Civilian Human Resources Department
Enable mission success by providing Civilian Human Resources (CHR) support to TRADOC organizations. Deliver expert CHR consultation, leadership, and guidance throughout the career lifecycle of Army Civilian employees. Design, develop, and influence Command and Army-wide initiatives to recruit and sustain the civilian workforce.
A team of innovative, adaptive, and diverse Civilian Human Resources professionals who provide exceptional service and support to meet the ever changing challenges for TRADOC, the Army and the Department of Defense.
I am an Army Civilian – a member of the Army Team.
I am dedicated to our Army, our Soldiers and Civilians.
I will always support the mission.
I provide leadership, stability, and continuity during war and peace.
I support and defend the Constitution of the United States and consider it an
honor to serve our Nation and our Army.
I live the Army values of Loyalty, Duty, Respect, Selfless Service, Honor,
Integrity, and Personal Courage.
I am an Army Civilian.
Civilian Leader Development
SHARP (877-995-5247) The Sexual Harassment / Assault Response and Prevention (SHARP) Resource Center provides awareness and prevention, training and education, victim advocacy, response, reporting and follow up for sexual harassment and assault issues. Army policy promotes sensitive care, advocacy, treatment, reporting options for victims and accountability for those who commit sexual harassment and assault crimes. Call the SHARP – Safe Helpline at (877-995-5247).Available 24 / 7 and is CONFIDENTIAL.
Equal employment opportunities are provided to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, and genetics. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
We all share common characteristics, each of us has our own unique sets of traits and preferences that create our psychological make-up. These form our personality which shapes our perception of the world around us and how we respond to it. Our personality is reflected in our work. Having an awareness of how our personality influences the way we work and why we like or are better at certain aspects of our job more than others can be a powerful driver for professional growth and development.
Psychometric assessments such as DISC, Myers Briggs and Clifton-Strengths are valuable tools for gaining self-awareness.
Sample Assessment Reports
If you are interested in providing these assessments to your staff, please reach out to the CHRD, Civilian Leader Development Team.
Foundation Course (FC) – Required course for all Army Civilians hired after 30 September 2006. Employees with a break in service, and previous service date is before 30 September 2006, are required to take FC. Interns are required to complete the FC before completion of the intern program. The FC is available to other members of the Army Civilian Corps for self-development.
Basic Course (BC) – Designed for the Army Civilian leader who exercises direct leadership to effectively lead and care for teams. For Army Civilians in grades GS-01 through GS-09 or equivalent.
Intermediate Course (IC) – Designed to prepare participants for increasing responsibilities to exercise direct and indirect supervision. Students enhance their leadership abilities and develop skills to manage human and financial resources, displaying flexibility and resilience with a focus on the mission. For Army Civilians in grades GS-10 through GS-12 or equivalent pay band.
Advance Course (AC) – Focus is on Army Civilians skilled in leading a complex organization in support of national security and defense strategies; integrating Army and Joint systems in support of the Joint Force; inspiring vision and creativity; implementing change; and managing programs. For Army Civilians in grades GS-13 through GS-15 or equivalent.
Continuing Education for Senior Leaders (CESL) – Provides the continuing education sustainment program that brings senior level Civilian leaders together to discuss current and relevant issues facing the Army. For Army Civilians in grades GS-14 and GS-15 or equivalent.
Supervisor Development Course (SDC) – Applicants have 120 days from the date of enrollment to complete. Must be completed within the first year of placement in a supervisory position in accordance with the one-year supervisory probationary period. SDC provides supervisors with knowledge necessary to successfully manage work processes and lead in the Army Environment.
Supervisor Development Course – Refresher (SDC-R) – Meets the three-year recertification for supervisors who previously completed SDC.
Operations and Special Initiatives Team
The Department of the Army Expeditionary Civilian Workforce (ECW) Program was established to deploy civilians in support of military combat operations; contingencies; emergency operations; humanitarian missions; disaster relief; restoration of order; drug interdiction; and stability operations of DOD, herein collectively referred to as “expeditionary requirements,” and is in accordance with DTM 17–004. b.
The appointment or retention of Civilians, volunteers and contractors shall be subject to suitability or fitness investigations. The objective of the suitability or fitness investigation is to provide a measure of assurance that persons are of good character and reputation, trustworthy, and suitable or fit to promote the efficiency and protect the integrity of the Federal service. The final step in the suitability or fitness process is the adjudication. The adjudicator reviews information discovered during a background investigation and makes a determination as to whether the individual is suitable or fit to work for or on behalf of the FederalGovernment. Suitability and fitness adjudications are distinct from a person’s ability to fulfill the qualifications of a job, as measured by experience, education, knowledge, and skills.
Cyber Excepted Service (CES)
The Cyber Excepted Service (CES) is a mission-focused, excepted service personnel system that aligns to both Title 10 and Title 5 provisions to support the human capital lifecycle for civilian employees engaged in or in support of a cyber-related mission. CES strengthens the Department’s ability to accomplish the mission in an ever-changing national security environment with greater flexibilities and options for recruiting and retaining high quality candidates.
Authority: 10 U.S.C. 1599f
DoD Instruction 1400.25, Volume 3001 (PDF) ,“DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Introduction, August 15, 2017.”
DoD Instruction 1400.25, Volume 3005 (PDF) , “DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Employment and Placement, August 15, 2017.”
DoD Instruction 1400.25, Volume 3006 (PDF) , “DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Compensation Administration, August 15, 2017.”
DoD Instruction 1400.25, Volume 3007 (PDF) , “DoD Civilian Personnel Management System: Cyber Excepted Service (CES) Occupational Structure, August 15, 2017.”
More Information: https://www.dcpas.osd.mil/OD/Cyber
G-1/4 Intern Program G-1/4 Intern Program
TRADOC Telework Regulation (PDF)