CHAPTER 5 PHYSICAL SECURITY AND LAW ENFORCEMENT PROCEDURES COMPETENCY EMPHASIS 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 competency. (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.