CHAPTER 4

		     PHYSICAL SECURITY AND LAW ENFORCEMENT

				   STRUCTURE

				 KEY POSITIONS


    (1)  Purpose.  Key positions will be identified:

	 (a) to enable special attention to be given to the development
and management of incumbents of those positions;

	 (b) to best utilize scarce training quotas and funds;

	 (c) to provide clear career goals for careerists; and

	 (d) to ensure that qualified employees are available within
the work force and trained to fill current and/or anticipated key positions.

    (2)  Identification.

	 (a) General.  Key positions are determined by level of responsibility
rather than by grade level alone. Positions do not need to be supervisory
to be designated as key positions. Non-supervisory positions identified
should represent, however, those positions where the incumbent either
significantly influences or actually makes command policy or major operational
decisions.

	 (b) Key Positions.   Generally, all civilian manager, chief,
and deputy chief positions at directorates and/or division within staff
elements at HQDA and MACOM headquarters can be designated as key positions.
Below these levels, CP-19 positions which report directly to a commander
of a subordinate major command may also be considered "key." In addition,
the senior civilian or technical advisor, if present, to a command or
equivalent organization and above, may also be considered "key" positions.
Appendix F lists those positions currently identified as key positions
in CP-19.

	 (c) Identification Process.  Modifications and additions to
these key positions will be periodically recommended by CPMs or their
representatives, reviewed by the Career Program Planning Board (CPPB)
and approved by the FCR. The identification of any changes to specific
key positions will be communicated to careerists under separate cover.

    (3)  ACTEDS Requirements.  The FCR will specify general mandatory
and recommended competencies through this ACTEDS plan and supplemental
correspondence, along with possible training and development alternatives
to meet the requirements for key positions. In addition:

	(a)  Incumbents of key positions may receive priority consideration
in the nomination process for executive, managerial and quota controlled
training and developmental opportunities.

	(b)  Selecting officials should consider the professional development
accomplishments of candidates for key positions in the selection process
to include self development and completion of requirements mandated
by this plan. Consideration should also be given to the breadth and
depth of experience of each candidate as indicated in the pattern of
previous assignments and mobility.
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