The ACTEDS plan stresses the importance of acquiring a competency
regardless of how obtained and does not require taking courses for
their own sake. Managers should consider a careerist's obtainment and
maintenance of competencies for the vacant position's career area and
grade level in both the selection process and in promotion of employees
to the next grade level.

    (1)  Competencies.  The competencies listed in the plan represent
universal competencies which every employee should possess. Competencies
have been categorized as Priority I, II, or III. With the exception
of Priority I competencies, which normally are obtained through Priority
I training courses, competencies may be acquired through many other
means; e.g., prior military or civil service, on-the-job training, details,
rotational or developmental assignments, correspondence courses, prior
training or education, self-development activities, etc. Often other
courses, especially locally developed or offered courses, can be substituted.
Each supervisor, in accordance with public law and  higher headquarter
directives and policy, is responsible for determining the best, most
cost-effective means of obtaining a competency and should ensure that
the employee's training record is credited for training, education,
or experience which fulfills the competency requirement. The ACPM and/or
servicing civilian personnel training specialist are available to help
the supervisor determine the most appropriate method of obtaining a

    (2)  Equivalency.  The careerist's immediate supervisory chain may
certify that a careerist has acquired and maintained a competency for
his/her grade level. The supervisor would certify that a careerist has
acquired a knowledge, skill, or ability by utilization of the Competency
Evaluation Equivalency Certification (DA Form 690-19-XX). Sample of
DA From 690-19-XX can be found in Appendix G.

    (3)  Resolving Disagreements.  The local ACPM will be available
to provide advice and assistance to both supervisors and employees on
obtainment of equivalencies and may provide their judgement, in an MFR,
for consideration by line management is a disagreement arises. The supervisory
chain of command retains the final decision authority for employees
under their supervision.
Back to the Table of Contents