Defense Acquisition Workforce Update Presented to DAU Acquisition

Defense Acquisition Workforce Update Presented to: DAU Acquisition Training Symposium By: Ms. René Thomas-Rizzo Director, Human Capital Initiatives April 3, 2018 | Fort Belvoir, Virginia

Agenda • Strategic Alignment • Who We Are • Stakeholders • Acquisition Workforce Demographics • Accomplishments • Current initiatives • Key Workforce Metrics http: //www. hci. mil/ 2

Strategic Alignment - AWF Strategic Plan • Aligns with and supports Do. D Priorities and the 2018 National Defense Strategy • Comprehensive plan – Supported by all the Services and Agencies – Leadership across the department very enthusiastic • Establishes strategic goals for AWF: – Make the Department of Defense an employer of choice – Shape the Acquisition Workforce to achieve current and future acquisition requirements – Improve the quality and professionalism of the Acquisition Workforce – Continuously improve Workforce policies, programs, and processes http: //www. hci. mil/ Do. D Priorities 3

Strategic Alignment FY 18 National Defense Strategy • Recruiting, developing, and retaining a high-quality military and civilian workforce is essential for warfighting success. • A modern, agile, information-advantaged Department requires a motivated, diverse, and highly skilled civilian workforce. • We will emphasize new skills and complement our current workforce with information experts, data scientists, computer programmers, and basic science researchers and engineers—to use information, not simply manage it. • The Department will also continue to explore streamlined, nontraditional pathways to bring critical skills into service, expanding access to outside expertise, and devising new public-private partnerships to work with small companies, start-ups, and universities. “We have incredible capability with the people we have right now. ” Ellen Lord, USD(A&S) http: //www. hci. mil/ 4

Unified Senior Leadership Focus on Acquisition Workforce “We have incredible capability with the people we have right now. ” --- Ellen Lord, USD(A&S) “In order to fully realize the benefits of acquisition reform, it takes a talented, well-trained acquisition workforce. ” --- Honorable Dr. Bruce D. Jette, ASA (ALT) “All this relies on our most important asset, our people, and the approaches we take to recruit, train and retain the workforce we need to compete and win in support of our national defense strategy. ” --- Honorable James F. Geurts, ASN(RDA) “…we really now have to equip a workforce that are ready to take the reins that you have allowed us to put in their hands and to feel empowered to use them” --- Honorable Dr. William Roper Jr. , ASAF(A) http: //www. hci. mil/ 5

Human Capital Initiatives (HCI) • HCI is responsible for Department of Defence Acquisition Workforce: – Do. D Acquisition Strategic Workforce Plan – Policy and Legislative Proposals – Do. D A&S Workforce Education, Training, and Career Development Program – Promote a coherent, strategic focus on workforce initiatives – Defense Acquisition Workforce Development Fund (DAWDF) – Civilian Acquisition Workforce Personnel Demonstration Project (Acq. Demo) – Defense Acquisition Workforce Awards Program – Joint Acquisition Workforce Forums HCI MISSION Execute Do. D-wide acquisition workforce governance, strategies, policies and talent management initiatives to equip a highly qualified workforce of professionals in acquiring and delivering world-class Warfighting capabilities to our Soldiers, Sailors, Airmen, and Marines. http: //www. hci. mil/ 6

Our Stakeholders http: //www. hci. mil/ 7

Military and Civilian Acquisition Workforce AT&L Data. Mart (As of 31 Dec 2017) http: //www. hci. mil/ 8

Acquisition Workforce by Career Field AT&L Data. Mart (As of 31 Dec 2017) http: //www. hci. mil/ 9

Recent Accomplishments • FY 16 -FY 21 Defense Acquisition Strategic Workforce Plan – Published and provided to Congress in Nov 2016 • Acq. Demo Improvements – New Federal Register notice implementing most significant improvements to Acq. Demo since 1998 issued November 2017 • Do. D Instruction (Do. DI) 5000. 66 update issued July 2017 – First major update of AWF policy since 2005; streamlined three DODI’s to one • Outreach and Branding – Visited 26 colleges and universities • DAWDF – FY 16 - NDAA provided permanence to DAWDF – FY 17 – Successfully adjusted to major midyear 30% program reduction - Maximized execution to highest priorities – executed FY 17 to 99% http: //www. hci. mil/ 10

Current Initiatives… • Industry Exchange Pilot – FY 18 NDAA Section 1104 authority – Public -Private Talent Exchange – Working with Industry to “get ready” … pending P&R implementation • Do. D Human Capital Symposium – 1 -2 May 2018 Southbridge Conference Center – Ms. Lord Keynote – Major forum for Do. D/Defense Industry to share workforce challenges/strategies • Acq. Demo – Implementation of November 2017 FRN & continued expansion; FY 19 legislative permanence proposal • DAWDF – FY 18 NDAA increased cap to $600 M; FY 18 Appropriations Act funded $500 M • Senior Military Acquisition Advisors – FY 17 NDAA Sec 866 – five O-6 advisors to each SAE – Services actively planning use – FY 19 Do. D legislative proposal submitted to OMB to reduce eligibility from 30 years of service to 26 years of service • Direct Hire Authorities – FY 16 NDAA Sec 1112/1113 – New S&T Hiring Authority for AWF – FY 17 NDAA Sec 1006 New College Student Hiring Authority • Make the Do. D an Employer of Choice – Major Branding and Outreach effort to attract top talent to Do. D AWF • College Acquisition Internships – Industry Best Practice – Pilot with MDA • Sub-Specialties Implementation – EVM and International http: //www. hci. mil/ 11

Branding Improvements • Branding/Outreach – “Make Do. D an Employer of Choice” – Engagement and collaboration with over 26 colleges and universities across the country • Met Provosts, Chancellors, Deans and Senior Administration • Hosted 3 “Ship Tours” Site Visits at Do. D military bases – Takeaways: • Lack of understanding of “Do. D” organization • Brand awareness for Military Services • No brand for Civilian career opportunities • Industry recruiting model is through summer internships • Site visits are cost effective way to increase branding awareness • Continued on-campus presence is important, (speakers, panels, webinars, Do. D days, and career fairs) Website: www. HCI. mil | Twitter: @ATLHCI | Facebook: https: //www. facebook. com/ATLHCI http: //www. hci. mil/ 12

Defense Acquisition Workforce Development Fund (DAWDF) “The Defense Acquisition Workforce Development Fund (DAWDF) provided by Congress, …has been particularly critical to the Department's efforts to rebuild its technical workforce, strengthen early and mid-career year groups, improve certification and education levels, and expand participation in the contribution-based Acquisition Demonstration (Acq. Demo) personnel management system. ” Ellen Lord, USD (A&S) testimony before the Armed Services Committee, Dec 2017 http: //www. hci. mil/ 13

DAWDF Improvements ü FY 16 NDAA DAWDF permanence ü FY 17 NDAA allows use of DAWDF for ü DAWDF Year-in-Review Report – Excellent investment highlights contractor support for talent ü Improvements position DAWDF for long management, studies/tools to improve term success acquisition ü DAWDF Operating Guide issued ü FY 18 NDAA cap increase to $600 M and ü Line Items streamlined allows use of DAWDF to administer fund ü Improved monthly reporting tools (DMIT) ü FY 16 and FY 17 execution (even with ü FY 17/FY 18 proposal processes FY 17 reduction) ü Program reviews and monthly call-ins ü Improved identification of requirements ü Year-in-Review Reporting and Initiatives ü Orientation package and tools ü Improved resourcing and timely allocation of DAWDF walkthrough for new DAWDF PMs Adjusting to New FY 18 Appropriation Act Changes - Shift to all appropriated funding & Funds FY 18 at $500 M Adjusting to PBD(RMD) Changes - $400 M budgeted annually across FYDP Positioning DAWDF for Long Term Success http: //www. hci. mil/ 14

FY 17 DAWDF Program Highlights $399 M Program Distributed to users $397 M Obligated (99%) Increase from FY 16 (92%) 805 Civilian AWF Hired 79% entry level 2385 Funded Recruiting, Retention & Recognition Initiatives 1. 055 M Training Events 36 Total Program Users DAU: 920 K Clear Contribution to an Improved AWF Increased Degree and Certification Levels http: //www. hci. mil/ 15

Acq. Demo Expansion & Improvements [CATEGORY NAME] 1, 821 5% an n sio p Ex 4 th Estate 4, 844 13% Air Force 16, 957 45% Navy 5, 207 14% [CATEGORY NAME] [VALUE] Air Force Army [PERCENTAGE] Navy Marine Corps 4 th Estate As of FY 18 Q 1 • NDAA 2017 - Acq. Demo under Sec. Def authority s nt ro p Im v e m e • NDAA 2018 – authority extended to 2023 • Federal Register Notice (FRN) published Nov 2017 • • Reduces factors from 6 to 3 Direct Hire Authority Supervisory and team lead differential Incorporates performance-based RIF • FY 19 A&S Legislative Proposal submitted - permanence 16

Acq. Demo Improvements — New FRN New Streamlining and Flexibilities New FRN Published (82 FR 52104 -52172): Federal Register Notice was published on 9 November 2017. FRN implemented many of the benefits used by the Science and Technology Reinvention Laboratories Demonstration Projects, and proposed by the National Defense Authorization Acts: – Reduces Appraisal Factors from 6 to 3 • Major streamlining helps supervisors and employees • Responds to field feedback to simplify appraisal process – Provides Direct Hire Authorities • Business & Technical Management Professional Career Path (NH) positions • Veteran Appointments to Positions in the NH and Technical Management Career (NJ) Paths • Acquisition Student Intern Appointments – Also adds student intern relocation incentive • Scholastic Achievement Appointments – Creates a Supervisory and Team Leader Cash Differential http: //www. hci. mil/ 17

Acq. Demo Improvements — New FRN New Flexibilities • Creates Accelerated Compensation for Developmental Positions • Expands supervisory probationary periods • Implements new FY 17 NDAA RIF procedures • Special act awards up to $25, 000 (from $10, 000) • Expands detail and temporary promotions from 90 days to 12 months • Adds ability to reward high performers at the top of a pay band http: //www. hci. mil/ 18

Do. DI 5000. 66 Establishes policy for AWF Education, Training, Experience, and Career Development Program • Reissuance published 27 July 2017 • Updates competency management policy to align with Department-wide competency management standards and framework • Do. DI: • Consolidates 3 policy documents (Directive 5000. 52; Data Instruction 5000. 55; Updated Instruction 5000. 66) Major changes: • Roles and Responsibilities • KLP mandatory positions and increased standards • DAWDF oversight and responsibilities http: //www. esd. whs. mil/Portals/54/Documen ts/DD/issuances/dodi/500066_dodi_2017. pdf ? ver=2017 -07 -27 -155104 -093 • Desk Guide and Data Standards: http: //www. hci. mil/docs/Policy/Guidance%20 Memoranda/Do. DI_5000_66_Desk_Guide_Sig ned_20_July_2017. pdf • Acq. Demo oversight and responsibilities • Aligns PM Tenure with Do. DI 5000. 02 • Better defines requirements for certification and continuous learning http: //www. hci. mil/docs/Policy/Guidance%20 Memoranda/Do. DI_5000. 66_Data_Standards_ Signed_20_July_2017. pdf 19

Do. D’s AWF Positioned for Next Era of Acquisition Workforce Capacity Sustained Early and Mid. Career Do. D AWF reshaped - eliminated the AWF Bathtub Record high Certification Rates Sustained high Education Levels AWF Core Quality / Capability Metrics Strong http: //www. hci. mil/ 20

AWF Retirement Eligibility http: //www. hci. mil/ 21

Growth and Sustainment http: //www. hci. mil/ 22

AWF Certification Rates http: //www. hci. mil/ 23

Increased Education Levels 2017 2008 97, 370 (77%) Bachelor’s Degree or Higher 139, 052 (84%) 35, 878 (29%) Graduate Degree 66, 150 (40%) http: //www. hci. mil/ 24

AWF is Making a Difference – Defining the Future! Questions? QUESTIONS? http: //www. hci. mil/ 25

Questions?