Section IV
Career Development Programs

Intern Training Program.   Each Army Career Program receives centralized resources (spaces and dollars) to hire and train the next generation of leaders. Local commands also devote their own resources, when they can, to hiring and training those in the Entry/Developmental Career Level. CP-35 has established detailed requirements for Training Plans for all Entry/ Developmental careerists. Information about the intern program can be found at Appendix F.

ARMY LEADER DEVELOPMENT
The Army Leader Development Core Curriculum was developed In an effort to provide essential leader training, progressively and sequentially, to parallel leadership training afforded to military officers. The curriculum captures progressive and sequential training at four broad levels (intern/entry, supervisory, managerial, and executive) and parallels the formal training pillar of the officer leader development system. The courses are developed/delivered by the Center for Army Leadership, HQ, TRADOC, and the Army Management Staff College. These training courses provide opportunities to improve Common/Core competencies -- as well as courses for improving supervisor or manager leadership and management skills. More information can be obtained in Chapter 1 of the ACTEDS Training Catalog, found on the Civilian Personnel Online web site at http://cpol.army.mil/library/train/catalog/.

DIAGRAM 9 - CIVILIAN LEADERSHIP TRAINING - COMMON CORE
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Organizational Leadership for Executives (OLE). This course in the Leadership Curriculum is designed to increase levels of excellence. The goal of OLE is trained leaders with increased self-awareness who are able to visualize, communicate, and forge the organization's future. The course explains and demonstrates the leadership skills and competencies required to perform at the executive level. Emphasis is given to material that these leaders can use in leading their organizations to increasing levels of excellence. OLE is entirely experiential in nature to assist the leader in looking beyond daily activities to assessing and interpreting, in an ever-enlarging way, the external environment; the organization; the leadership process; the need for subordinate development at all levels; and the need for continuing self-development. OLE covers the following topics: organizations as systems; organizational climate; influential communications; team development; values; team building; leadership self-assessment; strategic planning; and leading change. The objective is to develop leaders with skills to conduct an organizational assessment; communicate influentially; establish an effective organizational climate; manage organizational change; develop an organization strategic plan; diagnose their own personal effectiveness; and build high-performing teams. More information can be found in the ACTEDS Training Catalog published each fiscal year.

ARMY-WIDE OPPORTUNITIES FOR ALL CIPMS/DCIPS CAREERISTS.
Each year ASA(M&RA) publishes a Catalog of Army Civilian Training, Education and Professional Development Opportunities. This catalog is posted on the INTERNET on Civilian Personnel On-Line under Training, at http://cpol.army.mil/. At that home page, click in sequence on Training and on the Catalog. Army sponsors most of these opportunities. Several programs in the Catalog most frequently considered by CP-35 careerists are:

Sustaining Base Leadership and Management Program (SBLM) (Resident and Nonresident Programs). Its purposes are: First, to prepare a select group of Army civilian and military leaders for advancement to key leadership positions in the sustaining base; Second, to enhance the cohesiveness of the Army by promoting the bond between civilian and military leaders; and Third, to be a sustaining base resource. SBLM is the Army's only leadership, management, and decision-making education institution encompassing the breadth of the Army's sustaining base, geo-political interests through strategic systems to direct soldier support. The program's focus is multi-functional and horizontally integrated education. More information can be obtained from Chapter 1 of the ACTEDS Training Catalog published each fiscal year.

Senior Service Colleges - See ACTEDS Training Catalog published each fiscal year.

DEFENSE LEADERSHIP AND MANAGEMENT PROGRAM (DLAMP).
DLAMP is a DOD-wide competitive leader development program designed to prepare, educate, certify, and challenge a highly capable, diverse, mobile cadre of senior civilians to achieve DOD-wide perspectives and management capabilities. The target population is DCIPS careerists with professional development objectives above grade 13 in the Supervisory/ Managerial Career Track. This program focuses on DOD vs Intelligence Community perspectives, but does have features that may be attractive, appropriate, and portable toward completion of some Intelligence Community Officer designation requirements (see below). DLAMP may be the program of choice for DCIPS careerists whose career goals extend to senior leadership positions outside the IC but within DOD.

Program Elements.

• Professional Military Education. Completion of either a 3 or 10 month prescribed program of professional military education, with emphasis on national security decision making.
• Graduate Level Management Training. Completion of a minimum of 10 graduate-level courses, each taught over a two-week period at a Defense facility in Southbridge, MA. These courses focus on national security, leadership and management issues, to develop familiarity with the range of subjects and issues facing defense leaders.
• Broadening Rotational Assignment. Completion of a career broadening rotational assignment of at least 12 months.
• ACTEDS Plan Requirements. Completion of component and occupation-specific developmental requirements. Army stipulates completion of Civilian Leadership Training Common Core curriculum and applicable ACTEDS plan requirements. For CP-35 careerists, certification of attainment of professionalization for their Career Level will fulfull this requirement.

Program Features.

• Program Length. Six to ten year period of eligibility for completion of program requirements.
• Structured Mentoring. Mentor identified and actively involved in development.
• Waivers for Previous Education and Experience. Credit for completion of previous education and experience, as applicable.
• Priority Consideration. Consideration designed to enhance competitive standing for filling designated key leadership jobs (grade 14 thru SES) throughout the Department of Defense. DLAMP participants and graduates may be given priority consideration in filling vacancies outside the Intelligence Community (IC). It should be noted that IC positions are not designated for specific DLAMP placements, and although DLAMP graduates may be attractive candidates, formal priority consideration will not be given to DLAMP participants and graduates for key intelligence positions.
• Central funding for some program expenses. Participant expenses (e.g., tuition, temporary duty travel and transportation) are centrally funded by DOD. Additionally, resources may be provided on a 50% basis to backfill the participant's position during periods of long-term training (either the 10-month professional military education or the 12-month rotational assignment).

Procedures and Additional Information. Applications, forms and additional DLAMP information are contained in the Catalog of Army Civilian Training, Education and Professional Development Opportunities, accessible via the Internet on the Army Civilian Personnel On Line website. Interested employees may contact their Civilian Personnel Advisory Center for local procedures and deadlines. Additional information, including answers to frequently asked questions, is also available on CPOL thru PERMISS.

Relationship Between DLAMP and Intelligence Community Officer (ICO) Designation. DLAMP is a DOD-wide competitive program designed to develop a cadre of senior civilian leaders with DOD-wide capabilities and perspectives. Completion of requirements to achieve ICO Designation is integral to long term career planning for DCIPS careerists interested in progressing to senior ranks within the IC at either DOD or National levels. Both DLAMP and the ICO process require completion of training, education and developmental rotations that broaden perspectives and enhance leadership skill and effectiveness. Commonality of some program features allows a degree of reciprocity between DLAMP and ICO. DCIPS careerists, who represent a diverse cross-section of occupations and potential career development objectives, are eligible to participate in either ICO or DLAMP - or both. Careful review of program-specific requirements is necessary in every case to ensure that credit for coursework or experience is transferable from one to the other. For example, DLAMP requires a career-broadening rotational assignment of at least 12 months. ICO Designation requires an ICAP or equivalent assignment of not less than two years. Completion of an ICAP assignment may be creditable under DLAMP, but completion of the 12-month DLAMP rotation will not be sufficient to meet the ICO requirement.

INTELLIGENCE COMMUNITY OFFICER (ICO) DESIGNATION.
An Intelligence Community Officer is an intelligence professional with Community experience, demonstrated Community perspective, and expertise in at least one discipline. ICO Designation requires completion of the following three subprograms, which are designed collectively to build a cadre of intelligence professionals with a broad Intelligence Community (IC) perspective: 1) Intelligence Community Assignment Program (ICAP); 2) ICO Training; and 3) Organization Career Development Program. DCIPS careerists grade 13 and above with professional development objectives geared to senior intelligence leadership positions are the targeted population. ICO Designation is to be a required factor for consideration for promotion to senior executive ranks in the Intelligence Community beginning in Fiscal Year (FY) 2002.



Intelligence Community Assignment Program (ICAP). ICAP is an IC-wide rotational program, designed to promote community-wide perspective; bolster IC coordination; and infuse new knowledge and expertise throughout the IC. The ICAP tour provides Army DCIPS careerists grades 13 thru 15 with increased breadth and depth of experience and a broader understanding of IC missions and functions. Positions are filled through a competitive, community-wide, merit-based process. Selectees are paid by their parent organizations while serving on detail to other IC host organizations for tours of two to three years. Upon completion of the ICAP assignment, the careerist is reintegrated into the parent organization's workforce. The ICAP experience or equivalent is required for ICO Designation. ICAP positions are not limited by series, Specialty or career program. HQDA centrally funds temporary change of station (TCS) costs for assignments requiring a geographic move.

• ICAP Orientation Training - This week-long course is required for all ICAP participants. The training provides an overview of intelligence missions and functions of the Armed Services and IC Agencies. Acceptance into this course is automatic with selection for an ICAP assignment. There are no tuition costs, and the FCR funds necessary TDY expenses.

Intelligence Community Officer Training (ICOT). ICOT makes up the second of the three requirements for ICO Designation. It is designed to develop leaders with community perspective and strategic outlook. Requirements include completion of criteria under six categories plus a capstone course, weighted as follow:

• National Security and Intelligence Issues (one week);
• Leadership and Management (three weeks);
• CI, Security, IA and Denial and Deception (one week);
• Production and Analysis of Intelligence (one week);
• Collection, Sources and Processing of Intelligence (one week);
• Impact of Technology Across the IC (one week); and
• A capstone residence training experience blending the above (two weeks).

Each of the above categories contains a varying number of "component" sections and "training objectives" for each "component". For example, Collection, Sources and Processing of Intelligence includes three categories: (1) IC Collection Management; (2) SIGINT, Imagery and Geospatial Information, MASINT, HUMINT and Open Source; and (3) Tasking, Processing, Exploitation and Dissemination. Training objectives include: explain the IC collection requirement systems and collection operations systems; describe the access abilities, the system capabilities, the system limitation, and the susceptibility for each collection discipline; and describe major components of the Tasking, Processing, Exploitation and Dissemination process for each of the five collection disciplines.

Intelligence Community Officer Traininng Curriculum Guide. The Intelligence Community Officer Training Curriculum Guide, is included in this ACTEDS Plan as Appendix C. It describes requirements and also provides information on training sources. Substitution of equivalent courses or experience is permitted and equivalency credit may be granted. Careerists and their parent organizations are responsible for attaining course quotas and meeting entry requirements. Funding of TDY expenses and tuition costs, if any, will be considered under the Functional Chief Representative (FCR) Competitive Development Program described below, if the parent command cannot resource. Procedures for attaining credit for course completion/equivalency, or experience substitution is included in the Guide.

Comparison of ICOT Requirements and ACTEDS Requirements. Objective/ Knowledge/Skill/Ability "categories" are being identified for the ICOT requirement and expressed/defined in terms of training objectives rather than in terms of competency requirements that are found in this ACTEDS plan. Most, if not all ICOT requirements, however, will be targeting competencies required by Appendix A of this plan. Careerists will therefore attain credit toward meeting their ACTEDS requirements, especially at the level required of those in the Expert or Managerial Career Level (Grades 14 and 15), while pursuing specific ICOT requirements and vice versa. Supervisory/Managerial competencies required by ACTEDS would be developed, for instance, by training and education in the Leadership and Management category. Work towards the functional competencies required in Army's Collection Management, Production/Analysis and Security Countermeasures/CI Career Areas would also meet many of the requirements of the IC' CI, Security, IA and Denial and Deception; Production and Analysis of Intelligence; and Collection, Sources and Processing of Intelligence categories.

Organization (Army's) Career Development Program (OCDP). Army candidates for ICO Designation must meet requirements contained in the ACTEDS plan that applies to their assigned career program. CP-35 careerists must be able to demonstrate attainment of the competencies required for their Career Area/Track at the Full performance/Supervisory level (at grade 13), for the Expert/Managerial level (grades 14, 15) or for the Senior Expert/Senior Executive level (grades above 15) as specified in Chapter 3, section entitled "Standards of Competency/Professionalism". Competencies, are listed in the MTP found in Appendices A of this plan. Careerists applying for ICO Designation will apply through the FCR for endorsement and submission to the ICO/ICAP Board of Governors for final certification. The FCR review will include review of the following documentation: completion of ICAP or equivalent assignment; completion of ICOT or equivalent training; and documentation of professional certification by their CPM for their Career Track, Area, Specialty (if appropriate) and Level. Army DCIPS careerists in career programs other than CP-35 should consult their ACTEDS plans for requirements for their Career Level, and if appropriate Career Track, Area and Specialty or equivalents, and obtain endorsement of their MACOM CPM. The certificate at appendix G is equally appropriate for this purpose.



CP-35 COMPETITIVE PROFESSIONAL DEVELOPMENT.
The following Competitive Professional Development opportunities for those in Career Program 35 are annually publicized on CPOL at http://cpol.army.mil. Click on Training, then click on Catalog of Army Training, Education and Professional Development Opportunities. Careerists may submit nominations for separate competitive consideration for one or more of the following categories of training and development programs: Short-term Management or Technical Training; Developmental Assignments; or University Education. Careerists may propose programs that combine training and development from two or more categories. Management may also propose funding of Mobile Training Teams (MTTs) to bring programs on site to benefit groups of eligible careerists.

Short-Term Management or Technical Training - (courses of less than 120 calendar days) are provided throughout the year from various sources. These courses have specific curricula and training objectives. For FCR funding eligibility, the curriculum or training objectives should be reflected in the CP-35 ACTEDS plan, be part of the ICOT requirement or approved as appropriate by the MACOM CPM and the FCR.

• Management Training - Eligible group: Grade 10 and above pursuing advancement in or crossover to the Managerial/Supervisory Track. Selectees attend various programs, averaging one to four weeks, that provide intensive policy and management training for managers and executives. Training facilities may include OPM training facilities, Defense training centers, Intelligence Community training sites, professional associations, or private training institutions. The FCR funds tuition, books and TDY expenses.
• Technical Training (Intelligence Training, Security Training, Training and Education studies related to Intelligence; Engineering and Scientific applications related to Intelligence; Foreign Area Studies; Language Training, etc) - Eligible group: Grade 10 and above pursuing advancement or professionalization in either the Technical/Nonsupervisory or Managerial/Supervisory Tracks. Selectees attend various programs, averaging one to four weeks, that fulfill key training objectives. Training facilities may include Defense, Federal, IC, professional association or private training institutions. The FCR funds tuition, books and TDY expenses.

Developmental Assignments - Eligible group: Grade 10 and above in either the Managerial/Supervisory or Technical/Nonsupervisory Career Tracks. These assignments must improve the capability of both the parent and/or host organization and the employee to be considered for FCR approval. Assignments can involve an exchange of individuals between organizations or a temporary one-way movement, to develop and broaden understanding of the organization and enhance professional development. Individuals and their supervisors will coordinate arrangements for assignments and include a proposal in the application package that addresses the benefits to be derived for the careerist and the Army. These assignments will be no less than 30 days and no more than 12 months in duration. The FCR funds TDY expenses. If funds are available, the FCR may fund short-term technical or managerial training requirements in connection with these assignments.

University Education Programs - Eligible group: Grade 10 and above. Careerists nominated and selected under this announcement for full-time or part-time university undergraduate and graduate level training will be evaluated based on their experience, education, government-related training, awards and motivation for requesting this opportunity. Attendance should be at a college/university within the applicant's normal commuting distance (within a 50-mile radius). University training outside the commuting area must be accompanied by strong supporting justification and will be considered on a case-by-case basis. Full-time programs should be no less than 12 hours each semester, or equivalent. Full-time programs over 120 workdays should normally not exceed more than 12 months. Part-time university training may consist of evening, weekend and/or part-time courses at the rate of fewer than 12 hours per semester. A letter of acceptance from the university should be included with the application or an explanation provided regarding the status of acceptance. Education programs must develop the employee's job competence or support a planned career assignment. This may include programs designed to enhance managerial and leadership skills of experienced professionals and/or to improve technical skills. The FCR funds tuition, books and TDY expenses, if appropriate.

Joint Military Intelligence College (JMIC). Careerist participation in the JMIC Postgraduate Intelligence Program (PGIP), Master of Science of Strategic Intelligence (MSSI) program, or the new Bachelor of Science in Intelligence (BSI) program is highly encouraged. Acceptance into the JMIC programs is the responsibility of each candidate. There is no charge for tuition for these programs. The FCR funds TDY expenses, and additional expenses if appropriate.

• BSI. The new BSI is a rigorous academic program that allows highly motivated military and civilian careerists to earn a Bachelor's degree in their chosen field of intelligence.
• PGIP. The PGIP prepares intelligence professionals for a career in strategic intelligence. Careerists nominated for this program may also apply for admission to the MSSI program.
• MSSI. The MSSI program was created to strengthen intelligence as a profession, since highly qualified and educated intelligence professionals are required at the national level. The MSSI program allows selected military and civilian intelligence professionals to pursue advanced study and research in the chosen career field. Completion of this program will meet most of the ICO training requirements.

ADDITIONAL KEY TRAINING OPPORTUNITIES.
Although the following may not necessarily be centrally funded by the FCR's Competitive Development Program, they offer important training and development opportunities for intelligence professionals:

Area Study programs at the State Department, Foreign Service Institute.

Exceptional Intelligence Analyst Program (EIAP). The EIAP is sponsored annually by the Director of Central Intelligence (DCI). The EIAP is a highly competitive program, open to analysts throughout the IC, and managed by the Center for the Study of Intelligence (CSI). Selectees have the opportunity to pursue a year-long project, study, program or research endeavor that will benefit both the analyst and the IC. Proposals may include: sabbaticals in the United States and abroad; a program of study and/or research at a college or university; or temporary assignments to other U.S. Government agencies. Career civilian and military intelligence officers are eligible. To apply, civilian applicants must have extensive experience as an intelligence analyst, be in grade 11 through 15, and be identified as an individual with high potential. A panel of senior officers from the IC will select winning proposals. The EIAP funds TDY travel, tuition, books, computer software and similar expenses.

Harvard University Seminar on Intelligence and Policy. The CSI also sponsors this program each Spring at the Harvard Kennedy School of Government in Cambridge. The seminar provides an outstanding opportunity for 40 senior Intelligence Community professionals, grade 15 and above or military equivalent to explore key issues related to intelligence policy interface. This is not a "sit and listen" but rather a highly participative program. CSI and Harvard make final selections. Funding may be paid by the parent organization or can be requested from the FCR's Competitive Development Program, if a written request is submitted with the nomination for separate consideration at HQDA. Costs to Army include a housing and subsistence fee and travel expenses to Cambridge.

Harvard University Program for Senior Executive Fellows (SEF). The SEF is offered two or three times annually at Harvard University's John F. Kennedy School of Government in Cambridge, MA. This is a highly competitive program for GG-15/14s, and their military and private sector counterparts. Participants are selected to represent a broad spectrum of functional and operational responsibilities. This four-week course provides effective tools that help to identify and analyze organizational challenges, develop strategic plans of action, and create an organizational environment that is responsive to change. Harvard University reserves final selection authority. Costs to Army include tuition, travel, and a housing and subsistence fee. Funding may be by the parent organization, or consideration may be made for use of FCR Competitive Development Program funding.

National Security Management Course (NSMC). NSMC gives senior DOD leaders and managers an understanding of the factors and forces that shape national security strategy and policy. The objective of this course is to improve the management and leadership skills necessary to successfully influence the various processes within the Department of Defense. The course focuses on issues relating to the managing the complex institutional and organizational interrelationships that exist with other national security actors, both inside the Department (for example, between OSD and the Joint Staff, the Military Departments and Defense agencies), and beyond its formal boundaries: the White House, the State Department, Central Intelligence Agency, National Security Council, Congress, public opinion, the media, industry and business, and other external actors that influence Defense decision-making. Major Areas of Study by Week. Week 1 - National Security Management: The Strategic Context Week 2 - National Security Policy Framework: Defense, Law, and Democracy Week 3 - National Security Management: The External Operating Environment Week 4 - National Security Management: The Changing World Order Week 5 - National Security Management: The Changing World Order; Managing Technology, Acquisition, and Logistics Week 6 - National Security Management: Leadership and Organizational Transformation; Leadership and Strategy Weeks 7 & 8 - National Security Management: Leadership and Strategy Application Process. This is an 8 week course running from mid-Sept to early November. It is open to civilians, grade 15 or higher. Funding of travel and incidental entitlements must be funded by the nominating activity. Tuition, meals and lodging are centrally funded through a DOD contract subsidized by Army.

MILITARY INTELLIGENCE CORPS.
The Military Intelligence Branch is a basic branch of the U.S. Army, and its soldiers are primarily concerned with the intelligence aspects of the Army's mission. Although Intelligence personnel have been a part of the Army since its founding in 1775, it wasn't until July, 1967 that a number of intelligence and security organizations were combined to form this branch of service. In 1971, the United States Army Intelligence Center and School, the home of Military Intelligence, was established at Fort Huachuca, Arizona. On 1 July, 1987 the Military Intelligence Corps was activated as a regiment under the U.S. Army regimental system. The insignia of the the Military Intelligence Corps has a shield with a Sphinx at the center. The Sphinx has been associated with U.S. military intelligence since 1923, when it was adopted as the insignia of the Military Intelligence Officers Reserve Corps. This mythological creature has exemplified the combination of wisdom with strength from ancient times to the present. The Key and Lightingbolt on the MI Corps insignia represent Knowledge and Speed. The Motto "Always Out Front" is a reminder that the members of the Corps are continuously in action against the enemy's of our nation. CP-35 careerists are also MI Corps members and may be issued a MI Corps certificate. Organizations can request certificates from Deputy Garrison Cdr., ATZS-CDR, HQ US Army Garrison, Ft Huachuca, AZ 85613-6000; (520) 533-1178/533-9267 (DSN 821). Please specify quantity and whether the certificates are for CIPMS civilians in Career Program 35 (MI Corp Members) or non-CP-35 civilians (Associate Members).