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Section header bullet-like iconIndividual Development Plan

The completion of an IDP by each careerist in conjunction with their supervisor facilitates the accomplishment of the training objectives outlined on the MTP. For interns, the IDP is used to facilitate career progress, recordkeeping and career planning discussions among interns and supervisors to foster their early development into fully productive members of the Army.

A completed IDP is essential to establishing personnel career objectives and aids in ensuring that the necessary funds are available. Commanders and managers at all levels, in concert with their local servicing CPAC and regional CPOC, must develop financial plans to support a robust training program. Completed IDPs help to support the level of funding that is submitted with respect to training.

Preparing the IDP

An IDP must be developed and tailored for each careerist to integrate his/her qualifications with training and developmental experiences to prepare the individual for a position of greater responsibility. The supervisor, with the employee's assistance, will develop the IDP. Career program members must be fully informed about career patterns, opportunities for progression, and appropriate training and development opportunities. The supervisor and CP member will develop a career plan that includes the employee's immediate and long-term career goals plus the actions needed to achieve them. An IDP should be completed and updated at least annually in Army Career Tracker, and must be completed in preparation for career appraisal. Throughout the year the IDP should be kept current by annotating the date of course completion.

For interns, the IDP is a plan that the intern's supervisor and the intern will prepare within 30 days of the intern's arrival on duty. The requirements within the CP-32 ACTEDS Plan MITP and the background of the intern will be the basis for the IDP. All mandatory training stipulated within the MITP must be in the intern's IDP. IDPs should include on-the-job training. IDPs are approved by the Army CP-32 Career Program Office and an ACPM ensures that each intern follows the training outlined. The IDP in the Army Career Tracker is the official form that all CP-32 careerist and interns are to use. Periodic changes and annual updates should be made to maintain a current IDP.

Career Counseling

Career counseling should normally occur when the IDP is being developed and during the semiannual performance appraisal. Career interns are rated 6 months after their entry into the position and again at the end of 12 months. This first rating (at 6 months) is considered a special rating. The first annual rating is rendered at the end of 12 months. Interns continue on their unique annual rating cycles (based on their entry into the positions) until they complete the intern program - at which time they are phased into the DA cyclic rating periods.

Female and male seated at table reviewing papers

Career counseling that assists employees to set career goals should lead to planned training and development activities. If the employee has experienced performance problems during the rating period, counseling should focus on remedial actions before giving attention to career planning. When noted improvement has occurred, then further career planning should be discussed.

Supervisors will make periodic reviews of the employee's progress and may schedule additional counseling as appropriate. They will make every effort to help their employees to fulfill their IDPs and requirements within the established time frame.

Additional information on intern careers and training can be found in the Interns section.

Section header bullet-like iconTraining Requests

CP-32 careerists must maintain a well-developed IDP that addresses training needs at least one year in advance. In almost all cases, absence for training and associated costs (to accommodate or support training) require planning at least several months in advance to gain a class quota and approval. Thus, requests for training must be initiated by the careerist and approved at the local level in accordance with the timing and procedures established at each command/activity.

Certain requests are placed through GoArmyEd (GAE), an automated financial system that centrally manages the ACTEDS resources for the intern and Competitive Professional Development (CPD) programs.

GAE is the virtual gateway for Army Civilians to apply for their Civilian education, training, and leader development events. GAE is a role-based portal that centralizes and standardizes the management of civilian education. The Army has worked to streamline, consolidate, and automate processes for Army Civilians to request funds for their professional development courses. GAE provides Army Civilians with a single location to submit applications and create SF 182s for training approval. This system makes it easy for careerists to register for courses approved to the Army Career Tracker (ACT) Individual Development Plan. GAE also provides Supervisors, Career Program Managers, Training Managers, and Army Leadership greater visibility into the professional development of Army Civilians.

All CP-32 careerists should create an account in GAE. Once an account has been established, GAE provides numerous reference/training documents on the system. These step by step instructions can be found in the Smart Links section under the tab titled Training.

Primary users include ACTEDS interns and CPD candidates and their supervisors, intern program managers, CPD program managers, FCRs, and Army Command intern coordinators. User manuals can be found on the CPOL Web site.

Section header bullet-like iconMobility

Functional Mobility

Although CP-32 careerists may be able to achieve their career goals within a single specialized area, multi-dimensional and multi-disciplined experience is an essential factor in individual professional development. CP-32 emphasized multi-disciplinary experience, particularly for those personnel aspiring to progress to managerial and executive positions.

Geographical Mobility

Geographic mobility is often required to obtain the diverse experience required for GS-15 or Senior Executive Service level positions. Supervisors should encourage careerists to exercise their mobility opportunities so that competencies can be developed at a variety of organizational levels consistent with the individuals's career goals and the needs of the Army.

Training/Developmental Assignments

Training/Developmental assignment exceeding 120 days requires completion of a "continued Service Agreement". The obligated service period in the Department of the Army may not be less than three (3) times the period of the training.