force contributes to achieving such goals and stand-
ards; 
‘‘(3) use the Department of Defense Civilian 
Workforce Incentive Fund established pursuant to 
section 9902(a) of title 5; and 
‘‘(4) provide opportunities for career broad-
ening experiences for high performers. 
‘‘(b) MILITARY ACQUISITION WORKFORCE INCEN-
TIVES.—The Secretaries of the military departments shall 
fully use and enhance incentive programs that reward in-
dividuals, through recognition certificates or cash awards, 
for suggestions of process improvements that contribute 
to improvements in efficiency and economy and a better 
way of doing business.’’. 
(b) CLERICAL AMENDMENT.—The table of sections 
at the beginning of subchapter V of chapter 87 of title 
10, United States Code, is amended by inserting after the 
item relating to section 1762, as added by section 202, 
the following new item: 
‘‘1763. Incentive programs for civilian and military personnel in the acquisition 
workforce.’’. 
SEC. 204. CAREER DEVELOPMENT FOR CIVILIAN AND MILI-
TARY 
PERSONNEL 
IN 
THE 
ACQUISITION 
WORKFORCE. 
(a) CAREER PATHS.—
(1) AMENDMENT.—Chapter 87 of title 10, 
United States Code, is amended by inserting after 
section 1722a the following new section: 
‘‘§ 1722b. Special requirements for civilian employees 
in the acquisition field 
‘‘(a) REQUIREMENT FOR POLICY AND GUIDANCE RE-
GARDING CIVILIAN PERSONNEL IN ACQUISITION.—The 
Secretary of Defense, acting through the Under Secretary 
of Defense for Acquisition, Technology, and Logistics, 
shall establish policies and issue guidance to ensure the 
proper development, assignment, and employment of civil-
ian members of the acquisition workforce to achieve the 
objectives specified in subsection (b). 
‘‘(b) OBJECTIVES.—Policies established and guidance 
issued pursuant to subsection (a) shall ensure, at a min-
imum, the following: 
‘‘(1) A career path in the acquisition field that 
attracts the highest quality civilian personnel, from 
either within or outside the Federal Government. 
‘‘(2) A deliberate workforce development strat-
egy that increases attainment of key experiences 
that contribute to a highly qualified acquisition 
workforce. 
‘‘(3) Sufficient opportunities for promotion and 
advancement in the acquisition field.
‘‘(4) A sufficient number of qualified, trained 
members eligible for and active in the acquisition 
field to ensure adequate capacity, capability, and ef-
fective succession for acquisition functions, including 
contingency contracting, of the Department of De-
fense. 
‘‘(5) A deliberate workforce development strat-
egy that ensures diversity in promotion, advance-
ment, and experiential opportunities commensurate 
with the general workforce outlined in this section. 
‘‘(c) INCLUSION OF INFORMATION IN ANNUAL RE-
PORT.—The Secretary of Defense shall include in the re-
port to Congress required under section 115b(d) of this 
title the following information related to the acquisition 
workforce for the period covered by the report (which shall 
be shown for the Department of Defense as a whole and 
separately for the Army, Navy, Air Force, Marine Corps, 
Defense Agencies, and Office of the Secretary of Defense): 
‘‘(1) The total number of persons serving in the 
Acquisition Corps, set forth separately for members 
of the armed forces and civilian employees, by grade 
level and by functional specialty. 
‘‘(2) The total number of critical acquisition po-
sitions held, set forth separately for members of the 
armed forces and civilian employees, by grade level
and by other appropriate categories (including by 
program manager, deputy program manager, and di-
vision head positions). For each such category, the 
report shall specify the number of civilians holding 
such positions compared to the total number of posi-
tions filled. 
‘‘(3) The number of employees to whom the re-
quirements of subsections (b)(2)(A) and (b)(2)(B) of 
section 1732 of this title did not apply because of 
the exceptions provided in paragraphs (1) and (2) of 
section 1732(c) of this title, set forth separately by 
type of exception. 
‘‘(4) The number of program managers and 
deputy program managers who were reassigned after 
completion of a major milestone occurring closest in 
time to the date on which the person has served in 
the position for four years (as required under section 
1734(b) of this title), and the proportion of those re-
assignments to the total number of reassignments of 
program managers and deputy program managers, 
set forth separately for program managers and dep-
uty program managers. The Secretary also shall in-
clude the average length of assignment served by 
program managers and deputy program managers so 
reassigned.
‘‘(5) The number of persons, excluding those 
reported under paragraph (4), in critical acquisition 
positions who were reassigned after a period of three 
years or longer (as required under section 1734(a) 
of this title), and the proportion of those reassign-
ments to the total number of reassignments of per-
sons, excluding those reported under paragraph (4), 
in critical acquisition positions. 
‘‘(6) The number of times a waiver authority 
was exercised under section 1724(d), 1732(d), 
1734(d), or 1736(c) of this title or any other provi-
sion of this chapter (or other provision of law) which 
permits the waiver of any requirement relating to 
the acquisition workforce, and in the case of each 
such authority, the reasons for exercising the au-
thority. The Secretary may present the information 
provided under this paragraph by category or group-
ing of types of waivers and reasons.’’. 
(2) CLERICAL AMENDMENT.—The table of sec-
tions at the beginning of subchapter II of chapter 87 
of title 10, United States Code, is amended by in-
serting after the item relating to section 1722a the 
following new item: 
‘‘1722b. Special requirements for civilian employees in the acquisition field.’’. 
(b) CAREER EDUCATION AND TRAINING.—Chapter 
87 of title 10, United States Code, is amended in section