OUSD(AT&L) Human Capital Initiatives Web Portal

Human Capital Initiatives - Mission

Mr. Ken Spiro
Acting Director, HCI

Assist USD(AT&L) with the execution of all 10 U.S.C. 1702 Department-wide acquisition workforce responsibilities to include workforce strategic planning, policy, and programs.

Outcome - create a high quality, high-performing Defense Acquisition Workforce, empowered to make a difference in acquisition outcomes.

HCI - Highlights

Human Capital Initiatives - Highlights

- 2012 AT&L Workforce Development Award Program * WINNERS ANNOUNCED! *
- USD(AT&L) Sep 11 2012 Memorandum - Guidance for the Continuation of Defense Acquisition Workforce Improvement Initiative
- Defense Acquisition Workforce Competency Assessment Reports

Defense Acquisition Workforce Data - Information Summaries

Defense Acquisition Workforce Data - Information Summaries

This site provides defense acquisition workforce data summaries, reports, and analyses. Sources: OUSD (AT&L)/Human Capital Initiatives. HCI conducts analyses with support from RAND. HCI creates graphs/tables from data originally provided by DoD components and subsequently hosted for analysis by RAND and in the AT&L Defense Acquisition Workforce Data Mart. These updates are provided to baseline documentation in the April 2010 Defense Acquisition Workforce Strategic Plan (Report to Congress) [8 MB].

FY13 OVERALL DEFENSE ACQUISITION WORKFORCE (Quarterly Updates):
- FY13(Q1) Defense Acquisition Workforce Count Matrix (by Components/Careers)

End-FY12 OVERALL DEFENSE ACQUISITION WORKFORCE:
- End-FY12 Defense Acquisition Workforce Count Matrix (by Components/Careers)
- End-FY12 Defense Acquisition Workforce Demographics Overview
- FY01 through FY12 Defense Acquisition Workforce Counts
End-FY12 FUNCTIONAL CAREER FIELD DATA INFORMATION SUMMARIES:
- End-FY12 Auditing DAW Data Summary
- End-FY12 Business DAW Data Summary
- End-FY12 Contracting DAW Data Summary
- End-FY12 Facilities Engineering DAW Data Summary
- End-FY12 Information Technology DAW Data Summary
- End-FY12 Life Cycle Logistics DAW Data Summary
- End-FY12 Program Management DAW Data Summary
- End-FY12 Production, Quality, & Manufacturing DAW Data Summary
- End-FY12 Property Management DAW Data Summary
- End-FY12 Purchasing DAW Data Summary
- End-FY12 Science & Technology Manager DAW Data Summary
- End-FY12 SPRDE (Systems Engineering & PSE) DAW Data Summary
- End-FY12 Test & Evaluation DAW Data Summary
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- FY12(Q3) Defense Acquisition Workforce Count Matrix (by Components/Careers)
- FY12(Q2) Defense Acquisition Workforce Count Matrix (by Components/Careers)
- FY12(Q1) Defense Acquisition Workforce Count Matrix (by Components/Careers)

FY11 (Q4) OVERALL DEFENSE ACQUISITION WORKFORCE:
- FY11 Defense Acquisition Workforce Count Matrix (by Components/Careers)
- FY11 vs FY10 Net Changes: Defense Acquisition Workforce Count Matrix
- FY11 Defense Acquisition Workforce Summary Data
- FY01 through FY11 Defense Acquisition Workforce Counts By Career Field

FY11 (Q4) FUNCTIONAL CAREER FIELD ADDENDUMS:
- FY11 Auditing: Functional Career Field Addendum
- FY11 Business: Functional Career Field Addendum
- FY11 Contracting: Functional Career Field Addendum
- FY11 Facilities Engineering: Functional Career Field Addendum
- FY11 Industrial-Contract Property Management: Functional Career Field Addendum
- FY11 Information Technology: Functional Career Field Addendum
- FY11 Life Cycle Logistics: Functional Career Field Addendum
- FY11 Program Management: Functional Career Field Addendum
- FY11 Production, Quality, & Manufacturing: Functional Career Field Addendum
- FY11 Purchasing: Functional Career Field Addendum
- FY11 SPRDE (S&T Manager): Functional Career Field Addendum
- FY11 SPRDE (System Engineering & PSE): Functional Career Field Addendum
- FY11 Test & Evaluation: Functional Career Field Addendum

FY10 (Q4) OVERALL DEFENSE ACQUISITION WORKFORCE:
- FY10 Defense Acquisition Workforce Summary Data

FY09 (Q4) OVERALL DEFENSE ACQUISITION WORKFORCE:
- April 2010 Defense Acquisition Workforce Strategic Plan (Rpt to Congress) [8 MB]

Strategic Workforce Plans

- Link to DoD FY2010–18 Strategic Workforce Plan (CAC Login Required)
- Information Technology Acquisition Workforce Strategic Plan (Apr 23 2012)

DoD Acquisition Strategic Workforce Plan

DoD Acquisition Strategic Workforce Plan

USD(AT&L)
Frank Kendall

The Defense Acquisition Strategic Workforce Plan was hand-delivered to Congress Tuesday, 27 April 2010. The report captures how we are supporting the intent of the President and the Secretary of Defense to improve the acquisition workforce. The report highlights Dr. Carter’s theme that while “workforce size is important, quality is paramount.”

The plan has evolved and it now reflects the growth strategy and the story of the SECDEF. The report contains three chapters: 1) Strategy, 2) Analytics, and 3) Initiatives. The Analytics chapter baselines the workforce using end-of-FY09 data. The report includes appendices on eight acquisition career fields: business, contracting, IT, LC Logistics, PM, Qual, SPRDE SE/PSE, and Test and Evaluation. It has additional appendices for the Army, DoN, Air Force, and DCMA. Also, it has appendices that address Section 820/Critical Positions, Section 834/Military, and Section 301 from WSARA on Awards for the Workforce.

As part of the Openness in Government Initiative, the document is available to the public—to everyone—on the the Defense Acquisition Strategic Workforce Plan web site.

DAW Report to Congress (complete document) , 23 April 2010

Report Preface

A Message from the Former Under Secretary of Defense for Acquisition, Technology, and Logistics and Current Deputy Secretary of Defense

Deputy SECDEF
Ashton Carter

The importance of a right-sized, high quality, high performing acquisition workforce cannot be overstated. On March 4, 2009, President Obama signed his memo, “Government Contracting,” with a mandate for the Federal Government to have sufficient capacity to manage and oversee its contracting process. On April 6, 2009, Secretary of Defense Robert M. Gates announced his intent and recommendations to change the Department’s strategic direction and reform the DOD acquisition process. This heading change includes increasing the size of the organic Defense Acquisition Workforce (DAW) by 20,000 employees. Our hiring initiatives are on track, and the acquisition workforce will grow from approximately 127,000 to 147,000 by 2015. This will return the acquisition workforce to above the 1998 level of approximately 146,000. About half, or 10,000 of the planned growth will result from in-sourcing selected acquisition support services and performing these services with government employees. This will help us to better address inherently governmental functions and ensure we have appropriate oversight of all acquisition activities. It will also improve the balance between our government workforce and contractor support personnel who will continue to play a vital role on the Department’s Total Force team. To successfully accomplish the acquisition mission we will place greater emphasis on a high quality workforce having the right competencies and skill sets, at the right places at the right time.

While our hiring initiatives are on track, the Department must act now on its strategy to increase its acquisition management, technical and business capability and capacity to manage and oversee the acquisition process - from start to finish. Accordingly, I have made sustaining a high quality, high performing workforce one of my top priorities. The key to improving acquisition outcomes is our people. DOD depends on a diverse and knowledge-based workforce comprised of acquisition, technology, and logistics professionals. They are our greatest asset and are critical to our success. I have re-established the Defense Acquisition Workforce Senior Steering Board to sharpen our strategic focus and provide a forum for the acquisition senior leadership team to thoughtfully deliberate and advance our acquisition workforce initiatives. This dynamic and integrated process will build upon a highly effective, performance-based culture that attracts, retains, motivates, and rewards high-performing, top quality workforce members. We will build on our current accomplishments taking full advantage of existing authorities.

Finally, a very concerned Congress has been actively involved in shaping and supporting the Department’s workforce initiatives. Their support with funding, expedited hiring authority, workforce recognition and incentives, and other human capital legislation has been very important for our current success. I appreciate the Congress’ support and will work with each member as we continue to deploy and evolve our workforce strategy. Complete success will not be achieved overnight. As Secretary Gates has stated, “there are no silver bullets.” This plan builds upon our accomplishments and positions the DOD acquisition workforce for the future. Emanating from Secretary Gates’ overall strategic vision, this plan is based on the principles of leadership alignment, Service-unique force planning, and integrated component sharing and collaboration. I solicit all stakeholder support, and look forward to working together as we grow, re-shape and rebalance the workforce with special emphasis on improving workforce quality.