Army Civilian Training, Education, and Development System Plan
CP-14 - Contracting and Acquisition Career Program
CP-14 - Contracting and Acquisition Career Program
SECTION X - INTERN PROGRAM
- 1. Interns are the lifeblood of the career program's future and are vital to the contracting mission. They ensure continuity of a professional, world-class, contracting and acquisition workforce. The CP-14 intern program, titled the Contracting and Acquisition Management Development Program, provides highly qualified, talented, and motivated individuals an opportunity for accelerated promotions, career broadening assignments and specified training to: (1) perform effectively at the journeyman level; (2) enhance eligibility to enter the Army Acquisition Corps; and (3) assume leadership positions within contracting and acquisition.
- 2. Interns are the primary source of accessions into the GS-1102 series in CP-14. A primary recruitment source is the Outstanding Scholar Program, which requires a minimum 3.5 cumulative undergraduate grade point average (GPA) or rank in the top 10 percent of the student's graduating class or major college subdivision, e.g., School of Business. Interns must be U.S. citizens, able to obtain and maintain a SECRET security clearance, sign a mobility agreement, and have a baccalaureate degree.
- 3. Additionally, 24 semester credits in specific business disciplines are required. A cumulative grade point average (GPA) will also be a selection factor for intern selections not obtained through the Outstanding Scholar Program, and a minimum GPA may be established by the FCR, which is currently 2.95 on a 4.0 maximum scale.
- 4. Interns may be hired under the DA centrally funded intern program, a locally funded program, or from the Presidential Management Intern (PMI) Program.
- 5. Entry level for an intern is GS-7, and the target grade is either GS-11 or GS-12. The target grade must be in the specified full performance level in the intern vacancy announcement and is dependent upon the local command's ability to support the grade specified in the announcement. PMI participants have an entry level of GS-9 and a target grade of GS-12. Appendix J, the Master Intern Training Plan (MITP), sets forth the basis for CP-14 interns' training, but allows for some tailoring to meet the needs and mission of the organization.
- 6. DA policies and program requirements for the career intern program are contained in Chapter 3, AR 690-950.
- 7. The DA centrally funded intern program for CP-14 is a three-year program. DA centrally funds the first two years and the third year is funded by the local command. Achieving the target grade of GS-12 by completing the intern program can only be achieved through the three year program with the exception being the PMI Program, and the GS-12 target grade must be specified in the full performance level in the intern vacancy announcement.
B. Master Intern Training Plan.
- 1. The Master Intern Training Plan (MITP) at Appendix J is a comprehensive plan, which outlines the training necessary to obtain the core competencies interns should possess by the time they reach their target grade. It links the competencies or knowledges, skills, and abilities required to perform at the journeyman level to the means for acquiring those competencies. The MITP is applicable to all centrally- and locally-funded career interns in CP-14.
- 2. Interns are required to take the mandatory Defense Acquisition University (DAU) courses required for certification at Level I and II, and Headquarters, Department of the Army (HQDA) Priority 1 courses for Interns identified in Appendix J. Appendix J also provides a model template that intern coordinators or supervisors are to use to document required training in mandatory courses and completion of OJT / rotational assignments that reinforce competency skill sets. Also provided in Annex 3 of Appendix J is an agreement to be signed by the intern and the intern's supervisor, and the ACPM. This agreement should be used to identify at the beginning of the intern's training the expectations and responsibilities for all parties and may be used at the end of the intern's training to document completion of the requirements.
- 3. Basic knowledge of and familiarity with the acquisition and contracting competencies identified in Appendix F will be obtained in DAU courses, then reinforced through on-the-job training (OJT), rotational cross training, and informal in-house training (e.g. technical seminars).
C. The Intern's Individual Development Plan (IDP).
- 1. An IDP will be developed for each intern within 30 days of the intern's entrance on duty. The IDP must be prepared online by going to the ASC's website at http://asc.army.mil/ A completed IDP, approved by the intern's supervisor is required to enroll in mandatory DAU courses. Also, the IDP for intern's must be approved by the ACPM; the IDP can be printed after online preparation to be provided to the ACPM.
- 2. The IDP will include: (1) orientation to government service for new government employees; (2) orientation to the mission and functions of the organization to which the intern is assigned, and the organization's role in the Army's acquisition mission; (3) mandatory and appropriate assignment-specific Defense Acquisition University courses, mandatory Civilian Leadership Training courses, and any courses needed for assignment-specific duties immediately following the intern program; (4) automation skills courses; (5) self-development courses and activities; and (6) rotational OJT.
- 3. The IDP will be developed jointly by the organization's CP-14 intern coordinator (when designated), activity career program manager (ACPM), supervisor, and the intern. The IDP will consider the expertise and knowledge the individual may have acquired prior to being hired as an intern. A copy of the IDP for all interns (HQDA and local) will be provided to the intern, supervisor, ACPM, intern coordinator (where applicable), and HQDA, Contracting Career Program Office (SFAE-CON).
- 4. It is essential the IDP incorporate a variety of OJT assignments to maximize exposure to the varied competencies (see Appendices F and L).
- 5. The IDP should be reviewed periodically to gauge progress of the intern in meeting training objectives. The IDP may be adjusted to meet the needs of the intern and conditions at the training site. Adjustments may be appropriate when learning objectives are met in less than the projected time, when additional time is needed to complete an assigned task or to become more familiar with a competency, or because of an approved intern absence. Substantial changes to the IDP must be coordinated by the supervisor with the intern coordinator, the ACPM, and a copy furnished to HQDA, Contracting Career Program Office (SFAE-CON). Changes to Mandatory, Priority 1, Intern training requirements listed in the MTP, (Appendix I) can be approved only by the Contracting Career Program Office.
- 6. The IDP will serve as the basis for developing the intern's TAPES objectives. The intern's appraisal will reflect, generally, not only which competencies and skills have been acquired but also how well they have been applied to assigned duties.