While it is theoretically possible that an individual could demonstrate mastery in every demonstrated experience in a given career field, it is unlikely because the majority of assignments throughout one's career have a more narrow focus.

AWQI provide a roadmap for acquisition professionals to expand and demonstrate their experience resulting in greater AT&L-wide successful results. AWQI at a minimum provides a:

framework to allow individual workforce members to self-assess their progress, better understanding of job/expectations,

An employee can also work with their supervisor to find opportunities to build experiences and grow professional capabilities.

• focus for mentorship, and
• possibility to obtain continuous learning points (CLP).

No, AWQI does not replace DAWIA certification requirements. DAWIA certification training is an enabler for on the job success. Online and classroom training provides the foundational knowledge needed for acquisition skills in a given career field. However, it does not by itself ensure that acquisition workforce members can adequately apply that knowledge within the context of the workplace assignments. AWQI provides another dimension by identifying hands-on experiences that may be encountered over a career and enabling identification of on-the job developmental opportunities.

AWQI provides both acquisition demonstrated experiences (work products and their associated tasks) and a rubric for use in assessing demonstrated experience. An employee would select demonstrated experiences to be assessed based on their current or upcoming assigned mission tasking. They then use the rubric to determine the way and extent to which they demonstrate their proficiency at performing the tasks associated with each demonstrated experience. This assessment helps the employee determine exactly where additional development would be beneficial.

The AWQI rubric articulates expectations by describing levels of demonstrated skill of mission-related tasks from “1 - Undeveloped and/or No Experience” to “5 - Excellent.” Acquisition workforce members can use the AWQI rubric to conduct an honest and candid self-assessment allowing them to clarify where they fall on the continuum of levels of demonstrated experience, and to assess their progress along that continuum as they gain additional experience.

There is no OSD-mandated requirement for the use of AWQI, rather it has been provided as a developmental tool. Each of the services are developing their own guidelines for how they would like to see the tool applied within their acquisition workforce. The tool is always available to any employee from the AWQI website and can be used by the employee to develop insight for their own personal acquisition development.

AWQI is a competency-based employee development tool used to capture demonstrated acquisition experience. It addresses the acquisition skills an individual needs to successfully do their jobs at the desk level and allows individual insight into skill sets for career path growth. AWQI can help organizations identify and leverage expertise in program execution and can enhance mentor/protégé relationships by being a tool for organizations to focus limited resources/opportunities on acquisition skill gaps. It also enables clear communication of expected product outcomes and provides a standard for acquisition skills across all organizations.

The numbering contained in the AWQI eWorkbook is used for organizational and reference purposes only. That being said, there are multiple reasons why competencies or products in the AWQI eWorkbook may look out of sequence.
The products and tasks found in the AWQI eWorkbook were derived from the preexisting career field competency sets, which include both acquisition and non-acquisition skillsets. AWQI focuses solely on acquisition, thus any non-acquisition related competencies are not included in the eWorkbook.
There are a few instances in the eWorkbook where competency elements have been combined to better identify workplace products. This causes the numbering of the associated products to be different from the numbering convention used throughout the rest of the eWorkbook.
Career field competency sets are periodically updated by functional leaders. As this happens, the AWQI eWorkbook will be updated accordingly. Competencies deemed no longer relevant will be archived and their absence could leave a gap in the numbering sequence. At the same time, new competencies may be added and may also appear out of numerical order.

While your service or organization may issue guidance for the use of AWQI, the tool itself was designed to allow the employee, the supervisor, or ideally both in collaboration, to identify the mission required demonstrated experiences that would apply. The primary purpose of the AWQI tool is to identify areas where opportunities for on-the-job development would assist in successful achievement of mission required taskings. To that end, career field functional competencies were deconstructed into workplace actions (products and tasks); when aligning to an individual it should be done at the product and then task level based on assigned or anticipated taskings. Additionally, an individual employee can use the tool to gain insight into the depth and breadth of products and tasks that he or she might encounter over the span of his or her career and to capture their acquisition experience over time.

Yes. It is not uncommon to be assigned efforts related to, but outside of, a specific career field in the performance of mission.