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Proposed DoD Financial Management Professional Certification Program Presented to the ASMC Audio Conference

Proposed DoD Financial Management Professional Certification Program Presented to the ASMC Audio Conference. DoD Financial Workforce Management Office October 13, 2011. Agenda. Goals and approach Program specifics: Level 1, 2, 3 Competencies Alignment of competencies Major Next Steps

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Proposed DoD Financial Management Professional Certification Program Presented to the ASMC Audio Conference

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  1. Proposed DoD Financial Management Professional Certification Program Presented to the ASMC Audio Conference DoD Financial Workforce Management Office October 13, 2011

  2. Agenda • Goals and approach • Program specifics: Level 1, 2, 3 • Competencies • Alignment of competencies • Major Next Steps • Way ahead • Challenges • Conclusion

  3. Key Goals for Senior Working Group • Establish a framework for FM development • Establish a mechanism to encourage key training: • Auditable Financial Statements • Decision Support/Analysis • Encourage career broadening and leadership • Make recommendations to USD(C) and Service FMs, Defense Agency FMs

  4. Overall Approach • Mandatory Program for DoD FM Civilians and Military • Awaiting Congressional authorization • Applies by Level to each position – POSITIONS will be CODED as Level 1, Level 2 or Level 3 • Certain courses and experience required • Waivers only with approval of Service FM or Agency FM (limited delegation)

  5. Developing the Program Specifics • Based on FM and Leadership Competencies • 23 OSD Enterprise FM Competencies • Selected FM and Leadership Competencies and Proficiency Levels at each Certification Level • Details developed with experienced personnel • Continued coordination with USD (P&R) Foundation Built on DoD FM Competencies

  6. Draft FM Competencies, as of 9/8/2011

  7. Alignment of the 05XX Occupational Series with FM Competencies 23 FM Competencies Cover All 13 FM Occupational Series

  8. FM Certification Equation: Level 1 Hours + Hours + Hours + At Least 2 Yrs DoD FM Experience 40 CEU/CPE every two years Time in Job FM Certification Level 1 * Proficiency Level 1

  9. FM Certification Equation: Level 2 Hours + Hours + Hours + At Least 4 Yrs DoD FM Experience Time in Job + 60 CEU/CPE every two years At Least One 3-month Developmental Assignment (Recommended) Time in Job FM Certification Level 2 *Proficiency Level 1 **Proficiency Level 3 + [Recommended] Work towards Bachelor’s Degree + [Recommended] Completion of one of the DoD-approved Test-Based Certification Programs

  10. Test-Based Certifications

  11. FM Certification Equation: Level 3 Hours + Hours + Hours + At Least 6 Yrs DoD FM Experience Time in Job + 80 CEU/CPE every two years At Least One Developmental Assignment Time in Job **Proficiency Level 3 ***Proficiency Level 5 *Higher Proficiency Level Course FM Certification Level 3 + [StronglyRecommended] Work towards Master’s Degree + [Strongly Recommended] Completion of one of the DoD-approved Test-Based Certification Programs

  12. Amount of Course/CEU Requirements • Level 1: About 40-80 course hours in FM and Leadership related areas + 40 CEU/CPE every two years • Level 2: About 50-100 course hours in FM and Leadership related areas + 60 CEU/CPE every two years • Level 3: About 50-100 course hours in FM and Leadership related areas + 80 CEU every two years • For Reference: DAWIA course requirements: • Level 1: 105 hrs Level 2: 198 hrs Level 3: 71 hrs • 80 CEU every two years for all Levels

  13. Major Next Steps • Scope (Estimated number of FM Civilian positions) • Level 1: ≈ 4,500 • Level 2: ≈ 33,000 • Level 3: ≈ 10,000 Note: Estimated 10,000 FM Military positions not included • Major actions which must be accomplished in order to launch the Program: • Positions coded (Level 1, 2 or 3) • Learning Management System (LMS) in place • Coordinated with Defense Civilian Personnel Data System (DCPDS) and HR community

  14. Options for Phasing • Option 1: All 3 Levels at once; all Components/Organizations • Option 1A: All 3 Levels at once; Selected Organizations • Option 2: Level 1 only; all Components/Organizations • Option 2A: Level 1 only; Selected Organizations • Option 3: Level 2 only; all Components/Organizations • Option 3A: Level 2 only; Selected Organizations • Option 4: Level 3 only; all Components/Organizations • Option 4A: Level 3 only; Selected Organizations All favor some type of pilot program and fixed periods for implementation; Recommend a goal for full implementation

  15. Communications Approach • Significant leadership involvement • Possible mechanisms • Video (one for each MILDEP with USDC and FM; one for DFAS/DCAA with USDC and Director; one for Agencies) – Speeches – Comptroller Magazine – Audio Conferences to answer questions – FM Online – Professional organizations

  16. Way Ahead – Near Term

  17. Way Ahead – Longer Term

  18. Challenges • “Marketing” to FM leaders and career fields • Funding Strategy • Alignment of Courses to Competencies • Learning Management System (LMS) – required to track Certification requirements – Several Components have an LMS – Need to leverage these capabilities in implementing a DoD system – Costs need to include cost for personnel at the Component level to administer the LMS • Coding of Position Descriptions

  19. Conclusion • The Proposed DoD FM Certification Program: • Focuses on DoD Audit Readiness and on Analytics • Provides a certification framework for the 58,000 people doing DoD financial management • Level 1, 2, 3 tied to experience in financial management • Gives the FM workforce a recognized body of knowledge • Uses existing courses (mapped to competencies) where possible • Develops expertise standards using DoD-wide competencies • Encourages college degrees and test-based certifications Making a Good FM Workforce Better

  20. Questions?

  21. Additional Charts

  22. Senior Working Group Composition Senior Working Group Chair: Sandra Gregory, OUSD(C) FWM Members Adjunct Members

  23. Test-Based Certifications

  24. DRAFT CONCEPTUAL FRAMEWORK (1 of 3) Analysis Analysis Analysis Analysis Accounting X • Concepts, Policies and Principles of Finance Budget Mil/Civ Pay Y Concepts, Policies and Principles of Y • Fundamentals and Operations of Audit Readiness Audit Readiness NOTIONAL Multi Criteria Decision Making Analysis/Decision Support Senior Auditor School Cost Analysis GAGAS Auditability Foundation Built on DoD FM Competencies

  25. DRAFT CONCEPTUAL FRAMEWORK (2 of 3) Foundation Built on DoD FM Competencies

  26. DRAFT CONCEPTUAL FRAMEWORK (3 of 3) NOTIONAL Foundation Built on DoD FM Competencies

  27. “Broadening” Conceptual View Level 3 Concepts, Policies and Principles of Advanced Financial Management Competency SECONDARY SPECIALTY Level 2 Fundamentals and Operations of Concepts, Policies and Principles of SECONDARY SPECIALTY PRIMARY SPECIALTY Level 1 Fundamentals and Opns of PRIMARY SPECIALTY

  28. Level 2 • Financial Management Systems • Financial Stewardship • Decision Support (Cost Analysis) • Budget Formulation, Justification and Presentation • Accounting Analysis OR Financial Management Analysis • Concepts, Policies and Principles of • Fundamentals and Opns of Different Specialty from CP&P PRIMARY SPECIALTY SECONDARY SPECIALTY

  29. Level 3 • Financial Management Systems • Financial Stewardship • Decision Support (Cost Analysis) • Budget Formulation, Justification and Presentation • Accounting Analysis AND Financial Management Analysis • Advanced Financial Management • Concepts, Policies and Principles of SECONDARY SPECIALTY

  30. G Sustain Career Series Workforce Size DoD FM (5XX) Workforce Size • Analysis of Trends: • No growth in 1st 3 Quarters of FY11. • Workforce is expected to remain stable during the remainder of the FY, unless un-forecasted migrations from other non-FM Occupation Series occur. • The FM Workforce is augmented with approximately 200 Operations Research Analysts (1515s) that perform cost analysis based functions throughout the Department (not reflected on charts) • FY 2011 Goal: No further declines from FY 2008 baseline Result/Score: No declines Source: www.fedscope.gov and Components’ Input to FY 10 Environmental Forecast, September 2011 Achieving a Stable FM Workforce Size

  31. G Staff the FM Workforce DOD 5XX Workforce Staffing • Analysis of Trends: • Through 2QFY11, Gains and Losses are balanced • On-going challenges include: • - Anticipating the rate of losses when the • economy improves • - Anticipating the effect of budget pressure on • DoD • - Understanding gaps and vacancies • FY11 Goal: • Expect staffing Gains to keep pace with any staffing Losses. • Result/Score: • Gains are keeping pace with Losses Source of information – www.fedscope.gov, accessed September , 2011 Current Staffing Trends are Keeping Pace with Vacancies

  32. Increase FM Workforce Credentials % of FM Civilian Workforce with Professional Certifications or Degrees • Analysis of Trends: • Continued emphasis on FM certifications is • achieving results • Occupation Series with positive education • requirements (0510 (Accountant) and 0511 • (Auditor)) have 80-95% Bachelor Degree • personnel and pull up all of 05XX • Percentage of Advanced Degree holders is • stable • FY11 Goal: • A steady increase in the number of degreed and credentialed FM employees (baseline FY06) • Result/Status: • • Increase from FY09 to FY10 in Certifications Sources of Estimates: • Certifications: Components Input and the American Society of Military Comptrollers, April 2011 • Education: DMDC Report, May 2011 G FM Workforce Credentials Generally Increasing

  33. G DOD FM Workforce(By Mission Critical Series / Length of Service) MCO Workforce as of 2d QTR FY11 • Analysis of Trends: • Recruitment initiatives are being pursued to maintain the strength of the FM Mission Critical Occupations • The FM community is exploring options to maintain the workforce and to eliminate the sharp decline in staffing within the initial 10 years of employment • FY11 Goal: • To limit decline in FM Workforce within initial 10 years of employment and not to decrease from 2nd Qtr FY10 levels • Result/Status: • No Decline; increase of 2,154 with 0-9 Years Service (from 2d Qtr FY10) Length of Service (Years) *Source of information – www.fedscope.gov, accessed September, 2011 Focus on Our FM Workforce

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