WASHINGTON -- The very first foundational Line of Effort within NAVSEA's Campaign Plan to Expand the Advantage is ‘Design for Talented People.’ Why? Because without you, NAVSEA doesn't exist.
-- Vice Adm. Tom Moore, NAVSEA Commander
Reaffirming the command’s ongoing effort to promote career opportunities across the enterprise, NAVSEA’s Corporate Operations plans to release its civilian employee training and career development instruction later this year. The updated guidance will apply to all NAVSEA Budget Submitting Offices 24 activities (excluding shipyards) and provide valuable structure as field activities educate and train tomorrow’s workforce, today.
“This instruction shows a broad commitment to invest resources in our workforce while standardizing policy so our employees get the training and professional development needed to do their jobs,” said Theresa Zamecnik, NAVSEA workforce development program manager.
Recognizing demand for all skillsets remains a cornerstone to identifying and allocating the right resources. For Zamecnik and NAVSEA’s workforce development staff, that starts with reviewing each employee’s Individual Development Plan (IDP), 30,000 in total.
Employees are encouraged to complete both the short- and long-term development IDP sections via the Total Workforce Management System. These plans represent a cornerstone to each activity’s annual and five-year training plans. Completing the IDP helps the NAVSEA workforce development team identify and consolidate requirements so that financial and training resources can be allocated efficiently.
“Commensurate with responsibly obligating training funds is dispelling the myth that NAVSEA pays for degrees,” said Zamecnik. “We have to be good stewards of the taxpayer’s money, and employees are reminded that they must first obtain prior approval from their activity before incurring any reimbursable educational expenses.”
For employees desiring a degree, an Academic Degree Program (ADP) represents a potential solution at participating field activities. These programs are competitive, planned and long-term educational programs to support one’s current or future official duties. ADPs are managed by each activity’s workforce development office. Since training and educational requirements meet individual activity requirements, employees should always start with their activity’s workforce development and training offices for education information.
Zamecnik’s office also supports the development of web-based training to share across the enterprise, including shipyards. She adds that her group’s skillsets include the development and design of Total Workforce Management Services-based training.
Additionally, several options exist outside the NAVSEA enterprise (pending local approval), such as:
Defense Civilian Emerging Leader Program (DCELP). This program is open to the entire workforce, including Naval Acquisition Development Program interns. It is designed to develop emerging leaders (GS 7-11) in the Acquisition, Financial Management (500 series), and Human Resources Communities (0200 series).
The Dwight D. Eisenhower School for National Security and Resource Strategy/SAC. This one-year strategic leadership course is open to members of the Department of Defense Acquisition, Technology and Logistics workforce. Those who graduate from The Dwight D. Eisenhower School for National Security and Resource Strategy/SAC are awarded a Master of Science Degree in National Resource Strategy and fulfillment of DAU ACQ-401 course.
Defense Acquisition University. The Defense Acquisition University (DAU) is a both an online and physical educational activity designed to develop qualified acquisition, requirements and contingency professionals. DAU has several strategic partnerships with other institutions. DAU students may search its interactive database for partners in their area offering credits for DAU courses. This allows students to obtain necessary degrees for career advancement at institutions near their activity.