MARADMINS : 265/06
R 090732Z JUN 06
FM CMC WASHINGTON DC(UC)
TO AL MARADMIN(UC)
UNCLASSIFIED/
MARADMIN 265/06
MSGID/GENADMIN/CMC WASHINGTON DC MRA/MP//
SUBJ/CIVILIAN WORKFORCE DEVELOPMENT APPLICATION (CWDA) PHASE II
/DEPLOYMENT (CORRECTED COPY)//
REF/A/MSGID:DOC/USMC/15MAY2006//
REF/B/MSGID:DOC/USMC/26JUN1997//
REF/C/MSGID:DOC/USMC/29DEC1998//
POC/K. J. GILLASPIE/GS-13/CMC MRA (MPC-30)/-/TEL:DSN 278-9431
/TEL:COMM (703)784-9431//
NARR/REF A IS SPECIAL EDITION CIVILIAN MARINE NEWSLETTER. REF B IS
MARINE CORPS ORDER 12410.24, CIVILIAN LEADERSHIP DEVELOPMENT, REF C
IS MARINE CORPS ORDER 12430.2, PERFORMANCE MANAGEMENT PROGRAM.//
GENTEXT/REMARKS/1. AS RECENTLY PROVIDED IN SUBJECT SPECIAL EDITION
CIVILIAN MARINE NEWSLETTER,(REF A) THE CIVILIAN WORKFORCE DEVELOPMENT
APPLICATION (CWDA) IS AN AUTOMATED TOOL THAT ASSISTS THE MARINE CORPS
IN MANAGING WORKFORCE DEVELOPMENT ACTIVITIES AS IT CONTINUES TO
PARTNER WITH DON IN TOTAL FORCE AND COMMUNITY MANAGEMENT INITIATIVES
SUCH AS STRATEGIC PROFESSIONAL AND LEADERSHIP DEVELOPMENT AND
COMPETENCY MANAGEMENT. THE LONG TERM VISION FOR CWDA IS TO INTEGRATE
NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) INFORMATION FOR
ORGANIZATIONAL MANAGEMENT AND DESIGN, AND WORKFORCE SHAPING.
2. WITH ITS ASSESSMENT PROCESS AND CAREER DEVELOPMENT ROADMAPS,
CWDA CAN ASSIST IN MANAGING PERFORMANCE EXPECTATIONS DESCRIBED IN
REF C, (E.G., DUTIES, RESPONSIBILITIES, AND COMPETENCIES REQUIRED BY
POSITION AND EXPECTED CONTRIBUTIONS AND DEMONSTRATED COMPETENCIES OF
AN EMPLOYEE OR ENTIRE WORKFORCE). OTHER BENEFITS OF CWDA INCLUDE:
A. THE OPPORTUNITY FOR THE EMPLOYEE, SUPERVISOR, AND MENTOR TO
COLLABORATE AND TO HAVE NECESSARY DIALOGUE THROUGH THE STANDARD
ASSESSMENT PROCESS.
B. A DOCUMENTED REPOSITORY OF TRAINING, DEVELOPMENT, AND
ACCOMPLISHMENTS MADE THROUGHOUT THE YEAR THAT ALSO ASSISTS EMPLOYEES
IN PREPARING FOR THEIR SELF-ASSESSMENT AT THE END OF THE PERFORMANCE
APPRAISAL PERIOD.
C. THE ABILITY TO DEVELOP/PRODUCE AN INDIVIDUAL DEVELOPMENT PLAN
(IDP) WITHIN CWDA TO CLOSE ANY COMPETENCY AND/OR PROFICIENCY GAPS
AND SELECT AND TRACK WORKFORCE DEVELOPMENT ACTIVITIES IN THE
FURTHERANCE OF PROFESSIONAL AND INDIVIDUAL CAREER GOALS.
3. WITH OPTIMUM PARTICIPATION, CWDA WILL ASSIST IN MANAGING OUR
CIVILIAN LEADERSHIP DEVELOPMENT (CLD) PROGRAM AND WORKFORCE
DEVELOPMENT RESOURCES MORE EFFECTIVELY REALIZING A SIGNIFICANT
RETURN ON INVESTMENT. CONSEQUENTLY, ALL CLD PARTICIPANTS MUST
ESTABLISH CWDA ACCOUNTS TO MANAGE THEIR PROFESSIONAL AND
PERSONAL DEVELOPMENT.
4. REQUEST YOUR ASSISTANCE WITH WIDEST DISSEMINATION OF THE CWDA
PHASE II DEPLOYMENT TO ENCOURAGE MAXIMUM PARTICIPATION BY ALL
CIVILIAN MARINE EMPLOYEES AND SUPERVISORS. TO ASSIST YOU IN THESE
EFFORTS, DESIGNATED CLD ADMINISTRATOR CONTACTS CAN BE FOUND ONLINE
AT:WWW.MANPOWER.USMC.MIL/PORTAL/PAGE?PAGEID=278,1938401&DAD=PORTAL
SCHEMA=PORTAL. THE CWDA PORTAL ALSO PROVIDES A VARIETY OF HELPFUL
RESOURCES AND SUPPORT TOOLS FOUND AT: HTTPS:CWDA.MANPOWER.USMC.MIL.
5. FOR FURTHER QUESTIONS, GUIDANCE, OR TO PROVIDE FEEDBACK, PLEASE
CONTACT OUR HELPDESK AT CWDA.HELPDESK@USMC.MIL OR HQMC CWDA
FUNCTIONAL MANAGER, MS. KAREN GILLASPIE, AT KAREN.GILLASPIE@USMC.MIL.
//