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  • Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    Accelerate Performance Improvements: Systems Engineering Skills Competency

    Analysis and Training Program Development

    Steven A. DieboldDirector, Future Force Systems Engineering

    General Dynamics, Land Systems

  • N-539 2Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    Agenda

    GDLS OverviewSE Training & Education Program OverviewCompetency AssessmentGap AnalysisCurriculum DevelopmentResults to DateFuture Activities

  • N-539 3Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    GDLS Mission GDLS Mission General Dynamics Land Systems provides a General Dynamics Land Systems provides a full spectrum of land and amphibious combat full spectrum of land and amphibious combat systems, subsystems and components systems, subsystems and components worldwideworldwide

    Our strengths are worldOur strengths are world--class design and class design and systems integration, superior production and systems integration, superior production and innovative life cycle supportinnovative life cycle support

    We will deploy these strengths to meet our We will deploy these strengths to meet our customerscustomers needs in a changing worldneeds in a changing world

  • N-539 4Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    U.S. Locations

    Anniston Anniston Army DepotArmy Depot

    Joint SystemsJoint SystemsManufacturingManufacturing

    CenterCenter

    ScrantonScrantonOperationsOperations

    AmphibiousAmphibiousSystemsSystems

    Tallahassee Tallahassee OperationsOperations

    GDLSGDLSCentral Office Central Office

    GDLS Logistics &GDLS Logistics &Engineering CenterEngineering CenterMuskegon Muskegon

    Technical Technical CenterCenter

    Shelby Shelby OperationsOperations

    Robotic Robotic SystemsSystems

    Ft. LewisFt. Lewis

    Ft. WainwrightFt. Wainwright

    GDLS FutureGDLS FutureCombat SystemsCombat Systems

    Ft. RichardsonFt. Richardson

    Ft. HoodFt. HoodCamp PendletonCamp Pendleton

    Schofield BarracksSchofield Barracks

    PohakuloaPohakuloaTraining AreaTraining Area

  • N-539 5Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    Major Contributors to Poor Program Performance*

    Lack of technical planning and oversightInadequate understanding of requirements Incomplete, obsolete, inflexible and Stovepipe Physical and Functional architecturesStovepipe developments with late integration Lack of subject matter expertise at the integration levelLow visibility of software risk

    Lack of systems engineering discipline, authority, and resources

    * DoD-directed Studies/Reviews, 2005

  • N-539 6Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    GDLSs Response

    Organize along Product Centers Voice of customer

    One Engineering Design and Development Team for GDLS

    Integrated Process System across all LocationsCMMI Level 3/5

    Revitalize Systems EngineeringProcess Improvements

    Gate Reviews, Six Sigma, DFRSE Training & Education Program Todays Topic

  • N-539 7Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    SE Training & Education ProgramDevelopment Overview

    SE Roles Identified

    Required Competencies Established

    Competency Assessment Conducted

    Gap Analysis Conducted

    SE Curriculum Developed

    Training Plan Developed

    Progress Measured

    SE Roles Identified

    Required Competencies Established

    Competency Assessment Conducted

    Gap Analysis Conducted

    SE Curriculum Developed

    Training Plan Developed

    Progress Measured

    Roles identified for Systems EngineeringFor each role, required competencies establishedEmployees assessed against required competencies for their assigned rolesResults of competency assessments analyzed to identify gapsSE Curriculum developed to address high and medium gaps and to further develop employees with low or no gapsTraining Plan developed to incorporate SE Curriculum, mandatory courses, and Seminars/ConferencesProgress to goals and training effectiveness measured by Level 1 evaluations

  • N-539 8Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    Competency AssessmentSupervisor verifies that correct roles are assigned to EmployeeEmployee conducts self-assessment of competency levels for each required competency

    Basic - Trained or understands basic concepts of the competency, however still needs help in applying the competencyQualified - Has a good command of the competency, no help needed in applying the competencyAdvanced - Has advanced understanding of the competency, can lead and/or teach others in applying the competencyNone Does not meet basic competency level

    Supervisor verifies assessmentTraining Coordinator compiles all completed assessmentsTraining Coordinator evaluates roles to determine which roles represent 80% of the Systems Engineering population

  • N-539 9Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    Gap Analysis MethodologyDetermined which roles represent 80% of

    the SE population (top roles)Determined which roles represent 80% of

    the SE population (top roles)

    00.10.2

    0.30.40.50.60.7

    0.80.91

    -2 -1 0 1 2 3 4 5

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    0

    0.5

    1

    1.5

    2

    2.5

    3

    0 0.5 1 1.5 2 2.5 3 3.5 4 4.5 5

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    0

    0.1

    0.2

    0.3

    0.4

    0.5

    0.6

    0.7

    0.8

    0.9

    -2 -1 0 1 2 3 4 5

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    0

    0.1

    0.2

    0.3

    0.4

    0.5

    0.6

    0.7

    0.8

    -2 -1 0 1 2 3 4

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    High GapHigh Gap

    Gap Analysis(Compared Required Skill Level to

    Evaluated Skill Level)

    Medium Medium GapGap Low GapLow Gap No GapNo Gap

    Identified top 20 required competencies for the top roles

    Identified top 20 required competencies for the top roles

    Analyzed results of competency assessments to determine distribution of gaps across the top roles for

    the top 20 required competencies

    Analyzed results of competency assessments to determine distribution of gaps across the top roles for

    the top 20 required competencies

  • N-539 10Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    Competency Assessment ResultsHighest Gap

    SE PrinciplesProject ManagementDomain Specific Skills

    Medium GapRisk AnalysisTest & Validation PlanningBaseline Management (CM)

    Lowest GapRequirements ManagementTrade StudiesReliabilityDesign Integration

    User defined parameters Required Skill Evaluated SkillMean 1.37 1.37Standard Deviation 0.15 0.62Required Level of Competency 1.37 1.37

    All SE - SE Principles

    0

    0.5

    1

    1.5

    2

    2.5

    3

    -1 -0.5 0 0.5 1 1.5 2 2.5 3 3.5

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    Req'd skill Level

    Evaluated skill Level

    population = 561

    User defined parameters Required Skill Evaluated SkillMean 1.1 0.99Standard Deviation 0.43 0.75Required Level of Competency 1.1 1.1

    All SE - Risk Analysis

    00.10.20.30.40.50.60.70.80.9

    1

    -2 -1 0 1 2 3 4

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    Req'd skill Level

    Evaluated skill Level

    population = 291

    User defined parameters Required Skill Evaluated SkillMean 1.54 1.12Standard Deviation 0.87 0.98Required Level of Competency 1.54 1.54

    All SE - DOORS

    00.05

    0.10.15

    0.20.25

    0.30.35

    0.40.45

    0.5

    -3 -2 -1 0 1 2 3 4 5

    Skill Rating (0 = none, 1 = basic, 2 = qualified, 3 = advanced)

    Req'd skill Level

    Evaluated skill Level

    population = 240

  • N-539 11Approved for Public Release, Distribution Unlimited, GDLS Approved, Log 2008-87, Dated 09/30/08

    SE Curriculum

    SE Re-Vitalization Skills & Organizational Feedback

    Low or No Technical Gaps

    Certified SE Certified SE Professional Professional

    (CSEP)(CSEP)By 2011:

    10% Earn INCOSE CSEP (68 total)

    SSCI SE SSCI SE Certificate Certificate ProgramProgram

    By 2011:

    10% Earn SSCI SE Certificate (68 total)

    Design for Design for Reliability Reliability

    CurriculumCurriculumDeveloped with outside vendor (Air Academy) to be delivered in-house by GDLS Six Sigma & Emerging Methods

    CrossCrossFunctional Functional

    DevelopmentDevelopmentRotational job assignments:

    Logistics EngineerLSE Section Manager

    Knowledge Knowledge Retention & Retention &

    DevelopmentDevelopmentRisk AnalysisSuccession Planning Succession/Leadership

    DevelopmentConferences & Seminars

    Design for Six Design for Six SigmaSigma

    Master Black Belt TTT

    DFSS Green Belt Program

    High & Medium Technical Gaps

    Basic Basic Configuration Configuration ManagementManagement

    In 2008:

    25 students complete Basic Configuration Management

    SE Overview/ SE Overview/ SE PrinciplesSE Principles

    By 2011:

    100% Complete SE Overview/Principles (676 to