OAS Letterhead

SAMR-CQ 21 Apr 2011

SUBJECT: Civilian Career Program Management Guidance

  1. The Department of Army is committed to implementing the Civilian Workforce Transformation (CWT) initiatives described in Annex Q of the Army Campaign Plan. CWT reflects our long-term investment in the Civilian Corps and our commitment to developing and acquiring Civilian employees to meet the future needs of the Army. One key step toward achieving the Army Campaign Plan objective is to expand career program coverage to encompass all Civilian employees. Therefore, I am directing the Deputy Chief of Staff, G-1, (G-1) as the proponent for Civilian career management, to incorporate the policy changes described in this memorandum into AR 690-950 as soon as practicable.
  2. Pending the necessary revisions to AR 690-950, I hereby authorize the G-1, existing and newly designated career program functional officials, and the rest of the Army, as appropriate, to begin implementation of the following interim career management guidance.
    1. The roles and responsibilities of Functional Chiefs and Functional Chief Representatives (FC/FCRs) are revised as outlined in the guidance at Enclosure 1. This guidance replaces the provisions of the existing AR 690-950 to the extent previous guidance existed. To the extent there is any conflict between this guidance and federal statutes and regulations establishing specific education and training standards (e.g. Acquisition Workforce), the provisions of the law have clear precedence over this guidance. To the extent this guidance may be implemented in consonance with such laws and regulations it is to be implemented.
    2. The number of Civilian career programs has been increased to 31. All previously existing career programs are retained. Seven new career programs are hereby established (General Administration and Management, Medical, Inspector General, Legal, Foreign Affairs I Strategic Planning, Historian I Museum Curator, and Aviation. See Enclosure 2 for a matrix of current and new Civilian Career Programs and their deSignated FC/FCRs.
    3. An updated glossary of key Civilian career management terms is provided at Enclosure 3.
  3. 3. Work has already begun to map all Civilian positions to a career program and this work will continue. Our progress toward full implementation of these objectives will depend on numerous budget decisions that are queued up in the current budget cycle. We look forward to your continued support and participation in the important work of delivering the human capital capabilities our Army needs to accomplish its mission.
//original signed//
THOMAS R. LAMONT                
Assistant Secretary of the Army
        (Manpower and Reserve Affairs)

1 - Guidance on the revised roles and responsibilities of Functional Chiefs and Functional Chief Representatives (FC/FCRs) (PDF)

2 - Glossary of key Civilian Career Management terms


Principal Officials of Headquarters, Department of the Army Commander
U.S. Army Forces Command
U.S. Army Training and Doctrine Command
U.S. Army Materiel Command
U.S. Army Europe
U.S. Army Central
U.S. Army North
U.S. Army South
U.S. Army Pacific
U.S. Army Africa
U.S. Army Special Operations Command
Military Surface Deployment and Distribution Command
U.S. Army Space and Missile Defense Command/Army Strategic Command Eighth Army
U.S. Army Network Enterprise Technology Command/9th Signal Command (Army)
U.S. Army Medical Command
U.S. Army Intelligence and Security Command
U.S. Army Criminal Investigation Command
U.S. Army Corps of Engineers
U.S. Army Military District of Washington
U.S. Army Test and Evaluation Command
U.S. Army Reserve Command
U.S. Army Installation Management Command
Superintendent, U.S. Military Academy
Director, U.S. Army Acquisition Support Center

Functional Chiefs
Functional Chief Representatives

Career Management Glossary

Section 1 - Abbreviations

Army Commands

Activity Career Program Manager

Army Civilian Training, Education and Development System

Affirmative Employment Program

Army Service Component Command

Component Functional Community Manager

Component Functional Community Manager Representative

Civilian Human Resources Agency

Competency Management System

Career Program

Civilian Personnel Advisory Center

Civilian Personnel Evaluation Agency

Career Program Managers

Career Program Policy Committee

Career Program Proponency Office

Direct Reporting Unit

DoDI 1400.25
Department of Defense Instruction; "DoD Civilian Personnel Management System"

Functional Chief

Functional Chief Representative

Field Operation Activity

Life-Cycle Career Management

Mission Critical Occupation

Master Intern Training Plan

MD 715
EEO Management Directive- Federal responsibilities under Section 717 of Title VII and Section 501 of the Rehabilitation Act

Planning, Programming, Budgeting and Execution

Strategic Human Capital Planning

Senior Executive Service

Return on Investment

Workforce Analysis & Support System / Civilian Forecasting System

Section II - Terms

Career Map
A documented source that provides employees comprehensive information on all available opportunities for development within the Army that includes specific career paths that define progressive and sequential functional training, professional training and developmental requirements for specifics types of careers that are needed for enhancement and promotion.

Career Program (CP)
Occupational series aligned into consolidated groupings, based on common technical functions, associated command missions, and position knowledge, skills and abilities.

A competency is an (observable) measurable pattern of knowledge, abilities, skills, and other characteristics that individuals need in order to successfully perform their work.

Competency Gaps
The gaps identified as a result of an analysis of the differences between the forecasted human resources competency needs and future human resource competency supply. This analysis reveals human resources surpluses and deficits in raw numbers and assists with further planning for addressing the competency gap if any.

Competitive Professional Development
CPD is defined as competitive, functionally tailored, significant developmental opportunities that occur in academic (university) programs, Training-With-Industry (TWI), Short-Term Training, and/or planned developmental assignments that have been documented in the respective ACTEDS plans.

Civilian Expeditionary Workforce
A subset of the DoD civilian workforce that is organized, trained, cleared and ready in a manner that facilitates the use of their capabilities either in a temporary reassignment and/or duty status or to stay in place overseas to support the DoD mission. Members of the CEW are organized, trained, cleared, equipped, and ready to deploy in support of combat operations by military; contingencies; emergency operations; humanitarian missions; disaster relief; restoration of order, drug interdiction; and stability operations in accordance with DoDD 3000.05. The CEW is composed of the existing category of Emergency-Essential (E-E) positions and new categories of positions, Non-Combat Essential (NCE), Capability-Based Volunteers (CBVs) and former Army employee volunteers.

Individual Development Plan (IDP)
A documented plan developed with supervisor and employee collaboration that identifies individual development needs and outlines specific short and long-term goals and associated training or development needs. The intent of an IDP is to promote career development and continued personal growth.

Life-Cycle Career Management
The progression in a continuum of manageable steps and processes that involve six basic areas of an employee's life cycle career that include Structure, Acquire, Develop, Distribute, Sustain and Transition.

Mission Critical Occupation (MCO)
Occupational series designated by DoD and Dept of the Army as essential to current and future military and organizational mission accomplishment.