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.