CHAPTER 4 PHYSICAL SECURITY AND LAW ENFORCEMENT STRUCTURE INTERN TRAINING PROGRAM The MTP for the appropriate career area, grade levels 5-7, applies to all centrally and locally funded interns and constitutes the master intern training plan. The MTP outlines the core subject matter and knowledge, skills and abilities (KSA) CP-19 interns should have acquired by the time they reach the specialist level. The supervisor will use the appropriate career area within the MTP as a basic guide when developing the intern's IDP. (1) Structure of the Intern Training Program. (a) Interns enter the program at any grade and can be non- competitively promoted to a target grade depending on the position being filled. (b) Centrally managed interns will be funded from ACTEDS funds. Generally, the organization to which the intern is finally placed will fund the salary and any additional training and other expenses required to develop the careerists to the specialist level. (c) The intern works under the supervision and guidance of the supervisor or functional specialists. The intern is given various orientations and specific developmental work assignments with oral or written instructions for their performance. The supervisor or another higher graded specialist is made available to give advice or explanations and to assess and ensure the intern's progress. The intern's work is reviewed for adequate and accurate application of regulatory principles and guidelines. The intern's progress is evaluated to assess capabilities, comprehension of subject matter and initiative. (2) The typical intern training program is generally divided into three phases of variable length as follows: (a) Phase I, Orientation. This phase (normally 6-9 months) is designed to give the intern a general orientation to the Army and to the command or activity assigned. It should also provide a basic overview of Army physical security and law enforcement leadership skills and usually includes attendance at applicable schools. This phase may be abbreviated or modified for interns with appropriate prior experience or training. At the end of Phase I an intern will have assimilated (1) Army's basic leadership skills, (2) Knowledge of the various physical security and law enforcement disciplines, programs, organizations, and interrelationships, (3) A working knowledge with the mission of the assigned organization and its role in the Army, and (4) Ability to use basic communication (written and oral) techniques. (b) Phase II, Career Area. This phase (normally 9-12 months) will provide for specialized on-the-job-training (OJT), rotational assignments, formal training, and opportunities to relate and apply the skills being learned to work in the intern's career area and/or basic specialty. The OJT during this phase should relate to the intern's projected target career area/specialties but still offer exposure to other specialties. The breadth and level of intensity of the training will depend on the intern's background and targeted career area and position. For example, an intern who brings into the program a familiarity with entry level security systems (e.g. Intrusion Detection System (IDS) and applications may be able to forgo some training in that field and/or substitute actual assignments for training in that competency. Conversely, interns with no background in physical security or law enforcement must begin their training in entry level courses. OJT and formal training may entail temporary duty travel (TDY). At the end of Phase II the intern will have acquired: (1) Knowledge of developments in the CP-19 disciplines in the intern's selected career area, including techniques, processes and products, and (2) Advanced communications and briefing skills. (c) Phase III, Specialization. This phase (usually 6-15 months) will consist of more detailed training in one or more physical security or law enforcement specialty within the targeted career area and should consist of at least two of the following: additional OJT in selected areas, formal schooling in an additional or advanced security discipline. Formal training to reinforce phase II, or to train for another specialty is normally received during phase III. TDY may also be required. At the completion of Phase II, the intern will have acquired the competencies listed in the MTP (grade levels 5-7) for the career area to which he/she will be permanently placed. (3) Correspondence courses are one method of fulfilling training requirements where applicable. If interns enroll in courses to meet these requirements, duty time in an amount equal to the credit hours of the subcourses assigned is to be allowed to complete correspondence courses. (4) Individual Development Plan (IDP). The IDP for an intern is used to prepare for target-level performance. The supervisor, with the intern's input, will develop the IDP by comparing the intern's education and experience with the requirements shown in the MTP; the supervisor's knowledge of the career field; and the ACPM's knowledge of the career field. Based on that comparison, the supervisor will tailor the MTP to the specific intern's requirements as needed to meet the competency requirements. When the intern does not have job-related experience, the entire MTP for the job specialty becomes the intern's IDP. If the intern has substantial prior work experience or formal classroom training in the job specialty, selected sections of the MTP may be deleted or shortened. The training time saved shortening or deleting portions of the MTP can be added to another segment of the IDP in which the intern has had little or no knowledge of experience or may result, in some cases, in shortening the internship. The supervisor will discuss the IDP with the intern and explain all the IDP requirements to the intern. The supervisor will complete the IDP within 30 days after the intern enters on duty and periodically discuss accomplishments in each phase of the internship. The ACPM will review and approve the IDP. Modifications to the IDP are to be made a matter of record.