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

	(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

    (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.
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