Installation Management Community
If one of the top professionals in your field was just a phone call away, what would you ask him or her?
Or, if you had the chance to try another job, which career would you explore?
Two Workforce Development programs within the Installation Management community allow employees to do just that. The Developmental Assignment Program, or DAP, and the Headquarters Centralized Mentoring Program, or HCMP, soon will be advertising opportunities and accepting applications from ambitious IMCOM employees seeking to expand their career horizons, improve leadership skills and give back to the installation management community.
Per OPORD 12-295, opportunities for DAP positions are being announced, now. HCMP opportunities will be announced in an operational order in November.
DAP is designed to develop breadth across the full spectrum of the command and build a multiskilled, adaptable and sustainable workforce of installation management professionals.
The 60-day program provides multi-functional training and assignments to strengthen knowledge, skills and abilities to innovatively serve Soldiers, families and civilians while preparing employees for broader responsibilities, strengthening their experiences and improving their communication within the enterprise.
“I’ve been out of college for 35 years and never thought I would sit in on high-level staff meetings at the Pentagon,” said Jay Bunton, a 16-year Department of the Army civilian and program and management analyst home-stationed at the Plans, Analysis and Integration Office at the Detroit Arsenal.
Bunton spent two months working at the Office of the Assistant Chief of Staff for Installation Management, or OACSIM, in Washington, D.C.
“Developmental assignments outside of one’s career field broaden horizons and provide a bigger picture of IMCOM. It’s the difference between seeing the forest and the trees,” said John Reese, public affairs specialist, U.S. Army Garrison-Hawaii.
“At the garrison level, we can’t appreciate what goes on at headquarters until we’ve been there to participate firsthand,” he added.
According to Reese, who completed his DAP assignment Sept. 28, the experience had a powerful influence on his individual development plan for future assignments.
“It took me out of my comfort zone as a civil servant, reminiscent of leadership classes when I was an noncommissioned officer,” Reese said. “It’s a good change of pace bringing greater enterprise awareness.”
DAP is funded by IMCOM headquarters and is open to GS-7 to GS-13 or equivalent pay grade/band. A board consisting of a representative from OACSIM, HQ IMCOM and each region ranks applications.
The number of participants is based on available funding.
The program is open to active duty O-5 and O-6 mentors, civilian GS-14 and GS-15 mentors, E-7 and E-9 mentees, and GS-11 and GS-13 mentees, who are selected competitively by a board of IMCOM, OACSIM and region representatives.
HCMP also gives employees a chance to learn from both peers and leaders. The program pairs seasoned mentors with high-performing, mid-career mentees for a one-year mentorship.
“The concept of mentorship is great; it can expose employees to great thoughts and ideas when ordinarily it would take them a lifetime to be exposed, or never exposed at all,” said Laurie Gibson, strategic communications specialist and mentor to Kerrigan Davis, deputy for Training, Education and Security, Army Support Activity.