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Best Practices in Implementing an Acquisition Professional Development Program

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.

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Best Practices in Implementing an Acquisition Professional Development Program

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  1. 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

  4. 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

  5. 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

  6. 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

  7. 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”

  8. 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

  9. 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

  10. 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

  11. VA Acquisition Academy – Acquisition Internship School GSA Expo May 2010

  12. 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

  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

  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

  15. Taking a Holistic Approach The intern curriculum consists of a holistic approach to developing technical, interpersonal, and leadership skills through the following components:

  16. 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 “To care for him who shall have borne the battle and for his widow, and his orphan” ~Abraham Lincoln~

  17. 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 Trusted Business Advisor FAC-C Level III Certified Contracting Professional Competency Proficiency Time VA Acquisition Intern Program Traditional Intern Program 18

  18. 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

  19. Challenges & Solutions • General • Strategic Human Capital Planning • Development and Learning • Workforce Management & Infrastructure

  20. Questions?

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