Program Structure
This section outlines progression through the intern program and the required training to successfully complete the program.
Overview
- Entry level for CP-32 interns is GS-7. The MITP supports noncompetitive promotion to a target grade of GS-11 when all requirements have been achieved.
- The MITP accommodates a two-phase, 24-month training program. CP-32 ACTEDS interns are trained at one of five designated regional training centers: Fort Lee, VA; Fort Gordon, GA; Fort Benning, GA; Fort Sill, OK; and Fort Leonard Wood, MO.
- The ACPM may extend the training plan to a maximum of six months (if necessary) to ensure achievement of learning objectives. If the intern's training is to be extended, the parent Army Command must be informed of the change.
- A signed mobility agreement is a pre-condition for employment within the Intern Program. By signing the agreement, the employee acknowledges: a) geographic mobility is a requirement for entry into the program, b) willingness to move to the initial training site, and upon graduation from the intern program, assignment may be to any location within the Department of Army and relocation will be required at that time. Failure to relocate after appointment can be the basis for removal from Federal service.
Phase I
Phase I is approximately 52-78 weeks of supervised, rotational on-the-job training, correspondence courses, formal classroom instruction, and any mandatory training, e.g., civilian leadership. Phase I for ACTEDS interns will take place at one of the five regional training centers. The intern receives training designed to prepare incumbent for work at target level. Developmental assignments provide experience and training in the basic application of professional education skills, knowledge, and abilities.
The intern performs basic tasks to support the Systems Approach to Training (SAT) model that applies to the evaluation, analysis, design, development, and implementation of training programs, training development products, and training support materials. This approach applies to all training developed in the institution and the unit, whether it is individual or collective, resident or nonresident, active or reserve.
Phase I Training/Recommended Reading
Intern functional and common core competencies and associated training can be found in the Planning Your Career section
Recommended Reading
Supervisors are responsible for determining reading requirements for new interns. Suggested readings may include:
- AR 25-30, Army Publishing
- AR 70-1, Army Acquisition Policy
- DA Pamphlet 25-40, Action Officers Guide
- TR 25-36, Doctrine Development
- TR 350-70, Systems Approach to Training Management, Processes, and Products
- TRADOC Pamphlet (TP) 350-70-1, Collective Training
- TP 350-70-2, Multimedia Development Courseware Guide
- TP 350-70-4, Evaluation
- TP 350-70-5, Testing
- TP 350-70-6, Analysis
- TP 350-70-8, Training Requirements Analysis System
- TP 350-70-10, Validation
- TP 350-70-12, Distributed Learning - Managing Courseware Productions and Implementation
Phase II
Phase II is approximately 26-52 weeks of supervised rotational on-the-job training at a Permanent Duty Location (PDL). The PDL could be the initial training center or any other DA installation/agency. The intern receives training that will provide guidance on more complex projects as to approach and procedures designed to prepare incumbent for work at target level. This training will be in the area where the intern may be placed at the end of his/her training.
The intern performs routine tasks independently based upon previous experience and performs progressively more responsible tasks in the following areas:
In general, interns perform the following:
- Task analysis
- Instructional design
- Performance measures, presentation, evaluation and validation of instruction
- The development of individual and collective training materials in resident and nonresident modes
- The development of self-development tests with preparatory training materials
- The development of DA training literature
The intern rotates to different assignments as deemed necessary to gain knowledge of various programs and their interrelationships. On-the-job training consists of specialized work experiences and projects that gradually increase in complexity and scope to those normally performed by journeyman Instructional Systems Specialist.
The task(s) to be trained at each rotational site should be identified for the intern and then used by the immediate supervisor as a basis for rating the intern's progress. Task and subtasks for each phase of the SAT that could be used are listed in the table below. The desired outputs for each sub-task may be found in TR 350-7, Systems Approach to Training.