Improving Certification, Training, & Professional Development for the

AT&L Community

Project Update09-09-2006

Robert Hausmann, CNAC

Judith Bayliss, DAU

LCL Career FieldUPDATE

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Project Update Summary

• Project has gained visibility and traction thanks to presentations to SSB, CDSC Directors, WMG, Army DACM, AF DACM, Navy DACM etc.

• LCL Career Field Project has moved from Expert Panel to Focus Group Data Collection Stage

• Other Career Fields efforts are also moving along with addition of Property and Contracting/ Purchasing

• Need more SMEs and full participation from all components

• Currently scheduling more sessions• 2 sessions planned (9/12, 9/20, 9/21)

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Standard/Repeatable Process:• Implementing OPM approved methodology • Reviewed/accepted by research psychologists

Time-Line: 4 Initial Career Fields1. PM (10/06)2. LOG (12/06)3. SPRDE (03/07)4. PROPERTY (06/07)– Contracting/Purchasing to follow (06/08)

Time line established in AT&L Human Capital Strategic Plan

Human Capital Strategic PlanProject Has Gained Traction

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Expert Panels Completed

1. Assemble Expert Panel for career fields to gather input from senior leaders

2. Conduct online or facilitated focus groups to identify and match competencies (key behaviors, KSAOs, and outputs) to essential job functions

3. Develop key situations through online structured interviews to identify specific job-related behaviors of superior performers

4. Multi-rater Survey of job incumbents and managers to evaluate:– Importance– Criticality– Observed frequency of competency-related behaviors

> Framework Finalized

> Focus Group Data Collection Begins 9/12

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Need For More SMEs

2. Conduct online or facilitated focus groups to identify and match competencies (key behaviors, KSAOs, and outputs) to essential job functions

3. Develop key situations through online structured interviews to identify specific job-related behaviors of superior performers

• Quantico 9/12 (AM and PM Sessions)• Belvoir 9/20 and 9/21 (AM and PM Sessions)• WPAFB• PAX River • Albany, GA• Huntsville, ALWeb-based data collection tool

Currently Scheduling More Data Collection Sessions

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Logistics Timeline

Week of: 4 11 18 24 2 9 16 23 30 6 13 20 27 3 10 17 24 1 8 15 22 29 5 12 19 26

PM Competency Model

Expert Panel

Subject Matter Experts Prep and Sessions

Survey

Report

Week of: 4 11 18 24 2 9 16 23 30 6 13 20 27 3 10 17 24 1 8 15 22 29 5 12 19 26

Logistics Competency Model

Expert Panel

Subject Matter Experts Prep and Sessions

Survey

Report

Week of: 4 11 18 24 2 9 16 23 30 6 13 20 27 3 10 17 24 1 8 15 22 29 5 12 19 26

Property Competency Model

Expert Panel

Subject Matter Experts Prep and Sessions

Survey

Report

NovemberOctoberSeptember

June July August

AugustJune July

October November

Competency Model Development Schedule - Updated 8.3.2006

June July August September

September October November

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

Implementing OPM Methodologies – standard, repeatable process

Phas

e II

Phas

e III

Phas

e I

Continuing Updates

What’s Ahead

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HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XMLHR-XML HR-XML HR-XML HR-XMLHR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XMLHR-XML HR-XML HR-XML HR-XMLHR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XML HR-XMLHR-XML HR-XML HR-XML HR-XMLHR-XML HR-XML HR-XML HR-XML

Competency Management

System

Competency Management

System

HumanResources

System

Succession Planning

• Identify expected critical vacancies• Identify employees & candidate gaps

Selection

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

Career Planning

• Develop career management accounts

Training and Education

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

Mission Support

• Analyze alignment between the skills and the mission

Organizational Effectiveness

• Identify redundant operations• Link to Mission Goals • Retain key skills

• Identify competencies for future missions

• Plan for projected retirements

Workforce Planning

Additional Issues: Competency Management Outcomes

LearningContentSystem

PerformanceManagement

System

LearningManagement

System

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HR-XML: Standard suite of XML specifications to enable e-business and the automation of human-resources related data exchanges.*

•Standard data elements used to transmit competency information between agencies

•Data standard for industry vendors to cross-talk

* http://www.hr-xml.org/hr-xml/wms/hr-xml-1-org/index.php?id={28DD2C7955CE926456240B2FF0100BDE|77|2}

OPM Guidance Competency Data Standard

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OPM Data Elements

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PM Ex: Management ProcessUnit of Competence: Management ProcessesAddresses agency acquisition policy in support of assigned missions and functions and how agency acquisition professionals (Program Executives, PMs, their deputies, program integrators, analysts, and those in support and management positions) balance risk, the many factors that influence cost, schedule, and performance, to include the tailoring of acquisition policies to ensure quality, affordable, supportable, and effective systems/products are delivered to the user as quickly as possible.

Competency: Requirements Process

Element Performance Criteria (Key Behaviors)

Identify, analyze, and prioritize needs, to establish capability gaps

• Identifying, assessing and prioritizing mission-oriented capabilities including overseeing a functional needs analysis (A study of agency needs vs. capability gaps) to establish requirements.•Coordinate with potential users to further establish program and project requirements.

Develop/Evaluate non-system or activity-specific concepts relative to gaps

• Initiate and evaluate, if applicable, studies of different non-system specific, or activity specific, materiel and non-materiel approaches (concepts) to provide a required capability. (Assessing in an operational context the performance characteristics of alternatives)

Professional SkillsClearly and effectively communicate to stakeholders (Oral Communication)

•Talk to the leaders, experts, personnel and stakeholders involved to build buy-in and/or identify the real value of the program and what it can do to aid in achieving their larger mission.

Aware of the impact of external environment on program (External Awareness)

•Maintains an awareness of the industrial bases capacity, including the supply chain that impacts materials of the end product.

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PM Ex: Management Process

Unit of Competence: Management ProcessesAddresses agency acquisition policy in support of assigned missions and functions and how agency acquisition professionals (Program Executives, PMs, their deputies, program integrators, analysts, and those in support and management positions) balance risk, the many factors that influence cost, schedule, and performance, to include the tailoring of acquisition policies to ensure quality, affordable, supportable, and effective systems/products are delivered to the user as quickly as possible.

Competency: Requirements Process

Element Performance Criteria (Key Behaviors)

Identify, analyze, and prioritize needs, to establish capability gaps

• Identifying, assessing and prioritizing mission-oriented capabilities including overseeing a functional needs analysis (A study of agency needs vs. capability gaps) to establish requirements.•Coordinate with potential users to further establish program and project requirements.

Develop/Evaluate non-system or activity-specific concepts relative to gaps

• Initiate and evaluate, if applicable, studies of different non-system specific, or activity specific, materiel and non-materiel approaches (concepts) to provide a required capability. (Assessing in an operational context the performance characteristics of alternatives)

Professional SkillsClearly and effectively communicate to stakeholders (Oral Communication)

•Talk to the leaders, experts, personnel and stakeholders involved to build buy-in and/or identify the real value of the program and what it can do to aid in achieving their larger mission.

Aware of the impact of external environment on program (External Awareness)

•Maintains an awareness of the industrial bases capacity, including the supply chain that impacts materials of the end product.

Competency Group Competency Description

Competency Name

Competency Type

Competency Evidence

Proficiency Scale

Proficiency Description

Other OPM Data Elements to track:• Competency Source• Position Competency Requirement• Employee Competency

• Evidence Verification• Competency Weight

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Questions?