News | Nov. 4, 2015

DLA Energy employee optimistic about six-month rotation program

By Elizabeth Stoeckmann DLA Energy Public Affairs

This is the fourth article in a series of DLA Energy workforce development opportunities.

Enhanced skills, experience, knowledge, confidence and networking in a competitive workforce are varied and practical benefits of an organization’s job-rotation program that employees have the opportunity to participate in to enhance their careers.

Since March 2015, Defense Logistics Agency Energy’s Rotation Program has become a part of the organizational culture of workforce development that empowers employees in a variety of competencies to promote long-term investment.

Barbara Burger, an administrative specialist, knows this firsthand as she recently joined Command Administration Support through the DLA Energy Rotation Program.

“I asked if there were any positions at headquarters, and they said there was a need for rotational positions,” Burger said. “I said ‘great.”’

Burger, formerly an administrative assistant assigned to DLA Energy Business Process Support directorate at the Gatehouse facility in Falls Church, Virginia, said she was thrilled to join the headquarters team and gain the exposure of command administrative functions.

According to the DLA Energy Rotation Program policy, the program provides employees a chance to grow within DLA and enhance functional, cross-functional and leadership skills.

“I think the rotation program is a great opportunity for employees to do something new and share vital skills and knowledge of the agency with other business units,” said Lorraine Blanchard, administrative officer with Command Administration Support and Burger’s supervisor. “Barbara came at a critical time with us being down two people, and she brings a wealth of administrative knowledge to the team.”

As her immediate supervisor, Blanchard said in just a few weeks of being on the support team, Burger has shown she is eager to learn and fits in nicely.

Burger’s primary responsibility includes managing the task management tool for the command staff, which she said takes concentrated effort in learning the program and managing, tracking and closing out tasks.

She is also responsible for day-to-day tasks such as calendars, mail and learning more about the business unit.

Burger said her experience with personnel, staffing and training prepared her for this new opportunity to expand her knowledge with the agency and see what she can accomplish during the six-month rotation.

“My ultimate goal in the rotation program is upward mobility,” Burger said. “I’m taking a chance.”


The DLA Energy Program Memorandum of Agreement allows both host and parent supervisors to meet with the employee and discuss Energy’s mission, as well as the employee's goals and objectives to enhance their job performance.

“It allows employees to network and meet other employees,” said Adrian Hines, DLA Energy Manpower and Workforce Analysis office management analyst. “It provides an opportunity to work various projects/task outside of their normal day-to-day duties and expand the horizon of their DLA Energy career.”

Burger said she is open-minded to learn new skills and welcomes the opportunities it may offer her in the future.

“If you do anything long enough you become stagnant, but when an opportunity comes along like the rotation program, you can be revitalized,” Blanchard said.

Burger said she would like DLA Energy employees to know the rotation program is a great opportunity for development and success.

“DLA is a great place to work because they think of the employees first,” she said. “The mentorship and the rotation programs are examples of people first … I feel so lucky.”

Burger is one of three DLA Energy Rotation Program employees. She is joined by Gladys White who works in Defense Fuel Support Point Management’s Sustainment, Restoration and Modernization division and Charnika Hayes who works in the DLA Equal Employment Opportunity office.