Career Management Handbook - U.S. Army

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3. Work with your supervisor to document your education, training, and experience needs on your Individual Development Plan (IDP). Additional information on the IDP may be found under the “Document Requirements for the AL&TWF” section of this handbook. 4. Communicate your results. While proceeding through the acquisition career management process, you must document each and every step in your Career Management Information File (CMIF). Files for military and civilian workforce members are discussed in detail under the “Document Requirements for the AL&TWF” section of this handbook. The Competency Model A key component in integrating all of the processes that make up the ACDP are the 27 leadership competencies and the ACF functional competencies necessary for success in acquisition positions. Leadership competencies coupled with functional competencies comprise the common language of the ACDP. They communicate standard career development information across all ACFs and organizations. The Competency Model uses the 27 leadership competencies developed by the Office of Personnel Management (OPM), essential for successful performance of federal sector leaders, including Acquisition Workforce leaders. These competencies are based on extensive research of the attributes of successful executives in both the private and public sectors. By applying the ACDP, you can identify your strengths and weaknesses and determine where improvement is needed for career progression. See the list of Executive Core Qualifications and Corresponding Competencies at the end of this section, page 60. Army Acquisition Career Management Handbook 2003 Creativity/Innovation Service Motivation Conflict Management Leverging Diversity Team Building LEADERSHIP COMPETENCIES Vision Strategic Thinking External Awareness Human Resource Mgmt STRATEGIC LEADERSHIP Entrepreneurship Financial Mgmt Political Savvy Partnering Technology Mgmt BROADENING EXPERIENCE Technical Credibility Problem Solving Flexibility Oral Communication Decisiveness Accountability Customer Service Written Communication Influencing/Negotiating FUNCTIONAL EXPERTISE FUNCTIONAL COMPETENCIES COMPETENCY MODEL 53 Continual Learning Interpersonal Skills Resilience Integrity/Honesty
The AAC Civilian Career Model Textbook Track to PM This “textbook” model should be used by AL&TWF members wishing to pursue a PM track. The PM model may be found below. This model depicts a notional ideal textbook progression for an Army Acquisition Corps civilian leader. While it is unlikely that any applicant’s career will perfectly match this chart, many elements of this progression should be exhibited in the career progresssion of the successful PM applicant. The small dark green/black and gray bars indicate centrally selected career events such as the Competitive Development Group, Product and Project Manager, and Senior Service College. The absence of one or more of the centrally selected events is never construed as a negative in a civilian’s career. However, their presence is considered a plus for selection to additional centrally selected positions because the presence of centrally selected events in a career indicates that the individual has been formally identified as having recognized potential for success. Enter Federal Service Technical Skills Steps To Planning Your Civilian Acquisition Career The following will provide you with general information, points of contact, policies, procedures, and terminology that are important to your acquisition career development. While many of the steps overlap, they are generally sequentially ordered. (See detailed discussion of these steps and Web links in the handbook.) 1. Determine if you are in an Army Acquisition, Logistics & Technology Workforce (AL&TWF) position. If you are uncertain, your supervisor should be able to tell you if your position is acquisition. Recruitment announcements, position descriptions and position requirements documents should also indicate that a position is acquisition. Commands identify acquisition positions using the USD (ALT) approved refined Packard definition for identifying the AL&TWF. Army Acquisition Career Management Handbook 2003 0 AAC Civilian Career Model Textbook Track to PM Senior Service College Product Manager Competitive Development Group Project Manager 10 20 54 Leadership Skills Sabbatical/Rotational Assignment • PEO, DA or OSD Staff DAU Instructor Optional Project Manager Tour #2 30 Retirement Eligible SES GS-15 GS-14 GS-13 GS-12 GS-11 GS-09 GS-07 GS-05 PMT-402 PMT-401 Level III Certification PMT-352 • Shaded bars denote notional a typical career path (colors match acquisition training requirements) Individual careers will vary based on personal circumstances and decisions Individuals may plateau and remain in same grade for any period of time at any point in the career Green and gray bars indicate typical career points for various centrally selected assignments. There is no prerequisite relationship between the centrally selected assignments illustrated. Version of: 12 Sep 02 Prints correctly in B&W and color Level I & II Certification ACQ Level II ACQ 201 Level I ACQ 101 Level II PMT 250
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ASC Handbook 2005 Career Management
Page 3 and 4: TABLE ABLE OF OF CONTENT CONTENTS C
Page 5 and 6: Frequently Asked Questions on the S
Page 7 and 8: COMMUNICATION METHODS .............
Page 9 and 10: This vision is the AAC’s commitme
Page 11 and 12: Frequently asked questions and answ
Page 13 and 14: • All occupations listed in Categ
Page 15 and 16: 1529 Mathematical Statistician 1530
Page 17 and 18: Individuals in this career field de
Page 19 and 20: planning, monitoring, conducting, a
Page 21 and 22: What other courses are available in
Page 23 and 24: The DOD Civilian Acquisition Workfo
Page 25 and 26: U.S. Total Army Personnel Command (
Page 27 and 28: Functional Chiefs (FCs)/Functional
Page 29 and 30: Ms. Merlyn Reid merlyn.reid@us.army
Page 31 and 32: ASC Automation Support Ms. Sandy Re
Page 33 and 34: Ms. Cynthia Cohen cynthia.cohen@us.
Page 35 and 36: Mr. Jim Oliver james.oliver@hqda.ar
Page 37 and 38: Career Management Support Specialis
Page 39 and 40: Career Management Support Specialis
Page 41 and 42: Arlington, VA U.S. Army Reserves CO
Page 43 and 44: Huntsville, AL PEO, Tactical Missil
Page 45 and 46: Military Boards/Schools Manager Mr.
Page 47 and 48: Mailing Address: Acquisition Suppor
Page 49 and 50: Army Acquisition Career Management
Page 51 and 52: The Development Model The model des
Page 53: The Career Management Model This mo
Page 57 and 58: 7. Become Certified in your Acquisi
Page 59 and 60: 15. Apply for the Senior Service Co
Page 61 and 62: 9. Meet AAC Corps membership requir
Page 63 and 64: Team Building. Inspires, motivates,
Page 65 and 66: DOCUMENT DOCUMENTS DOCUMENT S REQUI
Page 67 and 68: Acquisition Career Record Brief—E
Page 69 and 70: CDG: Indicates the year group in wh
Page 71 and 72: YEAR: The year you graduated (YYYY)
Page 73 and 74: POINTS: The running tally of the CL
Page 75 and 76: Officer Record Brief (ORB) The ORB
Page 77 and 78: Army Reserve Acquisition Corps Mana
Page 79 and 80: Army Acquisition Career Management
Page 81 and 82: How do I update my supervisor’s e
Page 83 and 84: Blank SRPE Army Acquisition Career
Page 85 and 86: SRPE Example The potential of the a
Page 87 and 88: Bullet Comments Army Acquisition Ca
Page 89 and 90: Frequently Asked Questions on the S
Page 91 and 92: AA AAC AA C ST STATUT ST TUT TUTOR
Page 93 and 94: The DOD Acquisition Career Manageme
Page 95 and 96: OR b) Possess at least: Army Acquis
Page 97 and 98: . Certification requirements: These
Page 99 and 100: You may access the memorandum outli
Page 101 and 102: assignments; association membership
Page 103 and 104: 12/24 Semester Credit Hours for Acq
Page 105 and 106:
Examples of Business Disciplines 12
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Army Acquisition Corps Eligible App
Page 109 and 110:
Northeastern & Central Regions/Warr
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CAREER AREER DEVEL DEVELOPMENT DEVE
Page 113 and 114:
The Army Acquisition Corps Qualific
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Non-Acquisition Workforce personnel
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Who is responsible for my time and
Page 119 and 120:
Who do I talk with to identify my p
Page 121 and 122:
d. I understand that any amounts wh
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Development Opportunities” sectio
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• Chief of Staff ’s (CSA) Guida
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COMMUNIC COMMUNICATION COMMUNIC TIO
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APPENDIX APPENDIX A A ACRONYM LIST
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NCO Noncommissioned Officer OER Off
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Career Management Handbook - U.S. Army

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