Upload
terry34
View
410
Download
2
Tags:
Embed Size (px)
DESCRIPTION
Citation preview
Best Practices in Implementing an Acquisition Professional
Development Program
Jennie Liming, General Services Administration
Karen Pica, PhD, Office of Management and Budget
Lisa Doyle, Department of Veterans Affairs
2
Best Practices in Implementing an Acquisition Professional Development Program
• Introduction• Objectives • Acquisition Priority – WORKFORCE• Overview of Agency Programs• Challenges• Solutions• Your Next Steps
3
Best Practices in Implementing an Acquisition Professional Development Program
Acquisition Workforce• Presidential Priority – March 4, 2009 Memorandum on
Government Contracting• OMB Acquisition Workforce Development Plan for
Civilian Agencies• FY2011 Budget• Growing the Capacity and Capability of the Acquisition
Workforce Federal Wide• OFPP Administrator’s Top Priority
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Recruitment-Development-Engagement-Retention
• FAS officially launched May 1, 2007• Immediately created a 5-yr Human Capital Strategic Plan• Plan outlined a number of initiatives regarding strategic
recruitment• Workforce planning & analysis are critical:
– age gap + retirement eligible workforce + need for 1102/343 =
early career interns • Don’t invent the wheel – our successful GSA-FMS intern
program was a model
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Key Success Factors
• Visible Leadership Support • Strong Business Case [plan + budget]• Strategic Recruitment• Comprehensive on-boarding program• Capitalizing on the “Power of Cohort”- Networking• Strategic Developmental Plan [formal, rotations,
technical, professional] • National Framework-Central Reporting
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Strategic Recruitment• Planning is critical• Seek to establish long-term relationships with
colleges/universities’ career centers• Campus outreach• Market/Brand your agency to Gen-Y that Gov’t is “cool”• To recruit the best, send the best!• When possible, include Gen-Y on your recruitment team• Maximize any hiring authority available to you (FCIP,
VRA, Direct Hire)• Comprehensive On-Boarding Process
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Developing Acquisition Talent
• Implement a blended learning approach to include:– 343 and 1102 learning together– Career 101-”Backpack to Briefcase”– Technical and Professional Development Training– Building Leadership Competencies– Employing E-learning– On the job training – meaningful rotational assignments– Technical Certification Training (FAC-C, PMP, Business
Analytics)– Book Clubs– Embrace a culture that encourages “self-development”
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Workforce Management Infrastructure
• Visible Leadership Support
• Dedicated FAS ECPDP Team Staff (4 FTE)
• Engaged Rotational Supervisors and Coaches– Provide Generational Communication training– Obtain feedback on interns & training for continuous process
improvement loop
• POCs in every business portfolio
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Engagement + Retention• Power of the Cohort• Understanding Gen Y
– Provide ways for interns to own their own program: newsletter, recruitment, visible support for agency initiatives (like Expo)
– Plan to move them, Plan to lose them – plan to get them back
• “Professional” Development … more than FAC-C training• Measuring for Success … requires multiple touch points:
– Intern feedback - % offers accepted– Continuous Leadership Support– Manager/coach feedback - Leadership potential
over time– Retention rate over time
Federal Acquisition Service
Focus Your Future on GSAFAS Early Career Professional Development Program
Class 1 Cohort Demographics
• 30 interns for Class 1 Cohort• Representation from 23 College and Universities from
across the US• 16% with Masters (MBA; JD)• 13% Veterans• All have a minimum of a bachelor’s degree; 76% with 24
semester hours of business credit
VA Acquisition Academy – Acquisition Internship School
GSA Expo
May 2010
A Need for Change
Two decades of “downsizing”, increased outsourcing and congressional scrutiny and oversight has strained an over tasked acquisition workforce
Acquisition stewards of over $15 billion in pharmaceutical, medical supplies and equipment, information technology, construction and facilities management
GS-1102 workforce understaffed by approximately 500 Looming retirements of baby boomers Significant number of veterans returning from war in Iraq,
Afghanistan and other theaters will require a more competent, innovative, and “solutions-oriented” acquisition workforce
13
Making A Meaningful Difference
To develop new and existing/seasoned personnel into trusted business advisors who are capable of executing the FAR’s emphasis on using sound business judgment to deliver best value solutions
To become catalysts for change, transforming the VA acquisition process from “tactical and reactive” to “strategically-driven and focused on results”
Program includes stakeholder engagement and value measurement methodologies to ensure alignment with business needs to satisfy VA mission
14
Acquisition Internship School
Three-year residential program – Launched September 2008– Excepted service appointments– Career ladder to GS-12
Currently 55 interns; hiring 30 more by August 2010– Cohorts move through program simultaneously
Intern demographics– Representation from over 15 states across US– More than 53% are veterans– Many with MBAs or Juris Doctorates– All have a minimum of a Bachelor’s degree
2009 Chief Acquisition Officer Council Acquisition Excellence Award
15
Taking a Holistic Approach
The intern curriculum consists of a holistic approach to developing technical, interpersonal, and leadership skills through the following components:
Mission Service Projects
Interns plan and participate in Mission Service activities in order to gain a better understanding of VA’s mission, vision and core values. Projects include:
– Veterans Career Boost– Medical Center Visits– Homeless Veterans Welcome Home Program– Veterans Elementary School Letter Writing Campaign
17
“To care for him who shall have borne the battle and for his widow, and his orphan”
~Abraham Lincoln~
Reduced Time to Competency
Accelerated Learning Why it Works… Designed to accelerate
learning curve to be more productive more quickly
Emphasis on translating theory, fundamentals, and concepts to practical application
Program evolves from basic to more complex acquisition strategies
18
FAC-C Level III Certified Contracting Professional
Trusted Business Advisor
Co
mp
ete
nc
y P
rofi
cie
nc
y
Time
Traditional Intern Program
VA Acquisition Intern Program
On the Horizon
Hiring the next intern cohort to start August 2010
Developing a non-resident program using blended learning
Open program up to other civilian agencies
Development of “feeder” program for wounded veterans
In Learning You Will Teach…And in Teaching You Will Learn!
19
20
Challenges & Solutions
• General
• Strategic Human Capital Planning
• Development and Learning
• Workforce Management & Infrastructure
21
Questions?