The Vice President for Civilian Affairs was a position added to the ROCKS Board in 2015 under the leadership of Brigadier General (retired) Earl Simms to create and sustain an atmosphere of inclusiveness for Department of Defense (DoD) civilian in grades GS-12 and above. In this position, I ensure direction and support for mentoring, coaching, and networking of civilians.
DoD civilians are an enduring and critical component of the Total Force, the collaboration between the civilian and military workforces is inextricably tied. Fulfilling expressed and implied needs of one at the exclusion or detriment of the other is unhealthy and undesirable. Integration of civilians in the planning, execution, assessment & analysis and review of ROCKS activities and events are vital to the sustainability and success of the organization.
The ROCKS Strategic Plan calls for increases in civilian membership and civilian participation that help civilians in their professional development and future career success.
- To establish mentoring, networking and coaching support consistent with HQDA Mentoring and Professional Development programs
- Increase numbers of civilian members
- Include specific civilian focused events at key ROCKS’ events
- Provide civilian speakers at ROCKS’ events
- Outreach to civilians in Senior Service Schools
Our first civilian session was held in conjunction with the ROCKS Bi-Annual Leadership & Training Conference, April 21-23, 2016. We followed that with a series of quarterly professional development workshops for civilians working in the National Capital Region. The first workshop was attended by over fifty civilians across the DOD. Clearly, there was a need for this level of professional engagement and mentoring for civilian employees. Over the next two years, with the support of the Assistant Secretary of the Army (Manpower and Reserve Affairs), specifically in collaboration with the Deputy Assistant Secretary of Diversity and Inclusion and Deputy Assistant Secretary of Civilian Affairs, an Advisory Group of emerging leaders continued to host professional development sessions designed to facilitate achievement of individual career goals and link emerging leaders to mentors. Senior executives from the Army, Air Force, Navy and Marine Corps shared their career experiences and insights about their own career paths with participants. The open ended format created a friendly atmosphere to ask questions and get answers as well as address things not in the career textbook.
Three actions will strengthen our efforts to increase civilian participation. One is to establish an Advisory Group of GS15/SES at the DOD/federal agencies. The Advisory Group will develop plans that support the various agencies career development programs and fill the gap by linking aspiring GS 13/14/15 professionals to senior leaders who can coach, mentor or sponsor. Secondly, we need to change the ROCKS ByLaws to include DOD civilians in grades GS 9 and above and finally to establish a civilian position description for local chapters to increase and support the civilian workforce.
2016 ROCKS Leadership and Training Conference
Who Makes Up the Federal Workforce?
The U.S. Office of Personnel Management (OPM) serves as the chief human resources agency and personnel policy manager for the Federal Government. OPM provides human resources leadership and support to Federal agencies and helps the Federal workforce achieve their aspirations as they serve the American people. OPM directs human resources and employee management services, administers retirement benefits, manages healthcare and insurance programs, oversees merit-based and inclusive hiring into the civil service, and provides a secure employment process.
OPM supports more than 18 major federal agencies. OPM’s history began with the Civil Service Act of 1883 which established the Civil Service Commission. The Commission, led by the energetic Teddy Roosevelt, laid the foundations of an impartial, professional civil service based on the merit principle – that employees should be judged only on how well they can do the job.
In 1978, the Civil Service Commission was reorganized into three new organizations: the Office of Personnel Management, the Merit Systems Protection Board, and the Federal Labor Relations Authority. Each of these new organizations took over a portion of the Civil Service Commission’s responsibilities, with OPM responsible for personnel management of the civil service of the Government.
Department of Defense (DOD) and security related agencies make up more than 68% of Federal workforce. Within DOD, the Department of the Army has the lion’s share of federal employees at more than 13.2 %. The Veteran’s Administration accounts for 31% of the federal workforce. Demographic characteristics of the Federal workforce include: female employees at 43.2% and 11 % of the Senior Executive Service (SES). Blacks make up a little more than 18%of the workforce and 4 percent of the SES corps; Hispanic or Latinos comprise 8 percent of the workforce and 4 percent of SES; Asians account for about 6 percent of the total workforce with 3% of SES. For more information on federal workforce demographics, refer to OPM reports at fedstats@opm.gov .
What is the Army Civilian Leadership Program?
The Army Civilian Corps makes up about 22 percent of the total Army force with almost 298,000 professionals serving in nearly 500 unique job series. Within the past 10 years, more than 29,000 Army civilians have deployed in support of military operations around the world. Our Army demands that civilian employees commit to a lifetime of personal and professional growth. SETM prepares our senior civilian leaders for enterprise-level responsibilities for today and the Army of 2025.
The Army Civilian Leadership Program is the foundation of all civilian leader development programs and is administered in two parts:
- Civilian Education System (CES) managed by the G3/5/ ;
- Army Senior Enterprise Talent Management (SETM)/Enterprise Talent Management (ETM) Program managed by the Assistant Secretary of the Army (Manpower & Reserve Affairs).SETM/ETM prepares senior civilians in grades 12/15 or equivalent to assume positions of greater responsibility within the Army.Army civilians must volunteer and apply via SETM automated system and meet Board qualifications, screening and selection for advanced training and career opportunities.
Additionally, the Army Senior Executive Service corps is administered by the Deputy Under Secretary of the Army.
In August 2017, the Secretary of the Army issued a directive calling for applications to the programs. The directive is called, "Army Directive 2017-13 (Department of the Army Senior Enterprise Talent Management Program and Enterprise Talent Management Program)."
The directive states, "Commanders and supervisors should support the applications of candidates who represent the 'best of the best': high-performing midgrade and senior Civilian leaders with outstanding potential for assignment to positions of greater importance, responsibility, and effect across our Army."
Detailed information for these programs, as well as step-by-step specific instructions on how to apply for SETM/ETM can be accessed by visiting https://www.csldo.army.mil//index.aspx (CAC enabled) and clicking on "users guide.”