Under Secretary of Defense(Comptroller)
Under Secretary of Defense(Comptroller)
5/18/2017
Under Secretary of Defense(Comptroller)
5/18/2017
FM Competencies and Your Professional DevelopmentMs. Glenda ScheinerDirector, Human Capital & Resource Management, OUSD(C)FM OSD Functional Community Manager (FM OFCM)
Dr. Pamela ClaySenior FM Workforce Development SpecialistHuman Capital & Resource Management, OUSD(C)
1 June 2017
ASMC National PDI 2017
Under Secretary of Defense(Comptroller)
• Facts & Figures
− DoD FM Workforce Demographics and Challenges
• Fundamental Elements and Identify & Close Gaps
− Competencies, Career Roadmaps, and Individual Development Plans (IDPs)
• Your Professional Development
− Education & Training, Leadership, Experience, and Tools
Agenda
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Under Secretary of Defense(Comptroller)
DoD FM Workforce Development
Facts & FiguresDoD FM Workforce Demographics and Challenges
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Under Secretary of Defense(Comptroller)
Series FY15 FY16 Description Series FY15 FY16 Description
0501 12,773 13,188Financial
Administration and Program
0540 44 43Voucher
Examining
0503 3,099 2,837Financial Clerical and Assistance 0544 449 440 Civilian Pay
0505 649 650 Financial Manager 0545 1,475 1,496 Military Pay
0510 4,740 4,830 Accounting 0560 7,031 6,974 Budget Analysis
0511 7,066 6,796 Auditing 0561 474 419Budget Clerical and Assistance
0525 3,477 3,475Accounting Technician 0592 0 0 Tax Examining
0526 3 2 Tax Specialist 0599 235 271 Student Trainee
0530 524 523 Cash Processing
Current Status
Key Points
DoN 18.4%
CIVNavy
15.4%
MILNavy3%
AF22.1%
CIV Air Force14.4%
MILAir Force7.7%
Army28.7%
CIV Army
17.7%
MIL Army11%
Total DoD FMCivilian Workforce
78.3%41,947
Total DoD FMMilitary Workforce
21.7%11,599
• Educated Workforce: 59% of civilian workforce and 42% of military have Bachelor’s degree or higher
• Aging Workforce:
- The average age of the DoD FM civilian is 46.8
- 47% of civilians are over the age of 49
- 15% of the workforce is eligible to retire now and one-third of the workforce is eligible to retire in five years or less
- 37% of FM Senior Executives (SESs) are eligible to retire now
Facts & FiguresDoD FM Workforce
Source: DMDC JAN 2017*= DFAS 69%
Total FM Workforce53,546
CIV 4th Estate30.8%
Other30.8%*
Total FM Workforce53,546
A Snapshot of the FM Community by Occupational Series
Financial Management / Acquisition Workforce
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Under Secretary of Defense(Comptroller)
Source of information: DCPAS Data DecksAs Of: Q2 2017
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Note: Excludes SES; only GS1 – 15 presented
FM Civilian Demographics Overview
Under Secretary of Defense(Comptroller)
Key Civilian DemographicsEducation Levels
• Less than Bachelor's Degree – 41%• Bachelor’s Degree – 38%• Master’s Degree – 21%• Doctorate Degree – 0%
Career Levels• GS 01-08/Equivalent – 24%• GS 09-12/Equivalent – 45%• GS 13-15/Equivalent – 31%
Age Distribution • 29 and Under – 6% • 30-39 – 23%• 40-49 – 23%• 50 and Over – 48%
Retirement Eligibility • Currently Eligible to Retire – 15%• Eligible to Retire Next Year – 4%• Eligible to Retire in Two to Five Years – 14%
Key Military DemographicsEducation Levels
• Less than Bachelor's Degree – 57%• Bachelor’s Degree – 27%• Advanced Degrees – 15%
Career Levels• E01-09 – 75%• O02-06 – 24%• W01-05 – 1%
Age Distribution • 29 and Under – 41%• 30-39 – 36%• 40-49 – 19%• 50 and Over – 4%
Retirement Eligibility • Currently Eligible to Retire – 7%• Eligible to Retire Next Year – 2%• Eligible to Retire in Two to Five Years – 8%
As of 11 January 2017 (End of Q1 FY 2017); Source: CMIS As of November 2016; Source: DMDC
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FM Workforce Demographics for the DoDBy the Numbers (continued)
Under Secretary of Defense(Comptroller)
FM Civilian Retirement Eligibility for GS 1-15 and SES
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SES2
Component Total 05XX OS
05XX OS Currently Eligible to Retire
% 05XX Currently Eligible to Retire
Army 21 7 35%DoN 27 13 46%AF 20 3 17%
4th Estate 72 28 39%Total 140 51 37%
GS 1 -151
05XX OS Retirement Eligibility
Currently Eligible to Retire 15%Eligible to Retire Next Year 4%Eligible to Retire in Two to Five Years 14%
Data Source:1 As of End of Q1 FY 2017; Source: CMIS2 DMDC data as of January, 2017
Under Secretary of Defense(Comptroller)
DoD FM Workforce Development
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Fundamental ElementsCompetencies, Career Roadmaps, and Individual
Development Plans (IDPs)
&
Identify & Close Gaps
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Competency: The ability to do something successfully or efficiently
• DoD has 24 FM competencies, each with 5 proficiency levels; called competency models
• A competency model is the traditional way to identify what needs to be included in a typical training program
• A proficiency level is used to measure one's ability to demonstrate a competency on the job
• While competency and proficiency refer to knowing a skill, competency can refer to the bare minimum required for acceptability. Proficiency carries with it a level of mastery that is above the minimum
• Competencies are integrated into and are the foundation of the FM career roadmaps
• DoD FM competencies for each OS level establish a common baseline of knowledge throughout the DoD, regardless of Component
What is a Competency?
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Accounting Analysis: Analyze, evaluate, and review accounting data and reports using business tools and applications, and performance metrics to provide recommendations
• Proficiency Level 5: Examines the impact of complex accounting solutions to make controversial decisions, and negotiate with key stakeholders
• Proficiency Level 4: Solves difficult challenges through accounting analysis to determine the proper course of action and provides advice to decision-makers
• Proficiency Level 3: Interprets and evaluates accounting information using a variety of analytical methods to provide recommendations
• Proficiency Level 2: Applies general analytical and evaluation techniques to review accounting data in line with all accounting principles
• Proficiency Level 1: Reviews standard data and reports to ensure their accuracy
DoD FM Competencies: An Example
Under Secretary of Defense(Comptroller)
Accounting Analysis Financial Management Systems
Advanced Financial Management Fundamentals & Operations of Accounting
Budget Execution Fundamentals & Operations of Audit
Budget Formulation, Justification & Presentation Fundamentals & Operations of Budget
Concepts, Policies & Principles of Accounting Fundamentals & Operations of Finance
Concepts, Policies & Principles of Audit Fundamentals & Operations of Military & Civilian Pay
Concepts, Policies & Principles of Budget Audit Planning & Management
Concepts, Policies & Principles of Commercial Pay Audit Reporting
Concepts, Policies & Principles of Finance Decision Support - Audit Execution
Concepts, Policies & Principles of Payroll Financial Management & Reporting Analysis
Decision Support Financial Reporting
Financial Management Analysis Financial Stewardship
• 24 DoD FM competencies• 18 of the 24 apply to the DoD FM Certification Program
DoD FM Competencies
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More information about competency definitions and proficiencies: https://fmonline.ousdc.osd.mil/Professional/DoD-Competencies/DoD-FM-Competencies.aspx
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• Initial competencies approved and announced by the USD(C) in November 2011
• The DoD FM competencies were recently revalidated (2016); released in September 2016
− ~11 month effort, competencies developed by subject matter experts from across the DoD for all 13 FM occupational series
• The DoD competencies are the foundation for the FM workforce development portfolio, to include the FM Certification Program
• DoD FM competencies were adopted by the Chief Financial Officers Council for federal-wide use
• USA Staffing is being upgraded to use competencies in the hiring process
DoD FM Competency Development & the Evolving Role of Competencies
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• USA Staffing Upgrade− USA Staffing is OPM’s hiring software system used by Federal agencies to facilitate the hiring process and
match qualified applicants to job openings
− DoD is transitioning to the USA Staffing upgrade, which is expected to be completed by early 2018
− Competencies will be used in the hiring process in lieu of knowledge, skills, and abilities (KSAs)
− DoD’s enterprise-wide FM competencies are the source of competency data in the USA Staffing upgrade for the FM workforce
• Job Tasks− Job tasks are used to describe work performed on the job
− Job tasks are activities an employee performs on a regular basis to carry out the functions required
• Job Items− A Job item is a single activity derived from a job task and is used to determine to what extent an applicant
possesses the chosen competency(ies)
− Job items are used as the source for creating the self-assessment questionnaire, are linked to competencies, and provide ability to distinguish the best qualified candidate
• Status− OUSD(C) created a job item library for all FM occupational series and shared the library with the
Components; providing training as requested/needed
− Encouraging Component FM CFCMs to engage with their respective HR Offices
Competencies in the Hiring Process
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Now that the foundation has been established, use the Career Roadmap(s) and other tools to build your Individual Development Plan (IDP)• First, Identify Your
‒ Short-term goals
‒ Long-term goals
• Second, Identify Tools to Assist You‒ Your IDP
‒ FM Career Roadmap(s)
‒ FM Training
• Third, Identify Programs, Initiatives, and Projects to Fit Your Needs‒ FM technical training
‒ Leadership training and/or experiential training programs (DCELP, ELDP, DSLDP, etc)
‒ The FM/ACQ Exchange Program with Industry (in development)
‒ The DoD-wide FM Rotational Assignment Program (in development)
Identify & Close Your Gaps
Under Secretary of Defense(Comptroller)
FM Career Roadmaps
Updated civilian FM career roadmaps for 13 occupational series are available via FM Online
(e.g., 510 Accounting)
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Under Secretary of Defense(Comptroller)
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• An IDP generally includes the following key elements− Employee and supervisor profiles: Name, positions, title, office, grade
− Career goals: Short-term and long-term goals with estimated and actual completion dates
− Development objectives: Linked to work unit mission/goals/objectives and employees development needs and objectives
− Training and development opportunities: Specific activities an employee will pursue in support of developmental objectives with estimated and actual completion dates
− Results: Upon completion, employee and supervisor discuss and document the level of proficiency gained in reaching the developmental objective
− Signatures: Supervisory and employee sign and date
What is an IDP?
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• Integrated with LMS, iLHW, FM myLearn, the DoD enterprise-wide FM career roadmaps
• Customized to each individual in the FM Certification Program − Unique to each FM Career Occupational Series
• Available for use across the entire FM Community
• User-friendly with drop down menus and “free text” boxes
• Supports and documents discussions with supervisor
An Enterprise-Wide IDP for the FM Community
Under Secretary of Defense(Comptroller)
IDP Prototype:FM Competencies in Relation to Cert Level
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Output
LMS Generated Manual Selected DefaultedLegend:
Under Secretary of Defense(Comptroller)
IDP Prototype: Training taken from the Career Roadmaps
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Output
LMS Generated Manual Selected DefaultedLegend:
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IDP Prototype: IDP Output
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LMS Generated Manual Selected DefaultedLegend:
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• Framework to guide DoD FM professional development
• Mandatory course-based program based on FM and leadership competencies
• Vehicle to provide the knowledge, skills, and abilities necessary to achieve auditable financial statements
• 3 certification levels• Establishes a mechanism to encourage key
training in− Audit Readiness− Fiscal Law− Ethics− Decision Support/Analysis
• Encourages career broadening and leadership• Transition to a more analytic orientation
DoD FM Certification Program
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• OUSD(C) developed 79 FM web-based training courses to meet certification requirements across all 3 certification levels
− Over 471K courses have been completed
• Total of 12,666 FM and leadership courses aligned in FM myLearn− 3,433 DoD, Government non-DoD and commercial courses
− 9,233 academic courses from 1,164 accredited institutions
• Course offerings from 30+ DoD organizations
• Organization-sponsored classroom training taught by subject matter experts
• DoD-approved test-based certifications (e.g., CPA, etc.)
FM Training: Will Meet FM Certification Program Requirements & Close FM Competency Gaps
Keep skills sharp Learn new techniques Professional growth
Under Secretary of Defense(Comptroller)
OUSD(C) Developed Web-Based Training
Over 247 hours of OUSD(C) Web-based Training Hours Available!
Level 1 Course Hrs Level 2 Course
Hrs Level 3 Course Hrs
DoD FM 101 24 Accounting 20 Accounting 8
Accounting 7 Finance/Financial 20 Finance/Financial 20
Finance 6 Budget 29 Budget 16.5
Budget 6 Payroll 10 FM Systems 4
Mil/Civ Pay 6 Commercial Pay 10 Decision Support 10
Decision Support 4 Audit 10 Audit Readiness 3.5
TOTAL HOURS 53 FM Systems 8 Ethics 3
Decision Support 8 Fiscal Law 4.5
Audit Readiness 3 TOTAL HOURS 69.5
Ethics 3
Fiscal Law 3
TOTAL HOURS 124
CETs are not restricted to your Certification Level
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Under Secretary of Defense(Comptroller)
• FM Academic Programs (Degree-Conferring)− CFO Academy – M.S. in Government Information Leadership, CFO Concentration
− Naval Postgraduate School – Graduate Programs
− Defense Comptrollership Program – MBA/EMPA (Army)
• FM Training Opportunities− CFO Academy – CFO Certificate Program (NDU)
− Naval Postgraduate School – Defense Resources Management Institute; Executive Education
− Defense Financial Management and Comptroller School (Air Force)
− Senior Resource Managers Course (Army)
− Army Comptroller Course
5/18/2017
FM Education & Training
Keep skills sharp Learn new techniques Professional growth
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Under Secretary of Defense(Comptroller)
• Current status‒ Completed implementation guide
‒ Completed coordination with DoD Office of Inspector General and Legislative Affairs
‒ Finalizing informal coordination with Deputy Chief Management Officer
‒ Will begin formal coordination in May 2017
• Deputy Chief Management Officer• DoD Office of Inspector General
• Office Management and Budget
• Next Steps‒ Socialize with non-traditional defense contractors
‒ Submit interim final rule to OMB for publication in Federal Register
‒ Monitor status of regulatory freeze on Federal Register
‒ Pending Federal Register timeline, targeting first participants early FY18
5/18/2017
FM /AQ Exchange Program with Industry
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Under Secretary of Defense(Comptroller)
5/18/2017
DoD FM Rotational Assignment Development Program
• OUSD(C) is exploring the viability of a DoD-wide FM rotational development program within the Department
• The goal of the program − To develop a flexible, talented pool of employees who have depth of knowledge in
their disciplines and or breadth of experience across the DoD
• Next Steps− Implement pilot program by the end of this FY, with full implementation in FY18
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Under Secretary of Defense(Comptroller)
Flexibility Integrity/Honesty Interpersonal SkillsResilience Customer Service Oral CommunicationContinual Learning Problem Solving Written CommunicationService Motivation Technical Credibility Mission OrientationComputer Literacy
Team BuildingAccountability
DecisivenessInfluencing/Negotiating
DoD Mission and Culture
Human Capital ManagementLeveraging Diversity
Conflict ManagementDeveloping Others
DoD Corporate PerspectiveNational Security Foundation
Technology ManagementFinancial Management
Creativity and InnovationPartnering
EntrepreneurshipNational Defense Integration
National Security Environment
VisionExternal Awareness
Strategic ThinkingPolitical Savvy
Global PerspectiveNational Security Strategy
Lead the Institution
Lead Self
Lead Teams/Projects
Lead People
Lead Organizations/Programs
CertLevel 1
CertLevel 2
CertLevel 3
CertLevel 3
CertLevel 3
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• DoD Programs‒ Defense Civilian Emerging Leader Program (Junior Level)
o More information at https://www.cpms.osd.mil/Content/Documents/LDP/DCELP_Application_Package.pdf
‒ Executive Leadership Development Program (Mid Level) o More information at
https://www.cpms.osd.mil/Content/Documents/LDP/ELDP_ApplicationPackage.pdf
‒ Defense Senior Leader Development Program (Senior Level) o More information at
https://www.cpms.osd.mil/Content/Documents/LDP/DSLDP_Application_Package.pdf
• Inter-agency/Government-wide Programs− CXO Fellows Program
o More information at https://cfo.gov/cxo-fellows/
− FM/Acquisition Exchange Program (in development)‒ White House Leadership Development Program (Senior Level)
o More information: Email [email protected]
• Other DoD Leadership Resources (FEI, Center for Creative Leadership, etc.)
Leadership Development Programs
Under Secretary of Defense(Comptroller)
DoD FM Workforce Connection
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Quarterly Newsletter that includes• FM workforce development
updates
• Leadership development opportunities
• DoD FM certification updates• Training information
• Lessons learned• Best practices• FM Online updates
• FM LMS
Under Secretary of Defense(Comptroller)
Quarterly Newsletter • FM Workforce
Development Update• FM Certification Update• Lessons Learned• Best Practices
DoD FM Certification Handbook• Program background &
overview• Detailed requirement
descriptions• Checklist to get started
DoD FM Enterprise-wide Competencies• Defines each of the 24 FM
competencies and related proficiency levels
Requirements Datasheets• Outline requirements for
each level
FM myLearn• E-catalog of FM courses
aligned to FM and leadership competencies
Interactive Learning History Worksheet (iLHW)• Organize your prior training using
this cross-cutting online tool
DoD FM Certification User Guide• Provides detailed
information about available tools and step-by-step instructions for FM LMS tasks
Frequently Asked Questions• Compilation of over 100
questions, organized by • category
DAWIA/FM Certification LHWs• Pre-populated w/ acquisition
courses helping you focus
LinkedIn• DoD Financial Management
Certification Program Group
• Receive program updates and other important information
FM Certification Resources
Available at FM Online or Join Us on LinkedIn
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Under Secretary of Defense(Comptroller)
• Launch
‒ DoD enterprise-wide FM Individual Development Plan
‒ FM/AQ Exchange Program with Industry
‒ DoD FM Rotational Assignment Development Program
• FM Workforce Data Trends
‒ FM Information Sharing Forum with FM Component Functional Community Managers (CFCMs) to explore solutions to FM workforce succession planning challenges
‒ FM/HR Summit
• 2nd Summit planned for October 2017
o Focus group will debrief proposed solutions at Summit
5/18/2017
Way Forward
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Under Secretary of Defense(Comptroller)
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• Follow a Career Roadmap and Set Personal Goals
• Remember that Communication is Key
• Get in the Game
In Summary
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