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Section header bullet-like iconTraining and Development Priority Categories

Generally, CP-32 employee training and development activities are divided into two categories: Universal and Competitive Training. Please note, training/developmental assignments exceeding 120 days require 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.

Universal Training

Universal training requirements provide standardized SKA across the occupational area to all individuals who have similar duties and responsibilities. Prioritizing universal requirements assists commanders in planning and programming for ACTEDS funding. There are three universal training priorities.

Priority One tab. Mandatory. This training is a condition of employment. It must be successfully completed within a specific period and is expected to meet one or more of the following criteria: Mandatory for employee to meet acceptable performance. Essential for mission accomplishment. Required by higher authority (Law, DoD, OPM) or required for certification, health, or safety reasons. Mandated by Army G-1 as an ACTEDS leader development core course. Essential to accomplish functional intern training.

Priority Two tab. Essential if Funding is Available. This is training that personnel should have for effective performance. The training Provides skills, knowledge, and experience for careerists to achieve maximum job proficiency. Improves the quality of mission accomplishment.

Priority Three tab. Career Enhancement. This is training that is recommended, rather than being mandated. Generally, this type of training should be funded only after all P1 and P2 training have been funded. This training Provides or enhances the knowledge, skills, and abilities needed on the job. Leads to improved mission accomplishment.


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Competitive Training

CP-32 careerists must apply for Competitive Training (CT) and are competitively selected. CT is normally reserved for grades GS-11 and above. The mode of training is usually formal short-term classroom training. This training develops individuals for positions of greater responsibility. It covers Armywide competitive programs such as Senior Service Colleges and other leadership training opportunities for supervisors and managers. It also covers competitive professional development opportunities that have CP-wide or career field-wide competition.

University Training

Training will be approved on a case-by-case basis and will be forwarded through supervisory and major command channels for approval by the FCR.  The training may consist of evening and/or weekend courses that are less than 12 hours per semester (or equivalent quarter) hours.

Course study must be from an accredited institution in a job related academic discipline.  Students are required to maintain a “B” average.  Failure to maintain this grade point average may result in removal from the course of study.  The Career Program Managers (CPM) will verify that the grade levels are being maintained and the students shall be required to send a grade report after each semester/quarter to their CPM.  The Government’s interest must be protected when an employee fails to complete training for which DA pays all or part of the training expenses.  If the student fails to complete training satisfactorily, the guidelines of AR 690-400 Chapter 410, Subchapter 6, paragraph 6-4.b, will apply.

Employees must be in the grade of GS-11 or higher to apply for university training. Except for distance learning, applications will be considered only for accredited college/university of choice within the applicant’s commuting area.  Employees will remain on their organization’s TDA and the organization continues to fund the employee’s salary and personal benefits.

 

Part Time Assistance Tab. This is training at an accredited college or university on a less than full-time basis. Training offers graduate level courses in the GS-1750 technical area and will be available to all CP-32 careerists, GS-11 and above, who meet the educational requirements of a bachelor degree. There is no cost for this training for those careerists who qualify.

Tuition Assistance Tab. CP-32 will offer tuition assistance for careerists seeking college/university level training directly related to competencies within their job series, support a planned career assignment, or enhance managerial and leadership skills. Assistance is available for attendance at a college or university within commuting distance of the work site, exception for distance learning courses. Approval of courses is dependent on CPM verifying courses being related and establishing a partnership with a local college or university. Tuition assistance assists students with partial tuition payment or payment of books.


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DEVELOPMENTAL ASSIGNMENTS

Developmental assignments, with appropriate levels of responsibility, are extremely beneficial for the development of competent multi-disciplined careerist. Selectees will shadow and work under the guidance of a civilian senior executive within an interservice agency (i.e., U.S. Navy, U.S. Marine Corp and the U.S. Air Force) or a different Army command. Assignments will involve a variety of duties designed to expand leader and development skills. They will be exposed to a cross section of varied executive level service training command operations. Development work assignments will vary, however, they will be outside of the careerist's current organization, providing a broader more insightful knowledge of higher organizational management and program operations.

Section header bullet-like iconMaster Training Plans

Each careerist must reference both the job series functional MTP and the common core MTP to determine his/her complete training requirements.

The Functional MTP

There is a functional MTP for each job series and grade or grade grouping. This section details the content of the MTP. Each MTP table identifies educational requirements, typical key assignments, prioritized recommended training and sources for completion, and the functional competencies to be developed from entry through the most senior levels.

Functional MTPs for each series are located in the Planning Your Career section.

Recommended Education tab. The levels of education that are recommended and considered appropriate at specific grade levels and career phases within each functional area.

Typical Key Assignments tab. Reflects assignments in which CP-32 employees may be placed and is not all-inclusive. The assignments are enhanced by developmental training, but require technical and functional area proficiency, leadership ability and supervisory/managerial expertise that are the keys to successful performance and progression in the CP-32. Key Positions cover grades GS-13 through SES and are positions involved in determining strategy, plans, and/or policy in the career program

Recommended Training/Sources tab. Displays the types of courses considered fundamental to career development at certain grade levels within each CP-32 job series. Since CP-32 employees function in many different positions requiring different skills, the employee and supervisor must select from the list those courses needed for a particular job and mission. CP-32 employees should strive to take all courses shown for their job series in a target grade level to be competitive for promotion to the next higher level. The training shown for each grade level is considered cumulative. The training shown at the entry level is a foundation level. Should a careerist enter the program at a higher grade, all relevant training at lower levels must be evaluated to ensure that the competencies obtained from that training have been acquired through formal training or experience. If not, careerists may take the recommended training shown in the lower grade MTPs. A specific training source is identified when a specific course is recommended. When training can be satisfied through different sources it is noted with the term "Varies". Training Sources provides additional information for both these source types and links to Web sites for course specifics. Any equivalent training substitute/waiver for mandatory courses/training will be approved by the ACPM for inclusion in the individual employees' IDP.

Functional Competencies tab. Each CP-32 employee must reach specific goals and objectives to obtain a broad foundation upon which to build a career. The employee will develop functional competence through a combination of training and experience. Functional competencies for all series are located in the Planning Your Career section. Note: Not all functional competencies apply to all careerists within that series.


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The Common Core MTP

Common core MTPs are identical to the functional MTP. Warfighting Developer common core competencies for CP-32 professional occupational series careerists are listed in the Planning Your Career section.

These competencies apply to all members of CP-32 across job series and are delineated by grade levels. These lists serve as a general guide dependent on job requirements. Individuals, managers, and supervisors must consider these differences when determining employee professional development needs.