Proposed DoD Financial Management Professional Certification Program Presented to the ASMC Audio Conference - PowerPoint PPT Presentation

Proposed DoD Financial Management Professional Certification Program

Presented to the ASMC Audio Conference

DoD Financial Workforce Management Office

October 13, 2011

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

• 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

• 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)

• 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

Alignment of the 05XX Occupational Series with FM Competencies

23 FM Competencies Cover All 13 FM Occupational Series

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

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

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

• 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

• 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

• 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

• 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

• “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

• 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 Chair: Sandra Gregory, OUSD(C) FWM

Members

Adjunct Members

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

Foundation Built on DoD FM Competencies

NOTIONAL

Foundation Built on DoD FM Competencies

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

• 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

• 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

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

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

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

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