

http://www.secnav.navy.mil/rda/workforce/Documents/Strategic-Plan-Final.pdf


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• Ensure that acquisition positions for employees are properly designated and coded in official personnel/manpower systems.

• Play an active role in assisting and advising AWF members on career development decisions, ensuring that education, training and experience needs are captured in the employee’s Individual Development Plan (IDP).

• Provide an opportunity for on-the-job training through assignment of commensurate levels of work focused on employee development.

• Review and process AWF member requests for Defense Acquisition University (DAU) training, CL Hours, Career Field Certification, Acquisition Corps (AC) Membership, and Acquisition Workforce Tuition Assistance in a timely manner.

Managing Your Acquisition Career

As a member of the AWF you are responsible for navigating your own career and for developing the experience and skills you need to succeed. One of these responsibilities includes completion of certification requirements for the acquisition designated position you occupy within a 24 month period. You are also responsible for maintaining the currency of your certification by completing 80 hours of CL every two years.

Your supervisor is responsible for creating an environment that provides opportunities for you to develop and reach your full potential. This includes playing an active role in assisting and advising you on career development decisions, providing adequate time to pursue career development activities, and encouraging cross-functional training and assignments. Your supervisor will ensure your IDP and Performance Appraisal include performance objectives associated with meeting DAWIA certification and CL requirements. Basic tips for managing your acquisition career are listed below.

1. Own Your Career. Understand what is needed to be successful in your current position and take the appropriate steps. It is likely to include education, training from the DAU and specific experience requirements to be certified in your primary career field. As you gain experience, you can plan advancement in your current position and career field; consider whether or when you want to change career fields; identify senior level positions that you aspire to; consider other Navy and DoD organizations where you would like to work; and reflect on geographic preferences if you have them.

2. Talk with Your Supervisor. Your supervisor can provide information about your Position Description (PD), acquisition career field, and required certification level. Consider your supervisor as your first acquisition mentor. These descriptors will become part of your IDP, a planning tool that allows you and your supervisor to identify and track your career development and objectives. Your IDP will include the education, training, and experience that you must meet for the certification requirements for your position within 24 months.


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3. Get to Know Your Command DAWIA Points of Contact. Your supervisor is your first resource to answer questions about your position. Reach out to your command’s DAWIA Program Office for DAWIA career field specific guidance and assistance on training, certification, and CL requirements. Build a network of subject matter experts, advisors, and consultants, who will be valuable resources throughout your career.

4. Get to Know DAWIA Tools and Information Resources. Two key online resources for managing your career are eDACM and iCatalog.

(a) eDACM

eDACM is DON’s primary tool for acquisition career management. You can view your certification requirements and progress in achieving acquisition credentials, register for training, apply for tuition assistance, apply for certification, and apply for CL credits. Your supervisor can monitor progress, approve requests for training, and review and process applications for acquisition credentials.

Getting Started in eDACM. If you are a Navy or Marine Corps employee with a Common Access Card (CAC) and government email address, you can access eDACM by pointing your browser to https://www.atrrs.army.mil/channels/navyedacm/. Click “I Agree” at the Privacy and Security Notice, then "Log In with CAC."

Update your profile with home address, work email address and your supervisor on the first login and keep these up to date throughout your career. Addresses are used to determine the most cost effective location for training courses. eDACM will send important notifications to the email address you provide. Requests for training registration and applications for certification will be routed to your supervisor.

eDACM Employee Dashboard. Your dashboard provides a quick view of the information most often referenced:

https://www.atrrs.army.mil/channels/navyedacm/


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• DAWIA Report Card - your acquisition position requirements, current progress, and DAWIA POC (a point of contact within your command who can help with questions about DAWIA requirements, policies, and processes)

• Task List - links to any workflow queues with documents routed for your review or action

• View Announcements - see posted changes to training courses or processes, scheduled downtime, and other news

• Transcript Summary - summary of your acquisition credentials

Registering for Acquisition Training. You can register for DAU and DON courses in eDACM. Use the menus to navigate to Manage Career >> Training >> Search for DAU Training or >> Search for DON CL Training.

Requests for instructor-led courses will be routed to your supervisor for approval; you will receive an email when your reservation is confirmed. You can check the status of your requests under Manage Career >> Training >> Manage Training Request.


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(b) iCatalog

ICatalog is where the DAU posts the most current and upcoming certification requirements, as set by the Functional Leader (FL) for each career field. You can view certification requirements, training courses, and course pre-requisites.

Verifying Your Certification Requirements. Point your browser to http://icatalog.dau.mil/. Click on the “Certification & Core Development Guides” tile, then select the career field and level from your eDACM DAWIA Report Card to review the “Core Certification Standards” required for your position.

Identify Course Prerequisites. Each of the DAU course codes in the certification guides are linked to a Concept Card, which includes a list of prerequisites that can help you and your supervisor plan the sequence of the courses you will take.

http://icatalog.dau.mil/


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Section Two: Detailed Operating Guide for the Acquisition Workforce (AWF)


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Chapter 1 Introduction


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Chapter 1 Introduction

1.1 Overview

The DON Director, DACM leads a development and management organization established to implement DAWIA; Chapter 87 of Title 10, U.S.C. and associated DoD regulations.

1.2 Applicability

1.2.1 The DON DAWIA Operating Guide provides guidance for:

• DON AWF, i.e., civilian and military workforce members assigned to acquisition positions.

• Direct-hire Foreign Nationals (FNs) employed in contracting and purchasing positions will be considered the same as AWF members in contracting and purchasing positions.

• Individuals who would like to compete for acquisition positions.

• Managers and supervisors of AWF members.

• Administrators of AWF career management programs such as recruitment, selection, career development, retention, or strategic planning.

1.2.2 Selected Reserve (SELRES) Component Guidance: Chapter 16 of this document contains a list of SELRES Officer AWF Community Management Policies and Guidance.

1.2.3 The provisions of this guide do not apply to persons assigned to:

• Wage Grade (WG) positions.

• Non-appropriated funded positions.

• Indirect-Hire FNs which are FNs not directly hired by the U.S Government, but instead are those FNs hired by the host nation government to support the U.S. Government.

• Direct-hire FNs except those described in paragraph 1.2.1 above.

• Clerical positions.

• Civilian positions in the 1106 occupational series and comparable military.


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• Executive Schedule Positions (not to be confused with Senior Executive Service (SES) positions).

• Non-managerial positions that are primarily involved in basic research and applied research/exploratory development programs, e.g., bench scientists at Navy laboratories.

• Requirements Officers (RO) are not part of the AWF, but are acquisition related and receive special training.

• Civilian Student Trainee positions, i.e. (positions in occupational series ending in “99).”


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Chapter 2 Acquisition Responsibilities and Authorities


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Chapter 2 Acquisition Responsibilities and Authorities

2.1 Overview

This chapter identifies the responsibilities and authorities delegated within the DON principals for overseeing and executing the DON DAWIA Program. The ASN(RD&A) organization is responsible for the overall management, oversight, and stewardship of DON acquisition, ensuring that it meets the overarching needs of the Navy-Marine Corps team.

2.2 Assistant Secretary of the Navy (Research, Development and Acquisition) (ASN(RD&A))

The DON acquisition chain of command, responsibility, authority, and accountability flows from the ASN(RD&A) to PEO and to the Program Managers (PM) supported by the SYSCOMs. The chain of command serves several important purposes in the accomplishment of DON’s acquisition mission. It defines responsibilities and identifies accountability, provides direction and smooth communications, and promotes efficiency. Ensuring that the chain of command is carried through to all levels will enable good business judgment in acquisition and empower the DON AWF to meet future challenges with resilience and adaptation.

2.3 ASN(RD&A) Principal Military Deputy (PMD)

2.3.1 Serves as the ASN(RD&A) Principal Deputy for executive oversight and leadership of the military AWF.

2.3.2 Serves as the Co-chair of the Acquisition Career Council (ACC) which plays a key role in the guiding and monitoring of the implementation of ASN(RD&A) acquisition career management efforts, to ensure a qualified and capable AWF.

2.4 ASN(RD&A) Principal Civilian Deputy (PCD)

2.4.1 Serves as the ASN(RD&A) Principal Deputy for executive oversight and leadership of the civilian AWF.

2.4.2 Serves as the Co-chair of the ACC which plays a key role in the guidance and monitoring the implementation of ASN(RD&A) acquisition career management efforts, to ensure a qualified and capable AWF.

2.5 Director, Acquisition Career Management (DACM)

The DACM is the focal point and lead agent for the ASN(RD&A) on all AWF matters, including strategic planning, policy development and guidance on all matters associated with DAWIA implementation. The DACM:


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2.5.1 Serves as an advocate for DON AWF interfacing with the Office of the Secretary of Defense (OSD).

2.5.2 Develops strategies and policies to ensure AWF requirements are aligned with

planned acquisition workload, documented in a common staffing framework and communicated in the Program Objective Memorandum (POM) and the Planning Programming, Budgeting, and Execution (PPBE) processes.

2.5.3 Manages the Defense Acquisition Workforce Development Fund (DAWDF) also

referred to Section 852, in accordance with H.R.4986, National Defense Authorization Act (NDAA) for Fiscal Year 2008, Section 852, the Secretary of Defense established the Defense Acquisition Workforce Development Fund (DAWDF).

2.5.4 Serves as the executive secretary on DON’s ACC and is the direct advisor to the

ASN(RD&A) on all matters pertaining to education, training and career development.

2.5.5 In coordination with community leaders, implements acquisition community

management stewardship processes, establishes and participates on DON and DoD forums (e.g., boards and working groups).

2.5.6 Grants career field certification to acquisition Flag Officers (FO), General

Officers (GOs) and SES members. 2.5.7 Grants Acquisition Corps membership to acquisition Flag/GO and SES members. 2.5.8 Approves waivers for Key Leadership Positions (KLP) as described in table 9-1

of this guide. 2.5.9 Approves SELRES certification and waiver requests. 2.5.10 Oversees KLP. Collaborates with DoD and other services to implement statutory

requirements, serves in an advisory role at ACAT I/II PM slating panels, and advises the ASN(RD&A) on sufficiency of ACAT I/II PM assignment packages.

2.5.11 Manages acquisition career development programs and opportunities including

certification, CL, Dwight D. Eisenhower School for National Security and Resource Strategy, and the SECNAV Corporate Fellowship Program.

2.5.12 Oversees eDACM to support workforce management, performance measures and reporting requirements.


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2.5.13 Director, Naval Acquisition Career Center (NACC)

2.5.13.1 Manages the Naval Acquisition Development Program (NADP). The purpose of the program is to develop highly skilled professionals to meet projected DON AWF requirements.

2.5.13.2 Executes other elements of the DON DAWIA Program under the direction of the DACM, including:

• DAU training (registration, quota management and travel).

• CL.

• The Acquisition Workforce Tuition Assistance Program (AWTAP).

• eDACM helpdesk.

2.6 DON National Leads (NL) and Acquisition Career Council (ACC) 2.6.1 A Senior Executive is assigned as a NL in the DON to provide oversight of each

DON acquisition career field. NLs monitor the health of the acquisition career fields and promote acquisition excellence, validate the adequacy of education, training, and other developmental opportunities for respective career fields and work with the acquisition commands to implement career paths and talent management.

• NLs are assigned for the following AWF career fields: Business-Cost Estimating, Business-Financial Management, Contracting/Purchasing, Engineering/Science and Technology, Facilities Engineering, Information Technology/Cyber, Logistics, Program Management, Small Business, and Test and Evaluation. A DON advisor is also assigned for International Acquisition. Oversight for the Production, Quality, and Manufacturing career field is the responsibility of DON SYSCOMs.

• The DON NLs provide advice and support to the ASN(RD&A) and serve as the DON representative on DoD Functional Integrated Product Teams (FIPTs) for their respective functional areas.

2.6.2 The ACC is a cross-career field group that consists of DON NLs, the DACM,

and co-chaired by the ASN(RD&A) Principal Civilian and Principal Military Deputies. The ACC functions as an advisory council to the ASN(RD&A). Appendix B of this guide contains the ACC’s Charter which outlines the council’s roles and responsibilities.


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2.7 Acquisition Organizations

SYSCOMs and other echelon I and II acquisition organizations implement a management structure to oversee and execute the following authorities and responsibilities. These authorities may be further delegated.

2.7.1 Ensure AWF members meet all DAWIA statutory training and certification requirements.

2.7.2 Designate an organization to integrate DAWIA program activities and ensure

consistent program execution. 2.7.3 Appoint a DAWIA Program Executive (DPE), and DAWIA Program Director

(DPD), DAWIA Manager(s), and DAWIA Representatives within their headquarters and field activities to oversee and manage program operations.

2.7.4 Incorporate the management of the AWF as an assessable unit of the echelon

managers’ Internal Control Program (ICP).

Figure 2-1 Acquisition Career Council (ACC) Organization Chart


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2.7.5 Include position validation as an assessable unit and statement of assurance in

management control plans. Position reviews must be documented in the annual statement of assurance.

2.7.6 Designate military and civilian acquisition positions in the appropriate

authoritative data system and assign individuals to those positions in accordance with the provisions of this Operating Guide.

2.7.7 Validate acquisition position designations prior to recruitment, during

reorganizations, or when the duties and responsibilities of the position change. 2.7.8 Approve certifications for AWF members, except acquisition FO and SES.

2.7.9 Grant AC membership to civilians, except SES.

2.7.10 Approve civilian Critical Acquisition Position (CAP) (non-KLP) waivers except:

• SES, which are approved by the ASN(RD&A) via the DACM.

• 1102 series positions and Contracting Officers with warrants above the Simplified Acquisition Threshold (SAT); which are approved by the Senior Contracting Official (SCO).

• Commands may delegate CAP approving authority to acquisition Flags/GOs/SES.

2.7.11 CAPs should be reviewed on a case-by-case basis for possible rotation after the individual has completed five years in the position. Rotation is encouraged for career development.

2.7.12 Nominate Major Program Manager (MPM) and MPM-equivalent (MPM-eq)

billets to the ASN(RD&A) via the DACM and the Major Command Review Board (MCRB) for inclusion in the Chief of Naval (OPNAV) Note 5450.

2.7.13 Establish a process that provides an opportunity for review and inclusion of

comments on an AWF member’s appraisal by a person serving in an acquisition position in the same acquisition career field (USC 10, Chapter 87, 1722 of Title 10, U.S.C.).

2.8 DON SCOs

2.8.1 DON SCOs for each contracting activity, including the Naval Field Contracting System, as defined by the Defense FAR Supplement (DFARS), Subpart 202.1,

http://www.acq.osd.mil/dpap/dars/dfars/html/current/202_1.htm


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are delegated waiver authority for non-KLP 1102s (and comparable military) and CO with warrants above the SAT.

2.8.2 This authority may not be further delegated.

2.9 DACM Liaison to Navy Personnel Command Professional Acquisition Workforce Management Branch (Historically, PERS-447 responsibilities)

2.9.1 Serves as the experience assessor for Active Duty and SELRES military certification applications and requests for experience credit in non-coded positions.

2.9.2 Serves as the focal point for Active Duty Navy military personnel, through the

O-6 rank, for acquisition career management issues. 2.9.3 Provides acquisition career counseling.

2.9.4 Receives and reviews military applications to the AC.

2.9.5 Oversees military certifications to ensure accuracy and to ensure Navy-wide consistency in crediting experience.

2.9.6 Ensures statutory and regulatory acquisition requirements are met.

2.9.7 Processes and coordinates military position and tenure waivers.

2.9.8 Approves military certifications for those, through the O-6 rank, who are not assigned to acquisition positions.

2.10 Navy Personnel Command, Officer Community Management Branch (BUPERS-31)

2.10.1 Serves as the focal point for Active Duty Navy Acquisition Corps Officer Community Management.

2.10.2 Reviews all changes to acquisition billets. Approves changes to KLP acquisition billets upon direction from DACM, ASN(RD&A).

2.10.3 Manages the acquisition billet base across all designators to ensure that adequate opportunities exist for training, certification and promotion through the O-6 rank.

2.10.4 Provides coordinated policy inputs (from across all designators) to OPNAV N1/N13 and DACM on AC matters.


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2.11 Navy Personnel Command, Reserve Personnel Management Branch (PERS-9)

2.11.1 Serves as the focal point for SELRES Navy Acquisition Officers for acquisition career management issues and personnel records management.

2.11.2 Active Military and SELRES Officer AWF Community Management Policies and Guidance are listed in chapter 16.

2.12 AWF Managers and Supervisors

The AWF managers and supervisors are instrumental to the success of the DAWIA program. The completion of DAWIA program goals and requirements of assigned AWF members is to be included in the performance plans and appraisals for both AWF members and their supervisors. In addition to customary supervisory duties, the AWF supervisor should:

2.12.1 Ensure that acquisition positions for their employees are properly designated and coded in official personnel/manpower systems.

2.12.2 Ensure that the employee’s position description is accurate and reflects the required certification level and career field.

2.12.3 Create an environment that promotes education, training, and developmental assignment opportunities for the AWF to develop and reach their full productive potential.

2.12.4 Provide an opportunity for on-the-job training, encourage cross-functional training/assignments, and pursue career development activities.

2.12.5 Review and process AWF member requests for DAU training, CL hours, Career Field Certification, AC Membership, and Acquisition Workforce Tuition Assistance in a timely manner.

2.12.6 Ensure AWF members are provided adequate time during duty hours to meet DAWIA certification requirements.

2.12.7 On an annual basis, incorporate progress or attainment of certification and CL compliance as a factor in employee’s performance evaluation, compensation, and bonus.

2.12.8 Performance appraisals for both AWF members and their supervisors should include performance objectives associated with DAWIA requirements (such as certification and CL compliance) in the performance appraisal process, and through subsequent evaluations, address any shortfalls in meeting those requirements. See Appendix C.


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2.13 Workforce Management Structure

Major acquisition commands and other organizations with significant acquisition functions must have a clearly defined management structure to support the implementation of DAWIA within the organization. The following provides broad guidance on the roles and responsibilities within the DAWIA management structure.

The DAWIA management structure can be incorporated into an actual or virtual organizational structure. Roles and responsibilities at different levels may be consolidated if appropriate and may be collateral duties.

Typical Major Acquisition Command DAWIA Management Structure

2.14 DAWIA Management Structure

2.14.1 DAWIA Program Executive (DPE). Within the DON, DPEs are traditionally a SES member at major acquisition commands who, having had significant experience as an AWF member, serve as the lead agent for DAWIA policies and programs. The DPE, supported by a headquarters’ organization, a command-level board, an integrated product team or a similar body authorized by the Commander, is responsible to the head of the command (e.g. the SYSCOM Commander) for the overall implementation, compliance, and health of the DAWIA program. The DON DPE designations are established by a letter from the DACM after consultation with each SYSCOM’s Executive Director (ED).

DAWIA Program Director (GS15/NH-IV)

ASN(RD&A) ASN(RD&A) PCD ASN(RD&A) PMD

Lower Echelon DAWIA Field Representatives

(DAWIA POCs)


(DAWIA POCs)


(DAWIA POCs)


(DAWIA POCs)

DAWIA Managers

DAWIA Program Executive

DACM

DAWIA Designated Approval Authorities (Competency Leads/

GS15/NH-IV)

Acquisition Command

Figure 2-2 DAWIA Management Structure


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2.14.2 DAWIA Designated Approval Authority (DDAA). The SYSCOM DPE has the authority to designate certification approval authorities within each career field. The ranking DDAA for a given career field will usually be the SYSCOM’s Competency Lead. The DDAA roster and workflow may be managed by the SYSCOM DPD on behalf of the DPE. All DDAAs must be GS-15 (or equivalent) or above and Level III certified in the career field for which they are a DDAA.

2.14.3 DAWIA Program Director (DPD). The DPD is the DAWIA subject-matter expert within the major acquisition command, representing the DPE on AWF matters. Within the DON, a DPD is traditionally at the GS-15 (or equivalent) level. DPDs should have significant experience with acquisition, as well as DAWIA and related policies. The DON DPD designations are established by a letter from the DACM after consultation with each SYSCOM’s ED. The DPD:

• Executes the DAIWA program, command-wide, in accordance with DON DAWIA program policies and guidance, and broad direction established by the DPE.

• Works directly with the DACM and DACM senior staff to obtain clarification and make recommendations on DON DAWIA policies and programs.

• Resolves issues and provides feedback on how well the program is working to support their command.

• May appoint DAWIA Managers who directly support the DPEs and DPDs by managing one or more aspects of the DON DAWIA Program for the AC.

• Will develop an appropriate level of structure to manage various aspects of the DON DAWIA Program for the AC.

2.14.4 DAWIA Managers. DAWIA Managers support the DPD and DPE by managing one or more aspects of the DON DAWIA Program for the command and may serve as the command representative for programs such as the NADP, career field certification, CL, AC membership or any other areas established by the command structure.

2.14.5 DAWIA Field Representatives (also referred to as DAWIA POCs). These individuals work at field activities and are responsible for the day-to-day execution for one or more of the DAWIA programs at their activity. Field representatives:


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• Implement command guidance and ensure that AWF members understand DON DAWIA program requirements.

• Provide feedback to the DAWIA Manager and activity leadership on the health of the DON DAWIA program at their activity, identifying areas of concern and matters that need the PM’s and/or activity’s attention.


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Chapter 3 Systems and Data Sources


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Chapter 3 Systems and Data Sources

3.1 Overview

eDACM (https://www.atrrs.army.mil/channels/navyedacm/) is DON’s primary tool for acquisition career management. Employees can view requirements and progress in achieving acquisition credentials, register for training, apply for tuition assistance, apply for certification, apply for CL hours, and apply for the AC. Supervisors can review the same areas for their staff, and approve or recommend approval on applications.

3.2 eDACM Data Sources

Data is critical to the DON's reporting, management, and strategic planning for the AWF. eDACM is the DON’s acquisition career management system and includes modules for updating an employee’s profile, registering for DAU courses, applying for tuition assistance, tracking CL, applying for career field certification, and more. Because these career management transactions depend on the accuracy of data originating in other authoritative sources, it is important to understand those sources and the shared responsibility for the quality of AWF data. Figure 3-1 depicts data sources external to the DACM office feeding into the eDACM Management Information System (MIS). The MIS is another component of eDACM, known for its reporting and analytic capabilities, but (as depicted below) is also the integrator of external data sources, providing profile and transcript information critical to the transactional side of eDACM.

AWF Data Sources

Figure 3-1 AWF Data Sources




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Chapter 4 Acquisition Positions


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Chapter 4 Acquisition Positions

4.1 Overview

Acquisition positions, both civilian and military, are in the DON acquisition system, have acquisition duties, fall in an acquisition position category and are coded in official civilian and military personnel data systems. DON acquisition positions are located within organizations that have a major acquisition mission such as SYSCOMs and acquisition program office. They may also be located in other organizations that have significant acquisition functions. Military acquisition positions may also be found in Joint and other DoD organizations.

4.2 Designation Criteria

At a minimum, the following positions must be designated as acquisition positions regardless of location:

• Civilian occupational series 1102, 1103 and 1105 positions and their military equivalents. The career field designations are as follows:

o 1102 and contracting officers (regardless of function or series) as “Contracting.”

o 1103 as “Industrial and Contract Property Management.”

o 1105 as “Purchasing.”

• Civilian positions in the NADP, Contracting Professional Development Program (CPDP), and Navy military intern positions in the Life Cycle Logistics Program (LCLP), Contracting Officer (NACO) Program, and Financial Management Career Program (FMCP).

• All positions that require the incumbent to hold a warrant above the SAT.

• Senior positions with direct influence on the success of defense acquisition programs governed by DoD Directive 5000.2.

• For CAP and KLP designation criteria, refer to Chapters 6 and 7, respectively.

4.3 Position Requirements

Positions requirements are determined by different elements of the position designation.

4.3.1 Certification. All acquisition positions have certification requirements. AWF members must become certified in their primary career field at the level required within 24 months of assignment. Refer to Chapter 8 for details.


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4.3.2 Continuous Learning; All acquisition positions have CL requirements. AWF members must earn a minimum of 80 CL hours every two years. Refer to Chapter 13 for details.

4.3.3 For CAP and KLP requirements, refer to Chapters 6 and 7, respectively

4.3.4 Special Statutory Requirements. Some acquisition positions, e.g., 1102 series (and equivalent military), have Special Statutory Requirements, see table 4-1.

Position Special Statutory and Additional Requirements

Civilian 1102 Occupational

Series Positions

- Baccalaureate degree from an accredited educational institution - 24 semester credit hours in any of the following disciplines: Accounting, Business, Finance, Law,

Contracts, Purchasing, Economics, Industrial Management, Marketing, Quantitative Methods, and Organizational Management. The 24 semester credit hours must be earned from an accredited academic institution of higher education.

- The above education requirements do not apply to a DoD civilian employee who served as a contracting officer with authority to award or administer contracts in excess of the SAT on or before September 30, 2000 or served in an 1102 position in a similar occupational specialty on or before September 30, 2000.

Contingency Contracting Force

(CCF)

- CCF positions within the DoD components that consist of service members performing contracting functions, whose mission is to deploy for contingency and other operations in order to provide necessary contracting support (Notes 1 & 2).

- 24 semester credit hours in any of the following disciplines: Accounting, Business, Finance, Law, Contracts, Purchasing, Economics, Industrial Management, Marketing, Quantitative Methods, and Organizational Management. The 24 semester credit hours must be earned from an accredited academic institution of higher education.

- The baccalaureate degree exemption does not apply to current CCF members seeking employment within the DoD as an 1102. The CCF exemption only applies to CCF members in their current position or future CCF positions.

- For CCF membership in some locations, the passing of an examination that demonstrates skills, knowledge, or abilities comparable to an individual who has completed at least 24 semester hours in the business disciplines is an acceptable substitute to the above requirement. (Note 3)

Note 1: Requirement for college degree and 24 semester credit hours of business-related courses applies to those employees who initially met the exception criteria, but who subsequently had a break in service and desire re-entry into the 1102 occupational series. Note 2: Each of the military departments will establish a minimum amount of experience or training required for each CCF member before a deployment. The minimum training should include training in government contracting principles, simplified acquisition procedures, contingency contracting, and government purchase card, as appropriate. Note 3: Heads of the military departments will establish minimum training and experience requirements for CCF members before issuing them a warrant at or below the SAT. CCF members appointed as contracting officers with authority to award or administer contracts above the SAT will meet the qualification requirements identified in this section for contracting officers above the SAT, with the exception of a college degree. The CCF members are required to complete 24 semester credit hours of business-related courses.

Table 4-1 Contracting Position Special Statutory Requirements


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4.4 Personnel Data Systems

Command management is responsible for identifying and ensuring acquisition positions are properly coded in the appropriate personnel data systems.

4.5 Identifying Acquisition Positions

The DON AWF comprises over 60,000 civilian and military members. Strategies to strengthen the capability and capacity of this workforce continue to be a major element of acquisition reform and significant efforts are on track to shape and improve the quality with a focus of having the right people in the right job at the right time.

SYSCOM DPEs and DPDs are responsible to ensure that acquisition positions in their organizations comply with DON AWF guidance, including CAP and KLP assignment, see Figure 4-1.

4.6 Acquisition Designation Process

The designation and coding of acquisition positions is summarized in the following flowchart and is the backbone of ensuring consistency in the DON DAWIA designation process, see Figure 4-2.

Figure 4-1 DON Acquisition Workforce

The DON Acquisition Workforce

Total Acquisition Workforce

Key Leadership Positions

Critical Acquisition Positions

General Acquisition Positions CAP

KLP

AWF


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4.6.1 Step 1: Determine whether the position should be designated as an acquisition position.

(a) Determine whether the position must be designated as acquisition

• Civilian occupational series 1102, 1103 and 1105 positions and their military equivalents. Additionally, the designations in the career field will be as follows:

o 1102 and contracting officers (regardless of function or series) as “Contracting.”

o 1103 as “Industrial and Contract Property Management.” o 1105 as “Purchasing.”

• Civilian positions in the NADP, CPDP, Navy military intern positions in the Life Cycle Logistics Program, NACO Program, and FMCP.

• All positions that require the incumbent to hold a warrant above the SAT.

• Senior positions with direct influence on the success of defense acquisition programs governed by DoD Directive 5000.2.

Figure 4-2 DON Acquisition Designation Process

DON Acquisition Designation

Start

Determine the Position Criticality Type (non-CAP,

CAP, KLP)

Determine the Position

Certification Level

Determine the Career Field,

Position Category, and Career Path

Determine if the position is

Acquisition

Review Annually

Yes

No

Is the Position a

KLP?

Obtain approval per command policies and code the position

in appropriate data system

1 2 3 4

6 5 7 Identify

the Special Acquisition Assignment


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(b) Determine whether the position meets the definition of acquisition

If the position is not required to be acquisition designated:

• Review the PD to identify acquisition duties (all career fields).

• More than 50 percent of the duties and responsibilities must fall within the definition of acquisition.

Acquisition is the “conceptualization, initiation, design, development, test, contracting, production, deployment, logistics support, modification, and disposal of weapons and other systems, supplies, or services (including construction) to satisfy DoD needs, intended for use in, or in support of, military missions.”

• Below are helpful questions for identification of AWF Positions. Positive (or affirmative) answers to the majority of the questions support acquisition designation.

o Does the reporting chain of the position have a direct reporting path to the ASN(RD&A) such as a PEO and Program Office?

o Does the position support an ACAT I through ACAT IV Program? o Is the work of the position heavily influenced by the DOD 5000 series

documents? o Is the position supporting a program identified in the ASN(RD&A)

Information Systems (RDAIS)? o Is the position located in a SYSCOM? o Is the position description (including job series, AQD, MOS) reflected

in one of the DOD approved Position Category Descriptions (PCDs)? o Does the position participate or provide direct support to

Congressional, ASN or OSD milestone or annual Gate 6 Sustainment Reviews?

o Is the nature of the work of such complexity that the normal qualifications would require a degree (insert “Professional” def. vs. “Technician”)?

o Does the position have more than 50 percent of its work supporting an acquisition program on an annual basis?

o Is the civilian occupational series 1102, 1103, or 1105? o Is the position administrative? If so, it should not be coded as

acquisition.


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4.6.2 Step 2: Determine the Career Field, Category Code, and Career Path

• Once a position has been determined to be an acquisition position, it must be assigned to an acquisition career field, and it may also be designated with a career path. This is done by associating the duties of the position to the PCD that best describes the preponderance of those duties. A number of jobs require the skills and experiences from more than one career field at the same time. Consideration should be given for cross functional training and development of subsidiary experience and training.

• The following table provides Career Fields, Position Categories, and a Career Path from which to select. The PCDs in Appendix A, along with the DON special criteria shown below, should be used to determine the appropriate category for the position.

• A career field and category code are required for every position. The career path may be blank if not International Acquisition.

Career Field Category

Code Description

Business-Financial

Management K

Financial positions traditionally found in Program Offices.

Business-Cost Estimating

P (B for Navy

Officers)

Positions that provide cost analysis support to Program Offices and typically found in a Cost Center (Air 4.2, SEA 05C, and NCCA) or Program Office.

Contracting C

All positions in the DON Contracting Professional Developmental Program, civilian positions only in the 1102 occupational series, and comparable military positions.

Engineering S Engineering positions typically in the 8xx occupational series.

Facilities Engineering

F Facilities Engineering positions are usually Civil Engineers within NAVFAC that manage MILCON programs.

Industrial/ Contract Property

Management

D Industrial/Contract Property Management positions are civilian and only within the 1103 occupational series.

Information Technology

R

Information Technology (IT) positions are typically in the 0343, 1550 and 2210 occupational series, responsible for the acquisition of programs listed in the ASN(RD&A) Information System (RDAIS).


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Career Field Category

Code Description

Life Cycle Logistics

L Life Cycle Logistics (LCL) positions are typically 0346, 1670, 1712, and 1750 occupational series, technically supporting weapons systems.

Production, Quality and

Manufacturing

H (G for Navy

Officers)

Production, Quality and Manufacturing (PQM) positions are typically at SUPSHIPs, Defense Contract Management Agency (DCMA), and Fleet Replacement Centers (FRCs).

Program Management

A (J for Navy Officer also in the INTL Career field)

Program Management positions are typically found in a Program Office. The following acquisition positions must be designated in Program Management:

- Program Executive Officer (PEO) - Deputy PEO (DPEO) - Executive Director PEO (ED PEO) - Direct Reporting Program Manager (DRPM) - Deputy DRPM - ACAT I-IV Program Managers (PM) - ACAT I-IV Deputy Program Managers (DPM) - ACAT II Portfolio Managers (PfM)* - ACAT II Deputy Portfolio Managers (DPfM)*

For the Program Management Career Field, be sure to distinguish between a Project Manager and an Acquisition Program Manager of programs listed in RDAIS. *Note: Marine Corps Systems Command uses portfolio managers and deputies (PfMs/DPfMs).

Purchasing E Purchasing positions are civilian and only within the 1105 occupational series.

Science and Technology

Manager I

The Science and Technology Manager (S&TM) positions are typically located in the Office of Naval Research and Navy laboratories using appropriate S&T funding.

Small Business M

The Small Business career field was established within the DOD AWF effective 1 October 2014. Within the DON, implementation of the career field began in FY16. Coding of designated Small Business positions is in process with an anticipated completion date of late FY18.

Test and Evaluation

T Test and Evaluation positions are typically found at Warfare Centers and testing organizations.


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Career Path Job Specialty 1

Description

International Acquisition

I (J for Navy Officers also

in the PM Careers field)

The International Acquisition Career Path is not a stand-alone career field, but can apply to any other civilian position category or military PM positions. International positions are typically found at Security Cooperation, Foreign Military Sales (FMS), and Tech Transfer locations.

4.6.3 Step 3: Determine the certification level required

• Certification is required for DoD military and civilians assigned to AWF positions. Certifications are divided into three levels: basic (Level I), intermediate (Level II), and advanced (Level III).

• For military, the recommended certification level is determined by billet rank. o O1-O2 Level I o O3-O4 Level II o O5 and above Level III

• For civilian positions, certification levels are not based on the grade of the acquisition position, but rather on the extent that factors such as program complexity, authority, direct influence, and accountability are applicable to the program and its success.

4.6.4 Step 4: Determine the Type of the Position: non-CAP, CAP, KLP

• Non-CAP: Non-critical acquisition positions constitute the largest percentage of the DON AWF, and are located primarily in organizations that have a major acquisition mission such as SYSCOMs and acquisition program offices. They are also located in other organizations that have significant acquisition functions. Military AWF positions may also be found in joint and other DoD organizations.

• CAP: Senior acquisition positions (civilian and Active Duty military) that have significant acquisition responsibility and regularly include supervisory or management duties of acquisition professionals. For more information, refer to Chapter 6 CAPs.

External to SYSCOMs, CAP designations must be approved on a case-by-case basis by the DACM.

Table 4-2 DAWIA Position Categories


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• KLP: Key leadership positions represent the top designation and career progression assigned for acquisition positions. KLPs are senior acquisition positions that require special ASN(RD&A) and the USD Acquisition Authority attention to ensure qualification, accountability, and tenure compliance. KLPs must be filled by qualified military or full-time civilian personnel. Exceptions may be authorized on a case-by-case basis. KLPs customarily have a significant level of responsibility for the success of a Major Defense Acquisition Program (MDAP). For more information, refer to Chapter 7 Key Leadership Positions.

4.6.5 Step 5: Determine the Special Acquisition Assignment (SAA)

• If the position is not a KLP, skip this step. For KLPs only, identify the type of KLP.

• A SAA specifies which role is associated with the key leadership position. SAAs must align with the Position Category, as shown in Table 4-3.

Special Assignment (Abbreviation) SAA Code

Career Field Alignment

Program Executive Officer (PEO); Direct Reporting Program Manager (DRPM)

A Program Management

Deputy Program Executive Officer (DPEO); Program Executive Officer, Executive Director (PEO, ED); Deputy Direct Reporting Program Manager (DDRPM)

L

Program Manager (PM) B Deputy PM (DPM) C Program Lead – Business Financial Manager (PL BFM) Q Financial

Management Program Lead – Chief Development Tester (PL T&E) V Test & Evaluation Program Lead – Contracting Officer (PL CON) T Contracting Program Lead – Cost Estimator (PL CE) P Cost Estimating Program Lead – Information Technology (PL IT) X Information

Technology Program Lead – Logistics (Product Support Manager) Logistics (PL LCL)

U Life Cycle Logistics

Program Lead – Production, Quality, and Manufacturing (PL PQM)

W Production, Quality & Manufacturing

Program Lead – Systems Engineer/Chief Engineer Engineering (PL ENG)

N Engineering

Senior Contracting Official (SCO) D Contracting Other S *any

Table 4-3 Special Assignment


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4.6.6 Step 6: Code the position in the appropriate personnel/manpower data systems

• Once the position designation process is complete, the position coding, and any subsequent changes, must be updated in the official personnel/manpower system.

• Civilian: Complete the DON Civilian Acquisition Assignment Coding Sheet provided in Appendix D and attach to the position description; code in the Defense Civilian Personnel Data System (DCPDS).

• DON Military: o Navy Officer: Code the appropriate Additional Qualified Designators

(AQDs) in the Navy Total Force Manpower Management System (TFMMS).

o Navy Enlisted: Submit the following information to the DACM Desk for coding in eDACM: SYSCOM or major command UIC (Unit Identification Code) and billet sequence code Activity name and location Career field and position category Certification Level Required Billet rank Name and rank of Incoming Employee Date assigned to billet Certification start date (if different than assignment date) Projected rotation date Name of previous incumbent Name and rank of billet designation approver and competency

lead or higher Summary of acquisition duties

o Marine Corps Military Officer and Enlisted: Code in the Marine Corps Training Management System (MCTMS)

4.6.7 Step 7: Position review and validation

• Acquisition position designations must be reviewed and validated annually, prior to recruitment, during reorganizations, and when the duties and responsibilities of the positions change. The DACM Office will work with the SYSCOM DPEs and DPDs on an annual review of the process and any major changes.

mailto:[email protected]


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4.7 Civilian Recruiting and Selection Procedures

4.7.1 The area of consideration is in accordance with command civilian personnel procedures.

4.7.2 The vacancy announcement must state that the position is a DAWIA acquisition position, identify the acquisition career field, certification level, any special statutory requirements (e.g., for occupational series 1102), AC membership, and tenure requirements for CAPs and KLPs.

4.7.3 AP requirements associated with the specific position must be considered in the selection process.

4.7.4 The requirement to be an AC member for CAPs and KLPs must be met or a waiver approved prior to assignment.

4.7.5 Special statutory requirements must be met or a waiver approved upon assignment with the following exception: AC members selected for positions where PMT 401 and PMT 402 are required have a 6-month grace period from the tenure start date to complete the training. Chapter 87 ( (b) through (e)) of Title 10, U.S.C. provides that civilian or military members who do not meet the education, training, and experience requirements for a CAP may not carry out the duties or exercise the authorities of the position.

4.7.6 Certification to the level required by the position must be met upon assignment to a KLP. For all other positions, required certification must be achieved within 24 months of assignment.

4.7.7 Comparable training and experience from other agencies or private sector entities and comparable certifications from non-DoD sources may be credited towards meeting position requirements as authorized by DoD. For detailed information refer to Chapter 12, Experience.

4.7.8 Applicants who meet the education, experience, and training requirements for certification and/or AC membership, but have not yet achieved certification or AC membership should not be disqualified from consideration.

4.8 Civilian Temporary Assignments to Acquisition Designated Positions

4.8.1 Temporary Promotions: Individuals must meet acquisition position requirements as if they were being permanently assigned.

4.8.2 Details: Individuals do not have to meet acquisition position requirements, but are encouraged to take assignment-related acquisition training if detail is for 6 months or more.


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4.9 Military Assignments

4.9.1 Assignment officers/detailers should strive to fill acquisition positions with qualified AWF members who meet the requirements of the position.

4.9.2 To be assigned to an acquisition position, special statutory requirements must be met during the assignment process with the following exception: Although completion prior to assuming the position is preferred, AC members have a six-month grace period from the tenure start date to complete PMT 401 and PMT402. For CAPs, the requirement for AC membership must be met and a tenure agreement must be executed during the assignment process. For KLPs, the requirement for AC membership must be met and a tenure agreement must be executed at the time of assignment. Chapter 87 (1735 (b)) of Title 10, U.S.C,

states that civilian or military members who do not meet the education, training, and experience requirements for a CAP may not carry out the duties or exercise the authorities of the position.


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Chapter 5 Acquisition Corps


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Chapter 5 Acquisition Corps

5.1 Overview

Established in 1990, the purpose of the AC is to create a pool of highly qualified AWF personnel (civilian and Active Duty military) to fill CAPs and KLPs.

AC membership in any DoD Component is recognized by all DoD Components. New entrants must meet current AC requirements. AC membership, or a position waiver, is required for assignment to CAPs and KLPs.

As DON moves forward on efforts to improve the development of its AWF, expectations and opportunities for acquisition professionals will increase by order of magnitude. To prepare for advancement to levels of greater responsibility and authority, acquisition professionals must demonstrate exceptional analytical and decision-making capabilities, job performance and qualifying experience. Earning membership into the AC is a critical step in preparation for acquisition leadership.

5.2 AC Membership

AC membership is recognized by all DoD components and is a critical step in preparation for acquisition leadership. The requirement for membership includes the appropriate DAWIA level II or III certification, a Bachelor’s degree from an accredited institution, 24 hours of business course credits, and four years of general acquisition experience. All CAPs require membership in the AC regardless of the career field.

If the AWF member’s career goals include management and leadership in these higher-level positions, it is recommended that they apply to become a member of the AC as soon as eligibility requirements are met.

5.3 Membership Requirements

A summary of the AC requirements is provided on the following table. When used in the context of DAWIA, “24/12” refers to an AC education requirement that consists of 24 semester credit hours in the person's primary career field (usually business or technical fields of study) and one of the following:

• 12 semester credit hours of business-related courses in accounting, law, business, finance, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization and management. Credit hours within the person's primary career field may also satisfy all or part of this requirement.

• Training equivalent to 12 semester credit hours in business-related courses which must be based on the credit hour and discipline recommendations published by the ACE.

• Through a combination of the above, education, and training equaling 12 credit hours.


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5.3.1 The Surface Warfare and Submarine Warfare military community members must

be command screened prior to application to AC.

5.4 Application Process

Application and approval processes for acceptance into the AC have been established based on the applying employee’s rank, employee type, and acquisition designation of current assignment. Civilians and Marine Corps Officers apply via eDACM (https://www.atrrs.army.mil/channels/navyedacm/). Navy Officers must apply via email to pers-

Criteria Description

Education

Degree and credit hours must be recorded on a college transcript from an institution of higher education that is accredited by a regional agency, which is approved by the Secretary of Education to grant accreditation. Quarter or trimester-hours must be converted to semester hours.

Baccalaureate Degree from an accredited educational institution. One of the Following: 24 semester credit hours from among the following disciplines: Accounting, Business, Finance, Law, Contracts, Purchasing, Economics, Industrial Management, Marketing, Quantitative Methods, and Organization and Management.

24 semester credit hours in the person’s career field and 12 semester credit hours in the business-related disciplines listed above in italics. Credit hours within the person’s career field may also satisfy the requirement for part or all the 12 credit hours in the disciplines listed above. The same hours may be used to meet both requirements.

24 semester credit hours in the person’s career field and training equivalent to 12 semester credit hours in business-related disciplines listed above.

Certification Level

One of the Following: DON civilian employee or military member certified at Level II or above in an acquisition career field.

Individual from outside DoD selected for a CAP – qualified for certification at Level II or above.

Position and Rank

Civilian: Must occupy a DON Acquisition Position at the GS-13 or higher grade (or equivalent) or tentatively selected for a KLP or CAP.

Military: Must be at the O-4 grade (vice O-4 select) or higher.

Experience

4 years of Service in an AP either in the DoD or in a comparable position in industry or Government.

For Unrestricted Line Officers (URLs) Only: Up to 18 months of acquisition related experience may be credited for the same amount of time in O-5 or O-6 command tour (Commanding Officer time only) when responsibilities demonstrate program management competencies such as planning, execution, business acumen, resource management and interface with the materiel establishment(s).

Other CDR Command Screen: Surface Warfare and Submarine Warfare officers only.

Table 5-1 Acquisition Corps Membership Requirements





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[email protected]. Further information and the application form may be found on the Naval Personnel Command (NPC) website (http://www.npc.navy.mil/Channels/). See table 5-2, AC Application Process.

AC Applicant Application Process Acquisition Flag/General Officers, and SES

Email applications to the DACM Desk: [email protected]

Applications must address all AC membership criteria.

Navy Military Officers (Assigned to Acquisition Positions)

Active Duty Navy Officers, except for acquisition Flag Officers: Submit completed application addressing requirements identified in the above Table to DACM Liaison at NPC via email, mail to: [email protected].

Applicants selected for AC membership are awarded the “APM” Additional Qualification Designator (AQD) identifying them as AC members. AC members continue to be assigned through their respective officer communities, but are now qualified for assignment to CAPs.

The Unrestricted Line (URL) communities may establish an AC eligible program within their respective community, as needed, to identify officers who do not fully meet AC membership requirements, but have significant potential for future CAP assignments. Senior leadership within each URL community is responsible for program establishment and oversight, including the assignment of appropriate AQDs for program participants. Once AC requirements are fully met, participants will need to apply to DACM Liaison at NPC for AC membership.

SELRES are not normally eligible for AC membership. Requirements for SELRES that are activated to fill a critical acquisition position will be handled on a case by case basis by working directly with the DACM office.

Civilians and Marine Corps Officers (Assigned to Acquisition Positions)

Submit application via the eDACM system.

AC Applicant Application Process Civilians and Marine Corps Officers (Who are not currently in AWF Positions but have been tentatively selected for CAPs)

Submit completed application addressing requirements identified in the above table to approving official via the chain of command:

- Civilians: Provide application as directed by hiring officials (SES applications must be submitted to the DACM for approval).

- Marine Corps Officers: Send applications to the Commander, Marine Corps Systems Command, or his/her agent.


http://www.npc.navy.mil/Channels/






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- Once the individual reports for duty, command officials should coordinate recording of the AC membership with the DPD. The DPD may then scan and forward the approved application via email to the eDACM Support Team for entry in the individual’s DAWIA Transcript and mail to: [email protected].

5.5 DAWIA Designated Approving Authorities (DDAAs) 5.5.1 Supervisors should ensure that applicant credentials support the AC eligibility

criteria.

5.5.2 DDAAs approve civilian AWF requests for AC membership. DDAAs must be designated by the command, approved by the DPD, and must be an AWF member certified at Level III. The applicant’s first-level supervisor may not serve as DDAA for their employees.

5.5.3 Applicants must meet AC requirements to become a member. The following identifies the approving authorities for membership to the AC:

AC Applicant Approval Authorities

Acquisition Flag/General Officers and SES DACM

Civilians other than SES Command Designated

Marine Corps Officers Commander, MARCORSYSCOM or his/her agent

Active Duty Navy Officers through O-6 Military Acquisition Workforce Manager

5.6 Waivers There are no waivers into the AC. Applicants must meet AC requirements to become a member.

Table 5-3 Acquisition Corps Approval Authorities

Table 5-2 AC Application Process



mailto:%[email protected]



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50

Chapter 6 Critical Acquisition Positions (CAPs)


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Chapter 6 Critical Acquisition Positions (CAPs)

6.1 Overview

CAPs are senior acquisition positions (civilian and Active Duty military) that have significant acquisition responsibility and routinely include supervisory or management duties of acquisition professionals.


6.2.1 Within DON, CAP designation (Chapter 87 (1733) of Title 10, U.S.C.) is statutorily mandated for all military acquisition positions that are required to be filled by officers at the O-5 and above grade levels and are not already identified as KLPs and supervisory/managerial positions at the GS-14 grade level (or equivalent) and in one of the categories in the table below.

6.2.2 External to SYSCOMs, CAP designations must be approved on a case-by-case basis by the DACM.


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DON CAPs - Not Typically Designated KLP Description

Acquisition Flag/General Officer/Senior Executive Service Positions

- AC Membership

Upon selection to a CAP, the selectee must be a member of the AC, become a member, or obtain a waiver.

- Certification

Level III certification in primary career field within 24 months of assignment to the position unless other period identified.

- Tenure Agreement

Civilians and Marine Corps Officers: Persons selected for CAPs must sign an agreement to remain in the CAP for a minimum of three years. The assigning organization is responsible for ensuring the agreement is executed and for maintaining the agreement. Form DD 2888, Critical Acquisition Position Service Agreement is used to document the tenure agreement.

Navy Officers The orders to a CAP include the 3-year tenure requirement.

Commanders, Deputy Commanders and Technical Directors at Warfare Centers and Major Shore Commands with a primary acquisition mission

Echelon I and II Contracting Officers Holding Unlimited Warrant Authority

Echelon III and IV Chief Contracting Officers Technical Managers, and Program Leads overseeing significant acquisition functions of the command or in support of Major Defense Acquisition Programs

ACAT II Program Leads:

- Program Lead - Production, Quality, and Manufacturing

- Program Lead - Information Technology

- Program Lead – Logistics (Product Support Manager)

- Program Lead – Chief Developmental Tester

ACAT III and ACAT IV Program Managers and Deputy Program Managers

Principal Leads on ACAT I/IA/II Program Subsystems

Acquisition Competency Leads at Echelon I and II organizations


6.3.1 AC Membership. All CAPs require AC Membership. Upon selection to a CAP, the selectee must be a member of the AC, become a member, or obtain a position waiver.

6.3.2 Special Statutory Requirements. Some CAPs, e.g., acquisition Flag/General Officer/SES, and 1102s, have Special Statutory Requirements. Individuals must meet all special statutory requirements that apply or obtain a position waiver upon assignment. For more information refer to Chapter 7.

6.3.3 Certification. All CAPs require Level III certification in the career field associated with the CAP within 24 months of assignment.

Table 6-1 DON CAPs (Non-KLP)

http://www.dtic.mil/whs/directives/infomgt/forms/eforms/dd2888.pdf



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Note: It is difficult to meet Level III certification in 24 months without prior certification in the career field associated with the CAP. For more information refer to Chapter 8.

6.3.4 Tenure Agreement.

• Civilians and Marine Corps Officers: Persons selected for CAPs must sign an agreement to remain in the CAP for a minimum of three years. The assigning organization is responsible for ensuring the agreement is executed and for maintaining the agreement. Form DD 2888, Critical Acquisition Position Service Agreement found in Appendix D is used to document the tenure agreement.

• Navy Officers: The orders to a CAP include the 3-year tenure requirement.

6.3.5 CL Hours. Individuals in CAPs must earn a minimum of 80 CL Hours every two years. For detailed information refer to Chapter 13.

6.3.6 Five-Year Rotation Review. CAPs should be reviewed by commands on a case-by-case basis for possible rotation after an individual has completed five years in the position. Rotation is encouraged for career development.

6.4 Approving Authorities

Heads of SYSCOMs have the authority to designate civilian and military CAPs and make assignments.



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Chapter 7 Key Leadership Positions (KLPs)


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Chapter 7 Key Leadership Positions (KLPs)

7.1 Overview

KLPs are CAPs and are the highest acquisition position designations within the DON AWF. KLPs are used when the program requires substantial education, training and experience designed to create a cadre of highly skilled acquisition professionals ready for assignment to the Navy’s and Marine Corps’ most senior acquisition positions. These positions are expected to be filled by acquisition personnel at grade levels equal to or higher than those serving in non-KLP CAPs. KLPs make up less than one percent of the DON AWF. These positions receive special ASN(RD&A) and the USD Acquisition Authority attention, have significant leadership responsibilities, are the most demanding acquisition positions, and are critical to the success of our acquisition programs. KLPs must be filled by qualified military or full-time civilian personnel. Exceptions may be authorized on a case-by-case basis. KLPs normally have a significant level of responsibility for the success of an MDAP. These positions are designated by the ASN(RD&A) based on recommendation from the leadership of DON’s major acquisition organizations. All requirements (Level III, AC, tenure agreement) must be met prior to assignment to a designated KLP.


The following positions are designated as mandatory KLPs for ACAT I and IA programs and must be designated in the position category associated with the lead function:

• Program Executive Officer (PEO)

• Deputy Program Executive Officer (DPEO)

• PEO Executive Director (PEO ED)

• Direct Reporting Program Manager (DRPM)

• Deputy Direct Reporting PM (DDRPM)

• Program Manager (PM) (Additionally, ACAT II and MPM-eq)

• Deputy Program Manager (DPM) (Additionally, ACAT II and MPM-eq)

• USMC Portfolio Manager (PfM)

• USMC Deputy Portfolio Manager (DPfM)

• Senior Contracting Official (SCO)

• Chief Engineer/Lead Systems Engineer

• Product Support Manager (Program Lead Logistician)


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• Chief Developmental Tester

• Program Lead, Business Financial Manager

DON traditionally uses a dual leadership model for the PM and DPM. Oftentimes, one is military and the other is civilian. While responsibility and accountability rest with the PM, the DPM is also considered a KLP for ACAT I and II programs.

The following lead positions on MDAP/BCAT programs must be designated KLPs when the function is required based on the phase or type of acquisition program. These lead positions may be associated exclusively with a single program or be shared across multiple programs.

• Program Lead BCE position inside a Program Office

• Program Lead BFM position inside a Program Office

• Program Lead Contracting Officer

• Program Lead Engineering position inside a Program Office

• Program Lead IT position inside a Program Office

• Program Lead T&E position inside a Program Office

• Other senior leadership positions may be designated as KLPs based on recommendations from DON’s major acquisition commands and approval by the ASN(RD&A).

7.3 Special Acquisition Assignments

7.3.1 Positions designated as KLPs also have a SAA code to specify the key leadership role of the position. The SAA code should align with the position category, see Table 4-2. Until specific SAA codes are available for military positions, the SAA code is inferred from career field and rank.

7.3.2 The DON Civilian Acquisition Assignment Coding Sheet in Appendix D is used to code civilian KLPs. The slating process, described in Chapter 14 is used to accurately assess and identify the skill sets and experience that, when combined, provides the selection of the best candidate for the KLP.


7.4.1 Level III career field certification and AC membership are required and must be met prior to assignment to a designated KLP.

7.4.2 A tenure agreement is required for all KLPs.


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• A minimum three-year tenure requirement is incorporated in the orders of Naval Officers assigned to KLP billets.

• Civilian and Marine Corps Officers selected for KLPs must sign an agreement to remain in the KLP for a minimum of three years. The assigning organization is responsible for executing and maintaining Form DD 2889, Critical Acquisition Position Service Agreement KLP to document the tenure agreement.

7.4.3 CL Hours. Individuals in KLPs must earn a minimum of 80 CL Hours every two years. Refer to Chapter 13 for additional guidance on earning CL hours.


7.5.1 ASN(RD&A) via DACM approves KLP designation and assignments for the following:

• PEO, DRPM, ACAT I/IA/II PM, and PfM Positions. The ASN(RD&A) consults with the USD Acquisition Authority on PEO and ACAT ID PM selections.

• DPEO, DDRPM, ACAT I/IA/II DPM, and DPfM positions when a waiver is required.

7.5.2 SYSCOMs approve all other KLP assignments when waivers are not required.

7.6 Administrative Transfers

7.6.1 An individual in a KLP position who is unable to perform their duties due to extended absence (Sick Leave; Family & Medical Leave Act; Individual Augmentation (IA); Leave Without Pay, etc.) should be administratively transferred out of the position.


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7.7 Special Statutory Requirements

Certain KLPs have special statutory requirements for specific education, experience, training, and/or tenure. All individuals assigned to positions with the special statutory requirement for the Program Manager’s Courses (PMT 401 and 402) must complete both courses within 6 months of assignment. This 6-month grace period does not apply to any other special statutory, see table 7-1 for DON Statutory Position Category Requirements.


PEO, DPEO/ED, DRPM & DDRPM

− 10 years acquisition experience in an AWF position, at least four years assigned to a CAP. − Served as a PM or DPM. − Complete PMT 401 and PMT 402 as PM/DPM within 6 months of tenure start date. − Tenure period for PEOs and DPEOs is 3 years or as tailored. Tenure period for DRPMs is 4

years. Written tenure agreements are required to be assigned to this position, with a copy submitted to the DACM.

− The CAE must consult with USD(AT&L) on PEO assignments. This requirement cannot be waived.

PM for MDAPs (ACAT I/IA)

− 8 years acquisition experience with at least 2 years in a program office or similar organization.

− Complete PMT 401 and PMT 402 within 6 months of assuming the position. − Tenure period:

• Program Manager for an ACAT I or IA program assigned before Milestone B will be assigned at least through Milestone B approval.

• ACAT I or IA Program Manager assigned immediately following Milestone B approval will be assigned until initial operational capability is achieved.

• Program Managers outside of these periods will be assigned for at least 4 years or until completion of the phase that occurs closest in time to 4-year tenure period.

− Written tenure agreements are required to be assigned to this position, with a copy submitted to the DACM.

DPM for MDAPs (ACAT I/IA)

− 6 years acquisition experience with at least 2 years in a program office or similar organization.

− Complete PMT 401 and PMT 402 within 6 months of assuming the position. − Tenure period: 4 years or closest to next major milestone. − Written tenure agreements are required to be assigned to this position, with a copy submitted

to the DACM.

PM and PfM for Significant Non-major Programs

(ACAT II)

- 6 years acquisition experience. - Complete PMT 401 and PMT 402 within 6 months of assuming the position. - Tenure period: 3 years. - Written tenure agreements are required to be assigned, with a copy submitted to the DACM.

DPM and DPfM for Significant Non-major Programs

(ACAT II)

- 4 years acquisition experience. - Complete PMT 401 and PMT 402 within 6 months of assuming the position. - Tenure period: 3 years. - Written tenure agreements are required to be assigned to this position, with a copy submitted

to the DACM.


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Contracting Officers

who award or administer contracts above the Simplified

Acquisition Threshold (SAT)

(see Note*)

- Completion of all contracting courses required for the acquisition career field certification level of the position.

- 2 years of experience in a contracting position. - 1102 education requirements for a degree and 24 semester hours of business-related courses. - Any additional requirements established, based on the dollar value and complexity of the

contracts awarded or administered in the position. - Exceptions to education requirements: Same as those for Civilian 1102 (and equivalent

military positions).

Senior Contracting Official (SCO)

- All the above requirements apply plus 4 years of contracting experience.

Other Flag Officers and General Officers

assigned to Significant

Acquisition Jobs

- 10 years acquisition experience in an AWF position, at least 4 years of which performed while assigned to a CAP.

Note*: Heads of the military departments will establish minimum training and experience requirements for CCF members before issuing them a warrant at or below the SAT. CCF members appointed as contracting officers with authority to award or administer contracts above the SAT will meet the qualification requirements identified in this section for contracting officers above the SAT, with the exception of a college degree. The CCF members are required to complete 24 semester credit hours of business-related courses.

7.8 Reporting Requirements

SYSCOMs and PEOs must report KLPs by program in response to the DACM’s data call.

Table 7-1 Special Statutory Requirements


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Chapter 8 Certification


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Chapter 8 Certification

8.1 Overview

Certification is the process through which DoD manages, recognizes, and documents that an AWF member meets the minimum mandatory (Core) standards (experience, education, and training) established for an acquisition position. DON AWF personnel occupying acquisition designated positions in a recognized DAWIA career field are required to meet the mandatory level of certification for the acquisition designated position. Civilian certification levels should be based on complexity, authority, and impact on defense acquisition position duties, and not solely on a position’s grade. The functional acquisition certifications are divided into three levels: basic (Level I), intermediate (Level II), and advanced (Level III).

Certification is considered reciprocal among the military departments and other DoD components. The DON recognizes properly awarded certifications approved by other military departments and DoD components. Certifications issued by federal (non-DoD) organizations such as the Department of Homeland Security (DHS) and the Federal Acquisition Institute (FAI) are not accepted in the DoD.

After attainment of certification required for the position, certification pursuit in another career field is permissible. AWF members must maintain currency of their primary career field by satisfying the 80 hour CL requirement every two years. Using the DoD standard to obtain 80 hours of CL every two years, the supervisor and AWF member should consider relevant experiential assignments and training that augments their primary and subsidiary career fields.

8.2 Eligibility

The following DON employees are permitted to request career field certification:

8.2.1 Civilians assigned to designated acquisition positions.

8.2.2 Active Duty Military Officers currently serving in an acquisition position or an acquisition career path.

8.2.3 Enlisted personnel in designated acquisition positions.

8.2.4 Chapter 16 of this document contains active Military and SELRES Officer AWF Community Management Policies and Guidance.

8.3 Certification Standards

At the DoD level, there are two sets of uniform DAWIA certification standards - Core (mandatory) and Core Plus (elective) -- published annually in the DAU iCatalog (http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx). AWF members must meet the Core (mandatory) certification standards in place at the time of request for certification. AWF members


http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx


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may pursue Core Plus (available) courses if the extra cross-training in Core Plus supports CL and their career objectives.

AWF members in positions that require Level II or Level III certification are not required to become certified at the lower level(s). However, all course prerequisites must be met and may require that lower level training be taken or fulfilled.

All acquisition career field certifications have specific training, education and experience requirements at each level that are identified in the Certification Standards and Core Development Guides in the DAU iCatalog: (http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx).

8.4 Certification Levels

8.4.1 Certification is required for DoD military and civilians assigned to AWF positions. Certifications are divided into three levels: basic (Level I), intermediate (Level II), and advanced (Level III).

8.4.2 For military, the certification level is determined by billet rank.

8.4.3 For civilian positions, certification levels are not based on the grade of the acquisition position, but rather on the extent that factors such as program complexity, authority, direct influence, and accountability are applicable to the program and its success.

8.4.4 SELRES positions may be designated at Level I or II only.

8.4.5 Table 8-1 provides guidance for determining certification levels.




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Certification Level Consideration Factors

Level III (Advanced)

Military Positions - This level is required for all KLPs, CAPs, O-5 and above military billets.

Civilian Positions - This level is required for all KLPs and CAPs. - For other positions, this level is typically assigned to appropriate positions

located in organizations with a major acquisition mission, e.g. the SYSCOMs. - Level III would be appropriate for acquisition technical experts whose duties

require a high level of knowledge and skills associated with major defense acquisition programs. For example, a GS-12/13 working in an ACAT I and II program office may require a Level III designation whereas a GS-14 (or equivalent) working in an echelon III or IV activity may require Level I or II.

- This level is not applicable to the Purchasing Career Field. - This level is not applicable for SELRES positions.

Level II (Intermediate)

Military Positions: - This level is required for all O-3 and O-4 positions. - This level may also be assigned to positions in the Naval Acquisition

Contracting Office (NACO), the Naval Life Cycle Logistics (LCL), and Financial Management Career Program (FMCP).

Enlisted Positions: - Level II is normally assigned to E-7 positions and above. - Enlisted Contracting Specialists may be assigned Level II at E-6 and above.

Civilian Positions - Level is appropriate for those in entry level development programs and

journeymen or senior positions (non-KLP/CAP) that need an intermediate level of acquisition knowledge and skills.

- For example, Level II would be appropriate for a GS-14/15 manager working in a warfare center or field activity who has subordinate acquisition technical experts.

Level I (Basic)

Military Positions - This level is required for all CWO-2 thru O-2 positions. - See exceptions for NACO, LCL and FMCP Developmental Programs

identified in Level II above. Enlisted Positions

- Level I is required for all E-4 through E-6 grade levels, except as noted in Level II above.

Civilian Positions - Basic certification standards are designated to establish fundamental

qualifications and expertise in the individual’s career field. It is appropriate for entry level and other positions that require a basic knowledge of the acquisition systems.

8.5 Certification Timeframes

8.5.1 In accordance with DoDI 5000.66, all personnel filling AWF positions, except KLPs, have a 24-month grace period to meet the current standards and obtain the

Table 8-1 Certification Levels and Factors


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required career field certification for the position. Supervisors are responsible for notifying AWF members who are delinquent in meeting their certification requirements. See Appendix C, for examples of letters of notification.

8.5.2 KLPs: Employees must meet the certification standards of their KLP at the time of assignment or obtain a position waiver.

8.5.3 CAPs and all other acquisition positions: employees must meet the certification standards of their position within 24 months of assignment or obtain a position waiver.

In situations where certification is not obtained within the prescribed time, a waiver request must be initiated by the supervisor, justifying the delay and setting a new deadline for compliance.

Note: For CAPs, it is difficult to meet Level III certification in 24 months without prior certification in the career field associated with the CAP.

8.5.4 A position waiver does not mean that the individual is career field certified, nor that the certification requirements no longer apply.

8.5.5 Due to the extensive experience and training requirements in some career fields, obtaining certification levels within the specified timeframe will require close coordination between the AWF member, the supervisor, and DAWIA POC. The issuance of a waiver to the 24-month grace period must be initiated if it is determined the employee cannot achieve the required certification level in the specified timeframe.

8.5.6 The following actions do not start a new 24-month certification period:

• Change to certification standards. • Change to position requirement to a lower certification level in same

career field. • Movement to another AWF position in the same career field at the same

or lower level as the previous position.

8.5.7 AWF members must meet primary certification requirements before pursuing subsidiary certifications.

8.5.8 There are no timeframes associated with subsidiary career field certifications.

8.5.9 NADP participants must achieve Level II certification in their primary career field before pursuing subsidiary certifications (exception: NADP BUS-CE and BUS-FM participants must complete all training required for Level II before pursuing subsidiary certification training).


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8.5.10 SELRES are not eligible for subsidiary certifications.

8.5.11 AWF members pursuing certifications in subsidiary career fields must start at Level I regardless of the individual’s duties and responsibilities of grade/rank.

8.6 Certification Application Process

8.6.1 AWF members who have met all mandatory training, education and experience requirements must request certification.

8.6.2 Submit certification requests online via eDACM https://www.atrrs.army.mil/channels/navyedacm/). Select 'Manage Career’, then select ‘Manage Certification Requests.’

8.7 Certification Approval Process

8.7.1 Certification must be approved by a DDAA. DPEs/DPDs should maintain a chain of custody to track the certification approval authority that is granted.

8.7.2 Each DPE/DPD will develop a plan and process for managing certification approval in their SYSCOM.

8.8 DAWIA Designated Approving Authorities

8.8.1 The DACM has the authority to approve acquisition FO, GO, SES, and SELRES certifications.

8.8.2 The DDAA must be Level III certified in the career field in which certification is requested, with the following exceptions: certification requests in the Purchasing and Industrial/Contract Property Management career fields can be approved by an individual who is Level III certified in Contracting.

8.8.3 Commands that do not have Level III certified approving authorities may request certification from another DON command’s DDAA.

8.8.4 Supervisors in employee’s same career field can approve up to Level II DAWIA Certification.

8.8.5 DACM Liaison for NPC maintains the approval authority for Active Duty Navy Officers who are serving in an acquisition career track, but not currently assigned to an acquisition position.

8.8.6 The Commander, Marine Corps Systems Command (MARCORSYSCOM), or his/her agent maintains the approval authority for Marine Corps Officers who are serving in an acquisition career track, but not currently assigned to an acquisition position.




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8.9 Certification Revalidation

8.9.1 Certification currency is maintained through completing successful CL cycles. If CL is not maintained for two cycles of 24 months each, a revalidation review must be conducted by a DDAA. The DDAA will assess the experience and training required to revalidate the certification if five years have passed the baseline point e.g. since the initial certification for the position. Commands will manage the revalidation process.

8.9.2 For employees who are moving to a new position where a subsidiary certification becomes the primary, the hiring manager should work with the employee and DDAA to ensure that any skills gaps are addressed by training.


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68

Chapter 9 Waivers


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Chapter 9 Waivers

9.1 Overview

Acquisition position requirements may be waived in exceptional circumstances. Waivers are directly associated with meeting special statutory requirements, career field certification, AC membership, and tenure. Waivers shall not exceed 24 months. See Table 9-1.

9.1.1 The ASN(RD&A), via the DACM, is the waiver approving authority. The next table summarizes circumstances, delegated approval authority, and timing of waivers.

9.1.2 A waiver is required when an individual does not meet position requirements. Waivers are only available to persons occupying an acquisition position and will only be processed with appropriate supporting documentation. If approved, the waiver is position-specific and does not carry over to subsequent assignments or to future incumbents of the position. Form DD 2905 is used to apply for a position waiver and can be found in Appendix D.

9.1.3 Each SYSCOM DPE will oversee SYSCOM specific waivers. The DPE’s process for recommending waivers for approval should be documented and available for DACM review if requested.

9.1.4 A position waiver must be granted to assign a person who is not a AC member to a CAP or KLP. This waiver is position-specific and does not carry over to subsequent assignments or to future incumbents of the position. The waiver must include a target date to meet requirements and cannot exceed 24 months. KLP waivers are rare.

9.1.5 SCOs approve waivers for 1102 (and equivalent military) CAPs and Contracting Officers with warrants above the SAT.

9.1.6 Navy military CAP waivers (except for FO) are required to be coordinated via Military AWF manager in the DACM office.

9.1.7 Semi-annual Waiver Reports are required for CAPs and KLPs. Submissions are due to the DACM office on April 30 and October 31.

At a minimum, the following data fields are required:

• Fiscal year and quarter. • Employee name. • Requestor. • Command/Organization/UIC. • KLP/CAP Type.


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• Community and/or Career Field. • Waiver Type. • Reason for the Waiver (which requirement is being waived). • Area Lacking (experience, training, education, all). • Approved by & date approved. • Expiration date. • Status of completing correction plan.

Acquisition Position Waivers

Waiver (cannot exceed 24 months) Approving Authority Waiver Type When

The following KLPs: - PEO, DPEO/PEO ED - DRPM and DDRPM - ACAT I/IA PM/DPM - ACAT II PM/DPM - SCO

And: - All Acquisition Flag/GO/SES - Navy ACAT I/II PMs and Commanders

/ Commanding Officers of Major Acquisition Shore Commands

ASN(RD&A) via DACM

Certification At Time of Selection

*Special Statutory At Time of Selection

AC At Time of Selection

Tenure Prior to Early Departure

KLPs not identified above and All Navy Military CAPs Except 1102 equivalent and Contracting Officials with warrants above the Simplified Acquisition Threshold (SAT).

Echelon I & II Commands

May be further delegated to Acquisition

Flag/GO/SES

Certification

KLPs: At Time of Selection

Navy Military CAPs: 24 Months After Assignment



Tenure Prior to Early Departure

All Marine Corps Military CAPs Except 1102 equivalent and Contracting Officials with warrants above the Simplified Acquisition Threshold (SAT).

Commander Marine Corps

Systems Command

May be further delegated

Certification 24 Months After Assignment



Tenure At Time of Selection


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Acquisition Position Waivers

Waiver (cannot exceed 24 months) Approving Authority Waiver Type When

Civilian CAPs With the following exceptions: SES, 1102s and Contracting Officers above the Simplified Acquisition Threshold (SAT).


SYSCOM DPEs May be further

delegated




**Tenure Prior to Early Departure

1102s (and Equivalent Military) and Contracting Officers With warrants above SAT. Waivers may be granted to current DoD employees only.

Senior Contracting

Official May not be delegated


All Other Acquisition Positions


SYSCOM DPEs May be further

delegated


* All individuals assigned to positions with the Special Statutory Requirement for the Program Manager’s Course (PMT 401), and the Executive Program Manager’s Course (PMT 402) must complete both courses within 6 months of assignment. This 6-month grace period does not apply to any other Special Statutory Requirement.

** For CAPs (Non-KLP) a tenure waiver is not required for acceptable deviations. Waiver requests for Active Component Navy officers, except for Flag/General Officers, must be submitted to

the approving official via DACM Liaison at NPC. Approving officials must notify DACM Liaison at NPC on actions taken regarding waiver requests.

Table 9-1 Acquisition Position Waivers Approval Authority


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Chapter 10 Education


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Chapter 10 Education

10.1 Overview

In accordance with USC 10, Chapter 87, Section 1723, AWF members are required to meet education standards for career field certification published annually in the DAU iCatalog (http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx). In order to designate a position in career fields of BUS-CE, CON, ENG, S&TM, SB, and T&E, the occupational series of the position must require the degree identified for the career field. See Table 10-1 below.

Career Field Education Standards

Business Cost Estimating

- Baccalaureate Degree (Any Field of Study). - 3 semester credit hours from a calculus course. - 21 semester credit hours in any combination of the following fields of study: Operations Research,

Economics, Mathematics, Chemistry, Physics or other sciences with the utilization of advanced mathematical skills in Geometry, Trigonometry, Statistics, Probability and/or Quantitative Analysis.

Contracting / Small Business

- Baccalaureate degree (Any Field of Study). - At least 24 semester hours in Accounting, Law, Business, Finance, Contracts, Purchasing, Economics,

Industrial Management, Marketing, Quantitative Methods, or Organization and Management.

Engineering

- Level I: Baccalaureate or graduate degree in a technical or scientific field such as Engineering, Physics, Chemistry, Biology, Mathematics, Operations Research, Engineering Management, or Computer Science.

- Note: Civilians in the occupational series of 0802, 0856, 0895, or 08xx Professional Engineering must meet the OPM education requirements in lieu of this education standard. OPM requirements are available at http://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards.

- Level II and III: Baccalaureate or graduate degree in a technical or scientific field such as Engineering, Physics, Chemistry, Biology, Mathematics, Operations Research, Engineering Management, or Computer Science.

S&TM - Baccalaureate or graduate degree in a technical or scientific field such as Engineering, Physics,

Chemistry, Biology, Mathematics, Operations Research, Engineering Management, or Computer Science.

Test & Evaluation

- Level I: Associates Degree (any discipline).

- Level II: • Baccalaureate degree (any field of study). • 3 semester credit hours from a calculus course. • 24 semester credit hours in any combination of the following fields of study: Operations Research,

Economics, Mathematics, Chemistry, Physics or other sciences with the utilization of advanced mathematical skills in Geometry, Trigonometry, Statistics, Probability, and/or Quantitative Analysis.

• Level III: Baccalaureate or graduate degree in a technical field such as Engineering, Physics, Chemistry, Biology, Mathematics, Operations Research, Engineering Management, or Computer Science.

Note: Quantitative methods/analysis can be considered as any course that uses the analysis of measurable and quantifiable data to test hypothesis and make inferences based on the results. Such

Table 10-1 Acquisition Career Fields with Educational Requirements


http://www.opm.gov/policy

http://www.opm.gov/policy

http://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards











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courses may include: Applied Mathematics, Statistics, Modeling, Management Science, Applied Research Methods, Engineering Economics, Tests and Measurements, Calculus, Computation Techniques, etc.

10.2 Meeting Education Requirements

10.2.1 Coursework completed to meet education requirements must be documented on a transcript from an accredited institution of higher education to validate degree completion and credit hours earned.

10.2.2 American Council on Education (ACE) recommended credits may be applied with appropriate documentation. ACE has reviewed and recommended credit for many of the DAU courses. ACE Credit recommendations can be found on the ACE Military Guide website .

10.2.3 When used in the context of DAWIA, “24/12” refers to an AC education requirement that consists of 24 semester credit hours in the person's primary career field (usually business or technical fields of study) and one of the following:

• 12 semester credit hours of business-related courses in accounting, law, business, finance, contracts, purchasing, economics, industrial management, marketing, quantitative methods, or organization and management. Credit hours within the person's primary career field may also satisfy all or part of this requirement.

• Training equivalent to 12 semester credit hours in business-related courses which must be based on the credit hour and discipline recommendations published by the ACE.

• Through a combination of the above education and training equaling 12 credit hours.

10.2.4 For detailed information on crediting semester hours toward the 24/12 requirements refer to the DAU iCatalog and Select “Meeting Education Standards.”

10.3 Tuition Assistance

10.3.1 Tuition assistance for civilian DON AWF members may be available through the AWTAP to assist them in meeting the education standards for career field certification and to comply with statutory requirements.

10.3.2 Tuition assistance for military DON AWF members is available through the military tuition assistance program.

http://www.acenet.edu/news-room/Pages/Military-Guide-Online.aspx



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76

Chapter 11 Training


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Chapter 11 Training

11.1 Overview

Whether obtaining acquisition career field certification, AC membership, or meeting CL associated with the DON DAWIA program, DPDs/DPEs are responsible for creating the structure and ensuring civilian and military AWF members complete the DAU courses required for their career field and designated certification level. DAU delivers courses through resident classroom offerings at DAU facilities, on-site training at designated locations, and through distance learning (web-based) coursework. Supervisors should ensure that AWF members are afforded the opportunity to complete required certification training or CL courses. Members of the AWF are responsible for the identification, incorporation, and execution of required career field training in their IDP.

11.2 Requirements

All acquisition career fields have training requirements for certification. In addition, certain AWF positions have special statutory training requirements, e.g., warranted contracting officers and major ACAT PMs and DPMs.

11.2.1 DoD publishes certification standards annually in the DAU iCatalog (http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx). The Certification Standards and Core Plus Development Guide identifies the education, training, and experience required to achieve each of the three certification levels in each career field.

11.2.2 AWF training requirements for certification may be met by:

• Completing a DAU course.

• Completing a DAU-approved equivalent course.

• Fulfilling the learning objectives of a DAU course through a combination of education, training, and experience.

11.3 Specialized Training for the Program Management Career Field

11.3.1 DON PMs and DPMs, PfMs and DPfMs of ACAT I and II programs are statutorily required to complete PMT 401 and PMT 402 within six months of their assignment. Additionally, they are strongly encouraged by the ASN(RD&A) to attend a Program Managers Workshop at the ASN(RD&A) War Room.




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11.3.2 DON PMs and PfMs of programs designated as MPM equivalent by ASN(RD&A) are required to complete PMT 401 and PMT 402 within six months of their assignment. Additionally, they are strongly encouraged by the ASN(RD&A) to attend a PM Workshop at the ASN(RD&A) War Room.

11.3.3 Current DON PMs and DPMs, PfMs and DPfMs of ACAT I and II programs will have the highest priority.

11.3.4 SYSCOMs/PEOs should provide a prioritized PMT 401 non-statutory list of nominees who are available to fill excess seats and vacant seats caused by late cancellations. This list is submitted via the SYSCOM DPD and should be populated with only those persons who are considered viable candidates for PM/DPM positions.

11.3.5 Once registration is approved, cancellations require SYSCOM/PEO or DPD notification to the DACM with justification. DON commands should not contact the DAU directly for a cancellation request.

11.4 Process to Register for DAU Training

11.4.1 DON employees request and receive approval for DAU training via eDACM (https://www.atrrs.army.mil/channels/navyedacm/). Since training priorities are based on information contained in eDACM, employees should ensure information contained in their eDACM user profile is accurate. The DAWIA POC in the employee’s organization is the initial point of contact to address user profile errors. The eDACM Support Team (email to: [email protected]) will be contacted by the DAWIA POC if the errors in the AWF member’s user profile require elevation.

11.4.2 If DAU courses are required for individuals deploying to theaters of operation, the individual must identify the position they will occupy while deployed. The command must notify the NACC DAU Registrar of the training requirement.

11.4.3 DON assumes that AWF members certified at DAWIA Level II or III in any career field, other than Auditing, Contracting, Facilities Engineering, Purchasing, and Industrial/Contact Property Management, have achieved learning objectives for ACQ 101, ACQ 202, and ACQ 203. The requirement for these courses will be waived for these AWF career field members.

11.4.4 Registering for Training in eDACM. To apply for DAU training, navigate the menu bar to Manage Career >> Training >> Search for DAU Training. Alternative methods for meeting DAU training requirements may be accomplished through completing DAU-certified equivalent courses or applying for course fulfillment.





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11.4.5 DON Registration Priority for DAU Training. The DON has established four levels of prioritization to determine the order of preference in which AWF members’ training requests for DAU courses are triaged.

• Priority I is the highest priority level. Priority I candidates are those where training is required for certification at the required level for their current job.

• Priority II. Civilian and active duty military AWF members requesting courses required for career field certification at a level higher than their position requires.

• Priority III. Candidates seeking training courses outside their current career field.

• Priority IV. All other DON employees.

11.4.6 Priority I students’ applications for training will be accepted for resident courses required for their current certification level, even if prerequisites have not yet been completed. Reservations for these students will be conditional, on a first-come-first served basis. The reservation will be cancelled if the student does not satisfy prerequisite course requirements at least15 days prior to the start of the course.

11.5 Funding For DAU Courses

Eligible Priority I students will receive travel and per diem funding to attend DAU training. Priority II students may also be paid if funds are available. The Reserve Component funds travel and per diem for SELRES.

11.6 DAU Training Credit

11.6.1 The DAU training history maintained in eDACM includes the completion of a DAU course, equivalent course, or fulfillment.

11.6.2 DAU course completions are automatically recorded in eDACM and DON DAWIA Transcripts within 10 days of course completion.

11.7 DAU Course Equivalency

11.7.1 DAU officially recognizes a variety of training from other providers as equivalent to specific DAU courses. A list of approved equivalent courses is contained in the DAU iCatalog (http://icatalog.dau.mil/) and is updated as required.




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11.7.2 After completing an equivalent course, AWF members may submit proof of completion for validation per the command’s process. Supporting documentation, such as course completion certificate or college transcript, must include the student’s name, course dates, course name and the name of the provider.

11.8 DAU Course Fulfillment

11.8.1 Course fulfillment provides a means for AWF members to receive credit for DAU courses for which they demonstrate competency through an assessment of their previous work experience, education, training, or any combination thereof. Fulfillment is only available to persons serving in acquisition.

11.8.2 Commands will establish a fulfillment process to ensure that applicants meet the learning objectives of the DAU course and provide adequate justification.

11.8.3 Course fulfillments must be approved by the designated DDAA.

11.8.4 Applicants must complete Form DD 2518 (http://www.dtic.mil/whs/directives/infomgt/forms/eforms/dd2518.pdf) Fulfillment of Mandatory DoD Training Requirement in Appendix D and provide justification. Section 3 must be signed by the DDAA. Applicants should use and approvers should review the submitted DAU Fulfillment Guides applicable to each specific course.

11.8.5 Justification must include the following:

• How, where, and when the learning objectives were met. For example, if obtained through experience, identify the assignment, dates in the assignment and the specific duties involved. If through education, identify the course(s) and the competencies obtained in those courses that relate to the learning objectives.

• Documentation that supports the justification, e.g., completed DAU Fulfillment Guide for the specific course being fulfilled, college transcripts, training certificates, fitness reports, or performance appraisals that address competencies and/or acquisition duties, etc.

11.8.6 DAU 100, 200, 300 level courses:

• The applicant forwards the fulfillment request to his or her first level supervisor.




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• DAU 100 level course fulfillments may be approved by the supervisor, unless otherwise approved by the command. Both Sections 2 and 3 must be signed.

• DAU 200 Level course fulfillments must be approved by a DDAA.

• DAU 300 Level course fulfillments are allowed by exception, and must be approved via the processes established by the DPD.

11.9 Expedited Fulfillments

11.9.1 As circumstances warrant, the DACM may authorize an expedited fulfillment process for AWF members to meet multiple DAU courses that were not previously needed for certification to the level required by their positions. The expedited process allows:

• The AWF members to submit a single package, i.e., one DD Form 2518 in Appendix D to request fulfillment of multiple courses.

• A course fulfillment justification for each applicable course is required.

11.9.2 Once the expedited process is authorized, DACM will notify commands and provide detailed guidance for submitting, obtaining approval, and processing application packages.

11.10 Retention of Approved Fulfillments

11.10.1 Requests should be routed through the command DPD to the eDACM Support Team (mail to: [email protected]).

11.10.2 The eDACM Support Team adds approved fulfillments to the AWF members’ DAWIA transcripts within eDACM.

11.10.3 Applicants are advised to maintain copies of approved fulfillment packages.





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Chapter 12 Experience


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Chapter 12 Experience

12.1 Overview

All acquisition career fields require general and/or specific acquisition experience at each certification level. Experience gained while serving in acquisition positions counts toward achievement of certification and statutory experience requirements. Experience requirements may also be met through comparable acquisition duties or activities performed in non-acquisition positions, another government agency, or private industry. Experience used to meet certification requirements in one career field cannot be reused toward certification in another career field.

12.2 Experience Requirements Associated with Certification

Two types of acquisition experience apply to the AWF, general and specific experience. If a requirement is stated as “general acquisition experience,” then any acquisition related experience meets the requirement. If a requirement states that a certain number of years in a specific career field is required (e.g., two years of contracting experience for certification at Level II), the individual must meet requirements exactly as stated in the DoD Certification Standards and Core Development Guides; published annually in the DAU iCatalog (http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx). Experience may be assessed using the following criteria:

12.2.1 AWF Positions

• Acquisition experience in one of the 14 DON specific career fields is credited for assignments in AWF positions.

• Experience is automatically accumulated and credited in eDACM for AWF coded positions.

12.2.2 Non-Acquisition DoD Positions

• Acquisition experience may be credited to a specific career field for assignments in non-AWF positions, if acquisition duties were performed for a substantial amount of time and match one of the PCDs found on the DAU website (http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx.).

• A maximum of 50 percent of the time spent in the position may be credited.

• NOTE: If time spent performing acquisition duties in a non-AWF position constitutes greater than 50 percent of the total assignment, the command should consider officially coding the position/billet for acquisition in the appropriate manpower/personnel system. The command DPD will coordinate a process to evaluate this experience credit.


http://icatalog.dau.mil/pcds.asp



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12.2.3 Non-DoD Federal Agencies and Private Industry

• Acquisition experience credit may be given for the total time assigned to the position provided 50 percent or more of the acquisition functions performed match one of the PCDs on the DAU website.

• If the assignment was less than 50 percent acquisition-related, none of the time can be counted towards acquisition experience.

• A manual process must be coordinated by the local DPD to evaluate this experience credit.

12.3 Additional Military Guidance

12.3.1 Military personnel assigned to AWF positions and who are augmented may receive applicable acquisition experience credit while on the IA.

12.3.2 URLs. Up to 18 months of acquisition-related experience may be credited for the same amount of time in an O-5 or O-6 command tour (Commanding Officer time only) when responsibilities demonstrate program management competencies such as planning, execution, business acumen, resource management, and interface with the materiel establishment(s). This credit may be applied to experience requirements for PM certification and AC membership.

12.3.3 Active Duty Navy Officers. An experience assessment must be coordinated with the DACM office military liaison before crediting toward career field certification or AC requirements. Supporting documentation provided must be from official personnel records (e.g., Fitness Reports and Award Justifications).

12.3.4 Marine Corps Officers and Enlisted. Experience assessments are conducted by the Commander, or his/her agent, at MARCO SYSCOM.

12.4 Crediting Acquisition-Related Education toward Experience

12.4.1 Acquisition-related education is defined as:

• A graduate level degree in a technical, hard science, business, or acquisition-related field (e.g. Engineering, Physics, Business Administration, Senior Acquisition track at Dwight D. Eisenhower School for National Security and Resource Strategy, Naval Postgraduate School degrees).

• Acquisition-related military schools (e.g. Nuclear Power Training, Test Pilot School)


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12.4.2 Acquisition-related education may be credited towards experience for a maximum of one year in the following cases:

• An individual is pursuing primary career field certification where the experience requirement is greater than or equal to four years. The credit may not be used for multiple certifications. Once the credit is used for one career field, it may not be used in another career field

• An individual is meeting another position requirement where the experience requirement is greater than or equal to four years (e.g. AC, KLP qualifications).

• To earn an 8059/8061 MOS, USMC military personnel must meet AC experience requirements for military acquisition career track.

• Education resulting in the award of subspecialty code 5100P/N may be credited for a maximum of two years.


12.5.1 Navy Active Duty Officers through the grade of O-6: DACM Liaison at NPC is the experience assessor for military certification applications and requests for experience credit in non-coded positions.

12.5.2 Echelon I and II commands: Review and assess experience claimed toward meeting career field certifications and AC membership requirements.

For certifications, the experience assessment must:

• Be conducted by a DDAA, with the following exceptions: o Purchasing experience can be assessed by an individual certified at

Level III in Contracting o Industrial Contract/Property Management experience can be assessed

by an individual certified at Level III in Contracting

• Echelon III and IV commands that do not have Level III certified approving authorities must submit the fulfillment request to the authority designated by the Echelon II Commander.


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Chapter 13 Continuous Learning


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Chapter 13 Continuous Learning

13.1 Overview

CL is required to ensure that AWF members remain current in their primary acquisition career field, cross-functional proficiencies, acquisition policy initiatives and leadership and management skills. AWF members must coordinate with managers and supervisors to create a professional career development plan that will employ a strategy of using specific CL activities to maintain certifications, and close proficiency gaps in required competency skills, see Table 13-1.

CL Category Descriptive Information Training - Other Functional Training

- Other General Acquisition Training - Other Leadership/Professional Training

Academic Credits related to Acquisition Career Field

- Non-AWTAP Academic Credit - DANTES Equivalency Exam

Acquisition Experience - On-the-Job Experiential Assignment - Rotational Assignment - Industry Exchange - IPT/Special Project Leader - IPT/Special Project Member - Mentoring - Other Acquisition Experience

Professional Activities related to Primary Career Field

- Teaching/Lecturing - Symposium/Conference Presentation - Writing for Publication - Other Professional Activity

Other - Other Developmental Opportunities – Acquisition Based Only - Product Site Visit, e.g. Ship Trials

13.2 Position Requirements for CL

13.2.1 Certified AWF members must maintain currency in their career fields by earning 80 CL hours every two years from their date of entry into the AWF. It is highly recommended that AWF members set a goal of earning 40 CL hours per year.

13.2.2 Non-acquisition related and other annual employee training requirements such as Information Assurance Awareness, Prevention of Sexual Harassment (POSH), Retirement Planning Seminars/Workshops, safety drills, etc., are NOT creditable as AWF CL hours. Submission of such training towards CL hours will not be approved.

Table 13-1 Continuous Learning


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13.3 Process for Requesting CL

CL hours must be requested using eDACM and should be recorded in hours only; half hours should be rounded up.

13.4 Process for Approving CL

First line supervisors are responsible for approving AWF members’ requests for CL hours. The supervisor should discuss and preapprove the employee’s proposed CL activity, event, and hours.

13.5 CL Cycle (Timeframe)

13.5.1 Compliance with the position requirement for CL is measured in two-year cycles. If an AWF member earns 80 hours of CL within a two-year cycle, the AWF member is considered to have met the requirement. Hours are accumulated by the date of the CL activity, regardless of when recorded.

Supervisors are responsible for notifying AWF members who are delinquent in meeting their CL requirements within the prescribed two year period. See Appendix C, for examples of letters of notification.

13.5.2 The CL cycle is restarted at the end of each two-year period. CL hours earned above the 80 hour requirements do not carry over to the next CL cycle.



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90

Chapter 14 Slating Panel Guidelines and Package Contents


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Chapter 14 Slating Panel Guidelines and Package Contents

14.1 Overview Over the years, the caliber of our PMs and DPMs across the DON have varied as well as the SYSCOMs and PEOs slating panel processes. In order to standardize the processes, the following guidance is provided. This guidance supersedes ACAT I/II Program Manger Slating Panel Process Guidance dated 12 Mar 2012.

14.1.1 Slating Requirements

• All Acquisition Category I and II (ACAT I/II) Program Manager (PM) and ACAT I Deputy Program Manager (DPM) positions shall be slated.

• These positions should normally be open to both civilian and military individuals. Any requirement to limit slating of a position to either military or civilian must be documented prior to advertising the opening.

• All ACAT I PM and DPM selections, and any ACAT II PM selection where the primary candidate was not ranked #1 by the slating panel, must be forwarded to ASN(RD&A) for approval.

• ACAT II PM and DPM selections will be forwarded to ASN(RD&A) for purposes of notification.

• Selections to positions designated by ASN(RD&A) as MPM-eq shall be subject to the same requirements and processes as ACAT II PM selections.

14.1.2 Slating Panel Membership

• The slating panel chair and members shall be designated in writing by the SYSCOM Commander. The SYSCOM ED shall be the chair or a member of all slating panels.

• Slating panel core membership should include FO/GO and members of the SES, and shall be published annually.

• The Panel Chair shall ensure diversity in panel core membership. • Slating panel membership should also include the relevant Deputy

Assistant Secretary of the Navy (DASN) (Ships, Air, C4I, E&LM) as a voting member. The DACM, Command Human Resource and Equal Employment Opportunity Specialist may be included as advisors.

• For individual PM/DPM jobs, the supervisory PEO/PEO ED, or SYSCOM Commander/Deputy should be added as voting members for that slating discussion. Additional membership may be added for a job if the slating panel chair determines there are additional equities that should be represented.

• Resource sponsor participation on slating panels is welcome and encouraged.


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14.1.3 Applicants

• Positions to be slated will be broadly announced. Applications should be considered from all qualified candidates regardless of current assignment. The slating call should be promulgated to the DACM and the Principal Civilian Deputy, ASN(RD&A), to assist in widely advertising these positions.

• Each applicant should express his/her interest to the applicable PEO/PEO ED or the Directorate/Deputy Directorate prior to submission of the application package. This will allow the PEO/PEO ED to familiarize themselves with the applicant pool prior to the slating panel.

• All qualified DON applicants should be encouraged to apply including PMs and DPMs who have completed their tenure agreements.

14.1.4 Panel Deliberations

• All qualified applicants for each job will be briefed by a slating panel member and then voted on. Briefs will include the individual’s record, performance ratings, work experience, acquisition certifications, and leadership strengths/weaknesses. The slating panel should also evaluate how each individual would complement the sitting PM or DPM.

• Each position will be sent forward in priority order with at least two candidates recommended. Waivers are strongly discouraged. A compelling argument must be presented for any recommended candidate requiring a waiver.

• If the selecting official is not ASN(RD&A) and the individual selected is not ranked as #1, then the selecting official must discuss the decision with, and obtain concurrence from, ASN(RD&A) prior to finalizing the selection.

• Positions should be slated in priority order, with active ACAT I position(s) taking the highest priority. In the event that one candidate is the primary selectee for multiple positions, the entire slating results should be forwarded together to ensure ASN(RD&A) concurrence. Interviews are encouraged, but are completely at the discretion of the slating panel and may be conducted at the panel or PEO/PEO ED level.

• Slating panel members will be assigned to debrief all qualified non-selected applicants once a selection has been approved.

14.1.5 Documentation

• DACM will continue to work with SYSCOMs to ensure slating results are properly documented and processed to ASN (RD&A) within 10 business days.


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• Detailed guidelines, including required slating panel documentation, summary, metrics and candidate packages, are found on pages 94-103.

• The DAWIA Operating Guide will be updated to include this guidance and any additional documentation requirements.

14.2 These new procedures shall be implemented by the beginning of FY 2018.


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ACAT I/II AND MPM EQUIVALENT PM/DPM SLATING PANEL GUIDELINES & PACKAGE CONTENTS

1. Authority: Systems Command (SYSCOM) Commanders retain the authority to convene Major Program Manager/Deputy Program Manager (MPM/DPM) slating panels.

2. Equivalency: For the purposes of these guidelines, positions designated by ASN(RD&A) as MPM Equivalent (MPM-eq) shall be subject to any and all ACAT II requirements set forth herein.

3. Required Membership: The SYSCOM Executive Director (ED) should act as slating panel chair. On an annual basis, each slating panel chair shall publish a list of core panel members. Membership should include Flag/General Officers and Senior Executive Service members from the Program Executive Offices (PEOs), SYSCOM directorates, the responsible product Deputy Assistant Secretary of the Navy (DASN), and Navy Director, Acquisition Career Management (DACM). The panel chair should ensure diversity of gender, race and national origin among the membership to the maximum extent possible.

4. Optional Additional Members: For each job being slated for a specific PEO, the PEO or PEO ED (or DRPM) will be a voting member. Additionally, slating panel membership may include Command Human Resource and Equal Employment Opportunity Specialists, representatives from the requirements community, the resource sponsor and/or acquisition command. An observed best practice is to maximize participation by stakeholders from outside the Systems Command.

5. Panel Chair: The Panel Chair should be responsible for the following: • Designation on an annual basis (in writing) of core slating panel membership. • Document panel proceedings and metrics in a summary package for ASN(RD&A) (see

pages 97-100). • Ensure completed slating summary package is submitted to the DACM office within 15

business days of slating panel adjournment. • Ensure documents (applications, performance appraisals, etc.) are made available to panel

members at least 10 business days prior to the panel convening date. • Request DACM verification of applicants’ experience prior to convening the panel. • Ensure ASN(RD&A) has approved renewal of the MPM-eq designation, where applicable. • Ensure references have been consulted prior to the slating panel, especially in those cases

where applicants are not currently assigned to the SYSCOM/PEO/DRPM for the position(s) being slated.

• Ensure each applicant in accordance with the position description can attain and maintain the appropriate security requirements (SSBI, polygraph, etc.) for the position(s) to which he/she is applying.

• Conduct classified portion of interview (if required) prior to convening the slating panel. Slating panel proceedings should be Unclassified.

• Ensure assigned briefer for each applicant has reviewed and prepared briefing prior to panel convening date.


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• Assign a panel member to provide constructive feedback to each applicant within 30 calendar days of panel adjournment.

• Endorse panel selection(s) for ACAT I PM/DPMs prior to submission to ASN(RD&A) for final approval (see pages 99-100).

6. Selecting Authority: The Selecting Authority for all ACAT I PM/DPMs is ASN(RD&A). The

Selecting Authority for all ACAT II PMs/DPMs resides with the responsible SYSCOM, PEO or DRPM, except in those cases where the selected candidate is not ranked #1. In those cases, ASN(RD&A) is the selecting authority. ASN(RD&A) shall be notified of all selections to ACAT II PM/DPM positions, as part of the Slating Panel Summary.

7. Slating Timelines: Whenever possible, all slated positions should be slated 6-12 months prior to position availability to allow lead time for selection approval and for the selected individual to obtain necessary acquisition training (i.e., PMT 401 and 402). SYSCOMs are required to submit a forecast of anticipated vacancies for the upcoming 12 months to the DACM by the 1st of October each year.

8. Announcement: The announcement for each slating panel should be available to all interested parties a minimum of 15 business days prior to the application deadline for that slating panel. The announcement should include, at a minimum, the following elements: • Position Billets in the slate

o Position Title o Program Name o Program Office Code o ACAT Level o Targeted Fill Date o DAWIA Statutory Requirements Level 3 certified in Program Management Acquisition Corps Membership Appropriate minimum experience

i. 8 years including 2 in a program office for ACAT I/IA PM ii. 6 years including 2 in a program office for ACAT I/IA DPM.

iii. 6 years for ACAT II PM iv. 4 years for ACAT II DPM

Completion of PMT 401 and PMT 402 within 6 months of assuming duties o In addition to the statutory requirements, 2 years of program office experience is

required for Department of the Navy ACAT II PM/DPMs • Screening criteria specific to each position such as technical, business and statutory factors • Other considerations related to position fit, such as:

o Specialized knowledge or experience in the specific domain of that program o Balancing PM & DPM to create a cohesive leadership team o Specific experience relevant to current program life-cycle phase o Strength of the program team o Leadership ability

9. Panels should have a minimum of three applications to slate a position. Applications should

reflect a diversity of candidates representative of the qualified pool at large. If fewer than three


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candidates apply, the Slating Panel Chair should brief extenuating circumstances to ASN(RD&A).

10. Slating panels are expected to submit one primary nominee and two alternates to ASN(RD&A) for each slated position. If unable to provide two qualified and capable alternates, the Slating Panel Chair should document the extenuating circumstances as part of the Slating Panel Summary submitted to ASN(RD&A).

11. All slated positions included in the Slating Panel Summary will be added to the DACM MPM Database for tracking and reporting consistency.

12. Slating panel packages will be routed through the Vice Chief of Naval Operations (for Navy programs) or the Assistant Commandant of the Marine Corps (for Marine Corps programs) prior to ASN(RD&A) approval.

13. For guidance on assessing acquisition experience, refer to the DON DAWIA Operating Guide.

14. Slating Panel Selection Package: The following is a list of contents (at a minimum) that each package forwarded to ASN(RD&A) via DACM should contain and the proper order. For each slated position, information should be provided for both the primary nominee and the two alternates. • Selection Authority Slating Endorsement Memo (see pages 97-98) • Slating Panel Results Memo, including signature page signed by all panel members. • Contact Information (include PEO, DPEO, Slating Panel Chair, Chief of Staff, and Selectee) • Position Description, Announcement, and Organizational Charts (both PEO and Program) • Slating Panel Summary (see pages 99-100) • Candidate Packages (In rank order, primary first)

o Candidate Information Sheet (see pages 101-103) o Biography/Résumé o DAWIA Transcript (https://www.atrrs.army.mil/channels/navyedacm)

https://www.atrrs.army.mil/channels/navyedacm


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Selection Authority Slating Endorsement Memo TEMPLATE

Ser DD MMM YY

MEMORANDUM FROM: (Commander, XXX) (Program Executive Officer, XXX) TO: Assistant Secretary of the Navy, Research, Development and Acquisition VIA: (1) Director, Acquisition Career Management SUBJECT: Selection of (Deputy) Program Manager, (Program xyz, PEO xxx) Reference: (a) (XXXSYSCOM) Slating Panel Memo, dtd (DD MMM YY) Encl: (1) Slating Panel Summary & Metrics (2) (Candidate 1) Package (package order found in the guidelines, see pages 94-96) (3) (Candidate 2) Package (4) (Candidate 3) Package 1. In accordance with the reference, the slating panel for (Deputy) Program Manager (D/PM), (Program XYZ, PEO XXX) convened on (DD MMM YY). This program is an (ACAT X Major Program)/ (designated MPM-Equivalent Program), thus this position slating requires ASN(RD&A) approval. The slating panel summary and metrics are annotated on pages 99 and 100. 2. The slating panel determined the following primary nominee and two alternates (in order) as the best qualified candidates:

a. (Candidate 1) b. (Candidate 2)

c. (Candidate 3)

3. Among a group of qualified candidates, (Candidate 1) stands out as the best fit for this position. (He/She) brings the strongest blend of leadership, technical and programmatic expertise. More importantly, his/her skills, knowledge and experience best fit with the current state and lifecycle phase of (Program XXX). 4. Specifically, (Candidate 1) brings:

a. Programmatic ability and relevant functional experience

(1) List successes in managing program budgets including ACAT Levels of programs, major achievements, and outstanding performance in relevant tours.


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(2) Successful achievement of Acquisition Milestones and Gate Reviews. List successes in each Milestone and Gate Review.

(3) Broad experience and success in contracting. List contract successes and budget

estimates for programs.

b. Technical ability and leadership experience

(1) List experience with related acquisition programs that would facilitate expert knowledge in MPM Position and related technical degrees and certification.

(2) List successful management of major technical/design reviews. (3) List understanding and involvement in S&T programs (if applicable) (4) Annotate leadership skills

5. The Slating Panel determined (Candidate 1) to be the best qualified candidate. Subsequent Enclosures provide information on the three top qualified candidates. 6. I concur with the selection of (Candidate 1) as the Major Program Manager, Program XYZ (PEO XXX), and recommend approval.

Signed, YYY PEO/Systems Command Flag Officer/SES


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Slating Panel Summary Sheet Slating Panel Date: ___________________________ Slating Panel Selection Summary:

Primary Candidate (Current Position)

Alternate 1 (Current Position)



Position 1 (D/PM, PMX XXX) SYSCOM/PEO/DRPM ACAT Tenure Start Position 2 (D/PM, PMX XXX) SYSCOM/PEO/DRPM ACAT Tenure Start Position 3 (D/PM, PMX XXX) SYSCOM/PEO/DRPM ACAT Tenure Start

>>> Example <<< PM, PMA-231 Joe Schmoe Jane Sailor Mike Marine N/A PEO (T) PAPM DPM DPM ACAT I PMA-234 PMA-260 PMA-261 May 2017


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Slating Panel Summary Sheet (Continued) Diversity Metrics:

Total Applicants

Qualified Candidates

Best Qualified Candidates

Forwarded to ASN(RD&A)

Candidates Requiring

Waiver

Mil Civ Male Female Individuals with Disabilities Individuals with Targeted Disabilities American Indian or Alaskan Native Asian Black or African American Hispanic or Latino Native Hawaiian or Other Pacific Islander White or Caucasian Multiple Race

Definitions: Qualified

- Fully meets all statutory requirements: Level III certified in Program Management Member of Acquisition Corps Experience (total and program office, position dependent) Completed, or can complete within 6 months of assignment, PMT 401 and PMT

402 - Proven on the job performance - Relevant technical and/or operational experience - Exceptional interview (as applicable)

Require Waiver

- Candidates that do not meet all statutory requirements listed above.


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Candidate Information Sheet Candidate: _____________________________ Rank/Grade: __ Designator/Series: ____ Slated Position Title: ____________________________________________ ACAT: ________ Acquisition Corps: Member (Y/N): _______ Acquisition Corps Member Date: _______________________ Education:

Year Degree & Field Institution

Acquisition Certifications:

Career Field Certification Level Date 1 2 3

Training:

Required training PMT 401 or Predecessor (PMT 301 or PMT 302)

PMT 402 or Predecessor (PMT 303)

Complete (Y/N) Date completed


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Candidate Information Sheet (Continued) Experience: (list most recent experience first

*Assignment: (Provide narrative for each assignment identified above to demonstrate functional competency experience) 1. IPT Lead, PMA 317: Demonstrated expertise in Program Management through… [Provide justification.] 2. 3. . . .

Dates Assignment

Activity

*Functional Competency (i.e. FM, CON,

SPRDE, LOGS, PM)

Months Acquisition Experience

# Core

Program Office

(Subset of Core) Related

1 4/2011–4/2012 PMA 317 IPT Lead PM 12 12 2 3 . . . . Education (12 month max related experience) Experience Sub-total

Minimum Requirement ACAT I/IA 48 24 48 ACAT II 36 24 36

Total (Core Acquisition + Related) 96 months – ACAT I/IA Minimum Total

72 months – ACAT II Minimum Total


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Candidate Information Sheet (Continued) Experience Assessment Guidelines:

• Core Acquisition Experience o Core acquisition positions are acquisition designated positions in the

following commands: Program Offices, PEOs, SYSCOMs, Developmental Test Commands, Warfare Centers, Contracting Field Activities, or Supervisor of Ship Building

o A minimum of 2 years program office experience is required for ACAT I/IA and ACAT II programs. This time counts as core acquisition experience

• Related Acquisition Experience o Acquisition designated positions at commands not identified as “core” are

considered related acquisition experience at 100% credit o Non-acquisition designated positions that provide acquisition related

experience: OPTEVFOR, Operations Test Commands, Maintenance Commands, and HQ Marine Corps are considered related acquisition experience at 50% credit

o Command tours (Commanding Officer time only) are credited a maximum of 18 months of related acquisition experience

o Acquisition education is credited a maximum of 12 months of related acquisition experience if one of the following applies: Master’s Degree in hard sciences or business (e.g. Engineering,

Computer Science, MBA) Acquisition Related Education (i.e. ICAF [Acquisition Track], Nuclear

Power training, Test Pilot School)


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Chapter 15 Naval Acquisition Development Program


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Chapter 15 Naval Acquisition Development Program

15.1 Overview

The DACM exercises oversight responsibility for the NADP which consists of the Entry Level, Associates, and Wounded Warrior employees. The NADP was established on October 1, 1992 by the DAWIA, Chapter 87 (1701-1764) of Title 10, U.S.C. This is a highly competitive developmental program that attracts outstanding college graduates from a variety of academic disciplines and career paths. It is comprised of men and women who have a clear interest in, and commitment to, excellence in the leadership and management of public policies and programs that support the warfighter. NADP provides participants career broadening opportunities, assignments, and potential for rapid advancement. The following paragraphs and the NADP Operating Guide provide additional information and guidance.

15.2 NADP Entry Level Employees

15.2.1 The NADP provides highly qualified and talented entry level employees and opportunity for rapid advancement, regular promotions, systematic development, career broadening assignments, and graduate education through a structured, systematic career development process using a career field Master Development Plan (MDP).

15.2.2 Eligibility: Interested candidates qualify based on the following criteria:

• Meets the applicant qualification requirements as outlined in the NADP Operating Guide and defined in the OPM Qualification Standards Handbook.

• Meets the citizenship, clearance, and other requirements as outlined in all vacancy announcements.

• Have a bachelor’s degree (or in some career fields equivalent experience), which meets the requirements of the desired career field, from an accredited institution, documented on an official transcript or meet the experiential requirements as defined in the vacancy announcement.

15.2.3 The program length is from two to three years depending upon the individual’s career field and credentials when hired.

15.3 NADP Associate Employees

15.3.1 This segment of the Program was established within Section 852 of the National Defense Authorization Act (NDAA) of 2008, Public Law No. 110-181 and amended by the NDAA of 2010, Public Law No: 111-84. This legislation created the DAWDF. The NADP Associates participate in a structured two year management development training program designed to recruit and develop mid-


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career professionals with significant experience in the public or private sector to meet mid-level DON AWF requirements.


• Meets the applicant qualification requirements as outlined in the NADP Operating Guide or defined in the vacancy announcement for each position.

• Meets the citizenship, clearance, and other requirements as outlined in the vacancy announcement.

• Have a bachelor’s degree, which meets the desired career field requirements, from an accredited institution, documented on an official transcript or meet the experiential requirements as defined in the vacancy announcement.

15.4 NADP-Wounded Warrior (NADP-WW) Employees

15.4.1 NADP-WW was established within Section 852 of the National Defense Authorization Act (NDAA) of 2008, Public Law No. 110-181. This legislation created the DAWDF and supports command outreach to Wounded Warriors post medical treatment by providing an expanded avenue for employment opportunities at the Entry Level. NADP-WW is currently available to any Wounded Warrior that meets OPM standards for the prospective job series at the GS-5, 7, and 9 levels.


• Honorably discharged disabled veterans who have a compensable service-connected disability of 30 percent or more and the disability resulted from injury or disease received in the line of duty as a direct result of armed conflict or was caused by an instrumentality of war and was incurred in the line of duty during a period of armed conflict.

• Those with three years of general progressively-responsible experience, one year of which was equivalent to at least GS-4, or completion of a four year course of study leading to a bachelor’s degree (if required).

• Demonstrate the ability to analyze problems to identify significant factors, gather pertinent data, recognize solutions, plan and organize work.

• Effective communication, both orally and in writing. • All disabilities must be documented by a notice of retirement or discharge

due to service-connected disability from military service dated at any time, or by a notice of compensable disability rating from the Department of Veteran Affairs (VA), dated 1991 or later.


107

15.4.3 The NADP-WW developmental period may be extended by one year, with the employee starting at the GS-5 level if the candidate does not meet degree or required qualifications which are typically met for standard entry level employees. After successful performance at the GS-5 level, the NADP-WW employee then follows the traditional developmental route of the standard entry level employee.


108

Chapter 16 Selected Reserve (SELRES) Component Guidance


109

Chapter 16 Selected Reserve (SELRES) Component Guidance

16.1 Overview

This chapter identifies the DON policy regarding roles and responsibilities for the management of Navy SELRES Officers assigned to billets in the AWF.

This policy is applicable to those Navy SELRES AWF positions identified by the Systems Commands (SYSCOMs) and SELRES community leaders as acquisition positions. A detailed list of these positions is found in the SELRES AWF Master Billet List, as approved by the Principal Military Deputy (PMD), Assistant Secretary of the Navy (Research, Development and Acquisition).

16.2 ASN(RD&A)

Changes to the SELRES AWF billet structure must be submitted to the DACM for approval. The ASN (RD&A) organization is responsible for the overall management, oversight, and stewardship of DON acquisition, ensuring that it meets the overarching needs of the Navy-Marine Corps team.

16.3 Roles and Responsibilities:

16.3.1 DACM will:

• Develop and implement SELRES AWF Policy.

• Maintain all SELRES Acquisition billets to include all future requests for additions or changes in the billet base.

• Coordinate with the SELRES Acquisition Community Managers (ACM) to establish and incorporate community specific processes.

• Include the SELRES AWF in the demand signal for DAU training.

• Develop eDACM procedures to include and support the SELRES AC.

• Designate in writing, the senior GO/FO in each SELRES community with coded acquisition positions as the Acquisition Community Leaders (ACL).

16.3.2 SYSCOMMs will:

• Review acquisition position requirements, establish billet base, and submit requirements through the appropriate manpower system.

• Support SELRES Acquisition Officers in accordance with the SELRES memo dated October 29, 2014, in order to maintain requirements, and support training and certification efforts.


110

• Maintain U.S. Office of Government Ethics (OGE) 450 for all SELRES members assigned to an acquisition coded billet to ensure no conflict of interest exists between the member's civilian occupation, financial interests and the assigned acquisition scope of work. DAWIA DPD will support SELRES Acquisition officers by submitting SELRES DAU class requirements as part of their annual demand signal.

16.3.3 The ACL will:

• Be the senior FO/GO in each SELRES community which has coded acquisition positions.

• Be designated in writing by the DACM.

• Coordinate with the DACM and the SYSCOMs to implement the SELRES AWF billet base.

o Coordinate for future requirements, justifications and changes to SELRES AWF billets.

o Validate acquisition position designations prior to recruitment, during reorganizations, or when the duties and responsibilities of the position change.

o Conduct a review of all Community AWF billets identified in attachment (1) every three years. Notify the DACM Office when the review has been completed a1ong with the results by the end of November. The three year period started in FY14.

o Obtain endorsements for additions to the Master Billet list from the SELRES Community Lead, Active Duty Community Lead and applicable SYSCOM(s) and submit to the DACM office for approval. This will preserve billet accuracy and maintain the SELRES acquisition billets as a valid requirement.

• Serve as the focal point for their respective community on all acquisition career management issues.

• Counsel SELRES acquisition officers on career development; support education and training requirements; and advise members on experience requirements.

• Maintain specific community instructions of community policy and procedures.


111

• Provide guidance to the SELRES Apply Board for selecting Naval Officers to fill AWF positions via the community inputs.

• Oversee community compliance with DON DAWIA program policies and guidance.

• Identify ACMs (O-6) for their community.

16.3.4 SELRES Acquisition Community Managers (ACMs) (O-6 community leaders) will:

• Be selected and/or designated by their respective communities.

• Provide career counseling and guidance to SELRES members in the AWF to include:

o Ensuring no conflicts of interest exist or arise between an acquisition member's civilian and military assignments with respect to SELRES AWF duties.

o Ensuring the completion of DAWIA program requirements of assigned SELRES officers.

o Reviewing and processing requests for DAU training opportunities and CL (career field currency).

• Advise and approve/disapprove requests for CL points.

• Process, screen and endorse requests for acquisition designation, certification, and waivers.

• Review requests for career field certification.

• Screen and endorse acquisition certification and experience packages, then forward to DACM Liaison at NPC.

• Track and ensure that certification and CL requirements are being met within the required timeframe.

• Provide the guidance to ensure SELRES personnel placed in an AWF position are able to meet the experience requirement of the position within the 24 month grace period.

• Provide guidance to the SELRES Apply Board via the SELRES ACL (FO) for selecting officers to fill AWF positions.


112

• Review and approve/disapprove SELRES training requests required for certifications.

16.3.5 DACM Liaison at NPC will:

• Assess and validate SELRES officer education and acquisition experience to ensure accuracy and consistency in crediting a member's experience.

• Screen and endorse acquisition certification application packages forwarded from the ACM.

• Forward endorsed acquisition certification application packages to the DDAA, in accordance with the DAWIA Op Guide, Chapter 8, Section 8.8.

• Adjudicate experience application packages forwarded from the ACM.

• Ensure regulatory acquisition requirements are met.

• Provide acquisition career counseling.

16.3.6 Reserve Officer Status (PERS-911) will:

• Enter acquisition Additional Qualification Designator (AQD) into member's record upon approval from NPC and eDACM.

16.3.7 SELRES Officers in acquisition billets shall:

• Follow the certification and CL requirements of their assigned position in accordance with reference (a) unless modified by this policy memorandum.

• Submit education, training records and experience using the process identified in the experience routing and flow in accordance with the SELRES memo dated October 29, 2014. This form will be used to transmit education and experience summaries to PERS-9 to support the SELRES certification process and by the ACM, Training POC and DDAA in their assessment process. Documented proof of acquisition experience can include active duty/activated military fitness reports, civilian appraisals, position descriptions or a certified document by the member's supervisor or human resources department. The documented proof of experience must include the acquisition duties of the job.

• Ensure personnel records contain degrees required to support certification requests.


113

• Be personally accountable for ensuring that acquisition certifications are entered in to their personnel records.

16.4 SELRES AWF Policy:

16.4.1 SELRES acquisition officers shall meet the education, training and experience requirements of their acquisition positions. The following policies are specific to the SELRES community:

• SELRES community managers must coordinate SELRES certification and waiver requests with the DACM Office for approval until eDACM processes are implemented for SELRES members.

• SELRES AWF positions may be designated at Level I or II; they may not be designated as CAPs.

• SELRES AWF members receive Priority 2 for DAU training required by their position. The reserve component funds travel and per diem.

• SELRES AWF members may be certified at the career field level required by their position. Other certifications are not authorized.

• SELRES are not normally eligible for membership in the AC. Training requirements for SELRES who are activated to fill a Level III or CAP billet will be handled on a case-by-case basis by working directly with the DACM office.

• If the SELRES Officer is a DoD civilian employee, certification will be granted through the employee's civilian chain of command vice the military channel.


114

Appendices


115



116

Appendix A: Position Category Coding and Descriptions


117

Appendix A: Position Category Coding and Descriptions

Once a Department of Defense position (civilian or military) has been evaluated and it has been determined to be an acquisition position it must be assigned to one of the current acquisition career fields/paths. This is done by associating those acquisition related duties/functions to the PCD that best describes the preponderance of those acquisition related duties/functions.

Below are the currently approved PCDs used within the Department of the Navy, with a copy of the actual PCDs provided on the follow-on pages within this appendix. For the most current PCDs, click the respective link in the table below or go to the DAU website http://icatalog.dau.mil/onlinecatalog/CareerLvl.aspx.

Short Title

Career Category

Code (ALL)

Career Category

Code (CIV)

Career Category

Code (Navy MIL)

Job Specialty Career Field/Path

BUS-CE P B Business-Cost Estimating BUS-FM K Business-Financial Management CON C Contracting ENG S Engineering FE F Facilities Engineering

IND D Industrial and/or Contract Property Management

IT R Information Technology

INTL* J I International Acquisition Career Path

LCL L Life Cycle Logistics PM A A/J Program Management

PQM H G Production, Quality & Manufacturing

PUR E Purchasing S&TM I Science & Technology Manager SB M Small Business T&E T Test & Evaluation

*Note: The International Acquisition Career Path may be attained by members of any career field. The AWF member must meet both the primary career field certification and INTL training requirements.



118

Appendix A-1: Business-Cost Estimating

AT&L Workforce Position Category Description (PCD)

Career Field: Career Path: Short Title

Business Cost Estimating BUS-CE

Category Code: Date Approved: Last Reviewed:

P 1 Apr 2009 28 Mar 2017

Ref: (a) DoDD 5000.52 dtd 12 Jan 2005 (b) DoDI 5000.66 dtd 21 Dec 2005 (c) DoD Desk Guide for AT&L Workforce Career Management dtd 10 Jan 2006

Notes: 1. This PCD is intended to assist in determining which AT&L career field/path to assign to an AT&L position per Title 10 sec.

1721. If 50% or more of the duties and responsibilities of the position match the “General Acquisition-Related Duties” described below AND the preponderance of those duties match the “AT&L Career Field/Path Specific Duties” described below, assign the position to this position category.

2. All acquisition positions require management attention with respect to certification requirements and individual development. See reference (c).

3. Critical Acquisition Position (CAPs) are a subset of acquisition positions and Key Leadership Position (KLPs), are a subset of CAPs. Both CAPs and KLPs represent positions with responsibility and authority that are critical to the success of a program or effort. These positions require management attention with respect to Acquisition Corps membership, tenure and other specific statutory requirements. See reference (c).

General Acquisition Related Duties: The conceptualization, initiation, design, development, test, contracting, production, deployment, integrated product support (IPS), modification, and disposal of weapons and other systems, supplies, or services (including construction) to satisfy DoD needs, intended for use in, or in support of, military missions.

AT&L Career Field/Path Specific Duties:

Technical Process • Obtain system description (e.g. Cost Analysis Requirements Description (CARD) • Define scope of the estimate • Prepare life cycle cost estimate that include all major components • Develop Cost Estimating/Analysis Techniques • Conduct Cost Research • Develop CES or WBS • Collect and analyze programmatic data in support of CERs and factors • Normalize collected data and be able to perform regression analysis • Analyze schedules and use time-phasing techniques • Apply basic knowledge of statistics, engineering, finance, learning curve and rate theory, software cost estimating • Develop, populate, and analyze cost models • Apply risk analysis and sensitivity analysis techniques • Establish procedures and techniques for analyzing and evaluating performance against standards and developing

validating data sources • Effectively communicate, persuade, negotiate with program managers, contractors, and subject matter experts • Perform “what-if” analysis on established cost models, and databases • Utilize statistical techniques • Document cost estimate including the assumptions, data, techniques, and models • Defend cost estimate to various levels of leadership • Provide technical assistance on cost related issues

Technical Management Process • Perform Proposal Evaluation/Source Selection • Perform Force Structure Programming Analysis • Formulate Cost Analysis Studies • Conduct Analysis of Alternatives • Measure and Evaluate Contractor Performance • Apply analytical evaluative techniques and Earned Value Management (EVM) policies and methodologies of performance

measurement to acquisition programs • Communicate, persuades, negotiates with program managers, contractors, and subject matter experts • Plans and conducts research projects leading to improved analytical concepts, methods, and techniques • Determine acceptability of contractor’s management control systems, analyzes cost and schedule performance data, and

ensure maintenance of accepted systems • Plan, organize, and supervise cost activities and programs


119

Appendix A-2: Business-FM



Business Financial Management BUS - FM


K 1 Apr 2009 28 Mar 2017







AT&L Career Field/Path Specific Duties: • Manage financial aspects of a defense acquisition program throughout the total acquisition lifecycle • Interpret and apply Fiscal/Appropriation laws, policies and directives • Advise acquisition decision makers on business and financial management of programs • Evaluate affordability of program by analyzing EVM performance indicators, budget controls, and cost estimations data to

facilitate tradeoff decisions by program managers • Perform a full complement or aspects of budgetary functions and duties associated with the budget process and phases • Analyze and evaluate (on a quantities and qualitative basis) the effectiveness of line program operations in meeting

established goals and objectives • Prepare and review all program documentation to ensure that cost, schedule, and financial information correlates with

program objectives • Anticipate and/or identify financial issues and their program implication and recommend adjustment and/or corrective

actions based upon each particular acquisition phase and learned best practices • Translate program requirements into properly priced budget submissions to support POM/PR decisions • Respond to inquiries regarding program and financial issues, and provide reclamas to proposed budget adjustments • Develop spend plan by consulting with program manager to support program schedule and established targets • Review contractor financial status/performance reports to perform trend analysis • Advise on the potential benefit/use of automation, distribution of work, methods, and procedures to improve efficiency of

acquisition programs • Analyze new or proposed legislation or regulations to determine impact on acquisition programs Typical Line and Staff Position Titles: Business Manager, Financial Management, Budget Analysis, Management and Program Analysis, Financial Analysis, Operations Research Analysis, Mathematics, General Business and Industry

Typical Position Locations: Acquisition organizations within the service components (e.g., Systems Commands, Materiel Commands, DRPMs. PEOs, as well as organizations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related functions.

Typical Career Codes: Civilian Personnel Uniformed Personnel

OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0343 0501 0505

0510 0560 1101 1501

1515 Not Identified AKx 65FX 65WX

8006 8057 8058 8059

8844 8850 8852

Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA 22060-5565 or call 703-805-4090


120

Appendix A-3: Contracting



Contracting Not Uniquely Specified CON


C 5 May 2017 5 May 2017



1721. Civilian Series 1102 and their military counterparts as noted under Career Codes are always designated as acquisition and in the Contracting Career Field IAW reference (c)

2. All positions, regardless of location, function or series, requiring a warranted contracting officer above the (Simplified Acquisition Threshold) must be designated as an AT&L position in the contracting career field per 10 USC Chapter 87 sec 1724.


4. Critical Acquisition Positions (CAPs) are a subset of acquisition positions and Key Leadership Positions (KLPs), are a subset of CAPs. Both CAPs and KLPs represent positions with responsibility and authority that are critical to the success of a program or effort. These positions require management attention with respect to Acquisition Corps membership, tenure and other specific statutory requirements. See reference (c).


AT&L Career Field/Path Specific Duties: • Develop alternatives to produce best value supplies and services, as well as manage all aspects of the life cycle of a

contract or other vehicle (e.g., orders, basic ordering agreements etc.) • Apply statutory and policy procurement-related requirements; support attainment of government socio-economic

objectives; conduct market research; acquisition planning; cost and price analysis; solicitation and selection of sources; preparation, negotiation, and award of contracts through various methods to include negotiation; and perform all phases of contract administration, and terminate or close out of contracts.

Typical Line and Staff Position Titles: Administrative Contracting Officer, Contract Price and/or Cost Analyst, Contracting Officer, Contract Negotiator, Contract Specialist, Contract Manager, Contract Administrator, Contract Termination Specialist, Small Business Specialist, Procurement Analyst, Procuring Contracting Officer, and Termination Contracting Officer.

Typical Position Locations: Any DoD activity/organization performing contracting functions regardless of location.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 1102 FA 51C

MOS 51C ACx 64PX 6C0X1 3006

3044



121

Appendix A-4: Engineering


122

Appendix A-5: Facilities Engineering



Facilities Engineering Not Uniquely Specified FE


F 2 Mar 2016 8 Jun 2017





3. Critical Acquisition Positions (CAPs) are a subset of acquisition positions and Key Leadership Position (KLPs) are a subset of CAPs. Both CAPs and KLPs represent positions with responsibility and authority that are critical to the success of a program or effort. These positions require management attention with respect to Acquisition Corps membership, tenure and other specific statutory requirements. See reference (c).


AT&L Career Field/Path Specific Duties: The design, construction, and life-cycle maintenance of military installations, facilities, civil works projects, airfields, roadways, and ocean facilities: It involves all facets of life cycle management from planning through disposal, including design, construction, environmental protection, base operations and support, housing, real estate, and real property maintenance. Additional duties include advising or assisting Commanders, and acting as or advising program managers and other officials as necessary in executing all aspects of their responsibilities for facility management and the mitigation/elimination of environmental impact in direct support of the Defense Acquisition process.

Typical Line and Staff Position Titles: Various engineering, architect, planning, real estate, and environmental job titles. Also includes facility manager, maintenance, inspection, and public works job titles.

Typical Position Locations: Acquisition organizations within the service components (i.e., Systems Commands, Materiel Commands, DRPMs, PEOs, as well as organizations/installations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related functions.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0018 0020 0028 0193 0301 0340

0343 04xx 0690 08xx 1008 1150

1170 1171 1176 13xx 1601 1640

NONE AFx NONE NONE



123

Appendix A-6: Industrial and/or Contract Property Management



Industrial and/or Contract Property Management Not Uniquely Specified IND


D 26 Apr 2016 2 May 2017



1721. Civilian Series 1103 and their military counterparts noted under Career Codes are always designated as acquisition and in the Industrial and/or Contract Property Management Career Field IAW reference (c).




AT&L Career Field/Path Specific Duties: • Develop policies and procedures for Government property management. • Oversee and manage life cycle processes for Government-owned property being utilized by contractors (i.e., Government

property in the possession of contractors and, in some instances, Government-owned contractor-operated plants.) • Provide advice and assistance on property-related matters during acquisition planning, contract formation, and contract

management. • Review contractor’s purchasing system as it pertains to property management. • Perform investigations of instances of lost, theft, damage or destroyed government property and grant relief or

recommend liability. • Audit the Contractor’s Property Management System • Coordinate and Process Contract Property Disposal Actions • Ensure timely and cost effective reutilization, sale, and disposal of excess property in the possession of contractors.

Typical Line and Staff Position Titles: Industrial Property Management Specialist, Property Administrator, Industrial Plant Clearance Specialist, Plant Clearance Officer, Contract and Industrial Specialist (if assigned contract property management responsibilities).

Typical Position Locations: DCMA and other acquisition organizations within the service components (e.g., Systems Commands, Materiel Commands, DRPMs. PEOs, as well as organizations/field activities directly supporting such organizations).

Career Codes: Civilian Personnel Uniformed Personnel

OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 1103 NONE NONE NONE NONE



124

Appendix A-7: Information Technology



Information Technology Not Uniquely Specified IT


R 19 Aug 2016 12 Jun 2017







AT&L Career Field/Path Specific Duties: • Manage or provide direct support for acquisitions that develop, manage, field, and sustain Information Technology (IT)

hardware and software, including National Security Systems and IT Service Contracts. • Apply IT-related laws, policies, directives, and provide IT-related guidance throughout the total acquisition life-cycle. • Support and implement Department of Defense Information Network compliance activities, Cybersecurity certification

efforts, Information Support Plan preparation in accordance with DoD 5000 and 8000 series, Chapter 7 of the Defense Acquisition Guidebook and service-unique information management policies.

Typical Line and Staff Position Titles: Information Technology Specialist or Officer, Software or Automation Specialist or Officer, Information Systems Staff Officer, Computer Scientist, Systems Engineer, Software Engineer, Cybersecurity Specialist, Electronic Engineer, Architect (enterprise, systems, software, data), Computer Engineer, Computer Systems Analyst, Materiel Acquisition Office, Computer Communication Specialist or Officers. Cybersecurity Analyst, Information Assurance Engineer, Information Systems Security Officer, Requirements Engineer, Configuration Manager/SME.

Typical Position Locations: Acquisition organizations within the service components (i.e., Systems Commands, Materiel Commands, Acquisition Program Office, DRPMs. PEOs, as well as organizations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related functions, such as: DCMA; DISA; Product Centers; Software Development and Support Centers; CIO offices.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0301 0343 0391 0392

0801 0854 0855 1101

1515 1550 2210

51A 51R

ARx 17Dx3 DOxx 3D1xx 1B4xx

0602 3006 3044 3046

3048 8057 8058 8059

8060 8846 8848



125

Appendix A-8: Life Cycle Logistics


Career Field: Career Path: Short Title: Category Code: Date Approved: Last Reviewed:

Life Cycle Logistics Ref: Not Uniquely Specified LCL L 25 July 2017 25 July 2017

(a) DoDD 5000.52 dtd 12 Jan 2005 (b) DoDI 5000.66 dtd 21 Dec 2005 (c) DoD Desk Guide for AT&L Workforce Career Management dtd 10 Jan 2006




3. Critical Acquisition Position (CAPs) are a subset of acquisition positions, and Key Leadership Position (KLPs) are a subset of CAPs. Both CAPs and KLPs represent positions with responsibility and authority that are critical to the success of a program or effort. These positions require management attention with respect to Acquisition Corps membership, tenure and other specific statutory requirements. See reference (c).

General Acquisition Related Duties: The conceptualization, initiation, design, development, test, contracting, production, deployment, logistical support, modification, and disposal of weapons and other systems, supplies, or services (including construction) to satisfy DoD needs, intended for use in, or in support of, military missions.

AT&L Career Field/Path Specific Duties: • Understand and successfully demonstrate the applicable competencies and proficiencies underlying the seven Life Cycle

Logistics (LCL) competency areas identified in the 2008 DoD Logistics Human Capital Strategy (Design Influence, Integrated Product Support Planning, Product Support & Sustainment, Supportability Analysis, Reliability and Maintainability Analysis, Configuration Management, and Technical/Product Data Management).

• Influence system design to provide timely, affordable, effective, and best-value product support throughout the system life cycle.

• Address system cost, schedule, performance, and supportability requirements IAW DoD Directive 5000.01. • Plan, develop, implement and manage effective and affordable product support strategies throughout the life cycle for

weapons, materiel, or information systems, as addressed in the DoD 5000 series. • Perform a principal joint and/or Component product supportability role during the acquisition and sustainment phases of

the system life cycle. • Develop and implement outcome-based product support strategies that optimize system readiness & life cycle cost

affordability. • Ensure integration across the 12 Integrated Product Support (IPS) Elements to optimize system suitability, affordability,

reliability, availability, maintainability, and operational effectiveness throughout the system life cycle. • Ensure life-cycle sustainment strategies meet warfighter product support requirements. • Deliver logistics products and services to sustain system operational readiness. • Develop and document the product support strategy in a Life Cycle Sustainment Plan which describes efforts to ensure

the system’s design, as well as the development of the product support package, are integrated and contribute to achieving life cycle sustainment outcome metrics.

• Product Support Manager (PSM) Positions. The PSM for Major Defense Acquisition Programs (MDAP) (ACAT I) and

post-IOC MDAP programs will be acquisition designated in the LCL career field as a KLP. Additionally, the PSM for non- Major Defense Acquisition Programs (ACAT II) and post-IOC ACAT II programs will be acquisition designated in the LCL career field as a CAP. (KLPs are defined as a subset of CAPs, and all CAPs require Level III in the designated acquisition career field.)

• The principal duties of the PSM are to:

o Develop and implement a comprehensive product support strategy for the weapon system; o Use appropriate predictive analysis and modeling tools that can improve material availability and reliability,

increase operational availability rates, and reduce operation and sustainment cost; o Conduct appropriate cost analyses to validate the product support strategy, including cost-benefit analyses as

outlined in Office of Management and Budget Circular A-94; o Ensure achievement of desired product support outcomes through development and implementation of

appropriate product support arrangements; o Adjust performance requirements and resource allocations across product support integrators and product

support providers as necessary to optimize implementation of the product support strategy; o Periodically review product support arrangements between the product support integrators and product support

providers to ensure the arrangements are consistent with the overall product support strategy; o Revalidate any business-case analysis performed in support of the product support strategy prior to each

change in the product support strategy or every five years, whichever occurs first; o Ensure that the product support strategy maximizes small business participation at the appropriate tiers;


126

o Ensure that product support arrangements for the weapon system describe how such arrangements will ensure efficient procurement, management, and allocation of Government-owned parts inventories in order to prevent unnecessary procurements of such parts; and

o Identify obsolete parts that are included in the specifications of the system being acquired and determine suitable replacements for such parts.

Typical Line and Staff Position Titles: Product Support Manager (PSM), Life Cycle Logistician, ILS Manager, Logistics Element Manager, Logistics Management Specialist, Logistics Engineer, Weapon Systems Manager, Supply Specialist, Supply Chain Manager, Equipment Specialist, Maintenance Manager, Transportation Management Specialist.

Typical Position Locations: Acquisition organizations within the DoD Components (e.g., Systems, Logistics and/or Materiel Commands, Direct Reporting Program Managers (DRPMs), PEOs, as well as organizations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related life cycle systems management functions, such as: logistics centers, life cycle management centers, inventory control points, logistics readiness centers, warfare centers, etc. as appropriate given the general and specific duties identified above, as well as the information provided in Note 1 above.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0301 0340 0343 0346 0801

1101 1515 1670 2001 2003

2010 2032 2101 2130

ALx 20Cx 21xx

6002 6602 8057 8058 8059

8060 8862

Recommended Changes/Updates: Forward to: Director, Foundational Learning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA 22060-5565 or call 703-805-4090.


127

Appendix A-9: Program Management AT&L Workforce Position Category Description (PCD)


Program Management Not Uniquely Specified PM


A 12 Mar 2007 31 Jul 2017







AT&L Career Field/Path Specific Duties: • Manage a defense acquisition program. Responsibilities may be broad (e.g., PM, DPM, or PEO) or focused (e.g.,

Assistant PM for a particular function), and may be line or staff in nature. • Execute duties guided by DoDD 5000.01, DoDI 5000.02, DoD Issuances governing acquisition programs in the DoD

Components, and other program management policies addressed in DoD 5000 and 8000 series. Not covered in this category are basic research programs.

Typical Line and Staff Position Titles: CAE, PEO/Deputy, Program Director/Deputy, Program Manager/Deputy, Acquisition Manager, Project Officer, Materiel Wing/Group/Squadron Commander, Systems Sustainment Manager and Project Manager, Program Analyst, Program Integrator/Representative, IPT Lead.

Typical Position Locations: Acquisition organizations within the service components (i.e., Systems Commands, Materiel Commands, DRPMs. PEOs, as well as organizations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related functions, such as: DCMA; DLA.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0340 0343 06xx

08xx 1101 13xx

1515 51A 67

AAx 60CX 63AX

8057 8058 8059

8060



128

Appendix A-10: Production, Quality & Manufacturing



Production, Quality & Manufacturing Not Specified PQM


H 10 May 2016 25 Apr 2017







AT&L Career Field/Path Specific Duties: The specific duties fall into one or both of the following categories within this career field:

Production & Manufacturing: • Monitors and/or manages the manufacturing and production efforts at industry or Government facilities throughout the

system acquisition process. • Assesses and reports on the availability of resources for production and realistic industry approaches to manufacturing

and supply chain management. • Conducts assessments of producibility and manufacturing feasibility and risk throughout the system acquisition process. • Provides advice, assistance and recommendations to support “make” or “buy” decisions and alternative production

processes. • Performs production/manufacturing surveillance/oversight of Defense Contractors, their associated production/service

sub-contractors, and organic/inorganic Industrial Base activities, which provide supplies and/or services. This includes reviews during both pre-award and post-award activities (e.g., proposal review, post-award conferences).

• Performs Industrial Base capability and capacity studies.

Quality Assurance/Quality Control: • Manages Quality Assurance (QA) processes to establish essential quality standards and controls. • Develops, executes and evaluates policies, procedures, plans and test provisions for QA requirements throughout the

various phrases of the systems acquisition cycle. • Ensures QA plans are integrated into the systems engineering process. • Performs process and product-oriented reviews and audits to ensure compliance with QA requirements • Provides expert support and guidance on QA-related matters to other program office and in-plant functional acquisition

personnel. • Accepts and fields Materiel for U.S. and foreign customers. • Performs Data Collection and Analysis related to quality of manufacturing and production along with executive process

performance and process capability analysis. • Prepare sampling plans to assure Product Quality for materiel acceptance. • Assist in the identification of, root cause analysis, and corrective action for the disposition of non-conforming materiel.

This includes activities such as participating in Material Review Boards and/or Corrective Action Boards, and processing Product Quality Deficiency Reports.

• Conducts Continual Improvement activities for cost of poor quality.


129

Typical Line and Staff Position Titles:

Production & Manufacturing: Supervisory, Production, Manufacturing, Industrial Engineer; Production Management, Industrial Specialist; Production Officer; General, Aerospace, Mechanical Engineer, etc.

Quality Assurance: QA Supervisor, Representative, or Staff Specialist; Mathematical Statistician, QA Engineer, Supervisory

and/or Quality Engineer, Supervisory and/or General Engineer, Pharmacist, Physical Scientist, Chemist, Electronic Technician, Product Line Specialist (PLS), QA Director/ Chief (Division, Branch or Section); QA Surveillance Representative/Specialist, Engineer Technician, Entomologist, Computer Specialist, Product Auditor; Aircraft, Aerospace, Ammunition, Automotive, Chemicals, Clothing, Electronics, Materiel, Mechanical, Medical, Nuclear, Processes, Shipbuilding, Computer Software, or Subsistence, etc.

Typical Position Locations: Acquisition organizations within the service components (i.e., Systems Commands, Materiel Commands, DRPMs. PEOs, as well as organizations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related functions such as DCMA, DLA and plant offices and component program offices.

Typical Career Codes:

Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS

03xx 1910 None AGx 62 8057 8060 8862 08xx 63 8058 8061

11xx 8059 8858



130

Appendix A-11: Purchasing



Purchasing Not Uniquely Specified PUR


E 11Jun 2015 2 May 2017



1721. Civilian Series 1105 and their military counterparts noted under Career Codes are always designated as acquisition and in the Purchasing Career Field IAW reference (c).




AT&L Career Field/Path Specific Duties: Purchases, rents, or leases supplies, services, and equipment through either simplified acquisition procedures or placement of orders against pre-established contractual instruments to support operational requirements.

Typical Line and Staff Position Titles: Purchasing Agent and Supervisory Purchasing Agent

Typical Position Locations: Any DoD activity/organization performing purchasing functions regardless of location.

Career Codes: Civilian Personnel Uniformed Personnel

OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 1105 NONE NONE NONE NONE



131

Appendix A-12: Science & Technology Manager



Science & Technology Manager

S&TM


I 2 Jan 2013 2 May 2017







AT&L Career Field/Path Specific Duties: • Develop overall program goals using S&T funds. • Acquire the services of scientists, engineers and technical support personnel, experts in their fields, to perform science

and technology research for DoD. • Provide funds and oversee S&T performers including universities, industry, and Federal Government organizations. • Interface with the technology customer(s) to expedite the transition of technology to the user.

Typical Line and Staff Position Titles: Technical Director, Scientist, Engineer, Project Engineer, Software Engineer

Typical Position Locations: Service component organizations such as: ARI, ARL, ARO and Research Development and Engineering Centers for the Army; ONR, NRL, and Warfare Centers for the Navy; AFOSR, AFRL for the Air Force and Fourth Estate organizations such as DTRA and NGA.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0180 04xx

08xx 13xx

15xx 51S 51T

AIx 61SX 62EX

8057 8058 8059 8061 8820

8824 8846 8848 8852 8858



132

Appendix A-13: Small Business


Career Field: Small Business Short Title: SBP Category Code: M Ref: (a) DoDD 5000.52 dtd 12 Jan 2005 Date Approved: 2 Sept 2014 (b) DoDI 5000.66 dtd 21 Dec 2005 Last Reviewed: 23 Jan 2014 (c) DoD Desk Guide for AT&L Workforce Career Management dtd 10

Jan 06 (d) DoDI 4205.01 dtd 10 Mar 2009


1721. If 50% or more of the duties and responsibilities of the position match the “General Acquisition-related Duties” described below AND the preponderance of those duties match the “AT&L Career Field/Path Specific Duties” described below, assign the position to this position category.



General Acquisition Related Duties: The conceptualization, initiation, design, development, test, contracting, production, deployment, logistical support, modification, and disposal of weapons and other systems, supplies, or services (including construction) to satisfy DoD needs, intended for use in, or in support of, military missions. AT&L Career Field/Path Specific Duties: • Analyzes stakeholder requirements, and is an advisor on small business issues during acquisition planning/strategy

development. Provides market research expertise to ensure maximum practicable opportunities for small businesses to participate in agency procurements.

• Apply statutory and policy procurement-related requirements, especially as related to small business procurements; support attainment of government socio-economic objectives; conduct market research; acquisition planning; cost and price analysis; solicitation and selection of sources; review of subcontracting plans, small business participation strategies, and past performance.

• Manage an office of small business programs. Responsibilities may be broad (e.g., PM, DPM, AD, or Deputy) or focused (e.g., AD for a particular function), and may be line or staff in nature.

• Manage a socioeconomic program (e.g., Women-Owned Small Businesses, Service-Disabled Veteran Owned Small Businesses, Small Disadvantaged Businesses, HUBZone Businesses)

• Manages funded program or funded program office (e.g., SBIR/STTR, RIF, MPP). • Plans and attends small business advocacy events; advises stakeholders on acquisition process, forecasts, and contract

requirements. • Monitor and/or evaluate prime contracting performance and subcontracting plans. • Performs headquarters-level small business office functions such as workforce development, science, technology,

engineering, and mathematics (STEM), entrepreneurship, industrial base policy development, oversight, and/or Director support.

Typical Line and Staff Position Titles: Small Business Program Director/Deputy, Small Business Program Manager/Deputy, Acquisition Small Business Manager, Small Business Specialist, Procurement Analyst, Small Business Innovation Research Program Manager, Small Business Technology Transfer Program Manager, Mentor-Protégé Program Manager, Small Business Program Analyst, Small Business Technology Specialist.

Typical Position Locations: Any DoD activity/organization performing contracting functions regardless of location. Service component organizations such as: ARI, ARL, ARO and Research Development and Engineering Centers for the Army; ONR, NRL, and Warfare Centers for the Navy; AFOSR, AFRL for the Air Force and 4th Estate organizations such as MDA, DTRA, and


133

NGA. Acquisition organizations within the service components (i.e., Systems Commands, Materiel Commands, DRPMs. PEOs, as well as organizations/field activities supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition functions, such as: DCMA; DLA.

Typical Career Codes: Civilian Personnel

Uniformed Personnel

OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 03XX 0201 08XX 0501 11XX 0905 13XX 15XX

Recommended Changes/Updates: Forward to: Director, Learning Capabilities Integration Center (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA 22060-5565 or call 703-805-4090.


134

Appendix A-14: Test and Evaluation



Test and Evaluation Not Uniquely Specified T&E


T 11 Jun 2015 1 Jun 2017







AT&L Career Field/Path Specific Duties: • Serve as Chief Developmental Tester for MDAP or BCAT. • Serve as the Chair, T&E Working-level Integrated Product Team (T&E WIPT), or member representing the materiel

developer, tester, and/or system evaluator. • Analyze requirements/capabilities documents to determine operational relevance, achievability, testability, and

measurability. • Plan, organize, manage, or conduct test and/or evaluation associated with concepts, emerging technologies, and

experiments as well as prototypes; new, fielded, or modified C4ISR systems (including IT systems participating in system-of-systems (SoS) and net-centric services); weapon or automated information systems; equipment or materiel throughout all acquisition phases to include developmental tests, and support to in-service tests and operational tests.

• Determine scope, infrastructure, resources, and data sample size to ensure system requirements are adequately demonstrated; analyze, assess, and evaluate test data/results; prepare reports of system performance and T&E findings.

• Develop T&E processes; modify, adapt, tailor, or extend standard T&E guides, precedents, criteria, methods, and techniques, to include scientific test and analyses techniques, M&S, cybersecurity T&E, interoperability, and certification.

• Design and use existing or new test equipment, procedures, and approaches. • Write, edit, and staff a T&E Master Plan (TEMP), as well as system-level and/or individual element test plans. • Conduct developmental T&E and support operational tests, and evaluate and/or analyze test results and/or test data; and

prepare and present evaluation/assessment results. • Categorize test data, equipment, materiel, or system deficiencies and certify readiness for OT&E. Typical Line and Staff Position Titles: Chief Developmental Tester; Chair, T&E Working-level IPT; Assistant PEO for T&E; Assistant PM for T&E; Lead Test Engineer; Lead Experimentation Engineer; Chief Test Engineer; Chief Test Pilot; Test Director/Manager; Test Engineer; Acquisition T&E Department Head; Director, Flight Test Engineering; Test and Experimentation Design Branch Head; T&E Department Head; Capability Test Team Chair; Portfolio Manager; Chief Test Officer; Test Officer; T&E Analyst; Lead Simulator Engineer. Typical Position Locations: Lead Developmental Test and Evaluation Organization, Service and Defense Agency test centers, major range and test facility base (MRTFB) test facilities, warfare centers, system centers, laboratories, as well as OSD/Service/HQ staff elements, field activities, and acquisition organizations within the Service components (e.g., Systems Commands, Materiel Commands, DRPMs, PEOs, and PM Offices). Typical Career Codes: Civilian Personnel Uniformed Personnel

OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 04xx 08xx 13xx

15xx 2210

51A 51T

ATx 11XX 12XX 13XX 17DX

61XX 62EX 63AX

8057 8058 8059 8061

8820 8824 8846 8848

8852 8858



135

• Conduct Economic Analyses • Review and certify adequacy of cost, economics, and business case analyses • Develop standards and techniques for evaluating adequacy of cost activities and capabilities • Serve on technical and financial boards and committees

Typical Line and Staff Position Titles: Economist, Cost Estimator, Cost Analyst, Senior Cost Analyst, Lead Cost Analyst, Operations Research, Mathematics, and Statistics,

Typical Position Locations: Acquisition organizations within the service components (e.g., Systems Commands, Materiel Commands, DRPMs. PEOs, as well as organizations/field activities directly supporting such organizations). Other DoD Components, Agencies and OSD/Service/HQ staff elements performing/supporting acquisition related functions.


OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 0343 0855 1530 Not Identified ABx 65FX 8006 8844 0800 0896 1515 65WX 8057 8850 0801 1101 1520 8058 8852 0803 1501 1599 8059

0830



136

Appendix B: DON Acquisition Career Council Charter


137

Appendix B: DON Acquisition Career Council Charter


138


139


140

Appendix C: Samples of Certification and CL Delinquency Templates


141

Appendix C-1: Sample of Notice of Certification Delinquency

SSIC Originator Code MM DD YYYY

FROM: (supervisor’s NAME, POSITION TITLE) TO: (employee’s NAME, GRADE, POSITION TITLE) SUBJECT: LETTER OF (DIRECTION/REQUIREMENT) Reference: (a) DON Defense Acquisition Workforce Improvement Act (DAWIA) Operating Guide dated December 7, 2017 1. A requirement of your position is to complete DAWIA Level XX certification. In accordance with reference (a), you (are/were) given 2 years to complete this requirement (add comments about any requested waivers granted or denied). As of this date you have not obtained your certification. 2. You are hereby directed to complete (list requirements) and obtain your certification by (date) to satisfy this requirement of your position. 3. Let me know immediately if you don’t understand this direction so I may clarify. Also, please bring to my immediate attention any issue that may adversely impact your ability to complete this requirement. 4. Although this letter is not considered disciplinary in nature, it is cautionary and serves to put you on clear notice that further action may be taken should you fail to properly record your CL points and have a valid CL certificate on file as well as attain DAWIA level XX certification either within the 24 month period following designation in a DAWIA position or (date) if you are past the twenty-four month period. 5. A copy of this letter will be retained by me for a period not to exceed one year. This letter is temporary in duration and will not be filed in your Official Personnel Folder (OPF). 6. This letter is being issued to improve your conduct related to completing your assigned work relative to obtaining your DAWIA certification. It is neither grievable nor appealable under established procedures. 7. If you have questions regarding DAWIA or DAWIA requirements, please contact your DAWIA Program Director (name of DPD). Name/signature Received Signature: ________________________________________ Date: ____________


142

Appendix C-2: Sample Letter of Direction to Complete Certification Delinquency SSIC

Originator Code MM DD YYYY

FROM: (supervisor’s NAME, POSITION TITLE) TO: (employee’s NAME, GRADE, POSITION TITLE) SUBJECT: LETTER OF DIRECTION Reference: (a) DON Defense Acquisition Workforce Improvement Act (DAWIA) Operating Guide dated December 7, 2017 1. Per reference (a), you were required to complete the following mandatory training by (date). As of this date you have not completed all of the requirements. 2. You are hereby directed to complete (list requirements not completed as of [date]) by no later than [date]. 3. Let me know immediately if you don’t understand this direction so I may clarify. Also, please bring to my immediate attention any issues that may adversely impact your ability to complete this mandatory training. 4. Although this letter is not considered disciplinary in nature, it is cautionary and serves to put you on clear notice that further action may be taken should you fail to complete this assigned work by the date specified. 5. A copy of this letter will be retained by me for a period not to exceed on year. This letter is temporary in duration and will not be filed in your Official Personnel Folder (OPF). 6. This letter is being issued to improve your conduct related to completing your mandatory training. It is neither grievable nor appealable under established procedures. Name/signature Received Signature: _____________________________________ Date: ______________


143

Appendix C-3: Sample of Performance Objective for Supervisors of Employees Delinquent in DAWIA Certification or Continuous Learning

As a supervisor, I will use the current DON DAWIA Operating Guide and ensure each employee in my work group who fills a designated acquisition position has an approved IDP to become certified to the level required by their position within allowable timeframes. I will ensure that acquisition positions are properly designated and coded in the authoritative personnel/manpower systems. I will also ensure that any special requirements for CAP or KLP such as Defense Acquisition Corps membership or additional training are met within allowable timeframes. I will:

• Support my employees to create IDPs listing DAU training and experiences for certification to the levels required by their positions and review progress against the plan.

• Contact the Career Field Designated Approval Authorities in the (name of Command) DAWIA Management Structure to ensure I am familiar with Career Field requirements.

• Ensure that employees who have not maintained current Continuous Learning Hours

(CLH) certificates create an IDP to meet requirements using Career Field specific acquisition experiences and training including Core Plus DAU courses.

• Ensure employees in acquisition positions are provided adequate time during duty hours

to complete certification and CLP requirements. • Ensure employees schedule, attend, and pass required DAWIA training courses. • Take appropriate corrective action for employees who fail to attend the identified

required DAIWA training courses(s), or who fail to pass attended courses.


144

Appendix C-4: Sample of Performance Objective for Employees Delinquent in DAWIA Certification or Continuous Learning

Ensure my IDP identifies courses and experience requirements necessary to meet the DAWIA certification level required for my position and maintain a current Continous Learning Hours (CLH) certificate. Specifically, I will:

• Develop my IDP with my supervisor with DAWIA courses and/or CL goals to meet and/or maintain certification requirements for my position within allowable timeframes, or if the standard timeframe has expired, then by the target date as agreed in approved waiver.

• Meet with my supervisor to discuss goals and necessary experience to meet certification requirements.

• Schedule, attend, and pass the required DAWIA and CL training courses identified

on my IDP for completion during this performance period.

• Meet with my supervisor at regular intervals to discuss progress toward my certification, experience, and CLH goals.

• Update my IDP as necessary.


145



146

Appendix D: Forms


147

Appendix D-1: DON Civilian Acquisition Assignment Coding Sheet

Instructions: • The completion of this Coding Sheet is required for all DON acquisition positions and each Request for Personnel

Action (RPA). Guidance for designating DON acquisition positions is in the DON DAWIA Operating Guide at http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx.

• When processing Requests for Personnel Action, data entry personnel should ensure that the acquisition information in DCPDS reflects the information on the Coding Sheet.

• DCPDS navigation verified as of Appendix (D), Form revision May 14, 2015. Refer to DCPDS documentation in the case of any discrepancies.

PD Number/Position Sequence: Command/UIC:

Employee Name:

Pay Plan-Grade-Series-Title:

SECTION 1. ACQUISITION POSITION CATEGORY DCPDS Navigation: Work Structures > Position > Description > Extra Information > Acquisition Program Information > Career Category

A – Program Management C – Contracting*† (All 1102 series and Contracting Professional Development Program positions must be “C”) D – Industrial/Contract Property Management (All 1103 series positions must be “D”) E – Purchasing (All 1105 series positions must be “E”) F – Facilities Engineering H – Production, Quality and Manufacturing I – Science and Technology Manager* K – Business-Financial Management L – Life Cycle Logistics M – Small Business P – Business-Cost Estimator *† R – Information Technology S – ENG- Engineering* T – Test and Evaluation*†

* Requires baccalaureate degree. † Requires semester hours in specific disciplines. SECTION 2. ACQUISITION POSITION TYPE — CRITICAL ACQUISITION POSITIONS (CAPs)/KEY LEADERSHIP POSITIONS (KLPs)

DCPDS Navigation: Position > Description > Extra Information > Acquisition Program Information > Critical Position 1– CAP—Not Division Head 2– CAP—Division Head* 3– Not CAP—Development** 4 –Not CAP or Developmental 6 – KLP * A Division Head is the official with responsibility for managing an acquisition organization or major subordinate

unit, the mission of which is to support or administer acquisition functions. ** Applicable to positions in the DON Contracting Professional Development Program (CPDP), Naval Acquisition

Developmental Program (NADP), and formal Command level developmental programs.

Revised May 14, 2015

http://www.secnav.navy.mil/

http://www.secnav.navy.mil/


148

DON CIVILIAN ACQUISITION ASSIGNMENT CODING SHEET (CONTINUED) SECTION 3. ACQUISITION CERTIFICATION LEVEL REQUIRED FOR THE POSITION

DCPDS Navigation: Position > Description > Extra Information > Acquisition Program Information > Career Level 1 – Level I (Entry) 2 – Level II (Intermediate) 3 – Level III (Advanced)* †

* CAPs and KLPs (Section 2 = 1, 2, or 6) must be Level III † Not applicable to the Purchasing career field SECTION 4. ACQUISITION JOB SPECIALTY 1

DCPDS Navigation: Position > Description > Extra Information > Acquisition Program Information > Job Specialty 1 I – International Acquisition (blank) – N/A (No career path)

SECTION 5. ACQUISITION PROGRAM INDICATOR

DCPDS Navigation: Position > Description > Extra Information > Acquisition Program Information > Program Type 1 – Major Defense Acquisition Program (ACAT I) 2 – Significant Non-Major Defense Acquisition Program (ACAT II) 3 – ACAT I/II (supports both ACAT I/II Programs) 4 – ACAT III or IV 9 – N/A (none of the above)

SECTION 6. SPECIAL ASSIGNMENT —This Section applies only to KLPs (Section 2 = "6"). Otherwise, leave blank. Check one of the following in alignment with the position category code (Section 1).

DCPDS Navigation: Position > Description > Extra Information > Acquisition Program Information > Special Assignment A – Program Executive Officer (PEO), Direct Reporting Program Manager (DRPM) B – Program Manager (PM) C – Deputy PM D – Senior Contracting Official L – Deputy PEO, Executive Dir PEO, Deputy DRPM N – Program Lead Systems Engineer/Chief Engineer P – Program Lead Cost Estimator Q – Program Lead Business Financial Manager S – Other T – Program Lead Contracting Officer U – Program Lead Logistician (Product Support Manager) V – Program Lead Test and Evaluation W – Program Lead Production, Quality, & Manufacturing X – Program Lead Information Technology

SECTION 7. This Section applies only to CAPs and KLPs. Fill in only if Section 2 = "1", "2", or "6".

a. Date Tenure Agreement Ends (mm/dd/yyyy): * DCPDS Navigation: People > Enter and Maintain > Extra Information > Acquisition Basic Data > Dt Tenure Agreement Ends *Employees in CAPs and KLPs must sign a 3-year tenure agreement with the following exception: Direct Reporting Program Managers (DRPMs), Deputy DRPMs, and ACAT I Program Managers (PMs) and Deputy PMs have a commitment aligned with the major milestone closest to 4 years or as tailored by ASN(RDA).

b. Date Assignment Review (mm/dd/yyyy): * DCPDS Navigation: People > Enter and Maintain > Extra Information > Acquisition Basic Data > Dt Asgt Review Due * This reflects the date the employee is due to be reviewed for possible rotation which is 5 years from the date assigned to the position.

APPROVING OFFICIAL SIGNATURE: DATE

(Print Approving Official Name and Title)

POINT OF CONTACT (NAME, EMAIL, PHONE):

EFFECTIVE DATE OF ACTION:


149

Appendix D-2: Critical Acquisition Position Service Agreement CAP

Form DD2888


150

Appendix D-3: Critical Acquisition Position Service Agreement KLP

Form DD2889


151

Appendix D-4: Fulfillment of Mandatory DoD Training Form

Form DD2518


152

Appendix D -5: Workforce Position Requirements Waiver

Form DD2905



153


154

Appendix E: Key Reference


155

Appendix E: Key References

Statutory References

• Defense Acquisition Workforce Improvement Act (DAWIA), Title 10, U.S.C. §§ 1701-1764. (2013). http://uscode.house.gov/view.xhtml?path=/prelim@title10/subtitleA/part2/chapter87&edition=prelim

• U.S. Department of the Navy, Defense Acquisition Workforce Development Fund Implementation Guidance, in accordance with H.R.4986, National Defense Authorization Act (NDAA) for Fiscal Year 2008, Section 852, the Secretary of Defense established the Defense Acquisition Workforce Development Fund (DAWDF).(Oct 21, 2010). http://www.secnav.navy.mil/rda/workforce/Documents/dawdfimplementationguidancememo10212010.pdf

DoD References

• U.S. DoD Directive 5000.02, Operation of the Defense Acquisition System. (January 7, 2015). http://www.dtic.mil/whs/directives/corres/pdf/500002p.pdf

• U.S. DoD Directive 5000.66, Defense Acquisition, Technology, and Logistics Workforce Education, Training, and Career Development Program. (July 27, 2017) http://www.esd.whs.mil/Portals/54/Documents/DD/issuances/dodi/500066_dodi_2017.pdf

• U.S. DoD Memorandum, USD (AT&L), Human Capital Initiatives Defense Acquisition Workforce Development Fund (DAWDF) Desk Operating Guide, Version 1.0 (August 2016). http://www.secnav.navy.mil/rda/workforce/Documents/DAWDF-Desk-Operating-Guide.pdf

• U.S. DoD Memorandum, USD (AT&L), Key Leadership Positions and Qualification Criteria (November 8, 2013). http://bbp.dau.mil/docs/11-08-13USD-ATL-KLP-MemoSignedwAttachment.pdf

SECNAV References

• U.S. Department of the Navy, SECNAV Instruction 5200.35F, Managers’ Internal Control (MIC) Program (July 21, 2014). https://dap.dau.mil/policy/Lists/Policy%20Documents/DispForm.aspx?ID=4210.

• U.S. Department of the Navy, SECNAV Instruction 5300.38, Acquisition, Logistics and Technology Workforce Management, Oversight, and Stewardship (July 22, 2009). https://doni.documentservices.dla.mil/Directives/05000%20General%20Management%20Security%20and%20Safety%20Services/05-300%20Manpower%20Personnel%20Support/5300.38.pdf

• U.S. Department of the Navy, SECNAV Instruction 5430.7R, Assignment of Responsibilities and Authorities in the Office of the Secretary of the Navy (August 17, 2009). https://doni.documentservices.dla.mil.

http://uscode.house.gov/view.xhtml?path=/prelim@title10/subtitleA/part2/chapter87&edition=prelim

http://uscode.house.gov/view.xhtml?path=/prelim@title10/subtitleA/part2/chapter87&edition=prelim

http://www.secnav.navy.mil/rda/workforce/Documents/dawdfimplementationguidancememo10212010.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/dawdfimplementationguidancememo10212010.pdf

http://www.dtic.mil/whs/directives/corres/pdf/500002p.pdf

http://www.esd.whs.mil/Portals/54/Documents/DD/issuances/dodi/500066_dodi_2017.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/DAWDF-Desk-Operating-Guide.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/DAWDF-Desk-Operating-Guide.pdf

http://bbp.dau.mil/docs/11-08-13USD-ATL-KLP-MemoSignedwAttachment.pdf

http://bbp.dau.mil/docs/11-08-13USD-ATL-KLP-MemoSignedwAttachment.pdf

https://dap.dau.mil/policy/Lists/Policy%20Documents/DispForm.aspx?ID=4210

https://doni.documentservices.dla.mil/Directives/05000%20General%20Management%20Security%20and%20Safety%20Services/05-300%20Manpower%20Personnel%20Support/5300.38.pdf



https://doni.documentservices.dla.mil./


156

ASN(RD&A) References

• U.S. Department of the Navy, ASN(RD&A), Acquisition Workforce FY16-22 Strategic Plan (April 22, 2015). (http://www.secnav.navy.mil/rda/workforce/Documents/Strategic-Plan-Final.pdf).

• U.S. Department of the Navy, ASN(RD&A) Memorandum, Navy Selected Reserve Officer Acquisition Community Management Policy (May 29, 2015). http://www.secnav.navy.mil/rda/workforce/.

• U.S. Department of the Navy, ASN(RD&A), Delegation of Responsibilities and

Authorities for Director, Acquisition Career Management (August 25, 2016). http://www.secnav.navy.mil/rda/workforce/.

• U.S. Department of the Navy, DACM Memorandum, Acquisition Career Council and

National Leads Memorandum (November 17, 2015). http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx

• U.S. Department of the Navy, ASN(RD&A) Memorandum, Acquisition Program Manager and Deputy Program Manager Slating Process (July 13, 2017). http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx

OPNAV References

• U.S. Department of the Navy, OPNAV Instruction 1211.8C, Identification of Major Program Manager Billets (March 4, 2007). (https://doni.daps.dla.mil/Directives/01000%20Military%20Personnel%20Support/01-200%20Personnel%20Classification%20and%20Designation/1211.8C.pdf).

DON DACM References

• U.S. Department of the Navy, DACM Memorandum, Fulfillment for Acquisition and Contracting Courses via Graduate Education at the Naval Postgraduate School (April 27, 2012).(http://www.secnav.navy.mil/rda/workforce/Documents/fulfillmentforacqandconcoursesviagradedatthenps08282013.pdf).

• U.S. Department of the Navy, DACM Memorandum, Use of 24/12 Rule for Assessing Business Semester Credit Hours for Applicants to the Defense Acquisition Corps from the Production, Quality, and Manufacturing Career Field (October 19, 2016). http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx

• U.S. Department of the Navy, DACM Memorandum, Consideration of Military Officers in Acquisition Career Paths as Members of the Acquisition Workforce, Regardless of Billet Acquisition Coding (February 6, 2017). http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx

• U.S. Department of the Navy, DACM Memorandum, Consideration of Selected Reserve Supply Corps Officers as Members of the Acquisition Workforce, Regardless of Billet Acquisition Coding (February 7, 2017). http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx



http://www.secnav.navy.mil/rda/workforce/

http://www.secnav.navy.mil/rda/workforce/

http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx


https://doni.daps.dla.mil/Directives/01000%20Military%20Personnel%20Support/01-200%20Personnel%20Classification%20and%20Designation/1211.8C.pdf

https://doni.daps.dla.mil/Directives/01000%20Military%20Personnel%20Support/01-200%20Personnel%20Classification%20and%20Designation/1211.8C.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/fulfillmentforacqandconcoursesviagradedatthenps08282013.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/fulfillmentforacqandconcoursesviagradedatthenps08282013.pdf





157

• U.S. Department of the Navy, DACM Memorandum, Consideration of Engineering Duty Officers as Members of the Acquisition Workforce, Regardless of Billet Acquisition Coding, for the Purposes of Funding and Course Scheduling Priority (November 11, 2016). http://www.secnav.navy.mil/rda/workforce/Pages/StrategyPolicy.aspx

• U.S. Department of the Navy, DACM Operating Guide, Naval Acquisition Development Program (NADP). http://www.secnav.navy.mil/rda/workforce/Documents/NADP%20Operating%20Guide.pdf

• U.S. Department of the Navy, DACM Memorandum, Masters of Cost Estimating and Analysis (MCEA) Program Fulfillment for Business Cost Estimating (BUS-CE) Courses (March 2, 2012). (http://www.secnav.navy.mil/rda/workforce/Documents/mceaprogramfulfillmentforbuscecourses03022012.pdf).

• U.S. Department of the Navy, DACM Memorandum, Acquisition Workforce Tuition Assistance Program (AWTAP) Policy (May 1, 2014). (http://www.secnav.navy.mil/rda/workforce/Pages/NADP/Employees/AWTAP.aspx)


http://www.secnav.navy.mil/rda/workforce/Documents/NADP%20Operating%20Guide.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/NADP%20Operating%20Guide.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/mceaprogramfulfillmentforbuscecourses03022012.pdf

http://www.secnav.navy.mil/rda/workforce/Documents/mceaprogramfulfillmentforbuscecourses03022012.pdf

http://www.secnav.navy.mil/rda/workforce/Pages/NADP/Employees/AWTAP.aspx


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Appendix F: Acronyms


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Appendix F: Acronyms

AC Acquisition Corps (formerly Acquisition Professional Community-APC)

ACAT Acquisition Category

ACC Acquisition Career Field Council

ACE American Council on Education

AQD Additional Qualification Designator

APM Acquisition Professional Member

ASN(RDA) Assistant Secretary of the Navy (Research, Development, and Acquisition)

AT&L Acquisition, Technology & Logistics

AWF Acquisition Workforce

AWTAP Acquisition Workforce Tuition Assistance Program

BCAT Business System Category

CAE Component Acquisition Executive (within DON, this is known as the Service Acquisition Executive (SAE) and is the ASN(RD&A)

CAP Critical Acquisition Position

CEU Continuing Education Unit

CL Continuous Learning

CLC Continuous Learning Center

CLP Continuous Learning Point

CMC Commandant of the Marine Corps

CNO Chief of Naval Operations

CPDP Contracting Professional Development Program

DDAA DAWIA Designated Approval Authority

DACM Director, Acquisition Career Management


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DACM-MIS DACM Management Information System

DAE Defense Acquisition Executive

DANTES Defense Activity for Non-Traditional Education Support

DASN Deputy Assistant Secretary of the Navy

DRPM Direct Reporting Program Manager

DAU Defense Acquisition University

DAWDF Defense Acquisition Workforce Development Fund

DAWIA Defense Acquisition Workforce Improvement Act

DCPDS Defense Civilian Personnel Data System

DDRMP Deputy Direct Reporting Program Manager

DoD Department of Defense

DoDD Department of Defense Directive

DoDI Department of Defense Instruction

DPD DAWIA Program Director

DPM Deputy Program Manager

DRPM Direct Reporting Program Manager

DTM Directive-Type Memorandum

eDACM DON Acquisition Career Management System

ED PEO Executive Director, Program Executive Officer

FMLA Family & Medical Leave Act

FL Functional Leads

FIPT Functional Integrated Product Team

FN Foreign National

GO General Officer

HCAs Heads of Contracting Activities


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IDP Individual Development Plan

IMAPMIS Inactive Manpower & Personnel Management Information System

IPT Integrated Product Team

KLP Key Leadership Position

LWOP Leave Without Pay

MDA Milestone Decision Authority

MDAP Major Defense Acquisition Programs (ACAT I Programs)

MDP Master Development Plan

MIS Management Information System

MOS Military Occupational Specialty

NACC Naval Acquisition Career Center

NADP Naval Acquisition Development Program

NADP-WW Naval Acquisition Development Program Wounded Warrior

NDAA National Defense Authorization Act

NES Navy Enlisted Personnel System

NPC Naval Personnel Command

OPINS Officer Personnel Information System

OPM Office of Personnel Management

PCD Position Category Description

PCD Principal Civilian Deputy (ASN(RDA))

PD Position Description

PEO Program Executive Officer

PM Program Manager

PMD Principal Military Deputy (ASN(RDA))

SAA Special Acquisition Assignment


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SCO Senior Contracting Official

SECNAVINST Secretary of the Navy Instruction

SELRES Selected Reserve

SES Senior Executive Service

SSB Senior Steering Board

URL Unrestricted Line Officer

USC United States Code

USD(AT&L) Under Secretary of Defense for Acquisition, Technology, and Logistics

WMG Workforce Management Group


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Appendix G: Glossary


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Appendix G: Glossary

Accredited institutions of higher education are colleges and universities that have received a regional or national accreditation. These schools are recognized and approved by the Undersecretary of Education for student loans and federal tuition assistance programs. A listing of these schools is available through the U.S. Department of Education website.

Acquisition Category (ACAT) refers to categories established to facilitate decentralized decision making and execution and compliance with statutorily imposed requirements. The categories determine the level of review, decision authority, and applicable procedures. Definitions of each ACAT designation level can be found at website http://www.secnav.navy.mil/rda/Policy/Department%20of%20the%20Navy/50002E.pdf Acquisition Position Categories are subsets of acquisition positions that are characterized by a common set of core acquisition and functional competencies.

Acquisition Program is a directed, funded effort that provides a new, improved, or continuing materiel, weapon, or information system or service capability in response to an approved need. Acquisition programs are divided into categories that are established to facilitate decentralized decision making, execution, and compliance with statutory requirements.

Billet is a military term representing a unit of work, equivalent to “position”.

Business System Category (BCAT) are information systems that are operated by, for, or on behalf of the Department of Defense, including: financial systems, financial data feeder systems, contracting systems, logistics systems, planning and budgeting systems, installations management systems, human resources management systems, and training and readiness systems. A business system does not include a national security system or an information system used exclusively by and within the defense commissary system or the exchange system or other instrumentality of the DoD conducted for the morale, welfare, and recreation of members of the armed forces using non-appropriated funds.

Competencies, as used in this Operating Guide, are the core acquisition, functional, and leadership skills, knowledge, and abilities required by the AWF to perform the duties and responsibilities of the various AWF positions.

Component Acquisition Executive (CAE) is the Service Acquisition Executive of a Military Department or the person designated to be the CAE by the Head of a DoD Component other than a Military Department. For this Operating Guide, the Head of a DoD Component is the CAE for the DoD Components that have not designated a CAE. The USD Acquisition Authority performs this role for the OSD. Within DON, the SAE is the Assistant Secretary of the Navy (Research, Development, and Acquisition (ASN(RD&A)).

http://www.secnav.navy.mil/rda/Policy/Department%20of%20the%20Navy/50002E.pdf


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Contracting Officer is a person with the authority to enter into, administer, and/or terminate contracts and make related determinations and findings.

DANTES (Defense Activity for Non-Traditional Education Support) examinations may be substituted for semester credit hours. DANTES sponsors the College Level Examination Program (CLEP) and DANTES Subject Standardized Tests (DSSTs) through the College Board and Educational Testing Service (ETS). Twelve (12) tests are available in the business career field. More information can be found on the DANTES website (http://www.dantes.doded.mil/index.html).

Defense Acquisition Workforce Education, Training, and Career Development Program includes the structure, resources, policies, and procedures to enable the AWF to achieve the competencies required to perform the duties and responsibilities as required by acquisition positions and to promote integrated AWF management.

Defense Civilian Personnel Data System (DCPDS) is a human resources information support system for civilian personnel operations in the Department of Defense (DoD). The DCPDS enabled the Department to move from multiple systems to a single information system for DoD civilian employees.

DON Echelon I and II commands are the top 2 organizational levels within the Department. Echelon I includes the Secretariat (Secretary of the Navy, SECNAV Executive Assistants, and Chief of Naval Research) and the CNO/Commandant of the Marine Corps and their deputies and assistants. Echelon II commands are those that are structured directly below; examples include the six Systems Commands (SYSCOMs).

eDACM - DON Acquisition Career Management System that includes modules for updating an employee’s profile, registering for DAU courses, applying for tuition assistance, tracking CL, applying for career field certification, and more. More information and the log-in can be found on the eDACM (https://www.atrrs.army.mil/channels/navyedacm/) website.

Foreign National Direct-Hire (FN). Under the direct hire system, U.S. forces are the legal employer of the foreign nationals and assume responsibility for all administrative and management functions related to foreign national employment. The presence of one or more of the following conditions may influence a decision to use direct hire:

• The host government has no objection to a direct hire system. • The number of persons to be employed is likely to be very small for the short and long

term, will have little or no effect on the local economy, and may not warrant long and costly negotiation that may be required to establish an indirect hire arrangement.

• The provisions of a treaty or host country agreement provide U.S. forces with the legal authority to employ foreign nationals and to follow local law and customs when possible.

• The host government does not desire or is unable to discharge the responsibilities inherent in an indirect hire system.

http://www.dantes.doded.mil/index.html

http://www.dantes.doded.mil/index.html




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Foreign National Indirect-Hire. Under indirect hire, the host government serves as the legal employer of U.S. forces’ foreign nationals. Although the host government is the official legal employer of the foreign national personnel, it grants operational control to U.S. forces for the day-to-day management of such personnel. Conditions that may influence a decision to use this system are:

• The host government is desirous and capable of discharging the responsibilities inherent in an indirect hire agreement.

• A large number of employees will be required for a limited time, which may result in a disruption in the local labor market when the employees’ services are no longer required.

• Direct hire of foreign nationals could disrupt the local market, and the host government is in the best position to cope with the situation.

• The host government desires and is able to discharge the responsibilities for an indirect hire system.

Individual Augmentation (IA) refers to military personnel assigned to a unit as a temporary duty assignment (TAD/TDY) to fill shortages. IAs are also used when an individual with a specialized knowledge or skill set is required.

Major Defense Acquisition Program (MDAP) see “Acquisition Category—ACAT I”.

Management Information System (MIS) is an orderly and disciplined accounting and reporting methodology, usually mechanized, which provides for the accurate recording of data, and the timely extrapolation and transmission of management information used in decision-making.

Navy Enlisted Personnel System (NES) is the Navy's authoritative database for all Active Duty Navy enlisted personnel. The system generates and maintains the official automated personnel records of all United States Navy/United States Naval Reserve (USN/USNR) Active Duty enlisted personnel. NES is primarily used to calculate enlisted strength, to authorize the establishment of a pay record at Defense Finance Accounting Center, and to prepare Enlisted Distribution Verification Reports (EDVR) for distribution to field activities. Additionally, the enlisted distribution and promotion processes are dependent upon the quality of NES data, as are numerous managerial and congressional groups overseeing aggregated information about the active enlisted population.

Officer Personnel Information System (OPINS) is a corporate system that generates and maintains the official automated personnel records of all the United States Navy/United States Naval Reserve (USN/USNR) Active Duty officers and officer candidates for both current and historical purposes. OPINS also maintains personnel records for Active Duty officers (Active Duty for Special Work (ADSW), Full Time Support (FTS), Officer Candidates Accounting and Reporting Subsystem (OCARS), Naval Reserve Officer Training Corps (NROTC), and United States Naval Academy (USNA). OPINS is primarily used to calculate officer staffing strength, authorize the establishment of a pay record at the Defense Finance and Accounting Service


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(DFAS), prepare Officer Data Cards (ODC) for dissemination to officers, and prepare Officer Distribution Control Reports (ODCR) for dispersal to field activities.

Position is a specific job regardless of whether a person is currently assigned. Acquisition positions include coding that determines the certification required.

Program Executive Officer (PEO) is a military or civilian official who has responsibility for directing several Major Defense Acquisition Programs (MDAPs) and for assigned major system and non-MDAPs. A PEO normally has no other command or staff responsibilities within the Component, and only reports to and receives guidance and direction from the DoD Component Acquisition Executive (CAE).

Program Management is the process whereby a single leader exercises centralized authority and responsibility for planning, organizing, staffing, controlling, and leading the combined efforts of participating/assigned civilian and military personnel and organizations, for the management of a specific defense acquisition program or programs, throughout the system life cycle.

Program Manager (PM) is the designated individual with responsibility for and authority to accomplish program objectives for development, production, and sustainment to meet the user’s operational needs. The PM shall be accountable for credible cost, schedule, and performance reporting to the Milestone Decision Authority (MDA) - (DoDD 5000.01).

Senior Contracting Official (SCO) - Within DON, the SCOs are the Heads of Contracting Activities and their deputies who are responsible for the oversight and review of their subordinate contracting organizations. The HCAs are NAVAIR, NAVSEA, SPAWAR, NAVFAC, MSC, NAVSUP, ONR, SSP, NAVICP, Marine Corps HQ-ILS and MARCORSYSCOM.

Total Force Manpower Management System (TFMMS) is a classified mainframe manpower system that contains requirements, authorizations, and end strength data for Navy officer, enlisted, and civilian personnel.

USMC Training Management System (USMC TMS) is manpower system that contains requirements, authorizations, and end strength data for Marine Corps officer, enlisted, and civilian personnel.


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