Acquisition Program Improvement Model
Perform
Acquisition
Workforce
Evaluate
Develop
Education, Training,
Experience, Plus Recruit
and Retain
Acquisition
Programs
Human
Capital
Strategic
Planning
Assess
Policy
and
Guidance
Revise
Strategic
Initiatives
1
Acquisition Program Improvement Model
Acquisition Programs
Requirements & Architecture
Definition Team
SE Management Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Perform
Program
Manager
Project
Planning
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Project
Assessment
& Control
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Workforce
Capabilities &
Demographics
Adjust
Cultural
Barriers
Change
Request
Training
Revise
Curriculum
Provide
Training
AT&L Performance
Learning Model
(DAU)
Recruit
Train
Retain
Assessments
Results
Reports to
Program
Managers
Workforce
Assessment
Results
Workforce
Shortfalls
Individual
Development
Plans
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Human
Capital
Strategic
Plan
Assessment
Individual
Assessment
Product Characteristics
Program
Performance
Analysis
Training
Shortfalls
Revise
Competency
Model
Develop / Update
Curriculum
Competency
Gaps
Competency
Model
INCOSE, NDIA, etc.
SE Education and
Research
Policy or
Guidance
Shortfalls
Revise
Policy
and
Guidance
UARC
Develop /
Update
Policy,
Guidance &
Competency
Model
2
Acquisition Program Improvement Model
Acquisition Programs
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Perform
Program
Manager
Project
Planning
Project
Assessment
& Control
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Workforce
Capabilities &
Demographics
Individual
Assessment
Adjust
Individual
Development
Plans
Cultural
Barriers
Change
Request
Training
Revise
Curriculum
Provide
Training
AT&L Performance
Learning Model
(DAU)
Recruit
Train
Retain
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Human
Capital
Strategic
Plan
Assessment
Workforce
Shortfalls
Product Characteristics
Assessments
Results
Reports to
Program
Managers
Workforce
Assessment
Results
Program
Performance
Analysis
Training
Shortfalls
Competency
Gaps
Policy or
Guidance
Shortfalls
SPRDE-SE & PSE Competency Model
Revise
• Expert panel develops baseline of
Policy
current
competencies
Competency
and
Develop / Update
• CNAC
performs workforce
survey
Model
Guidance
Curriculum
• CNAC performs analysis on results
SE Education
• Expert panel
vets and
analysis
UARC
INCOSE, NDIA, etc.
Research
• Updated Competency Model published
Revise
Competency
Model
Develop /
Update
Policy,
Guidance &
Competency
Model
3
Acquisition Program Improvement Model
Acquisition Programs
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Perform
Program
Manager
Project
Planning
Project
Assessment
& Control
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Workforce
Capabilities &
Demographics
Individual
Assessment
Adjust
Individual
Development
Plans
Change
Cultural
Barriers
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Human
Capital
Strategic
Plan
Assessment
Workforce
Shortfalls
Product Characteristics
Assessments
Results
Reports to
Program
Managers
Workforce
Assessment
Results
Program
Performance
Analysis
Training
Shortfalls
Request
Performance
Learning
Revise Model (DAU)
Training
Competency
Curriculum
• Based on
Competency
Model
Gaps
Revise
Provide
Competency
Training
• Education Requirements
Model
Performance
• AT&L
Experience
Requirements
Competency
Learning Model
• Training:
SYS
101,
202,
203,
302,
Develop / Update
Model
(DAU)
Curriculum
add’l courses, CLMs, & Pre-reqs.
• CoreRecruit
& Core Plus
SE Education and
Train
INCOSE,
NDIA,
etc.
Research
Retain
• Certification
Updates
Policy or
Guidance
Shortfalls
Revise
Policy
and
Guidance
UARC
Develop /
Update
Policy,
Guidance &
Competency
Model
4
Acquisition Program Improvement Model
Acquisition Programs
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Perform
Program
Manager
Project
Planning
Project
Assessment
& Control
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Product Characteristics
•Integrated and
Qualified System
•Deployed System
Demographics:
• Positions coded SPRDE-SE
Human
• Positions to be coded SPRDE-PSE
Capital
Workforce
Strategic
• No. certified
at each
levelAssessment
/ No. not yet certified
Capabilities
&
• No. holding
position waivers (how long, when Plan
Demographics
certification required)
Workforce
Individual
Workforce
Assessment
• Assessment
No. of years to achieveShortfalls
certification (date
position
Results
was coded, dateAdjust
certified by various levels)
Cultural
Individual
•Development
No. of SPRDE
workforce
w/multiple certifications
Barriers
Change
Analysis
Plans
(? functional areas, % SE,
%
PSE)
Training
Shortfalls
Request grouped byRevise
• Data
service,
location, command
Training
Competency
Curriculum
• Total years
of experience
Gaps
Revise
Provide
Competency
Training
• Years in service/gov
Model
Performance
• AT&L
SEs/PSEs
per Program
Competency
Learning Model
• SEs/PSEs
per PEO
Develop / Update
Model
(DAU)
Curriculum
• SEs/PSEs per TOA
Recruit
• Do we
have the right number of people
the and
SE for
Education
Train
INCOSE, NDIA, etc.
Research
workload?
Retain
Measurement
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Assessments
Results
Reports to
Program
Managers
Program
Performance
Policy or
Guidance
Shortfalls
Revise
Policy
and
Guidance
UARC
Develop /
Update
Policy,
Guidance &
Competency
Model
5
Acquisition Program Improvement Model
Acquisition Programs
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Perform
Program
Manager
Project
Planning
Project
Assessment
& Control
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Product Characteristics
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Human
Capital
Workforce
Assess workforce based
on competency
model
Assessment
Strategic
Reports to
Capabilities &
Plan
Program
Relation
of
new
training
requirements
to
job
performance
Demographics
Managers
Workforce Capability:
•
•
• Relation of new certification level requirements to job
Workforce
Individual
Workforce
performance
Assessment
Assessment
Shortfalls
Results
Adjust
• Incentives/allowances
for taking new training
Cultural
• Individual
Do they have
the
right tools?
Barriers
Change
Development
Analysis
• Plans
Are they using the tools in the right ways?
Policy or
Training
Guidance
• Are
they able (orRevise
encouraged)
Shortfalls to apply new skills or do
Request
Shortfalls
Training
Competency
Curriculum
cultural
barriers
exist?
Gaps
Revise
Provide
Revise
Competency
Training
• Right level of training at the Model
right time?
• AT&L
Job Performance
satisfaction/motivation
Policy
Competency
Learning Model
• Workforce
to workDevelop
alignment?
Right person/right job? and
/ Update
Model
Guidance
Curriculum
Right(DAU)
Policy in place?
Recruit
Train
Retain
INCOSE, NDIA, etc.
SE Education and
Research
UARC
Assessments
Results
Program
Performance
Develop /
Update
Policy,
Guidance &
Competency
Model
6
Acquisition Program Improvement Model
Acquisition Programs
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Perform
Program
Manager
Project
Planning
Project
Assessment
& Control
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Workforce
Assessment
Capabilities &
Demographics
To resolve policy shortfalls, we
can:
Product Characteristics
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Human
Capital
Strategic
Plan
Assessments
Results
Reports to
Program
Managers
• Revise policies
Workforce
Workforce
Shortfalls
To resolve competency
model Assessment
gaps, we can:
Results
Adjust
• Update model
Cultural
Individual
Barriers
To Change
resolve training shortfalls,Analysis
we can:
Development
Plans
• Revise / Add courses
Policy or
Training
Guidance
Shortfalls
Request To overcome
barriers, we can:
Revise cultural
Shortfalls
Training
Competency
Curriculum
• Provide
Examine issues with
compliance,
leadership
Gaps
Revise
Revise
Competency
Training
• Institute cultural changes
from the top
Model
Policy
AT&L Performance
• Revise/Enforce Policy
Competency
and
Learning Model
To
resolve
workforce
we
can:
Develop / Update shortfalls,
Model
Guidance
(DAU)
Curriculum
• Adjust personnel
strategies – hire, reallocate
Recruit
planning
…
SE Education
and
Train resources, incentivize, succession
UARC
INCOSE,
NDIA, etc.
Retain
• Adjust Human
Capital
StrategicResearch
Plans
Individual
Assessment
Program
Performance
Develop /
Update
Policy,
Guidance &
Competency
Model
7
Acquisition Program Improvement Model
Acquisition Programs
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
Strategic
Assessment Questions:
Perform
• Looking back...
SE
Management
Program
Manager
Project
Planning
Project
Assessment
& Control
Chief
Systems
Engineer
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
•Integrated and
Qualified System
•Deployed System
1. What do you think the big "lessons learned" are from the past 20 years with
regard to SPRDE workforce planning and management?
Assessments
2. What are examples of "good" practice withHuman
regard to SPRDE workforce
Results
"capability" planning and management? Capital
Workforce
Inf ormation
Mgmt
Measurement
Capabilities &
•Demographics
Regarding
Assessment
today...
Product Characteristics
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Strategic
Plan
Reports to
Program
Managers
3. From your community
leadership perspective,
what do you see as the current,
Workforce
Workforce
Assessment
community-wide Shortfalls
SPRDE workforce
"capability" concerns and issues?
Results
Adjust
Program
4. What are the big component-specific workforce issues, if any?
Performance
Cultural
Individual 5. Does your workforce have a competency gap that needs to be addressed or for
Barriers
Change
Development
Analysis
which a solution is in the works?
Plans
Policy or
Individual
Assessment
Request
Training
Revise
Curriculum
Training
Shortfalls
• Looking
to the future...
Revise
Provide
Competency
Gaps
Guidance
Shortfalls
Revise
Training do you see as Competency
6. What
the emerging community-wide SPRDE workforce
Model
"capability"
challenges?
Policy
AT&L Performance
7.
What
are
the
big
opportunities
for
the
SPRDE
community,
Competency
andwith regard to
Learning Model
Develop / Update
Model
workforce "capability"
planning
and management? Guidance
(DAU)
Curriculum
8. What do you see as the SPRDE competencies for the next 5-10 years?
Recruit
SE Education and
Train
UARC
INCOSE,
NDIA,
etc.
Research
Retain
Develop /
Update
Policy,
Guidance &
Competency
Model
8
Acquisition Program Improvement Model
Acquisition Programs
Requirements & Architecture
Definition Team
SE Management Team
Program Documentation
Perform
• SEP
• TEMP
• Risk Management Plan
• Schedule
Workforce
• Earned Value
Management
Assessment
Capabilities &
• Etc.
Demographics
System
Integration &
Verification
Team
Development
Teams
Program Support Reviews
(PSRs) and Assessments
ICD, CDD
SE
Management
Program
Manager
Project
Planning
SEP, IMP, IMS
Chief
Systems
Engineer
System Integration &
Verif ication
Requirements & Architecture
Def inition
Project
Assessment
& Control
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Individual
Assessment
Adjust
Cultural
Barriers
Change
Request
Training
Revise
Curriculum
Provide
Training
AT&L Performance
Learning Model
(DAU)
Recruit
Train
Retain
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Human
Capital
Strategic
Plan
Assessments
Results
Reports to
Program
Managers
Workforce
Assessment
Results
Workforce
Shortfalls
Individual
Development
Plans
Product Characteristics
Program
Performance
Analysis
Training
Shortfalls
Revise
Competency
Model
Develop / Update
Curriculum
Competency
Gaps
Competency
Model
INCOSE, NDIA, etc.
SE Education and
Research
Policy or
Guidance
Shortfalls
Revise
Policy
and
Guidance
UARC
Develop /
Update
Policy,
Guidance &
Competency
Model
9
Acquisition Program Improvement Model
Systemic Root Causes:
Program Support Reviews
Acquisition
Programs
• Communications (ineffective)
(PSRs) and Assessments
• Competing priorities
Perform
• CONOPS change
• Definition of enterprise
• Engagement of supply base in SE process
• Expectations not defined
Assessments
Human management (inadequate)
• Baseline
Capitalstructure and execution
• Contract
(inadequate)
Results
Workforce
Assessment
• Strategic
Cost metrics (inadequate)
Reports to
Capabilities &
Plan
• Accountability
(lack
of)
Program
Demographics
Managers
• Capital investment
(lack of)
• Enterprise wide perspective (lack of)
Workforce
Individual
Workforce
Assessment
Assessment
Shortfalls
• Staff (lack of appropriate)
Results
Adjust
• Tradespace/constraints (lack of) Program
Performance
Cultural
• Trust & willingness to share information
(lack of)
Individual
Barriers
Change
Development
• Obfuscating bad news
Analysis
Plans
• Organization (ineffective)
Policy or
Training
Guidance
• Roles/Responsibilities (poorly defined)
Shortfalls
Request
Revise
Shortfalls
Training
Competency
Curriculum
• Management (process)
Gaps
Revise
Provide
• Production (process) Revise
Competency
Training
Model
• Requirements (process)
Policy
AT&L Performance
• Technical (process)
Competency
Develop /
Learning Model
• Program realism and
Develop / Update
Update
Model
(DAU)
• ResponsibilityGuidance
w/o authority
Curriculum
Policy,
• Other
Recruit
Guidance &
• Unknown
SE Education
and
Train
Competency
UARC
INCOSE, NDIA, etc.
Research
Retain
SE Management Team
Requirements & Architecture
Definition Team
System
Integration &
Verification
Team
Development
Teams
ICD, CDD
SE
Management
Program
Manager
Project
Planning
Project
Assessment
& Control
SEP, IMP, IMS
System Integration &
Verif ication
Requirements & Architecture
Def inition
Specs
SSDD
Integration
Stakeholder Requirements Def
Verif ication
Design & Production
Requirements Analysis
Chief
Systems
Engineer
Decision
Mgmt
Transition
Architecture Design
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Inf ormation
Mgmt
Measurement
Product Characteristics
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Model
10
Acquisition Program Improvement Model
Program Support Reviews
(PSRs) and Assessments
Acquisition Programs
Requirements & Architecture
Definition Team
SE Management Team
System
Integration &
Verification
Team
Development
Teams
ICD, CDD
SEP, IMP, IMS
SE
Management
Perform
Program
Manager
System Integration &
Verif ication
Requirements & Architecture
Def inition
Project
Planning
Specs
SSDD
System
Integration &
Verification
Team
Integration
Stakeholder Requirements Def
Project
Assessment
& Control
Verif ication
Design & Production
Requirements Analysis
Requirements & Architecture
Definition Team
Chief
Systems
Engineer
Decision
Mgmt
Architecture Design
SE Management Team
Transition
Implementation
Risk Mgmt
Product
Validation
Conf iguration
Mgmt
Product Characteristics
Inf ormation
Mgmt
Development
Teams
•Integrated and
Qualified System
•Deployed System
•Staffing & Resource Requirements
•Technical Program
•Progress Reports ( EVM, Other)
Measurement
ICD, CDD
SEP, IMP, IMS
SE
Workforce
Management
Assessment
Capabilities &
Demographics
Program
Manager
Individual
Assessment
Individual
Development
Plans
Chief
Systems
Engineer
Request
Training
Requirements & Architecture
Definition
Project
Planning
Project
Adjust
Assessment
& Control Cultural
Change Barriers
Decision
Mgmt
Revise
Curriculum
Risk Mgmt
Provide
Training
AT&L Performance
Configuration
Mgmt
Learning Model
(DAU)
Information
Recruit Mgmt
Assessments
Results
System
Integration &
Human
Capital
Strategic
Specs
Plan
Verification
Reports to
Program
Managers
SSDD
Integration
Workforce
Workforce
Assessment
Shortfalls
Stakeholder Requirements Def
Results
Program
Verification
Performance
Design & Production
Analysis
Requirements
Analysis
Training
Shortfalls
Competency
Architecture Design
Gaps
Revise
Competency
Model
Develop / Update
Curriculum
Policy or
Guidance
Shortfalls
Implementation
Competency
Model
Train
RetainMeasurement INCOSE, NDIA, etc.
Transition
Product
Revise
Policy
and
Guidance
Product Characteristics
SE Education
and
•Staffing
& Resource Requirements
Research
•Technical Program
•Progress Reports ( EVM, Other)
UARC
Validation
Develop /
Updateand
•Integrated
Qualified
Policy,System
•Deployed
System
Guidance
&
Competency
Model
11