The Acquisition Handbook

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Acquisition Leadership Development Scheme (ALDS)Acquisition Leadership Development Scheme (ALDS)The aim of the ALDS is to develop existing and future leaders in acquisition. It provides an effectivedevelopment environment that will support military, civilian and Industry acquisition staff who wish todevelop a career in acquisition and who aspire to become or develop as a leader in this field.The scheme is open to MOD civilian and military personnel. Industry representatives working onsecondment in the MOD, or who intend to seek a secondment in due course as part of theircareer plan, will also have the opportunity to join.The scheme is divided into three stages: Foundation, Core and Expert; the primary differencebetween them being the competences which an individual is expected to possess, and theprogress that they have made against the ALDS Route Maps. These Route Maps provide an aidto individuals in identifying the types of job experience and competences that they are likely tohave acquired and developed before entering the next stage of the scheme.EXPERT LEVELEntry RoutesFeaturesEntry through previousGraduation from Core level ormanaged selection process oftest and interview based onaspiration to develop as aLeader in acquisition, routemap requirements andobjectives for joining scheme.Entry RoutesEntry through previous Graduationfrom Foundation level or managedselection process based on aspirationto develop as a Leader inacquisition, route map requirementsand objectives for joining scheme.FOUNDATION LEVELEntry RoutesEntry through application formendorsed by Line Manager Selectionbased on aspiration to develop as aLeader in acquisition, self-developmentand objectives for joining scheme.CORE LEVEL38As Core and Foundation plus:Mentoring of Core MembersEnhanced Leadership TrainingFeaturesAs Foundation plus:Mentoring of Foundation MembersEnhanced Leadership TrainingFeaturesCompetence based PersonnelDevelopment PlanLearning SetsDevelopment based on ALDSRoute mapsMentoringDevelopment DirectoryLeadership Training
Acquisition Competence Framework (ACF)Acquisition Competence Framework (ACF)The ACF brings together in a single, comprehensive source, all the competences that support theAcquisition process as a whole. The ACF content comprises the new Behavioural Competencesand those Functional Competences relevant to Acquisition. In most cases they were existingfunctional skills, updated to support the new processes, although a small number are new e.g.Requirement Management and Acquisition Finance.The Framework identifies the range of skills for acquisition, and provides a compendium of competences,from which to select those competences relevant to individual posts in acquisition.Behavioural Competences support the selection processes for IPT Leader appointments as wellas entry onto the ALDS. The Framework provides a basis for the Training and Development programmessupporting the AS and anyone working in acquisition.The Behavioural Competences are used for assessing the development needs of the individualwhilst the Functional Competences are used for both the formal Performance Appraisal Reviewsystem and assessing development needs.The ACF is updated regularly and published electronically via the AMS.IPT Leader SelectionAll IPT posts are normally competed for and the recruitment and selection process is definedbelow:RecruitmentIn the normal course of events, the requirement for a replacement IPT Leader is identified by theincumbant’s Estimated Relief Date. Additionally, Line Managers, Personnel Managers andService Secretaries may identify the requirement for a replacement team leader from a change instatus of the project or a change in the career management situation of an Officer. However, in allcases the formal succession process will be initiated by the owning Civilian PersonalManagement Authority.SelectionThe process to be followed is defined by the type of competition. There are 3 types ofcompetition:a. Internal Competition — This is applicable to Civil Servants and Military personnel only andundertaken via the MOD internal advertising process.b. Limited Competition — This is applicable to Civil Servants, Military personnel andnominations from Industry made by the Defence Industries Council (DIC). For Civil Service andMilitary personnel a post is promulgated through the MOD internal advertising process, whilst,when appropriate, the DIC will advertise the post to all companies on its roll.39
Page 1: The Acquisition HandbookEdition 4 -
Page 4 and 5: ContentsWhat is this handbook for?
Page 6 and 7: The aim of Smart AcquisitionWhat is
Page 8 and 9: The Acquisition CycleWhat are the m
Page 10 and 11: Smart RequirementsSmart Requirement
Page 12 and 13: Smart Requirementsupgrade, and prog
Page 14 and 15: The Requirement SetConceptually, th
Page 16 and 17: Through Life Management Plan (TLMP)
Page 18 and 19: Whole Life Costs and Cost Of Owners
Page 20 and 21: ApprovalsEquipment projects are div
Page 22 and 23: Acceptance and ISDendorse. Thereaft
Page 24 and 25: Measures and Targets and Indicators
Page 26 and 27: Public/Private PartnershipPublic/Pr
Page 28 and 29: Team Working with IndustryPFI will
Page 30 and 31: Team Working with IndustryMOD beyon
Page 32 and 33: Business Tools for AcquisitionIPT/P
Page 34: The Customers and the IPT• Requir
Page 37 and 38: Who is in the IPT?(“dotted lines
Page 39 and 40: Core, Associate and Attached IPT Me
Page 41: The Acquisition Stream (AS)The AS w
Page 45 and 46: Performance ManagementSmall Project
Page 47 and 48: Acquisition Training CellAcquisitio
Page 49 and 50: Electronic VersionThis handbook is
Page 51 and 52: Jargon BusterAssociate IPT MemberAn
Page 53 and 54: Jargon BusterDemonstration StageThe
Page 55 and 56: Jargon BusterKey User Requirements
Page 57: Jargon BusterSystem AcceptanceThe f

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