FM Workforce Update
Ms. Glenda ScheinerDirector, Human Capital & Resource ManagementOffice of the Under Secretary of Defense (Comptroller)
March 14, 2019
2019 ASMC National Capital Region PDI
Agenda
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❖ FM Workforce Demographics and Structure
❖ Strategic Workforce Planning
❖ FM Certification
❖ FM Workforce Initiatives
❖ Professional Development
❖ Stay Connected
The DoD FM workforce…
…a dynamic & diverse community!
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Financial Management /
Acquisition Workforce
Total DoD FM
Military Workforce21%
11,249
MIL
Army10%
MIL
Air Force8%
MIL
Navy3%
Total DoD FM
Civilian Workforce 79%
42,812
CIV
Army18%
CIV
Air Force14%
CIV
Navy15%
CIV
4th Estate32%
DFAS 54%
28% 22% 18% 32%
DoD FM Workforce Demographics
FM/ACQ Workforce
8,742 16%FM Workforce
44,898 84%Other 421
Total FM Workforce 54,061
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CivilianEducation Levels
Less than Bachelor's Degree: 38%Bachelor’s Degree: 39%Advanced Degrees: 23%
Career LevelsGS 01-08/Equivalent: 20%GS 09-12/Equivalent: 45%GS 13-15/Equivalent: 35%
Age Distribution 29 and Under: 7% 30-39: 24%40-49: 23%50 and Over: 46%
Retirement Eligibility Currently Eligible to Retire: 14%Eligible to Retire Next Year: 4%Eligible to Retire in Two to Five Years: 13%
MilitaryEducation Levels
Less than Bachelor's Degree: 56%Bachelor’s Degree: 27%Advanced Degrees: 17%
Career LevelsE01-09: 75%O02-06: 24%W01-05: 1%
Age Distribution 29 and Under: 41%30-39: 36%40-49: 19%50 and Over: 4%
Retirement Eligibility Currently Eligible to Retire: 7%Eligible to Retire Next Year: 2%Eligible to Retire in Two to Five Years: 8%
DoD FM Workforce Demographics civilian vs. military
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The average GS 1-15 FM civilian is 47 years old.
Mill
enn
ials
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82
-19
99
23%
Trad
itio
nal
19
00
-19
45
<1%
Ge
ne
rati
on
X1
96
5-1
98
248%
Bab
y B
oo
me
rs 1
94
6-1
96
4
29%
Age: 73 & OverAge: 54 - 72Age: 36 - 53Age: 35 & Under
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70282124
% of FMers eligible to retire between now & 5 years
FM occupational series
0501 0503 0505 0510 0511 0525 0530 0540 0544 0545 0560 0561 0599
33%
24%
49%
31%
25%
36%
33% 16% 31%
26%
34%
29%
0%
The DoD Civilian Leadership Age & Retirement Eligibility
DoD SES Current Age Profile
❖ 85% of DoD-Wide SESs are 49 years of age or older
❖ 68% of DoD-Wide SESs are eligible to retire
over the next 5 years
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❖ 46% of DoD-Wide Supervisors are 49 years of age or older
❖ 42% of DoD-Wide Supervisors are eligible to retire
over the next 5 years
(Non-Executive)
(Non-Executive)
146
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38% Eligible to retire
today
FM SES Retirement Eligibility
# of FM SES across DoD
8%Additional
FM SES Current Strength Totals
0 20 40 60 80
Army
Air Force
Navy
4th Estate 71302025
146 Eligible to retire next year
46% Eligible to retire
within 1 year
This means…
Federal Employee Viewpoint Survey (FEVS)A federal-wide survey conducted by OPM that provides a safe and confidential way for employees to voice their opinions and perceptions of their job satisfaction, talent, leadership, performance culture, and work-life.
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ENGAGEMENT SATISFACTION
72%Positive FM Workforce
responses to Employee
Satisfaction questions
on the 2018 FEVS
2017 - 70%
2016 - 68%
2015 - 67%
The FM Workforce has continuously improved in
Employee Satisfaction and Engagement over the last
4 years
70%Positive FM Workforce
responses to Employee
Engagement questions
on the 2018 FEVS
2017 -72%
2016 - 70%
2015 - 70%
Strategic Workforce Planningis the systematic process for identifying and addressing the gaps between the workforce of today and the human capital needs of tomorrow
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DoD DIVERSITY AND INCLUSION STRATEGIC PLAN
DoD HUMAN CAPITAL OPERATING PLAN (HCOP)
OUSD LEVEL STRATEGY
Department of Defense Financial Management WorkforceSTRATEGIC WORKFORCE PLAN
FY 2019 - 2023
AGENCY REFORM PLAN
SUMMARY OF THE NATIONAL DEFENSE STRATEGY(2018)
AGENCY STRATEGY
(WORKFORCE RATIONALIZATION PLAN)
PRESIDENT’S MANAGEMENT AGENDA
DoD FM Workforce Strategic Alignment
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FM CORE VALUES
The FM Community Values (S.H.I.E.L.D) apply to all FM personnel, including military and civilian. These values shape the way we do business in the FM Community.
◙ Stewardship - Manage, allocate and monitor financial resources in compliance with laws, regulations, and policies, with sufficient transparency and appropriate internal controls to ensure these resources are efficiently applied to meet organizational goals and objectives, while considering the federal government's fiduciary duty to the Nation
◙ Honor - Conduct ourselves in the highest ethical manner in all relationships with peers, superiors, and subordinates. Be honest and truthful in our dealings with each other, and with those outside the Department
◙ Integrity - Do what’s right, legally, morally, and ethically. Integrity is a quality you develop by adhering to moral principles. Remain impartial in all official business and engagements and do not use public office for private gain
◙ Excellence –Endeavor to exceed expectations in all service to the Department through demonstrated commitment to innovation, diversity, inclusiveness, ongoing learning, and continuous improvement
◙ Loyalty - Bear true faith and allegiance to the U.S. Constitution, the Department, your Component, your unit, and others
◙ Duty - Fulfill your obligations. Performing your duty means more than carrying out your assigned tasks
15 STEWARDSHIP•HONOR • INTEGRITY• EXCELLENCE •LOYALTY •DUTY 13
STRATEGIC GOALS
GOAL 2Enable Business Reform and
Auditability in DoD
GOAL 4Make DoD the Financial Management Employer
of Choice
GOAL 3Strengthen Partnerships and Customer Service
GOAL 1Strengthen the Financial Management Workforce
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2
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FINANCIAL MANAGEMENT STRATEGIC WORKFORCE PLAN SUMMARY (FY 2019 –2023) 14
DoD FM Certification Program
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DoD FM Certification - % Certified by Component*
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*Percent of active members in the FM LMS As of March 1, 2019
DoD FM Certification - % Certified by Component*
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*Percent of active members in the FM LMS
38,717 FM Members Certified~68% of Active Members in the FM LMS
As of March 1, 2019
FM-related Test-Based
Certifications
FM myLearne-catalog(12,000+ Courses)
OUSD(C)-Developed Web-Based Training
Symposia & Training Events
DoD FM Workforce Virtual Training
Academic & Leadership Courses
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CETs: What
Counts?
https://fmonline.ousdc.osd.mil/CET/cet.aspx
Acquisition (DAWIA)
Certification Courses
FM-related Test-Based
Certifications
FM myLearne-catalog(12,000+ Courses)
OUSD(C)-Developed Web-Based Training
Symposia & Training Events
DoD FM Workforce Virtual Training
(Pilot)
Academic & Leadership Courses
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Hone Your SkillsCETs: What
Counts?
https://fmonline.ousdc.osd.mil/CET/cet.aspx
Acquisition (DAWIA)
Certification Courses
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2220 Test-Based Certifications
Accredited Business Accountant (ABA) Certified Government Financial Manager (CGFM)
Accredited in Business Valuation (ABV) Certified Information Systems Auditor (CISA)
Certified Accounts Payable Professional (CAPP) Certified Inspector General Auditor (CIGA)*
Certified Cost Professional (CCP) Certified Internal Auditor (CIA)
Certified Cost Estimator/Analyst (CCE/A) Certified Management Accountant (CMA)
Certified Defense Financial Manager (CDFM) Certified Payroll Professional (CPP)
Certified in Financial Forensics (CFF) Certified Public Accountant (CPA)
Certified Forensic Accountant (Cr.FA) Certified Public Finance Officer (CPFO)*
Certified Fraud Examiner (CFE) Certified Treasury Professional (CTP)
Certified Government Audit Professional (CGAP) Forensic Certified Public Accountant
*Reflects the 2 most recent additional to this list.
OUSD(C) developed 80 Web-Based Training Courses to support your continuing learning
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• Live, virtual classroom that allows direct interaction between participants and instructors
• Courses in FM and leadership-related topics provide 8-32 CPEs, depending on course
• Eligible participants: Current participants in FM Certification Program
• FREE TO COMPONENTS: Course(s) funded by OUSD(C)
Keep skills sharp Learn new techniques Professional growth
DoD FM Virtual Training Program
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Upcoming Courses
DoD FM Virtual Training Program
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FY 2019 Course schedule and additional information are available on FM Online: https://fmonline.ousdc.osd.mil/default.aspx
Course Title
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FM Workforce Initiatives
FM Non-Appropriated Fund (NAF) Certification Pilot Background: • The NAF FM Workforce has expressed interest in being included in the DoD FM
Certification Program
• DoD FM Senior Leadership Group approved the implementation of a NAF Pilot with voluntary inclusion
• The Pilot program will be established under the direction of DoD Instruction 1300.26
Status: • OUSD(C) is working with OSD (P&R) to establish a NAF working group to
manage the pilot program
Questions:• Emails can be sent to the following address: [email protected]
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FM Proficiency Assessment
Background: • Develop an online FM proficiency assessment to identify competency skills gaps
Status: • Currently exploring OSD Intel Community certification assessment,
benchmarked with DCAA, OPM, and DISA
Assessment should:• Be administered online based on competencies aligned with occupational
series and certification level• Provide objective competency skills gap feedback to employees• Identify overall FM workforce competency gap trends• Allow employees and supervisors to target CETs to their individual competency
gaps as they build their IDP
Way Ahead• Complete analysis with Intel community• Present Course of Action to USD(C) and obtain approval
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FM Workforce Dashboard• Developed an FM Workforce Dashboard to
provide data analytics for DoD-wide FM workforce
Accurate and relevant data helps identify workforce trends, strengths, and needs
• Incorporates data from 7 different sources
• Partnering with DCFO/BIO to transition the dashboard to the Defense Repository for Common Enterprise Data (DRCED) in the near future
• Under DRCED, Components will have ability to access data
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FM Professional Development
…developing and strengthening our workforce!
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What is an individual development plan (IDP)?An annual training and development plan whose primary purpose is to help employees reach short and long-term career goals, as well
as improve current job performance
https://fmonline.ousdc.osd.mil/FMmyLearn/IDP/Default.aspx
Career Goals Leadership Development
Training FM Competency
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Career Goals Leadership Development TrainingFM Competency
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Remember to save your progress
Advance to next section
Enter your mid-term
goals
Enter your long-term
goals
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Supervisor comments
Employee comments
Career Goals Leadership Development TrainingFM Competency
PDF Output
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Employee Data, Supervisor Data,
and FM Certification
Program Information
FM Competencies
Leadership Competencies
Other Required Courses
Leadership Development
Experience
Education
Training
Employee Goals
Supervisor Comments
Signatures
• This is an example of the PDF Output for someone who is working towards their level 2 FM Certification
• Example begins on the left and continues on the lower right hand side
• All 11 parts of the FM IDP are displayed on-screen
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FM STARs Program Goals:
• Enhance understanding of other operations, systems, and relationships
• Better understand the larger operational environment and individual roles in
support of the DoD FM mission
• Reinforce the important role of the civilian, inspiring meaningful contributions to
the team, and improving effectiveness in the workplace
Background:
• Available to DoD FM civilians in the FM Certification Program
• Duration: 3- to 6-month cross-component assignments
• Funded by OUSD(C)
New FM Developmental Assignment Program
Additional Information: https://fmonline.ousdc.osd.mil/PDP/Default.aspx
STRONG
TRAINED
AGILE
READY
FM STARs Program (cont.)
• Program is focused on cross-Component development
Applicants may not apply to assignments within their same Component
• Applicants must be GS 12-15, enrolled in the FM Certification Program, and CFCM endorsed
• Assignments may be independent or exchanges
• 22 participants were selected for the Pilot
• Pilot ran August 2018 through February 2019
• The DoD FM Senior Leader Group approved the program based on pilot’s results
• Components should begin developing their FM STARs Opportunity Submissions
• FY 2020 Cohort Program launching soon!
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FM STARs Webpagehttps://fmonline.ousdc.osd.mil/PDP/Default.aspx
34Contact your Component FM STARs POC for more information or visit FM Online
DoD–Expeditionary Civilian Workforce (EC)
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• 59 FM-coded civilian positions across DoD designated for deployment program
• Positions available in FY20
• Length of deployment: ~12 months
• Components will identify civilians with a high level of performance, professionalism, and expertise for deployment assignments
• Offers unique deployment opportunities for DoD civilians to support contingency operations
Expeditionary service is a great opportunity for civilian personnel that enhances career development
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DoD and Additional Leadership Opportunities❖ Defense Civilian Emerging Leader Program
https://www.cpms.osd.mil/Subpage/Events/LeaderDevelopment
❖ Executive Leadership Development Program https://www.cpms.osd.mil/Subpage/Events/LeaderDevelopment
❖ Defense Senior Leader Development Program https://www.cpms.osd.mil/Subpage/Events/LeaderDevelopment
❖ CXO Fellows Program https://cfo.gov/cxo-fellows/
❖ Federal Executive Institute https://leadership.opm.gov/
❖ White House Leadership Development Programhttps://www.cpms.osd.mil/Subpage/Events/LeaderDevelopment
❖ Career broadening / developmental assignments
❖ And more!
Employee Recognition – A Pillar of Professional Development❖ Acknowledges employee’s hard work and
contributions❖ Enhances employee engagement❖ Stimulates a sense of ownership and pride in
the organization’s mission
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• Nominations for the CY 2018 USD (C) Awards were accepted through January 2019
• Winners will be recognized at the National PDI, on 30 May 2019, in San Antonio, Texas
• Status:• 148 nominations
• Team = 83 • Individual = 65
• Currently in the Board scoring phase; board meets in late March 2019
• USD(C) memo to announce winners will follow
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STAY CONNECTED
Visit the Home Page for Weekly Updates!
Visit FM Online Home Page for the latest information
https://fmonline.ousdc.osd.mil/
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Join the DoD FM Connection GroupReceive program updates and other important information
https://www.linkedin.com/groups/6503683
Connect with the FM Community via LINKEDIN!
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