Career Management Glossary
Section 1 - Abbreviations
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
Civilian Personnel Advisory Center
Civilian Personnel Evaluation Agency
Career Program Managers
Career Program Policy Committee
Career Program Proponency Office
Direct Reporting Unit
Department of Defense Instruction; "DoD Civilian Personnel Management System"
Functional Chief Representative
Field Operation Activity
Life-Cycle Career Management
Mission Critical Occupation
Master Intern Training Plan
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
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.
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.