DISA Professional Development Programs and Initiatives

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DISA Professional Development Programs and
Initiatives
John H. Morris IV Senior Champions Program
Manager November 1, 2008
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Professional Development and Visual Info Services
Div (MPS5) Programs Services
Senior Champions Council Career Management
Program (CMP)
Competitive Programs - Competitive Education
Program (CEP) - Competitive Development Program
(CDP) - Emerging Leaders Program (ELP) -
Executive Leadership Development Program (ELDP)
Developmental Opportunities - Tuition
Assistance - Mentoring Program - Intern
Program - Professional Licenses
Certifications - Speakers Forums
Leadership Speakers Forum Technical
Speakers Forum - Centrally Funded Courses
Mission Support IT Support
Leadership Development - DISA e-Learning

• Other Functions, Programs
• and Services
• - Human Resources Steering Council (HRSC)
• This is the Transforming DISA Program
• Mentor Alumni Group
• Force Development Program
• Visual Information Multi-Media Support
• (Photography, Computer Graphics, Printing,
• and Engraving)

Automated Systems - DISA On-Line Training
System (DOTS) - DISA Talent Selection System
(DTSS) - DISA Talent Management System (DTMS)
Notes Military personnel can participate Profess
ional Licenses Certifications Military
personnel are eligible for reimbursement expenses
but not the incentive award
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Automated Systems
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DTSS

• DISA Talent Selection System (DTSS)
• Web-based process used annually by employees to
  apply for DISAs competitive programs (ELDP, ELP,
  CEP, CDP)
• Includes application, endorsement, rating, and
  selection modules
• MPS5 offers onsite group demonstrations as well
  as individual desk-side and teleconference
  orientations
• Additional Information
• https//cmis.disa.mil/training/dtss/

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DOTS

• DISA Online Training System (DOTS)
• Paperless process to register and allow
  supervisors to approve all DISA training courses
• Centrally funded
• Mission support, IT, and Leadership Development
  courses
• Directorate funded
• College courses, conferences, and seminars
• Systems captures all needed information toreport
  to OPM on training costs (SF182)
• Additional Information
• https//cmis.disa.mil/training/dots3/training/rm/
  req_prc.cfm
• DISA Training Office (DISATr_at_disa.mil)

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DTMS

• DISA Talent Management System (DTMS)
• Provides a competency and skill assessment to
  determine the gap between current skills and
  desired skill-level for a selected career field
• Contains the CMP Guide information
• Automates the individual development plan (IDP)
  process
• Tracked as a BSC corporate-level measure
• Additional Information
• https//dtms.disa.mil

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DISA e-Learning

• DISA e-Learning
• Presents 1,600 business and IT courses, 2,200
  computer-based training titles, and 80 online
  certifications
• Offers a digital library of over 8,000 books
• Enables employees to earn college credit, IT
  certifications, and CEUs
• Provides online mentoring
• Is available anytime from work, home, the
  library, or en route
• Additional Information
• https//hr.disa.mil/training/elearning/index.html

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LMS

• Learning Management System (LMS)
• Will combine the features of DOTS, DTMS, and DISA
  e-Learning
• Capabilities will include
• Learning Management (course offerings)
• Compliance Management (tracking reporting)
• Performance Management (IDPs)
• Implementation timeline
• DTMS enhancements 4th quarter, FY08
• Integration of components Begin 1st quarter,
  FY09

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CMIS

• Corporate Management Information System
• One Stop Shop for Personnel and HR services
• Over 70 interactive modules and sub-modules
• Training and Professional Development
• Human Resources (HR) and Personnel
• Quality of Life, BRAC information, Security,
  Safety, and Facilities
• Over 40 different reports
• Strength reports, vacancy reports, survey
  results, etc
• At least 50 informational documents
• Various policies, checklists, specific program
  information
• At least 45 links to other DISA, DoD, and OPM web
  pages
• DISA Talent Management System (DTMS), DISA Online
  Training System (DOTS), etc
• ATAAPS, MyBiz, MyPay, Employee Benefits
  Information System (EBIS)
• Defense Travel System (DTS)
• DoD Commands
• CMIS Web Site located at https//cmis.disa.mil/

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Competitive Programs
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Competitive Programs

• Centrally funded
• Most programs include TDY costs
• Eligibility Criteria
• Not in the DISA Intern Program
• Not in the SCEP/COOP or STEP Program
• Full-time permanent employee
• Have 1 year of DISA service by application
  deadline
• Have a satisfactory performance rating
• Applicants may not be already enrolled in any
  other DISA formalized, centrally funded
  development program
• Applicants must also meet the grade eligibility
  requirements of the programs to which they are
  applying

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Application / Approval Process

• The application, endorsement, and rating, of
  candidates is all completed online via the DISA
  Talent Selection System (DTSS) at
  https//cmis.disa.mil/training/dtss/
• Senior Champions may also non-competitively
  nominate individuals for various competitive
  programs
• Selections are made by the Senior Champions,
  approved by the Director, and announced in April
• Application period will begin mid-Dec 08 and
  close in early Feb 08 (includes an additional
  3-weeks for potential waivers)
• Advertisement will begin in early November 2008

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Waiver Policy

• Waivers for some of the eligibility criteria for
  the DISA Competitive Programs (CDP, CEP, ELDP,
  ELP) are possible, although not a common practice
• The only three criteria for which waivers may be
  granted are for applicants who
• do not have one year of DISA service by the
  application deadline,
• do not meet the grade eligibility required for
  the program applied for, and
• are already enrolled in another DISA formalized,
  centrally-funded development program

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CEP

• Competitive Education Program (CEP)
• Promotes focused academic study to improve
  employees technical and business knowledge
• Class attendance is during non-duty hours
• TDY is not authorized
• Programs of Study
• Undergraduate study (No grade eligibility
  restrictions)
• 10,000 over four years (tuition books)
• Must currently be accepted into undergraduate
  program
• Must have 60 semester hours completed
• Goal for FY09 - 20 employees
• Graduate study (GS-12 thru GS-15)
• 10,000 over three years (tuition, books,
  research, thesis credits)
• Must have an undergraduate degree or equivalent
  experience
• Goal for FY09 - 15 employees
• Post -graduate study (GS-12 thru GS-15)
• 10,000 over three years (tuition, books,
  research, thesis credits)
• Must have a graduate degree or equivalent
  experience
• Goal for FY09 - 1 employees
• POC Zubeyde Bouffard (607- 4409)

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CDP

• Competitive Development Program (CDP)
• Eligibility varies by program, open to GS-12 thru
  GS-15 employees and their military equivalents
• Programs of Study
• CIO Certificate, (AMP) Information Resource
  Management College
• Senior Acquisition Course, Industrial College of
  the Armed Forces
• Advanced Management Program (AMP) in
  Telecommunication, USC
• Senior Manager Course in National Security (GW
  University)
• Leadership Development Program, Center for
  Creative Learning
• Excellence in Government Fellows
• Federal Executive Institute (FEI)
• Harvard Senior Executive Fellows Program
• Acquisition Leadership Excellence Program
• DoD Acquisition Corps Eligibility Program
• Information Assurance Scholarship Program
• American University Key Executive Program

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ELP

• Emerging Leaders Program (ELP)
• Develops well-trained first-line supervisors and
  middle managers
• Target audience GS-9 thru GS-12 employees
• Program length 1 year
• Program Requirements
• Three developmental conferences
• 4 DISA e-Learning curriculum courses
• 4 traditional courses (Aspiring Leaders,
  Teamswork, Briefing Techniques, and Action
  Officers Course)
• Group research project
• Mentoring Program
• Assigned readings 

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ELDP

• Executive Leadership Development Program (ELDP)
• Creates a pool of highly motivated and qualified
  candidates to fill anticipated senior level
  executive positions
• Target audience high potential GS-13 thru GS-15
  employees
• Program length 3 yrs
• Program Requirements
• Four developmental conferences
• Eleven Traditional DISA courses (LDI, LDII,
  LDIII, etc)
• Three IRMC five-day courses
• Three elective courses
• Capitol Hill visit
• SES shadowing
• Rotational assignment (3 to 6 months)
• Action research project
• Assigned readings 
• Monthly teleconferences

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Developmental Opportunities
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Mentoring Program

• Provides on-going interaction between employees
  and individuals whose experience, knowledge, and
  interest can foster personal and professional
  development
• Benefits
• As a Mentor
• Allows a broader perspective and knowledge of
• different functions
• Increases personal growthby teaching, you
  learn
• Improves leadership skills
• As an Associate
• Accelerates the development process
• Receive clarification regarding career goals and
  career growth
• Increases access to a network of contacts outside
  the organization
• Receive valuable feedback on growth progress
• Additional Information
• https//hr.disa.mil/mentoring/

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Intern Program

• Recruits high-potential personnel to meet
  DISA-wide staffing needs
• Gives employees the competencies required to
  advance and successfully perform in target level
  positions
• Target Audience GS 5-9
• Program Length
• Depends on entry experience and target grade
• Typically 2-3 years
• Benefits
• Rapid promotion opportunities
• Guaranteed post-graduate stipend
• Advanced training opportunities
• Unique rotational assignments
• FY08 opportunities were posted in Oct 07 and Feb
  08
• Developmental rotations list http//jobopps.disa.
  mil/intern/rotations_intern.htm
• Additional Information
• https//hr.disa.mil/internprog/index.html
• MPS1 Joyce Orr (607-4461)
• MPS5 Cherika Campbell (607- 4632)

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Agency-Wide Rotation Program

• Objectives
• Provide cross-disciplinary experiences that
  broaden employees understanding of DISAs goals,
  mission, and organizational structures
• Provide the opportunity for DISA employees to
  gain knowledge, broaden skills, and enhance
  professional growth
• Eligibility
• Open to full-time permanent DISA employees
  employed for at least one year
• SCEP, STEP, and interns are not eligible
• Application
• Rotations listed at http//jobopps.disa.mil/career
  s.html
• Funding Source
• Funded by receiving organization
• Additional Information Aaron Foster (607- 4483)

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Professional Licenses and Certifications

• Offers civilians opportunities to obtain
  professional licenses and certifications by
  funding related expenses for
• Professional accreditation or certification
• State imposed and professional licenses
• Examinations to obtain such credentials
• New policy allows for monetary incentives and
  bonuses for obtaining a degree or specified
  certification
• Initial certification/licensing (up to 3,000)
• Graduate degree (up to 5,000)
• Bachelors degree (up to 3,000)
• Funding subject to availability of organizational
  funds
• DISA e-Learning courses can assist in meeting
  some requirements
• POCs
• Reimbursements Robin Miller (607- 6602)
• Incentives Vernessa Minnifield (607- 6622)

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Education Benefits

• DISA assists employees in furthering their
  educations by offering financial assistance in
  three ways
• Competitive Education Program
• Job-Related Training
• Tuition Assistance Program

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Tuition Assistance Program (TAP)

• Allows organizations to fund training that may
  not be directly related to the employees duties,
  but is otherwise required to complete an academic
  degree
• Civilian employees in good standing are eligible,
  including those participating in competitive
  programs STEPs/SCEPs are excluded
• DISA placed a 4000 non-compulsory funding cap
  per employee, per fiscal year, subject to
  availability of organizational funds
• Degree payments cover the costs of tuition,
  books, and labs
• Directorate funded
• Requirements
• Must be enrolled in academic degree program
• Training must be listed in employees IDP
• Employee must sign a continued service agreement
  to DISA
• Minimum grade of B- is considered as passing
  subject to consequences outlined in DISAI
  220-210-7
• POC Elizabeth Ahlersmeyer (607- 6576)

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Centrally Funded Courses

• DISA offers an extensive catalogue of courses,
  free of charge
• Information Technology
• Information Assurance
• Information Systems Engineering
• Net-centricity
• Computer Systems
• Communications
• Leadership Development
• Leadership courses
• Teambuilding
• Human Resource Management 
• Courses are typically open to all civilians and
  military employees
• Course descriptions, schedules, and registration
  are available in DOTS
• Additional Information
• https//cmis.disa.mil/mps5_training/welcome.html
• DISA Training Office (DISATr_at_disa.mil)

• Mission Support
• Business Program Management
• Contracting
• Finance
• Logistics Management

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Force Development Program

• The Force Development Program (FDP) is a
  competency-based, systematic approach to managing
  the professional development needs of military
  personnel assigned to DISA
• Force Development Program Portal
  https//hr.disa.mil/forcedev/login.cfm

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Future Initiatives

• BRAC Human Resources Development Initiatives
• Directors Graduate Fellows Program - Graduate
  degree with concentration in Telecom,
  Engineering, IT, Computer Science, Procurement,
  or Management
• Certificate Programs
• Science, Technology, Engineering, and Math (STEM)
  Programs
• Mandatory Supervisory Training Empowerment and
  Communication
• Coaching and Counseling

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