The ACTEDS Training Catalog


Engineers & Scientists
(Resources and Construction)   (CP-18)

General

Competitive Professional Development (CPD) opportunities within the Engineers and Scientists (Resources & Construction) include: Continuing Job-Related Education; Technical Training; Accredited Continuing Education Programs; and Career Broadening Developmental Assignments. These opportunities are designed to develop a pool of high-potential careerists for positions of leadership or higher responsibility in our career program and challenge existing leaders to reach new levels of professional achievement.

Our funding is prioritized each year to put emphasis on competency gap closure through outreach training and web based technical training. Each year the CP-18 Career Program Planning Board determines a ratio of funding for each element of our career program with academic degree training (ADT) funding being the lowest priority.

Short-Term Programs and Outreach Training
Short-Term Programs and Outreach Training

Short Term Training provides careerists with a competency-based approach for developing or broadening individual competencies. Short-term or less than full-time training will be supported when the training is in keeping with ACTEDS identified training needs and is particularly meritorious and timely with significant benefit to the individual and the organization. This opportunity for training (120 calendar days or less) is designed to broaden careerists' experience, knowledge and perspective in management and operational techniques. Examples of training instances in this category include engineering/scientific technical courses offered through various training providers and accredited vendors. Outreach courses are technical based courses or gap closure courses that are brought on-site to reduce travel and per diem costs and are hosted in government provided facilities.

OPM Management Development Center Seminars

The OPM Management Development Center provides leadership, management and technology seminars to mid and senior level employees to improve their knowledge and skills. The seminars provide the latest knowledge to ensure participants are current in their functional areas and also may cross-train in other functional areas in preparation for advancement. The seminars are located at the OPM MDC in Shepherdstown, WV and Denver, CO.

Defense Resource Management Institute (DRMI)

Established in 1965 as an educational institution by the Secretary of Defense the DRMI conducts professional education programs in analytical decision making and resources management for military officers of all services, and senior civilian officials (GS09 and above) of the United States and 162 other countries.

Competitive Professional Development (2nd priority - all programs may not be funded)

The Competitive Professional Development (CPD) Program is open to Army Civilians serving in career status appointments, Schedule A excepted appointments without time limitation, or excepted appointments in the Defense Civilian Intelligence Personnel System (DCIPS), who have a total of three years of service in an Army Civilian permanent position(s); who have completed the appropriate level of Civilian Education System (CES) training; and any other course/program prerequisites. Army Civilians include local National (LN) employees of comparable pay grades (when their salaries are funded with Operations and Maintenance Army (OMA) dollars), and U.S. Army Corps of Engineers (USACE) Civil Works and Cemeterial funded employees serving or registered in a career program.

Developmental Assignments

The type of developmental assignment may vary, but should be in keeping with identified organizational needs and the career goals of the nominee. The ACPM should assist the applicant in identifying suitable assignments and coordinating between supervisors. Developmental assignments are competitively advertised throughout the fiscal year based on available funding.

In FY15 CP-18 will work with OSD, AMC, MEDCOM, NETCOM, ARCYBER, TRADOC, ACSIM, IMCOM and USACE to identify best opportunities for developmental assignments to include no cost, job swap and CP-18 funded travel. Focus areas may include environmental, engineering, energy and others. Salary remains the responsibility of the organization.


Senior Leader Development Programs

CP-18 does not routinely provide funding for Senior Service College, Federal Executive Institute (FEI), Harvard University Program for Senior Executive Fellows (SEF), Defense Senior Leader Development Program (DSLDP), or the DoD Executive Leadership Development Program (ELDP). Each year the CP-18 Career Program Planning Board (CPPB) will determine which programs to support and opportunities will be competitively advertised.


Training-With- Industry

Training with industry (TWI) is rarely used. Any requests or submission of potential TWI assignments would be vetted by the CP-18 Proponency Team and competitively announced. This assignment should be in keeping with identified organizational needs and the career goals of the nominee.

  • The length of the assignment should be 120 days, but not more than one year as funding permits.
  • Training programs must be uniquely designed and individually tailored to offer trainees direct private industry experience that should improve their effectiveness of the trainees in their working relationships with counterparts in private industry firms.
  • The TWI participants will be accountable for the results achieved. A Memorandum of Understanding (MOU) between the trainee's Command and the company providing the training will be completed.

This MOU will describe what work the trainee will perform and how he/she will be evaluated. The MOU will also include a statement that explains that salary and benefits are paid by the employee's home office with per diem and TDY paid by the FCR.

Academic Degree Training (ADT) (last priority for funding - may not be funded)
Academic Degree Training (ADT)Guidelines

University Training includes graduate level programs in technical areas as well as limited programs designed to enhance the managerial and leadership skills of experienced professionals. Employees must have career status, have three years of Army permanent Civilian service, and be in a permanent competitive appointment. Selection will be based on the need for the training to assist in competency gap closure, previous funded training, competitive considerations and the utilization plan. CP-18 does not fund full time attendance in lieu of traditional work assignments.

  • All applicants are competitively selected in accordance with USC 5, OSD and Army policy.
  • The Assistant Secretary of the Army (Manpower and Reserve Affairs) (ASA (M&RA)) retains approval authority for all Civilian Academic Degree Training (ADT).
  • ADT is defined as training or education with the stated objective of obtaining an academic degree. The academic degree must be related to the performance of the employee's official duties and part of a planned, systemic and coordinated program of professional development, endorsed by the Army.
  • This program is not available to Interns (includes those participants formerly known as Student Career Experience Program (SCEP) participants), Recent Graduates under the Pathways Program, re-employed annuitants, temporary, term or seasonal employees. The term Intern also refers to individuals, typically with degrees or a combination of higher education and experience, competitively selected under any appointment authority as an Army Civilian as part of a formal structured 2 or 3 year training and development program.
  • Attendance should be to a college/university within the applicant's commuting area. University training outside the commuting area must be accompanied with strong supporting justification, and will be considered on a case-by-case basis. CP-18 does not fund local mileage or travel costs for programs outside the local commuting area.
  • Participation in an educational curriculum not offered at a local university must be required by the position duties; and the post-utilization plan must address how the newly acquired skills, knowledge, and abilities will be beneficial to Army and how they will be used upon the employee's return to duty.
  • Priority will be given to full-time enrollment, long-term (over 120 calendar days) and web-based / distance learning academic programs. Full time for the purposes of this program does not constitute full time daily attendance in lieu of the candidate's permanent duty assignment. Full time enrollment is based on the number of courses as required by the matriculation guidelines of the institution or University.
  • A letter of acceptance from the university and a proposed program of study, including projected coursework, must be included in all applications, along with previous transcript records.
  • Training must develop the employee's competencies or support a gap closure strategy. Job-relatedness alone is not an acceptable justification for training approval.
  • Training must be submitted through appropriate channels (i.e., immediate supervisor, second level supervisor) and be endorsed by the local and MACOM commanders or directors. Each applicant must have their Activity Career Program Manager (ACPM) and Major Command Activity Program Manager (MCPM) review and endorse their application. ACPM and MCPM will vary based on organization individuals are assigned to.
  • Total cost of tuition and books cannot exceed $75,000 per AR 350-1.
  • Priority will be given to applicants who have not received a degree at the Masters or higher level. Previous participants may apply, but will receive a lower priority than new applicants. Priority for degrees is as follows:
    • Masters (we do not fund thesis courses)
    • Bachelors
    • Associates
    • Doctoral (we do not fund dissertation or research)
  • Nominees must have a minimum total of three years Army permanent civilian service to apply.

Academic Degree Training (ADT) Checklist Career Program Unique Requirement

Candidates who apply for ADT (training or education with the stated objective of getting an academic degree) must provide the information found in the "ADT Checklist" link below as well as the following career program unique requirements which are listed as item #11 on the checklist:

  • Two Letters of Recommendation are required. The first letter must be the applicant's immediate supervisor (person who signs employee performance appraisal) and the second letter is signed by a higher-level manager within the applicant's chain-of-command.
  • A letter of acceptance from the university and a proposed program of study, including projected coursework, must be included in all applications, along with previous transcript records.
  • Last three most current performance appraisals (TAPES/NSPS) as applicable. If three appraisals are not available applicants must include a statement detailing the reason.
  • A statement of completion of the Supervisory Development Course (SDC) is required if applicable.
  • Resume must list all ACTEDs and government funded training.
Funding and Competitive Considerations
Funding

While in short term training applicant's command/activity/laboratory will continue paying all costs for salary and personal benefits. Costs for authorized travel, per diem, tuition, and books will be covered by ACTEDS resources, as available, and in accordance with the Joint Travel Regulation (JTR). CP-18 will not pay for rental cars, travel in/around the TDY site or local mileage. CP-18 does not fund travel associated with University or College courses or academic degree training (ADT). See University Training/ADT and Competitive Selection Considerations for more details.

Competitive Selection Considerations

Selection of employees for training will be made without regard to political preference, race, color, religion, national origin, sex, marital status, disability, age, or sexual orientation. Applicants will be rated against the following factors:

  • Prior participation and/or advanced degrees
  • Program cost
  • Proximity of training to home workstation
  • MACOM/Activity Endorsement
  • Supervisor's Assessment of Need for Training
  • Post Utilization Plan
  • Functional (CPM) Assessment of Need
  • Performance Appraisals
  • Employee's Motivation for Attendance
  • Relevance of Training Program to Mission of the Army, Career Field or Career Program
  • Level of Degree (CP-18 does not routinely fund PhDs)
Minimum Requirements Level I Level II Level III Level IV
Associates Bachelors Masters Doctorate
Civil Service Grade GS11 and above GS11 and above GS13 and above 1 GS14/15 *
Civilian Education System (CES) 2 Foundation Course Required 2 CES recomended (Supervisory Dev Course required (if applicable)) CES recomended (Supervisory Dev Course required (if applicable)) CES recomended (Supervisory Dev Course required (if applicable))
Continued Service Agreement All All All All
Minimum Academic Grade Requirements C C B B
Appraisal Rating of 3 or fully successful 3 Rating of 3 or fully successful 3 Rating of 3 or fully successful 3 Rating of 3 or fully successful 3
Resume Complete per note below 4 Complete per note below 4 Complete per note below 4 Complete per note below 4
Recommended Years of Service 3 3 to 5 5 to 8 8 to 10+

  1 Or Pay Band Equivalent
  2 All Civilians hired after 30 September 2006.
  3 Objective or overall Rating of 2 under NSPS/pay banding or less than successful "U" on any TAPES evaluation element will not be considered for funding.
  4 Resume must show at least last six years of employment, dates of employment, salary, title, and indicate if position was federal employment. Federal positions must indicate series and grade.


Suspense Dates

All applications for FY15 Competitive Professional Development Training Programs are due to Career Program-18 120 day prior to the start of the training. The deadline is required to ensure all submissions meet the ASA (M&RA) input suspense dates. Check with your local HR personnel, training coordinator and/or CP-18 MSC career program manager for internal deadlines.

Completion of Training

Career Program-18 individuals awarded ACTEDS funds must provide completed copies of the SF 182, grade reports or other evidence of successful completion of training for each funded course. Army is moving to GoArmyEd and upon migration users will complete forms in that system. (see below) Individuals will be responsible for maintaining records of all funds received for ACTEDS training.

Other Requirements

All participants selected for funding are required to sign a Continued Service Agreement (CSA) equal to at least three times the length of the training and may be required to sign a Mobility Agreement when participating in a developmental assignment. CSA service obligation begins after the completion of training. A CSA is required for funded training even if training is on employees own time. See http://cpol.army.mil/library/permiss/7b2.html

Participants are responsible for accessing GoArmyEd and completing a SF 182 training request. Documentation must contain the signatures of the supervisor, FCR/FCR Representative, and a G-3 Budget Analyst prior to students beginning an ACTEDS training assignment. USACE candidates will process a manual DD Form 1610 Travel Authorizations. All other candidates will use the Defense Travel System (DTS).

Students who attend a training assignment prior to receiving an approved SF 182 or DD Form 1610, certified with the signature of a G-3 budget Analyst and an ACTEDS funding citation, signed and dated by a budget analyst in the G-3 RM office will be responsible for costs associated with the training assignment. We must receive documents at least 30 days prior to the training start date to ensure there is sufficient lead time for the processing of training documents prior to the proposed training start date.

Point of Contact

CP-18 Proponency Office, (202) 761-5270;
Email: CP18Proponencyteam@usace.army.mil

Submit application packages to

CP-18 Proponency Office
U.S. Army Corps of Engineers
ATTN: CEHR-D, (Room 3P64)
441 G Street, N.W.
Washington, DC 20314-1000
Phone: (202) 761-7013; DSN: 763-7013; Fax: 202-761-1960
Email: CP18Proponencyteam@usace.army.mil
Civilian Education System (CES)

The Civilian Education System (CES) is the foundation of the Army's leader development program for all Army Civilians, providing progressive and sequential education courses throughout their careers. CES is centrally funded by HQDA G-37/Training Directorate for most permanent Army Civilians, including but not limited to general schedule (GS), non-appropriated fund (NAF), local national (LN) and wage grade (WG) employees. CES leadership courses, or designated equivalent courses, are required for all Army Civilians. Employees should include attendance at the CES course for which they are eligible in their Individual Development Plans (IDP).

Employees are eligible to attend the CES course that is targeted at their grade level. GS-01 through GS-09 employees are eligible to attend the CES Basic Course; GS-10 through GS-12 employees are eligible to attend the CES Intermediate Course; and GS-13 through GS-15 employees are eligible to attend the CES Advanced Course. NOTE: All Army Civilians who were hired after 30 September 2006 are required to take the Foundation Course prior to enrolling in either of the CES courses.

More information on CES courses, as well as instructions on how to enroll can be found on the Civilian Training and Leader Development website at http://www.t3ac.army.mil/Pages/Homepage.aspx

Army Career Tracker (ACT)

Army Career Tracker (ACT) is a new Army web portal created to change significantly the way training, education and experiential learning support is provided to Army enlisted, officer, civilian, and their leaders/supervisors. Users can search multiple education and training resources, monitor career development and receive advice from their leadership. Additionally, ACT will allow the user to:

  • Identify training activities and requirements based on tailored Career Management Field, Career Field and Career Program Maps.
  • Track individual progress of Individualized Development Plan (IDP) goals.
  • View multiple skill and competency career progressions across multiple career maps.
  • Search multiple training catalogs and educational resources.
  • Connect with peers through My Journal knowledge collaboration. ACT will include Supervisor and Career Program Manager dashboard functionality as well.
  • Provide an unofficial "lifelong learning transcript" that represents the accumulation of all assignment, training, and education accomplishments by the user.

More information on ACT can be found on the Civilian Training and Leader Development website https://actnow.army.mil.

GoArmyEd

Army Civilians Corps will use GoArmyEd (http://www.goarmyed.com) to process online training applications and SF 182 Authorization, Agreement and Certification of Training requests for G-3/5/7 centrally and command-funded training and professional development classes that start on or after 1 October 2013.

Schools and vendors with existing GoArmyEd accounts to manage Army Tuition Assistance-funded enrollments will use their same accounts to manage Army Civilian-funded enrollments.

More information on GoArmyEd can be found on the Civilian Training and Leader Development (CTLD) website: http://www.civiliantraining.army.mil/goarmyed/Pages/default.aspx

More Information
  • Career Program ACTEDS Plans - Information about career management training, education, and career ladder development is provided in the ACTEDS plan appendices and through Career Maps. More information on CP 18 professional development and the career program may be found using the "Go to ACTEDS Plan" link below. Career Maps may be found by logging into Army Career Tracker.
  • Course Checklist - Employees requesting ACTEDS funds for training-with-industry programs, developmental assignments, short-term training opportunities (120 days for less) and non-academic degree programs must provide the information found in the "Course Checklist" below.


Button representing a link to the ADT Application Package     Link to the ACTEDS Plan     Button representing a link to the Course Application Package