2. 1 1 VA’s Approach to Recapitalizing the Acquisition Workforce Breakout Session #414 Lisa Doyle Tuesday, July 20, 2010 11:15 a.m. – 12:30 p.m.

3. 2 About the Department of Veterans Affairs Second-largest of the 15 Cabinet Departments Operates nationwide programs for health care, financial assistance and burial benefits Consists of three major Administrations: –Veterans Health Administration (80% of budget) –Veterans Benefits Administration –National Cemetery Administration Serves 70 million eligible veterans and their families More than $15B worth of products or services were bought under contract last year

4. 3 Government-wide Challenge The acquisition function is in a state of crisis in all Federal agencies: –Reductions in 1980s and hiring freezes in 1990s –Estimated government-wide retirement eligibility is 29% in FY2011 and 50% in FY2016 Acquisition is a mission critical function; contracting is a single but significant piece Two decades of “downsizing”, increased outsourcing and congressional scrutiny and oversight has strained an over tasked acquisition workforce Workforce has become risk adverse Acquisition training demands exceed supply

5. VA Breaking New Ground 4 First acquisition academy in a civilian agency to respond to growing acquisition workforce crisis –Acquisition has become more complex with greater oversight –Quality of acquisition function has deteriorated –Acquisition workforce reduced in size Created to train and certify the entire VA Acquisition Team –Contracting Professionals including entry-level interns –Program/Program Managers –Contracting Officer Technical Representatives –Acquisition Leaders Competency-Based Program Experiential Learning Model

6. Open for Business 5 Opened in September 2008, occupying the first floor of the VAAA building in Frederick, Maryland When fully built out, will occupy 80,000 square feet, 18 classrooms, and work space for more than 150 employees

7. Making A Meaningful Difference 6 Program includes stakeholder engagement and value measurement methodologies to ensure alignment with business needs to satisfy VA mission Develop new and existing personnel into trusted business advisors capable of executing the FAR’s emphasis on using sound business judgment to deliver best value solutions To empower catalysts for change, transforming the VA acquisition process from “tactical and reactive” to “strategically-driven and focused on results”

8. Raising the Bar 7 Academy curricula will: –Satisfy Government-wide professional certification requirements mandated by the Office of Federal Procurement Policy Federal Acquisition Certifications in: Contracting (FAC-C) Program/Project Management (FAC-P/PM) Contracting Officer Technical Representative (FAC-COTR) –Specialized acquisition tracks in: Information Technology Construction Leasing Health Care Supplies/Services –Include electives such as leadership, communication, writing, to maintain required professional certifications and currency

9. Four Schools 8 Acquisition Internship School FAC-C Certification/Levels 1-2 Contracting Professional School FAC-C Certification/Levels 1-3 Program Management School FAC-P/PM Certifications Contracting Officer Technical Representative (COTR) Acquisition Corps Development School

10. Acquisition Internship School 9

11. Internship School Facts 10 Currently 56 interns –Two cohorts simultaneously move through program –At full capacity, 90 interns in program at various stages 3-year program –Hired under the Federal Career Intern Program –Excepted service appointments –Career ladder to GS-12 Intern demographics –From over 15 states across US –More than 53% are veterans –Many with MBAs or JDs

12. Taking a Holistic Approach 11 The intern curriculum consists of a holistic approach to developing technical, interpersonal, and leadership skills. Includes formal technical classroom training complemented by Leadership, Skill Building, and non-classroom activities such as Job Rotations and Mission Service Work

13. Leadership Training 12 Formal leadership courses at all three FAC-C levels Critical to VA’s succession planning efforts Guest leader series Visiting senior leaders from acquisition, programmatic, finance, policy, private, and public sectors share perspectives about their leadership journey Situational leadership opportunities Leadership skills are applied and assessed while on job rotations

14. Skill Building 13 Allows interns to apply theoretical concepts in a realistic and ‘safe’ simulated environment – our Learning Laboratory –Structured business cases –Hands on real-life scenario-based exercises –Detailed research-based projects –Simulations –Role-play –Learning laboratory where it’s okay to fail in order to learn and improve skills Practical activities prepare and equip interns to perform successfully in their job rotations and after program graduation

15. Job Rotation Component 14 “Learning by doing” - critical for intern learning at all levels Represents a significant investment from operational/hosting job rotation organizations for enhancing our future acquisition capability/capacity Added bench strength to help VA process real requirements Dedicated reach-back support to the interns during job rotations

16. Mission Service Projects 15 Interns plan and participate in Mission Service activities to gain a better understanding of VA’s mission, vision, and core values. –Veterans Career Boost –Medical Center Visits –Homeless Veterans Welcome Home Program –Veterans History Project with Library of Congress –Many Others “To care for him who shall have borne the battle and for his widow, and his orphan” ~Abraham Lincoln~

17. Reduced Time to Performance 16 Accelerated Learning Why it Works… FAC-C Level III Certified Contracting Professional Trusted Business Advisor Competency Proficiency Time Traditional Intern Program VA Acquisition Intern Program Designed to accelerate learning curve to be more productive more quickly Builds competence and confidence Emphasize translating theory, fundamentals, and concepts to practical application Program evolves from basic to more complex acquisition strategies

18. Inaugural Intern Team Stand 17

19. On the Horizon 18 Next intern cohort to starts in August 2010 Launching a non-resident program using blended learning approaches to reduce travel expenses Develop “feeder” program for severely wounded veterans Open program up to other civilian agencies In learning you will teach… and in teaching, you will learn!

20. Contracting Professional School 19

21. Contracting Professional School 20 Addresses all FAI mandated courses in the FAC-C curriculum Reduced costs Centralized contracts yields quantity discounts and facility overhead less than individual location rentals Implementing elective tracks to meet VA specific contracting needs Health Care Supplies/Services, IT Construction Leasing

22. Contracting Professional School 21 Number of Courses Conducted: 193 Number of Students Trained: 3,316 Number of Courses Planned FY10: 137 Positive Feedback from Satisfied Customers: Average Instructor Rating: 4.6 (out of 5) Average Course Rating: 4.2 (out of 5)

23. FAC-C Required Courses 22

24. Program Management School 23

25. Why is it important? 24 Mandated by OMB Deputy Secretary priority –Primary objective to improve the quality of service we deliver to our veterans. –Key to this initiative is innovative and improved Program and Project Management (P/PM). –Create a consistent P/PM knowledge base across VA. –Funding committed for all the required P/PM training in 2010 to cover tuition and travel.

26. The Plan for Change 25 ProcessStructure Competency Development Change will require a three cornered approach to Acquisition The Process defines how we oversee and align accountabilities and authorities of Acquisition The Structure defines the reporting matrix we use to manage the Process Competency Development defines the tools and guidelines we provide and enrich in each individual in the Acquisition Structure

27. The Plan for Change 26

28. Who Needs to be Trained/Certified? 27

29. Program Management Curriculum 28 FAC-P/PM Boot Camps (Entry, Mid, or Senior P/PM level) for entire inventory Training is application-based COTS training – Courses include: Program/Project Management – 4 days EVM and Cost Estimating – 4 days Leadership – 3 days Acquisition – 4 days Each participant will create an action plan to implement back on the job

30. Program Management Curriculum 29 Capstone (5 days at level that corresponds to level of Boot Camp training, 3 to 4 months post training) Simulates VA and commercial/Government best and worst practice scenarios presented for individual and group work Provides practical application of learning and competencies in lower risk setting Impact Monitoring Track implementation of action plans generated in Boot Camp Track specific program improvement plan implementations Stakeholder engagement to obtain feedback on program impacts

31. Acquisition Corps Development School 30

32. Purpose of Acquisition Corps 31 Develop and implement a professional development program for VA acquisition executives Ensure a holistic and integrate approach to developing leadership competencies To increase bench strength to support succession planning for critical and senior level positions To reinforce a learning environment across the enterprise To enhance retention of high performers by feeding their desire to excel

33. Contact Information 32 Lisa Doyle, Chancellor, VA Acquisition Academy –lisa.doyle@va.govlisa.doyle@va.gov –(202) 461-0646 Visit us at: http://www.acquisitionacademy.va.gov/index.asp

34. QUESTIONS?? 33