inside this issuethe pdi takes place june 1-3 in orlando, florida. ms. hancock is tentatively...

Manpower and Force Management Career Program Bulletin 1

Like CP26 on Facebook

Inside this issue: CP26 has funds available to support your Professional Development 1

The Enterprise Talent Management Windows are Open! 2 Congratulations! 2 Service Recognized! 2 Interested in attending the ASMC PDI? 3 Upcoming CP26 Roadshows 3 FA50 Senior Force Managers Seminar 3 Are you subscribed to Stand To!? 4 Army Documenters host leadership workshop at Fort belvoir 4

Manpower and Force Management Course says Aloha to Hawaii 5 Manpower and Force Management Course: A Careerists View 5 An Intern’s Manpower and Force Management Course Perspective 6 Manpower and Force Management Course: An Intern’s Perspective 7

The Value and Application of the Manpower and Force Management Course 8 Training Schedule 10 Manpower Spotlight 11

CP26 has funds available to support your Professional

Development Attention all CP26ers! CPD funding is available for your professional development. This funding will allow you an opportunity to build and develop new competencies. Applying for CP26 opportunities today can put you on track for career enhancement tomorrow.

Functional training can expand your skillset and prepare you for that next job opportunity. Please refer to the Training Schedule section of the newsletter for dates and information about some, but not all, of the courses CP26 can offer.

Have you thought about education? You can cultivate your professional edge through a college or university course, enabling you to strengthen a job-related skill or pursue a degree program. Contact the CP26 Proponency Office for more information.

You can pursue an academic degree. CP26 have specific parameters regarding funding for Academic Degree Training (ADT).

The return on investment for these training

Spring 2016 BULLETIN

http://www.facebook.com/ArmyCP26




courses or education may be tremendous for you and for the Army.

Talk with your supervisor. Send the CP26 Proponency Office an email ([email protected]) to talk about application requirements. We look forward to hearing from you.

The Enterprise Talent Program

Windows are Open! The Army’s Enterprise Talent Management Programs are designed to build civilian leadership skills at the GS12 and GS13 level. Take advantage of these opportunities to develop and expand your capabilities. There are many different offerings, from Command General Staff College (CGSC) to TDY programs. Review the menu of Enterprise Talent Management (ETM) options to broaden your experience. For GS14s and GS15, the Senior Enterprise Talent Management (SETM) options may put you on track for SES competition.

Learn more about this great programs at: (CAC-enabled) https://www.csldo.army.mil/

Congratulations!

Congratulations to Mrs. Kristin Johnson (left) completing the CP26 Intern Program. Over the past two years Mrs. Johnson has been assigned to CHRA-HQ, Aberdeen Proving Ground, Maryland.

Thank you Kristin and best of luck as a Manpower and Force Manager and future Army leader!

Service Recognized

Congratulations to Ms. Karen Taylor (right) on 35 years of dedicated service to our Nation. Ms. Taylor is currently assigned to U.S. European Command, Stuttgart, Germany. Ms. Taylor, thank you for all you have done and thank you for all you continue to do for Manpower and Force Managers, the Nation and our Army.


mailto:[email protected]


https://www.csldo.army.mil/




Interested in attending the ASMC PDI?

We are adding the American Society of Military Comptrollers (ASMC) Professional Development Institute (PDI) to our FY16 CPD list due to our emphasis on resource management.

The PDI takes place June 1-3 in Orlando, Florida. Ms. Hancock is tentatively scheduled to brief during the Army Day portion of the PDI (June 1 at 2-3:15 p.m. and from 3:45-5 p.m.). This brief will address Resource Management and how CP26 and CP11 stand shoulder to shoulder in this critical responsibility. If you are attending the PDI be sure to attend. You will also be able to meet the staff of the CP26 Proponency Office. If you would like to attend please contact the CP26 Proponency Office.

“Learning is not attained by chance. It must be sought for with burning enthusiasm and attended to with diligence”

- Abigail Adams, 1780

Upcoming CP26 Road Shows

CP26 will be presenting road shows at Fort Eustis, Virginia (date TBD) and Redstone Arsenal in Huntsville, Alabama (July 28). If would like a road show in your area, please contact the CP26 Proponency Office.

FA50 is hosting the Senior Force Management Seminar from May 10-12, at the Pentagon Library and Conference Center. The tentative schedule is below. If you are in the National Capital Region and are a senior force manager or GS15 it is highly recommended that, you attend this seminar. May 10 - Senior Leader panel May 11 - FA50 Council of Colonels May 12 – Various speakers and the induction of new members into the Force Management Hall of Fame.





Have you subscribed to Army’s Stand-To!?

As leaders in Manpower and Force Management, we need to be aware of what the Army’s focus is. One way to do this is via STAND-TO!

What is STAND-TO!? It is a daily email that contains a brief summary of news, information and context for today's Army. The intent is to provide a broad, objective view of the Army and current Army operations, doctrine and programs.

Visit STAND-TO! Today. Subscribe by using the yellow button on the upper right of the page (http://www.army.mil/standto/).

Army Documenters host leadership workshop on Fort

Belvoir

By: The CP26 Proponency Office

Leaders from across the Army shared their knowledge and insight during the U.S. Army Force Management Support Agency’s (USAFMSA) Leadership Workshop, February 22-25 at the John Mosby Army Reserve Center on Fort Belvoir, Virginia.

“I wanted to host this workshop in order for our USAFMSA leaders to understand the

Army’s future and ensure that USAFMSA continues to be trained and ready to support any mission the Army has,” said Col. Keith Rivers, USAFMSA deputy commander. “We want to lead change to strengthen the agency through turbulent times. This workshop will allow us to review and improve business rules and processes as well as prioritize workloads.”

The workshop included briefings from the Assistant Deputy Chief of Staff, G-1, the Assistant Secretary of the Army for Manpower and Reserve Affairs and a professor from the Army War College.

“The training was very informative and served as a great refresher for other leadership courses that I have attended,” said Lori Mongold, USAFMSA operations deputy division chief. “Too often, we get caught up in the minutia of the business that we forget all aspects of being leaders and managers. To regroup, refocus and re-engage at the leadership level is necessary to ensure that balance between taking care of people and achieving mission success.”

The workshop also included small working group sessions. The focus of these small group sessions was to discuss USAFMSA’s


http://www.army.mil/standto/




future and how they, as organization leaders, can drive change and improve processes within the Army’s premier documentation agency.

“I especially enjoyed the briefing by Professor Allen (Army War College). He has a knack for engaging the audience, targeting our real or perceived issues and leading us to problem resolution without making anyone feel inferior or remiss,” Mongold said. “As I return to the office, it is with a new, fresh focus and purpose. I will be encouraging my workforce to find more ways to support the decision and achieve the mission and fewer reasons as to why it can’t be done.”

USAFMSA is headquartered at Belvoir but also has divisions at Fort Lee, Virginia; and Fort Leavenworth, Kansas. The organization celebrates its 20th anniversary in the fall.

Manpower and Force Management Course says

Aloha to Hawaii

The Manpower and Force Management Course was held at Fort Shafter, Hawaii,

from February 29 to March 11. The two-week long course focused on giving the students an introduction into Army Manpower. There were 33 students in the course from Hawaii, Alaska and Korea.

Manpower and Force Management Course: A

Careerists View By: Carl Arias, Management Analyst, Fort Irwin, California

Carl Arias has 20 years of military service and has been a Department of the Army Civilian for more than six years. Carl graduated from Franklin University with a Bachelor of Science in Business Administration. Carl currently works as a Contract Officer Representative with the National Training Center, G3.

I attended the Manpower and Force Management Course (MFMC) and can confidently say it was one of the best and most educational training experiences of my career. I was not expecting the MFMC to provide so much information and detail.

From day one, the course started off with a basic knowledge and skills refresher to put me in a training mind set. The course also





gave me key points to remember, expectations and objectives, which made it easier to look forward and prepare for each training day.

The course provided me with an in-depth learning of Manpower required skills, processes and functions, as well as an understanding of Force Management. The case studies and practical exercises throughout the course greatly enhanced my learning process and enabled me to completely grasp each learning objective.

I will use the information provided in this course to better analyze the Contracted Manpower requirements for all the contracts supporting our programs. Using tools like the Five-Phased Approach covered in this course, I will be focusing more on functions for analysis and mission identification to better analyze our requirements. Using tools provided in this course will ultimately maximize our efficiency and save our government money.

I believe anyone who is in a position required to provide any type of analysis will benefit from this course. Even though most of the tools and processes provided in this course are focused on Manpower and Force Management, they establish a baseline of strategies which can be used in any type of analysis.

In closing, I highly recommend this course to anyone. It will increase your critical thinking and provide you tools to analyze Manpower and other requirements.

An Intern’s Manpower and Force Management Course

Perspective

By: Erik Coleman, CP26 Intern, Fort Belvoir, Virginia

Erik Coleman is a native of Albuquerque, New Mexico and, after graduating from the University of New Mexico, he decided to leverage his collegiate running experience with a high school coaching job. Feeling the desire to serve his country, Erik enlisted in the U.S. Coast Guard, where he served six and a half years as a Yeoman. Within a month of his discharge, he accepted an intern position within the Army’s CP26 program so he could continue to serve those who wear the uniform.

The most important thing that I learned while taking the Manpower and Force Management Course (MFMC) was that the centerpiece of the Army is its Soldiers. Having a background in personnel administration with the U.S. Coast Guard, it always perplexed me trying to understand how organizations fielded personnel with workload requirements. The MFMC provided by the Army’s Logistics University provided me with a very in-depth knowledge of the processes involved for manpower and force management. The sheer scope of





information that the course covered in a two-week period, although overwhelming, was presented so well and descriptively that I consider it a must for an intern like me in the CP26 program.

Interning for and working with the USAFMSA for only a short amount of time, it was most beneficial to have this class early on in my training because it “set the course” for my future development. The instructor, Mr. Kirby Lampersberger, brought nothing but sheer enthusiasm to the world of manpower and force management. I looked forward to class on a daily basis to hear his insight and thoughts concerning the presentation material. His overwhelming knowledge on how the Army operates and how force management as a whole affects both the Army’s Generating and Operating forces was significant in my ability to grasp all the information thrown at me in a short amount of time. The exercises, as well as Mr. Lampersberger’s discussions concerning Total Army Analysis, The Five-Phased Approach and “Mother” Army, made this course remarkable and well worth it.

The practical exercises presented throughout the course, specifically the manpower study of a fictitious entity within the Army, gave me complete insight into how the Army fields its missions with the correct manpower and equipment. This course specifically outlined for me how a manpower study is accomplished, and allowed me to be an active participant in a manpower analysis. This exercise in particular enabled me to look outside USAFMSA and understand the difficulty that U.S. Army Manpower Analysis Agency

has as an organization, and how its abilities to analyze manpower requirements ultimately affect taxpayer’s money. Our requirements are confined by the funding, so we have to manage workload requirements. In a time of constrained fiscal budgeting, Manpower and Force Management is a very important process. To understand how it plays its part with regards to congressional appropriations all the way up to manning and equipping the Soldier, was outlined very well by this course. I cannot thank the instructors and the Army team with whom I attended this course, as well as the active duty personnel, because their different experiences aided in my understanding of the material presented.

Manpower and Force Management Course: An

Intern’s Perspective

By: Michael Baker, CP26 Intern, Fort Hood, Texas

Michael Baker is assigned with the Resource Manpower Division (RMD), Carl R. Darnall Medical Center (CRDAM). Michael served his first career as a military Senior Personnel/Human Resource Advisor (42A) in the U.S. Army prior to being hired as a CP26 Intern.

I count it a blessing and privilege to be a CP26 Intern. The Manpower and Force Management career field presents many great opportunities for a federal civilian employee.





Attending the Manpower Force Management Course (MFMC) increased my understanding of the various aspects of manpower and force management functions within the Army’s Generating and Operating Forces in support of the Unified Combatant Commander. The course covered many subject areas, to include the integration of strategy, planning guidance and the Total Army Analysis process. This course provided me information of the mission and manpower responsibilities of the Assistant Secretary of the Army for Manpower and Reserve Affairs (ASA M&RA) and the U.S. Army Manpower Analysis Agency (USAMAA). After taking this course, I see how the Five-Phased Approach and the Department of the Army approval process is used to identify manpower requirements in the Generating Force.

The MFMC is recognized as the educational foundation for Department of the Army civilians in CP26. This course will help me accomplish my job in the Manpower and Documentation Branch by providing me the information and skills I need to design, develop and maintain Tables of Distribution & Allowance to support the CRDAMC mission.

The Value and Application of the Manpower and Force

Management Course

By: Sarah Clark, Management Analyst, Joint Munitions Command, Rock Island Arsenal, Illinois

Sarah Clark began working for the government shortly after graduating from St. Ambrose University. She started out at Tank-Automotive and Armaments Command (TACOM-RI) under Army Material Command (AMC). She then transitioned to into the CP11 (Comptroller) career field. During BRAC, Sarah was offered a position as Budget Analyst at Joint Munitions Command (JMC) in the Appropriated Funds Division of Resource Management.

This February, I was given the opportunity to attend the Manpower and Force Management Course (MFMC) in Crystal City, Virginia. After spending my first eight years with the government in the CP11 Financial Management program and being relatively new to the CP26 Manpower world I was looking forward to broadening my knowledge, strengthening my skillsets and learning how my position and actions fits into the Total Army.

In the declining fiscal environment the Army currently faces, this course helps manpower analysts understand how to fight





for their resources. A subject I found particularly interesting was the Total Army Analysis (TAA). The TAA is the process the Army uses to validate and resource its requirements and establish Force Structure baseline for the next Program Objective Memorandum (POM). While my office develops and coordinates the Emerging Growth charts for the TAA process, this was my first year contributing. I knew the purpose was to validate our additional workload and to gain authorizations but did not know the process after submission to Army Material Command (AMC). In class I learned at the TAA forum, when the Senior Leaders of the Army prioritize the requirements, it is important to have Subject Matter Experts (SMEs) available to address any questions. It is also imperative to relate the requirement to the objectives of the National Military Strategy. These strategies will increase the likelihood of receiving your authorizations and placing high on the TAA priority list. My knowledge from this course will help Joint Munitions Command to compete well and obtain future additional authorizations in the TAA.

Another subject that I found useful as a manpower analyst was the Workload-Based Development, previously called a Concept Plan. Being in a manpower office, we are in charge of coordinating and submitting the Concept Plans and the segment of the course helped clarify the purpose and the elements needed to have an approved successful Workload-Based Development/Concept Plan. The guidelines given will help our MSC to streamline and standardized the process for a more efficient and effective Concept Plan.

Overall, I recommend this course to a wide variety of people. Manpower analysts will find value in knowing how important their actions are in developing requirements and fighting for resources. This course would also be beneficial to leadership, directors and division chiefs to understand the process and importance of writing detailed justifications for authorizations in order compete successfully and ultimately for us to support the centerpiece of the Army, our Soldiers.

USAJobs continues improvements

On February 20, the Office of Personnel Management (OPM) rolled out updates to USAJobs. These updates are aimed to make the application process more user friendly.

OPM added a new status bar at the top of the page that shows you the five step process that needs to be completed prior to heading to the agency’s website.

Additionally, OPM provides helpful links including, a sample resume and tips on what to include in your resume. Head over to USAJobs today and check out their great information and latest updates.





Name: Lloyd Sterling Years of Federal Service: 8 Activities and Hobbies: Automotive DIY; Photography Where do you work? U.S. Army Force Management Support Agency, Sustainment Division, Medical, Personnel Service Support Branch at Fort Lee, Virginia What is your job title? Senior Management Analyst Describe your job: I produce and maintain accurate requirements and authorizations documents for Sustainment organizations to include Medical and Personnel Service Support and I provide analysis to enable and inform leadership decisions. What do you like best about your job? I get to directly impact the lives of Soldiers and contribute to the greater good of the Army overall. What is your most memorable and/or challenging experience during your time as a Manpower and Force Manager? The most challenging part was learning all the nuances of the job to quickly become a productive member of the team. There is no single school to teach the numerous processes and productions of the job so it is a constant learning environment. Luckily the leadership creates just such an environment. Would you recommend working in this career field to other federal employees? Absolutely! I consider myself one of the lucky few who actually enjoy my job. I do it every day because there are no words to describe the pride and pleasure I get when a unit in the field calls or emails back to say thanks for the timely adjustment of their documents.





TRAINING SCHEDULES

Looking to continue your career development by attending a course? Ensure you meet the eligibility requirements and do your research. Then, speak with your supervisor and the CP26 Proponency Office to plan out your next training opportunity. Listed below are a few of the course schedules. For the full list of CP26 approved courses please refer to Appendix F of the CP26 ACTEDS plan. If you plan on going to training please let the CP26 Proponency Office know and start the process of submitting your packet, 90 days prior to the start of the course.

Manpower and Force Management Course (MFMC)

http://www.alu.army.mil/ALU_COURSES/ALUCOURSES.htm

The curriculum concentrates on manpower and force management functions within the Army's Operating and Generating Forces. The subject areas covered during instruction are tailored to the manpower and force management process described in AR 570-4 and AR 71-32. This process includes the integration of strategy, planning guidance, requirements determination, validation through the Total Army Analysis, resourcing and documentation.

Operation Resource System Analysis Military Applications Course (ORSA MAC)


Course includes a comprehensive block of instruction in probability and statistics, as well as a review of calculus. In addition, there is an in-depth instruction in the use of computer software to conduct data analysis and spreadsheet modeling, including database structure and data retrieval. The classroom presentation will emphasize principles, demonstrate techniques of analysis and illustrate typical applications of the analytical techniques.







Capabilities Development Course (CDC)


This course introduces the processes used to achieve desired joint and Army warfighting capabilities needed for the 21st century. Processes focus on determining, documenting, and staffing warfighting concepts, required capabilities, warfighting gaps and doctrine, organization, training, materiel, leader development, personnel and facilities requirements and cost-benefit analyses of those potential resource informed, integration focused, outcome based solutions. This course concentrates on inputs to and outputs of the Joint Capabilities Integration and Development System process and related organizations; its relationship to planning, programming and budget execution system; and its relationship to the acquisition process and organizations.

Defense Resource Management Course (DRMC)

http://my.nps.edu/web/drmi/welcome

DRMC is suitable for professionals concerned with the economic, efficient and effective allocation and use of scarce defense resources in today's complex and uncertain security environment. Participants normally come from a broad spectrum of fields, to include logistics, operations, personnel, acquisition, financial management, program management, planning, engineering and program evaluation. This course is designed for military officers rank O3 through O6 and equivalent civilian officials. The course should prove very helpful for anyone involved with conducting a Business Case Analysis.

Course Length Dates

Defense Resources Management Course (MASL-P162002)

4 weeks 18 Apr – 12 May 2016


4 weeks

16 May – 10 Jun 2016


4 weeks 13 Jun – 8 Jul 2016



http://my.nps.edu/web/drmi/welcome




Army Comptroller Course (ACC)

http://whitman.syr.edu/programs-and-academics/programs/defense-programs/defense-programs/army-comptroller-course/index.aspx

ACC provides a basic multi-disciplined financial and resource management overview to DoD civilian & military personnel newly assigned to the Comptroller Career field and to other personnel without a multi-disciplined background. The course blends current DoD / Army management and the latest in academic management techniques. The course is a three-week resident program conducted at the Whitman School of Management, Syracuse University, Syracuse, New York, and SU’s Minnowbrook Conference Center in the Adirondack Mountains. **The deadline to apply for this course is May 9. **

Course Title Date ACC 16-IV: 8 - 26 August 2016

Executive Comptroller Course (ECC) http://whitman.syr.edu/programs-and-academics/programs/defense-programs/defense-programs/executive-comptroller-course/index.aspx ECC provides mid-level military and civilian resource/financial managers a broad perspective of the core competencies of Defense Financial Management. The course emphasizes the application of those competencies for resource/financial management decision making in the U.S. Army. The course is a three-week resident program conducted at the Whitman School of Management, Syracuse University, Syracuse, New York, and SU’s Minnowbrook Conference Center in the Adirondack Mountains. **The deadline to apply for this course was March 7. ** Course Title Date ECC 16-III 6 -24 June 2016

Defense Decision Support Course (DDSC) http://www.au.af.mil/au/ecpd/dfmcs/ DDSC focuses on the concepts related to understanding decision support and becoming more relevant financial advisors. Students selected for this course should be ready and willing to broaden their perspective on critical thinking and communicating results. The course is paperless (for the most part) and employs electronic media. For the in-residence course at Maxwell AFB, students should bring laptop computers to facilitate course completion requirements. For those unable to bring a laptop, one will be issued. Students should have a basic knowledge of computing devices, as well as word-processing and presentation software before attending the course. *For course schedule and additional information please contact the Defense Financial Management & Comptroller School at: [email protected]. **The deadline to apply for this course is June 6.**




http://whitman.syr.edu/programs-and-academics/programs/defense-programs/defense-programs/executive-comptroller-course/index.aspx

http://whitman.syr.edu/programs-and-academics/programs/defense-programs/defense-programs/executive-comptroller-course/index.aspx

http://www.au.af.mil/au/ecpd/dfmcs/





Connect with Army Manpower! CP26 is always looking for new and innovative ways to share the Army Manpower story. To achieve this CP26 uses a variety of platforms. Here is how you can connect with CP26 to get the latest news about Army Manpower.

CP26 uses Facebook for a wide range of posts, to include stories from Army.mil, latest program initiatives, professional development opportunities and information of interest to CP26 interns and careerists. This platform also allows the CP26 Proponecy Office to share our story with a wide and diverse audience. Comments and conversation on the page are welcomed and encouraged.

DVIDS is a way for CP26 to disseminate information. This platform allows the audience easy access for stories about a wide range of topics and events affecting the Career Program. You can subscribe to DVIDS to get all the latest CP26 news and information sent directly to your inbox.

CP26 also publishes a quarterly newsletter. The newsletter is intended to give a wide audience a look into the career program. The newsletter includes firsthand accounts from careerists, interns and Army leaders about courses, experiences and the manpower career field. Submissions are always welcome; if you would like to submit please send the article to: [email protected]

Army.mil is a way for CP26 to post information related to the career program. Whether it is the ACTEDS plan or the next date for the Manpower and Force Management Course, it can be found here.

The “Talking Manpower” program is an audio interview program, conducted with members of the Army Manpower community (CP26s and FA50s). These interviews focus on professional development, a discussion of leadership and a conversation about the interviewees work. The podcast is available on iTunes and via Google Play Music.





Editorial Policy The Manpower and Force Management Bulletin is a publication of the Army G-1. Information in this bulletin concerns policies, procedures and items of interest for the Army’s manpower and force management career program. Statements and opinions expressed are not necessarily those of the Department of the Army. This bulletin is published under provisions of AR 25-30 as a functional bulletin. If you or a colleague would like to highlight your work as a CP26 please contact the CP26 Proponency Office at: [email protected]

Bulletin Articles Careerists, supervisors and managers in the Manpower and Force Management Career Program are invited and encouraged to submit articles for publication or to suggest articles or features you would like to see in this Bulletin. Submit articles, comments or suggestions to the CP26 Proponency Office via: [email protected] CP26 Proponency Office:

Mr. Roy Wallace Assistant Deputy Chief of Staff G-1 Functional Chief (FC) Functional Chief Representative (FCR)

Ms. Beryl Hancock Chief, Manpower Policy, Plans and Program, Chief, CP26 Proponency Office

Ms. Michele Davis CP26 Program Manager

Mr. Shawn Dillahunt CP26 ACTEDS Intern




inside this issuethe pdi takes place june 1-3 in orlando, florida. ms. hancock is tentatively...

Documents