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Section header bullet-like iconCareer Phases

AR 690-950 outlines five general progression levels for Army CPs. These levels are just samples and the exact level names and grades associated vary from career program. The phases in CP-32 follow closely, but there are some differences among the job series. See each functional MTP for further detail.

Career Phases Ladder.

Intern/Entry. CP-32 careerists normally enter the program as GS-5 or -7s. Interns are assigned to a training site and attend formal courses as well as direct on-the-job training and observation experiences. Upon completion of the Intern Program, interns are promoted and assigned as regular employees based on the needs of the Army and in consideration of their career goals and assignment preferences.

Specialist. Most positions during this phase are GS-11/12 assignments. In smaller organizations and at lower echelons, some personnel may be first-level supervisors. The most desirable method for the future development of these career program employees is for them to gain experience in the various technical aspects of their job series. Career progression focuses on the attainment of specific training and experiences. Lateral assignments and details are valuable managerial tools that assist career program employees to gain the necessary breadth of experience.

Intermediate. This level includes specialist positions at grades GS-12 and GS-13. Supervisory responsibilities are usually assigned at this level.

Manager. During this phase, the career program employee, usually at the GS-12 level, will progress from positions with technical supervisory responsibilities to positions with managerial responsibilities at the GS-13 level. Employees should seek positions that will enhance or broaden previous experience.

Executive. While assignments in this phase (GS-14/15 and SES) focus more on managerial ability, technical expertise in the career field is no less important. The specialized technical experience is necessary to effectively manage education and training programs. Previous assignments should prepare employees to occupy the top executive level positions at Army Commands, ASCC, DRU, or DA level.


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TYPE DESCRIPTION
Intern/Entry CP-32 careerists normally enter the program as GS-5 or -7s.
Interns are assigned to a training site and attend formal courses as well as direct on-the-job training and observation experiences. Upon completion of the Intern Program, interns are promoted and assigned as regular employees based on the needs of the Army and in consideration of their career goals and assignment preferences.
Specialist Most positions during this phase are GS-11-12 assignments. In smaller organizations and at lower echelons, some personnel may be first-level supervisors. The most desirable method for the future development of these career program employees is for them to gain experience in the various technical aspects of their job series. Career progression focuses on the attainment of specific training and experiences. Lateral assignments and details are valuable managerial tools that assist career program employees to gain the necessary breadth of experience.
Intermediate This level includes specialist positions at grades GS-12 and GS-13. Supervisory responsibilities are usually assigned at this level.
Manager During this phase, the career program employee, usually at the GS-12 level, will progress from positions with technical supervisory responsibilities to positions with managerial responsibilities at the GS-13 level. Employees should seek positions that will enhance or broaden previous experience.
Executive While assignments in this phase (GS-14/15 and SES) focus more on managerial ability, technical expertise in the career field is no less important. The specialized technical experience is necessary to effectively manage education and training programs. Previous assignments should prepare employees to occupy the top executive level positions at Army Commands, ASCC, DRU, or DA level.

Section header bullet-like iconCareer Progression

CP-32 employees progress within the program from entry to the managerial and executive phases. The general pattern of progression occurs vertically. Career ladders graphically depict recommended progression paths to key managerial or key technical positions. Career ladders for CP-32 careerists are very general. Consult with your supervisor or Career Program Manager for information more specific to your installation. The figures below display the specific career ladders for each CP-32 job series.

CP-32 Career Ladders

Click each job series to view its career ladder
GS-1701/1750 career ladder GS-1702 career ladder GS-1712 career ladder GS-301-T career ladder GS-301-CD career ladder GS-301-DD career ladder
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Key Positions within the Career Field

The FCR designates key positions. Key positions are usually considered to be in grade GS 14-15 and SES in which incumbents have a unique impact on policy making and/or program management. Certain grade GS-13 positions may also be identified as key positions if deemed appropriate by the FCR. Examples of such positions are Supervisory Instructional Systems Specialist; Training Policy, Plans and Programs Manager; Supervisory Training Administrator; Assistant Training Officer; and Training Management Director. For more detailed descriptions or to review other positions within CP-32, consult Fully Automated System for Classification (FASCLASS) a centralized system at HQDA that gives access to active position descriptions and position related information throughout Army.