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 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.
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.
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.
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.
Master 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.
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.