The Defense acquisition workforce may see a new era in training, recruiting and retainment as the Pentagon and military services change the way they view the value of their employees.
Both the Army and the Defense Department are making changes in how they evaluate and prioritize the experience and education of the acquisition workforce.
The Army recently released a directive focused on acquisition talent management.
“We want our people to have an appropriate set of experiences,” acting Army Secretary Ryan McCarthy said of the directive during a speech this week at an Association of the United States Army conference in Washington. “We want our program managers and officers to have fellowships with industry, masters degrees within certain disciplines. It’s also about the tenures for people in program management. We’re looking at tours of three-to-four years, so more continuity and the right set of experiences so that they have a broader perspective than the ones we’ve had previously.”
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Adjusting a provision in last year’s National Defense Authorization Act (NDAA) giving outside auditing firms more input in auditing indirect costs, the proposed new language would allow the Defense Contract Management Agency or a military service contract officer to pick a “a qualified private auditor to perform an incurred cost audit.”
