The Defense Acquisition Workforce by mr8Omq2

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									               DAU Insight Day
                                 May 20, 2009
Alan J. Boykin
Special Assistant to Director
Human Capital Initiatives
Defense Acquisition University
(703) 805-3309
alan.boykin@dau.mil




The Defense Acquisition Workforce
      Human Capital Update
     Our charge is to assess and address
               the following:
 Successfully Meeting All Demands on
  Acquisition Workforce –
   Our Acquisition Outcomes are Critical to National
    Security

 Successfully Competing for & Retaining Talent

 “Big A” Workforce Needs

 Integrated Total Force Human Capital
  Planning

 Resourcing Human Capital Initiatives
To name a few...                                    2
                           The Acquisition Environment
                         RDT&E          Services      Goods

   200

   180

   160
                                                                                                     DAW =
                                                                                                     134,368
   140

   120
                                                                                                                           OBAMA
   100
                                                                          DAW =                                            YEARS
     80                                                                   146,071            9/11
                                                                                                                            (TBD)

     60

     40

     20

       0
           1980

                  1982

                          1984

                                     1986

                                            1988

                                                   1990

                                                          1992

                                                                 1994

                                                                        1996

                                                                               1998

                                                                                      2000

                                                                                              2002

                                                                                                      2004

                                                                                                             2006

                                                                                                                    2008

                                                                                                                              2010

                                                                                                                                      2012
Adapted from: WHS (SIAD)/FPDS data
                                                                                                                           Dollars in Billions
                  Workforce Generation Breakdown
                                                        National*     Civilian AT&L
                                                                       Workforce**
            Generation                       Workforce     %                      %
                                                                  Workforce Workforce
                                             (millions) Workforce
  Traditional Generation                            7.4                4.8%                 4,978                  4.5%
  (born before 1946)
  Baby Boomers                                     56.7               36.5%                70,945                 64.0%
  (1946-1964)
  Generation X                                     41.8               26.9%                20,135                 18.2%
  (1964-1976)
  Generation Y                                     42.8               27.5%                14,631                 13.2%
  (1977-1989)
  Millennium                                        6.6                4.3%                    0                   0.0%
  (1990 – present)
Source:
*Projected 2010 workforce size –DAU analysis using Bureau of Labor Statistics workforce participation data (Dec.2007) & US Census
Bureau population data (2004) (best available data from agency web sites as of July 2008)
**AT&L DataMart FY08 AT&L Workforce Count/AT&L workforce data                                                                   4
FOR IMMEDIATE RELEASE
February 24, 2009
Contacts:
Tara Andringa (Levin) 202-228-3685
Brooke Buchanan (McCain) 202-224-2235


               Levin, McCain Introduce Legislation
          to Reform Weapon Systems Acquisition Process

WASHINGTON -- Senators Carl Levin (D-MI) and John McCain (R-AZ), the Chairman and
Ranking Member of the Senate Armed Services Committee, today introduced the Weapon
Systems Acquisition Reform Act of 2009. The bill, S.454, would address the unreasonable cost
and schedule estimates, unrealistic performance expectations, immature technologies, and
repeated program changes that have led to explosive cost growth and costly schedule delays on
so many of our major defense acquisition programs.




                                                                                                5
A View From the Hill

        Human
        Capital
        Planning


         35
      Legislative
       Actions
        FY06-FY09




                       6
                    Defense Acquisition Workforce
                           Recent Reports
       Jan 2006                          Jan 2007                                    May/Jun 2008

                                                                      Update                            2008
QDR
Feb 2006

                                                                                               Next DoD HCSP -
                             DoD Civ       AT&L Strategic Goals       DoD Civ                  With section on
                              HCSP                                                             Defense Acquisition
                                           Implementation Plan         HCSP                    Workforce
                             Jun 2006                                 Nov 2007
                                                         Mar 2007

                  AT&L                   804
                  HCSP                  Report
                  Jun 2006              Feb 2007
                                                                    Gansler
                                                                    Report
                                                          AT&L      Oct 2007     853
                                                          HCSP                  Report     813
    DAPA                                                                       Oct 2007
                                                                                          Report
    Dec 2005                                            Jun 2007
                                                                                          Dec 2007



                                                    814                        1423
                                                                                                      849
                                                                               Jul 2007
                                                   Jun 2007                                          Report
                                                                                                     May 2007
                          Leadership Vector on DAW
                   THE WHITE HOUSE                                    “..And finally, we must restore the
                 Office of the Press Secretary
         ________________________________________                     department's acquisition team. I look
                                                                      forward to working with you and the
                  For Immediate Release             March 4, 2009
                                                                      rest of Congress to establish a
                                                                      necessary consensus on the need to have
                                                                      adequate personnel capacity in all elements of
Memorandum for the Heads of Executive Departments and
Agencies                                                              the acquisition process.” SECDEF from 27
                                                                      January 2009 SASC and HASC hearing
Subject: Government Contracting

The Federal Government has an overriding obligation to               “No changes                 “… the
American taxpayers. It should perform its functions efficiently      to the                      department
and effectively while ensuring that its actions result in the best   acquisition
value for the taxpayers...                                                                       must increase
                                                                     system
                                                                     itself can                  the size and capability
I further direct the Director of OMB, in collaboration with the
aforementioned officials and councils, and with input from the       substitute for…             of its civilian
public, to develop and issue by September 30, 2009,                  good people                 acquisition workforce
Government-wide guidance to…
                                                                     performing the              dramatically.”
  (3) assist agencies in assessing the capacity and ability of the   acquisition                 SHAY ASSAD at Cowen
Federal acquisition workforce to develop, manage, and oversee        function.”                  and Company Defense and
acquisitions appropriately…                                          Dr. Ashton Carter, USD      Aerospace Conference, 4
                                                                                                 February 2009
                                                BARACK OBAMA         (AT&L) Nominee
                                                                                                                    7
DUSD (A&T) DAW JAT Directive
           “The JAT will primarily assess and make
           recommendations regarding component
           workforce size, total force mix, future funding
           levels, and other significant issues…”
              • Appropriate sense of urgency –
                 focused 60 day effort
              • Collaborative teaming – joint &
                 multi-functional
                 ▫   Components
                 ▫   Comptroller
                 ▫   Manpower
                 ▫   Personnel Policy
             • Provide unified answers to the
               ―tough‖ questions that we can
               answer now… Identify what we
               can’t
                                                             8
DAW JAT Charter




Dr. Finley approved, 15 January 2009
                                       9
                       DAW JAT Focus Areas


    Total            Recruiting     Recognition           WF Tools &               DAWDF
    Force             & Hiring      & Incentives           Analysis                Funding
+ WF Size           + Intern                             + AT&L Workforce        + Component
                                    + Recognition &
+ Contractor        Programs                             Data Mart                  Needs
                                    Retention
  Count             + Recruiting                         + PB 23                 + Funding Level
                                    Programs
+ Contractor        Incentives                           + Workforce             Recommendation
                                    + Career
  Conversion        + Outreach                           Lifecycle Model         for FY09
                                    Broadening &
   - Mix            + Journeyman                         + RAND Inventory        + 852 & Perm
                                    Academic
+ MDAP              Hiring                               Projection Model          ++ Risk
                                    Programs
  Modeling          + HQE                                                             Assessment

                    Alignment to HCSP Way-Ahead Items
 Define a Total     Establish     Attract & retain   Establish                 DAWDF
Force Workforce     robust         the highest          enterprise                governance
 Capability and    recruiting     caliber military     certification goals as
                                                                                  Transparency
Objective Grow,     strategies     and civilian         management tool
right size, and     focused on     members into         for improving             Accountability
right shape                        the acquisition      workforce quality
                    interns,                                                      Traceability
MDAP programs                      workforce            Establish a
                    journeymen,                         comprehensive
with the right      and HQE                                                       Metrics /
                                                        workforce analysis
skilled people to   initiatives                                                   Outcome
                                                        & decision-making
improve program                                         capability
outcomes                                                                                          10
                Task: DAW JAT Total Force
• Objective: Assess and provide recommendations to support AT&L’s ability to build
  capability/capacity of Defense acquisition workforce (DAW)
   ▫ Determine the appropriate size and mix of the DAW
   ▫ In-source functions that are inherently governmental or exempt from private sector
     performance, or when it would reduce workforce costs
• Goal: Provide recommendations to reshape and increase the organic DAW over the
  FYDP—reach the ―right size‖ and mix of the total DAW
• Scope of Effort:
   ▫ Consider the five major DoD Components: Military Departments, DCMA, and DLA
   ▫ Account for the total DAW—i.e., to include military, DoD civilian, and contract support

• Key Enablers for Growing the Organic DAW include:
   ▫ In-sourcing contracted functions per sec. 324 guidelines
   ▫ Validating additional manpower requirements for new/expanded missions; but
     divest/restructure where it makes sense
   ▫ Closing the gap between what is required, authorized, and available to perform DAW
     missions in order to eliminate workforce gaps and rebuild capability and capacity
• Key Enablers for Growing the Organic DAW exclude:
   ▫ Arbitrary increases across all DAW functions—i.e., without regard to workload or
     priority



                                                                                               11
                 Total Force Management
                                                                   As of 30 Sep 08


   Functional Communities      ARMY     NAVY/     AIR      4th           TOTAL
                                        USMC     FORCE    Estate
Auditing                         0        0        0      3,638           3,638
Business, Cost Estimating, &   3,350    1,935    1,530     270            7,085
Financial Management
Contracting                    7,714    5,245    6,834    5,887          25,680
Information Technology         1,764     903      950      317            3,934
Life Cycle Logistics           7,134    4,355    1,727     145           13,361
Production, Quality &          1,952    2,005     383     4,798           9,138
Manufacturing
Program Management             3,690    4,085    4,105     901          12,781
SPRDE                          10,912   16,767   6,472     866          35,017
Test and Evaluation            2,135    2,476    2,622     187           7,420
Other/Not Listed               1,618    5,295     204      496           7,825
Total                          40,269   43,066   24,827   17,717        125,879
               Total Force Management
IT
LCL
PQM
PM
Purchasing
SPRDE                                             13,361
T&E
Other



                                                           9,138


                            35,017
                                                  12,781



                                                   1,196
Total Organic Count = 125,879   As of 30 Sep 08

                                                                   13
    Total Force Management

                                         125,879
 Organic                                 (End of FY2008)




Contracted
 Services
                                          56,446
                                  (Most recent Component data)




             ***Not to Scale***

                                                                 14
                    Total Force Management
                   ARMY                      NAVY               AIR FORCE                      DCMA                          DLA



 CIVILIAN
               38,626 37,871  16,080
             DAW Total Force Summary 8,008
              *From AT&L DataMart as
                  of End of FY2008
                                                      *From
                                       TFFMS, DCPDS and USMC
                                                TIMS
                                                                *From JAT AF Baseline
                                                                   Brief 13 Feb 2009
                                                                                         *From DCMA end of year
                                                                                              strength report
                                                                                                                            3,595
                                                                                                                      *From JAT DLA Baseline
                                                                                                                         Brief 13 Feb 2009




 MILITARY
                   1,580                     4,428                  8,762                        399                          101
              *From AT&L DataMart as   *From TFFMS, DCPDS and   *From JAT AF Baseline    *From DCMA end of year       *From JAT DLA Baseline
                  of End of FY2008            USMC TIMS            Brief 13 Feb 2009          strength report            Brief 13 Feb 2009

                                                                                        **Military counted within   **Military counted within
                                                                                             Service counts.             Service counts.




CONTRACTOR
                  20,000                   15,000                  17,171                         -0-                    No Data
               *Army DACM 13 Mar       *From TFFMS and MCSC     *From JAT AF Baseline    *From DCMA end of year
                      2009                    data call            Brief 13 Feb 2009          strength report            Provided.



 TOTAL =
 171,621
                  60,206                   57,299                  42,013                      8,407                        3,696
     DAW—Contracted Portion Unknown
                 A   B   C   D   E   F
   DAW
 FUNCTION




 ORGANIC

CONTRACTED
 SERVICES
  ARMY
  NAVY
  AIR FORCE
  MARINE CORPS

  MILITARY
  CIVILIAN


                                         16
Rebalancing the Workforce
        Up 15%




        Down 20%



                            17
     FY10 Strategy
     • 4,100 new hires
        –2,500 contractor
          support conversions
     FYDP Strategy
     • 20,000 new hires
        –11,000 contractors
          support conversions


Talent Management: an integral element
of SECDEF’s acquisition transformation
                        Defense Acquisition Workforce
                        Development Fund Initiatives
         $156.9M                                  $70.5M                                 $26.3M
       Recruit & Hire                        Train & Develop                        Recognize & Retain
     Components (100%)                                  DAU (54%)                       Components (100%)
  • Interns                                  • 7,000 - 10,000 classroom seats       • Student Loan Repayment Program
  • Journeyman                               • 20,000 - 25,000 web seats            • NCO Bachelor Degree Program
  • Highly Qualified Experts                 • 340 new class offerings              • Retention Bonuses
  • Rehired annuitants                       • 21 new classrooms                    • Advanced degree programs
  • Career Acquisition Personnel and         • Expanded contingency training        • Rotational assignments/PCS funding
   Position Management Information System    • Expanded requirements training
  • Workforce Planning Consulting Services

                                                  Components (46%)
                                             • Expanded leadership training
                                             • Army Contracting Lab
                                             • Navy Acquisition Bootcamps
                                             • AF Acquisition Fundamentals
                                             Course
                                             • Other Service specific acquisition
                                             training
                                             • Career Acquisition Management
                                             Portal

                                             Risk-Based Manning Construct
* As of 2 Apr 2009                                                                                                 19
                      DAU-Specific 852
                         Initiatives
•Civilian Hires - Estimate 90 Hires (FY08-09)      DAU Plan:
•Additional student travel dollars to support      FY08 - $38M
 expanded training courses (approximately 7000 new FY09 - $53.6M
students in FY09)
•Facilities (additional regional classrooms, DC Metro
 Campus)
•IT Infrastructure (expanded Help Desk for online
 courses, more laptops, etc.)
•New Learning Asset Initiatives
▫ Virtual Training Environment (US Nexus)
▫ Simulation & Gaming
▫ Small Business Training Modules
                                                             20
                                 Talent Outreach & Initiatives
                                      Military/
       Federal                                                         Industry                     Academia                         Diversity
                                      Veterans
                                                                                                Junior/Community                White House Initiative on
                                                                  Sloan Foundation/PSMs                                         HBCUs
Federal ROTC Program             Wounded Warriors                                               College Curriculum
                                                                    •PSMs are aimed at                                            •Partnering with this Initiative
  •Incorporate non-military       •Work with programs                                           Development
                                                                    preparing those in                                            to tap into this reservoir of
  students into the Federal       such as AW2 and AFW2                                            •Work with these schools
                                                                    technical fields for work                                     talent.
  work atmosphere.                which aid in education                                          to develop curriculum that
                                                                    outside of academia.                                          •Help to establish an HBCU
  •Ensure that these students     and career services                                             will position students to
                                                                    •Programs are typically                                       PI training program so that
  will not have to compete        during a soldier’s rehab                                        enter the acquisition           HBCU labs can be better
                                                                    developed with an
  with Vet-preference.            process.                                                        workforce certification-        funded.
                                                                    Agency’s needs in mind.
                                                                                                  and work-ready.

                                                                                                                                K-12 Diversity Outreach
                                                                                                                                •Would with schools
                                                                                                                                predominantly
                                                                                                                                underrepresented
                                 Vocational Rehabilitation                                      eCybermission                   populations to increase their
                                                                  DoDAA
DoD Strategic Council on           •Service-disabled                                              •Get acquisition-based        interest and
                                                                   •Partnering with NCMA
STEM                               veterans no longer able                                        labs involved in this free,   competitiveness in science
                                                                   (pilot), and other
  •Development of a team to        to work in their original                                      web-based science, math       and mathematics.
                                                                   professional
  work STEM issues to              positions are sponsored                                        and technology
                                                                   associations to develop
  ensure adequate talent           to do internships in                                           competition for students
                                                                   curriculum for a steady
  pipelines/reservoirs for DoD     Federal agencies while                                         in grades six through         Minority Professional
                                                                   pipeline of acquisition
  hiring managers.                 they complete necessary                                        nine.                         Society Outreach
                                                                   professionals.
                                   re-training.                                                                                   •NSBE
                                                                                                                                  •NBMBAA
                                                                                                                                  •NSHMBA
                                                                                                                                  •CAHSEE
                                                                                                                                  •SHPE
SMART                                                             The Washington Center                                           •AISES
 •Competitively awards           Mil/Civ Conversion – San           •Internships and
                                                                                                K-12 Talent Symposium
 scholarships and                Diego State                        academic seminars for
                                                                                                  •Meet with local
 fellowships to clearable          •Those leaving active            college students –                                          JEOM
                                                                                                  superintendents,                •Focuses on minority
 United States citizens in         duty are targeted 6-9 mo         provides a linkage
                                                                                                  principals, and teachers        students interested in
 defense-critical S&E              prior to release for             between campus and
                                                                                                  to educate them on              computational science.
 disciplines.                      training related to being        work experience
                                                                                                  available programs for
 •Students then obligated to       placed in civilian positions     •Work to develop an                                           Students do summer
                                                                                                  them and their students.        internships or institutes in
 serve in DoD for at least         upon release.                    acquisition-specific
 one year after graduation.                                         program.                                                      DoD labs or test centers.
                   Way Ahead
 Continue to define and refine total force
  capability.
 Grow, right size, and right shape MDAPs
  with the right skilled people such that we
  improve program outcomes.
 Establish robust recruiting strategies
  focused on interns, journeymen, and highly
  qualified expert (HQE) initiatives.
 Attract and retain the highest caliber
  military and civilian members into the
  acquisition workforce.


                                               22
             Questions
             Comments
             Discussion
“I do not believe there is a silver bullet, and I do not think the
   system can be reformed in a short period of time. … I do
                believe we can make headway.”
            Secretary of Defense Robert M. Gates
BACK-UP
Defense Acquisition Workforce
     Addressing “How Many?”

								
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