- DoD AWQI Initiative
- Competency and Demonstrated Experiences Inventory
- Demonstrated Experience
- DAWIA vs. AWQI
- Resources/Reference
About AWQI
DoD AWQI Initiative
AWQI gives employees visibility into depth and breadth of acquisition skills allowing additional insights for career growth and for acquisition-focused employee development where mastery hasn’t yet been demonstrated (first exposure / expanded acquisition responsibilities).
| Intro to AWQI video |
As an acquisition and innovation initiative, AWQI aims to ensure that everyone who touches acquisition has the skills required to ensure successful acquisition outcomes.
Experiential continuous learning points (CLP) can be earned by demonstrated acquisition experience gained through on-the-job assignments.
Points are earned when achievement of acquisition workforce qualification demonstrated experiences are accomplished in support of mission assignments. Task(s) must be validated by an independent subject matter expert (SME) attesting to the fact that the workforce member has met the AWQI demonstrated experience. Like other options within the experience category, supervisors and employees must use discretion in arriving at a reasonable point value for the area of proficiency. Most often the area of proficiency being validated should be valued at one point for every associated task. More complex tasks may warrant more points not to exceed three.
Refer to the DAU Continuous Learning Center for the policy document, and the point credits.
Competency and Demonstrated Experiences InventoryAWQI Demonstrated Experiences (products and tasks) have been created for each DAWIA career field/functional area. Employees and supervisors will be able to identify the applicable demonstrated experiences that are needed for mission execution and can then assess an individual's demonstrated experience against mission requirements. This allows for identification of experience gaps and the targeting of employee on-the-job development opportunities. The demonstrated experiences inventories are contained in the eWorkbook by career field.  Common TermsDocuments created early in the acquisition and updated as required, identifying requirements, strategies and contract(s) documents for the acquisition.
Program Documentation
Dynamic plans used to execute and manage a program ensuring documented accomplishment of requirements and strategies, updated as required, and terms of the associated contracts. Decision Maker
Individual(s) with the requisite authority to either take action or act as spokesperson to recommend action to the individual in an organization that has the authority to act. Determination of the appropriate decision maker in each case is dependent upon supervisory, organizational, contracting, project and/or program lines of authority. Working Papers
Records kept by the auditor of the procedures applied, the tests performed, the information obtained, and the pertinent conclusions reached in the engagement. Examples of working papers are audit programs, analyses, memoranda, letters of confirmation and representation, abstracts of company documents, and schedules or commentaries prepared or obtained by the auditor. Working papers also may be in the form of data stored on tapes, films, or other media.
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Demonstrated ExperienceWhat is Demonstrated Experience?
Demonstrated experience is the proficient accomplishment of acquisition tasks and products required in the performance of one's mission required assignments using a pre-determined rubric.
Characteristics of demonstrated experience: •Gained over time
•Result in a tangible product or observable outcome
•Requires subject matter expertise and professional judgment to assess
•Reveals degrees of proficiency based on scoring criteria
•Encourages self-evaluation
What is a rubric? •A rubric is a tool that articulates expectations of a given task by describing levels of demonstrated skill.
•AWQI uses a rubric to measure the demonstrated experience level of an employee in performance of their assigned acquisition tasks.
•Acquisition workforce members should be able to use the AWQI rubric in the same way an independent assessor would - to clarify the continuum of levels of demonstrated experience, and to assess their progress along that continuum.
Assessing Demonstrated Experience A demonstrated experience assessment leverages the AWQI rubric to identify areas needed for on-the-job development and alignment with workplace opportunities.
AWQI Rubric
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Resources/Reference
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