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

Transcription

1 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

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3 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 Chapter 1 Introduction Chapter 2 Acquisition Responsibilities and Authorities Chapter 3 Systems and Data Sources Chapter 4 Acquisition Positions Chapter 5 Acquisition Corps Chapter 6 Critical Acquisition Positions (CAPs) Chapter 7 Key Leadership Positions (KLPs) Chapter 8 Certification Chapter 9 Waivers Chapter 10 Education Chapter 11 Training Chapter 12 Experience Chapter 13 Continuous Learning Chapter 14 Slating Panel Guidelines and Package Contents Chapter 15 Naval Acquisition Development Program Chapter 16 Selected Reserve (SELRES) Component Guidance Appendices Appendix A: Position Category Coding and Descriptions Appendix B: DON Acquisition Career Council Charter Appendix C: Samples of Certification and CL Delinquency Templates Appendix D: Forms Appendix E: Key Reference Appendix F: Acronyms Appendix G: Glossary 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.

4 RECORD OF CHANGES Use this table to record interim changes as they are issued. Change Date Chapter/Section Page(s) Remarks 1

5 Section One: Quick Reference Guide for the Acquisition Workforce (AWF) 2

6 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 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. 3

7 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 ( and the Position Category Descriptions (PCDs) provide a detailed description of each Career Field. Refer to Appendix A for PCDs. The FY DON Acquisition Workforce Strategic Plan ( 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: 4

8 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. 5

9 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 address, you can access edacm by pointing your browser to Click I Agree at the Privacy and Security Notice, then "Log In with CAC." Update your profile with home address, work 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 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: 6

10 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 when your reservation is confirmed. You can check the status of your requests under Manage Career >> Training >> Manage Training Request. 7

11 (b) icatalog ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 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 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. 8

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13 Section Two: Detailed Operating Guide for the Acquisition Workforce (AWF) 10

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15 Chapter 1 Introduction 12

16 1.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 1 Introduction 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 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 Selected Reserve (SELRES) Component Guidance: Chapter 16 of this document contains a list of SELRES Officer AWF Community Management Policies and Guidance 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 above. Clerical positions. Civilian positions in the 1106 occupational series and comparable military. 13

17 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). 14

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19 Chapter 2 Acquisition Responsibilities and Authorities 16

20 2.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 2 Acquisition Responsibilities and Authorities 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) Serves as the ASN(RD&A) Principal Deputy for executive oversight and leadership of the military AWF 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) Serves as the ASN(RD&A) Principal Deputy for executive oversight and leadership of the civilian AWF 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: 17

21 2.5.1 Serves as an advocate for DON AWF interfacing with the Office of the Secretary of Defense (OSD) 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 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) 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 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) Grants career field certification to acquisition Flag Officers (FO), General Officers (GOs) and SES members Grants Acquisition Corps membership to acquisition Flag/GO and SES members Approves waivers for Key Leadership Positions (KLP) as described in table 9-1 of this guide Approves SELRES certification and waiver requests 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 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 Oversees edacm to support workforce management, performance measures and reporting requirements. 18

22 Director, Naval Acquisition Career Center (NACC) Manages the Naval Acquisition Development Program (NADP). The purpose of the program is to develop highly skilled professionals to meet projected DON AWF requirements 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) 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 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. 19

23 Figure 2-1 Acquisition Career Council (ACC) Organization Chart 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 Ensure AWF members meet all DAWIA statutory training and certification requirements Designate an organization to integrate DAWIA program activities and ensure consistent program execution 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 Incorporate the management of the AWF as an assessable unit of the echelon managers Internal Control Program (ICP). 20

24 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 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 Validate acquisition position designations prior to recruitment, during reorganizations, or when the duties and responsibilities of the position change Approve certifications for AWF members, except acquisition FO and SES Grant AC membership to civilians, except SES Approve civilian Critical Acquisition Position (CAP) (non-klp) waivers except: SES, which are approved by the ASN(RD&A) via the DACM 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 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 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 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 DON SCOs for each contracting activity, including the Naval Field Contracting System, as defined by the Defense FAR Supplement (DFARS), Subpart 202.1, 21

25 are delegated waiver authority for non-klp 1102s (and comparable military) and CO with warrants above the SAT This authority may not be further delegated. 2.9 DACM Liaison to Navy Personnel Command Professional Acquisition Workforce Management Branch (Historically, PERS-447 responsibilities) Serves as the experience assessor for Active Duty and SELRES military certification applications and requests for experience credit in non-coded positions Serves as the focal point for Active Duty Navy military personnel, through the O-6 rank, for acquisition career management issues Provides acquisition career counseling Receives and reviews military applications to the AC Oversees military certifications to ensure accuracy and to ensure Navy-wide consistency in crediting experience Ensures statutory and regulatory acquisition requirements are met Processes and coordinates military position and tenure waivers Approves military certifications for those, through the O-6 rank, who are not assigned to acquisition positions Navy Personnel Command, Officer Community Management Branch (BUPERS-31) Serves as the focal point for Active Duty Navy Acquisition Corps Officer Community Management Reviews all changes to acquisition billets. Approves changes to KLP acquisition billets upon direction from DACM, ASN(RD&A) Manages the acquisition billet base across all designators to ensure that adequate opportunities exist for training, certification and promotion through the O-6 rank Provides coordinated policy inputs (from across all designators) to OPNAV N1/N13 and DACM on AC matters. 22

26 2.11 Navy Personnel Command, Reserve Personnel Management Branch (PERS-9) Serves as the focal point for SELRES Navy Acquisition Officers for acquisition career management issues and personnel records management Active Military and SELRES Officer AWF Community Management Policies and Guidance are listed in chapter 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: Ensure that acquisition positions for their employees are properly designated and coded in official personnel/manpower systems Ensure that the employee s position description is accurate and reflects the required certification level and career field Create an environment that promotes education, training, and developmental assignment opportunities for the AWF to develop and reach their full productive potential Provide an opportunity for on-the-job training, encourage cross-functional training/assignments, and pursue career development activities 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 Ensure AWF members are provided adequate time during duty hours to meet DAWIA certification requirements On an annual basis, incorporate progress or attainment of certification and CL compliance as a factor in employee s performance evaluation, compensation, and bonus 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. 23

27 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 ASN(RD&A) ASN(RD&A) PCD ASN(RD&A) PMD DACM Acquisition Command DAWIA Program Executive DAWIA Program Director (GS15/NH-IV) DAWIA Designated Approval Authorities (Competency Leads/ GS15/NH-IV) DAWIA Managers Lower Echelon DAWIA Field Representatives (DAWIA POCs) Lower Echelon DAWIA Field Representatives (DAWIA POCs) Lower Echelon DAWIA Field Representatives (DAWIA POCs) Lower Echelon DAWIA Field Representatives (DAWIA POCs) Figure 2-2 DAWIA Management Structure 2.14 DAWIA Management Structure 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 commandlevel 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). 24

28 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 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 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 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: 25

29 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. 26

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31 Chapter 3 Systems and Data Sources 28

32 3.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 3 Systems and Data Sources edacm ( 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 29

33 Chapter 4 Acquisition Positions 30

34 4.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 4 Acquisition Positions 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 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 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. 31

35 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 For CAP and KLP requirements, refer to Chapters 6 and 7, respectively Special Statutory Requirements. Some acquisition positions, e.g., 1102 series (and equivalent military), have Special Statutory Requirements, see table 4-1. Position Civilian 1102 Occupational Series Positions Contingency Contracting Force (CCF) Special Statutory and Additional Requirements - 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, 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) 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 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 32

36 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. The DON Acquisition Workforce Total Acquisition Workforce CAP AWF KLP Key Leadership Positions Critical Acquisition Positions General Acquisition Positions Figure 4-1 DON Acquisition Workforce 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

37 DON Acquisition Designation Start Determine if the position is Acquisition 1 2 Determine the Determine the 3 Determine the 4 Career Field, Position Category, and Career Path Position Certification Level Position Criticality Type (non-cap, CAP, KLP) Review 7 Annually 6 5 Obtain approval per command Identify policies and code the position the Special in appropriate data system Acquisition Assignment Yes No Is the Position a KLP? Figure 4-2 DON Acquisition Designation Process 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

38 (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. 35

39 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 Business- Financial Management Business-Cost Estimating Contracting Engineering Facilities Engineering Industrial/ Contract Property Management Information Technology Category Code K P (B for Navy Officers) C S F D R Description Financial positions traditionally found in Program Offices. 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. All positions in the DON Contracting Professional Developmental Program, civilian positions only in the 1102 occupational series, and comparable military positions. Engineering positions typically in the 8xx occupational series. Facilities Engineering positions are usually Civil Engineers within NAVFAC that manage MILCON programs. Industrial/Contract Property Management positions are civilian and only within the 1103 occupational series. 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). 36

40 Career Field Life Cycle Logistics Production, Quality and Manufacturing Program Management Category Code L H (G for Navy Officers) A (J for Navy Officer also in the INTL Career field) Description Life Cycle Logistics (LCL) positions are typically 0346, 1670, 1712, and 1750 occupational series, technically supporting weapons systems. Production, Quality and Manufacturing (PQM) positions are typically at SUPSHIPs, Defense Contract Management Agency (DCMA), and Fleet Replacement Centers (FRCs). 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 Small Business Test and Evaluation I M T 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. The Small Business career field was established within the DOD AWF effective 1 October 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 positions are typically found at Warfare Centers and testing organizations. 37

41 Career Path International Acquisition Job Specialty 1 I (J for Navy Officers also in the PM Careers field) Description 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. Table 4-2 DAWIA Position Categories 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 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 caseby-case basis by the DACM. 38

42 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 fulltime 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 Step 5: Determine the Special Acquisition Assignment (SAA) Special Assignment (Abbreviation) 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. SAA Code A Career Field Alignment Program Management Program Executive Officer (PEO); Direct Reporting Program Manager (DRPM) Deputy Program Executive Officer (DPEO); L Program Executive Officer, Executive Director (PEO, ED); Deputy Direct Reporting Program Manager (DDRPM) 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 U (PL LCL) Program Lead Production, Quality, and Manufacturing (PL W PQM) Program Lead Systems Engineer/Chief Engineer Engineering N (PL ENG) Senior Contracting Official (SCO) D Contracting Other S *any Table 4-3 Special Assignment Life Cycle Logistics Production, Quality & Manufacturing Engineering 39

43 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) 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. 40

44 4.7 Civilian Recruiting and Selection Procedures The area of consideration is in accordance with command civilian personnel procedures 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 AP requirements associated with the specific position must be considered in the selection process The requirement to be an AC member for CAPs and KLPs must be met or a waiver approved prior to assignment 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 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 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 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 Temporary Promotions: Individuals must meet acquisition position requirements as if they were being permanently assigned 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. 41

45 4.9 Military Assignments Assignment officers/detailers should strive to fill acquisition positions with qualified AWF members who meet the requirements of the position 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 sixmonth 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. 42

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47 Chapter 5 Acquisition Corps 44

48 5.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 5 Acquisition Corps 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. 45

49 Criteria 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. Certification Level Description 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. 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. 4 years of Service in an AP either in the DoD or in a comparable position in industry or Government. Experience Other 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). CDR Command Screen: Surface Warfare and Submarine Warfare officers only The Surface Warfare and Submarine Warfare military community members must be command screened prior to application to AC. 5.4 Application Process Table 5-1 Acquisition Corps Membership Requirements 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 ( Navy Officers must apply via to pers- 46

50 Further information and the application form may be found on the Naval Personnel Command (NPC) website ( See table 5-2, AC Application Process. AC Applicant Acquisition Flag/General Officers, and SES Navy Military Officers (Assigned to Acquisition Positions) Application Process applications to the DACM Desk: Applications must address all AC membership criteria. 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 , mail to: 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) AC Applicant Civilians and Marine Corps Officers (Who are not currently in AWF Positions but have been tentatively selected for CAPs) Submit application via the edacm system. Application Process 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. 47

51 - 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 to the edacm Support Team for entry in the individual s DAWIA Transcript and mail to: edacm_support@navy.mil. Table 5-2 AC Application Process 5.5 DAWIA Designated Approving Authorities (DDAAs) Supervisors should ensure that applicant credentials support the AC eligibility criteria 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 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 Civilians other than SES Marine Corps Officers Active Duty Navy Officers through O-6 DACM Command Designated Commander, MARCORSYSCOM or his/her agent Military Acquisition Workforce Manager Table 5-3 Acquisition Corps Approval Authorities 5.6 Waivers There are no waivers into the AC. Applicants must meet AC requirements to become a member. 48

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53 Chapter 6 Critical Acquisition Positions (CAPs) 50

54 6.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 6 Critical Acquisition Positions (CAPs) 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 Designation Criteria 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 External to SYSCOMs, CAP designations must be approved on a case-by-case basis by the DACM. 51

55 DON CAPs - Not Typically Designated KLP Description Acquisition Flag/General Officer/Senior Executive Service Positions 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 - 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. 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 Position Requirements Table 6-1 DON CAPs (Non-KLP) 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 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 Certification. All CAPs require Level III certification in the career field associated with the CAP within 24 months of assignment. 52

56 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 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 CL Hours. Individuals in CAPs must earn a minimum of 80 CL Hours every two years. For detailed information refer to Chapter 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. 53

57 Chapter 7 Key Leadership Positions (KLPs) 54

58 7.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 7 Key Leadership Positions (KLPs) 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. 7.2 Designation Criteria 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) 55

59 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 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 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 Position Requirements Level III career field certification and AC membership are required and must be met prior to assignment to a designated KLP A tenure agreement is required for all KLPs. 56

60 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 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 Approving Authorities 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 SYSCOMs approve all other KLP assignments when waivers are not required. 7.6 Administrative Transfers 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. 57

61 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. Position PEO, DPEO/ED, DRPM & DDRPM PM for MDAPs (ACAT I/IA) DPM for MDAPs (ACAT I/IA) PM and PfM for Significant Nonmajor Programs (ACAT II) DPM and DPfM for Significant Nonmajor Programs (ACAT II) Special Statutory and Additional Requirements 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. 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. 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. - 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. - 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. 58

62 Position Contracting Officers who award or administer contracts above the Simplified Acquisition Threshold (SAT) (see Note*) Special Statutory and Additional Requirements - Completion of all contracting courses required for the acquisition career field certification level of the position. - 2 years of experience in a contracting position 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) Other Flag Officers and General Officers assigned to Significant Acquisition Jobs Note*: - All the above requirements apply plus 4 years of contracting experience years acquisition experience in an AWF position, at least 4 years of which performed while assigned to a CAP. 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 7-1 Special Statutory Requirements 7.8 Reporting Requirements SYSCOMs and PEOs must report KLPs by program in response to the DACM s data call. 59

63 Chapter 8 Certification 60

64 8.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 8 Certification 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: Civilians assigned to designated acquisition positions Active Duty Military Officers currently serving in an acquisition position or an acquisition career path Enlisted personnel in designated acquisition positions 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 ( AWF members must meet the Core (mandatory) certification standards in place at the time of request for certification. AWF members 61

65 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: ( 8.4 Certification Levels 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 certification level is determined by billet rank 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 SELRES positions may be designated at Level I or II only Table 8-1 provides guidance for determining certification levels. 62

66 Certification Level Level III (Advanced) Level II (Intermediate) Level I (Basic) Consideration Factors 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. 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. 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. Table 8-1 Certification Levels and Factors 8.5 Certification Timeframes In accordance with DoDI , all personnel filling AWF positions, except KLPs, have a 24-month grace period to meet the current standards and obtain the 63

67 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 KLPs: Employees must meet the certification standards of their KLP at the time of assignment or obtain a position waiver 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 A position waiver does not mean that the individual is career field certified, nor that the certification requirements no longer apply 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 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 AWF members must meet primary certification requirements before pursuing subsidiary certifications There are no timeframes associated with subsidiary career field certifications 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). 64

68 SELRES are not eligible for subsidiary certifications 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 AWF members who have met all mandatory training, education and experience requirements must request certification Submit certification requests online via edacm Select 'Manage Career, then select Manage Certification Requests. 8.7 Certification Approval Process Certification must be approved by a DDAA. DPEs/DPDs should maintain a chain of custody to track the certification approval authority that is granted Each DPE/DPD will develop a plan and process for managing certification approval in their SYSCOM. 8.8 DAWIA Designated Approving Authorities The DACM has the authority to approve acquisition FO, GO, SES, and SELRES certifications 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 Commands that do not have Level III certified approving authorities may request certification from another DON command s DDAA Supervisors in employee s same career field can approve up to Level II DAWIA Certification 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 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. 65

69 8.9 Certification Revalidation 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 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. 66

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71 Chapter 9 Waivers 68

72 9.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 9 Waivers 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 The ASN(RD&A), via the DACM, is the waiver approving authority. The next table summarizes circumstances, delegated approval authority, and timing of waivers 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 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 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 SCOs approve waivers for 1102 (and equivalent military) CAPs and Contracting Officers with warrants above the SAT Navy military CAP waivers (except for FO) are required to be coordinated via Military AWF manager in the DACM office 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. 69

73 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. Waiver (cannot exceed 24 months) Acquisition Position Waivers 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 *Special Statutory AC Tenure At Time of Selection At Time of Selection At Time of Selection 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 *Special Statutory AC KLPs: At Time of Selection Navy Military CAPs: 24 Months After Assignment At Time of Selection At Time of Selection 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 *Special Statutory At Time of Selection AC At Time of Selection Tenure At Time of Selection 70

74 Waiver (cannot exceed 24 months) Acquisition Position Waivers Approving Authority Waiver Type When Certification 24 Months After Assignment Civilian CAPs With the following exceptions: SES, 1102s and Contracting Officers above the Simplified Acquisition Threshold (SAT). Echelon I & II Commands SYSCOM DPEs May be further delegated *Special Statutory AC **Tenure At Time of Selection At Time of Selection Prior to Early Departure 1102s (and Equivalent Military) and Contracting Officers With warrants above SAT. Waivers may be granted to current DoD employees only. All Other Acquisition Positions Senior Contracting Official May not be delegated Echelon I & II Commands SYSCOM DPEs May be further delegated *Special Statutory Certification At Time of Selection 24 Months After Assignment * 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 71

75 Chapter 10 Education 72

76 10.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 10 Education 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 ( 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 Business Cost Estimating Education Standards - Baccalaureate Degree (Any Field of Study). - 3 semester credit hours from a calculus course 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 Engineering S&TM Test & Evaluation - 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. - 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 - 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. - Baccalaureate or graduate degree in a technical or scientific field such as Engineering, Physics, Chemistry, Biology, Mathematics, Operations Research, Engineering Management, or Computer Science. - 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. Table 10-1 Acquisition Career Fields with Educational Requirements 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 73

77 courses may include: Applied Mathematics, Statistics, Modeling, Management Science, Applied Research Methods, Engineering Economics, Tests and Measurements, Calculus, Computation Techniques, etc Meeting Education Requirements 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 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 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 For detailed information on crediting semester hours toward the 24/12 requirements refer to the DAU icatalog and Select Meeting Education Standards Tuition Assistance 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 Tuition assistance for military DON AWF members is available through the military tuition assistance program. 74

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79 Chapter 11 Training 76

80 11.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 11 Training 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 (webbased) 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 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 DoD publishes certification standards annually in the DAU icatalog ( 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 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 Specialized Training for the Program Management Career Field 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. 77

81 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 Current DON PMs and DPMs, PfMs and DPfMs of ACAT I and II programs will have the highest priority 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 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 Process to Register for DAU Training DON employees request and receive approval for DAU training via edacm ( 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 ( to: edacm_support@navy.mil) will be contacted by the DAWIA POC if the errors in the AWF member s user profile require elevation 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 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 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. 78

82 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 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 firstcome-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 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 DAU Training Credit The DAU training history maintained in edacm includes the completion of a DAU course, equivalent course, or fulfillment DAU course completions are automatically recorded in edacm and DON DAWIA Transcripts within 10 days of course completion DAU Course Equivalency 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 ( and is updated as required. 79

83 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 DAU Course Fulfillment 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 Commands will establish a fulfillment process to ensure that applicants meet the learning objectives of the DAU course and provide adequate justification Course fulfillments must be approved by the designated DDAA Applicants must complete Form DD 2518 ( 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 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 DAU 100, 200, 300 level courses: The applicant forwards the fulfillment request to his or her first level supervisor. 80

84 11.9 Expedited Fulfillments 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 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 Once the expedited process is authorized, DACM will notify commands and provide detailed guidance for submitting, obtaining approval, and processing application packages Retention of Approved Fulfillments Requests should be routed through the command DPD to the edacm Support Team (mail to: edacm_support@navy.mil) The edacm Support Team adds approved fulfillments to the AWF members DAWIA transcripts within edacm Applicants are advised to maintain copies of approved fulfillment packages. 81

85 Chapter 12 Experience 82

86 12.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 12 Experience 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 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 ( Experience may be assessed using the following criteria: 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 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 ( 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. 83

87 Non-DoD Federal Agencies and Private Industry 12.3 Additional Military Guidance 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 Military personnel assigned to AWF positions and who are augmented may receive applicable acquisition experience credit while on the IA 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 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) Marine Corps Officers and Enlisted. Experience assessments are conducted by the Commander, or his/her agent, at MARCO SYSCOM Crediting Acquisition-Related Education toward Experience 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) 84

88 Acquisition-related education may be credited towards experience for a maximum of one year in the following cases: 12.5 Approving Authorities 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 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 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. 85

89 Chapter 13 Continuous Learning 86

90 13.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 13 Continuous Learning 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 CL Category Training Academic Credits related to Acquisition Career Field Acquisition Experience Professional Activities related to Primary Career Field Other Descriptive Information - Other Functional Training - Other General Acquisition Training - Other Leadership/Professional Training - Non-AWTAP Academic Credit - DANTES Equivalency Exam - On-the-Job Experiential Assignment - Rotational Assignment - Industry Exchange - IPT/Special Project Leader - IPT/Special Project Member - Mentoring - Other Acquisition Experience - Teaching/Lecturing - Symposium/Conference Presentation - Writing for Publication - Other Professional Activity - Other Developmental Opportunities Acquisition Based Only - Product Site Visit, e.g. Ship Trials Table 13-1 Continuous Learning 13.2 Position Requirements for CL 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 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. 87

91 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 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 CL Cycle (Timeframe) 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 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. 88

92 (Page Intentionally Left Blank) 89

93 Chapter 14 Slating Panel Guidelines and Package Contents 90

94 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 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 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. 91

95 Applicants Panel Deliberations Documentation 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. 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 nonselected applicants once a selection has been approved. DACM will continue to work with SYSCOMs to ensure slating results are properly documented and processed to ASN (RD&A) within 10 business days. 92

96 Detailed guidelines, including required slating panel documentation, summary, metrics and candidate packages, are found on pages The DAWIA Operating Guide will be updated to include this guidance and any additional documentation requirements These new procedures shall be implemented by the beginning of FY

97 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 ). 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. 94

98 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 ). 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 95

99 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 ) Candidate Packages (In rank order, primary first) o Candidate Information Sheet (see pages ) o Biography/Résumé o DAWIA Transcript ( 96

100 Selection Authority Slating Endorsement Memo TEMPLATE MEMORANDUM Ser DD MMM YY FROM: TO: VIA: (Commander, XXX) (Program Executive Officer, XXX) Assistant Secretary of the Navy, Research, Development and Acquisition (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 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. 97

101 (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 98

102 Slating Panel Summary Sheet Slating Panel Date: Slating Panel Selection Summary: Primary Candidate (Current Position) Alternate 1 (Current Position) Alternate 2 (Current Position) Alternate 3 (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

103 Diversity Metrics: Slating Panel Summary Sheet (Continued) 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 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. 100

104 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 Training: Required training Complete (Y/N) Date completed PMT 401 or Predecessor (PMT 301 or PMT 302) PMT 402 or Predecessor (PMT 303) 101

105 Candidate Information Sheet (Continued) Experience: (list most recent experience first *Functional Competency (i.e. FM, CON, Months Acquisition Experience Program Office (Subset of Core) # Dates Assignment Activity SPRDE, LOGS, PM) Core 1 4/2011 4/2012 PMA 317 IPT Lead PM Education (12 month max related experience) Experience Sub-total Minimum Requirement Total (Core Acquisition + Related) Related ACAT I/IA ACAT II months ACAT I/IA Minimum Total 72 months ACAT II Minimum Total *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.]

106 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) 103

107 Chapter 15 Naval Acquisition Development Program 104

108 15.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 15 Naval Acquisition Development Program 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 ( ) 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 NADP Entry Level Employees 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) 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 The program length is from two to three years depending upon the individual s career field and credentials when hired NADP Associate Employees This segment of the Program was established within Section 852 of the National Defense Authorization Act (NDAA) of 2008, Public Law No and amended by the NDAA of 2010, Public Law No: This legislation created the DAWDF. The NADP Associates participate in a structured two year management development training program designed to recruit and develop mid- 105

109 career professionals with significant experience in the public or private sector to meet mid-level DON AWF requirements Eligibility: Interested candidates qualify based on the following criteria: 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 NADP-Wounded Warrior (NADP-WW) Employees NADP-WW was established within Section 852 of the National Defense Authorization Act (NDAA) of 2008, Public Law No 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 Eligibility: Interested candidates qualify based on the following criteria: 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. 106

110 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. 107

111 Chapter 16 Selected Reserve (SELRES) Component Guidance 108

112 16.1 Overview ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Chapter 16 Selected Reserve (SELRES) Component Guidance 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) 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 Roles and Responsibilities: 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) 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. 109

113 The ACL will: 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. 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. 110

114 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 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. 111

115 Review and approve/disapprove SELRES training requests required for certifications 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 Reserve Officer Status (PERS-911) will: Enter acquisition Additional Qualification Designator (AQD) into member's record upon approval from NPC and edacm 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, 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. 112

116 16.4 SELRES AWF Policy: Be personally accountable for ensuring that acquisition certifications are entered in to their personnel records 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. 113

117 Appendices 114

118 (Page Intentionally Left Blank) 115

119 Appendix A: Position Category Coding and Descriptions 116

120 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 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 International Acquisition Career INTL* J I Path LCL L Life Cycle Logistics PM A A/J Program Management Production, Quality & PQM H G 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. 117

121 Appendix A-1: Business-Cost Estimating AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Business Cost Estimating BUS-CE P 1 Apr Mar 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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 118

122 Appendix A-2: Business-FM AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Business Financial Management BUS - FM K 1 Apr Mar 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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: 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 Not Identified AKx 65FX 65WX Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

123 Appendix A-3: Contracting AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Contracting Not Uniquely Specified CON C 5 May May 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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 All acquisition positions require management attention with respect to certification requirements and individual development. See reference (c). 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). 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: 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 1102 FA 51C MOS 51C ACx 64PX 6C0X Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

124 Appendix A-4: Engineering 121

125 Appendix A-5: Facilities Engineering AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Facilities Engineering Not Uniquely Specified FE F 2 Mar Jun 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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 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). 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: 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS xx xx xx NONE AFx NONE NONE Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

126 Appendix A-6: Industrial and/or Contract Property Management AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Industrial and/or Contract Property Management Not Uniquely Specified IND Category Code: Date Approved: Last Reviewed: D 26 Apr May 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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). 2. All acquisition positions require management attention with respect to certification requirements and individual development. See reference (c). 3. 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). 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: 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 Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

127 Appendix A-7: Information Technology AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Information Technology Not Uniquely Specified IT R 19 Aug Jun 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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: 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS A 51R ARx 17Dx3 DOxx 3D1xx 1B4xx Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

128 Appendix A-8: Life Cycle Logistics AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title: Category Code: Date Approved: Last Reviewed: Life Cycle Logistics Not Uniquely Specified LCL L 25 July July 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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, 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 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; 125

129 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS ALx 20Cx 21xx Recommended Changes/Updates: Forward to: Director, Foundational Learning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

130 Appendix A-9: Program Management AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Program Management Not Uniquely Specified PM A 12 Mar Jul 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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 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). 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: 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 , DoDI , 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS xx 08xx xx A 67 AAx 60CX 63AX Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

131 Appendix A-10: Production, Quality & Manufacturing AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Production, Quality & Manufacturing Not Specified PQM H 10 May Apr 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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 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). 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: 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. 128

132 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 xx xx Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

133 Appendix A-11: Purchasing AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Purchasing Not Uniquely Specified PUR Category Code: Date Approved: Last Reviewed: E 11Jun May 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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). 2. All acquisition positions require management attention with respect to certification requirements and individual development. See reference (c). 3. 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). 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: 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 Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

134 Appendix A-12: Science & Technology Manager AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Science & Technology Manager S&TM I 2 Jan May 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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: 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS xx 08xx 13xx 15xx 51S 51T AIx 61SX 62EX Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

135 Appendix A-13: Small Business AT&L Workforce Position Category Description (PCD) Career Field: Small Business Short Title: SBP Category Code: M Ref: (a) DoDD dtd 12 Jan 2005 Date Approved: 2 Sept 2014 (b) DoDI 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 dtd 10 Mar 2009 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 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 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). 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 4 th Estate organizations such as MDA, DTRA, and 132

136 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 Uniformed Personnel Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS 03XX XX XX XX 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 or call

137 Appendix A-14: Test and Evaluation AT&L Workforce Position Category Description (PCD) Career Field: Career Path: Short Title Category Code: Date Approved: Last Reviewed: Test and Evaluation Not Uniquely Specified T&E T 11 Jun Jun 2017 Ref: (a) DoDD dtd 12 Jan 2005 (b) DoDI 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 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 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). 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: 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 A 51T ATx 11XX 12XX 13XX 17DX 61XX 62EX 63AX Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

138 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. Typical Career Codes: Civilian Personnel Uniformed Personnel OCC Series Army AOC Navy AQD Air Force AFSC Marine Corps MOS Not Identified ABx 65FX WX Recommended Changes/Updates: Forward to: Director, Foundational Leaning Directorate (Attn: Dir, Academic Programs), Defense Acquisition University, 9820 Belvoir Road, Suite 3, Fort Belvoir, VA or call

139 Appendix B: DON Acquisition Career Council Charter 136

140 Appendix B: DON Acquisition Career Council Charter 137

141 138

142 139

143 Appendix C: Samples of Certification and CL Delinquency Templates 140

144 Appendix C-1: Sample of Notice of Certification Delinquency SSIC Originator Code MM DD YYYY FROM: TO: (supervisor s NAME, POSITION TITLE) (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, 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: 141

145 Appendix C-2: Sample Letter of Direction to Complete Certification Delinquency SSIC Originator Code MM DD YYYY FROM: TO: (supervisor s NAME, POSITION TITLE) (employee s NAME, GRADE, POSITION TITLE) SUBJECT: LETTER OF DIRECTION Reference: (a) DON Defense Acquisition Workforce Improvement Act (DAWIA) Operating Guide dated December 7, 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: 142

146 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. 143

147 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. 144

148 (Page Intentionally Left Blank) 145

149 Appendix D: Forms 146

150 Appendix D-1: DON Civilian Acquisition Assignment Coding Sheet Revised May 14, 2015 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 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, 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. 147

151 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, , PHONE): EFFECTIVE DATE OF ACTION: 148

152 Appendix D-2: Critical Acquisition Position Service Agreement CAP Form DD

153 Appendix D-3: Critical Acquisition Position Service Agreement KLP Form DD

154 Appendix D-4: Fulfillment of Mandatory DoD Training Form Form DD

155 Appendix D -5: Workforce Position Requirements Waiver Form DD

156 153

157 Appendix E: Key Reference 154

158 Statutory References ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 Appendix E: Key References Defense Acquisition Workforce Improvement Act (DAWIA), Title 10, U.S.C (2013). tion=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). mo pdf DoD References U.S. DoD Directive , Operation of the Defense Acquisition System. (January 7, 2015). U.S. DoD Directive , Defense Acquisition, Technology, and Logistics Workforce Education, Training, and Career Development Program. (July 27, 2017) U.S. DoD Memorandum, USD (AT&L), Human Capital Initiatives Defense Acquisition Workforce Development Fund (DAWDF) Desk Operating Guide, Version 1.0 (August 2016). Guide.pdf U.S. DoD Memorandum, USD (AT&L), Key Leadership Positions and Qualification Criteria (November 8, 2013). MemoSignedwAttachment.pdf SECNAV References U.S. Department of the Navy, SECNAV Instruction F, Managers Internal Control (MIC) Program (July 21, 2014). U.S. Department of the Navy, SECNAV Instruction , Acquisition, Logistics and Technology Workforce Management, Oversight, and Stewardship (July 22, 2009). 0Security%20and%20Safety%20Services/05-300%20Manpower%20Personnel%20Support/ pdf U.S. Department of the Navy, SECNAV Instruction R, Assignment of Responsibilities and Authorities in the Office of the Secretary of the Navy (August 17, 2009)

159 ASN(RD&A) References ASN(RD&A) DON DAWIA Operating Guide December 7, 2017 U.S. Department of the Navy, ASN(RD&A), Acquisition Workforce FY16-22 Strategic Plan (April 22, 2015). ( Plan-Final.pdf). U.S. Department of the Navy, ASN(RD&A) Memorandum, Navy Selected Reserve Officer Acquisition Community Management Policy (May 29, 2015). U.S. Department of the Navy, ASN(RD&A), Delegation of Responsibilities and Authorities for Director, Acquisition Career Management (August 25, 2016). U.S. Department of the Navy, DACM Memorandum, Acquisition Career Council and National Leads Memorandum (November 17, 2015). U.S. Department of the Navy, ASN(RD&A) Memorandum, Acquisition Program Manager and Deputy Program Manager Slating Process (July 13, 2017). OPNAV References U.S. Department of the Navy, OPNAV Instruction C, Identification of Major Program Manager Billets (March 4, 2007). ( 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).( ursesviagradedatthenps 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). 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). 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)

160 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). U.S. Department of the Navy, DACM Operating Guide, Naval Acquisition Development Program (NADP). df 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). ( courses pdf). U.S. Department of the Navy, DACM Memorandum, Acquisition Workforce Tuition Assistance Program (AWTAP) Policy (May 1, 2014). ( 157

161 Appendix F: Acronyms 158

162 Appendix F: Acronyms AC ACAT ACC ACE AQD APM ASN(RDA) AT&L AWF AWTAP BCAT CAE CAP CEU CL CLC CLP CMC CNO CPDP DDAA DACM Acquisition Corps (formerly Acquisition Professional Community-APC) Acquisition Category Acquisition Career Field Council American Council on Education Additional Qualification Designator Acquisition Professional Member Assistant Secretary of the Navy (Research, Development, and Acquisition) Acquisition, Technology & Logistics Acquisition Workforce Acquisition Workforce Tuition Assistance Program Business System Category Component Acquisition Executive (within DON, this is known as the Service Acquisition Executive (SAE) and is the ASN(RD&A) Critical Acquisition Position Continuing Education Unit Continuous Learning Continuous Learning Center Continuous Learning Point Commandant of the Marine Corps Chief of Naval Operations Contracting Professional Development Program DAWIA Designated Approval Authority Director, Acquisition Career Management 159

163 DACM-MIS DAE DANTES DASN DRPM DAU DAWDF DAWIA DCPDS DDRMP DoD DoDD DoDI DPD DPM DRPM DTM edacm ED PEO FMLA FL FIPT FN GO HCAs DACM Management Information System Defense Acquisition Executive Defense Activity for Non-Traditional Education Support Deputy Assistant Secretary of the Navy Direct Reporting Program Manager Defense Acquisition University Defense Acquisition Workforce Development Fund Defense Acquisition Workforce Improvement Act Defense Civilian Personnel Data System Deputy Direct Reporting Program Manager Department of Defense Department of Defense Directive Department of Defense Instruction DAWIA Program Director Deputy Program Manager Direct Reporting Program Manager Directive-Type Memorandum DON Acquisition Career Management System Executive Director, Program Executive Officer Family & Medical Leave Act Functional Leads Functional Integrated Product Team Foreign National General Officer Heads of Contracting Activities 160

164 IDP IMAPMIS IPT KLP LWOP MDA MDAP MDP MIS MOS NACC NADP NADP-WW NDAA NES NPC OPINS OPM PCD PCD PD PEO PM PMD SAA Individual Development Plan Inactive Manpower & Personnel Management Information System Integrated Product Team Key Leadership Position Leave Without Pay Milestone Decision Authority Major Defense Acquisition Programs (ACAT I Programs) Master Development Plan Management Information System Military Occupational Specialty Naval Acquisition Career Center Naval Acquisition Development Program Naval Acquisition Development Program Wounded Warrior National Defense Authorization Act Navy Enlisted Personnel System Naval Personnel Command Officer Personnel Information System Office of Personnel Management Position Category Description Principal Civilian Deputy (ASN(RDA)) Position Description Program Executive Officer Program Manager Principal Military Deputy (ASN(RDA)) Special Acquisition Assignment 161

165 SCO Senior Contracting Official SECNAVINST Secretary of the Navy Instruction SELRES SES SSB URL USC USD(AT&L) WMG Selected Reserve Senior Executive Service Senior Steering Board Unrestricted Line Officer United States Code Under Secretary of Defense for Acquisition, Technology, and Logistics Workforce Management Group 162

166 (Page Intentionally Left Blank) 163

167 Appendix G: Glossary 164

168 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 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)). 165

169 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 ( 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 ( 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. 166

170 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 decisionmaking. 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 167

171 (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 ). 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. 168

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