1 Perform Assess Policy and Guidance Acquisition Program Improvement Model Acquisition Programs Acquisition Workforce Human Capital Strategic Planning Education, Training, Experience, Plus Recruit and Retain Evaluate Develop Revise Strategic Initiatives

2 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Reports to Program Managers

3 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model SPRDE-SE & PSE Competency Model Expert panel develops baseline of current competencies CNAC performs workforce survey CNAC performs analysis on results Expert panel vets analysis Updated Competency Model published Acquisition Programs Reports to Program Managers

4 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Performance Learning Model (DAU) Based on Competency Model Education Requirements Experience Requirements Training: SYS 101, 202, 203, 302, add’l courses, CLMs, & Pre-reqs. Core & Core Plus Certification Updates Acquisition Programs Reports to Program Managers

5 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Demographics: Positions coded SPRDE-SE Positions to be coded SPRDE-PSE No. certified at each level / No. not yet certified No. holding position waivers (how long, when certification required) No. of years to achieve certification (date position was coded, date certified by various levels) No. of SPRDE workforce w/multiple certifications (? functional areas, % SE, % PSE) Data grouped by service, location, command Total years of experience Years in service/gov SEs/PSEs per Program SEs/PSEs per PEO SEs/PSEs per TOA Do we have the right number of people for the workload? Reports to Program Managers

6 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Reports to Program Managers Workforce Capability: Assess workforce based on competency model Relation of new training requirements to job performance Relation of new certification level requirements to job performance Incentives/allowances for taking new training Do they have the right tools? Are they using the tools in the right ways? Are they able (or encouraged) to apply new skills or do cultural barriers exist? Right level of training at the right time? Job satisfaction/motivation Workforce to work alignment? Right person/right job? Right Policy in place?

7 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Reports to Program Managers To resolve policy shortfalls, we can: Revise policies To resolve competency model gaps, we can: Update model To resolve training shortfalls, we can: Revise / Add courses To overcome cultural barriers, we can: Examine issues with compliance, leadership Institute cultural changes from the top Revise/Enforce Policy To resolve workforce shortfalls, we can: Adjust personnel strategies – hire, reallocate resources, incentivize, succession planning … Adjust Human Capital Strategic Plans

8 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Reports to Program Managers Strategic Assessment Questions: Looking back What do you think the big "lessons learned" are from the past 20 years with regard to SPRDE workforce planning and management? 2. What are examples of "good" practice with regard to SPRDE workforce "capability" planning and management? Regarding today From your community leadership perspective, what do you see as the current, community-wide SPRDE workforce "capability" concerns and issues? 4. What are the big component-specific workforce issues, if any? 5. Does your workforce have a competency gap that needs to be addressed or for which a solution is in the works? Looking to the future What do you see as the emerging community-wide SPRDE workforce "capability" challenges? 7. What are the big opportunities for the SPRDE community, with regard to workforce "capability" planning and management? 8. What do you see as the SPRDE competencies for the next 5-10 years?

9 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Program Documentation SEP TEMP Risk Management Plan Schedule Earned Value Management Etc. Reports to Program Managers

10 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Reports to Program Managers Systemic Root Causes: Communications (ineffective) Competing priorities CONOPS change Definition of enterprise Engagement of supply base in SE process Expectations not defined Baseline management (inadequate) Contract structure and execution (inadequate) Cost metrics (inadequate) Accountability (lack of) Capital investment (lack of) Enterprise wide perspective (lack of) Staff (lack of appropriate) Tradespace/constraints (lack of) Trust & willingness to share information (lack of) Obfuscating bad news Organization (ineffective) Roles/Responsibilities (poorly defined) Management (process) Production (process) Requirements (process) Technical (process) Program realism Responsibility w/o authority Other Unknown

11 Develop / Update Policy, Guidance & Competency Model Human Capital Strategic Plan Request Training Individual Development Plans Individual Assessment Revise Change Assessment Provide Training Program Performance AT&L Performance Learning Model (DAU) Perform Program Support Reviews (PSRs) and Assessments Develop / Update Curriculum Revise Curriculum Analysis Workforce Capabilities & Demographics Revise Competency Model Assessments Results Competency Model Workforce Assessment Results Training Shortfalls Competency Gaps Cultural Barriers Adjust Workforce Shortfalls Policy and Guidance Policy or Guidance Shortfalls INCOSE, NDIA, etc. SE Education and Research  Recruit  Train  Retain UARC Acquisition Program Improvement Model Acquisition Programs Reports to Program Managers SE Management Team Requirements & Architecture Definition Team Development Teams System Integration & Verification Team SE Management Project Planning Program Manager Stakeholder Requirements Def Requirements Analysis Architecture Design Project Assessment & Control Decision Mgmt Risk Mgmt Configuration Mgmt Information Mgmt Measurement Implementation Integration Verification Transition Validation Chief Systems Engineer Requirements & Architecture Definition Design & Production System Integration & Verification SEP, IMP, IMS ICD, CDD Specs SSDD Product Staffing & Resource Requirements Technical Program Progress Reports ( EVM, Other) Integrated and Qualified System Deployed System Product Characteristics