Sec. 822. Improvements to the hiring and training of the acquisition workforce
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Subsection 1705(e) of title 10, United States Code, is amended— in paragraph (1)— by inserting
(A)before Subject to the provisions of this subsection ; and by adding at the end the following new subparagraph: Amounts in the Fund also may be used to pay salaries of personnel at the Office of the Secretary of Defense, military departments, and Defense Agencies to manage the Fund. ; and in paragraph (3)— by striking and at the end of subparagraph (C); by striking the period and inserting ; and at the end of subparagraph (D); and by adding at the end the following new subparagraph: describing the amount from the Fund that may be used to pay salaries of personnel at the Office of the Secretary of Defense, military departments, and Defense Agencies to manage the Fund and the circumstances under which such amounts may be used for such purpose. . Not later than 180 days after the date of the enactment of this Act, the Secretary of Defense shall issue, and submit to the congressional defense committees, the policy guidance required by subparagraph
(E)of section 1705(e)(3) of title 10, United States Code, as added by paragraph (1). Not later than June 30, 2019, the Comptroller General of the United States shall submit to the congressional defense committees a report on the effectiveness of hiring and retention flexibilities for the acquisition workforce. The report under this subsection shall include the following: A determination of the extent to which the Department of Defense experiences challenges with recruitment and retention of the acquisition workforce, such as post-employment restrictions. A description of the hiring and retention flexibilities available to the Department to fill civilian acquisition positions and the extent to which the Department has used the flexibilities available to it to target critical or understaffed career fields. A determination of the extent to which the Department has the necessary data on its use of hiring and retention flexibilities for the civilian acquisition workforce to strategically manage the use of such flexibilities. An identification of the factors that affect the use of hiring and retention flexibilities for the civilian acquisition workforce. Recommendations for any necessary changes to the hiring and retention flexibilities available to the Department to fill civilian acquisition positions. A description of the flexibilities available to the Department to remove underperforming members of the acquisition workforce and the extent to which any such flexibilities are used. The Under Secretary of Defense for Acquisition and Sustainment shall conduct an assessment of the following: The effectiveness of industry certifications and other industry training programs, including fellowships, available to defense acquisition workforce personnel. Gaps in knowledge of industry operations, industry motivation, and business acumen in the acquisition workforce. Not later than December 31, 2018, the Under Secretary shall submit to the Committees on Armed Services of the Senate and the House of Representatives a report containing the results of the assessment conducted under this subsection. The assessment and report under paragraphs
(1)and
(2)shall address the following: Current sources of training and career development opportunities, industry rotations, and other career development opportunities related to knowledge of industry operations, industry motivation, and business acumen for each acquisition position, as designated under section 1721 of title 10, United States Code. Gaps in training, industry rotations, and other career development opportunities related to knowledge of industry operations, industry motivation, and business acumen for each such acquisition position. Plans to address those gaps for each such acquisition position. Consideration of the role industry-taught classes and classes taught at educational institutions outside of the Defense Acquisition University could play in addressing gaps. Not later than June 30, 2019, the Comptroller General of the United States shall submit to the congressional defense committees a report on acquisition-related training for personnel working on acquisitions but not considered to be part of the acquisition workforce (as defined in section 101(18) of title 10, United States Code) (hereafter in this subsection referred to as non-acquisition workforce personnel ). The report shall address the following: The extent to which non-acquisition workforce personnel play a significant role in defining requirements, conducting market research, participating in source selection and contract negotiation efforts, and overseeing contract performance. The extent to which the Department is able to identify and track non-acquisition workforce personnel performing the roles identified in subparagraph (A). The extent to which non-acquisition workforce personnel are taking acquisition training. The extent to which the Defense Acquisition Workforce Development Fund has been used to provide acquisition training to non-acquisition workforce personnel. A description of sources of funding other than the Fund that are available to and used by the Department to provide non-acquisition workforce personnel with acquisition training. The extent to which additional acquisition training is needed for non-acquisition workforce personnel, including the types of training needed, the positions that need the training, and any challenges to delivering necessary additional training. Not later than 180 days after the date of the enactment of this Act, the Director of the Defense Contract Audit Agency, in consultation with the Under Secretary of Defense (Comptroller), shall provide a briefing to the Committees on Armed Services of the Senate and the House of Representatives. The briefing required by paragraph
(1)shall address the following: The current education, certifications, and qualifications of the Defense Contract Audit Agency workforce, by supervisory and non-supervisory levels and type of position. Shortfalls (if any) in education, qualification, or training in the Defense Contract Audit Agency workforce, by supervisory and non-supervisory levels and type of position, and the reasons for those shortfalls. The link (if any) between Defense Contract Audit Agency workforce skill and experience gaps and the Agency’s backlog of audits. The link (if any) between the effectiveness of Defense Contract Audit Agency regional directors and their education, certifications, and qualifications. The number of Defense Contract Audit Agency auditors who have relevant private sector experience, including from industry exchanges while at the Defense Contract Audit Agency and from prior employment experiences, and the perspective of the Defense Contract Audit Agency on the benefits of those experiences. Ongoing efforts and future plans by the Defense Contract Audit Agency to improve the professionalization of its audit workforce, including changes in hiring, training, required certifications or qualifications, compensation structure, and increased opportunities for industry exchanges or rotations.