This section includes general information about the roles and responsibilities of key participants in CP-32 management. AR 690-950, Chapter 1, Section II, Career Management, describes the functions of the senior participants in detail.
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Assistant Secretary of the Army (Manpower and Reserve Affairs) (ASA(M&RA))
Within the overall responsibility of the Secretary of the Army, ASA (M&RA):
- Approves career management policy.
- Appoints Functional Chiefs (FC) for all Career Programs and provides oversight, management, and evaluation of all CPs.
- Serves as FC for Civilian Human Resources Management, Manpower and Force Management, and Equal Employment Opportunity.
Deputy Assistant Secretary of the Army (Civilian Personnel Policy), (DASA (CPP))
On behalf of the Army G-1, the DASA (CPP):
- Develops Armywide career management policies, procedures, and program requirements with FC assistance and coordination.
- In conjunction with Functional Chief's Representatives (FCR), estimates annual career management central resource needs, develops budget data to support those needs, and manages and monitors the use of ACTEDS central resources.
- Projects ACTEDS annual intern requirements based on input from FC/FCRs, Army Commands, ASCCs, DRUs and allocates ACTEDS resources annually to support central intern requirements and CP training, education, and development programs.
- Approves ACTEDS Plans prepared by FCs and personnel proponents.
Career Program Functional Chief (FC)
An FC is designated for each career program. The FC is the senior career program official. The FC for CP-32 is the Commanding General, U.S. Army TRADOC.
Functional Chief's Representative (FCR)
The FCR is a senior civilian holding a top-level position in the respective CP. The FCR implements and evaluates program policies and plans, and chairs the HQDA Training Advisory Board. The FCR for CP-32 is the HQ TRADOC Assistant Deputy Chief, DCS, G-3/5/7 (ADC, G-3/5/7).
The duties of the FCR include the following:
- Assist OASA (M&RA) in preparaion of CP instructions and procedures.
- Serve as a member of Civilian Personnel Policy Committee (CPPC)
- Chair CP Planning boards and select functional participants for planning boards.
- Support and monitor affirmative employment program progress.
- Foster broad-based employee representation and ensure all qualified candidates are equitably considered for promotions to SES "feeder" grades.
- Monitor effectiveness of career managment through
- On-site visits.
- AC, ASCC, DRU and CPEA evaluation reports.
- Planning board reorts. The FCR will evaluate timeliness and effectiveness of CP staffing actions.
- Select subject matter experts (SME) to participate in job analysis, SME panels, development of measurement tools, and the evaluation of applicants for referral.
- Ensure that personal career planning and developmental assistance are available to CP employees.
- Establish that ACTEDS subject matter content is current and applicable for Army-wide implementation.
- Participate in projecting annual ACTEDS centrally funded intern resources.
- Review and evaluate annual requests for ACTEDS centrally funded intern resources.
- Monitor the effectiveness of the management and administration of the intern program to include assisting in the placement of surplus graduate interns.
- Determine annual CP ACTEDS competitive professional development needs to submit to OAG-1 (CP).
- Select and/or review command recommendations on nomination for training assignments.
- Create and maintain career maps that link developmental strategies, e.g., education, training, assignments, self-development, mentoring, linked to knowledge, skills, abilities and/or competencies that support the professional development of all CP members. Obtain AG-1 (CP) approval before publication.
- Assist commanders with identification of appropriate strategies for the development of their employees.
- Develop and maintain CP strategic workforce plans that both inform and implement strategic workforce plans developed by Army.
Assistant Functional Chief's Representatives (AFCR)
The CP-32 FCR has an AFCR to assist with the FCR duties. The AFCR for CP-32 is the Training Policy, Plans, and Program Manager at HQ, TRADOC DCS, G-3/5/7.
CP-32 Advisory Board
AR 690-950, paragraph 1-13 governs the CP-32 Advisory Board functions and membership. The CP-32 Advisory Board addresses the organizational needs and operation of CP-32 in response to the changing needs of Army Civilian Training, Capability, and Doctrine Warfighting Developers. The Advisory Board includes the FC, FCR, or designee as chairperson, and key personnel from HQDA, Army Commands, ASCC, DRU, and installations. The CP-32 Advisory Board will normally meet annually or as deemed necessary by the FCR. The functions of the board follow:
- Forecasting and planning for staffing needs.
- Reviewing proposals to change the CP-32 program, policies, or ACTEDS Plan.
- Ensuring relevancy of the job-related criteria used in evaluating individuals for referral.
- Ensuring that ACTEDS requirements for CP-32 are fully and economically managed.
- Recommending changes or modification to the ACTEDS MTPs and MITPs, career ladders, and other elements of the CP-32 ACTEDS Plan.
- Furnishing information to the FCR to support the programming and budgeting of ACTEDS resources.
The CP-32 HQ DA Advisory Board Status and Command/Functional Area are as follows:
| Non-voting | Voting |
|---|---|
| Functional Chief's Representative (FCR) | TRADOC - HQ Administration |
| TRADOC - Training Technology | TRADOC - HQ Career Program Management |
| TRADOC - Simulation Technology | TRADOC - HQ Training Program Administration |
| Integrating Centers | TRADOC - Training Evaluation |
| Assistant to FCR | TRADOC - Training Development |
| Recording Secretary | TRADOC - Training |
| TRADOC - Training Specialist | |
| TRADOC - Staff & Faculty Development | |
| TRADOC - Instructors | |
| TRADOC - Capability and Doctrine Development | |
| AMC - Specialty School | |
| SOCOM - Training | |
| Corps of Engineers - Training | |
| FORSCOM - Training |
CP-32 Army Training Career Program Office
The CP-32 Army Training Career Program Office is a Headquarters Department of the Army office located at Ft. Eustis, VA. It is located at Ft. Eustis in lieu of the Pentagon because the Functional Chief (FC) and his Functional Chief's Representative (FCR) are both located there. The CP-32 office, through guidance from the FCR, manages the Career Program Armywide and handles any proponency and career program issues.
This office updates pertinent Army regulations and policies based on current trends, laws, and official guidance given by the FCR or HQDA. The CP-32 Office also obtains FCR approval for requested professional training based on installations' input. This office then requests and receives professional training dollar allocation from HQDA. The CP-32 Office notifies each installation of the competitive professional dollars they will receive for the next FY. This office provides annual centralized training opportunities for CP-32 careerists. Additionally, the CP-32 Office reviews and determines training to be developed as self-development training. This office also determines the number of CP-32 interns the Army requires and assists with the placement into permanent positions. The CP-32 Office handles publishing and updating the ACTEDS plan.
The CP-32 Office conducts studies, projects future resource requirements, and arranges meetings/conferences concerning CP-32 issues. The office provides guidance and career counseling for members of the career program as well as coordinating with Activity Career Program Managers (ACPM) and Army Commands Career Program Managers (ACCPM), Army Service Component Commands Career Program Managers (ASCCCPM), and Direct Reporting Units Career Program Managers (DRUCPM). Contact the CP-32 Office at Commercial (757) 501-6003/6002 or DSN 501-6003/6002.
Army, Army Service Component, and Direct Reporting Units Career Program Managers
These Career Program Managers, in coordination with supervisors and employees, are key players in the development, implementation, and evaluation of the career program. Their role is to
- Advise appropriate headquarters and field activities on career management from a functional standpoint. Inform ACPM of the regulatory, administrative, and procedural requirements of each CP.
- Analyze ACTEDS centrally funded intern and competitive professional development requirements to support the development of budget requests. Recommend annual ACTEDS centrally funded intern resource needs and monitor program execution.
- Assist the civilian personnel directors (CPD) in the identification of intern training sites. Assess the quality of intern intake and training and ensure that any needed corrective action is taken.
- Assist commanders in obtaining necessary resources to administer and support ACTEDS CP requirements throughout the Commands. Monitor the performance of ACTEDS training conducted in their facilities.
- Monitor EEO progress, as applies to CP-32, and perform the necessary follow-up to ensure full support of EEO goals.
- Serve, when required, as ACPM for the appropriate headquarter.
- Advise and assist the FCR in matters related to career management.
- Ensure all new CP-32 careerists' Social Security Numbers have been provided to the Army CP-32 Career Program Manager for use with Resource Allocation Selection System (RASS).
- Coordinate training requirements and requests with the CP-32 Army Training Career Program Office.
Activity Career Program Managers (ACPM)
Below the Army Commands, ASCC, and DRU levels, installations/activities will have an ACPM. The ACPM, in coordination with supervisors and employees, is a key player in the development, implementation, and evaluation of the career program. ACPMs will give technical advice and assistance to the commander and CPOC/CPAC; provide advice and guidance to careerists; and serve as resource persons by assisting supervisors in furnishing CP information to careerists and interns. ACPMs will
- Assure availability of AR 690-950 and this ACTEDS plan; inform supervisors and monitor compliance of the regulatory, administrative, and procedural requirements of each CP.
- In coordination with the CPOC/CPAC, give guidance to supervisors on ACTEDS CP requirements.
- Monitor and evaluate the execution of ACTEDS requirements at the activity level and provide advice and guidance to supervisors and employees on training, education, and development opportunities and requirements.
- Monitor and advise supervisors and CP employees on how to plan CP assignments by using ACTEDS plans.
- Monitor selection of interns in terms of qualifications and high potential to successfully complete the training program. Monitor the management, training, and the performance of interns.
- Assist the activity commander in determining annual CP staffing requirements and intern resource needs.
- Name sponsors for interns new to the activity.
- Approve IDPs for interns.
- Approve performance plans for interns and act as approving official on their intern appraisals.
- Sponsor and conduct periodic meetings with CP employees to share experiences and to discuss the status and direction of the CPs.
- Monitor and coordinate actions required by the Affirmative Employment Program/Plan (AEP) or other requirements established in CPs.
- Assist in the EEO complaint process and in effecting a resolution in the early stages of the complaint process.
- Advise and assist employees and supervisors in career appraisal, career referral, and career counseling responsibilities.
- Publicize training opportunities and career management information to careerists.
- Ensure all new CP-32 careerists' Social Security Numbers have been provided to the Army CP-32 Career Program Manager for use with RASS.
- Update installation CP-32 distribution list annually.
- Coordinate training requirements and requests with the CP-32 Army Training Career Program Office.
Managers and Supervisors
Managers and supervisors counsel individual employees about their career development, assist employees in preparation of their IDPs, and release employees for identified CP-32 ACTEDS training and development opportunities.
CP-32 Careerists
The individual CP-32 careerist has a major responsibility for personal professional development. In accepting this responsibility, each Army Civilian Training, Capability, and Doctrine Warfighting Developer should
- Maintain interest in professional development and take responsibility for acquiring training to improve individual capabilities and the potential for career progression.
- Develop and maintain an IDP as an integral element of the career development, performance appraisal, and counseling processes. The individual will prepare an IDP by comparing personal education and experience with the professional development needed to achieve recorded career goals. The initial year's training and development objectives should be reflected in each employee's performance evaluation. An IDP is available on this site that may be filled in electronically, printed out and used locally. When completed, this sample meets the Army Civilian Personnel Management requirements for an IDP.
- Continually seek to achieve the competencies and associated skills, knowledge, and abilities (SKA) recommended in the CP-32 ACTEDS Plan through experience, self-development, and training.
- Seek help from supervisors, local Civilian Personnel Advisory Centers (CPAC), and functional officials to assess individual strengths and weaknesses and to seek appropriate training.
- Pursue a variety of developmental assignments through organizational, functional, and geographic mobility.
- Functional Mobility. Although CP-32 careerists may be able to chieve their career goals within a single specialized area, multi-disciplinary experience, particularly for those personnel aspiring to progress to managerial and executive positions.
- Geographic and organizational Mobility. Geographic and organizational mobility is often required to obtain the diverse experience of 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 individual's career goals and the needs of the Army.