R 161318Z JUL 09
UNCLASSIFIED//
MARADMIN 0422/09
MSGID/GENADMIN,USMTF,2007/CMC WASHINGTON DC MRA MP//
SUBJ/COMMUNITIES OF INTEREST (COI) AND CIVILIAN WORKFORCE DEVELOPMENT APPLICATION (CWDA)//
REF/A/MSGID:DOC/DOD/YMD:20081118//
REF/B/MSGID:DOC/MP/YMD:20060609//
REF/C/MSGID:DOC/CMC/YMD:20030127//
NARR/REF A IS DODI 1400.25, DOD CIVILIAN PERSONAL MANAGEMENT SYSTEM: VOLUME 250, CIVILIAN STRATEGIC HUMAN CAPITAL PLANNING (CSHCP). REF B IS MARADMIN 265/06, CIVILIAN WORKFORCE DEVELOPMENT APPLICATION PHASE II. REF C IS THE CIVILIAN WORKFORCE CAMPAIGN PLAN.//
POC/S. L. PERKINS/CIV/UNIT:MPC/-/TEL:(703) 432-9428//
GENTEXT/REMARKS/1. PER REFERENCE A, THE DOD CIVILIAN PERSONNEL MANAGEMENT SYSTEM REQUIRES A STRUCTURED COMPETENCY BASED APPROACH FOR THE DEVELOPMENT OF CURRENT AND FUTURE WORKFORCE REQUIREMENTS. CSHCP WILL BE HOLISTIC FOR ALL COIS AND WILL SYSTEMATICALLY MANAGE THE LIFE-CYCLE OF EMPLOYEES FROM ACCESSION TO SEPARATION. CSHCP WILL SUPPORT MANPOWER ANALYSIS AND INCLUDES THE REQUIREMENT TO:
   A. IDENTIFY CURRENT AND PROJECTED CIVILIAN MARINE REQUIREMENTS
   B. IDENTIFY COMPETENCIES AND COMPETENCY PROFICIENCY AND SKILL LEVEL REQUIREMENTS FOR POSITIONS AND EMPLOYEES
   C. PROVIDE AND DETERMINE GAP ANALYSIS METHODOLOGIES
   D. IDENTIFY CAREER PATHS AND PROVIDE CAREER ROAD MAPS. FURTHER, REFERENCE A ESTABLISHES FUNCTIONAL COMMUNITY MANAGERS AT THE OSD AND COMPONENT LEVELS, OSD FUNCTIONAL COMMUNITY MANAGERS (OFCM) AND COMPONENT FUNCTIONAL COMMUNITY MANAGERS (CFCM) RESPECTIVELY.
2. A CRITICAL COMPONENT OF THE USMC COI APPROACH WILL BE TO ENSURE ALL CIVILIAN MARINES WORK WITHIN AN IDENTIFIABLE COI. THEREFORE, EACH COI WILL POSSESS FUNCTIONAL COMMONALITY UNIQUE CORE COMPETENCIES, A COMMON CORE TRAINING CURRICULUM, AND A COMMON CULTURE AND PROFESSIONAL IDENTITY. TO SUPPORT THIS EFFORT, THE MARINE CORPS HAS IDENTIFIED LEADS AND GROUPED JOB SERIES INTO 20 SEPARATE COIS. DESIGNATED MEMBERS OF THE CIVILIAN CAREER ADVOCACY BOARD (CCAB) ACT AS ADVOCATES FOR THE COI IN WHICH OUR CIVILIAN MARINES ARE ASSIGNED. COI LEADERS PERSONALLY LEAD THESE COMMUNITIES AND ARE DESIGNATED AS FOLLOWS:
   A. ACQUISITION PROGRAM MANAGEMENT - PEO (LS)
   B. ADMINISTRATION - DIRECTOR OF ADMINISTRATION AND RESOURCE MANAGEMENT
   C. ANALYSIS - ASSISTANT DEPUTY COMMANDANT FOR PROGRAMS AND RESOURCES
   D. COMMUNITY SUPPORT - DIRECTOR, PERSONAL AND FAMILY READINESS DIVISION
   E. CONTRACTS - ASSISTANT DEPUTY COMMANDANT FOR INSTALLATIONS AND LOGISTICS, CONTRACTS DIVISION
   F. EDUCATION AND TRAINING - EXECUTIVE DIRECTOR, TECOM
   G. ENVIRONMENTAL - DEPUTY DIRECTOR, FACILITIES AND SERVICES DIVISION
   H. FACILITIES - DEPUTY DIRECTOR, FACILITIES AND SERVICES DIVISION
   I. FINANCIAL - ASSISTANT DEPUTY COMMANDANT FOR PROGRAMS AND RESOURCES/DIRECTOR FISCAL DIVISION
   J. HUMAN RESOURCES - ASSISTANT DEPUTY COMMANDANT FOR MANPOWER AND RESERVE AFFAIRS
   K. INDUSTRIAL TRADES - EXECUTIVE DEPUTY, MARCORLOGCOM
   L. INTELLIGENCE - ASSISTANT DIRECTOR FOR INTELLIGENCE SUPPORT, MCIA
   M. INFORMATION MANAGEMENT/INFORMATION TECHNOLOGY - DEPUTY DIRECTOR, C4/DEPUTY CIO
   N. LEGAL - DEPUTY COUNSEL FOR THE COMMANDANT
   O. LOGISTICS - ASSISTANT DEPUTY COMMANDANT FOR INSTALLATIONS AND LOGISTICS
   P. MANUFACTURING AND PRODUCTION - EXECUTIVE DEPUTY, MARCORLOGCOM
   Q. MEDIA AND PUBLIC AFFAIRS - DIRECTOR OF ADMINISTRATION AND RESOURCE MANAGEMENT
   R. SAFETY AND OCCUPATIONAL HEALTH - DIRECTOR SAFETY DIVISION
   S. SCIENCE AND ENGINEERING (NON-FACILITIES/ENVIRONMENTAL) - DEPUTY COMMANDER, C4ISR
   T. SECURITY AND LAW ENFORCEMENT - ASSISTANT DEPUTY COMMANDANT, PLANS, POLICIES & OPERATIONS
3. THE PRIMARY ROLES OF THE COI LEADER ARE:
   A. SERVE AS THE RECOGNIZED LEADER
   B. ESTABLISH COMMUNITY VISION AND PROVIDE GUIDANCE
   C. MAINTAIN/UPDATE COMMUNITY COMPETENCIES
   D. ESTABLISH/MAINTAIN CAREER ROAD MAP TEMPLATES
   E. IMPLEMENT AND OPERATE CWDA AS A CSHCP AND JOB ANALYSIS TOOL
   F. INTEGRATE CSHCP INTO FULL SPECTRUM OF LIFE-CYCLE MANAGEMENT 
   G. ANALYZE CURRENT AND PROJECTED MISSION REQUIREMENTS TO IDENTIFY CURRENT AND FUTURE COMMUNITY MANPOWER REQUIREMENTS
   H. CONDUCT INVENTORY ANALYSIS OF ACTUAL COMMUNITY NUMBERS PROJECTED AGAINST MANPOWER NEEDS TO IDENTIFY GAPS
   I. ASSESS COMPETENCIES OF COMMUNITY MEMBERS AGAINST THOSE NEEDED FOR MISSION PERFORMANCE TO IDENTIFY GAPS AND HEALTH OF COMMUNITY
   J. ASSESS EFFECTIVENESS OF STRATEGIES AND FUNCTIONAL TRAINING TO ENSURE CLOSURE OF IDENTIFIED GAPS
   K. APPOINT A COMMUNITY MANAGER TO ASSIST WITH ROLES AND RESPONSIBILITIES
4. COMMUNITY LEADERS AND MANAGERS SHALL REFLECT THEIR COI RESPONSIBILITIES AS A PERFORMANCE ELEMENT WITHIN THEIR CURRENT JOB OBJECTIVES, EITHER EXPLICIT OR IMPLIED. (FOR EXAMPLE, THE STANDARD SUPERVISORY JOB OBJECTIVE FOR NSPS EMPLOYEES - "EXECUTE THE FULL RANGE OF HUMAN CAPITAL RESPONSIBILITIES..."). 
5. PER REFERENCE B, CWDA IS AN INTERACTIVE SOFTWARE APPLICATION USED TO TRACK RELEVANT INDIVIDUAL CAREER MANAGEMENT INFORMATION, ATTRITION, RETIREMENT TRENDS, AND CURRENT MANPOWER REQUIREMENTS. SPECIFICALLY, CIVILIAN MARINES (APPROPRIATED AND NON-APPROPRIATED FUND) MAY USE CWDA TO ACCESS INFORMATION ABOUT COMPETENCIES INCLUDING SKILL AND PROFICIENCY LEVELS AS WELL AS TRAINING RESOURCES REQUIRED TO MEET USMC MISSION REQUIREMENTS AND TO MAKE INFORMED CAREER CHOICES. CWDA IS PART OF THE CIVILIAN WORKFORCE MANAGEMENT INITIATIVE TO SUSTAIN THE CIVILIAN WORKFORCE CAMPAIGN PLAN, REFERENCE C, AND SUPPORTS THE REQUIREMENTS OF REFERENCE A. CWDA, AS A CSHCP TOOL, WILL IDENTIFY CAREER PATHS AND PROVIDE A COMPETENCY-BASED ROAD MAP FOR EMPLOYEES TO AID IN THEIR CAREER PLANNING AND DEVELOPMENT. MANAGERS/SUPERVISORS CAN USE CWDA TO SUPPORT THE MISSION OF THE MARINE CORPS AND TO ASSIST COMMANDERS IN SHAPING THE CURRENT, AS WELL AS FUTURE, CIVILIAN MARINE WORKFORCE NEEDS. EMPLOYEES ARE ABLE TO VIEW LEADERSHIP AND FUNCTIONAL COMPETENCIES AND COMPLETE PROFICIENCY AND SKILL LEVEL ASSESSMENTS.
6. CIVILIAN MARINES SUPPORT THE MISSION OF THE MARINE CORPS AND PROVIDE AN INVALUABLE SERVICE TO COMMANDERS BY PROVIDING AN ENHANCED TOTAL FORCE TEAM.  SUPERVISORS AND MANAGERS OF CIVILIAN MARINES ARE REQUIRED TO MENTOR AND FOSTER THE CAREER AND LEADERSHIP DEVELOPMENT OF EVERY CIVILIAN MARINE.  REQUEST YOUR LEADERSHIP TO ENCOURAGE MAXIMUM PARTICIPATION BY ALL CIVILIAN MARINES AND SUPERVISORS TO ESTABLISH CWDA ACCOUNTS IN ORDER TO BETTER MANAGE THEIR CAREER AND LEADERSHIP DEVELOPMENT.
7. TO REGISTER IN CWDA GO TO HTTPS:(SLASH SLASH)CWDA.MANPOWER.USMC.MIL; THE APPLICATION IS CAC ENABLED. THE CWDA HELPDESK WILL CONTACT YOU TO CONFIRM YOUR ACCOUNT. A COMPREHENSIVE USER MANUAL AND AN ONLINE TRAINING MODULE ARE LOCATED ON THE CWDA HOME PAGE UNDER THE HELP TAB. NEW USERS ARE ADVISED TO REFERENCE THE HELP TAB RESOURCES TO INITIALLY LEARN HOW TO NAVIGATE THROUGH THE CWDA.
8. FOR END-USER ASSISTANCE, CONTACT THE CWDA HELPDESK AT (703) 432-9213 OR CWDA.HELPDESK@USMC.MIL. FOR PROJECT IMPLEMENTATION INQUIRIES, CONTACT THE CWDA FUNCTIONAL MANAGER, (703) 432-9428 OR THE CWDA PROJECT OFFICER, (703)432-9763.
9. LEADERS AT ALL LEVELS ARE EXPECTED TO EMBRACE THE COI STRUCTURE AND INTENT AND SUPPORT COI EFFORTS BY ENCOURAGING CIVILIAN MARINE PARTICIPATION IN TOWN HALL MEETINGS, TRAINING, AND OTHER REQUIREMENTS.
10. RELEASE AUTHORIZED BY (SES) MS. S. E. MURRAY, ASSISTANT DEPUTY COMMANDANT, MANPOWER AND RESERVE AFFAIRS.//