Section 2: STRUCTURE

A. QUALIFYING AUTHORITY

The Army General Counsel, per DoD Directive 1442.2, is the attorney designated by SECARMY as the authority permitted to approve personnel actions (appointment, transfer, reassignment, promotion, and certain disciplinary actions) of civilian attorneys within the Army. The Army General Counsel retains this authority for all SES, SL, and DISL attorney positions and all attorney positions in the Office of the Secretary of the Army including its field operating agencies. For such actions related to civilian attorneys GS-15 (or equivalent) and below, the Army General Counsel delegated authority solely to the Chief Counsel, U.S. Army Corps of Engineers (USACE) for all elements of USACE; the Command Counsel, U.S. Army Materiel Command (AMC) for all elements of AMC; and the The Judge Advocate General for all other elements of the Department of the Army -- such authority is not re-delegable. See AR 690-200, Chapter 213, Subchapter 4, Employment of Civilian Attorneys.

This ACTEDS plan builds upon and supplements the qualifying authorities' accomplishments toward civilian attorney professional development. This plan neither impacts existing professional development programs, nor alters the regulatory authority of the respective qualifying authorities.

B. APPLICABILITY

This ACTEDS plan applies to the following job series:

  • 0904 Law Clerk
  • 0905 Attorney
  • 1222 Patent Attorney

CP 56 is comprised of both attorney and legal support positions. Although the plan is currently only applicable to civilian attorney and law clerk positions, it is the goal to include all members of CP 56 in future iterations.

C. CAREER PROGRAM MANAGEMENT STRUCTURE

1. Qualifying Authorities

The four qualifying authorities (Army General Counsel, TJAG, AMC Command Counsel, and the USACE Chief Counsel) continue to exercise their traditional roles consistent with this ACTEDS plan. Although the qualifying authorities remain responsible for all personnel actions affecting attorneys within their purview, this plan promotes a single program for attorney development and to succeed it requires significant cooperation and interchange among the qualifying authorities. This collaborative approach will result in a civilian attorney workforce better prepared to meet commanders' requirements across the entire Army. The Department of the Army Civilian Attorney Professional Development Board is comprised of the four qualifying authorities.

2. Supervisors.

Supervisors are key players in career development. They serve as appraiser, advisor, counselor and coach. Supervisors must ensure their employees possess, or are provided opportunities to obtain, required core competencies. Supervisors and employees prepare individual performance objectives and individual development plans (IDPs), detailed in Section V, to ensure acceptable performance and to measure progress. An honest assessment of individual strengths and weaknesses is a key step in developing a performance plan. During counseling sessions, supervisors assist their employees in identifying required training and/or professional development objectives. Once identified, individual training or development activities are recorded on the respective IDP.

3. Employees.

Employees and their supervisors establish performance plans considering the duties and responsibilities of the position, needs of the Army and, as appropriate, the employee's performance desires and career plans. Each employee is responsible for establishing personal career goals and strategies to achieve those personal career goals. Employees must demonstrate required interest, enthusiasm and initiative to achieve the stated objectives. Employees and their supervisors must work together to determine how best to execute career development plans through the use of IDPs.