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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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slide1

Proposed DoD Financial Management Professional Certification Program

Presented to the ASMC Audio Conference

DoD Financial Workforce Management Office

October 13, 2011

agenda
Agenda
  • Goals and approach
  • Program specifics: Level 1, 2, 3
    • Competencies
    • Alignment of competencies
  • Major Next Steps
  • Way ahead
  • Challenges
  • Conclusion
key goals for senior working group
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
overall approach
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)

developing the program specifics
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

slide7

Alignment of the 05XX Occupational Series with FM Competencies

23 FM Competencies Cover All 13 FM Occupational Series

fm certification equation level 1
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

fm certification equation level 2
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

fm certification equation level 3
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

amount of course ceu requirements
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
major next steps
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
options for phasing
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

communications approach
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

challenges
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
conclusion
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

senior working group composition
Senior Working Group Composition

Senior Working Group Chair: Sandra Gregory, OUSD(C) FWM

Members

Adjunct Members

draft conceptual framework 1 of 3
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

draft conceptual framework 2 of 3
DRAFT CONCEPTUAL FRAMEWORK (2 of 3)

Foundation Built on DoD FM Competencies

draft conceptual framework 3 of 3
DRAFT CONCEPTUAL FRAMEWORK (3 of 3)

NOTIONAL

Foundation Built on DoD FM Competencies

broadening conceptual view
“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

level 2
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

level 3
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

slide30

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

slide31

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

slide32

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

slide33

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