asmc national pdi 2017 fm competencies and your...

Under Secretary of Defense(Comptroller)


5/18/2017


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


• 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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DoD FM Workforce Development

Facts & FiguresDoD FM Workforce Demographics and Challenges

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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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Source of information: DCPAS Data DecksAs Of: Q2 2017

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Note: Excludes SES; only GS1 – 15 presented

FM Civilian Demographics Overview


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)


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



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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


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

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


FM Online: A Professional Development Resource

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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


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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FM Career Roadmap Definitions

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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


IDP Prototype:FM Competencies in Relation to Cert Level

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Output

LMS Generated Manual Selected DefaultedLegend:


IDP Prototype: Training taken from the Career Roadmaps

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Output



IDP Prototype: IDP Output

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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


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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• 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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• 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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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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Leadership

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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

https://www.cpms.osd.mil/Content/Documents/LDP/DCELP_Application_Package.pdf

https://www.cpms.osd.mil/Content/Documents/LDP/ELDP_ApplicationPackage.pdf

https://www.cpms.osd.mil/Content/Documents/LDP/DSLDP_Application_Package.pdf

https://cfo.gov/cxo-fellows/

mailto:[email protected]


Tools

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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


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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• 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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• Follow a Career Roadmap and Set Personal Goals

• Remember that Communication is Key

• Get in the Game

In Summary


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Questions

?