CAREER MANAGEMENT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP90-00530R000500910005-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 123
• Document Creation Date: December 22, 2016
• Document Release Date: October 24, 2012
• Sequence Number: 5
• Publication Date: August 31, 1987
• Content Type: REPORT

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Army Regulation 690-950
Career
Management
Headquarters
Department of the Army
Washington, DC
31 July 1987
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2
AR 690-950
Career Management
This revision--
o Transfers responsibilities for career interns to this
regulation (chap 1, sec II). Detailed instructions for
administering the career intern program are in the new
chapter 3. In the absence of implementing OPM regula-
tions, this AR does not yet contain instructions for the
noncompetitive conversion to career status under
Executive Order 12596, 7 May 1987.
o Supersedes AR 690-950-3 (Career Intern Program).
o Adds the following new chapters:
Chapter
3
(Career Intern Program)
Chapter
7
(Records Management Career Program)
Chapter
8
(Training Career Program)
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headquarters *Army Regulation 690-950
D
epartment of the Army
Washington, DC
31 July 1987
This UPDATE printing publishes a revision that
is effective 31 August 1987. Because the
structure of the entire revised text has been re-
organized, no attempt has been made to high-
light changes from the earlier regulation dated
29 October 1986.
Summary. This regulation governs Army
civilian career programs. It is the Army's
merit promotion regulation for career pro-
gram positions.
Applicability. This regulation applies to
Department of the Army civilian employees
in career programs and to U.S. Army Re-
serve (USAR) technicians except when such
policies and procedures are modified by AR
140-315. It does not apply to Army Nation-
al Guard technicians employed under sec-
tion 709, title 32, United States Code (32
USC 709), unless specifically made applica-
ble by the Chief, National Guard Bureau.
Impact on New Manning System. This
regulation does not contain information that
affects the New Manning System.
Internal control systems. This regula-
tion is subject to the requirements of AR
11-2. It contains internal control provisions
Contents (Listed by paragraph number)
Chapter 1
Introduction
Section I
General
Purpose ? 1-1
References ? 1-2-
Explanation of abbreviations and
terms ? 1-3
Scope ? 1-4
Establishing career programs ? 1-5
Career program structure ? 1-6
Career management objectives ? 1-7
Affirmative action ? 1-8
Section II
Responsibilities
Secretary of the Army ? 1-9
Deputy Chief of Staff for Personnel ? 1-10
Director of Civilian Personnel ? 1-11
Career Management
but does not contain checklists for con-
ducting internal control reviews. These
checklists are being developed and will be
published at a later date.
Committee establishment approv-
al. The DA Committee Management Offi-
cer concurs in the establishment of the
Career Program Policy Committee and the
Intern Requirements Executive Committee.
Supplementation. Supplementation of
this regulation and establishment of com-
mand and local forms are prohibited with-
out prior approval from HQDA
(DAPE-CP), WASH DC 20310-0300.
Interim changes. Interim changes to this
regulation are not official unless they are au-
thenticated by The Adjutant General. Users
will destroy interim changes on their expira-
tion dates unless sooner superseded or re-
scinded.
Functional chiefs and functional chief
representatives ? 1-12
Career program planning boards ? 1-13
Central referral offices ? 1-14
Equal employment opportunity action
officers in central referral offices ? 1-15
Department of the Army staff career
program managers ? 1-16
Commanders of major Army
commands ? 1-17
Major Army command staff civilian
personnel directors ? 1-18
Major Army command career program
managers ? 1-19
Activity commanders ? 1-20
Installation civilian personnel
officers ? 1-21
Activity career program managers ? 1-22
Supervisors ? 1-23
Career program employees ? 1-24
*This regulation supersedes AR 690-950, 29 October 1986, and AR 690-950-3, 1 October 1983.
Effective 31 August 1987
By Order of the Secretary of the Army:
CARL E VUONO
General, United States Army
Chief of Staff
Official:
R. L. DILWORTH
Brigadier General, United States Army
The Adjutant General
Suggested Improvements., The propo-
nent agency of this regulation is the Office
of the Deputy Chief of Staff for Personnel.
Users are invited to send comments and
suggested improvements on DA Form 2028
(Recommended Changes to Publications
and Blank Forms) directly to HQDA
(PECC-CM), ALEX VA 22332-0300.
Distribution. Distribution of this publica-
tion is made in accordance with DA Form
12-4-R requirements for the Federal Per-
sonnel Manual. The number of copies dis-
tributed to a given subscriber is the number
of copies requested in block 24 of the sub-
scriber's DA Form 12-4-R. Existing ac-
count quantities will be adjusted and new
account quantities will be established upon
receipt of a signed DA Form 12-9U-R
(Subscription for Army UPDATE Publica-
tions Requirements) from the publications
account holder.
Section III
Career Program Requirements
Personnel support ? 1-25
Funding for centralized interns, long-term
training, and managerial and executive
development ? 1-26
Channels of communication ? 1-27
Program evaluation ? 1-28
Mobilization planning ? 1-29
Section IV
Career Program Committees
Career Program Policy Committee ? 1-30
Intern Requirements Executive
Committee ? 1-31
Section V
Career Counseling Requirements
Process ? 1-32
Requirements ? 1-33
Responsible personnel ? 1-34
Career planning and the individual
development plan ? 1-35
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Contents-Continued
Chapter 2
Merit Placement and Outside
Recruitment
Introduction ?. 2-1
Major Army command area of
consideration-MACOM
inventories ? 2-2
DA area of consideration-DA
inventories ? 2-3
Department of Defense area of
consideration-DOD inventories ? 2-4
Registration and evaluation ? 2-5
Referral process ? 2-6
Selection ? 2-7
Intermediate and management level referral
and selection report (RCS
SAOSA-187(Rl)) ? 2-8
Civilian career program referral status
report (RCS CSGPA-1424) ? 2-9
Details and temporary promotions ? 2-10
Reassignment and change to lower
grade ? 2-11
Recruitment policies ? 2-12
Exceptions to competitive
procedures ? 2-13
Special consideration for
repromotion ? 2-14
Priority consideration ? 2-15
Chapter 3
Career Intern Program
Section I
Intern Policies and Requirements
Introduction ? 3-1
Coverage ? 3-2
DOD-wide intern programs ? 3-3
Program development ? 3-4
Program administration ? 3-5
Program elements ? 3-6
Section II
Types of Interns and Resources
Types of interns ? 3-7
Types of resources ? 3-8
Section III
Manpower Forecasting, Resource Allocation,
and Intern Intake
General ? 3-9
Manpower planning sequence (RCS
CSGPA 1609) ? 3-10
Intern funding and spaces ? 3-11
Intern intake policy ? 3-12
Recruitment sources ? 3-13
Cooperative education students ? 3-14
Section IV
Special Intern Appointments
Intern appointments under schedule B
authority ? 3-15
DA intern positions in foreign areas
(except Panama) ? 3-16
Section V
AMOD Program
General ? 3-17
AMOD training agreement ? 3-18
AMOD training plans ? 3-19
AMOD recruitment ? 3-20
AMOD area of consideration ? 3-21
AMOD crediting plan ? 3-22
Section VI
Presidential Management Intern Program
Program administration ? 3-23
Selection and appointments ? 3-24
Conversion and promotion ? 3-25
Training ? 3-26
Section VII
Intern Training, Progression, and Placement
Training ? 3-27
Identification of training sites ? 3-28
Master intern training plan ? 3-29
Individual development plan ? 3-30
Training conducted outside the United
States ? 3-31
Intern mobility requirements ? 3-32
Intern travel, per diem, and moving
entitlements ? 3-33
Promotion and placement ? 3-34
Intern graduation certificate ? 3-35
Section VIII
Sponsorship Program
General ? 3-36
Responsible personnel ? 3-37
Section IX
Performance Appraisal
General ? 3-38
Types of performance appraisal ? 3-39
Performance requirements ? 3-40
Personnel decisions based on performance
appraisal ? 3-41
Section X
Program Evaluation
General ? 3-42
Activity CPO responsibilities ? 3-43
Reporting requirements (RCS CSGPA
1572) ? 3-44
MACOM surveys ? 3-45
CIVPERCEN reviews ? 3-46
Functional chief reviews ? 3-47
Section XI
AMOD Program Intern Training Agreement
General ? 3-48
Position coverage ? 3-49 -
Method of selection ? 3-50
Length of training ? 3-51
Outline of training to be given ? 3-52
Flexibility ? 3-53
Evaluation of the intern's progress ? 3-54
Cost of operating the training
program ? 3-55
Record of completion of training ? 3-56
Administration of the agreement ? 3-57
Section XII
RNO Information Collection and
Reports-Schedule B PAC Authority
General ? 3-58
Applicant RNO questionnaire ? ? 3-59
Installation responsibilities ? 3-60
Processing RNO information ? 3-61
Records and files maintenance ? 3-62
RNO report (RCS CSGPA
1642(Rl)) ? 3-63
Instructions for completing DA Form
5509-R ? 3-64
Schedule B conversion reports ? 3-65
AR 690-950 ? UPDATE
Chapter 4
(Reserved)
Chapter 5
(Reserved)
Chapter 6
(Reserved)
Chapter 7
Records Management Career Program
(CP 30)
Section I
General
Introduction ? 7-1
Coverage ? 7-2
Career program structure ? 7-3
Career patterns ? 7-4
Records management functional field ? 7-5
Designation of functional officials ? 7-6
Procedures for registration and
referral ? 7-7
Section II
Master Intern Training Plan
Introduction ? 7-8
Structure of the MITP ? 7-9
Length of training program and intern
ladders ? 7-10
Training phases and intern training
profiles ? 7-11
Practical training at the work site ? 7-12
Individual development plan ? 7-13
Chapter 8
Training Career Program (CP 32)
Section I
General
Introduction ? 8-1
Program objectives ? 8-2
Equal employment opportunity ? 8-3
Coverage ? 8-4
Program structure ? 8-5
Section II
Responsibilities
Headquarters, Department of the Army
officials ? 8-6
Major Army command officials ? 8-7
Activity officials ? 8-8
Training career program members ? 8-9
Section III
Funding and Communication
Resources ? 8-10
Channels of communication ? 8-11
Section IV
Merit Placement and Outside Recruitment
Introduction ? 8-12
Areas of consideration ? 8-13
Procedures for registration and
referral ? 8-14
Central referral office inventories ? 8-15
Competitive evaluation procedures ? 8-16
Referral procedures ? 8-17
Recruitment policy ? 8-18
Other internal placement actions ? 8-19
Exceptions to competitive
procedures ? 8-20
Information and assistance ? 8-21
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Section V
Training and Development
Introduction ? 8-22
Training and development
administration ? 8-23'
Training career program member
development ? 8-24
Appendixes
A. References
B. Central Referral Offices
C. Instructions for Registration in Central
Referral Offices
D. Instructions for DA Form 2302-R
(Civilian Career Program
Qualification Record) and DA Form
2302-1-R (Civilian Career Program
Qualification Record) (Continuation
Sheet)
E. Instructions for DA Form 5245-R
(Civilian Career Program Appraisal)
F. Instructions for DA Form 4338-R
(Civilian Career Program Availability
Statement)
G. Instructions for Conducting Screening
Panels
H. Instructions for DA Form 2302-2-R
(Civilian Career Program Referral
Record)
1. Instructions for DA Form 4343-R
(Civilian Career Program
Repromotion Registration)
Glossary
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RESERVED
AR 690-950 ? UPDATE
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Introduction
Section I
General
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. u"n.uvna, bucb /1JASlalll 11"wl oI an ror severely Handicapped Recruitment Pro-
intelligence gram (SHARP); the Schedule B Profession-
1-1. Purpose
a. This regulation governs the develop-
ment, operation, and administration of De-
partment of the Army (DA) civilian career
programs. It establishes general require-
ments for merit placement and career man-
agement and includes policies and
procedures for the administration of the DA
Career program: Housing Management
Functional chief: Chief of Engineers
Career program: Librarian
Functional chief: Director of Information
Systems for Command, Control,
Communications, and Computers
Career program: Manpower and Force
Management
Functional chief: Deputy Chief of Staff for
Personnel
civilian career intern program. Career program: Materiel Maintenance
b. This regulation incorporates require- Management
ments of applicable directives issued by the Functional chief: Deputy Chief of Staff for
Department of Defense (DOD) and the Of- Logistics
fice of Personnel Management (OPM). Career program: Public Affairs and
c. Individual career program instructions Communications Media
will provide additional guidance in specific Functional chief: Chief of Public Affairs
career fields. Functional. chiefs (FC) are
listed in table 1-1.
Table 1-1
Civilian career program functional chiefs
Career program: Ammunition Specialist
Functional chief:. Commanding General, US
Army Materiel Command
Career program: Automatic Data Processing
Functional chief: Director of Information
Systems for Command, Control,
Communications, and Computers (DISCO)
Career program: Civilian Personnel
Administration
Functional chief: Deputy Chief of Staff for
Personnel
Career program: Commissary Management
Functional chief: Deputy Chief of Staff for
Logistics
Career program: Communications
Functional chief: Commander, U.S. Army
Information Systems Command
Career program: Comptroller
Functional chief: Comptroller of the Army
Career program: Contracting and
Acquisition (DOD Career Program)
Functional chief: Assistant Secretary of the
Army (Research, Development, and
Acquisition)
Career program: Education Services
Functional chief: Deputy Chief of Staff for
Personnel
Career program: Engineers and Scientists
(Resources and Construction).
Functional chief: Chief of Engineers
Career Program: Engineers and Scientists
(nonconstruction)
Functional Chief:' Commanding General, US
Army Materiel Command
Career program: Equal Employment
Opportunity
Functional chief: Assistant Secretary of the
Army (Manpower and Reserve Affairs),
Career program: General Intelligence (DOD
career program)
Career program: Quality Assurance
Specialist (Ammunition Surveillance)
Functional chief: Commanding General, US
Army Materiel Command
Career program: Quality and Reliability
Assurance (DOD career program)
Functional chief: Assistant Secretary of the
Army (Research, Development, and
Acquisition)
Career program: Records Management
Functional chief: Director of Information
Systems for Command, Control,
Communications, and Computers
Career program: Safety Management
Functional chief: Deputy Chief of Staff for
Personnel
Career program: Supply Management
Functional chief: Deputy Chief of Staff for
Logistics
Career program: Training .
Functional chief: Deputy Chief of Staff for
Operations and Plans
Career program: Transportation
Management
Functional chief: Deputy Chief of Staff for
Logistics
1-2. References
Required and related publications and pre-
scribed and referenced forms are listed in
appendix A.
1-3. Explanation of abbreviations and
terms
Abbreviations and special terms used in this
regulation are explained in the glossary.
1-4. Scope
a. This regulation -covers-
(1) DA employees in or applying for po-
sitions in Army-wide or DOD-wide career
programs. The employees must be-
(a) On permanent appointments.
(b) In the competitive service or on ex-
cepted service appointments approved for
career program coverage (e.g., appointed
under the Veterans Readjustment Act, the
AR 690-950 ? UPDATE
al and Administrative Career (PAC)
Appointing Authority, the Overseas Limit-
ed Appointing Authority, the Family Mem-
ber Appointing Authority, the Presidential
Management Intern Program, or the Intelli-
gence career program).
(2) Non-DA applicants for positions at
grade levels listed'in table 1-2 (e.g., appli-
cants with reinstatement eligibility, OPM
certificate eligibles, or employees of other
Federal agencies).
b. This regulation does not cover-
(1) Positions in the Senior Executive Ser-
vice. (See AR 690-900, chap 920.)
(2) Positions that do not meet the stan-
dards for coverage even though classified in
a career program series (e.g., positions that
do not provide for promotion to the special-
ist level). A decision to exclude positions
from coverage will be-
(a) Made by a civilian personnel office
(CPO) representative after consultation with
the activity career program manager
(CPM).
(b) Made when positions are established.
(c) Reviewed during position classifica-
tion surveys.
(d) Documented on the position descrip-
tion as follows: "This position is excluded
from the career program by decision of the
civilian personnel officer or CPO representa-
tive on , per AR 690-950 for the follow-
ing reasons: ."
'c. Central referral levels and areas of
consideration are listed in table 1-2. This
table shows the areas of consideration for
each career program. Unless filled as an
authorized exception to career referral, posi-
tions at DA and major Army command
(MACOM) referral levels are filled through
the appropriate DA or MACOM central re-
ferral office (CRO). CRO mailing addresses
are in appendix B. To fill positions within a
DOD area of consideration, see the foot-
notes in table 1-2.
d. Positions in the Engineers and Scien-
tists (non-Construction) career program are
excepted from central referral. These posi-
tions are filled under either MACOM or lo-
cal merit promotion plans with areas of
consideration determined by the MACOM
or local activity. The U.S. Army Materiel
Command Announcement Distribution Sys-
tem is a voluntary means of distributing va-
cancy announcements to interested DA and
outside DA applicants. (See footnote in ta-
ble 1-2.)
e. Positions below the grade levels in ta-
ble 1-2 maybe filled under local merit
placement plans or MACOM-wide invento-
ries (para 2-2b).
Table 1-2
DA and MACOM referral levels and areas
of consideration
Career Program: Ammunition Specialist 1
DA-wide: GS-1 1 and above
MACOM-wide: NA
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(4) '[raining needs and career
Career Program: Automatic Data Processing Career Program: Quality and Reliability opportunities.
DA-wide: GS/GM-13-and above Assurance 2 (5) Common job and qualification
MACOM-wide: GS-12 DA-wide: GS-1 2 and above characteristics.
MACOM-wide: NA 6 Relationship and effect upon, Program: Civilian Personnel O to, pon, ex-
Administration Career Program: Records Management isting career programs.
DA-wide: GS/GM-13 and above DA-wide: GS-1 1 and above
MACOM-wide: GS-12 MACOM-wide: NA
Career Program: Commissary Management
DA-wide: GS-9 and above
MACOM-wide: NA
Career Program: Safety Management
DA-wide: GS-1 2 and above
MACOM-wide: GS-1 1
Career Program: Communications
DA-wide: GS-1 2 and above
MACOM-wide: NA
Career Program: Comptroller
DA-wide: GS/GM-13 and above
MACOM-wide: GS-12
Career Program: Supply Management
DA-wide: GS/GM-13 and above
MACOM-wide: GS-12
Career Program: Training
DA-wide: GS/GM-13 and above
MACOM-wide: GS-12
Career Program: Contracting and
Acquisition Career Program: Transportation
DA-wide: GS-12 and above 2 Management
MACOM-wide: NA DA-wide: GS/GM-13 and above
MACOM-wide: GS-12
Career Program: Education Services
DA-wide: GS-1 2 and above NA means not applicable.
MACOM-wide: GS-11 Notes:
Career Program: Engineers and Scientists
(Non-Construction)
DA-wide: NA 3
MACOM-wide: NA
Career Program: Engineers and Scientists
(Resources and Construction)
DA-wide: GS/GM-14 and above
MACOM-wide: GS/GM-13
Career Program: Equal Employment
Opportunity
DA-wide: GS-1 2 and above
MACOM-wide: NA
Career Program: General Intelligence
(Security Administration, GS-080, GS-1810)
DA-wide: GS-10 and above
MACOM-wide: NA
Career Program: General Intelligence 132
and related series
DA-wide: GS-13 and above 4
MACOM-wide: NA
Career Program: Housing Management
DA-wide: GS-11 and above
MACOM-wide: NA
Career Program: Librarian
DA-wide: GS-10 and above
MACOM-wide: NA
Career Program: Manpower and Force
Management
DA-wide: GS-1 2 and above
MACOM-wlde: NA
Career Program: Materiel Maintenance
Management
DA-wide: GS/GM-13 and above
MACOM-wide: GS-12
Career Program: Public Affairs and
Communications Media
DA-wide: GS-12 and above
MACOM-wide: GS-11
Career Program: Quality Assurance
Specialist (Ammunition Surveillance)
DA-wide: All grades 5
MACOM-wide: NA
All positions covered by the Ammunition Specialist
Career Program are filled from the central inventory
maintained by the U.S. Army Defense Ammunition
Center and School (See table B-1).
2 Requisitioning activities will obtain a list of Army
candidates from the DOD Centralized Referral
Activity (CRA) per DOD 1430.10-M. By special
agreement with DOD, Army GS-1 2 positions are
filled by the DOD CRA with consideration given only
to Army registrants. For GS/GM-13 positions, all
eligible and available employees whose duty stations
are located within the DOD region or overseas
theatre where the vacancy exists are in the area of
consideration. For GS/GM-14 positions, the area of
consideration is DOD-wide.
3 For general information about the Engineers and
Scientists (Non-Construction) Career Program,
contact Commander, U.S. Army Materiel Command,
ATTN: AMCPE-CC-C 5001 Eisenhower Avenue,
Alexandria, VA 22333-0001.
4.All General Intelligence Specialists, GS-0132, and
other DOD career program positions GS-13 and
above, are filled from the DOD inventory (Defense
Intelligence Special Career Automated System
(DISCAS)). All such positions GS-12 and below will
be filled in accordance with local merit placement
and promotion plan requirements (although courtesy
referrals may be requested from DISCAS). .
5 All positions covered by the Quality Assurance
Specialist (Ammunition Surveillance) Career Program
are filled from the central inventory maintained by
the US Army Defense Ammunition Center and
School (see table B-1).
1-5. Establishing career programs
a. Functional officials interested in estab-
lishing a new career program should first
coordinate with and submit study proposals
to the U.S. Army Civilian Personnel Center,
ATTN: PECC-CM, ALEX VA
22332-0300. When studies show a career
program is feasible and will substantially
benefit DA, the Deputy Chief of Staff for
Personnel (DCSPER)' may direct develop-
ment of the program.
b. Studies of proposed new career fields
must cover-
(1) Field population and occupational
structure.
(2) Grade range and possible referral
levels.
(3) Dispersion of positions.
AR 690-950 ? UPDATE
1-6. Career program structure
DA career programs include the following
four progression levels-
a. Intern level. This level usually has
GS-4 through GS-7 positions. It is the pri-
mary level for entry into career programs.
b. Specialist level. This level has middle-
level journeyman positions. These positions
are usually at grades GS-9 through GS-12.
c. Intermediate level. This level includes
firstline supervisory and staff headquarters
specialist positions. The positions are usual-
ly grades GS-12, GS-13 or GM-13.
d. Management level. This level includes
positions, usually GS- or GM-13 through
GS- or GM-15, that have substantial tech-
nical operating and management
responsibilities.
1-7. Career management objectives
The career management system. meets DA
staffing needs in professional, technical, and
administrative jobs common to most activi-'
ties. The system does this through the
following: .
a. Planned intake. Staff losses are pro-
jected. and replacement needs determined
for each career program through forecasting
techniques. Many of these needs are met
through intake of experienced personnel in
GS- 9 and above positions. The remaining
DA-wide career program staffing needs are
met by the intern program through planned
intake of entry-level personnel with high-po-
tential. (See chap 3.)
b. Central referral. Central referral pro-
vides candidates for jobs at specific grade
levels to-
(1) Ensure an adequate number of high-
quality candidates.
(2) Give employees adequate opportuni-
ties to advance.
(3) Encourage mobility and provide em-
ployees a variety of assignments that result
in the broad background necessary for man-
agerial and executive positions.
(4) Meet Affirmative Action Plan (AAP)
requirements.
(5) Ensure equitable and consistent con-
sideration of employees for similar positions
throughout DA.
(6) Achieve efficiency through the follow-
ing actions:
(a) Central development and validation
of standard candidate evaluation
procedures.
(b) Avoid repeated evaluation of candi-
dates for similar jobs.
c. Career development. Training and de-
velopment are vital parts of career manage-
ment. At each stage in a civilian career,
training and development assignments im-
prove job performance and build qualifica-
tions for career advancement. Training and
developmental assignments in the intern
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Yav8=aw cu'uac vxupiuyccs gaol Luc KIlowl- 1-i i. ulrecior or tavman?rersonnei p. Maintain records related to career pro-
edge, skills, and abilities required to ad- The Director of Civilian Pct3'bo nel (DCP), gram personnel and furnish information to
vance and to perform successfully at the ODCSPER, will carry out the following career program FCs.
target grade level in a specific career DCSPER duties-
program. a. Designate a career program FC for 1-12. Functional chiefs and functional
(1) Developmental assignments. Reassign- each program. (See table 1-1 for a list of chief representatives
ment within career programs for develop- DA FCs.) The FC for each civilian career program
ment is a major feature.of DA career b. Develop Army-wide policies, proce- (see table 1-1) may select a senior official
management. A reassignment broadens an dures, and program requirements with FC (normally a civilian) holding a top-level po-
employee's background by providing work assistance, coordination, and concurrence. sition in the occupational field to be the
experience in more than one specialty area This includes issuing master intern training functional chief representative (FCR). The
or at different organizational levels. plans (MITP) for each career program for FCR will have staff resources to do the
(2) Guidance on training and develop- publication in individual career program following:
ment. This guidance is available as follows: instructions. a. Assist the DCP in the preparation of
(a) c. Supervise civilian career management career program regulations by-
gram Chapter 3 instructions and individual career pro- matters and prepare or revise career pro- (1) Providing advice.on career manage-
gram for training of interns. regulations, including decisions on oc- ment, such as career patterns.
(b) AR 690-400, chapter 410, gives in- cupational fields to be covered by each (2) Identifying knowledge, skills, and
structions on determining training needs. career program. abilities required for specific job categories
(c) AR 690-400, chapter 413, and indi- d. Be the Army principal point of con- in the career field.
vidual career program instructions give tact with OPM and the Assistant Secretary (3) Identifying training and development
guidance on training and development of of Defense (Force Management and Person- needs.
employees with potential to move into man- nel) on policy related to civilian career (4) Determining recommended function-
agerial jobs. programs. al courses for the enhancement of career
(d) Individual career program instruc- e. Evaluate the effectiveness of career program employees.
tions include career profiles and training program leadership and administration pro- (5) Furnish functional information to the
guides that apply to the specific career vided by functional and personnel officials U.S. Army Civilian Personnel Center
fields. at all levels. The DCP will convene periodic (CIVPERCEN) for use in preparing intern
(e) Letters and other media are used to meetings with FCs or their representatives policy and procedures.
announce long-term training (LTT) oppor- to discuss career management issues, review b. Chair career program planning boards
tunities and special academic programs. proposals for program changes, and review and select participants for planning boards.
(0 The training and development branch program effectiveness. c. Select subject matter experts to-
of the servicing CPO maintains announce- f Monitor and direct budgeting and fund (1) Participate in job analysis and devel-
ments of current training course offerings control for civilian education (LTT) and ex- opment of measurement tools.
and information on available academic ecutive, management, and intern develop- (2) Rate applicants for referral.
programs. mental activities. The DCP will estimate d. Monitor AAP goals related to the spe-
(3) Federal. Personnel Manual (FPM) annual funding needs for these program ele- cific career programs.
chapters 306, 335, 720, and 771 and ments and develop budget data. e. Determine causes and take or support
EEO-MDs 707, 707a, 711, and 712 give g. Project annual intern requirements corrective action when EEO progress ap-
further guidance relating to this regulation. based on input from,FCs, MACOMs, pears to be inadequate.
HQDA, and independent reporting activi- f Assist in estimating annual DA-wide
ties (IRA) using a mathematical forecasting career program intern needs and budgets on
1-8. Affirmative action model technique. the basis of overall forecasts of staffing re-
a. Actions are taken under this regula- h. Allocate central intern spaces by ca- quirements and MACOM projections.
tion to identify, qualify, evaluate, and select reer program to HQDA, MACOMs, and g. Set criteria for selection of intern train-
candidates, and to train and develop career IRAs annually. ing sites.
program registrants. These actions are done i. Issue dollar and manpower guidance to h. Develop MITPs and ensure that the
without regard to race, color, sex, marital those MACOMs and IRAs allocated central subject matter content is current and appli-
status, political affiliation, religion, national intern spaces. cable for Army-wide implementation.
origin, nondisqualifying handicapping con- j. Monitor use of spaces and funds autho- i. Review and evaluate annual requests
dition, or age. rized for the Civilian Training, Education, for intern spaces submitted by MACOMs,
b. Equal employment opportunity (EEO) and D e v e l' o p?m e n t (Student HQDA, and IRAs.
goals related to career programs will be pur- Detachment)(CTED). j. Serve as a member of the Career Pro-
sued within the merit requirements of this k. Direct the placement of surplus in- gram Policy Committee (CPPC). (See paras
regulation. terns in appropriate vacancies Army-wide; 1-30 and 3-10c.)
coordinate placement actions with the FCs. k. Furnish support for budget and man-
Section II 1. Prepare a semiannual analysis of the power requests for use in the intern
Responsibilities intern program for MACOM CPMs and program.
FCs. This analysis will cover intern-intake, 1. Coordinate directed placement of sur-
1-9. Secretary of the Army on-board strength, losses, and EEO infor- plus central interns with CIVPERCEN
mation by career program and MACOM. (PECC-TDP).
The Secretary of the Army is responsible for m. Monitor compliance with HQDA in- m. Monitor the effectiveness of the man-
civilian personnel management, including tern policy, procedures, and regulations. agement and administration of the career
career management, within DA. The Assis- n. Provide effective staff direction. over intern program at HQDA, MACOMs, and
tant Secretary of the Army (Manpower and affirmative action related to civilian career field installations.
Reserve Affairs) is responsible for overall management. n. Monitor the effectiveness of al
m
policy, direction. PP Y~ g
o. Monitor progress of career-manage- EEO program goals to the career intern
ment-related EEO goals in the AAP or as program.
1-10. Deputy Chief of Staff for otherwise established. The DCP will deter- o. Monitor effectiveness of career man-
Personnel mine causes of inadequate progress, start agement at HQDA, MACOM, and installa-
The DCSPER will establish, manage, and corrective action, and coordinate with func- tion levels through-
evaluate civilian career programs. tional officials. (1) Onsite visits.
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(2) MACOM and HQDA evaluation
reports.
(3) HQDA survey reports. The FCR will
evaluate timeliness and effectiveness of ca-
reer ? program staffing and training actions
with the help of CROs.
p. Help the CRO respond to inquiries re-
ceived regarding career program policies,
procedures, and actions.
q. Ensure that personal career planning
and developmental assistance is available to
career program employees.
r. Review recommendations on nomina-
tions for long-term or major short-term
manager or executive training assignments.
s. Decide formal grievances involving
rating, ranking, and referral unless decision
authority has been delegated to the CRO.
1-13. Career program planning
boards
a. These boards help FCs meet their re-
sponsibilities, and they help staff officials
and MACOM commanders in the manage-
ment of civilian personnel.
b. The membership of these boards will
be as follows:
(1) The FC, FCR, or other designated
representative as chairperson.
(2) A CRO personnel representative. .
(3) Key personnel from HQDA,
MACOMs, and installations.
c. These boards will advise and assist
FCs in-
(1) Staff forecasting and planning.
(2) Reviewing proposals to change a ca-
reer program or individual career program
instructions.
(3) Ensuring relevancy of job-related
evaluation standards for the career
program. .
(4) Ensuring that training requirements
and courses are job related and that these
courses and training facilities are used
economically.
(5) Developing or modifying career pat-
terns (profiles) and special developmental
activities such as reassignment, LTT, fel-
lowship, and semester academic programs.
(6) Ensuring full utilization of intern
resources.
(7) Gathering information to furnish to
the DCSPER to support intern budget.
(8) Reviewing affirmative action progress
and developing ways and means for
improvement.
1-14. Central referral offices
CROs operate under the technical direction
of the DCP. They administer specific DA
career programs with FCs. CROs are listed
in appendix B. CROs will-
a. Process referral requests, ensure prop-
er consideration of candidates; and issue re-
ferral lists. They will maintain career
program registration and referral files and
other related data.
b. Help FCs conduct career program
planning boards and record and publish
program decisions.
c. Use appropriate recruitment sources to
staff hard-to-fill jobs and meet AAP
requirements. .
d. Be the primary source of communica-
tion on administrative and operational as-
pects of career programs.
e. Advise FCs and CPMs on the develop-
ment of career patterns and profiles.
f Develop individual career program in-
structions and training guides with func-
tional officials.
g. Develop and validate candidate evalu-
ation procedures according to FPM Supple-
ment 335-1.
1-15. Equal employment opportunity
action officers in?central referral
offices
CROs will select a civilian personnel spe-
cialist within the immediate organization to
serve as EEO action officer. This person will
have direct access to the organization chief
and will do the following:
a. Monitor and coordinate-
(1) Actions required by the AAP.
(2) Special goals and requirements estab-
lished by career program FCs.
(3) MACOM goals established by the
commander or CPM.
b. Coordinate with EEO officials.
c. Review statistics to evaluate program
operations.
d. Coordinate audits of recruiting, candi-
date evaluation, and referral actions in
terms of EEO goals.
e. Advise on proposed membership of an-
nual planning boards and screening panels.
1-16. DA staff career program
managers
CPMs at this level will serve the same func-
tions as MACOM CPMs for career pro-
gram employees at the Army Staff level and
in field operating agencies (FOA). (See para
1-19.) .
ment is evaluated and followup actions. are
taken to support quality staffing, employee
communications, EEO objectives, and effec-
tive management assignments and
development.
g. Provide 'leadership and direction in
EEO aspects of career management within
career programs and commands.
h. Monitor achievement of career-man-
agement-related EEO goals in the AAP or
as otherwise established.
i. Identify situations in the MACOM
where EEO progress is inadequate and be-
gin corrective action. They will ensure ac-
tivity CPM involvement and CPO help in
completing post-selection audits.
1-18. MACOM
directors
As principal advisers to the commander or
career management, MACOM staff civilian
personnel directors.(CPDs) will-
a. Monitor, for the commander,
MACOM-wide career program administra-
tion. These responsibilities involve staff
functions of-
(1) Recruitment and placement.
(2) Career referral.
(3) Training and development.
(4) Executive and manager development
and assignment.
b. Interpret and ensure implementation
of all career program instructions.
c. Advise and support commanders,
CPMs, civilian personnel officers, and other
responsible officials in the career manage-
ment, intern program, and executive devel-
opment areas.
d. Administer the program and budget
elements of manager, LTT, and intern
training.
e. Set recruitment policy for interns. This
includes deciding if recruitment authority
will be delegated to the activity level or will
be kept at MACOM headquarters level.
f. Ensure intern placement upon
graduation.
g. Ensure that necessary resources are
available to administer and support the ca-
reer intern program throughout the
MACOM and that intern program policies
and requirements are met.
h. Prepare forecasts and submit intern
space and fund requirements with support-
ing justification.
i. Allocate central intern spaces and
funds throughout the MACOM.
j. Ensure full use of intern spaces and
funds within allocated resources. , .
k. Identify suitable intern training sites in
coordination with MACOM CPMs.
1. Ensure necessary resources are provid-
ed to administer and support local interns,
where appropriate, throughout the
MACOM. Ensure that intern program poli-
cies and requirements are met.
m. Ensure evaluation of intern program
management and take appropriate correc-
tive action to support quality staffing, intern
communications, EEO objectives, and effec-
tive management.
1-17. Commanders of major Army
commands
MACOM commanders will-
a. Provide resources to administer and
support the career programs and related ex-
ecutive developmental activities throughout
the MACOM. They will ensure that career
program policies and requirements are met.
b. Ensure that evaluation and referral
processes within the MACOM are effective.
When arranged through servicing agree-
ments, the MACOM commanders will pro-
vide referral services for other MACOMs.
c. Support career program intake, includ-
ing preparing annual and long-range fore-
casts and estimating human resource and
fund requirements for intern positions.
d. 'Select a MACOM CPM for each ca-
reer program to assume responsibilities as
defined in paragraph 1-19.
e. Ensure identification of training needs,
special developmental assignments, and ap-
propriate followup action. When appropri-
ate, MACOM commanders will support
special executive and management develop-
ment or training programs.
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sent to HQDA as required.
o. Monitor career intern program admin-
istration throughout the MACOM, includ-
ing implementation of MITPs.
p. Ensure that intern program informa-
tion developed at DA or MACOM levels is
communicated to subordinate commands or
activities in a timely manner in coordination
with MACOM CPMs.
q. Provide technical support to MACOM
planning boards.
r. Supervise the maintenance of a
MACOM CRO for-career programs. ,
s. Monitor status of AAP goals with
MACOM EEO officers,
t. Serve as office of record for appraisal
and referral records and perform adminis-
trative and regulatory support functions.
u. Ensure accuracy and timeliness of reg-
istration and referral.
v. Ensure that career program informa-
tion developed at DA or MACOM level is
sent to subordinate commands and activities
through CPO channels with coordination of
MACOM CPMs.
w. Provide advice and policy guidance to
DA FCs located within the MACOM on
various aspects of career program
administration.
x. Review and comment on civilian-per-
sonnel-related guidance or instructions, in-
cluding material developed by FCs.
gram staffing requirements and-intern needs. responsibility are informed of their duties.
n. Select deputy CPMs when help is g. Distribute materials on career manage-
needed to manage heavily populated or ment received through command channels
highly diversified career programs. and coordinate this information with activ-
o. Serve, when required, as activity CPM ity CPMs.
for MACOM headquarters office. FCs lo- h. Provide program support and techni-
cated at MACOM headquarters will not be cal assistance on career management actions
the activity CPM for MACOM headquar- taken to support EEO goals. Coordinate
ters offices. these actions with EEO officials.
1-20. Activity commanders
Activity commanders will-
a. Administer DA and MACOM career
programs covering employees of the activ-
ity. This will include providing for resources
to cover administrative costs (e.g., tempo-
rary duty (TDY) expenses for participants
of planning boards and panels requiring
subject matter experts).
b. Ensure that all personnel actions, in-
cluding referrals and selections, are accom-
plished under merit principles and EEO
policies.
c. Use specific intern allocations under
DA and MACOM direction, and plan and
budget for intake and training of career in-
terns according. to program element
requirements.
d. Ensure that the activity meets the
terms and conditions of career intern
MITPs specified in individual career pro-
gram instructions.
e. Select an activity CPM for each career
1-19. MACOM career program field represented at the activity. The activity
managers CPM will be a person (civilian or military)
CPMs are the FC counterpart at MACOM in a responsible position on the activity
level. MACOM CPMs will- management staff. The activity CPM, when
a. Advise command headquarters and possible, will be the senior civilian in the ca-
field activities on career management and reer program and may be named by posi-
assignments from a functional standpoint. tion. Commanders of activities with limited
b. Support effective career planning and numbers of career program employees may
progression. arrange with collocated activities to meet
c. Evaluate and submit budget data on this requirement.
intern requirements and training, executive f. Ensure communication with employees
and management development, and LTT. concerning requirements, responsibilities,
d. Ensure that evaluations are recorded policies, and procedures of career manage-
and sent to HQDA or to the CRO as ment; meaning and characteristics of the ca-
appropriate. reer system in terms of career progression;
e. Monitor functional training activities EEO; and training opportunities.
conducted in MACOM facilities with ap-
propriate FC consultation. 1-21. Installation civilian personnel
f. Advise top-level civilian executives on officers
LTT opportunities and developmental Civilian personnel officers are responsible
assignments. for the effective administration of various
g. Recommend annual intern resource career programs. They will-
needs. a. Monitor overall career management
h. Monitor use of intern spaces and and provide support in program administra-
funds. tion for the activity commander.
i. Determine appropriate intern training b. Direct training aspects of career man-
sites in coordination with MACOM CPDs. agement, including intern training, execu-
j. Assess the quality of intern training by tive and management development, and
reviewing individual intern appraisals and LTT.
MACOM intern training centers. CPMs c. Ensure compliance with regulatory,
will also ensure that corrective action is tak- administrative, and procedural requirements
en where warranted. of each career program.
k. Monitor the selection of interns to en- d. Guide and support supervisors and ac-
sure high-potential for success on the job. tivity CPMs in carrying out career appraisal
1. Monitor EEO progress within the ca- and counseling.
reer program and perform the necessary e. Ensure that, orientation is given and
followup to ensure full support of EEO that career program data are communicated
goals. to supervisors and employees.
i. Ensure use of available recruitment
sources, including those that produce quali-
fied minorities, women, and disabled
persons.
j. Ensure use of employment programs
that obtain qualified candidates, including
minorities, women, and disabled persons,
from within the current work force.
k.. Administer referral' records.
1. Carry out intern placement followup
procedures with activity CPMs. -
m.. Train supervisors, activity CPMs, and
interns in their responsibilities for the intern
program.
n. Ensure that all intern personnel docu-
ments (including Standard Form 50-B (No-
tification of Personnel Action)) reflect the
proper career program codes, and that these
codes are accurately entered into the Special
Employment Program (SPEP) information
system as published in SPEP reporting
procedures.
o. Act as program managers for intern
resources. This includes planning for and
approving the use of central: funds, coordi-
nating with ;the comptroller in fund admin-
istration, and planning,and budgeting for
intake and training of local interns accord-
ing to program element requirements.
p. Ensure that interns are trained accord-
ing to the MITP. Monitor the quality of
training being given by intern supervisors.
Counsel supervisors who are ineffective, and
recognize supervisors who give outstanding
training.
q. Ensure communication with interns
concerning the requirements, responsibili-
ties, policies, and expectations of the intern
program.
- r. Maintain current EEO statistics on se-
lections and training and coordinate CPO
actions involving use of these data with
EEO officials.
s. Work with the activity CPM and EEO
officials in conducting post-selection audits
for compliance with affirmative action, Fed-
eral Equal Opportunity Recruitment Pro-
gram (FEORP), and SHARP requirements.
t. Keep records and follow up with su-
pervisors and employees to comply with
record submission requirements.
u. Serve as the activity clearinghouse for
,submission of local career data to the CRO.
v. Ensure that employees are aware of
procedures for submitting applications to
the CRO.
w. Advise employees, supervisors, and
the activity CPM of training and develop-
ment opportunities in, each career program
and availability of training funds and budget
procedures.
AR 690-950 ? UPDATE 9
n. Ensure intern reports are prepared and m. Help determine annh7rl"career pro- f Ensure that individuals with program
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 Declassified in
x. Train supervisors on career program
management and administration with the
assistance of the activity CPM.
y. Determine annual career program
staffing requirements with assistance from
functional officials.
z. Requisition (through normal publica-
tions supply channels) enough copies of this
regulation to give one copy to each career
program employee (including career in-
terns), their supervisors, and each activity
CPM.
1-22. Activity CPMs
Activity CPMs give technical advice and as-
sistance to the activity commander and
CPOs. They act as advisers, or designate ap-
propriate advisers, to give career guidance
and advice to interns individually or collec-
tively. They also serve as resource persons
for assisting line supervisors in furnishing
career program information to interns, or
they furnish information directly to interns.
The activity CPMs Will-
a. Help supervisors provide information
to employees on-
(1)'. Career program scope and patterns.
(2) Characteristics of career progression.
(3) Benefits of mobility and developmen-
tal assignments.
(4) Realistic career expectations on the
basis of the individual's desires, quality of
performance, and availability of jobs.
b. ' Give guidance to supervisors on train-
ing needs and training courses considered
desirable for improved employee perfor-
mance and career progression?.The activity
CPMs will coordinate this action with the
CPO.
c. Monitor and advise supervisors and
career program employees on use of the ca-
reer appraisal and planning for career pro-
gram assignments.
d. Give advice and guidance to supervi-
sors and employees on career program op-
portunities and requirements.
e. Monitor management and training of
interns.
f Ensure that intern performance re-
quirements are met in terms of qualifica-
tions and high potential to succeed in the
job.
g. Monitor selection of interns in terms
of qualifications and high potential to com-
plete successfully the training program.
h. Assist in determining annual career
program staffing requirements and intern re-
source needs.
i. Nance sponsors for interns new to the
activity. (See chap 3, sec VIII.)
j. Approve individual development plans
(IDP) for interns in their respective career
fields.
k. Approve performance standards for
interns.
1. Act as approving officials on intern
appraisals.
m. Sponsor and conduct periodic intern
meetings. At these meetings interns can
share experiences, and the status and direc-
tion of the intern program can be presented
and discussed.
n. Monitor.,imanagement of interns by
supervisors and ensure compliance with
MITPs and IDPs.
o. Monitor the intern's on-the-job train-
ing (OJT) to ensure that performance re-
quirements are met before completion of
internship and certify interns for promotion
and graduation.
p. Monitor and coordinate actions
required by the AAP or other requirements
established in career programs.
q. Help the CPO-
(1) Recruit minorities, women, and dis-
abled persons.
(2) Conduct post-selection audits.
(3) Monitor training and development
data.
r. Participate in upward mobility pro-
gram planning.
s. Assist in the informal stage of EEO
complaint processing and in effecting a reso-
lution in the early stages of the complaint
process.
1-23. Supervisors
Supervisors, with the help of the CPO and
the activity CPM, Will-
a. Be the employee's initial source of in-
formation for the following:
(1) Career programs.
(2) Career progression patterns.
(3) Career appraisal.
(4) Mobility.
(5) Assignment opportunities and intern
placement.
b. Discuss the following with
employees-
(1) Career appraisals.
(2) Training and development
opportunities.
(3) Realistic career expectations.
c. Consult with employees to review
training needs. Supervisors will make rea-
sonable efforts to ensure that employees are
available for planned training.
d. Assist employees with appraisal forms,
as appropriate.
e. Develop IDPs for interns in their ca-
reer fields. Supervisors will use the MITP as
a guide.
f. Develop intern performance standards.
g. Assign OJT training as prescribed in
the IDP. They will nominate interns for
required formal training and ensure that in-
terns attend the training. .
h. Evaluate intern performance, counsel
interns on the quality of their performance,
and record intern performance on
appraisals.
i. Consult with activity CPMs and rec-
ommend action to CPO if an intern is not
progressing satisfactorily. (See chap 3, para
3-41.)
j. Consider minorities, women, and dis-
hbled employees for selection, promotion,
developmental assignments, and training in-
cluding LTT.
1-24. Career program employees
a. Employees in positions covered by a
career program (excluding interns) should
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submit career appraisal Corms as iaennnea
in individual career program instructions.
Employees should continually improve
knowledge, skills, and abilities required in,
the career program through self-develop-
ment and training. They should help super-
visors, CPOs, and functional officials to-
(1) Assess strengths and weaknesses.
(2) Develop training plans.
(3) Complete career appraisals.
b. Career program interns at all levels
will-
(1) Participate fully in the activities and
assignments prescribed in their IDP, and
strive for a high level of work performance.
(2) Strive to improve knowledge, skills,
and abilities required in the career field
through pertinent self-development
activities.
(3) Participate in oral and written
evaluations.
(4) Comply with the terms of the intern
employment and mobility agreement (man-
datory for HQDA central interns). (See
para 3-32.)
Section III
Career Program Requirements
1-25. Personnel support .
Resources to administer career programs
will be available consistent with assigned re-
sponsibilities. Human resources needed to
operate career programs will be budgeted by
HQDA and MACOMs.
1-26. Funding for centralized Interns,
long-term training, and managerial
and executive development
Funds and spaces to support these programs
will be controlled by HQDA with the aid of
FCs. Centrally controlled funds and spaces
will be allocated annually to MACOMs and
IRAs on the basis of projected needs and
availability of funds. (See chap 3, sec III.)
1-27. Channels of communication
There are two channels for communications
in career program management and
administration.
a. Civilian personnel office. The servicing
command CPO channel is the line of com-
munication for personnel actions and regu-
latory guidance within career programs. It
is used to transmit files, records, reports,
.and other administrative information and
instructions.
b. Functional. This channel follows a line
of functional responsibility (i.e., CPMs and
FCs). The functional channel will be used
for-
(1) General communication to career
program employees on developments and
objectives in a given program.
(2) Special training and developmental
opportunities.
(3) Planning board activities.
(4) Other related information. This chan-
nel will be used to supplement the informa-
tion sent through the CPO channel.
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1-28. Program evaluation "' (2) Staff CPO elemei~d ii `MACOM (1) Develop recommendations for change,
Functional and personnel officials will assess headquarters, assisted by CPMs, will ex- in DA career program policies and
the requirements of each program and the amine career management activities and procedures.
effectiveness of its administration. Chapter take corrective action or report program (2) Recommend manpower space alloca-
3, section X, has specific intern program problems to FCs, or, as appropriate, to tions and other items relating to the alloca-
evaluation responsibilities and reporting re- HQDA. ' tion process for the DA CTED Student
quirements. The following evaluation meth- c. Functional chief reviews. Detachment.
ods and areas of responsibility apply: (1)'FCs will receive pertinent reports of (3) Make determinations on recommen-
a. EEO program requirements. ODCSPER and MACOM surveys and field dations from any subcommittees operating
(1) Minority, sex, and handicap identifi- visits. The CRO will provide special reports within the mission of the CPPC.
cation data will be used to help career pro- to FCs periodically or upon request. c. Composition. The DCP or a designated
gram officials, EEO officials, and the CPO (2) FCs will evaluate career program representative will serve as chairperson.
evaluate EEO progress. These officials will practices, including activities of CPMs. Committee members are the FCRs of DA
use data to help evaluate staffing trends and They will evaluate through regular func- or DOD-wide career programs.
to assist in planning corrective actions. tional channels, meetings of career program d. Direction and control. The CPPC will
FPM chapters 298 and 720 govern uses of planning boards, and field visits. Subjects report through the DCP to the DCSPER.
these data. for possible review include- e. Staff and administrative support. Ad-
(2) Career programs will be monitored to (a) Effectiveness of supervisory support ministrative support will be provided by
ensure that minority, female, and disabled and counseling. CIVPERCEN. Funds for travel and .per
employees are being referred, employed, and (b) Use of career appraisal system and diem will be provided by the parent organi-
trained according to set goals and stated results. zation of the CPPC member.
availability. Emphasis will be placed on (c) Effectiveness of training in support of f Subcommittees. The CPPC may estab-
evaluating EEO progress when specific productivity and employee development. lish such ad hoc committees, related to the
goals have been set (e.g., management-level (d) Funding and effectiveness of manage- individual career programs, as necessary to
assignments). This system of constant moni- ment development program and senior exec--
accomplish the mission of the CPPC. Sub-
toring allows early identification of any ad- utive assignments. committees will be chaired by the Chief,
verse EEO trends or potential problems. It (e) Human resources planning and intake CIVPERCEN or by an appropriate FCR,
also allows timely initiation of corrective requirements. with membership drawn exclusively from
action. (0 Representation of minorities, women, the CPPC.
(3) The CRO will conduct periodic au- and disabled persons.
dits to determine whether minorities, wom- (g) Training and productivity of interns. 1-31. Intern Requirements Executive
en, and disabled persons are equitably (3) The CRO will provide annual opera- Committee
represented in selections made through the tions reports to DA FCs.on many or all of The Intern Requirements Executive Corn
career management system. (See FPM Supp the above subjects. These reports will speoif- mittee IREC receives intern allocation
335-1.) When adverse impact is indicated, ically refer to- ( )
CPMs and civilian personnel' officials will (a) Human resource planning and intake. recommendations from the CPPC and
(b) Referral activities. makes final recommendations to the Direc-
take corrective action. tor of the Arm Staff for aapproval of the in-
(4) Measures that can effectively monitor (c) Training operations. Y PP
(d) Intern development. tern allocations. The IREC is established in
EEO progress include- chapter 3.
(a) Identifying situations where efforts to (e) Progress toward achievement of EEO
meet staffing and other goals have not been goals.
(0 Recommendations for improvement Section V
successful.
of career management and career program Career Counseling Requirements
(b) Determining whether the problem re- operations.
lates to the career program, the occupation, 1-32. Process
or the grade level of 'the position, and 1-29. Mobilization planning a. Career counseling is the way 'supervi-
whether the referral level is located at DA, Career program functional officials are re- sors, career program managers,.and person-
MACOM, or the activity. sponsible for participating in necessary nel specialists give career program
(c) Development of a specific plan of preemergency mobilization mission plan- information to employees. This helps em-
action. ning (e. g?, planning to meet mobilization
ployees identify career goals and develop
(d) Implementing corrective action. staffing and training needs within their re- plans to achieve their goals. Counseling be-
(e) CPM and CPO involvement in post- spective career fields) at FC, MACOM, and gins with a supervisors's evaluation of the
selection audits of other followup actions installation or activity levels. They will as- employee's expressed desires and the em-
required to ensure that minorities, women, sist in preparing and maintaining mobiliza- ployee's potential to move into more re-
and disabled' persons receive full considera- tion plans that can be executed quickly and sponsible or different positions.
tion for training opportunities, developmen- effectively to acquire and manage a civilian b. Successful career development depends
tal assignments, and promotions. workforce competent to perform the emer- on effective career counseling to focus on in-
(5) Civilian personnel and career pro- gency functions needed to support the mili- dividual employee career goals. Then career
gram officials will identify any unfavorable tary mission. Requirements and procedures plans can be prepared consistent with man-
trends, particularly those affecting minori- for mobilization planning are in AR power planning and the future staffing needs
ties, women, and disabled career program 690-11, chapter 2. of the Army. Employee career planning
employees. should, however, .reflect a range of career
b. ODCSPER and MACOM surveys. Section IV options to give flexibility for growth and de-
(1) ODCSPER, field offices will evaluate Career Program Committees velopment. Counseling should lead to the
career program management during their preparation of a career plan that outlines
onsite surveys. They will examine the meth- 1-30. Career Program Policy the employee's near- and long-term career
ods of reaching career management objec- Committee goals and identifies the type of training and
tives and the effectiveness of the program's a. Establishment. The CPPC is estab- development needed to prepare the employ-
staffing, career planning, training, and EEO. lished as a continuing intra-component ee to achieve those goals. Counseling should
Each survey will review the appointment (Army Departmental) committee. be directed to the objective of having the
and effectiveness of CPMs and the timeli- b. Mission. The mission of the CPPC is right people trained and developed at the
ness and efficiency of CPO support. to- right time.
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c. Although employees are primarily re-
sponsible for their own career planning,
they need the advice and assistance of man-
agement officials to help formulate their
plans in a manner consistent with functional
needs. The involvement of supervisors and
activity CPMs in career planning can ensure
that employee career development is con-
sistent with both functional and employee
interests and needs. Appropriate assistance
can only be given if each supervisor, activity
CPM, and other designated career counsel-
or fully understands all elements of the ca-
reer management system and how it
functions. Specifically, individuals responsi-
ble for giving career counseling must have a
functional knowledge of the following:
(1) Overall manpower planning and staff-
ing needs in the employee's career field.
(2) Career appraisal requirements and
procedures.
(3) Career patterns, qualification require-
ments, and other criteria governing career
program positions.
(4) Career referral requirements, and
procedures.
(5) Importance of training and of devel-
opmental activities.
(6) Essentiality of acquiring, practicing,
and using counseling skills to assist employ-
ees in career planning.
1-33. Requirements
a. All career program employees and vol-
untary registrants in career programs will
be offered career counseling by their imme-
diate supervisors at least once each year.
This will help employees develop realistic
career plans. Career counseling should be
continuous and should not be viewed as a
perfunctory annual supervisory obligation.
b. Because of the long-range effect that
counseling may have on an employee's ca-
reer, it is essential that supervisors and
CPMs develop effective counseling skills
and techniques. Therefore, all supervisors of
career program employees and CPMs
should acquire counseling skills and should
be able to use them effectively. As needed,
these functional officials should receive ap-
propriate training in counseling principles
and techniques.
1-34. Responsible personnel
The responsibilities for career counseling
are shared by immediate supervisors and ca-
reer program officials at all levels (this in-
cludes the appropriate CRO and the CPO
staff). These individuals perform a vital role
in assisting employees in developing realistic
career plans as follows:
a. Supervisors are primarily responsible
for counseling and assisting employees to
understand the purposes of the career man-
agement system and to assist employees to
develop career plans and goals. These plans
should be consistent with the supervisor's
assessment of the employee's career devel-
opment potential, the employee's desires,
and opportunities available for career devel-
opment and progression. The supervisor,
with direct participation of the activity
CPM and pete@ihel specialists, should iden-
tify appropriate formal training and devel-
opment assignments that will support
achievement of the employee's career goals.
Supervisors should furnish each employee
essential information about the career man-
agement system and ensure employees have
access to this regulation.
. b. Career program FCs and FCRs, with
the assistance of CROs, will distribute to
the MACOM CPMs and activity CPMs es-
sential information about their respective
career programs that will help employees
make informed decisions about their career
planning. Specific information to be distrib-
uted is listed below-
(1) Number of career program positions
by series and grade.
(2) Career patterns.
(3) Scope of opportunities for
advancement.
(4) Information about turnover of
positions.
(5) Number of referral lists issued during
the previous year.
(6) Opportunities for training and devel-
opment assignments.
(7) Description of the importance of
mobility.
(8) Competitive standing of MACOM
employees for referral.
(9) Other information and demographic
data useful for career planning.
c. MACOM CPMs will supplement in-
formation distributed by FCs and FCRs
with specific information on career program
matters of MACOM interest that can be
useful in career counseling. This includes in-
formation on MACOM-wide career oppor-
tunities or other matters that have a bearing
on career planning as indicated in b above.
This information should be exchanged be-
tween MACOM CPMs to assist employees
who wish to register in other MACOM re-
ferral inventories.
d. Activity CPMs will serve as the princi-
pal counselors to supervisors on functional
career program matters. Activity CPMs will
furnish information on career patterns, real-
istic goal setting, various opportunities
within the MACOM, and training or devel-
opment activities essential to achievement of
career goals. Upon request, activity CPMs
should furnish this type of information to
employees in other career programs and to
employees in other MACOMs for their ca-
reer planning.
e. Employee development specialists
(EDS) are responsible for distributing infor-
mation about training sources and assisting
supervisors in planning the scheduling of
employees for selected training assignments.
The EDS will ensure that training in coun-
seling;,techniques and principles is made
available to all supervisors and CPMs in-
cluding scheduling their attendance at the
training.
f. Career'employees are responsible for
making a self-assessment of their current ca-
reer status, skills, knowledge, abilities, mo-
bility, accomplishments, competitive
standing, and their own progress as a basis
AR 690-950 ? UPDATE
for setting their individual career goals. Em-
ployees should consult their supervisor or
the activity CPM as necessary. Employees
are primarily responsible for their own ca-
reer development planning; they should en-
gage in self-development 'activities, strive to
achieve success in their current assignments,
and be available for scheduled training and
development assignments. Career program
employees should learn the overall purpose
of the career management system and how
it functions at the MACOM level and with-
in DA.
1-35. Career planning and the IDP
a. Career counseling logically leads to de-
velopment of a career plan that includes the
employee's near- and long-term career goals
and the actions needed to achieve them.
This is a responsibility shared by the em-
ployee, supervisor, activity CPM, and the
EDS. Each individual must be fully in-
formed about career patterns, opportunities
for progression, and appropriate training
and development opportunities. It is espe-
cially important for the supervisor to be so
informed. A realistic, well-conceived career
plan should be sufficiently flexible to accom-
modate changed or unexpected opportuni-
ties for development and to recognize
multiple ways (where several exist) of arriv-
ing at the employee's goals.
b. One of the times career counseling
should normally occur is when the IDP is
being developed as part of the annual per-
formance appraisal. If, however, the em-
ployee has experienced performance.
problems during the rating period, the su-
pervisor should counsel the employee on the
need to improve current performance and
focus on remedial or catch-up actions for
improvement before giving attention to ca-
reer planning. Whenever the supervisor de-
termines that the employee's performance
has improved to an acceptable level, further
career planning should then be discussed to
assist the employee in developing a realistic
career plan.
c. While many employees can achieve
their career goals in their geographic area,
mobility is often a key factor in achieving
career goals. Frequently, a geographic move
is necessary for employees to obtain devel-
opmental experience essential to their career
goals. Supervisors should encourage em-
ployees to be mobile so they can develop
skills at a variety of organizational levels
consistent with career goals and the needs
of the Army.
d. Career counseling that assists employ-
ees to set realistic career goals should lead
to planned training and development activi-
ties related to the career goals (which can be
reasonably accomplished during the next 1
year period). Examples of planned training
and development activities include-
(1) Self-development programs to im-
prove personal skills.
(2) Planned on-the-job training.
(3) Attendance at Government or non-
Government sponsored formal training
courses.
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(4) Developmental assignments (to in- 2-3. DA area of consideration-DA same. Procedures in paragraph E-4b(2) will
clude short details or task force inventories be followed.
assignments). a. Employees will be considered for DA
(5) Participation in professional societies. positions listed in table 1-2, through DA 2-6. Referral process
(6) Other activities supporting attain- inventories, a. MACOMs may delegate to subordi-
ment of the employee's career goals. b. Addresses of DA CROs are in appen- nate activities the authority to develop
e. Supervisors will make periodic reviews dix. B. MACOM-level referral lists. When subordi-
of the employee's progress in accomplishing nate activities develop MACOM-level refer-
planned training and development, and may 2-4. Department of Defense area of ral lists, they will-
schedule additional counseling as appropri- consideration-DOD inventories (1) Follow procedures in FPM Supple-
ate. Supervisors will make every effort to DOD maintains inventories for DOD-wide ment 335-1.
help an employee fulfill IDP plans and re- career programs. The DOD inventories con- (2) Not allow the selecting official to take
quirements within the established time tain the career records of employees at des- part in developing the referral list.
frame. ignated grade levels who are covered by b. A reasonable number of best qualified
DOD-wide civilian career programs. Regis- (BQ) candidates will be referred for promo-
tration and referral procedures are in sepa- tion. BQ candidates are those who rank at
rate DOD issuances. (See table 1-2.) the top when compared with the other eligi-
Chapter 2 ' ble candidates. (See para 2-5b(2)(b).)
Merit Placement and Outside 2-5. Registration and evaluation ' c. A separate group of candidates who
Recruitment a. Registration. Career program registra- Have indicated interest in reassignment or
tion is the way employees apply for jobs in a change to lower grade may be referred.
2-1. Introduction career program. d. Selecting officials should be given
This chapter prescribes policy for- (1) Employees must register in the ap- enough data about the candidates referred
a. Promotions, reassignments, and other, propriate CRO inventory to be eligible for to be able to make a sound choice.
internal placement actions. referral. e. Stated availability will be interpreted
b. Outside recruitment and other place- (2) Registration and submission proce- literally. Persons who state interest in loca-
ment actions such as. transfers and dures are in appendixes C through F and tions on DA Form 4338-R (Civilian Career
reinstatements. may be supplemented by individual career Program Availability Statement) are ex-
program instructions. pected to be available and to accept a job
2-2. Major Army command area of (3) Eligible candidates will be considered when offered. Career program candidates
consideration-MACOM inventories for positions for which they are qualified ac- will be considered only in job categories for
cording to this regulation and individual ca- which they have requested referral. Career
a. MACOMs will keep inventories con- reer program instructions. When deciding program candidates who decline a definite
taining records of persons who qualify for to register for referral in a career program, offer may be denied further referral consid-
positions at the MACOM-wide referral level employees should consider that sound ca- eration according to individual career pro-
shown in table 1-2 and want referral to po- reer development is based on the premise gram instructions or referral procedures
sitions at the MACOM-wide referral level. that employees should stay in positions long issued by the CRO.
b. MACOMs may also establish invento- enough to-
nes of employees eligible for jobs in which f Selection interviews are optional. They
MACOMs have a special interest. (AR (a) Make major work contributions. are particularly useful when considering
the
the MAC chap have a 335, subchap 1, pars (b) Gain expertise that will improve their candidates for top-level managerial posi-
690-300, job opportunities'. tions. When authorized, candidates asked to
1-3b(5).) These inventories- b. Evaluation. Job analysis and develop- travel for interviews will be compensated
(1) Include career program occupations ment of evaluation instruments are required under the Joint Travel Regulations (JTR).
at grade levels below those listed in table to measure the knowledge, skills, and abili- g. Instructions for requesting and proc-
1-2. ties required for career program positions. essing referral lists are in appendix H.
(2) Are used as supplements for filling (1) Rating elements will be developed
positions under activity promotion plans. and used to evaluate candidates for referral. 2-7. Selection
(3) Operate under selected provisions of (2) Crediting plans will be developed by a. General provisions.
this regulation if authorized by a MACOM the CRO with help from functional officials (1) Selecting officials may choose any
merit promotion plan. and will be used to- candidate on the referral list. When selec-
c. DA referral activities may maintain (a) Identify the rating elements for spe- tions are from a group of competitive
MACOM-level referral inventories for,.ac- cific jobs in a career program. promotable candidates, selecting officials
tivities that. do not have a MACOM. (b) Explain how the rating elements will will write reasons for their selections on the
d. MACOMs may maintain inventories be combined to determine which employees. referral record according to requirements4a
and provide referral services for other will be referred. and b in AR 690-300, chapter 335, para-
MACOMs or IRAs. In such cases, employ- (3) When panels are convened to develop graph 1-4. Reasons for selection will be
ees will. register in the servicing MACOM referral rosters or to evaluate candidates for based on job requirements and will explain
inventory. specific positions in a career program, ap- why the selected candidate is expected to
(1) Employees will be considered for po- pendix G will apply. perform the job successfully.
sitions for which they are eligible and in (4) Methods used to develop and apply (2) Management is not required to select
which they are interested by submitting evaluation instruments will comply with from among the candidates on the referral
required forms listed in appendix C. FPM Supplement 335-1. list. Management may fill a position
(2) Employees in (1) above are consid- (5) Provision must be made for consider- through transfer, reassignment, reinstate-
ered to be within the minimum area of con- ing requests for timely review of career ap- ment, or selection from an OPM register or
sideration. They will be given the same praisal results when employees believe their a register established under delegated exam-
referral consideration as career program qualifications may not have been properly ining authority. (Follow procedures in paras
employees within the MACOM. evaluated. (See'app E.) 2-10 and 2-11.)
(3) MACOMs may not change referral (6) Provision may be made for continued b. Supplemental referral list. If fewer
ratings or recommendations of parent use of the same career appraisal results ("no than three promotable candidates who meet
MACOMs. change") if the supervisor and reviewer (if the job-related criteria are available to
e. Addresses of MACOM CROs are in, any) agree that the level of competency and choose from, the selecting official may re-
appendix B. the expertise of the registrant remain the quest a supplemental referral list.
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c. Notifying the selectee. (1) Reprodude:.a copy of the returned re- the number tht was recorded in the Ni re-
(1) The CPO of the gaining activity ferral list on which a selection has been ferred block.
will- made. The date of receipt of the referral list (1) Attaoh the referral list to the matching
(a) Notify the selected candidate. in CRO determines the FY quarter in which DA Form 5308-R. ' ,
(b) Negotiate a release date with the the list will be reported. Combine original (m) Follow above procedure for each re-
CPO of the losing activity. and supplemental lists so that individuals ferral list.
(c) Complete administrative procedures, will not be counted twice for the same refer- g. Preparation of FY quarterly consolidat-
such as travel orders and employment ral action. ed report. Prepare the report as follows:
processing.' (2) To annotate the list, use the codes (1). Separate DA Forms 5308-R by ca=
(d) Inform the selectee of permanent listed in (a) through (e) below. Mark beside reer program.
change of station (PCS) entitlements. the names, "F" for females and "M" for (2) Separate each career program into
(2) DA employees will be released for males. Do not annotate white males. Report two stacks: (a ),promotions and
new assignments as early as feasible. This a candidate as not identified (NI) if RNO or (b)reassignments and CLG.
will normally be within 1 month after offi- sex identification is not available. (3) Separate the promotion stack by
cial notification of selection. The losing and (a) A-American Indian/Alaskan grade level.
gaining activities may negotiate a later date, Native. (4) Separate the reassignments and C):,G
particularly when a PCS is involved. (b) B-Asian/Pacific Islander. stack by grade level.
d. Notifying candidates not selected. Can- (c) C-Black, not of Hispanic origin. (5) Complete a master DA Form 5308-R
didates who reply affirmatively to specific (d) D-Hispanic. ' for each stack by career program, type of
queries of their interest and availability will (e) E-White, not of Hispanic origin. selection, and grade level.
be notified by the CPO or selecting supervi- (3) Transfer the RNO, sex, and NI infor- (a) Fill out the top of the DA Form
sor of the gaining activity if not selected. mation from the referral list (see (2) above) 5308-R as described in J(3)(a) through (g)
They will also be given the name of the per- to DA Form 5308-R. Fill out a DA Form above. Note that J 3)(c) and (g) give specific
son selected. 5308-R for each referral list as follows: instructions for FY quarterly consolidated
e. Returning referral -records. Referral (a) Career program number. Enter the reports.
records will be annotated and returned to two-digit career program number. (b) Fill out the rest of DA Form 5308-R
the CRO in a timely manner. This will be (b) Grade/type of selection. Enter the as described in ft3)(h) through (k).
done according to instructions furnished by grade and type of selection (P-promotion, h. Submitting the report. CROs will for
the CRO. (See para H-7f.) R=reassignment, or CLG-change to lower ward individual DA Forms 5308-R with at-
grade). tached annotated referral lists and master
2-8. Intermediate and management (c) List number. Enter referral list num- DA Forms 5308- R to H Q D A
level referral and selection report ber on individual DA Form 5308-R. (Leave (PECC-CMO), ALEX VA 22332-0300, not
(RCS SAOSA-187(R 1)) this list number blank for FY quarterly con- later than 10 workdays after, the end of the
a. Uses of report. This report is issued by solidated reports.) FY reported quarter.
HQDA. It provides information to HQDA, (d) Quarter. Enter-the FY quarter in
FCRs, MACOMs, IRAs, and CRO officials which the CRO received the referral list on 2-9. Civilian career program referral
for evaluating the Army's efforts to employ which a selection was made. status report (RCS CSGPA-1424)
representative numbers of-minorities and (e) Fiscal year. Enter the fiscal year. a. Uses of report. Management officials
women. The report helps management offi- (f) Central referral office. Enter the ad- (e.g., FC, FCR, and DA CRO) use this in-
cials analyze organizational support of the dress of the CRO.. formation to evaluate referral workload and
AAP to determine areas that need (g) Number positions to be filled. For in- timeliness of referral actions. It shows the
improvement. dividual reports, this number will usually be number of referral lists issued and those on
b,. Data sources. Each DA CRO will re- 1. (For FY quarterly reports this number hand. This information is also included in
tain the original copy of completed referral will be the total of all individual selections. the annual evaluation of civilian personnel
lists. The information for the report is sub- (h) Parts. The DA Form 5308-R has management in DA.
mitted quarterly. The information is ob- four parts as follows: Part I-DA Promotion ' b. Submitting elements. The Office of the
tamed from each completed referral list Candidates, Part II-DA Reassignment Can- Chief of Engineers, U.S. Army Information
returned to the CRO during the reported didates, Part III-Non-DA Promotion Can- Systems Command, U.S. Army Civilian
fiscal year (FY). Race and national origin didates, and Part IV-Non-DA Personnel Center, U.S. Army Troop Sup-
(RNO) information is obtained from the Reassignment Candidates. port Agency, and the U.S. Army Defense
RCS SAOSA-185 report and from CRO in- (i) Entries. Under referred blocks within Ammunition Center and School will com-
ternal records for non-DA candidates. the appropriate part (see (h) above), enter pile the statistics needed for this report and
c. Negative reports. The CROs will sub- the number of males and females referred submit the information each FY quarter.
mit a negative report when no referral lists for each RNO group. Add across and enter c. Data. sources. The DA CRO maintains
on which a selection is shown were complet- totals. Then break down referred males and a referral list log to account for each refer-
ed during the reported quarter. females for each RNO group by DDO/ ral request received and released that is the
d. Form supply. A copy of DA Form RNA (declined definite offer/replied not source of the information needed.
5308-R (Referral and Selection Data Sum- available), ANS (available not selected), and d. Negative reports. A negative report will
mary) is located at the back of this regula- selected. (For candidates who cannot be be submitted when no completed referral
tion. This form will be reproduced locally identified by RNO and sex, see (k) below.) lists were received or released during the re-
on 8' - by, 11-inch paper. The DDO/RNA, ANS, and selected male ported quarter. I
e. Preparing elements. The CRO in the and female statistics must match the.total e. Submitting instructions. Each DA
Office of the Chief of Engineers, U.S. Army number.of RNO referred candidates.. If CRO will forward one copy of the DA
Information Systems Command, U.S. Army numbers do not match, re-check addition Form 5307-R (Civilian Career Program Re-
Civilian Personnel Center, U.S. Army and annotated referral list. ferral Status Summary) to HQDA
Troop Support Agency, and the U.S. Army (j) .Subtotal each vertical column. (PECC-CMO), ALEX VA 22332-0300 on
Defense Ammunition Center and School (k) Not identified. Record in the. NI re- or before the 5th workday after the reported
(Ammunition Specialist career program) ferred blocks the numbers of candidates quarter ends.
will prepare and submit. the referral report. who cannot be identified by RNO and sex. f Form supply. DA Form 5307-R is used
f. Preliminary preparation instructions. Break down the number into DDO/RNA, by the CRO to submit the information. A
CROs will collect required information as ANS, and selected. Add these three num- copy of DA Form 5307-R is located at the
follows: bers and make sure that their total matches end of this regulation. DA Form 5307-R
14 AR 690-950 ? UPDATE ' .
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will be reproduced locally on 85t-by 11- (a) Involve positions withutto known (or (3) Candidates eligible for appointment
inch paper. greater) promotion potential than the em- from. an OPM register (or register estab-
g. Preparation instructions. Each CRO ployee's.current position. lished under delegated examining authority)
consolidates statistical information on the (b) Have the concurrence of the employ- will not be ranked with career program reg-
number of referral lists issued and those on ee and the gaining activity. istrants and may be appointed without re-
hand. Completion of the DA Form 5307-R (c) Meet the conditions outlined in (2) questing a career referral list.
is self-explanatory; however, for consisten- below.
cy, the following is provided for your (2) Position changes as exceptions to re- 2-13. Exceptions" to competitive
guidance- ferral procedures to designated top-level po- procedures
(1) A referral list is reported as released sitions may require the approval of the FC a. Competitive procedures will not apply
when both DA Form 2302-2-R and a cer- or other career program official. If so, these to the following:
tificate of eligibles issued under OPM dele- positions are listed in individual career pro- (1) Promotion of an employee resulting
gated examining authority are sent to the gram instructions. from the upgrading of an occupied position
requesting CPO; e.g., U.S. Army Troop d. Reassignment and change to lower (without any major change in duties and re-
Support Agency has delegated examining grade by referral. Employees may request sponsibilities) because of-
authority for Commissary Management ca- consideration for reassignment or change to (a) Issue of a new classification standard,
reer program positions. lower grade through the referral process. or
(2) Courtesy referral lists (below the DA These candidates-
mandator referral level of the . CRO (b) An initial classification error, or
mandatory ) are /1\ AT.,,..7 ?..? t... ....?L,..i ..?1,..... .t,. ?..... /_1 ? _ _t_ ._ .
tion has known promotion potential. (See unique qualifications and ability of the em-
(3) Significant increases or decreases in para 2-13b(5).) the number of referral lists processed will be ployee. (See FPM chap 511, pars 3-7.)
explained under "Remarks" on DA Form (2) Are referred as a separate group with (2) Reassignment of an employee result-
5307-R. the list of promotable candidates. ing from the downgrading of an occupied
e. Referral of reassignment or change to position because of-
2-10. Details and temporary lower grade candidates only. These candi- (a) Issue of a new classification standard,
promotions , dates (as determined by the FCR or or
a. Details and temporary promotions. MACOM CPM) may be referred to the se- (b) An initial classification error.
may be used- lecting official for some types of assignment,, (3) A position change made under the re-
such as- duction-in-force (RIF) regulations.
(1) When, a request for a referral list is (1) To support special formal agreements ) pending. () (4) Promotion resulting from special con-
(2) Instead of requesting a referral list. on movement to and from less desirable lo- sideration for repromotion. (See para 2-14.)
b. These actions can be made noncompe- cations and assignments. (5) Promotion after failure to receive
titively if the detail or temporary promotion (2) On completion. of fellowship proper consideration (priority considera-
is for less than 120 days. assignments. tion). (See para 2-15.)
c. Competitive procedures (within local (3) For compassionate reasons. b. DA or MACOM referral procedures
areas of consideration) will be used if- (4) For placement of employees who normally will not apply to the actions listed
(1) The temporary promotion or detail to failed to complete a required probationary below. The CPO and functional officials will
a higher grade position is for more than' 120 period for supervisors or managers. make a decision to apply competitive proce-
days. 1 (5) When, after LTT, placement plans dures to these actions.
(2) The employee will have spent more cannot be met because of mission or func- (1) Details to higher grade positions for
than 120 days during the preceding year in tion changes. The activity CPM, after mak- 120 days or less.
higher grade positions or positions with ing such a determination, will notify the (2) Temporary promotions for 120 days
known promotion potential beyond the em- proper DA or MACOM CRO. Notice will or less.
ployee's current grade. be through CPO and functional channels. (3) Position changes to avoid adverse ac-
tions under RIF, transfer of function
2-11. Reassignment and change to ' 2-12. Recruitment policies. (TOF), or discontinuance of activities. As-
lower grade a. Recruitment will be based on the merit signments to positions of higher grade or to
a. Reassignment. Reassignment is a use- principle of obtaining those persons best positions with known promotion potential
ful way to meet several career program able to perform the duties of the vacant po- are not included under this provision.
objectives; Employees and officials are en- sition. Recruitment will be conducted with- (4) Promotion of an employee when his
couraged to consider reassignments that out regard to nonmerit factors. These or her position is reclassified to a higher
would- factors include political affiliation, race, col- grade because of added duties and responsi-
(1) Develop skills in career-related or, religion, sex, age, national origin, or bilities. However, in these cases, the condi-
occupations. nondisqualifying handicap. Efforts will be tions below apply-
(2) Give experience indifferent organiza- made to recruit high-quality minorities, (a) There are no other employees in the
tions or missions. women, and disabled persons, including dis- organization, supervised by the selecting of-
(3) Meet staffing requirements. abled veterans, and to support goals in the ficial, performing duties similar to the duties
(4) Make better use of existing skills. DA EEO AAP, FEORP, and SHARP. of the position to which new duties and re-
(5) Accomplish other beneficial goals, in- b. Consideration of non-Army sponsibilities are to be added.
cluding responding to the employee's per- applicants. (b) The employee continues to perform
sonal circumstances. (1) Candidates eligible and interested in the same basic function while the duties of
b. Change to lower grade. Employees may reinstatement or` transfer to positions no the former position are administratively ab-
request consideration for positions at a low- higher than last held in the competitive ser- sorbed into the new position.
er grade for reasons noted under aabove. vice may be appointed without competition. (c) The addition 'of the duties and re-
c. Reassignment or change to lower grade (2) Candidates eligible and interested in sponsibilities does not adversely affect an-
as an exception to referral procedures. reinstatement or transfer to positions higher other occupied position, such as abolishing
(1) Position changes outlined in a and b than last held in the competitive service the position or reducing its known promo-
above to positions at DA or MACOM refer- must be considered under competitive pro- tion potential.
ral levels may be made without requesting a cedures. (See app C for registration and (d) The employee is qualified for the re-
referral list. Such actions must- outside recruitment.) classified position.
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(5) Assignment from a position having (a) Been p4Qp'ed in a lower grade position the selecting official. An employee is due
known promotion potential to a position by exercising ilieeir reemployment rights, one priority consideration for each time he
having no higher potential. (b) Not been offered another position in or she failed to receive proper consideration.
c. Competitive procedures need not apply the continental United States (CONUS)
to the actions listed below. that would have retained their grade,
(1) A reassignment or a change to lower (c) Completed an overseas assignment
grade to a position with no known promo- under terms of a pre-set agreement, and Chapter 3
tion potential. (d) Not returned to CONUS early for Career Intern Program
(2) Promotion without current competi- personal reasons.
tion when an employee was selected earlier (6) Eligibility will not be granted to em- Section I
for a position classified at a lower grade for ployees demoted to correct a procedural, Intern Policies and Requirements
recruitment purposes, provided- regulatory, or program violation under
(a) The area of consideration for recruit- FPM chapter 335, paragraph A- 4b. 3-1. Introduction
ment at the lower grade was at least as (7) Employees will not be given special This chapter sets the policies and program
broad as the DA and MACOM referral lev- repromotion consideration for positions that requirements for the intake, training and de-
el for recruitment at the full performance offer promotion potential beyond the grade velopment, evaluation, and placement of
level. held at demotion. DA interns. It also covers the manpower
(b) The promotion potential was made (8) An employee who has been involun- forecasting, resource allocation systems, and
known to all potential applicants, and tarily reduced in grade and who is receiving funding procedures for centrally managed
(c) The recruitment plan was document- pay, grade, or salary retention benefits will interns. The main objectives of the DA fin-
ed to show the intended career ladder. be granted repromotion consideration for tern program are to-
either- a. Establish planned intake of personnel
2-14. Special consideration for (a) Two years from the date of the with high potential to meet DA-wide career
repromotion change to lower grade CLG ? or
. General. ( )> program staffing needs.
a
a1) Selecting officials will give special (b) Until retention benefits cease; which- b. Give these employees the knowledge,
ever period of time is longer. skills, and abilities required to advance to
consideration for repromotion to eligible (9) An employee who has been involun- and successfully perform in target-level po-
employees before choosing to fill vacancies
by competition. tarily reduced in grade on or after 15 Janu- ?sitions in a specific career program.
Employees due srepromotion ary 1981 and is not receiving pay, grade, or
(2) to the selecting salary retention benefits will be granted 3-2. Coverage
consideration on i d raation are
those referred due special pe due priority t selecting repromotion considerations for 2 years from a. The DA central civilian intern pro-
the date of the CLG. gram operates under policy and program re-
tion. (See para 2-15.) If an employee declines a valid job
(3) Placement of eligible employees at the (10) quirements set by OPM and DOD. This
employing amay take precedence offer ((11) below) repromotion considera- program is used to recruit, develop, and
emploover oying activity
1, 2, or 3 DOD Priority Place- tion will end at and below the grade level of graduate high-potential employees for place-
over
Program registrants. (See DOD the position declined. ment DA-wide. HQDA furnishes necessary
1400.20-1-M.) (11) A valid job offer is an offer of a full- manpower spaces and funds.
Eligibility. time continuing position and grade level for b. A local intern program may be used to
b.
b. Special consideration for repromotion which the employee has expressed interest supplement the central intern program to
Spe
wi(l be given to consideration
who have been and availability. Valid job offers do not in- help meet command needs. A locally ad-
will
placed in lower grade clude offers such as- ministered intern program will follow the
positions- (a) An offer that, in the opinion of the same MITP used for centrally managed in-
(s) Without persondl cause. Personal employee's servicing CPO, would create an terns. The commander at the employing lo-
cause i is employee misconduct o r unreasonable difference in working condi- cation will furnish resource support.
inefficiency. tions such as excessive travel, hazardous c. The individual career programs listed
(b) Not at their request. Acceptance of a work, or extreme physical requirements. in this regulation establish intern programs
lower grade position in place of RIF, TOF, (b) An offer of a position to which anoth-' in specified occupational series and func-
or demotion because of classification error is er person has reemployment or return tional areas. These intern programs are ad-
not demotion at the employee's request. rights. ministered according to provisions and
(2) Involuntary placement at a lower (c) An offer of a position at any activity authorities prescribed in this chapter.
grade may be caused by- that has been identified for closure, major
(a) ?RIF. RIF, or relocation. 3-3. DOD-wide intern programs
(b) Correction of a classification error. (d) An offer that requires a mobility Intern programs in occupations covered by
(c) Return from overseas. (See (5) agreement when the employee is not serving 'DOD career program instructions will be
below.) under a mobility agreement. implemented according to the DOD in-
(d) Declination of reassignment outside c. Procedures. Employees who have been structions. When DOD career programs do
the commuting area under TOF. involuntarily placed in lower grade posi- not specifically set different policy or pro-
(e) Handicapping, condition. tions must request special consideration for gram requirements, the instructions in this
(3) Candidates must be current DA em- repromotion in accordance with appendix I. regulation apply.
ployees and in the area of consideration for
the position. 2-15. Priority consideration 3-4. Program development
(4) If the employee is qualified and inter- Priority consideration will be given to an Career programs are established and imple-
ested, special consideration must be given employee if the employee was not properly mented according to instructions in chapter
for positions- considered in a previous competitive promo- 1. Each career program will have a career
(a) At or below the grade from which tion action. For example, the employee's program planning board to help FCs and
demoted. name was not referred and should have FCRs meet their:responsibilities and to help
(b) In the pay group or schedule that been or the selecting official did not receive functional officials and MACOM com-
covered the employee before placement in accurate information from the referral activ- manders in the management of their civilian
the lower grade position. ity on the candidate. These employees will personnel. The planning board will . advise
(5) Employees who have returned from . be considered for the next appropriate va- and assist the FC on career intern matters
an overseas area are eligible if they have- cancy before referring the competitive list to by-
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needed to help meet projected staffing
needs.
b. Evaluating the appropriateness of new
or revised training requirements and
courses, and determining the effectiveness
and economical use of training facilities and
courses.
c. Developing or modifying policy on ca-
reer patterns or career profiles.
d. Examining intern resource utilization.
3-5. Program administration
a. Resource support. Funds and manpow-
er spaces to manage intern programs will be
allocated by HQDA to MACOMs and
IRAs. Specific responsibilities for program
administration are outlined in this chapter.
b. Channels of communication. Com-
mand and functional channels of communi-
cation for career management apply to
intern management. Any questions or
problems directed to CIVPERCEN must be
sent through command channels. Coordina-
tion with functional officials, if needed, and
recommendations from each level should
accompany the correspondence.
3-6. Program elements
The basic program elements under which
the intern program operates are listed
below-
a. Entry levels. Any of five entry levels
may be suitable for intern programs. -
(1) Individuals may' enter regular intern-
ships at grade GS-5 or GS-7, or they may
enter Army's Mobility, Opportunity, and
Development (AMOD) internships at
grades GS-301-4, GS-301-5, GS-301-7, or
GS-525-5, GS-525-6, GS-525-7.
(2) Presidential Management Interns
(PMI) enter at. the grade GS-9 level.
b. Intake system. Central and local in-
terns are recruited at the MACOM or activ-
ity level.
c. Training and progression. The intern
program is built around an official training
plan. The plan allows for noncompetitive
promotion to the target grade based on fully
successful performance and completion of
prescribed training. MITPs published in in-
dividual career program instructions are the
guidelines for intern training requirements.
PMIs may have their own MITP. IDPs will
be developed for each intern. The IDPs are
based on the MITP, considering the intern's
past job experience, training, and education.
(See para 3-30.)
d. Appraisal. An appraisal is used to
measure intern performance and training
progress. The intern should be recognized
for a job properly done, and counseled when '
performance needs to improve. These judg-
ments are equally important in the intern's
development. Frequent verbal evaluation
and individual counseling are vital.' Supervi-
sors must complete required appraisals. (See
sec IX.)
e. Placement of graduates. HQDA and
each MACOM or IRA are responsible for
the placement of graduating interns, both
centrally funded and local interns.
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- _., n-- ouyyvay avaaa uic F'vj- auuucu uy Luc 1v1[11.1J1v1 U1 iuca1 acLiViLy.
er FCR, is responsible for`placement of sur- Both central and local' interns are trained
plus interns' reported to CIVPERCEN. (See , under the same DA MITP. (For a definition
para 3-34.) of functional trainees who are sometimes
mistaken for locally funded interns, see the
Section II Glossary.)
Types of Interns and Resources
Section III
3-7. Types of interns Manpower Forecasting, Resource
a. Regular interns. A regular intern Allocation, and Intern Intake
meets OPM Handbook X-118 qualification
standards for entry into a career program 3-9. General
series at the GS-5 or GS-7 level (an excep- Planned intake of high-quality personnel in-
tion is the Librarian career program that al- to each career field is essential to meet DA-
lows entry at the GS-9 level). Regular wide staffing requirements. The manpower
interns take part in a training program for a planning process for determining intern re-
maximum period of up to 3 years. Interns quirements involves Army as a whole and
graduate into GS-9 or GS-11 target-level requires that personnel and functional offi-
positions depending on the career program cials at all levels participate.
and.the grade level structure of the activity
where the intern is assigned. 3-10. Manpower planning sequence
b. AMOD interns. AMOD interns are se- (RCS CSGPA 1609)
lected from personnel who possess high-po- Intern intake requirement determination,
tential but who do not meet all of the resource allocation, and intern administra-
requirements listed in OPM qualification tion are integral parts' of centralized control
standards for immediate entry into the spe- and management of resources in support of
cific career program series. AMOD interns Army's 'civilian career intern program. An
enter the intern program through the HQDA systematic forecasting system
GS-301 or GS-525 series at grade GS-4, predicts current and future total career pro-
GS-5, or GS-7 levels, respectively. The gram intern needs. The forecasting system
AMOD program is authorized by a formal ensures equitable distribution of CTED in-
DA-wide training agreement. (See sec XI.) tern resources DA-wide by career program,
The length of an AMOD internship is deter- by MACOM, HQDA, and IRAs.
mined by qualification requirements and a. Manpower forecasting model. A math-
MITP specifications. Therefore, the length ematical forecasting model is used to pre-
may exceed the maximum 3-year time peri- dict DA-wide intern needs for each career
od specified for a regular intern. program. This is the first step of the fore-
c. PMI. A PMI is an intern with an ad- casting system. The forecasting model looks
vanced degree in public administration or a at past employment patterns and expected
similar degree focus. The PMI enters at the changes in Army end strength to predict
GS-9 grade level in the excepted service. outyear intern requirements by career
After satisfactory completion of a 2-year program.
training program, PMIs are converted fo b. Command requirements-RCS
the competitive service and, may be noncom- CSGPA 1609 (Civilian Training, Education,
petitively promoted to target-grade GS-12 and Development Student Detachment Space
positions. Requirements). The next step in the fore-
casting process is consideration of intern re-
3-8. Types of resources quirements reported by MACOMs, HQDA,
a. HQDA centrally funded interns. In- and IRAs.
terns (regular, AMOD, or PMI) who are (1) All CTED intern manpower require-
centrally funded by HQDA are assigned to ments will be identified by career program
the tables of distribution and allowances on an FY. basis including AMOD, PMI,
(TDA) spaces on the CTED student detach- and regular interns projected to be on board
ment. The CTED student detachment is through the reported FY. MACOMs,
under management control of IRAs, and CPOs servicing HQDA will pre-
CIVPERCEN. Costs incurred in employing pare annual requests for central interns by
and training these interns are normally using DA Form 5056-R (CTED Career In-
funded by HQDA (these costs include sala- tern Space Requirements). A copy of DA
ry, benefits, PCS costs to the initial intern Form 5056-R is located at the back of this
duty station as authorized by JTR, Vol- regulation and will be locally reproduced on
ume 2, or first duty station costs, if entitled, 8'h- by 11-inch paper: Intern requests will
and travel and per diem). Centrally funded be based on documented needs, training ca-
regular interns may remain on HQDA pability, future staffing needs, and the abili-
spaces and use central funds for a maximum ty to place graduate interns. Requests for
of 2 years. (See fig 3-1.) For centrally fund- central interns will identify mission changes,
ed AMOD interns, the maximum is 2 years procurement of equipment, or other factors
(or up to grade GS-9), whichever is longer. that will affect intern requirements. The re-
(See fig 3-2.) quirements will be coordinated with CPMs,
b. Locally funded interns. Local interns comptrollers, and other functional officials
(regular, AMOD, or PMI) occupy spaces before submission. Requests will be sent to
that are on the TDA of their employing ac- reach HQDA (PECC-TDP) ALEX VA
tivity. All costs supporting local interns are 2233230300 not later than 15 February each
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year. C;1V!' KLb1V will tnen compare in- Y1 1. mwwnl wnumv anu aNauaa c. ym~uia~rc ~~~~?~~. ~.
tern requirements to model predictions and a. Centrainterns. CIVPERCEN man- signed to the CTED student detachment
determine career program proportionate ages all civilian resources related to the will be placed in a separate competitive area
shares of total CTED spaces. A proposed Army Management Structure Code for RIF purposes. All central interns will be
allocation will be developed by (AMSC)/Program Elements 878751.11, in the same competitive area (i.e., the
CIVPERCEN, taking into consideration 878751.12, and 878751.13. CTED student detachment). (See FPM
model predictions and information fur- b. Direct funding. Direct funding chap 351 and AR 690-300, chap 351.)
nished by MACOMs, HQDA, and IRAs. through the issuance of a funding authoriza-
(2) The proposed allocation, the model tion document (FAD) will be prepared by 3-12. Intern intake policy
predictions, and requirements requested by HQDA quarterly under AMSC/PD a. Intern positions may be announced at
the MACOMs, HQDA, and IRAs will be 870000. The REMARKS section of the any or all intern entry levels. The levels are
furnished to the FCRs for comment. FCRs FAD will include the following statement: grade GS-5 or GS-7 for regular interns;
will determine appropriate training sites and $........ P87 have been provided for the cen- GS-301-4, GS-301-5, or GS-301-7 for
will help to identify and consider any tral career intern program. All obligations AMOD interns; and GS-525-5, GS-525-6,
marked changes in total career program re- and expenses in support of career interns or GS-525-7 in the Accountant AMOD
quirements caused by expected mission will be reported at the AMSC activity level program. While it is not a requirement, ad-
changes, new equipment and procedures, (such as P878751.11-regular; P878751.12- vertising to include the highest level entry
projected base realignments, or budget AMOD, and P878751.13-PMI). For those grade will ensure that applicants qualified
changes affecting career program operations interns on the HQDA staff not funded by a for the entry series can enter the intern pro-
for ensuing FYs. CIVPERCEN will make FAD, obligation authority will be furnished gram at the highest level for which they are
adjustments as warranted by FCR recom- by CIVPERCEN to the CPO servicing best qualified. The highest level entry grade
mendations before the proposed allocations HQDA. is GS-7, except in the Librarian career pro-
are sent to MACOMs, HQDA, and IRAs c. Local interns. Resources to support the gram where the highest level entry grade is
for comment. recruitment, training, and development of GS-9.
c. CPPC. The FCRs from each career interns assigned to a MACOM or activity b. Commands may use central or local
program comprise the CPPC. (See para TDA will be furnished by the local activity spaces to recruit interns for any DA intern
1-30.) As members, FCRs have a vital part or MACOM. program (regular, AMOD, or PMIP). The
in determining DA intern allocations by ad- d. Overtime policy. Except for the situa- PMIP, however, has special recruiting pro-
dressing their respective career program tions cited below, local or MACOM funds cedures. (See sec VI.)
needs, giving an assessment of command must be used to pay for any overtime work c. Voluntary acceptance of a CLG for the
and activity training capabilities,. and resolv- performed by interns. purpose of entering an intern program is not
ing any difference between proposed career (1) En route to training. considered a demotion at the request of the
program allocations and command reported
Em-
requirements. CPPC members prepare rec- (a) Interns nonexempt under the Fair La- employee for pay retention purposes. Em-
bor Standards Act (FLSA). Consistent with ployees entering the intern program at a
ommendations for the IREC for determina- OPM guidance, employees are entitled to lower grade are entitled to pay retention as
tion of, but not limited to- overtime pay for travel time away from the stated in section 536.104(a)(6) of title 5,
(1) DA-wide intern allocations b% ,areer, official duty station on nonworkdays when Code of Federal Regulations (CFR), if all
program based on data generated by the travel is performed during hours that corre- other eligibility requirements have been
manpower forecasting model and MACOM, spond with the employees' regular working met.
HQDA, and IRA input. hours.
Adjustments, as needed, to correct d. To minimize relocation costs of cen-
(2) (b) Interns exempt under FLSA. Employ- trally funded interns, selectees should be as-
deficiencies in career program intake. ees are not entitled to overtime pay for trav- signed to a nearby training site when
(3) Other items pertaining to the overall el time away from the official duty station possible. Travel and transportation costs to
allocation of CTED student detachment on nonworkdays unless the purpose or the the first duty station for interns hired from
spaces for the DA intern program. . condition for the travel meets one of the non-Government sources will be afforded
d. IREC. The Director of the Army Staff four criteria of section 5542(b)(2) title 5, only to those hired for manpower shortage
serves as, chairperson of the IREC. The United States Code. positions according to FPM chapter.571,
membership includes a representative from (2) Time spent in training. Interns, both appendix A. Interns selected from within
the Office of the Assistant Secretary of the exempt and nonexempt under FLSA, are the current Government workforce are enti-
Army (Manpower and Reserve Affairs), the entitled to overtime pay for time spent in tled to PCS benefits in accordance with the
Office of the Chief of Staff, the Deputy training outside regular working hours JTR, volume 2, chapter 4.
Chief of Staff for Operations and Plans when productive work is performed. Over-
(DCSOPS), and DCSPER (or their general time pay is authorized only for the period of 3-13. Recruitment sources
officer level representatives). The Director productive work. Overtime pay for training To ensure the highest quality candidates
of Civilian Personnel serves as technical ad- scheduled under these conditions must be possible, a balanced use of recruitment
viser. CIVPERCEN carries out decisions of approved by HQDA (PECC-TDP) or is sources, both external and internal, should
the IREC regarding CTED intern alloca- paid from local funds. Requests for approv- be used. Recruitment efforts should include
tions. Allocation of intern spaces is made by al of overtime for this purpose should be in recruiting candidates to support the local
career program to MACOMs, HQDA, and writing. The requests must have full justifi- AAP. '
IRAs. Space allocations do not specify the cation of the need for the overtime usage, a. External (outside DA) recruitment
type of intern (AMOD, regular, or PMI) to number of interns involved, proposed dates
be recruited. of usage, and projected costs. Requests must methods that should be used are-
e. Flexibility in space allocation. *To meet be sent to HQDA (PECC-TDP) ALEX VA (1) College campus visits.
mission needs while making full use of in- 22332-0300 at least 2 weeks prior to ex- (2) Paid advertising.
tern spaces, a margin of 20 percent flexibili- pected use. (3) Recruitment brochures.
ty for movement of the allocated spaces by (3) Situations deserving special considera- (4) Community contacts.
MACOM, HQDA, and IRAs between ca- tion. Installation CPOs may ask for an ex-
reer programs is authorized. A proposal to ception to the overtime policy for other (5) Use of OPM registers under delegat-
reduce any one career program by more situations deserving special consideration. ed examining authority.
than 20 percent must be approved by Requests should be in writing as stated in (6) Use of schedule B authority in 5 CFR
HQDA (PECC-TDP). (2) above. 213.3202(1).
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These methods should help ensure aii ade- appointments in PAC serie?"'rxdvered by DA referred, consideration must be given to
quate supply of available candidates, includ- intern programs for the upcoming FY. The these candidates and results reported to the
ing candidates to support the local
affirmative action goals.
b. The use of internal sources will give
opportunities for local high-potential em-
ployees to advance according to their abili-
ties. Consideration of high-potential internal
candidates gives management the opportu-
nity to make maximum use of current em-
ployees and to achieve affirmative action
goals.
3-14. Cooperative education students
Activities are authorized to convert,
noncompetitively, a cooperative education
student to a career-conditional appointment
as an intern if qualifications and the condi-
tions prescribed in FPM chapter 308 are
met. In this way, the cooperative education
program serves as a feeder to the intern
pipeline. However, cooperative education
students will not be carried against CTED
student detachment spaces during their
work-study program. (See FPM chap 308
and AR 690-400, chap 410.)
request will specify the number of positions OPM area office in accordance with DEP
to be filled, the series coverage, and the peri- and IPAP instructions.
od for which the authority is requested. (2) Other status candidates. Considera-
When authority is granted, DA activities tion of candidates for promotion, reassign-
will be notified immediately. MACOMs and ment, reinstatement, or transfer will depend
activities will be expected to maintain a bal- upon several factors. These factors are the
anced recruitment program between sched- quality of those candidates, the level of
ule B sources and well-qualified status competition usually generated through the
candidates. Priority placement candidates merit promotion program for similar posi-
must be considered in accordance with e(1) tions, the need for fresh viewpoints in the
below as soon as active recruitment begins organization, and any other relevant factors.
for any position covered by the blanket The ,area of consideration and filing period
authority. for status candidates will be as documented
(2) Case-by-case requests. If HQDA in the activity's merit promotion plan. Re-
(PECC=TDP) does not receive blanket quest for authority to recruit external candi-
schedule B authority to make appointments dates under schedule B is appropriate if the
in specified PAC occupations, activities activity can show that
must request schedule B authority for one (a) Established recruiting sources have
or more positions on a case-by-case basis; failed to yield high-quality internal candi-
activities will request authority through ap- dates, or
propriate channels to HQDA (PECC-TDP) (b) It has other good reasons for deter-
ALEX VA 22332-0300. After review and mining that use of established recruiting
HQDA approval, HQDA will submit the sources would be unproductive.
requests to OPM. Requests for schedule B (3) Requirements based on number of
authorization must specify the total number PAC positions to be filled. The activity must
Section IV of positions, their titles, series, grades, and show (in any request for schedule B authori-
Special Intern Appointments geographic locations. If the authority will ty) that appropriate consideration has been
3-15. Intern appointments under
schedule B authority
a. Legal authority. Certain interns may
be appointed under 5 CFR 213.3202(1).
OPM established this schedule B authority
on 31 August 1982.
b. Positions covered. Professional and ad-
ministrative career (PAC) positions subject
to 5 CFR 213.3202(1) are listed in FPM
chapter 213, appendix E.
c. Applicability. Schedule B authority per
5 CFR 213.3202(1) generally applies to ap-
pointments of persons who are not eligible
for competitive appointments. Persons who
have competitive status or are eligible for
noncompetitive appointment under a law,
Executive Order, or regulation who apply in
response to external recruiting notices for
these schedule B appointments must, if se-
lected, be given a competitive appointment
if they can be properly selected through ap-
propriate merit promotion procedures or
noncompetitive action. Applicants who can-
not be properly selected for competitive ap-
pointment (for example, if they are outside
the area of consideration or not among the
best qualified candidates for promotion)
must be considered under schedule B proce-
dures. Conversion of any, person having
competitive status to a schedule B appoint-
ment must be processed in accordance with
the conversion instructions in FPM chapter
302, subchapter 2.
d. Requesting schedule B appointing au-
thority. Prior authorization from OPM must
be obtained before appointments to PAC
positions under 5 CFR 213.3202(1) may be
made.
(1) DA-wide blanket authority. Approxi-
mately 60 days before the end of each FY,
HQDA (PECC-TDP) will request blanket
authority from OPM to make schedule B
cover a large number of positions to be filled given to candidates available for promotion,
in connection with a long-term recruiting reassignment, transfer, or reinstatement to
program, the request will also include esti- PAC positions in accordance with (2) above
mates of the number and types of positions regardless of the number of positions for
to be filled at each location for which cover- which schedule B authority is being request-
age is requested. The request will include ed. When schedule B authority is requested
the actual or estimated number of PAC po- for four or more positions that will be filled
sitions that will be filled from internal over an extended time period, priority
sources and will specify and support the re- placement candidates (as required by (1)
quested length of the schedule B appointing above) must be considered only for those
authority. The outcome of consideration positions for which active recruitment has
given to qualified status candidates must be begun. The results of that consideration
documented in the request for schedule B must accompany the request. Activities
authority in accordance with e below, need not have requested referral of DEP
e. Consideration of qualified status candi- and IPAP candidates or considered other
dates. Before requesting authority to fill a priority candidates for positions for which
PAC position or positions on a case-by-case active recruitment has not begun. However,
basis under 5 CFR 213.3202(1), activities if the schedule B authority is approved,
must consider priority placement candidates such referral must be requested and other
and give appropriate consideration to candi- priority candidates must be considered as
dates available for promotion, reassignment, soon as active recruitment begins for any
transfer, or reinstatement to PAC positions, position. When schedule B authority is re-
as indicated in (1) and (2) below- quested for three or fewer PAC positions at
(1) Priority placement candidates. Quali- a specific location, consideration of priority
fied candidates on the activity's repromotion placement candidates must be completed in
list and reemployment priority list, DOD accordance with (1) above before schedule
priority placement program registrants, and B authority is requested. The request must
candidates who are entitled to priority con- include-
sideration to correct previous lost promo- (a) Results of referrals from the activity's
tion opportunity must be given reemployment and repromotion priority
consideration in accordance with applicable lists.
regulations. Candidates on Displaced Em- (b) Name of the OPM office contacted,
ployee Program (DEP) and Interagency date of contact, and the number of DEP
Placement Assistance Program (IPAP) lists and IPAP candidates furnished, if any.
who possess the knowledge, skills, and abili- (c) Status (that is the number selected,
ties required by the PAC positions must be number of declinations, and the number
requested from the OPM area office; this is nonselected and reasons for nonselection).
the OPM area office that has examining ju- f Candidate evaluation. Evaluation and
risdiction over each position and location selection of external candidates for appoint-
where the activity plans to use the blanket ment to PAC intern positions under 5 CFR
authority or for which schedule B authority 213.3202(1) are decentralized to the
is to be requested on a case-by-case basis. If MACOM or activity having the vacancy.
the names of DEP or IPAP candidates are The model crediting plan in DA Pamphlet
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690-10-1 (A Candidate Evaluation System:
Model Crediting Plans), chapter 17, has
been modified to include a method of evalu-
ating external candidates through an inter-
view process. A copy of this evaluation
method may be obtained from HQDA
(PECC-TDP) ALEX VA 22332-0300. Re-
gardless of, the evaluation method used, the
CONUS MACOM or CONUS activity
elects to use, selectees will be interviewed
before a commitment is made. Overseas ac-
tivities should interview candidates if time
and expense are not prohibitive to the time-
ly fill of the position.
g. Method of recruitment and selection.
Analysis indicates that the most successful
method of recruitment and selection is
onsite. Personnel specialists, in conjunction
with management officials, should contact
the .placement offices of colleges and univer-
sities to arrange on-campus interviews. The
recruitment period during which applica-
tions are accepted and interviews conducted
will be established in advance, and prospec-
tive applicants will be advised through
placement offices or directly prior to the on-
campus visit. The parameter of the area of
consideration and the length of the applica-
tion period may be established as necessary
to meet the activity's need for high-quality
candidates. Selection and onsite commit-
ments may be made by a personnel special-
ist or a management official. Commitments
will be tentative when a security, medical or
other clearance is required as a condition of
employment or advancement within a spe-
cific PAC intern occupation.
h. Targeted recruitment. External recruit-
ment efforts must include sources that will
maximize opportunities for minorities and
women to compete for PAC intern vacan-
cies, particularly for those occupations in
which they are underrepresented in accord-
ance with local affirmative action plans.
i. Application of veterans preference. Al-
though schedule B appointments to PAC
positions are excepted from the full proce-
dural requirements for appointments in the
excepted service described in FPM chapter
302, the procedures adopted by agencies for
filling PAC positions must result in granting
preference to veterans equivalent to title 5,
United States Code, chapter 33, subchapter
1, sections 3309 and 3311 through 3318 as
required by section 3320. Accordingly, vet-
erans will be given preference in filling PAC
positions under 5 CFR 213.3202(1) as
follows:
(1) No rating and ranking. When there is
no rating process, veterans will be given
preference as follows:
(a) Persons entitled to 10-point prefer-
ence who have a compensable service-con-
nected disability rating of 10 percent or
more will be placed in alphabetical order
and given first consideration.
(b) All other persons entitled to veterans
preference will be placed in alphabetical or-
der and given the next consideration.
(c) All other eligibles would then receive
consideration for selection.
applicants are rated, but not referred for se-
lection in rank order, veterans will be af-
forded preference within the categories (for
example, highly qualified (HQ) and quali-
fied (Q)) in which they fall. All HQ candi-
dates may be referred concurrently;
however, consideration will be in order of
preference as described in (a) through (c)
below. If HQ candidates are ranked and a
separate category (best qualified (BQ)) is
identified, veterans within the BQ category
will be given preference in the same order as
that indicated for veterans in the HQ cate-
gory. Order of preference for HQ candidates
is as follows:
(a) Persons entitled to 10-point. prefer-
ence who have a compensable service-con-
nected disability rating of 10 percent or
more who are HQ will be placed in alpha-
betical order and will be given first
consideration.
(b) All other persons entitled to veterans
preference will be referred alphabetically in
a second group and will be given the next
consideration.
(c) The third group to be considered
would comprise all other HQ candidates.
(3) Rating, ranking, and referral in nu-
merical order. When applicants are rated,
numerically ranked, and referred for selec-
tion in rank order, veterans will be given
preference as follows:
(a) In ranking HQ candidates. Ten points
will be added to the earned numeric score of
persons rated HQ who are entitled to 10-
point preference. Five points will be added
to the earned numerical score of persons
rated HQ who are entitled to 5-point prefer-
ence. After the preference points have been
added, HQ candidates will be referred for
selection in the following order as persons
entitled to 10-point preference who have a
compensable service connected disability
rating of 10 percent or more, then in order
of their ratings, followed by remaining HQ
candidates in order of their ratings. The
names of preference eligibles will be entered
ahead of others having the same rating.
(b) In selection. The order of selection
will follow a rule of three, that is, selection
will be from the highest three persons who
are available for selection and who have not
been eliminated. If more than one selection
will be made, the next selection will be from
among the three highest available and non-
eliminated persons. Each succeeding selec-
tion will be made in a like manner until
there are fewer than three persons
remaining.
,(4) Approving objections to passing over
preference eligibles. Under (1) and (2)
above, appointing officers may not pass over
a preference eligible and select a nonprefer-
ence eligible unless a higher level approves
reasons for objecting to or passing over the
preference eligible. Under (3) above, a pref-
erence eligible who is placed among the
highest three persons available for selection
and who has not been eliminated may not
be passed over and a nonpreference eligible
20 AR 690-950 ? UPDATE
selectea uniess a nigner level appiuvcs ica-
sons for objecting to .or, passing over the
preference eligible. Installation appointing
officers will forward reasons for nonselec-
tion of a preference eligible at the installa-
tion level to the MACOM CPD for review
and prior approval. If nonselection of a
preference eligible is proposed at a
MACOM or at HQDA, reasons for non-
selection will be forwarded to HQDA
(PECC- TDP) ALEX VA 22332-0300 for
review and prior approval.
j. Making schedule B appointments under
5 CFR 213.3202(l).
(1) Time limits. The effective dates of a
schedule B appointing authority represent
the time during which an activity may make
written employment commitments. Sched-
ule B appointees need not actually enter on
duty before the authority expires. Entry on
duty may be. set to allow time, as needed,
for completion of required education, relo-
cation, and other reasons.
(2) Special appointing programs. Two
special appointment programs, described in
(a) and (b) below, are established for use
under the schedule B appointing authority.
Activities having approved schedule B au-
thority may make appointments under the
Outstanding Scholar and Bilingual/Bicul-
tural Programs without regard to other
eligibles who do not meet the criteria for ap-
pointment under these special appointment
programs. Individuals who meet the out-
standing scholar requirements in (a) below
may be appointed at grade GS-7. (See OPM
Handbook X-118 Superior Academic
Achievement Standard.)
(a) PAC Outstanding Scholar Program.
Agencies may appoint college graduates
who obtained a grade point average of 3.5
or higher on a 4.0 scale for all undergradu-
ate courses completed toward a baccalaure-
ate degree; they may also appoint those who
are in the upper 10 percent of a baccalaure-
ate graduating class at an accredited college
or university or a major university subdivi-
sion such as a college of arts and sciences.
(b) PAC Bilingual/Bicultural Program.
Agencies may appoint applicants who have
the required level of oral Spanish language
proficiency and/or the requisite knowledge
of Hispanic culture; these applicants must
also be qualified for PAC positions for
which interaction with the public or job per-
formance would be enhanced by having bi-
lingual and/or bicultural skills.
k. Data collection and reporting. All eligi-
ble applicants for appointment under sched-
ule B 213.3202(1) to PAC positions will be
requested to complete RNO data forms.
Procedures for collecting, maintaining, and
reporting these data are in section XII.
1. Conditions of employment under sched-
ule B 213.3202(1).
(1) Qualifications for PAC positions. Indi-
viduals may be appointed to PAC positions
under the schedule B authority at grades.
GS-5 or GS-7 provided they meet OPM
qualifications for the grade level to which
they are appointed. Those appointed at
grade GS-5 must meet time-in-grade, OPM
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nanaooox A-i 115 qualification stanaaras information are the job description and the
and conditions specified in paragraph job analysis that identifies necessary knowl-
3-34a(1) through (3) before promotion to edge, skills, and abilities to include selective
grade GS-7. Provisions for shortening the factors and quality ranking factors. A state-
training program are applicable to schedule ment specifying the target grade will also be
B PAC incumbents. (See para 3-27c.) included on the SF 39 when the target posi-
(2) Appointment and position change. Ap- tion is grade GS-11. Appointing officers
pointments and position changes made will ensure that schedule B PAC incum-
under the schedule B authority for PAC po- bents complete all required forms before
sitions will be processed in accordance with submitting name requests and will follow up
the usual procedures that apply to such ac- with OPM as necessary to ensure timely
tion in the excepted service. (See FPM sup- mid-level certification.
plement 296-33, applicable tables.) o. Spaces and funding. When a local
However, both the schedule B authority (5 space is not available, the 2-year funding
CFR 213.3202(1)) and the specific authori- limitation for interns assigned to the CTED
zation from OPM must be shown as the au- student detachment (paras 3-8 and 3-27b)
thority for the actions. There is no limit to may be extended for 6 months for PAC in-
the length of time a person may serve under cumbents who are awaiting certification
a schedule B PAC appointment since these from OPM. Schedule B PAC incumbents
appointments are considered to be nontem- who were appointed at grades GS-5 or
porary. With respect to discipline, training, GS-7 to a position with a target grade of
and opportunities to compete for promotion GS-9 and those appointed at grade GS-5 to
and other appointments, an incumbent of a a position with a target grade of GS-11 will
schedule B PAC position will be accorded be reassigned or promoted to local TDA po-
the same rights, privileges, and opportuni- sitions; these reassignments or promotions
ties that are accorded persons in the com- will be made concurrently with the incum-
petitive service who have the same grade, bent's conversion to a competitive service.
step, tenure, and veteran status. A schedule appointment, or at the end of the 6-month
B PAC incumbent may be noncompetitively period following their eligibility for promo-
promoted to grade GS-7 or reassigned at tion to grade GS-9, whichever is earlier.
grades GS-5 or GS-7 only to other sched- Schedule B PAC incumbents who were ap-
ule B PAC positions when the target level is pointed at grade GS-7 to a position with -a
the same and at least 3 months have elapsed target grade of GS-11 who are not certified
since the individual's initial schedule B ap- for a competitive service appointment with-
pointment. Schedule B PAC incumbents in 1 year following their eligibility for pro-
with personal competitive status and rein- motion to grade GS-9 will be reassigned to
statement eligibility may be considered local TDA positions.
through merit promotion procedures for p. Documentation and retention of data.
any position for which they qualify., Time- To effectively monitor compliance with
in-grade and OPM Handbook X-1 18 quali- OPM's requirements for use of 5 CFR
fication standards must be met. 213.3202(1), the CPO must establish a re-
m. Promotion to grade GS-9. Schedule B cruitment file for each position filled under
PAC incumbents must meet the require- that authority; this file must be maintained
ments of paragraph 3-34a(l) through (3). until further notice because of the decree
Additionally, those who do not have per- entered on 19 November 1981, by the Unit-
sonal competitive status and reinstatement ed States District Court for the District of
eligibility to grade GS-9 must be recom- Columbia in the civil action known as
mended for conversion to a competitive ser- Luevano v. Devine and numbered as Civil
vice. appointment by the supervisor and Action No. 79-271. The decree became ef-
activity CPM. The incumbents must also be fective on 18 January 1982. The CPO file
certified and within reach for appointment should contain-
at grade GS-9 from an appropriate OPM (1) Name of appointee.
register (normally mid-level register). (See n (2) Date of appointment.
below for conversion procedures.) Promo- (3) All applications and relevant elocu-
tion of schedule B PAC incumbents who ments needed to permit reconstruction of
have personal competitive status and rein- the personnel action.
statement eligibility to grade GS-9 must be (4) Evidence that appropriate considera-
competitive if the promotion will place the tion was given to candidates-
incumbent at a higher level than the highest (a) Available for promotion, reassign-
grade previously held in a nontemporary ment, transfer, or reinstatement to the PAC
position in the competitive Federal service. occupation.
n. Conversion. If conditions stipulated in (b) Entitled to priority consideration to
paragraph 3-34a(l) through (3) have been correct previous lost promotion
met, the appointing officer will name re- opportunity.
quest the schedule B PAC incumbent from (c) Available on the activity's repromo-
OPM or from the special examining unit tion list, reemployment priority list, DOD
under delegated examining authority 60 priority placement program list, or on an
days before the incumbent's eligibility for OPM DEP or IPAP list.
conversion and advancement to grade q. Adverse action. After completing a tri-
GS-9. The SF 39 (Request for Referral of al period of 1 year after initial appointment
Eligibles) must be accompanied by informa- in a PAC position, a schedule B PAC in-
tion required by OPM; examples of required cumbent is covered by the following:
CIA-RDP90-00530R000500910005-7
(1) The provisions of title 5, United
States Code, chapter 75, subchapter II.
(2) Implementing regulations in title 5,
Code of Federal Regulations, part 752 per-
taining to removal, suspension for more
than 14 days, reduction in grade or pay, or
furlough for 30 days or more.
r. Reduction in force. An incumbent of a
schedule B PAC position will have retention
rights in the event of a reduction in force in
accordance with the provisions of title 5,
United States Code, chapter 35, subchapter
1, and implementing regulations in title 5,
Code of Federal Regulations, Part 351.
3-16. DA intern positions in foreign
areas (except Panama)
a. MACOMs and activities in foreign ar-
eas (except Panama) are authorized to fill
U.S. citizen intern positions with candidates
described in (1) through (5) below. Candi-
dates must meet qualification and other eli-
gibility requirements-
(1) Persons having career or career-con-
ditional status or reinstatement eligibility.
(2) Employees on excepted appointments
leading to civil service status (for example,
Veterans Readjustment Act and severely
physically handicapped appointments) with-
in the constraints of the excepted appoint-
ment authority.
(3) Veterans with 30 percent disability
who are eligible for conversion from tempo-
rary appointment to career-conditional ap-
pointment under 5 CFR 315.707.
(4) Nonstatus family members who are
eligible for schedule A appointment under 5
CFR 213.3106(b)(6) or who can be ap-
pointed under an appropriate civil service
register.
(5) Other nonstatus applicants under-
(a) Schedule B (5 CFR 213.3202(1)) au-
thority for those PAC positions for which
prior OPM authorization has been obtained
and appropriate consideration given priority
placement candidates as required by para-
graph 3-15e(l).
(b) Other appropriate registers for posi-
tions not subject to the schedule B
authority.
(c) Overseas limited appointing (OLA)
authority, subject to the restrictions in FPM
chapter 301.
b. Interns appointed under one of the ex-
cepted appointing authorities or OLA are
exempt from the rotation agreement re-
quirements in AR 690-300, chapter 301,
paragraph 5-2 while serving under the ex-
cepted service appointment or OLA. ~ How-
ever, before conversion to the competitive
Federal service, the rotation agreement in
DA Form 5370-R (Rotation Agree-
ment-Employees Recruited Locally in
Foreign Areas) must be executed as a condi-
tion of such employment. (See AR 690-300,
chap 3, para 5-2.)
c. When interns are unable to complete
their internship or are unable, upon gradua-
tion, to accept placement in the target-level
position in the overseas command in which
empldyed, the losing command or activity
will attempt to assist the intern in securing
AR 690-950 ? UPDATE 21
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appropriate
location.
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employment at a new duty 3-19. AMOD training plans
Section V
AMOD Program
3-17. General
The AMOD program is designed to give
high-potential individuals (who do not meet
qualification requirements for entry level in-
to career programs) an opportunity to ob-
tain those qualifications needed to advance
to their highest potential. Activities may use
either central or local spaces to employ
AMOD interns.
3-18. AMOD training agreement
a. The AMOD program involves an ex-
ception to normal qualification require-
ments by structuring entry into the GS-301
series at grades GS-4, GS-5, or GS-7 in
AMOD-covered career programs, or into
the GS-525 series at grades GS-5, GS-6, or
GS-7 for the Accountant intern program.
In this manner, career opportunities are of-
fered to persons,whose past experience or
education has not qualified them for entry
as regular interns. The exception is autho-
rized by an Army-wide training agreement.
(See Sec XI.)
b. Determining the total length of train-
ing for each AMOD intern from. entry to
graduation from the program is the dual re-
sponsibility of a personnel staffing specialist
and an EDS. Before promotion from the
GS-301 or GS-525 series into the target se-
ries (not target grade), interns must make
up the difference in qualifications required
for the target series (as published in OPM
Handbook X-118) and what they bring
with them to the job which includes both
general and specialized experience. The
training agreement allows the intensified
structured training prescribed in the MITP
to be credited toward meeting the difference
in these qualifications at a rate of 1 month
of training for 2 months of experience. For
more detail, see paragraph 3-51 of the
agreement in section XI. In addition to the
qualification requirements, the MITPs for
the various career programs (which include
AMOD interns) outline minimum lengths
of time needed for training. Interns will
complete at least the minimum time frame
prescribed by the MITP when moving from
the -GS-301 or GS-525 series into the pro-
fessional series, though some may meet
OPM Handbook X-1 18 eligibility require-
ments earlier.
c. When filling intern positions through
the AMOD recruitment method, enter (in
Item 37, Remarks) on the SF 50 (or SF
50-B) as follows: "Army-wide Training
Agreement approved on 20 January 1987.
Employee qualified for this upward mobility
intern position only under Army approved
training agreement; not eligible for other
positions in the target series until cohiple-
tion of prescribed training."
The substitution of training for experience
permitted under the terms of the AMOD
training agreement is made possible only by
approved AMOD training plans. These
training plans help ensure that interns ac-
quire the required knowledge, skills, and
abilities at a rate that could justify substitut-
ing this training for experience under the
qualification standards. The training plans
describe the training content, how the train-
ing is given, the number of hours or the per-
centage of time devoted to each subject, and
the knowledge, skills, and abilities that will
be acquired as a result of the training.
AMOD training plans are incorporated in
the MITP (now published in appendixes to
individual career program regulations in the
AR 690-950 series) or will be published in
career program chapters in this regulation.
3-20. AMOD recruitment
AMOD interns may be selected from DA
employees, other Federal employees, or for-
mer Federal employees eligible for reinstate-
ment. When implementing the AMOD
program (especially where few opportunities
for intern positions exist), it may be desira-
ble to announce intern positions concurrent-
ly in both the regular intern series and levels
and in the AMOD series and levels. This
will ensure broad coverage,of the potential
applicant pool. Candidates for the two pro-
grams should be rated, ranked, and referred
separately. Selecting supervisors will have
an option of selecting from among either the
regular intern candidates or from AMOD
candidates.
3-21. AMOD area of consideration
The geographic or organizational area of
consideration will be established locally and
will be large enough to reach the targeted
applicant pool. In order to reach those per-
sons for whom the program was designed,
the individuals listed below are excluded
from the area of consideration-
a. Persons currently working in a posi-
tion covered by a DA career program.
b. Persons above the grade GS-9 or wage
grade equivalent level.
c. Persons who are fully qualified under
the OPM Handbook X-118 qualification
standards to enter the specific career pro-
gram series for which they are applying.
be conducted and a new crediting plan de-
veloped, if appropriate.
Section VI
Presidential'Management Intern
Program
3-23. Program administration
The DA PMIP coordinator is a designated
official within CIVPERCEN who acts as
the liaison between DA and OPM. The co-
ordinator develops and issues policy and
procedures to the field regarding the recruit-
ment, training, and placement of PMIs. All
recruitment of PMIs, either by initial ap-
pointment or by transfer, must be coordi-
nated with the DA PMIP coordinator.
3-24. Selection and appointments
a. Army activities may use local or cen-
tral spaces for PMI recruitment. Central
spaces will be from within the annual allo-
cation of central spaces issued to each
MACOM, HQDA, or IRA. PMIs may be
recruited for any career program deter-
mined appropriate by the FCR. The
MACOMs, HQDA, and IRAs must be able
to ensure the proper training as well as
placement capability for PMIs at the.grade
GS-12 level upon graduation.
b. The schedule A appointment authority
for PMIs is 5 CFR 213.3102(ii). The author-
ity code is X9M.
3-25. Conversion and promotion
a. Promotion to grade GS-11. Noncom-,
petitive promotion to an intermediate
GS-11 level position requires meeting time-
in-grade requirements, successful comple-
tion of training assignments under the IDP,
and a recommendation by the supervisor
with endorsement from the activity CPM
that the PMI has the potential to perform at
grade GS-11 as evidenced by demonstrated
performance.
b. Conversion and promotion to target
grade GS-12 position. At the end of the 2-
year internship, the PMI will be noncompe-
titively converted to a career or career-eon-
ditional appointment and promoted to the
grade GS-12 target-level position when the
following conditions are met:
(1) The PMIs. performance is fully
successful.
(2) The PMI has successfully completed
all training requirements as certified by the
activity CPM.
3-22. AMOD crediting plan (3) The supervisor, with the endorsement
The model crediting plan in DA Pamphlet from the activity CPM, recommends the.
690=10-1, chapter 17, may be used in evalu- PMI for conversion and promotion at least
ating candidates for AMOD internships. 90 days prior to the end of the internship.
The plan applies only to the target positions . The supervisor will not recommend conver-
listed in the plan. Any other target positions sion unless it is fully expected that the PMI
added by HQDA under the AMOD train- will meet all promotion requirements by the
ing agreement must first have a job analysis end of the program. The recommendation
performed by the local CPO and a new will be based on potential to perform at the
crediting plan developed, if needed. The target level as evidenced by demonstrated
crediting plan may also be used in evaluat- performance.
ing candidates for entry into the regular in- c. Provision for extending the program.
tern program in the target series listed in PMIs may require additional training at ei-
the plan. If the target series is not included ther grade GS-9 or GS-l1 to meet training
in the model plan, a local job analysis must requirements or performance standards.
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1ms may ne particularly true whentt'Mls
change career programs or transfer from an-
other agency. In these cases, extending the
overall internship for up to 1 additional
year in the excepted service is possible with
OPM's approval. The following procedures
apply:
(1) The supervisor, with endorsement
from the activity CPM, recommends pro-
gram extension and prepares an implement-
ing IDP through. command channels to the
DA PMIP coordinator for approval. The
recommendation includes- .
(a) Justification for the extension.
(b) The length of the extension.
(c) The statement that the PMI will re-
main at the appropriate grade level (GS-9
or GS-11) in the excepted service until per-
formance and training requirements for the
next higher grade have been met.
(d) A statement that the PMI has been
counseled on the items above.
(2) Based on adequate justification, the
DA PMIP coordinator will request approv-
al. for the extension from OPM. .
(3) The PMIs must be informed of the
extension of their 2-year program at least 90
calendar- days prior to their original 2-year
completion date.
(4) PMIs on central spaces and funds
may remain on central resources for a maxi-
mum of 30 months.
d. Promotion and conversion after exten-
sion. PMIs. on an extended program may be
noncompetitively converted to a career or
career-conditional appointment and pro-
moted to the target position if the condi-
tions of b above are met. Failure to meet
any of these conditions will normally result
in the PMI not being converted and being
separated. However, if the supervisor and
activity CPM do not recommend promotion
but do recommend retention, the PMI may
be converted and reassigned to a local TDA
position at the GS-11 level.
3-26. Training
IDPs for PMIs are individually tailored to
meet Army requirements for ensuring quali-
fications, to meet OPM imposed program
requirements, and to consider PMIs' career
goals. IDPs will be developed by the super-
visor and approved by the activity CPM.
The IDPs will be based on the MITP for
PMIs that were approved by the FCR.
Section VII
Intern: Training, Progression, and
Placement
3-27. Training , .
The vehicle for preparing an intern for tar-
get-level performance is a formal training
plan. Training plans outline the knowledge,
skills, and abilities that interns must acquire
to perform their target-level duties in their
career program successfully. Successful
completion of the subject-matter content
and successful performance are the bases for
noncompetitively promoting interns to their
target positions.
Approved for Release 2012/10/24 :
a. Length of training. Due to the differing
missions and functions of Army activities,
the target grades for interns in the same ca-
reer program may differ from one activity to
another. Therefore, the length of an intern's
training may vary depending on target
grade, entry grade, and qualifications. Ca-
reer program FCs will determine the intern
target grades (GS-9, GS-11, or both) for
their career program. Target positions are
documented in therespective MITPs.
b. Use of central spaces and funds during
the training period. Centrally funded regular
interns may occupy HQDA spaces and use
central funds for a maximum of 2 years, re-
gardless.of their target grade. The target
grades for AMOD interns will be the same
as those for regular interns in the same ca
reer program at the same activity. However,
the length of training for AMOD interns
may exceed that prescribed for regular in-
terns. Specific time frames are outlined in
each MITP. Central AMOD-interns may
occupy HQDA spaces and use central funds
for 2 years or up to grade GS-9, whichever
is longer. (See fig 3-2.)
c. Provisions for shortening the training
program.
(1) In some cases, interns entering the
program will have some of the qualifications
required for the next higher position. These
interns may be promoted in less than the
normal period when the following condi-
tions apply: .
(a) Time-in-grade restrictions have been
met.
(b) Minimum qualification requirements
(OPM Handbook X-118) for the next
higher position are met.
(c) The activity CPM and a civilian per-
sonnel specialist determine. that the intern's
qualifying experience or education is equiva-
lent to the training (OJT or formal)
required by the intern training plan for
advancement.
(2) The case cited in (c) above for short-
ening the promotion time applies only to
regular interns, not AMOD interns. AMOD
interns are eligible for promotions only after
they complete their prescribed training. The
length of training is determined by both
qualification requirements and MITP speci-
fications. The length of training needed for
substitution for qualification requirements
will be computed by a civilian personnel
specialist..
d. Provisions for lengthening the training
program. The training program for regular
or -AMOD interns may be lengthened up to
6 months over the total internship, and any
promotions delayed, if an intern has not
successfully completed the prescribed train-
ing due to absence on approved leave, ill-
ness, or inability to grasp the subject matter.
Other requests for exception will be consid-
ered on a case-by-case basis. The request
should include full justification and must be
sent through command channels to HQDA
(PECC-TDP) ALEX VA 22332-0300, 60
days in advance of the normal promotion or
graduation date. Central spaces and funds
AR 690-950 ? UPDATE
CIA-RDP90-0053OR000500910005-7
may be used for central interns (regular or
AMOD) during the extension.
3-28. Identification of training sites
a. Career program FCs will.set the crite-
ria for the selection of intern training sites
(employment locations). MACOM CPMs
will approve all.training sites within their
commands.,
b. Activities designated as training sites
must be able to furnish quality OJT in the
major aspects of the career field as outlined
in the MITP. They will have a quality pro-
gram in the specific career field (as evi-
denced by surveys, reports, onsite visits, and
other means of evaluation).
3-29. Master intern training plan
a. General. MITPs are published as ap-
pendixes to individual career program regu-
lations (AR 690-950 series), or will be
published in chapters in this regulation. The
MITP describes the training content, the
method of instruction, the amount of time
devoted to each subject, and the knowledge,
skills, and abilities that should result from
the training. MITPs apply to regular and
AMOD interns regardless of the source of
funding.
b. Plans. The MITPs are comprehensive.
They identify the core subject matter that
all interns in the specific career field should
know. Intern graduates should be able to
perform in target positions wherever in
Army they may be assigned, although OJT
will have been geared toward the mission of
the training command. MITPs identify both
OJT and formal classroom training. Interns
will attend only those courses deemed essen-
tial and directly related to performance in
their target positions. In some cases the
MITP lists several courses as optional. The
supervisor will use good judgment in nomi-
nating interns for optional courses.
3-30. Individual development plan
The supervisor will prepare an IDP for each
intern. In developing an IDP, the supervisor
should compare the background of the in-
tern to the requirements of the MITP. If the
intern has no job-related experience, the
MITP in its entirety is used as the IDP.. If,
however, the intern has substantial prior
work experience or formal coursework in
his or her field, the IDP would serve to
shorten certain parts of the MITP or delete
selected courses. Time saved from these
changes could then be added to another seg-
ment of the training program in which the
intern has little knowledge. In this way the
IDP becomes a personal plan geared to each
intern. In addition to the coverage in the
MITP, the IDP should have. dates, loca-
tions, and supervisors' names entered in the
columns across from the blocks of instruc-
tion. The IDP serves, as the basis for setting
performance standards. The IDP should be
prepared within 30, days of an intern's en-
trance on duty. The intern's supervisor will
complete DA Form 5469-R (Cover Sheet
for Career Intern Individual Development
Plan) and attach it to the IDP. A copy of
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DA Form 5469-R is located' at the back of
this regulation. This form will be locally re-
produced on 81h - by 11-inch paper.
3-31. Training -conducted outside the
United States
When interns (with duty stations in the
United States) are scheduled for training
outside the 5b' States, prior. approval by
HQDA (PECC-TDP) must be obtained.
(See AR 690-400, chap 410.)
3-32. Intern mobility requirements
a. Central. interns.
(1) A DA Form 5227-R (DA Employ-
ment and Mobility Agreement for DA
CTED Interns) or DA Form 5227-1-R
(DA Employment and Mobility Agreement
for DA CTED Interns-Schedule B) is
required as a condition for selection for all
central interns except those given schedule
A appointments in foreign areas under 5
CFR 213.3106(b)(6). The mobility agree-
ment must be completed before entrance on
duty. Use of mobility agreements allows
management to place graduating interns in
available target positions DA-wide. DA
Form 5227-R and DA Form 5227-1-R will
be reproduced locally on 8i- by 11-inch
paper. Copies for local reproduction are lo-
cated at the end of this regulation.
(a) When interns are appointed under
schedule B (5 CFR 213.3202(1)), use DA
Form 5227-1-R. ,
(b) When interns are serving in foreign
areas under OLA, the interns' mobility obli-
gation under provisions of the DA employ-
ment and mobility agreement is limited to
overseas areas authorized to utilize the
OLA authority.
(c) DA -Form 5228-R (Department of
the Army Presidential Management Intern
Mobility Agreement) is required for PMIs
on central spaces. DA Form 5228-R will be
reproduced locally on 81h- by .11-inch pa-
per. A copy for local reproduction is located
at the end of this regulation.-
(d) A copy of the applicable mobility
agreement form will be given to the intern,
the. activity CPM, and a copy,will be filed in,
the intern's official personnel folder.
(2) Interns who fail to meet the terms set
by the mobility agreement may be separated
from the Federal service. When separation
is warranted, .the adverse action procedures
in FPM chapter 752, or AR 690-700, chap-
ter 752, must be followed for employees
covered by these procedures. Affected in-
terns will be removed from CTED student
detachment rolls no later than 60 days after
the scheduled move or the expected or actu=
al'graduation date.
(3) Some interns may have situations de-
serving special consideration regarding the
fulfillment of their mobility agreements. In
these cases interns may request, in writing,
a waiver of the mobility agreement. The re-
quest should include full justification. This
request must be sent through command
channels to HQDA (PECC-TDP) ALEX
VA 22332-030b."~omments and recommen-
dations should~be made at each forwarding
level.
b. Local interns. MACOMs are autho-
rized to require employment and mobility
agreements for interns on local spaces and
funds.
3-33. Intern travel, per diem, and
moving entitlements
a. General. Intern travel, per diem, and
moving entitlements will be kept to a mini-
mum. They will be authorized only to meet
an identified need within the confines of the
following paragraphs. Essential TDY to for-
mal training courses and OJT prescribed in
MITPs will be supported.
b. Interns attending training of more than
30 calendar days. Intern travel will be
authorized in accordance with JTR, volume
2, paragraph C4502.
(1) If the permanent duty station and
training site are in the same- commuting
area, the interns will not be in a per diem
status. They will, however, be authorized lo-
cal travel expenses on a daily basis.
(2) Interns who attend training outside
their commuting area and return to their
old duty station upon completion of training
will be in a per diem status. The interns' will
be authorized per diem allowances in ac-
cordance with JTR, volume 2, paragraph
C4552-2. These interns may be authorized
movement of dependents and household
goods instead of per diem. A cost compari-
son in compliance with JTR, volume 2, par-
agraph C4502-2, must show that movement
would be less costly to the Government
than per diem or actual expenses otherwise
payable.
(3) Travel and transportation entitle-
ments for interns' who attend training
outside their commuting area and do not re-
turn to their old duty station upon comple-
tion of training will be processed in
accordance with JTR, volume 2, C4502-3.
c. Moving expenses.
(1) The move of a central intern may be
charged to the CTED student detachment
for the following purposes:
(a) Movement to the first duty location if
selectee is so entitled.
(b) Initial PCS costs as authorized by the
JTR.
(c) PCS costs to the OJT site following
completion of long-term formal schooling.
(2) Moves other than those above will be
charged to the gaining activity or losing ac-
tivity, as identified in the following:
(a) When central interns are placed at an
activity other than their training location,
but still within the MACOM, the gaining
employing activity pays the PCS costs.
at Government expense when the move is
primarily for the benefit of the intern or at
the request of the intern. (See ,5 USC
5724(h).)
(4) Accounting for civilian PCS expenses
will comply with AR 37- 21 (Establishing
and Recording of Commitments and Obli-
gations), paragraph 20c.
3-34. Promotion and placement
a. Promotion. Prior to noncompetitive
promotion of an intern to any intermediate
grade within the internship, or to the target-
level position, the following conditions must
be met
(1) The intern's performance must be at
least fully successful.
(2) The intern has successfully completed
all training requirements as certified by the
activity CPM.
(3) The supervisor, with endorsement by
the activity CPM, recommends promotion
based on potential to perform at the inter-
mediate or target level as - evidenced by
demonstrated performance. Failure to meet
any of these conditions will result in reas-
signment or CLG to a position for which
qualified at the training site, or separation in
accordance with appropriate regulations.
(See para 3-27d).
(4) Paragraph 3-15m has additional re-
quirements -for promotion of interns ap-
pointed under 5 CFR 213.3202(1).
b. Placement of CTED student detach
ment interns.
(1) Policy. Graduating interns are placed
by the MACOMs, HQDA, or IRAs that
trained them unless the intern is being
trained for another MACOM. If difficulty
in placing a graduating intern is anticipated,
HQDA (PECC-TDP) ALEX VA
22332-0300 will be informed no later than
90 days before the expected graduation
date. The notice should contain the name,
title, series, grade, expected date of gradua-
tion, geographic, preferences, and any op-
tional series and grade for which the intern
is qualified. A,current SF 171 and the in-
tern's most recent performance appraisal
should accompany the notice. Upon receipt
of the notice, HQDA (PECC-TDP) will ini-
tiate a DA-wide search for a position in
which to place the :intern. The MACOM,
HQDA, or IRA reporting the surplus intern
will be advised that the search will be ex-
tended DA-wide. The losing CPO will be
requested to continue efforts to locate an ap-
propriate position in which to place the in-
tern. HQDA '(PECC-TDP),has the
authority to direct placement of surplus in-
terns to any appropriate vacancy DA-wide.
When an appropriate vacancy is identified,
HQDA (PECC-TDP) will initiate action to
(b) If a central intern cannot be placed reassign the intern to the vacancy, identified..
upon graduation either at the training site Directed placements will be coordinated
or within the MACOM, the losing activity with the FCRs. Payment for placement of
(or losing MACOM) will pay PCS costs. surplus interns will be in accordance with
Likewise, the PCS costs of at central intern paragraph' 3-33. Failure to accept the di-
(surplus to HQDA or an IRA) will be paid rected reassignment may result in separa-
by the losing agency or IRA. tion. When no vacancies exist, interns will
(3) Except as allowed in b above, PCS - remain on the CTED student detachment
movement of interns will not be authorized rolls until suitable vacancies occur. These
24 AR 690-950 ? UPDATE
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grades on schedule if all requirements have
been met. Recruitment against these spaces
will not be authorized until placement of
the surplus intern is accomplished.
(2) Early placement. Activities are en-
couraged to place central interns against lo-
cal TDA spaces before the intern completes
the centrally funded training program. This
will ensure a permanent position for the in-
tern upon graduation. It will also free a cen-
tral space for recruitment of another intern.
When early placement is effected, training
sites must ensure that the intern is allowed
to complete his or her training program.
This includes both OJT and formal class-
room training. Completion of the training
program will be accomplished with local
funds.
3-35. Intern' graduation certificate
Upon graduation, interns will be presented
a completed DA Form 4839 (Civilian Ca-
reer Intern Program Certification of
Completion). The local employing activity
issues the certificate. DA Form 4839 may be
ordered through normal publications supply
channels.
Section VIII
Sponsorship Program
3-36. General
A sponsorship program should ensure that
interns facing a geographic move or a new
employment situation are given full assis-
tance for a smooth transition to the new lo-
cation. A sponsorship program is important
for external hire interns reporting for duty,
interns going to an intern training center,
and interns being reassigned to a 'new per-
manent duty location. ,
3-37: Responsible personnel
a. Activity CPM. The activity CPM is re-
sponsible for a sponsorship program at the
employing location. In the case of enroll-
ment at an intern training center, the school
director and the servicing CPO are respon-
sible: The activity CPM will name a person
within the career program to serve as a
sponsor. Current interns in the advanced
stages of internship, or graduate interns, are
often effective sponsors because they can re-
late'to the new intern's situation. Beside
naming a personal sponsor, the activity
CPM will send an official welcome letter to
the intern. The letter will include-
(1) The name, address, and telephone
number of the sponsor.
(2) A map of the employing site or area.
(3) The local dress code (if established).
"(4) Information on temporary lodging,
permanent housing, and local
transportation.
(5) A packet of materials from the local
chamber of commerce or the address to
which to write for such materials.
b. Servicing CPO. The CPO will name a
personnel specialist as the contact for pre-
employment processing and reporting infor-
mation. The CPO contact will also send a
_....... L =... L=LL.=l= JL0.LLlsLl}G..}C~,U1U11!', Uaw
and any instructions and specific require-
ments for completing and processing ad-
vance forms.
c. Personal sponsor. This sponsor will be
the intern's personal point of contact who
will give the intern information beyond that
given by the activity CPM. The personal
sponsor may transmit information by mail,
by telephone, or in person after the intern
enters on duty. The sponsor will plan to-
(1) Guide the intern on the first day
through entrance security, civilian person-
nel, and other initial employment processing
requirements.
(2) Orient the intern to the work site, the
internal policies, procedures, practices, and
locations.
(3) Introduce the intern to co-workers,
'trainers, coordinators, supervisors, manag-
ers, and the activity CPM when available.
(4) Inform the intern about motor vehi-
cle registration, operator licensing require-
ments and locations, voter registration
requirements and locations, taxes, medical
services, and educational and religious
institutions.
Section IX
Performance Appraisal
3-38. General
a. The performance appraisal gives man-
agement information upon which to make
decisions regarding interns. Such decisions
include training, rewarding, reassigning,
promoting; reduction in grade, retention, or
removal.
b. Preparing and giving critical feedback
to interns concerning strengths and weak-
nesses is equally important. This feedback
assists in shaping the intern's development.
It is, therefore, essential that all appraisals
show true ratings and that ratings are com-
pleted on time. The Performance Manage-
ment System (PMS) will be used. (See AR
690-400, chap 430.) However, some devia-
tions from AR 690-400, chapter 430, have
been approved for interns and are listed in
the following paragraphs. If changes are not
specified, requirements in AR 690-400,
chapter 430, will be used.
3-39. Types of performance appraisal
Unlike regular employees, interns are in an
official training status throughout their in-
ternship. Therefore, their performance de-
mands more frequent assessment. Interns
must successfully complete all training as-
signments, including formal classroom and
correspondence courses, and OJT. Failure
to complete any part of the training requires
retraining at the minimum. This could delay
an intern's promotion or lead to removal
from the intern program. (See para 3-41b.)
a. Semiannual appraisals.
(1) The performance of interns will be
appraised on a semiannual basis. The rating
period will be every 6 months, starting at'
the intern's entrance on duty date. The in-
tern will have two semiannual appraisals
AR 690-950 ? UPDATE
ea. ii ,year ins eau of an annual appraisal
required by AR 690-400, chapter 430. DA
Form 5398-R (Civilian Performance Rat-
ing) will be used. The rating supervisor will
enter "Semiannual Intern Appraisal" in
block 6 of DA Form 5398-R. Since. interns
already have an IDP, Part III of DA Form
5398-R normally will not be completed for
interns. However, any changes that occur to
the IDP during the rating period will be
documented in Part III; this also applies to
changes occurring during interim rating
periods.
(2) The rating supervisor will be the in-
tern's immediate supervisor. The activity
CPM is the approving official. The reviewer
may also be the activity CPM. If so, the ac-
tivity CPM will be both the reviewer and
approving official.
b. Probationary appraisals. Since interns
are appraised semiannually, the requirement
for probationary appraisals after 8 months
of employment is waived for interns. Super-
visors, however, will certify retention or
separation of interns serving a probationary
period during the ninth month of employ-
ment. Completion of Part I and Part VII of
DA Form 5398-R will meet this
requirement.
c. Special appraisals. Special appraisals
keep track of intern performance if the in-
tern rotates from one supervisor to another.
Supervisors will be given the intern's,DA
Form 5397-R (Civilian Performance Plan)
and DA Form 5398-R for documentation
of performance as tasks are performed. Up-
on change of an intern's rating supervisor, a
special appraisal will be completed on a sep-
arate DA Form 5398-R, certified by the sig-
nature of both the supervisor and the intern,
and furnished to the new supervisor. A foot-
note will be added to block 15a of DA Form
5398-R and will be typed on the bottom of
the form stating "The rating supervisor's
signature certifies, that training has been
provided in accordance with intern's IDP."
Since interns rotate through 'various areas
during training, this procedure is a method
of keeping the appraisal current and ensures
that proper training is given. At the end of
the semiannual rating period, the intern's
current supervisor will complete and certify
the final appraisal using the special apprais-
als as support.
3-40. Performance requirements
Based on the MITP and IDP, supervisors
will establish critical elements and perfor-
mance standards to document the training
to be accomplished. Interns will have no
noncritical elements. Requirements will be
developed for each semiannual rating pgri-
od. All supervisors who will be training the
intern during the rating period should par-
ticipate in developing the critical elements
and performance standards. Requirements
will be furnished to the intern at'the begin-
ning of the rating period. DA Form 5397-R
will be used. The activity CPM is the
reviewer.
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performance appraisal Program evaluation responsibilities begin at will be submitted by MACOMs and IRAs.
a. Outstanding performance. Recognizing the operating level. The local CPO, with A sample format is in figure 3-3. Section I
interns for outstanding performance is per- the activity CPM, will examine their own will identify the reporting MACOM or IRA
missible. However, not all awards available policies, procedures, and,practices regarding and give the name and telephone number of
to regular employees are suitable for in- all aspects of the intern program from re- a point of contact. Section II will show pro-
terns. Guidance on specific qualifying crite- cruitment to placement. This should occur jected monthly end strength, man-years,
ria or appropriateness of awards or long before M A C O M , F C , or cost per man-year, and obligations for the
recognition instruments is in AR 672-20 CIVPERCEN surveys or onsite visits. Sug- FY (cumulative data will be reported for
(Incentive Awards). CTED funds will not gested, evaluation topics include the man-years, cost per man-year; and obliga-
be used for monetary awards for interns. following: tions). Section III is a discussion section
(1) Monetary awards. a. Recruitment practices. Includes deter- and may be used to address dollar require-
(a) QSI and SSPA. These monetary mining how intern positions are announced ments for pay increases and other funding
awards are inappropriate when interns are and how managers are informed about re- shortfalls. MACOMs and IRAs will submit
on an annual promotion cycle. cruitment options and recruitment sources.
(b) Special Act or Service Award. Interns b. Intern requirements. Includes the pro- this VA report 22332- to 0300 HQDA
the (PECC-suspenseTDP) date an-
meeting the established criteria may be cedures for determining CTED student de-
nominated ALEX
for this award. tachment intern and local intern space nounced annually by that office. Any
(2) Honorary awards. Interns can be requirements. The fill rate of central and lo- changes to the current funding levels will
nominated for honorary awards if they meet cal spaces and reasons for shortfall, if any, require submission of an updated report;
the qualifying criteria. should also be examined. these reports will be submitted within 15
(3) Promotions. There is no provision for' c. Training. Includes IDP preparation days following any change (increase or de-
promoting interns as a means of recognizing according to the current MITP, adherence crease) in the MACOM or IRA intern
outstanding performance before the mini- to IDP including formal courses, problems funding program.
mum time between grades. with getting training spaces, and the quality (2) Part B-Monthly Recurring Report.
b. Substandard performance. of the OJT. Part B will be submitted monthly by
(1) Marginal performance ratings. Be- d. Placement. Evaluation of placement MACOMs and IRAs. A sample format is in
cause all job elements for interns are critical includes determining the percentage of in- figure 3-4. Section I will identify the report-
elements, there is no opportunity for interns terns placed at the training site in perma- ing MACOM or. IRA and give the name
to receive marginal performance ratings. nent positions upon graduation (or earlier), and telephone number of a point of contact.
(2) Unsatisfactory performance ratings. the number of geographic moves needed Section II is a comparison of the pro-
The rating for performance that fails to due to lack of vacancies, retention statistics, grammed data as shown in Part A with the
meet set standards for one or more critical and reasons for losses. actual (cumulative) monthly data. Section
elements is unsatisfactory. Supervisors and e. Management support. This support III will indicate the number of first duty
activity CPMs should consult the servicing consists of- And PCS moves included in,the actu-
(s moves . included the actu-
CPO for guidance when unsatisfactory per- (1) Involvement of activity CPMs in the moves ves angatd P
formance ratings are considered. intern cycle from recruitment to placement these moves will be reported by element of
(3) Removal from the intern program. Su- including monitorship of training.plans,
pervisors should attempt (through counsel- quality of instruction, and individual expense. Information reported in this sec-
ing, increased supervision, on- or off-the-job counseling. tion will be from the beginning of the FY
training) to improve an intern's perfor- (2) The CPO's responsibilities in evalua- through the current reporting period. Sec-
mance whenever it is less than fully satisfac- tion and administration follow: t ion IV may be used for remarks and will
t o r y . If, after a reasonable time, (a) IDP development assistance. include an explanation of any deviation be-
performance remains unacceptable, the in- (b) OJT monitoring. tween the programmed utilization and actu-
tern should be removed from the intern pro- (c) Course quota management. al utilization that exceeds 10 percent or
gram. If there are appropriate vacancies in (d) The sponsorship program (shared $50,000, whichever is less. Part B will be
the area serviced by the CPO, efforts should with the activity CPM). sent to HQDA. (PECC-TDP) ALEX-VA
be made to reassign the intern to a more (e) Intern counseling and placement. 22332-0300 on or before the 20th day of the
suitable position. If no chance for reassign- (f) Maintenance of intern administrative month following the close of the reporting
ment exists, demotion should be considered files that include a promotion and perfor- period. ?
before removal from service. Unsatisfactory mance appraisal suspense system. b. RCS CSFOR 78(R2) (Manpower. Utili-
performance must be documented, but it is f EEO policies. Includes support of EEO nation and Requirements). MACOMs and
not required to be supported on a semiannu- goals and objectives in the DA EEO AAP IRAs must report quarterly those' career-
in-al appraisal before corrective action or sepa- and maintaining the currency of EEO statis- terns assigned to the CTED student. detach-
ration procedures are initiated. tical information on intern selections. ment TDA (unit identification code SF
c. RIF. RIF procedures applicable to g. Intern quality. Management satisfac- W4CMAA). CIVPERCEN will- prepare
Army employees as listed in FPM chapter tion with intern quality should be examined Part B for HQDA.
351, paragraph 3-9, apply to interns. Each during the ? training period and after
semiannual intern rating is considered a rat- graduation. c. RCS DCSPER 505 '(Career Intern Re
ing of record. port). The SPEP supports career intern re-
3-44. Reporting requirements (RCS porting and tracking needed for effective
Section X CSGPA 1572) DA-wide management of intern spaces and
Program Evaluation These reports enable CIVPERCEN to eval- funds. This report gives statistical informa-
uate utilization of CTED manpower and tion on centrally funded interns, locally
3-42. General funding resources- funded interns, AMOD interns, and PMI
A thorough evaluation system is essential a: RCS CSGPA 1572 (Utilization of FY interns. It is vital that each command and
because there are sizable amounts of time, CTED Student Detachment Intern Program installation ensure that complete and accu-
money, and manpower devoted to Army in- Resources). This two-part report reflects rate information is sent to the SPEP infor-
tern programs. All levels of management projected and actual utilization of CTED mation system. MACOM compliance with
within the functional and personnel chan- intern resources (P878751.10000)-. published SPEPreporting procedures is es-
nels must assess, on a continuing basis, in- CIVPERCEN will prepare this report for sential; this. will eliminate the need for cor-
tern program effectiveness. the CPO servicing HQDA. rective action.
26 AR 690-950 ? UPDATE
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%r
mr%vvm aauw
s
%
r
for aavancement to more responsible posi-
Career intern program procedures and ad- tions. This program exists'WI-1E
ministration will be reviewed periodically. a. Attract, develop, and retain highly
MACOM CPDs conduct the review with qualified employees in the face of diminish-
help from MACOM CPMs. Intefii'program ing resources.
effectiveness in terms of recruitment, needs b. Furnish additional developmental op-
assessment, training, placement, manage- portunities for current DA employees.
ment support, and EEO progress will be ex- c. Broaden the scope of affirmative action
amined. Problems will be corrected in order to. meet EEO goals and objectives.
internally or will be reported to the appro- d. Obtain more effective utilization of the
priate FCs, or as needed, to HQDA capabilities of employees.
personnel for occupations that have' career
3-46. CIVPERCEN reviews ladders, and to diversify the employee popu-
CIVPERCEN will examine intern program lation in those occupations.
administration through onsite visits, intern f Give employees the opportunity to
Automatic Data Processing: Target position
is in any of the following specialties in series
GS-334 (Computer Specialist, Computer
Programmer, Computer Systems Analyst,
Computer Equipment Analyst)
Transportation Management: GS-2130
Traffic Management Specialist
Manpower and Force Manage-
ment: GS-.343 Management Analyst
Housing Management: GS-1173 Housing
Management Assistant
Equal Employment Opportunity: GS-260
Equal Employment Specialist
reports, and special studies. Activity CPMs, grow and enhance their qualifications in or- Communications: GS-391 Communications
personnel specialists who administer the in- der to progress in occupations that have ca- Management Specialist
tern program, and interns will be reer ladders. GS-393 Communications Specialist
interviewed. g. Encourage the development of knowl-
3-47. Functional chief reviews
a. FCs will receive reports of intern man-
agement surveys conducted by
CIVPERCEN and reports of MACOM field
visits. CIVPERCEN will give FCs annual
operations reports and any special reports
or information on interns requested by the
FC.
b. FCs will explore intern program effec-
tiveness through regular functional chan-
nels, career program planning board
meetings, and field visits. Subjects for re-
view include-
(1) Effectiveness of supervisory and activ-
ity CPM involvement, support, and
counseling.
(2) Recruitment practices.
(3) Identification of intern training sites.
(4) Adequacy and use of central, com-
mand, and local intern resources.
(5) Appropriateness of MITPs, and their
relationships to IDPs.
(6) Achievement of EEO objectives.
(7) Intern placements.
(8) Performance of interns.
Section XI
AMOD Program Intern Training
Agreement
edge, skills, and abilities that will allow
AMOD interns to perform effectively at the
target level.
3-49. Position coverage
a. AMOD entry positions are established
at the GS-301-4, -5, and -7 levels, and at
the GS-525-5, -6, and -7 levels. Promo-
tions to the target position will be noncom-
petitive if the intern has successfully
completed the prescribed training and per-
formed in a fully successful manner. Select-
ees may be reassigned or promoted to the
AMOD intern position, or they may volun-
tarily take a reduction in grade to enter an
AMOD training position. Target-level posi-
tions (at grade GS-9 or GS-l1) in the ca-
reer programs listed in table 3-1 will be
identified in each career program MITP.
Table 3-1
Position coverage
Civilian Personnel Administration:
GS-201 ? Personnel Management Specialist
GS-212 Personnel Staffing Specialist
GS-221 Position Classification Specialist
GS-230 Employee Relations Specialist
GS-233 Labor Relations Specialist
GS-235 Employee Development Specialist
Comptroller:
GS-343 Management Analyst
3-48. General GS-51 0 Accountant
This section is not DA's entire upward mo- GS-560 Budget Analyst
bility program; it is an approved training
agreement to help implement a portion of
DA's upward mobility program. This train-
ing program allows maximum opportunity
for high-potential individuals, both from
within and outside, to advance so as to per-
form at their highest potential in civilian
professional and administrative positions.
This program involves an exception to nor-
mal qualification requirements by structur-
ing entry in the GS-301 occupational series
and in the GS-525 series, thereby extending
career opportunities to reach those persons
whose past experience or education have
not qualified them for entrance into regular
DA intern programs. Training in one of sev-
eral occupational specialties will assist these
interns to develop the qualifications needed
Safety Management: GS-018 Safety
Specialist
Supply Management: GS-2001 General
Supply Specialist
GS-2003 Supply Management Representative
GS-201 0 Inventory Management Specialist
GS-2030 Distribution Facilities Specialist or
Storage Specialist
GS-2032 Packaging Specialist
GS-2050 Supply Cataloger
Contracting and Acquisition: GS-1 102
Contract Specialist
Materiel Maintenance Manage-
ment: GS-1 670 Equipment Specialist
Public Affairs and Communications
Media: GS-1035 Public Affairs Specialist
Records Management: GS-343 Manage-
ment Analyst
b. Before assignment is made to the tar-
get position, the AMOD intern must com-
plete a-full program of training as described
in paragraph 3-51.
3-50. Method of selection
a. Selection. Made competitively without
discrimination for any non-merit reason
such as sex, color, race, religion, age, na-
tional origin, political affiliation, marital sta-
tus, or handicapping condition that does not
interfere with bona fide job requirements,
giving due consideration to reasonable ac-
commodation (see AR 690-300, chap 306),
or membership or nonmembership in an
employee organization. AMOD interns
under this agreement will be selected on a
competitive basis in accordance with merit
promotion procedures. Criteria concerning
qualification standards and evaluation meth-
ods must adhere to appropriate regulatory
requirements.
b. Qualification standards. Candidates
must meet the OPM Handbook X-118 min-
imum qualification requirements for the en-
try-level position. Any selective placement
factors such as travel will be specified in va-
cancy announcements for filling positions in
this program.
c. Evaluation methods. Candidates who
meet the basic eligibility requirements and
selective placement factors will have their
knowledge, skills, and abilities evaluated
further against job-related criteria to deter-
mine if they are capable of highly successful
performance in the job to be filled. As a
minimum, the following rating instruments
will be used to obtain evidence of the candi-
date's present level of abilities.
(1) Supplemental applicant questionnaire.
A self-rating will be used to obtain candi-
dates' evaluation of their own current level
of abilities and as a primary source of infor-
mation to supplement data furnished in the
SF 171.
(2) Supervisory appraisal.
(3) Other criteria. Work history, educa-
tion, training, self-development, awards, of-
ficial recognition, hobbies, and other
AR 690-950 ? UPDATE 27
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activities ana acnievements rurnrsnea as evi- i year of quarrying eaperient:c, uic ruVivL lJ) r pp,vn., rn . --- .v. ...-k-.... El
dence by candidates will be evaluated to de- intern now lacf s only 3 years according to phases of training and the total length of the
t e r m i n e if, because of these OPM Handbook X-118 standards for the training program.
accomplishments, the candidate could be GS-510-7 (2 years toward the basic require- (4) Knowledge, skills, and abilities the
expected to possess the level of abilities ment and 1 year professional accounting ex- AMOD intern will be able to demonstrate
needed to be highly successful in the select- perience) plus the remaining 12 to 15 hours at the end of each training phase. An IDP
ed career field. Amounts of education, expe- of accounting courses. will be prepared for each AMOD intern
rience, or awards alone will not be criteria (b) The intern's next promotion will be that will be based on training plans and the
in the evaluation process. from the GS-525 to the GS-510 series. qualifications the intern brings to the job.
d. Source of eligibles. Whatever sources Training time may be credited at the rate of
are used, consideration must be limited to 1 month of training for 2 months of experi-
candidates who are eligible for movement ence. Therefore, the 3-year requirement can
into the target positions. (See FPM chap be reduced to 18 months, provided the re-
338.) maining accounting courses can be complet-
3-51. Length of training
a. GS-301 entry. Before promotion to a
position in a specific target series can be ef-
fected, all AMOD interns must make up
differences in qualifications from prior train-
ing and experience and the qualifications
required (whether general experience or spe-
cialized experience or both) for the target
position as published in OPM Handbook
X-118. Training time to make up the differ-
ence in such qualifications may then be
credited at the rate of 1 month of training
for 2 months of experience under the terms
of this training agreement. In other words,
if an AMOD intern needs 3 years of general
experience to qualify for a position in a tar-
get series, his or her training time would
then take at least 1 1h years under the terms
of this approved training agreement. Anoth-
er example-if the target position required 3
years of general experience and 1 year of
specialized experience, and the employee
has no creditable qualifying experience, he
or Che would then need, as a minimum, 2
full years of accelerated training (6 months
of which must be specialized experience)
under the terms of this approved training
agreement before movement is made into
the position in the target series.
b. GS-525. entry. The positive education
requirement (24 semester hours of account-
ing) must be met before movement into the
accounting target occupation. Additionally,
movement of AMOD interns who enter at
the GS-525-5 and GS-525-6 levels will be
through the intervening GS-525-6 and
GS-525-7 levels respectively. Training time
may be credited at the rate of 1 month of
training for 2 months of experience begin-
ning at the grade.level before movement
from the GS-525 to the GS-510 series.
(1) For example, if an intern enters at the
GS-525-5 level and lacks a total of 4 years
(3 years toward the basic requirement of the
accounting occupation and 1 year profes-
sional accounting experience) plus 24 se-
mester hours in accounting in order to
qualify for the grade GS-510-7, the follow-
ing steps are taken.
(a) The intern would first be promoted to
grade GS-525-6 after 1 year, by virtue of
meeting the qualifications standards for the
GS-525-6. During this year the intern
would have taken accounting courses at the
rate of one course per term so that 9 to 12
hours of the 24 required semester hours
would have been completed. Having earned
ed during this time. The positive education
requirement is not affected by the one for
two reduction.
(2) AMOD interns may have education
and, experience that partially meet the quali-
fications required for the GS-510 series. In
these cases AMOD interns will be given
qualifications credit on a prorated basis.
c. Application. In no case does this train-
ing agreement authorize exception to the
time-in-grade restrictions.
d. Advancement. Promotion or reassign-
ment to the target position will give the em-
ployee the opportunity for further
advancement up the career ladder. Howev-
er, additional development of candidates
beyond the target position will follow nor-
mal merit promotion and career develop-
ment procedures.
3-52. Outline of training to be given
a. MITPs specify the length and type of
training needed to qualify the AMOD in-
tern for the target position. Except in the
case of a positive education requirement, ac-
ademic courses offered at local schools and
colleges or interagency facilities that are rel-
evant to the target positions, and that have
been approved by the activity CPM and the
servicing CPO, may be taken during, or after
working hours at Government expense. Pos-
itive college education courses may be
authorized during working hours and will
be at Government expense. The OJT assign-
ments will emphasize challenging work ex-
periences and supervised work projects that
gradually increase in complexity and scope
to the target position. Training plans are
designed to cover prescribed training for
AMOD interns entering at the GS-301-4,
GS-301-5, and GS-301-7 levels, and the
GS-525-5, GS-525-6, and GS-525-7 levels
and are structured to fulfill qualifications re-
quirements for promotion to the target posi-
tion. Total duration of the training is
dependent upon the entry level of the
AMOD intern and the qualifications (in
terms of OPM Handbook X-1 18 require-
ments for the target position) that the
AMOD intern brings to the job.
b. Training plans include the following:
(1) Content description of the OJT, for-
mal courses (on- and off-the-job), required
readings, and self-development activities.
(2) Method of instruction includes dis-
cussion, required reading, supervised assign-
ment, or demonstration.
AR 690-950 ? UPDATE
3-53. Flexibility
To avoid frequent minor amendments to the
agreement, it is permissible to do the
following:
a. Extend the total length of the training
program by not more than 6 months in or-
der to-
(1) Adjust training time in individual
cases to cover contingencies such as sick
leave, annual leave, or the AMOD intern's
inability to grasp a portion of the training
program. (Note: This latter contingency,
i.e., adjusting training time when an
AMOD intern is unable to grasp a portion
of the training program, does not include
repeating a positive education course
requirement.)
(2) Alter the sequence of training to al-
low the learning experience to be responsive
to actual work situations as they arise dur-
ing the training period when conditions or
experience indicate the desirability of such
changes. The sequence will not be altered in
such a way as to adversely affect the intern's
qualifications for the target position.
(3) Add or modify subject matter materi-
al, depending on technological changes, the
needs of the organization or the AMOD in-
tern, and evaluation of experience under
this training agreement and the AMOD in-
tern's IDP.
b. When the AMOD intern has complet-
ed a portion or portions of the training plan
or IDP more quickly than scheduled, he or
she may use the time saved to attend addi-
tional courses; to progress to the next sub-
ject area in the training plan; or to receive
training in related subject matter areas.
3-54. Evaluation of the Intern's
progress
a. Within 30 days after assignment of the
selectee to an AMOD intern position, the
supervisor will make a preliminary evalua-
tion to assess the training needs of the
AMOD intern. The supervisor will develop
an IDP based on those needs and the
MITP. The activity CPM will approve the
IDP.
b. The immediate supervisor is expected
to conduct frequent informal discussions
with the AMOD intern to assess his or her
progress through the training program. A
formal evaluation will be made semiannual-
ly by the supervisor of the AMOD intern's
progress through the training program, and
by the AMOD intern of the training re-
ceived. DA Form 5398-R will be used for
the semiannual appraisal. (See sec IX.)
c. Upon completion of the training pro-
gram, the AMOD intern's immediate super-
visor will make a final summary evaluation
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performance. At this point, the AMOD in- monitorship and training'.,support to completion of the form is still voluntary.
tern will be considered to have met the AMOD interns and their supervisors. d. As applications are accepted, the in-
qualification requirements established for c. EDS at each training site will- stallation will complete those sections of
the target position. The AMOD intern may (1) Assist supervisors in the development OPM Form E 618 that are listed under the
then be eligible for promotion to the target of IDPs. "For Agency Use Only" section. Instruc-
position and may be recommended for as- (2) Furnish guidance to supervisors and tions for making these entries are described
signment to that position by his or her im- AMOD interns on training procedures and on the back of the form.
mediate supervisor with certification by the availability of formal training courses.
activity CPM. (3) Request spaces for formal.training 3-61. Processing RNO Information
d. Failure to complete successfully any courses for which AMOD interns have been a. Installations are responsible for
phase of the program will delay promotion nominated. prescreening job application forms. These
to the next higher grade until the deficiency (4) Maintain AMOD intern training files reviews are designed to reduce record keep-
is corrected, except in the case of failure to and records. ing problems and to improve the accuracy
successfully complete a positive education of the RNO information that must be ex-
college course. In the latter instance, or if Section XII tracted and reported to OPM.
the deficiency cannot be corrected, the RNO Information Collection and b. When applications are accepted for a
AMOD intern will be reassignedI changed Reports-Schedule B PAC Authority schedule B PAC position and the E Form
to a lower grade position for which quali- 618 is returned with other appropriate job
fied, or separated in accordance with appro- 3-58. General application forms, the installation will-
priate regulations. This applies equally to These se instructions establish procedures for (1) Make sure that all entries were prop
unsuccessful employees who voluntarily collecting, maintaining, and reporting RNO erly recorded in those items that applicants
change to a lower grade in order to enter information. These instructions apply when were to complete. If the applicant did not
the AMOD program. Once reassigned (or applications for schedule B 213.3202(1) ap- complete all of these items on E Form 618,
changed to ' a lower- grade) out of the pointments to PAC positions are accepted the designated officials will check the ac-
AMOD program, repromotion to the em- P Y g forms of that individual (if
from applicants. An applicant is defined as com an in missininforma-
ployee's former grade level will be subject to an individual who- identifiable) and enter the missing
competitive merit promotion procedures. - tion (identifiableexcept those fields pertaining to
a. Meets the minimum OPM qualifies - RNO). If the applicant did not complete the
3-55. Cost of operating the training tion standards for the PAC intern occupa- sections pertaining to RNO, consider the
tion and grade for which application is entire form to be "missing data" for pur-
program made.
It 'is anticipated that the cost of operating b. Submits an SF 171. poses of the RNO report. If the E Form 618
this training program will be offset by in- was returned but was not completed by the
creased and efficiency. Funds applicant, it should also be counted as
productivity 3-59. Applicant RNO questionnaire (E "missing data." If the E Form 618 was not
will not be requested adjust grades under Form 618) re-
this agreement. returned but accompanying forms were re-
A sample copy of E Form 618 (Applicant turned, the absence of the E Form 618 will
Race and National Origin Questionnaire) is be accounted for as "missing data."
3-56. Record of completion of attached as figure 3-5. E Form 618 will be (2) Determine which applicants meet
training used by servicing CPOs when accepting ap- OPM Handbook X-118 qualification stan-
a. A written record of satisfactory com- plications for schedule B PAC appoint- dards and other job-related requirements for
pletion of training under a DA-approved ments. E Form 618 can be obtained from the position.
training program will be made a part of H Q D A (P E C C - T D P) ALEX VA (3) Separate the E Form 618 from the ac-
each AMOD intern's official personnel fold- 22332-0300; it will be reproduced locally on companying job application forms of those
er to show that all of the terms of the train- 8/- 11-inch paper. E Form 618 collects persons considered to be eligible for ap-
ing agreement have been met. (among other applicant data) information pointment;. forward the E Form 618 to the
b. A record of the actual training given on RNO, however, completion of this form installation official who will compile the in-
to each AMOD intern will be maintained is voluntary. The information collected on E stallation RNO report. This will ensure that
for a minimum of 2 years in the servicing Form 618 will be used for statistical analysis the RNO identifications do not become a
CPO after the completion of the training. pursuant to the requirements of the Lueva- part of any personnel information file.
no v. Devine Consent Decree, Civil Action (4) Separate the E Form 618 from the ac-
3-57. Administration of the agreement No. 79-271. companying job application forms of those
a. CIVPERCEN is the program adminis- persons considered to be ineligible for ap-
trator at HQDA and will- 3-60. Installation responsibilities pointment and destroy the E Form 618.
(1) Direct the AMOD program, assuring a. E Form 618 is to be given to all appli-
that planned objectives are met. Pants who submit applications for a position 3-62. Records and files maintenance
(2) Visit training sites periodically to covered by the blanket schedule B PAC This includes safeguarding, storing, retriev-
evaluate local administration of the authority. ing, retaining, and disposing of the E Form
program. b. When it is anticipated that internal 618.
(3) Prepare periodic reports of program sources will not produce highly qualified a. Installations, MACOMs, and IRAs
status to the DCP, HQDA. candidates for a PAC position not covered will designate specific persons who will be
by the blanket authority, status as well as responsible for safeguarding the information
(4) Update and renew this training agree- nonstatus applicants must be given E Form reported on E Form 618.
meat, as necessary. 618. b. The records will be safeguarded at all
b. Employing commanders and agency c. If a recruitment notice or announce- times. Records will be retained in a secure
heads (through servicing CPOs) will- ment is issued for any of the positions de- file cabinet in a secure room or in a comput-
(1) Ensure the quality of training under scribed in a and b above, the installation erized information system accessible by con-
this program. will include a reference to E Form 618 in fidential passwords issued only to specified
(2) Initiate action to reassign, change to the notice or announcement and will indi- personnel. Other safeguards must be devel-
lower grade, or separate an AMOD intern cate that completion of the form is volunta- oped as needed to protect the information
determined to be unable to meet program ry. When recruitment is accomplished from unwarranted invasion of an individual
work or training requirements. through oncampus or onsite visits, E Form applicant's privacy.
AR 690-950 ? UPDATE 29
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til OPM establishes a schedule for the dis- calendar daloi?'the month following the
position of these records. close of the quarter. The DA Form 5509-R
3-63. RNO report (RCS CSGPA
1642(R 1))
a. Each department, independent estab-
lishment, or Government corporation that
makes schedule B PAC' appointments is, re-
sponsible for reporting the information. col-
lected on the E Form 618 to comply with
the RNO information collection require-
ments of the Luevano v. Devine Consent De-
cree, Civil Action No. 79-271. Since the
information collection and reporting re-
quirements resulted from judicial decree,
these reports are exempted from any.report-
ing clearances under OMB Circular No.
A-40.
b. A copy of DA Form 5509-R (Race/
National Origin (RNO) Report) is located
at the back of this regulation and will be lo-
cally reproduced on 81h - by 11- inch paper.
DA Form 5509-R will be completed by in-
stallations when reporting RNO informa-
tion to their respective MACOM and by
each IRA.
c. A report of the total number of quali-
fied applicants and. appointees who identi-
fied themselves with each of the groups
listed under (1) below is required. (See (2)
below for monthly reports and (3) below for
quarterly reports.) The responses that appli-
cants could have entered in the "Name of
Category" section of the E Form 618 are as
follows:
(1) Group designation and name of
category.
(a) Code A-Black, but not of Hispanic
origin.
(b) Code B-Hispanic.
(c) Code C-White, but not of Hispanic
origin.
(d) Code D-Other (persons not includ-
ed in the above categories).
(2) Monthly reports. MACOMs and
IRAs will designate an individual to report
by telephone the consolidated RNO infor-
mation to CIVPERCEN no later than the
10th calendar day after each month end.
These telephone reports will include the
number of appointments and/or.. commit-
ments by series, grade, career program, en-
trance on duty date (month and year), race,
sex, and whether or not a local or a DA
central space was or will be used. Negative
telephone reports are required. Telephone
numbers for these RNO reports -are
AUTOVON 221-8721 or commercial area
code 202-325-8721.
(3) Quarterly reports. CIVPERCEN will
prepare the consolidated DA RNO report
to OPM based upon consolidated feeder re-
ports from MACOMs and IRAs.
MACOMs and IRAs will complete a sepa-
rate DA Form 5509-R for each occupation-
al series and career program that was
covered under each schedule B PAC delega-
tion agreement. The quarterly reports are
must be prepared to show all qualified ap-
plicants by RNO and sex and by geographic
zone according to the location of the vacan-
cy. This reporting must be done even if ulti-
mately the schedule B appointing authority
was not used; for example, if a status indi-
vidual was selected and given a competitive
appointment or the action was cancelled af-
ter recruitment was initiated. The number
of appointees by RNO and sex by geograph-
ic zone is.also required as well as the num-
ber of declinations by blacks and Hispanics
and the number of non-black, non-Hispanic
veterans :who blocked the selection of a
black or Hispanic. Reports will, be submit-
ted by MACOMs and IRAs to HQDA
(PECC-TDP), ALEX VA 22332-0300.
d. Installations, MACOMs, and IRAs
will use DA Form 5509-R when reporting
applicant and appointee information
through channels to CIVPERCEN when
the schedule B PAC appointing authority is
granted. One form must be completed for
each series, career program, and OPM
schedule B PAC authorization.
3-64. Instructions for completing DA
Form 5509-R
a. Reporting period From To. Enter quar-
ter covered by the report. (for example, from
1 January 1987 to 31 March 1987).
b. Missing Data.Count the number of
qualified applicants who did not return the
OPM Form E 618 or complete the Designa-
tion Category section of the form, then
enter the number.
c. Name of MACOM or IRA Contact and
Phone Number.Enter the name of the desig-
nated MACOM or IRA contact and the
telephone number (AUTOVON and com-
mercial numbers, if available).
d. Authorization Number.Enter the OPM
.assigned authorization number for the
schedule B PAC authority (for example,
enter PAC 86-36).
e. Address of Submitting Office.Enter the
address of the office that prepared the con-
solidated report (for example, Commander,
U.S. Army Health Services Command,
ATTN: HSPE-C, Fort Sam Houston,. Texas
78234-6000. '
f Occupational Title/Career. Program
Code and Series. Enter the occupational title,
career program code, and series for the po-
sition for which the schedule B PAC au-
thority was granted (for example,' Budget
Analyst, CP 11, GS-560).
g. Grade Level(s). Enter the grade for
which the schedule 'B PAC authority was
granted. Enter either GS-5 or , GS-7 or
h. Intern or Nonintern:Check applicable
block: Nbninterns are those in technical and
clerical positions in series covered by sched-
ule B 213.3202(1). Such positions are appro-
priate for schedule B appointing authority if
AR 690-950 ? UPDATE
tervals, if GS-5 and GS-7 are the normal
entry levels, and if the positions have a ca-
reer ladder to GS-9 or above.
i. Number of Qualified Applicants by
Zone by Sex and RNO.Enter the number of
applicants by zone, sex, and RNO (non-
status and status, if applicable) in the appro-
priate column. (See para 3-58 for the
definition of an applicant.) Enter total for
each column on the line labeled Zone
Totals.
j. Number of Appointees by Zone by Sex
and RNO.Enter the number of schedule B
PAC appointees by zone, sex, and RNO for
the identified positions in the appropriate
column. Enter the total for each column on
the line labeled Zone Totals. If a status indi-
vidual is selected for a position for which
the schedule B PAC authority was granted,
do not enter any competitive appointees.
k. Declination of Minority Selectees.
Enter the number of declinations of job of-
fers by blacks and Hispanics by sex and geo-
graphic zone regardless of the race of
whoever was ultimately selected and placed
in the vacancy or the final disposition of the
recruitment action`.
'1. Number of Non-Black/Non-Hispanic
Veterans who Blocked the Selection of a
Black or Hispanic. Report the total number
of schedule B appointments of non-black/
non-Hispanic veterans who blocked the se-
lection of a black or Hispanic candidate
considered for selection.
3-65. Schedule B conversion reports
a. Information must be collected on ef-
forts to convert schedule B appointees to
the competitive service. The information is
needed to monitor the effectiveness of con-
version procedures and to determine what
action DA must take to ensure conversion
of those hired under the schedule B PAC
authority.
b. Automated information on schedule B
appointees who have been successfully con-
verted is being furnished, through the Civil-
ian Personnel Information System.
MACOMs and IRAs will immediately re-
port _unsuccessful conversion attempts to
HQDA (PECC-TDP) by electronic mes-
sage. Report must include the ' name of the
employee, series, career program; veterans
preference, installation, OPM area office,
use of selective and quality ranking factors,
extent of OPM,Assistance, relative standing
of schedule B appointees on' 'the certificate,
proposed plan of action, and other pertinent
details with the name and telephone number
of the MACOM or IRA point: of contact.
Subsequent attempts to convert the employ-
ee (successful or unsuccessful) must also be
reported to HQDA (PECC-TDP) ALEX
VA 22332-0300 by electronic message.
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Reserved ally at grades GS-12 or GSt,I4..,
d. Management. This level includes posi-
tions, usually at grades GS/GM-13 and
Chapter 5 GS/GM-14, with substantial technical op-
Reserved erating and management responsibilities.
7-4. Career patterns
CIA-RDP9_0-00530R000500910005-7
officials
DISC4 is the functional chief of the RMCP.
The FC will appoint a senior official (nor-
mally a civilian in a top-level records man-
agement position) as the functional chief
representative (FCR). (See para 1-12 for
FC and FCR responsibilities).
a. The GS-343 occupational series af- 7-7. Procedures for registration and
Chapter 6 fords the best opportunity for progression in referral
Reserved the records. management career field. An in- a. Employees who are qualified and eligi-
dividual entering the RMCP at grade GS-5 ble for vacancies at grades GS-8 and below
may be promoted to the next higher grade should apply (under local merit promotion
until the GS/GM-14 grade is attained. procedures) directly to the installation CPO
Chapter 7 Qualified individuals in the GS-341 and where referral consideration is desired.
Records Management Career GS-342 series may be promoted to the next b. RMCP niembers who are qualified, eli-
Program (CP 30) higher grade in the GS-343 series. Figure gible, and desire promotion or reassignment
7-1 shows typical career patterns by occu- consideration for RMCP positions at grades
Section I GS-9 and above must complete the current
General pational series. RMCP career appraisal forms according to
b. Employees in Management Clerk and instructions issued by the DA CRO
7-1. Introduction Management Assistant (GS-344) positions (CIVPERCEN).
a. This chapter has instructions for the must meet the minimum GS-343 qualifica- c. CIVPERCEN issues referral lists (at
management and administration of the Rec- tion standards. (See OPM Handbook X-118 the DA-wide mandatory referral level) only
ords Management Career Program qualification standards for Management An- for Management Analyst, GS-343, vacan-
(RMCP). It has a detailed training plan to alyst (GS-343) positions; section ti- cies at grades GS-11 and up.
prepare interns for target-level performance. tle-Evaluating Experience Gained in the
b. The instructions in chapters 1, 2, and Management Clerical and Assistance Series, Section II
3 apply to the RMCP except where this GS-344.) Generally, an employee in the Master Intern Training Plan
chapter modifies those instructions or adds GS-344 series may move laterally to a simi-
functional information. 7-8. Introduction
c. Users will need to refer to chapters 1, lar Management Analyst, GS-343 position This section is the DA-wide master intern
2, and 3 for information not repeated in this at the same grade, provided all conditions of training plan (MITP) for all centrally and
chapter. For example, the responsibilities of OPM Handbook X-118 qualification stan- locally funded interns in the Records Man--
installation civilian personnel officers, activ- dards are met. In such cases, the CPO will agement Career Program (RMCP). The
ity CPMs, supervisors, and career program document the GS-344 employee's eligibility MITP is a comprehensive plan that outlines
employees are listed only in paragraphs for the lateral assignment, and will include the core subject matter RMCP interns
1-21 through 1-24. the documentation in the employee's official should know by the time they reach their
personnel folder. Employees should normal- target grade in the Information Mission
7-2. Coverage ly be given lateral or developmental assign- Area (IMA). The IMA integrates the asso-
a. These instructions apply to all compet- ments at the installation level. ciated resources and activities employed in
itive service DA civilian employees on per- c. The RMCP career patterns by grade the acquisition, development, transmission,
manent appointments who occupy positions level and operational or staff assignments use, integration, retention, retrieval, and
at grades GS-5 through GS/GM-15 which are in figure 7-2. As shown, a variety of management of information. RMCP interns
require performance of records management paths may be taken as the employee pro- are faced with the necessity of not only de-
duties 50 percent or more of the time. These gresses from journeyman to management veloping target skills in the traditional
positions are generally in the Management levels. Usually, progression occurs vertical- processes and responsibilities of records
Analyst, GS-343 occupational series, at management but must also develop a broad
grade GS-7 and up, and include RMCP ca- ly, but lateral movement is encouraged to understanding of how those processes fit in-
reer interns at grade GS-5. Decisions on ca- round-out and to enable the employee to to the integrated concept of the IMA. In-
reer program coverage will be made jointly master the wider scope of records manage- terns must develop target skills in either the
by the appointing officer and the records ment functions. Lateral movement requires general performance or specific specialties
management activity CPM. ' appropriate knowledge, skills, and abilities. of records management with a basic orienta-
b. Other professional or management po- 'These may be acquired before or after entry tion in the other subdisciplines of the IMA.
sitions with grade controlling duties within into the career program. Figure 7-3 shows the components of the
the records management functional area are IMA, its environment, and management ac-
also covered (for example, Administrative 7-5. Records management functional tivities. The supervisor will use the MITP as
Officer, GS/GM-341 positions and certain field a guide when developing the intern's indi-
other positions in the GS/GM-301 occupa- Records management (a segment of the vidual development plan (IDP). Instruc-
tional series). larger field of information management) in- Lions for preparing the IDP are in
eludes planning, controlling, directing, or- paragraph 3-30. Chapter 3 has additional
7-3. Career program structure information about the MITP. The records
The RMCP has four progression levels ganizing, training, and other management management officer is the activity career
a. Intern. This level has grade GS-5 functions in records creation, maintenance, program manager (CPM) for the RMCP at
through GS-7 positions. It is the primary use, and disposition throughout the Army. an installation or, activity and serves as the
level for entry into the RMCP. (See fig 7-3.) Comprehensive management intern's supervisor.
b. Specialist. This level has middle-level of records (textual, graphic, or on media
journeyman positions at grades GS-9 such as paper, microfilm, magnetic tape, or 7_4. Structure of the MITP
through GS-12. magnetic disk) requires knowledge and ex- The MITP supports noncompetitive promo-
c. Intermediate. This level includes perience in. the functions shown in table tion to a target grade of GS-9 when all re-
firstline supervisory and staff headquarters 7-1. quirements are met. Interns who
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qualify as a Management Analyst, GS-343, tions, skills; `and work assignments of the
at grade GS-9. (See fig 7-4.) RMCP.
7-10. Intern ladders and length of
training program
a. Length of training varies according to
the entry qualifications of each intern. In-
tern ladders show the time required for an
intern to move from the entry-level grade to
the target grade. This MITP has three entry
levels-
(1) Interns who enter the program as a
GS-343-5 will complete a three-phase, min-
imum 2-year, training program. (See fig
7-4.)
(2) Interns who qualify for entry as a
GS-343-7 will complete a three-phase, min-
imum 18-month, training program. (See fig
7-4.)
(3) A third entry level is for high-poten-
tial people who do not meet minimum qual-
ification requirements for GS-343 positions.
These people enter this program through
the GS-301 series at grades GS-4, GS-5, or
GS-7 in the Army's Mobility, Opportunity
and Development (AMOD) program.
Under the AMOD program, the basic train-
ing plan may be lengthened to allow for
substitution of training for required special-
ized or general experience. The training pe-
riod is in three phases and will normally last
from 24 to 54 months, depending on the en-
try level and the intern's qualifications. (See
fig 7-5 for the AMOD intern ladder.)
b. The activity CPM (in coordination
with an employee development specialist)
may extend the training program for up to 6
months for interns who have not acquired
the knowledge, skills, and abilities required
in the MITP for performance in a journey-
man position.
7-11. Training phases and Intern
training profiles
'Paragraph 7-10a explains that intern lad-
ders show the minimum time required for
an intern to move up to the target grade. In-
tern profiles, on the other hand, show the
type of training and the time required for
each phase of training. (See fig 7-6 for the
intern profiles for interns who enter the
program in the GS-343 series; see fig 7-7
for the AMOD intern profiles.) Phases of
the training program are-
a. Phase I.This phase is designed to give
the intern a basic orientation to the records
management career field common to all in-
terns in this field. Time required to com-
plete phase I training is left to the discretion
of the work site supervisor; however, 3
months should be an ample period to ac-
complish phase I. Interns will-
(1) Develop a working knowledge of ac-
tivities, missions, operations, responsibili-
ties, processes, and products of Army
records management.
(2) Develop a working knowledge of the
relationship of records management to other
IMA subdisciplines in the integrated
concept.
b. Phase H. Prescribes specialized training
for records management interns. The formal
school portion of phase II is mandatory for
all interns regardless of entry level into the
internship. Specific courses may be waived
by the FCR if the intern has already re-
ceived the course content from other aca-
demic courses, formal training, or on-the-
job hands-on experience. Waivers will be
approved only in rare, completely docu-
mented cases.
(1) This phase covers both on-the-job
and formal training in the full range of
functional skills and techniques of records
management responsibilities in the IMA. It
consists of-
(a) Formal school training.
(b) The opportunity to relate and apply
the skills learned to the various segments of
the Army records management program.
(2) On-the-job instruction in progressive-
ly complex work is given in this phase. In-
terns receive varied assignments that may
entail changes of supervision and organiza-
tional work sites. The emphasis throughout
this phase is on how the total training pro-
gram relates to the intern's anticipated post-
intern assignment.
(3) Phase II training should be complet-
ed in 12 to 18 months and may be started
simultaneously with phase I depending up-
on availability and scheduling limitations of
the mandatory formal training.
c. Phase III. Depending on entry qualifi-
cations, phase III consists of 3 to 12 months
of intensive individualized training. Special-
ized formal training must be prescribed for
the individual intern on the basis of demon-
strated training needs for the anticipated
target assignment. Individualized formal
training must be clearly related to the IMA
and can only be approved by the FCR.
(1) Ideally, phase III should be complet-
ed in the target assignment for which the in-
tern is being trained and specialized.
Placement arrangements and negotiations
should begin in the second year of the in-
ternship to guarantee that individualized
training objectives will be met upon the in-
tern reaching eligibility for the target
grade.
(2) Effective placement is a primary aim
of the records management intern program.
Centralized common formal training which
prepares the intern for target-level perfor-
mance in the IMA at any organizational
level is a new and experimental approach to
meeting the multi-disciplinary requirements
of the IMA.
(3) In this phase, the intern is given the
chance to apply knowledge in work situa-
tions that require independent judgment
and responsibility for completion of total
projects or project segments. Guidance and
feedback to the intern are aimed at giving
the intern confidence and the ability to work
independently.
d. The time spent in any phase of the rec-
ords management internship may vary from
meeting the goals of the 2-year internship,
the work site supervisor must determine
how much time must be spent in each train-
ing phase. The times suggested for each of
the phases may be affected by any or all of
the following conditions-
(1) Previous experience and qualifications
of the individual.
(2) Training needs of the individual.
(3) Specialized needs of the targeted
assignment.
(4) Limitations on availability of manda-
tory formal training.
(5) Degree of overlap possible between
phases I, II, and III.
7-12. Practical training at the work
site
a. There is a continuing need for both
generalists as well as specialists in the
RMCP. This is no less true of records man-
agement in the IMA than it was when rec-
ords management functioned as an element
of administration. Consequently, planners
should assure that training is practical.
While all records management interns must
have a working knowledge of all operative
elements of records management, they may .
specialize in one or more elements as op-
posed to becoming "generalists" who tradi-
tionally performed all processes at the
installation level. Within the IMA, this
function is now assigned to the office of the
Director of Information Management at the
garrison or installation level. The specific el-
ements in which specialization may be elect-
ed are-
(1) Records management processes and
analysis techniques.
(2) Records management surveys and
studies.
(3) Correspondence and mail
management.
(4) Files maintenance and disposition
management.
(5) Freedom of Information Act program
(6) Privacy Act program management.
(7) Office equipment management (in-
cludes copy and copier management).
(8) Word processing management.
(9) Micrographics (and optical disk' im-
agery) management.
(10) Forms management.
(11) Reports management.
(12) Directives and publications
management.
(13) Declassification operations.
(14) Archival administration.
b. Office equipment management, word
processing management, and micrographics
have been integrated into automation in the
IMA and are operationally located in the
U.S. Army Information Systems Engineer-
ing Command.
7-13. Individual development plan
a. Development. The IDP is a written
plan that will be used to prepare the intern
for target-level performance. The supervisor
(with the intern's input) will develop the
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rur uy comparing the intern s cuucauun
and experience with the requirements listed
in the MITP. Based on that comparison, the
supervisor will tailor the MITP to the intern
whose IDP is being developed. When the in-
tern does not have job-related experience,
the entire MITP for the job specialty be-
comes the intern's IDP. If the intern has
substantial prior work experience or formal
classroom training in the job specialty, se-
lected sections of the MITP may be short-
ened or deleted. The training time saved by
shortening or deleting portions of the MITP
can be added to another segment of the IDP
in which the intern has little or no knowl-
edge. When the intern is being trained for
specialization in one_ or more of the records
management program elements listed in
paragraph 7-12 above, the IDP must con-
tain full coverage of all processes identified
with each element in which specialized
training is to be accomplished. Other
processes may be included with the concur-
rence of the FCR. The supervisor will dis-
cuss the IDP with the intern and explain all
of the IDP requirements to the intern. The
supervisor will complete the IDP within 30
days after the intern enters on duty. Chap-
ter 3 gives additional information on the
IDP.
b. Changes to the IDP. If conditions at
the command or activity indicate that a
change (other than those listed in a above)
is desirable, a waiver or change to the perti-
nent sections of the MITP may be request-
ed. The request will be forwarded through
the MACOM CPM to HQDA
(PECC-TDP) ALEX VA 22332-0300. The
Plan) and attach this form' Po each copy of
the completed IDP. A copy of this form for
local reproduction is located at the back of
this regulation. DA Form 5469-R will be
locally reproduced on 81h- by 11-inch
paper.
Table 7-1
Records management functional areas
Prescribing directive: AR 18-1
Functional area: Automatic data processing
management (disposal scheduling only)
Function: Records creation
Prescribing directive: AR 25-400-1
Functional area: Records management
Function: Policy
Prescribing directive: AR 25-400-2
Functional area: The modern Army
recordkeeping system (MARKS) (applicable
portions)
Function: Records disposition
Prescribing directive: AR 108-2
Functional area: Audiovisual records
management (disposal scheduling only)
Function: Records creation
Prescribing directive: AR 310-1
Functional area: Publications, blank forms,
and printing management
Function: Records creation
Prescribing directive: AR 310-4
Functional area:. Publications in the Federal
Register of rules affecting the public
Function: Records maintenance and use
request will- Prescribing directive: AR 335-15
(1) Identify the section of the MITP that Functional area: Management information
would be waived or changed. control system
(2) Describe the knowledge, skills, and . Function: Records creation
abilities and the type and percentages of
training time that would be changed.
(3) Give an analysis of the effect of the
change on the intern's ability to perform the
duties of the target position upon comple-
tion of the revised MITP.
(4) Include an explanation of the need
for the change. Requested changes or waiv-
ers will not be implemented prior to approv-
al by HQDA and the FCR.
c. DA forms.The supervisor will
reproduce the appropriate DA form listed
below to prepare the IDP. The first form
covers phase I; the second form covers
phase II; and the third form covers phase
III of the training. Copies of these forms. for
local reproduction are located at the back of
this regulation. These forms will be locally
reproduced on 8t - by 11-inch paper.
(1) DA Form 5633-R (Training Program
Outline for Records Management-Phase
I).
(2) DA Form 5633-1-R (Training Pro-
gram Outline for Records Manage-
ment-Phase II.)
(3) DA Form 5633-2-R (Training Pro-
gram Outline for Records Manage-
ment-Phase III).,
d. Cover sheet. The supervisor will com-
plete DA Form 5469-R (Cover Sheet for
Prescribing directive: AR 340-3
Functional area: Official mail cost control
program
Function: Records maintenance and use
Prescribing directive: AR 340-5
Functional area: Correspondence
distribution management
Function: Records maintenance and use
Prescribing directive: AR 340-15
Functional area: Preparing and managing
correspondence
Function: Records creation
Prescribing directive: AR 340-17
Functional area: Release of information and
records from Army files
Function: Records maintenance and use
Prescribing directive: AR 340-20
Functional area: Office copiers
Function: Records creation
Prescribing directive: AR 340-21
Functional area: The Army privacy program
Function: Records creation
Prescribing directive: AR 340-25
Functional area: Mailing procedures for
certain U.S. Army activities and U.S. citizens
overseas
Function: Records maintenance and use
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Prescribing directive: AR 340-26
Functional area: Duplicate emergency files
program
Function: Records creation
Prescribing directive: AR 380-5
Functional area: Department of the Army
information security program (applicable
portions)
Function: Records maintenance and use
Prescribing directive: DA Pamphlet
25-400-2
Functional area: The Modern Army
recordkeeping system (MARKS) for TOE and
certain other units of the Army
Function: Records disposition
Chapter 8
Training Career Program (CP 32)
Section I
'General
8-1. Introduction
This chapter governs the Training Career
Program (TCP) established as a conse-
quence of creating separate education and
training career programs. This chapter im-
plements policies and procedures for the
TCP, covers the career program objectives
and responsibilities, and identifies career
program coverage.
8-2. Program objectives
The objective of the TCP is to attract, de-
velop, and retain highly qualified people in
the professional specialties needed to train
the U.S. Army. The TCP meets the Army's
staffing needs for professional, technical,
and administrative training occupations in
these ways-
a. Planned intake. Manpower losses are
projected and replacement needs deter-
mined through manpower forecasting.
Many of these needs are met through intake
of experienced personnel in grade GS-9 and
above positions. Career interns are hired
and trained to meet remaining needs.
b. Central referral. MACOM CROs and
the DA CRO (CIVPERCEN) furnish lists
of. candidates for jobs at designated grade
levels to help-
(1) Ensure an adequate number of highly
qualified candidates.
(2) Improve employees' advancement
and development opportunities.
(3) Develop the broad background neces-
sary for manager or executive positions.
(4) Meet affirmative action program
requirements.
(5) Assign valid ratings of candidates'
job-related knowledge, skills, and abilities.
8-3. Equal employment opportunity
a. Policy. All actions taken according to
this chapter (whether or not to identify,
qualify, evaluate, or select candidates or to
train and develop employees) will be taken
without regard to race, color, sex, religion,
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national origin, age, political amnauon,
marital status, or nondisqualifying physical
handicap.
b. Requirements.. These requirements
apply-
(1) TCP information will be maintained
in MACOM CROs and CIVPERCEN to
assist in program evaluation. CIVPERCEN
and servicing CPOs will "conduct periodic
audits to determine whether or not minori-
ties and women are proportionately repre-
sented on promotion rosters, on referral
lists, and in selection actions. Where ad-
verse impact is indicated (as determined by
the provisions of the DA EEO affirmative
action program plan), corrective action will
be initiated by CIVPERCEN and local
. CPOs in coordination with the FC, com-
mander and other functional officials.
(2) Specific EEO goals will be established
for ? hiring (intern, specialist, intermediate,
and executive level) and advancement (spe-
cialist, intermediate, and executive level) of
minorities and women. These goals will be
consistent with those established in the DA
EEO affirmative action program.
8-4. Coverage
The TCP covers all competitive series civil-
ian employees and positions classified in the
following occupational series in support of
the Army training mission as prescribed in
AR 108-2, AR 350-35-, and AR 351-1.
a. GS/GM-1700 occupational series-'
(1) GS/GM-1701-General Education
and Training. Includes positions that pri-
marily involve teaching and research or oth-
er professional work of a multi-disciplinary
nature that is not more appropriately classi-
fied in a more specific 1700 occupational
series.
(2) GS/GM-1 702-Training Technicians.
These positions cover a wide range of sup-
port work for the technical and professional
series and may, therefore, be identified with
the TCP as an entrance support series and
ladder or recruitment source for employees
who qualify for GS-1710 or GS-1712 series
entrance level positions. The GS-1702 series
is primarily managed at the local installa-
tion level.
(3) GS/GM--1710-Education and Voca-
tional Training. Includes positions that re-
quire a college degree and the application of
full professional knowledge of the theories,
principles, and techniques of instruction,
training program administration, curricu-
lum development, program evaluation, tests
and measurements, and other functional
training areas.
(4) GS/GM-1712-Training Instructor.
This series covers positions concerned with
developing, -conducting, and managing
training programs. Thorough knowledge of
subject matter taught and a practical knowl-
edge of methods and techniques of instruc-
tion are primary qualification requirements. .
b. Other occupational series.-
(1) Permanent employees in other occu-
pational series are covered by the TCP
when 50 percent or more of their duties are
related to training, new equipment training,.
port functions. ments and directorates (such as Director-
(2) Interdisciplinary positions (GS-180 ates of Training and' Doctrine or
and GS-301, for example) are included in Directorates of Evaluation in service
and managed by the TCP. schools) and senior staff positions at
(3) Employees and positions identified MACOMs and HQDA. Skills and knowl-
with -the Army Continuing Education edges required for these management posi-
Services program and U.S. Army Recruit- tions are typically obtained through many
ing Command education coordinators are years of broad experience in several special-
not covered by this chapter. ty areas and through formal education
equivalent to the doctorate degree.
8-5. Program structure
a. Career patterns. A large number of
paths may be taken as employees progress
from entry to the management level. The
general patterns of progression for.the TCP
are shown in figure 8-1. Usually progression
occurs vertically, but lateral movement is
possible. This reassignment movement re-
quires appropriate knowledge, skills, and
abilities. These may.have been acquired
before or after entry into the career
program.
b. Basic career program structure. There
are four levels within the TCP-
(1) Entry. Generally includes career pro-
gram members in grades GS-5 through
GS-9. Interns at this level. follow a formal
training plan to include extensive training
both on-and-off the job to give them broad
experience before choosing an area for spe-
cialization. Emphasis is placed on Govern-
ment training with some self-development
required. An intern training program is nor-
mally completed in 2 years.
(2) Specialist. This is the full perfor-
mance level. These positions are generally at
grades GS-9 through GS-12. GS-9 full per-
formance positions will normally be limited
to technical-vocational (GS-1712) positions.
This is the level during which career pro-
gram members become masters in chosen
areas of specialty (for example, for GS-1710
the areas are tests and measurements, occu-
pational analysis, and instructional materi-
als development; for GS-1712 the areas are
electronics, intelligence, and maintenance.
No typical time period exists for service at
this level. Progression to the next level'de-
pends primarily on demonstrated perfor-
mance and managerial potential. Typical
assignments at this level include technical-
vocational instructors, occupational ana-.
lysts, staff and faculty trainers, instructional
evaluators, designers, program coordinators,
and developers of instructional materials:
(3) Intermediate. Includes supervisory
positions requiring extensive experience and
knowledge beyond the specialist level. These
positions typically embody substantial oper-
ating responsibilities such as personnel man-
agement, budgeting, manpower justification,
program planning, and accountability for
mission success. Most of these positions are
at grades GS/GM-12 and GS/GM-13.
(4) Management. This is the top level, in
the TCP. Most positions at this level carry
broad responsibilities for operational super-
vision or technical direction of a wide varie-
ty of educational programs or functional
areas. These positions are normally at
grades GS/GM-14 and GS/GM-15. These
AR 690-950 ? UPDATE
Section II
Responsibilities
8-6. Headquarters, Department of the
Army officials
a. The Secretary of the Army is responsi-
ble for civilian personnel management (in-
cluding career management) within DA.
b. The DCSPER is responsible for estab-
lishing, managing, and evaluating civilian
career programs, including the TCP.
c. The Director of Civilian Personnel will
advise and assist the FC as appropriate.
d. CIVPERCEN operates and adminis-
ters the TCP in coordination with the FC.
CIVPERCEN responsibilities are to-
(1) Convene and administer screening
panels in coordination with the -FCR and
MACOM CPM.
(2) Process referral requests, ensure
proper consideration of candidates, and is-
sue referral lists. Maintain TCP registration
files and other information.
(3) Assist the FC in conducting TCP ad-
visory boards and in recording and publish-
ing advisory board decisions.
(4) Use. appropriate recruitment sources
to staff hard-to-fill jobs and to meet affirma-
tive action program plan requirements.
(5). Serve as the primary source. of infor-
mation on administrative and operational
procedures of the TCP.
(6) Advise the FC and CPMs on the de-.
velopment of career patterns and profiles.
(7) Develop supplemental instructions
and training guides in coordination with
TCP functional officials
(8) Evaluate the TCP to include-
(a) Minority, sex, and handicapped iden-
tification information to aid the TCP,
CPOs, and EEO officials in the evaluation
of EEO progress in accordance with con-
trolling -provisions of the FPM. Information
will be used to help evaluate staffing trends
and to assist in planning any warranted im-
provement or corrective actions.
(b) Surveys. to determine the, extent of the
implementation of career management
objectives and the program's effectiveness in
terms of staffing, career planning, training,
and EEO. Such surveys should also review
the appointment and effectiveness of career
program managers and the timeliness and
efficiency of CPO support.
e. The Deputy Chief of Staff for Opera-
tions and Plans (DCSOPS), HQDA, is the
functional chief for the TCP. A high-level
civilian member of the TCP acts as the
functional chief representative. The FCR
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win oe given appropriate staff and support (d) Training and audiovisual support . of two voting members selected by the advi-
to fulfill the following functions: centers-FORSCOM. ?,l sory board. The FCR will invite such addi-
(1) Monitor effectiveness of the TCP at (e) Higher education and academic in- tional advisory board members as required
HQDA, MACOM, and installation levels struction-War colleges. to attend meetings.
through on-site visits and review of (f) Headquarters
MACOM or HQDA reports, functional administration-TRADOC. 8-7. Major Army command officials.
publications, and correspondence. In con- a. MACOM commanders. MACOM
junction with CIVPERCEN, evaluate time- (g) Training development-TRADOC.
will-
liness and effectiveness of staffing, and (h) Training evaluation-TRADOC. commanders will-
g. (1) Furnish necessary resources to ad-
training actions. 0) Staff and faculty training-TRADOC. minister and support the TCP and related
(2) Monitor pertinent affirmative action (/) Training program administration-
() TRADOC. management development activities
program plan goals and objectives relating throughout the MACOM and ensure that
to the TCP, and initiate corrective action (k) Technical-vocational special- career program policies and requirements
when EEO progress appears to be ists-TRADOC. Two members will be ap- are followed.
inadequate. pointed in this functional area, one member (2) Designate a MACOM CPM for the
(3) Establish annual Army-wide TCP ca- to represent training specialists and one TCP to assume responsibilities as defined in
reer requirements, including intern and re- member to represent instructors. paragraph 'c below. A high-level civilian
cruitment requirements. (1) Corps of Engineers training-CE. member of the TCP assigned to the
(4) Ensure that master intern training (m) . Information Systems Command* MACOM headquarters will serve in this ca-
plans are adequate, and establish criteria for training-ISC.? pacity. Exceptions to this policy must be ap-
selection of intern training sites. (3) Voting procedure. Issues will be de- proved in advance by the FC. The
(5) Serve as central point of contact for cided by simple majority vote of those MACOM CPM may also serve as the activ-
all TCP policies, procedures, and actions in present. A majority (51 percent) of the ity CPM for the MACOM headquarters of-
coordination with DCSPER. elected representatives must be present to fices. MACOMs with large career program
(6) Ensure that personal career planning have a quorum and to vote on an issue. populations may appoint deputy CPMs.
and developmental assistance is available to (4) Basis of selection. Voting members (3) When arranged through servicing
TCP members. Review recommendations will be experienced TCP members who re- agreements, furnish services for MACOM
on nominations for long-term or major present the functional areas listed in (2) level referral to other MACOMs.
short-term manager or executive training above. MACOM representatives are the (4) Support career program recruitment
assignments. MACOM CPMs or their representatives. to include preparing annual and long-range
(7) Coordinate with DCSPER to develop (5) Tenure. Advisory board terms will be forecasts and estimating space and fund re-
and evaluate prototype and standardized job for 3 years. Board members may succeed quirements for intern positions.
descriptions; resolve any questions about themselves. Recommendations for changes (5) Ensure identification of training needs
qualifications, grade, or classification prior in board structure or membership may be and special developmental, assignments and
to approval or other action to fill a position. made annually to the FC by the ensure appropriate follow-up action. Sup-
(8) Ensure currency and adequacy of ap- board-including nominations of new mem- port appropriate training for TCP members.
propriate publications. bers. The board nominates candidates to fill When appropriate, undertake special man-
(9) Identify qualified and appropriate vacancies. When voting positions become agement development or training programs.
TCP members to sit on TCP screening vacant, the FCR will select an individual to (6) Ensure that referral processes within
panels. fill that vacancy in consultation with execu- the MACOM are operating effectively.
(10) Chair career program advisory tive committee members. The board will (7) Ensure that career management is
boards and associated TCP meetings. nominate a new member for a full 3-year evaluated and that follow-up actions are
f. The TCP FC will establish an advisory term at the first board meeting that follows taken to support quality staffing, employee
board to perform functions identified in par- the vacancy. Nominees must be working in communications, EEO objectives, effective
agraph 1-13. The members of this board the functional area that the nominee is to supervisory and management practices and
will have a broad occupational and profes- represent. If board members are unable to development.
sional information base representing all ma- attend a meeting, the FCR-will use the same b. MACOM staff civilian personnel direc-
jor functional specialties in the TCP. This procedure to select an alternate representa- tors. As principal advisers to the command-
board will facilitate discussion between per- tive for that meeting. The board will review er on career management in general,
sonnel and functional_ officials to improve and reconsider membership of any members MACOM staff civilian personnel directors
TCP career management. Members of the who move into a functional area other than will-
advisory'board will be either voting or non- the one they. were elected to represent. (1) Monitor MACOM-wide TCP person-
voting. (6) Meetings. The advisory board will nel administration for the commander.
(1) Non-voting members. meet at least annually'at the call of the FC. These responsibilities involve the support
(a) The FCR will act as the administra- The FCR will. establish the meeting agenda , functions for recruitment and placement,
tor of the board's affairs and as chairperson in advance and will send it to board mem- career referral, training and development,
of the board's meetings. bers at least 10 days before the board meets. and executive and managerial development
(b) MAC O M C P M s or their The CIVPERCEN repesentative will main- and assignment.
representatives. tain accurate records of the board's pro- (2) Advise and support commanders,
(c) A CIVPERCEN representative will ceedings and distribute them as needed to CPMs, CPOs, and other responsible officials
act as recording secretary and CPO re- keep TCP members informed. Any TCP in the career management and executive de-
source person. member who wishes to attend a TCP board velopment area.
(d) Such other officials as the FC may meeting or present an issue must submit a (3) Administer the program and budget
designate. request to the FCR. elements of management, long-term train-
(2) Voting members. The FC will ap- (7) Executive committee. An executive ing, and intern training.
point, by name, a representative from each 'committee of the board will be established (4) Furnish technical support to
of the major functional areas listed below to act as an agent for the board to respond MACOM TCP advisory boards.
who is a,member of the TCP: to requirements of the FC when it is not (5) Supervise the maintenance of a
(a) New equipment training-AMC. necessary to convene the entire advisory MACOM TCP CRO.
(b) AMC specialty schools-AMC. board. The executive ' committee will be (6) Monitor the status of affirmative ac-
(c) Health services training-HSC. chaired by the FCR and will be composed tion goals with the MACOM EEO officer.
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(7) Serve as office of record for appraisal issues, and all career appraisal (7) Assist the CPO and supervisors in se-
and referral records and perform adminis- requirements. `i' lecting best-qualified individuals for training
trative and regulatory support functions. (9) Keeping the FCR informed of major positions.
(8) Ensure accuracy and timeliness of MACOM TCP issues, training, develop- (8) Review the appropriateness (when
registration and referral. ment, progress, and problems. necessary) of key personnel actions such as
(9) Ensure the career program informa- (10) Appointing deputy TCP managers classification, hiring, and placement involv-
tion developed at DA or MACOM levels is (when appropriate) in heavily populated or ing personnel and positions covered by TCP
sent to subordinate commands and activities highly diversified MACOMs to assist in regardless of the chain of command within
through CPO channels with coordination of managing and directing career program which they are located.
MACOM CPMs. activities. (9) Develop annual forecasts of local
(10) Coordinate closely with the TCP d. MACOM CROs. These offices have the TCP personnel needs for consolidation with
CPM on all career program issues. same responsibilities as a DA CRO, but other career program projections to project
c. MACOM CPM. The CPM serves as their responsibilities are limited to the an activity-wide estimate of long-range
the FCR counterpart at the MACOM. The MACOM. manpower requirements.
CPM will be a high-level TCP member and (10) Manage the TCP to include select-
will be assigned primary responsibility for 8-8. Activity officials ing interns, developing training plans based
MACOM TCP career management. While a. Activity commanders. Activity com- on the MITP, supervising, training, moni-
the personnel office gives regulatory guid- manders will- toring, and evaluating intern progress, plac-
ance, consulting services, and records han- (1) Administer the TCP at the activity, ing intern graduates, and. planning intern
dling support, it is the functional TCP including assignment of manpower spaces use after graduation. Report surplus interns
officials who make management decisions and budgeting funds for administrative costs (or emergency intern needs) to the
pertaining to the TCP. The CPM role is (for example, TDY expenses for partici- MACOM as soon as possible.
technical supervision and operational deci- pants of advisory boards and for panels re- (11) Appoint appropriate members for
sion-making over functional issues. Since quiring subject matter experts). the local rating panel to establish competi-
the CPO is already responsible for monitor- (2) Ensure that all personnel actions, in- tive rosters for TCP series positions identi-
ing all civilian personnel policies and proce- cluding referrals and selections, are accom- fied organizationally. This authority and
dures, the primary audit function in career plished in accordance with merit principles responsibility for managing the TCP across
management is placed with the CPO. This and EEO policies. organizational lines is inherent in the activ-
delineation of responsibilities in terms of (3) Use specific intern allocations under ity CPM appointment.
management as distinguished from support DA and MACOM direction. Plan and (12) Work with the CPO in obtaining
functions is reflected in greater detail in the budget for hiring and training interns. employee response to registration require-
following sections. Specific CPM responsi- (4) Ensure that all TCP interns assigned ments, supervisory compliance with ap-
bilities include- to the activity are trained as specified in the praisal provisions, and support for the
(1) Advising command headquarters and TCP MITP. principles of the TCP.
field activities on career management and (5) Designate an activity CPM (ap- c. Installation CPO. The installation
assignments from a functional standpoint, pointing in each case an individual interest- CPO is responsible for the effective adminis-
supporting effective career planning and ed in performing the function) who occupies trative support of the TCP. CPOs will req-
progression, evaluating the program, and a responsible position on the activity man- uisition copies of this regulation for each
submitting budget input for intern require- agement staff and who ranks at or near the TCP intern, career employee, activity CPM,
ments, training, and management top of the TCP. and supervisor of TCP activities.
development. (6) Ensure communication with employ- d. Supervisors. Supervisors (with assis-
(2) Managing and supporting MACOM ees concerning the requirements, responsi- tance and guidance from the CPO and ac-
screening panels. Ensure that career ap- bilities, policies, and procedures of career tivity CPM) will-
praisals are recorded and forwarded to management, and the meaning and charac- (1) Serve as the employee's initial source
CIVPERCEN. teristics of the career system in terms of ca-
(3) Monitoring MACOM functional reer progression, EEO, and training of information on TCP coverage, career
training, and furnishing periodic reports to opportunities. progression patterns, the career evaluation
the FCR. b. Activity CPMs. The activity CPMs des- system, mobility, and assignment
(4) Offering career counseling informa- ignated by the MACOM will be high-level opportunities.
tion to top-level managers and activity TCP members. Each activity CPM will- (2) Discuss with employees their perfor-
CPMs on LTT opportunities and special de- (1) Serve as director of the TCP at the mance and career appraisals, training and
velopmental assignments. activity, and execute TCP management re- development opportunities, and realistic ca-
(5) Monitoring career development activ- sponsibilities as a special appointment under reer expectations.
ities in the career program within the the provisions of this chapter. (3) Assist employees in reviewing train-
MACOM. Manage the MACOM intern (2) Give guidance to supervisors and ing needs and developing a practical career
program including monitoring the selection TCP members on the scope of the training development plan. Take reasonable actions
of interns at local levels to ensure superior career field and progression patterns, char- to assure that employees are available for
qualifications and high-potential for career acteristics of merit competition both locally planned training.
advancement and assessing the quality of in- and DA-wide, benefits of mobility and de- (4) Inform employees about the career
tern training. velopmental assignments, realistic career ex- appraisal system. Complete the appraisal for
(6) Monitoring effectiveness of the EEO pectations, and the availability of jobs. subordinate employees, and discuss ratings
program within the career program and un- (3) Ensure that local TCP members have with employees to ensure their
dertaking any necessary follow-up to assure information on professional matters, the understanding.
full support in meeting EEO goals. candidate referral process, career and skill (5) Assist in records administration sup-
(7) Assisting in determining annual TCP development, and the TCP. port including aiding employees in complet-
manpower requirements and intern needs, (4) Assist supervisors in determining ing the basic registration and qualification
coordinating needs with the FCR, and re- training needs and in preparing career de- forms and by completing career appraisal
porting MACOM surplus interns or emer- velopment plans. and supplemental forms.
gency needs to HQDA (PECC-TDP), (5) Review career appraisals and career (6) Make time and funds available for
ALEX VA 22332-0300. development plans for appropriateness. useful short-term, off-the-job training
(8) Ensuring activity CPMs are informed (6) Counsel TCP members on career courses, and support LTT assignments
about their duties and responsibilities, TCP goals and developmental assignments. where such needs are clearly indicated.
36 AR 690-950 ? UPDATE
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members
Employees occupying positions covered by
the TCP Will-
a. Submit current and complete career
appraisal forms to become eligible for trans-
fer or promotion.
b. Cooperate and participate with super-
visors, CPOs, and functional officials in as-
sessing performance and qualifications
strengths and weaknesses; in developing
training plans; and in indicating availability
for developmental assignments or geograph-
ic moves.
c. Assist in career appraisal through con-
scientious self-evaluation of knowledge,
skills, and abilities.
d. Strive to improve knowledge, skills,
abilities, and other characteristics (required
for career progression) through self-devel-
opment activities and a high level of work
performance.
e. Take advantage of appropriate Army
correspondence courses, opportunities for
study at nearby colleges and universities,
planned reading and discussion of pertinent
developments in the career field, and activi-
ties of professional organizations.
f Take the initiative to identify appropri-
ate training and development and assure
that all necessary forms and procedures are
completed.
g. Use the activity CPM as the prime
source of local information about the TCP.
Section III
Funding and Communication
8-10. Resources
a. General. Resources needed to adminis-
ter the TCP will be made available consist-
ent with assigned responsibilities.
b. Funds. Funds to support the TCP.cen-
tralized intern program, LTT, and manage-
ment development will be controlled by
HQDA with the assistance of the FC. Cen-
trally controlled funds will be allocated to
MACOMs and IRAs annually, based upon
projected needs. MACOMs and activities
control the funds and spaces they set aside
for local interns and training.
8-11. Channels of communication
There are two channels for communication
in the TCP:
a. Civilian personnel. This channel is the
line of communication for personnel actions
and regulatory guidance within the TCP; it
is used to transmit files, records, panel feed-
back, reports and other administrative in-
formation and regulations.
b. Functional. This channel follows a line
of functional responsibility, that is, FC to
MACOM CPMs to activity CPMs to TCP
members. The functional channel will be
used for general communication to career
program employees on TCP developments
and objectives, special training and develop-
ment opportunities, advisory board activi-
ties, and other functional information.
Merit Placement and Outside screening panel results of the previous refer-
Recruitment ral year and meets the no change eligibility
requirements. Specific procedures, time, and
8-12. Introduction duration for the no change option will be
a. Vromotion, reassignment, and recruit- described in the annual CIVPERCEN in-
ment and placement procedures for posi- structions. Employees who remain in the
tions covered by the TCP are described in same grade as when previously rated and
this section. No action will be taken to ex- who are either in the same position or work
clude a bona fide TCP position from the with the same supervisor are eligible for the
provisions of this section. (See para 8-4.) no change option. Employees who have
b. All actions taken under merit place- been promoted or who have been reassigned
ment or recruitment procedures will be ac- to both another position and supervisor are
complished without regard to non-merit ineligible. Neither redescription of a posi-
factors such as political affiliation, race, col- tion without material change in duties nor
or, sex, marital status, religion, national ori- working with a new supervisor should pre-
gin, non-disqualifying physical handicap, or vent an employee from electing a no change
age. option. The CPO must validate requests for
the no change option to ensure that the em-
8-13. Areas of consideration ployee is eligible.
a. Area of consideration. The area e. Concurrent consideration..Considera-
searched within DA for eligible candidates tion of eligible non-DA candidates along
to fill a vacancy is the area of consideration. with DA employees who are in the same
b. Expanding area of consideration. If a area of consideration is concurrent consider-
search in the minimum area of considera- ation. Nonappropriated fund, temporary,
tion fails to produce at least three highly term, and excepted service DA employees
qualified candidates, the CRO may expand are not eligible for promotion or reassign-
the area of consideration to locate a suffi- ment to positions covered by the TCP, and
cient number of highly qualified candidates. are, therefore, entitled only to the same
At the DA referral level, when the search, (concurrent) consideration as any other
does not identify sufficient numbers of ap- non-DA candidate. For example, if a
propriate candidates, the areas of considera- nonappropriated fund employee has status
tion may be expanded to use DOD-wide as a result of being a former Federal em-
announcements, the OPM mid-level and ployee, he or she may be considered for a
senior-level inventory, and outside Govern- position as a reinstatement eligible or, if the
ment recruitment. nonappropriated fund employee does not
have status, then he or she must apply
8-14. Procedures for registration and under the appropriate OPM announcement
referral as a nonstatus candidate.
a. Registration. Registration in the ap- f. Voluntary registration.
propriate TCP inventory is a prerequisite to (1) DA employees. Registration in the
referral consideration and is the responsibil- TCP is available for DA employees not for-
ity of the employee. The registration level at mally covered by the TCP but who qualify
a MACOM CRO is grade GS-11; the and desire referral consideration for TCP
MACOM CRO issues referral lists for grade vacancies. The CPO will advise all employ-
GS-12 vacancies. The registration level at ees concerning TCP registration. Voluntary
CIVPERCEN is at grades GS-12 through registrants will receive career appraisals
GS/GM-14; CIVPERCEN issues referral based upon their qualifications for and in-
lists for vacancies at grades GS/GM-13 terests in TCP referral, and will receive the
through GS/GM-15. (See table 1-2.) Regis- benefit of the advice and counsel of the ac-
tration forms must be submitted annually to tivity CPM or the MACOM CPM. Volun-
maintain referral consideration. Employees tary registrants must complete the career
who allow their registration to lapse will not records listed in the annual CIVPERCEN,
be automatically extended in the inventory. instructions.
b. Deferral or late registration. Employees (2) Non-DA candidates. Every effort will
who defer registration or who do not regis- be made to attract highly qualified non-DA
ter during the annual registration cycle may candidates for referral to TCP positions.
submit a career appraisal at any time but Functional managers and CPOs are en-
should be aware that such out-of-cycle sub- couraged to recruit highly qualified candi-
missions may take a longer period to proc- dates from outside DA. Special efforts
ess. Employees who do not desire should be made to publicize the availability
competitive referral consideration for vacan- of jobs and to stimulate employment appli-
cies covered by the TCP need not submit cations through activities such as visits and
career appraisal and registration forms. mailings to university campuses or voca-
c. Referral. TCP members who are quali- tional institutions. Universities with gradu-
fied and eligible for referral for vacancies at ate programs in instructional technology
grade GS-12 and above must complete the should be priority choices for education spe-
current TCP career appraisal forms accord- cialist or instructional systems specialist
ing to instructions issued annually by recruiting.
CIVPERCEN. (3) Status candidates. Current Federal
d. No change option. There is no require- employees or former Federal employees
ment to complete a new career appraisal who are eligible for reinstatement (including
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retired persons eligible as reemployed an- that screening 'elements reflect jobs or func- e. `Senior Executive Service. Senior Execu-
nuitants) may be given concurrent consider- tions in the`l'CP: tive Service positions are filled under sepa-
ation at both the DA and MACOM referral c. TCP screening panels. rate instructions. Vacancies will ? be
levels. Applicants will need to submit a (1) Candidate evaluation. Panels of quali- announced by HQDA (DAPE-CPS). TCP
TCP SAQ for outside candidates and DA fled TCP members will convene periodically employees who are qualified for these posi-
Form 4338-R (Civilian Career Program and at least semiannually to evaluate'regis- tions must submit qualification and apprais-
Availability Statement). The SAQ and DA trants for promotion or lateral reassign- al forms directly to HQDA (DAPE-CPS).
Form 4338-R may be requested from ments. The CROs will convene panels with
HQDA (PECC-CMO II), ATTN: CP 32, the concurrence and support of the FCR 8-17. Referral procedures
ALEX VA 22332-0300. Other forms and CPM and activity CPM. Functions, re- a. Request for career referral list. DA
required are SF 171 (Application for Feder- sponsibilities, and procedures used by Form 2302-2-R (Civilian Career Program
al Employment) and SF 181 (Race and Na- screening panels will be consistent with ap- Referral Record) is used to request referral
tional Origin Identification). pendix I and the TCP crediting plan. lists from CIVPERCEN and MACOM
(4) Nonstattis candidates. Candidates (2) Panel feedback. The CRO will send CROs. When submitting requests, CPOs
without prior Federal service employment panel feedback to the registrant,, and selecting officials' should consider the
(including Army nonappropriated fundratings of appraisal elements and referral appropriateness of identifying job-related
term, temporary, excepted epted service employ- determinations (HQ, Q, L) by job catego- qualification elements that are especially im-
ees with excepted appointments but without to. the vacancy to be filled. These el-
previous or Federal service status ries; this feedback may include recommen- portant y
qualifying dations on training and developmental ements must be identified from among those
employment) may be certified or considered assignments. in the TCP matrix of qualification elements
for TCP positions as a result of referral (3) Requests for reconsideration. Regis- by job categories. Requests will be consist-
from an OPM register (or register estab- ent with bona fide job requirements and will
lished under delegated examining authori- ratings not satisfied with panel element
be approved by the activity or MACOM
ty). Registered eligibles will not be ranked ratingmay request reconsideration. Such requests must be in CPM or the FCR. A copy of the official
with status employees. writing and must relate signed job description will accompany the
to experience and accomplishments or DA Form 2302-2-R. ap- 8-15. Central referral office achievements as of the original career ss (1) Accompanying documents. Selecting.
inventories praisal request dates. Requests must address officials will be given enough information
a. DA and MACOM inventories. The specific items or elements that the employee about referred candidates to enable them to
CROs will maintain an inventory of TCP desires to have reevaluated; a complete ca- make a sound selection choice. As a mini-
records appraisal need not be submitted. Re-
records on employees and non-DA appli- mum, the CRO will furnish a DA Form
consideration requests must be endorsed or
cants by grade level. Individuals who wish commented on by both the supervisor and 2302-R (Civilian Career Program Qualifica-
to be referred for vacancies outside their the reviewer. Record). For vacancies in the GS-1712
present MACOM (but below the DA man- . Transmitted material should series, a TCP SAQ will be furnished with
datory referral level) should send a com- be reviewed by the local CPO and forward- the referral list. Selecting officials will be ex-
plete career appraisal package along with ed through the MACOM to the CRO. d. Referral rosters. Based upon evaluapected to review all referral information on
any panel ratings to the MACOM inventory a uniform basis.
where referral is desired. See app B.) tion determinations by screening panels,
( pp ) will be es- (2) Highly qualified-HQ. All HQ candi-
? b. Cross-servicing agreements: Smaller prom promootition for and each placement
ob rosters rw will be es es- dates in the TCP referral inventory will be
' MACOMs and IRAs may enter into cross- tablis referred based on their geographic desires
servicing agreements with other MACOMs rosters are normally effective for a period of and the job categories for which they re-
to furnish evaluation and referral services 12 to 15 months, unless otherwise formally quested referral.
for placement consideration of its employees extended by the CRO. Rosters will be estab- (3) Return of the referral list. Career re-
at for the following referral categories-
at the MACOM referral level. ferral lists will be annotated to show availa-
c. Protecting career records. Since career (1) Highly qualified-HQ. The HQ indi- bility, replies, or selection action on each
records, competitive rosters, and referral cates a high probability of immediate suc- candidate. Information on referral and se-
lists contain information of a personal na- cess at the higher level for the specific job lection will be submitted as described in
ture, care will be exercised to maintain the category under consideration. The TCP ad- paragraph 2-8. The referral list and selec-
confidentiality and.prevent disclosure to visory board, with the approval of the FC, tion records will be returned to the CRO in
persons who do not have a need to know. will establish (in the crediting plan rating a timely manner.
schedule) HQ requirements for each TCP (4) Supplemental referral lists. If fewer
8-16. Competitive evaluation job category. The rating schedule for HQ than three promotable candidates are avail-
procedures determination for promotion to DA-level able for selection, the selecting official may
a. Crediting plans. Crediting plans will be and MACOM-level positions will be pub- request a supplemental referral list from the
developed at DA and MACOM referral lished and made available to employees. CRO.
levels. All crediting plans will be developed (2) Qualified-Q. Qualified employees b. Reassignment or lateral candidates. A
.using the DA crediting plans to ensure con- meet OPM Handbook X-118 qualification separate group of candidates who request
sistency. and uniformity of panel guidance standards but do not meet the HQ criteria. lateral or developmental assignments. may
and rating schedules. Crediting plans will (3) Reassignment or lateral-L. Employ- be referred noncompetitively. Applicants
stipulate panel member qualifications, and ees who meet minimum OPM Handbook who voluntarily request referral considera-
give guidance on various rating require- X-1 18 qualification standards and whose tion for positions at a lower grade may be
ments for TCP functional job categories by record of experience and appraisal indicates included on the noncompetitive referral list.
grade levels. The plans will outline the de- potential are eligible for developmental or c. Availability., Geographic availability is
gree to which employees must possess the lateral assignments to meet staffing needs. taken directly from the availability state-
pertinent occupational experience and quali- Normally a lateral `L' category is assigned ment. Employee availability is interpreted.
fications necessary to achieve referral when the employee requests, reassignment literally, and'employees are expected to be
consideration. consideration for developmental or for per- available when queried. Employees who re-
b. Job analysis. Career appraisal qualifi- sonal reasons. Generally, lateral develop- ply that they are not available or who de-
cations elements (knowledge, skills, and mental assignments will be accomplished cline a definite job offer will be deferred
abilities) will be identified by means of job within the installation or MACOM as an from further referral except at their own in-
analyses of TCP positions and functions. exception to competitive referral proce- stallation. Employees will be notified in
Jobs will be analyzed periodically to ensure dures. (See para 2-13.) writing when so administratively deferred.
38 AR 690-950 ? UPDATE
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bility statement to restore referrability be-
yond the employee's own installation. The
employee must be sure that there is consis-
tency between referral plans (promotion or
lateral) and geographic referral statements
(lower grade, same grade, higher grade) on
documents submitted to the CROs.
d. Selection procedures.
(1) Basic policy. Selecting officials may
choose candidates from any appropriate
source (career referral list, noncompetitive
transfer, reassignment, or reinstatement, or
by a competitive selection from an OPM
register.) The TCP career referral list is the
primary source of candidates for promotion.
The other sources supplement TCP referral
except when experience indicates that no
TCP applicants will be available.
(2) Contacting candidates. The DA and
MACOM CROs will inform all candidates
that they have been referred.
. (3) Interviews. Selection interviews are
optional but are particularly meaningful
when considering candidates for top-level
management positions. Where authorized,
candidates asked to travel for interviews
will be compensated by the requesting activ-
ity according to the provisions of the JTR.
(4) Documenting selection. Selecting offi-
cials must write explanations describing
their job-related reasons for hiring the indi-
vidual selected from the referral list.
(5) Notifying the selectee. The servicing
CPO will notify the selected candidate in
writing (by message or letter) through the
selectee's CPO unless the selecting official
prefers to notify the selectee. The selectee
will formally accept or decline in writing
through the same CPO channels.
(6) Notifying available non-selected candi-
dates. The servicing CPO will inform all
available non-selected candidates of their
non-selection, and will give them the name
of the individual selected.
8-18. Recruitment policy
a. Recruitment. Recruitment will be
based on the merit principles of obtaining
those persons best able to perform the du-
ties of the vacant position. Recruitment will
be conducted without regard to nonmerit
factors such as political affiliation, race, col-
or, religion, sex, age, national origin, or
nondisqualifying handicap. Efforts will be
made to recruit high-quality minorities,
women, and disabled persons including dis-
abled veterans and to support goals in the
DA EEO affirmative action program, FE-
ORP, and SHARP.
b. Consideration of non-Army applicants.
(1) Candidates eligible and interested in
reinstatement or transfer to positions no
higher than last held in the competitive ser-
vice may be appointed without competition.
(2) Candidates eligible and interested in
reinstatement or transfer to positions higher
than. last held in the competitive service
must be considered under competitive
procedures.
,,,, ,.u.asa o .SL5wAa.~ ? 3a aFF-..-- V. a..vulJJCIluvc jflUVCUUlca 11CCU 11UL aY-
from an OPM register (or, register estab- ply to the actions listed below. Whether or
lished under delegated examining authority) not to apply competitive,procedures will be
will not be ranked with career program decided jointly by the servicing CPO, activ-
registrants. ity CPM, and affected supervisors.
(1) Details of 120 days or less.
8-19. Other internal placement (2) Temporary promotions of 120 days
actions or less.
a. Details and temporary promotion. De- (3) Appointment of candidates from ex-
tails and temporary promotions may be ternal sources who have personal competi-
used instead of requesting a referral list tive status and who are eligible for
from the CRO. Details and temporary pro- reinstatement or transfer to positions at
motions for less than 120 days may be made grades no higher than last held in the com-
noncompetitively. Competitive procedures petitive service.
(within locally determined areas of consid- (4) Personnel actions taken to avoid ad-
eration) must be used if- verse action under RIF, TOF, or discontin-
(1) The temporary promotion or detail to uance of activities, except for actions
a higher graded position is for more than involving assignment to higher grade posi-
120 days; or tions or to positions with known promotion
(2) After completing service under the potential.
detail or promotion, the employee will have (5) Demotions solely to meet personal
spent more than 120 days during the pre- needs of employees.
ceding year in- (6) Promotions resulting from reclassifi-
(a) Higher grade positions; or cation to a higher grade because of the add
(b) Positions with known promotion po- personal needs of employees.
tential. Competitive procedures used must (6) Promotions resulting from reclassifi-
include consideration of career appraisal cation to a higher grade because of the addi-
ratings and referral categories, if available. tion of duties and responsibilities.
b. Temporary promotio-{. (7) Change to a lower grade with no
(1) Conditions for use. A temporary pro- known promotion potential.
motion should be used instead of a detail rug u.... :...,..,o...~ vo,.-+-A c .............i..
n- tory referral requirements.
(a) Assignment to a higher grade posi-
tion will last more than 60 days or it is de- 8-21. Information and assistance
cided during the initial assignment to a. Any servicing CPO will answer ques-
extend the period beyond 60 days, and- tions about TCP eligibility, registration, and
(b) The employee is eligible for the procedures. Necessary forms can be ob-
higher grade position. tained from the servicing CPO.
(2) Notice. The CPO will notify the FC b. If additional information or assistance
or MACOM CPM if a temporary promo- i s necessary, write to H Q D A
tion is expected to last more than 6 months. (PECC-CMO-II, ATTN: CP-32, ALEX
Notice must be given before the 6-month VA 22332-0300.
period ends. Extensions beyond 1 year re-
quire approval of the FC or MACOM CPM Section V
and cannot exceed 1 additional year. Training and Development
(3) Impact on promotion or reassignment.
Accepting a detail or temporary promotion
will not affect an employee's consideration 8-22. Introduction
for promotion or reassignment. a. Training and development activities
are an inherent part of career management.
8-20. Exceptions to competitive At each stage in a civil.: n career, planned
procedures training and development ignments are
a. Competitive procedures will not apply essential to the maintenance of job perfor-
to- mance and to the building of employee po-
(1) Promotion by upgrading an incum- tential for advancement. There are four
bent (without any major change of duties) development periods or levels within the
due. to the issuance of new classification TCP, including the intern/entry level, spe-
standards or initial classification error. cialist level, intermediate level, and the
(2) Reassignment of an incumbent sched- manager level.
uled to be downgraded due to issuance of b. Nothing in this chapter will be inter-
new classification standards or initial classi- preted to authorize Government assistance
fication error. in contradiction of the Government Em-
(3) Position change effected under RIF ployees Training Act.
regulations.
(4) Repromotion to previous high grade 8-23. Training and development
(when demoted without personal cause) and administration
meeting provisions of paragraph 2-14. a. Individual career goals will be devel-
(5) Promotion after failure to receive oped through supervisor and TCP member
proper consideration prescribed in para- and activity CPM conferences, and a result-
graph 2-15. ing training and development plan to reach
(6) Promotion involving gradual change those goals will be recorded in the perfor-
in duties as prescribed in paragraph 2-13. mance rating. It is the responsibility of
AR 690-950 ? UPDATE 39
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reer growth and development to the fullest
extent feasible by giving time, resources,
and opportunities to employees to obtain
the planned education, knowledge, and
skills included in the agreed upon career de-
velopment plan. However, the responsibility
for acquiring the recommended qualifica-
tions or optimum progression in the TCP at
each level rests primarily with the employ-
ee. (See fig 8-1.)
b. It is expected that each TCP member
will have achieved substantial skill and
knowledge in an elected area of expertise
before appointment to a grade GS-11 posi-
tion. In general, it is expected that TCP
members will achieve specialist status large-
ly by on-the-job training supplemented by
assignment-related short-term 'training. Ac-
tivity CPMs will-
(1) Make every effort to sponsor and to
encourage specialty development and schol-
arship among TCP members.
(2) Counsel the supervisors of members.
(3) Counsel members who fail to execute
IDPs.
(4) Attempt to assist with problems that
may be causing a lack of individual develop-
ment. Activity CPMs, as well as supervi-
sors, may elect to comment on such efforts
in TCP members' career appraisal
submissions.
c. Activity CPM responsibilities for over-
seeing and managing individual develop-
ment are listed in paragraph 8-8 above.
d. Regulatory guidance on training and
development is available as follows:
(1) AR 690-400, chapter 410 (Training)
has basic instructions on determining train-
ing needs.
(2) AR 690-400, chapter 413 (Manage-
ment Development) has guidance on train-
ing and development of individuals with
high-potential to move into management
positions.
(3) Chapter 3 of this regulation estab-
lishes requirements and procedures for
training interns. .
e. Identified training and development
will be realistic and will reflect needed train-
ing (useful in terms of employee productivi-
ty and career development). TCP members
are responsible for submitting requests for
training. Supervisors, TCP members and
the activity CPM will cooperate to ensure
that planned training is scheduled and at-
tended. All training identified according to
the guidance in this chapter as essential for
intern or member development and record-
ed in the member's training plan should be
attended during the 12 to 15 months after
appraisal, unless an emergency precludes-
such training. Methods of accomplishing
training are-
(1) Formal training (both short term and
long term).
(2) Informal training.
(3) Assignment in the management de-
velopment group.
(4) Developmental assignments.
purposes areSrinajor feature in career man-
agement to help ensure the availability of,
well-trained employees with sufficiently
broad qualifications to staff senior and man-
agement positions. Interested individuals
should identify and plan to achieve career-
goal .positions and should discuss imple-
menting their plan with their supervisor, ac-
tivity CPM, or MACOM CPM.
g. Special developmental assignments in-
clude LTT and may cross career program
or agency lines (under the DOD training
agreement). Assignments used for this pur-
pose are designed.to develop the knowledge,
skills, and abilities necessary to perform in
top civilian executive positions. Interested
TCP members should develop plans for this
type assignment and discuss the plans with
their supervisor, activity CPM, or MACOM
CPM.
8-24. Training career program
member development
a. Entry level development. The intern
program within the TCP is used to recruit,
develop, and graduate high-potential long-
term employees with the knowledge, skills,
and abilities needed to perform at the tar-
get-grade level. In general, even those who
have met OPM Handbook X-118 qualifica-
tion standards and requirements and are
generally well qualified must master Army
unique approaches and procedures. Thus,
one major purpose of entry level training is
to accept generally qualified junior profes-
sionals from outside the Army and to train
them to perform a variety of Army unique
jobs and to begin their development as spe-
cialists. Chapter 3 of this regulation ex-
plains intern training in detail. Generally,
intern training will include a brief period of
organizational and career field orientation,
administrative and procedural instruction,
and cooperative development of each in-
tern's training plan. Junior level training
should be based on the TCP members back-
ground and skills measured against required
skills and career skills identified in the ca-
reer appraisal elements and the intern train-
ing program.
b. Specialist and intermediate develop-
ment. The specialist is expected to be active-
ly involved with the state-of-the-art through
professional memberships, readings, course
attendance, and speaking and writing activi-
ties.. In the technical-vocational instruction
track, substantial intermediate training to
ensure full competence within a specialty
may be necessary. Such training could in-
clude short-term training or LTT to pursue
desirable licenses such as commercial pilot
or radiological licenses with periods of alter-
nating practice and/or instructing in the
subject field. Activity CPMs will identify
necessary training plans in cooperation with
activity commanders to ensure these docu-
ments are obtained.. Additional training
may be required in alternate specialties to
achieve the TCP member's career plan. The
performance appraisal procedure is an op-
portunity to work on that career plan. The
AR 690-950 ? UPDATE
effort required to develop the specialist into
a senior specialist and should support ap-
propriate training and development activi-
ties to expand both the scope and depth of
job skills. Further, the senior specialist may
be expected to serve as team leader and
therefore should begin to develop superviso-
ry skills and to acquire personnel manage-
ment skills and information.
c. Supervisory and senior specialist
development.
(1) Purpose. Because specialists within
the TCP are employed as military occupa-
tional specialty training development team
leaders, senior instructors, or de facto su-
pervisors of enlisted training developers,
first-level supervisory training, especially in
basic supervisory skills, coordination tech-
niques, and civilian/military personnel man-
agement should be scheduled concurrently
with specialist development. Newly assigned
supervisors (and those identified as showing
supervisory potential) will be scheduled for
appropriate training within 6 months of
their appointment. Management training at
this senior level should be aimed at devel-
oping the TCP member to serve as chief or
deputy chief of medium to large-size offices.
Placing quality people in higher level man-
agement positions is critical to organization-
al effectiveness. Employee development for
these positions must be carefully planned.'
Lateral or other developmental assignments
are just as important as formal training for
this phase of career development. In-depth
training in very specific job areas is appro-
priate for the development of senior special-
ists who will be the installation's prime
resource for designated skills and
information.
(2) Procedures. Members of the TCP
should be designated management develop-
ment,group members in their performance
appraisal by virtue of a supervisory assign-
ment. (See AR 690-400, chap 413.) Others
should be selected for and designated high-
potential in their training plans. Activity
CPMs will give particular care to see that
these individuals are scheduled for training
and to give them information on LTT op-
portunities or options.
d. Management development. TCP mem-
bers interested in developing their potential
for managerial positions, as well as organi-
zations interested in developing high-poten-
tial individuals should explore and use
lateral and developmental assignments as
available options for supervisory and man-
agement training. A broad range of prepara-
tion and experience is desirable.
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TARGET GRADE G$ i1
GS?560-11
1 yr -
1 yr - MACOM or local
CTED resources
resources
GS-560-09
r -
1
y
CTED resources
1 yr - CTED resources
GS-560-07
ENTRY LEVEL - - - -
1 yr - CTED resources
1-2 yrs * -
CTED resources
1 yr - CTED resources
1 yr - CTED resources
* Depending upon qualifications and IDP of the entry-level GS-7 intern.
* * CTED resources may be used for only 2 years. Therefore, if an intern is employed
at grade GS-5 in a target position of GS-11, the third year of training is
accomplished by use of MACOM or local space and funds.
AR 690-950 ? UPDATE 41
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TARGET GRADE GS-11 6
GS-560-11
GS-560-9
GS-560-7
1 yr MACOM
or local
resources
1 yr CTED
resources
l yr CTED
resources
6-18 mos.
CTED
r resources
GS-301-4
(ENTRY LEVEL)
resources' ( resources
1 yr MACON
or local
resources
1 yr CTED
resources
12-24 mos. *
CTED
resources
TARGET GRADE GS-9
1 yr CTED 1 j yr CTED
1 yr CTED
resources
6-18 mos. *
CTED
resources
`GS-560-7
12-24 mos.
CTED
resources
GS-560-11
GS-301-7
1 yr * * MACOM or
local resources
or CTED resources
12-30 mos;CTED
resources
18-30 mos. CTED
resources
* Time span reflects the minimum and maximum time required from entrance at the GS-301 series
to promotion.into the career series if qualifications are waived (training substituted for
experience). specific length of time depends upon extent of individual's qualifications for
the GS-560 series.
* * The year spent as'a GS-560-9 going to a target GS-560-11 maybe charged in full or part
against central funds. It depends on the intern's specific training program and is governed
by the policy that AMOD interns may spend 2 years or up to the GS-9 on central spaces and
funds, whichever is longer.
Figure 3-2. Examples of AMOD intern ladders and use of resources
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P878751.1 -j:2
FY CTED STUDENT DETACHMENT INTERN PROGRAM
(ANNUAL PROJECTIONS)
SECTION I
REPORTING COMMAND/ACTIVITY:
POINT OF CONTACT AND TELEPHONE NUMBER:
MAN-YEARS" COST PER MAN-YEAR OBLIGATIONS"'
PROGRAMED AS OF: MONTHLY END STRENGTH` (Cumulative) (Cumulative) (Cumulative)
OCTOBER
NOVEMBER
DECEMBER
JANUARY
FEBRUARY
MARCH
APRIL
MAY
JUNE
JULY
AUGUST
SEPTEMBER
SECTION III-DISCUSSION (if applicable)
Planned end strength for the month of September cannot exceed the number of authorized spaces.
?' Planned man-years should reflect man-years that can be generated within funds authorized by FAD.
Planned obligations cannot exceed funds authorized by FAD.
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-,I rP878751.1
FY CTED STUDENT DETACHMENT INTERN PROGRAM
STATUS AS OF
SECTION I
REPORTING COMMAND/ACTIVITY:
POINT OF CONTACT AND TELEPHONE NUMBER:
PROGRAMED*
ACTUAL
DEVIATION
J MAN-YEARS COST PER MAN-YEAR OBLIGATIONS
MONTHLY END STRENGTH (Cumulative) (Cumulative) (Cumulative)
SECTION III-PCS MOVES. (Indicate the number of PCS and/or 1st duty moves and the corresponding dollar
amount of obligations included in the above "ACTUAL" column. Data reflected will be from the be-
ginning of the fiscal year through current reporting period.)
Amount Obligated by EOE
No. of Moves 1226 2100 2200 2500 TOTAL
SECTION IV-REMARKS (explanation is required if actual cost for Cost per Man-Year and/or obligation columns
versus programed deviate by 10% or $50,000, whichever is less.)
? Programed column must agree with data submitted on annual projection submission (PART A).
Figure 3-4. RCS CSGPA-1572 (PART B)
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APPLICANT RACE AND NATIONAL ORIGIN QUESTIONNAIRE
The United States District Court for the District of Columbia, in
a Decree approved in a lawsuit entitled Luevano V. Devine, Civil
Action No. 79-0271, has ordered that Federa overnmenTagencies
provide data on the race and national origin of applicants for cer-
tain Federal occupations. The position for which you are applying
is in one of those occupations.
You are requested to complete this form. The data you supply will
be used for statistical analysis pursuant to the requirements of the
lawsuit. S f f r tion is voluntary. Your fail-
ure to do so wi ave no a ec on a processing o your applica-
tion for Federal employment. ,
Your Social Security Number (SSN) is requested under the authority
of Executive Order 9397 (November 22, 1943) for the.orderly admini-
stration of personnel records. Submission of your SSN is voluntary
and failure to furnish your SSN on this form will have no effect on
your application.
SPECIFIC INSTRUCTIONS: The categories below provide de-
scriptions of racial and national origins. Read the Definition of
Category descriptions and then place an "X" in the box next to the
Name (Last, First, Middle Initial)
SMITH, Maria C.
Personnel Management Specialist, GS-5
NAME OF CATEGORY (Mark only ONE)
A [:]Black, not of Hispanic Origin ................................
0
CIWhite, not of Hispanic Origin ................................
DOOther ........................................................
(cc 10-13)
0 2
0 ) 1
Date Received (YY-MM-DD)
(cc 14-19)
8 1 7 I - I 0 1 2 ICI 0 2
Title of Announcement, (if appropriate)
Personnel Management Specialist, GS-201-5
Authorization Number, (if appropriate)
PAC 86-36
category with which you identify yourself. If you are of mixed
racial and/or national origin, select the category with which you
most closely identify yourself. NOTE: PLEASE MARK ONLY ONE BOX!
Social Security Number (Cc 1-9)
9 8 7 j~I 6 j 5 t 1 4
Location of Position
HQ, U. S. Army Materiel Command
DEFINITION OF CATEGORY
A person having origins in any of the black racial groups of Africa.
Does not include persons of Mexican, Puerto Rican, Cuban, Central or
South American, or other Spanish cultures or origins (see Hispanic).
A person of Mexican, Puerto Rican, Cuban, Central, or South Ameri-
can, or other Spanish cultures or origins, Does not include per-
sons of Portuguese culture or origin.
A person having origins with any of the original peoples of Europe,
North Africa, or Middle East. Does not include persons of Mexican,
Puerto Rican, Cuban, Central or South American, or other Spanish
cultures or origins (see Hispanic).
Number of Announcement, (if appropriate)
87-10
Authorized for use by the Office of Personnel Management and Other Defendant Agencies only for the
purposes of complying with the requirements of the Luevano v. Devine decree.
REPRODUCE LOCALLY
E Form 618 (1-83)
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55 GRADE 3u1 341 342 343 344
(AM D) (ATMTn) (Amin) (Mgt) ([T)
(Officer) (Services) (Analysis) (Assistant)
(Mgt) (RM Function)
Normal avenues of progression
------ Alternate avenue of development
or progression to 343 series
342
343
r KEY: I
Figure 7-1. RMCP career patterns by occupational series
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uj,un ua,un
GRADE OPERATING LEVEL STAFF LEVEL GRADE
Records
Administrator
Mgt Officer
Functional
Branch Chief
DA Staff
Administrato -----.--------------+
Functional
Supervisor
Reco ss
Administrator
MACOM
Team
Leader
DA 'Staff
-----------------
Senior Senior
Branch L____ Analyst Analyst
Chief MACOM/SUBMACOM DA Staff
-------=
Senior
Analyst
Senior
Analyst
Journeyman
Analyst
1. Chart denotes typical
career patterns and is
not all inclusive.
2. Functional: refers to
one or more of the 13
functional areas within
the records management
field. .
Journeyman
Analyst
Branch
Supervisor
Technical
Specialist
MACOM
Technical
Specialist
MACOM
Technical
Specialist
DA Staff
Technical
Specialist
DA Staff
LEGEND
------ Transition between operational
and staff assignments..
s - Direction of progression to
obtain added experience.
Progression within staff or
operating level.
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THE PURPOSE OF ARMY INFORMATION
MANAGEMENT
IMPROVED
ARMY WIDE
DECISIONMAKING
WITHIN THESE
SUB-DISCIPLINES
WITH THESE
RESOURCES
SUPPORTING THESE
FUNCTIONS
?PEOPLE
?TIME
? MONEY
? INFORMATION
? SUPPLIES
? FACILITIES
?AUTOMATION
? TELECOMMUNICATONS
? VISUAL INFORMATION
? RECORDS MANAGEMENT
? PRINTING Ft PUBLICATIONS
? MOBILIZING AND DEPLOYING
? SUSTAINING
Figure 7-3. Purpose of Army information management
? EQUIPPING
? MANAGING
? STRUCTURING
? MANNING
? TRAINING
? PROVIDING FACILITIES
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343-9
343-9
12 MOS )18MOS
343-7
12 MOS
343-5
343-7
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343-9
343-9
343-9
12 MOS
12 MOS
18-30
MOS*
343-7
343-7
301
-7
12 MOS
12-24 MOS*
343-5
301-5
6-18 MOS *
301-4
*TIME REQUIRED FOR ENTRANCE AT THE GS-301 SERIES TO PROMOTION INTO THE
CAREER SERIES IF QUALIFICATIONS ARE WAIVED (TRAINING SUBSTITUTED FOR EXPERIENCEI.
SPECIFIC LENGTH OF TIME DEPENDS UPON EXTENT OF INDIVIDUAL'S QUALIFICATIONS FOR
THE GS-343 SERIES.
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- -SERIES FRAME - PHASE I PHASE II PHASE III
GS- 343-7
GS-343-7 18 MOS
ORIENTATION
6 MOS
GS-343-5
GS-343-5 '24 MOS
ORIENTATION
343-5
SPEC
6.MOS
6 MOS
ENTRY GRADE TIME
& SERIES FRAME PHASE I
GS-301-7 18-3Q MOS*
ORIENTATION
GS-301-7
GS-343-7
ADV SPEC
12 MOS
343-7
ADV SPEC
12, MOS
301-5 343-7
343-5 343-7
6 MOS 12 MOS
* LENGTH OF TRAINING WILL DEPEND ON INDIVIDUAL QUALIFICATIONS. THE OPTIONS LISTED FOR EACH ENTRY
GRADE SHOW THE AMOUNTS FOR PERSONS CREDITED WITH MAXIMUM OR MINIMUM QUALIFYING EXPERIENCE.
AR 690-950 ? UPDATE
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CAREER PATTERNS
ACADEMIC INSTRUCTION
INSTRUCTIONAL TECHNOLOGY
INSTRUCTIONAL DEVELOPMENT
(1701-1710)
DIRECTORS
ADMINISTRATORS
INTERMEDIATE LEVEL
GS-12 - GS/GM-14
GS-11 & 12
---------------
-- - - - - - - - - - - - - - - - --
COLLEGES, UNIVERSITIES
AND PRACTICING
PROFESSIONALS
TECHNICAL-VOCATIONAL
INSTRUCTION
(1712)
INTERMEDIATE LEVEL
GS 12 & GS/GM-13
GS9-11
ENTRY LEVEL
GS 5-7
TRADE SCHOOLS
TECHNICAL COLLEGES,
& PRACTICING CRAFTSMEN
*Subject to X-118 education requirements.
**Subject to X-118 practical knowledge of the craft, occupation, or subject
requirement.
AR 690-950 ? UPDATE
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Appendix A AR 690-950-11 DA Pamphlet 690-10-1
References Comptroller Civilian Career Management A Candiate Evaluation System-Model
Program Crediting Plans
Section I
Required Publications
AR 690-300, chapter 335
Promotion and Internal Placement. (Cited
in paras 2-2 and 2- 7.)
FPM chapter 335
Promotion and Internal Placement. (Cited
in Para 2-14.) .
FPM Supplement 335-1
Evaluation of Employees for Promotion.
(Cited in para 1-14.)
Section II
Related Publications
A related publication is merely a source of additional
information. The user does not have to read it to
understand this regulation.
AR 37-21
Establishing and Recording of Commit-
ments and Obligations ,
AR 108-2
Army Training and Audiovisual Support
AR 351-1
Individual Military Education and Training
AR 350-35
Army Modernization Training
AR 672-20
Incentive Awards
AR 690-11
Mobilization Planning and Management
AR 690-300, chapter 301
Overseas Employment
AR 690-300, chapter 351
Reduction in Force
AR 690-400, chapter 410
Training
AR 690-400, chapter 413
Management Development
AR 690-400, chapter 430
Performance Management
AR 690-700, chapter 752
Adverse Actions
AR 690-900, chapter 920
Senior Executive Service
- AR 690-950-12 EEO-MD 707
Safety Management Career Program Instructions for Affirmative Action (Equal
Employment Opportunity) Program Plans
AR 690-950-13 for Minorities and Women for Fiscal Years
Civilian Career Program for Supply 1982-1986.
Management
AR 690-950-14
Contracting and Acquisition Career
Program
AR 690-950-20
Civilian Career Program for Quality Assur-
ance Specialists (Ammunition Surveillance)
AR 690-950-21
Librarian Career Program
EEO-MD 707A
Instructions for the Annual Accomplish-
ment Reports and Update of the Affirmative
Action (Equal Employment Opportunity)
Programs for Minorities and Women Based
on EEO-MD 707
EEO-MD 711
Affirmative Action for Hiring, -Placement,
and Advancement of Handicapped
Individuals
AR 690-950-22
Civilian Career Program for Public Affairs
and Communications Media
AR 690-950-23
Automatic Data Processing Career Program
AR 690-950-25
Communications Civilian Career Manage-
ment Program
AR 690-950-26
Manpower and Force Management Career
Program
AR 690-950-28
Army Civilian Career Program for Equal
Employment Opportunity Personnel
AR 690-950-33
Civilian Career Program for Ammunition
Specialists
CPR 950-2
Civilian Staffing and Career Development in
System Acquisition Management (Project
Management Offices)
CPR 950-17
Army Civilian Career Program for Materiel
Maintenance Management
CPR 950-18
Army Civilian Career Program for Engi-
neers and Scientists
CPR 950-19
Army Civilian Career Program for
Intelligence
CPR 950-24
Army Civilian Career Program for Trans-
portation Management
EEO-MD 712
Comprehensive Affirmative Action Pro-
grams for Hiring, Placement, and Advance-
ment of Handicapped Individuals
FPM chapter 213
Excepted Service
FPM chapter 302
Employment in the Excepted Service
FPM chapter 306
Selective Placement Programs
FPM chapter 308
Cooperative Education Program
FPM chapter 338
Qualification Requirements (General)
FPM chapter 351
Reduction in Force
FPM chapter 511
Classification under the General Schedule
FPM chapter 571
Travel and Transportation for Preemploy-
ment Interviews and Recruitment
FPM chapter 720
Affirmative Employment Programs
FPM chapter 752
Adverse Actions
FPM chapter 771
Agency Grievance System
FPM- Supplement 296-33
The Guide to Processing Personnel Actions
AR 690-950-10 CPR CP15 OPM Handbook X-118
Civilian Personnel Administration Career Army Civilian Career Program for Quality Qualification Standards for Positions Under
Program Control and Inspection the General Schedule
AR 690-950 ? UPDATE 53
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Joint 't'ravel Regulations DA Form 5469-R
Cover Sheet for Career Intern Individual
Title 5, United States Code Development Plan: (Prescribed in para 3-30
and para 7-13.)
Section III
Prescribed Forms
DA Form 2302-R
Civilian Career Program Qualification
Record. (Prescribed in paras C-3, D-1,
D-2, D-8, D-13, G-4, 1-9, and 8-17.)
DA Form 2302-1-R
Civilian Career Program Qualification
Record (Continuation Sheet) (Prescribed in
paras D-1, D-9, D-10, D-12, and D-13.)
DA Form 2302-2-R
Civilian Career Program Referral Record.
(Prescribed in paras H- 1, H-2, H-3, H-4,
H-5, and 8-17.)
DA Form 4338-R
Civilian Career Program Availability State-
ment. (Prescribed in paras C-3, C-6, F-1,
F-2, F-4, 1-9, and 8-14.)
DA Form 4343-R
Civilian Career Program Repromotion Reg-
istration. (Prescribed in paras C-3, 1-1, 1-2,
and 1-9.)
DA Form 4839
Civilian Career Intern Program Certificate
of Completion. (Prescribed in para 3-35.)
DA Form 5056-R
CTED Career Intern Space Requirements.
(Prescribed in para 3-10.)
DA Form 5227-R
DA Employment and Mobility Agreement
for DA CTED Interns. (Prescribed in para
3-32.)
DA Form 5227-1-R
DA Employment and Mobility Agreement
for DA CTED Interns-Schedule B. (Pre-
scribed in para 3-32.)
DA Form 5228-R
Department of the Army Presidential Man-
agement Intern. Mobility Agreement. (Pre-
scribed in para 3-32.)
DA Form 5245-R
Civilian Career Program Appraisal. (Pre-
scribed in paras C-3, E-1, E-2, E-3, E-4,
E-5, F-1, and G-4.)
DA Form 5307-R
Civilian Career Program Referral Status
Summary. (Prescribed in para 2-9.)
DA Form 5509-R
Race/National Origin (RNO) Report. (Pre-
scribed in para 3-63.)
DA Form 5633-R
Training Program Outline for Records
Management-Phase I). (Prescribed in para
7-13.)
DA Form 5633-1-R
Training Program Outline for Records
Management-Phase II). (Prescribed in
para 7-13.)
DA Form 5633-2-R
Training Program Outline for Records
Management-Phase III). (Prescribed in
para 7-13.)
Section IV
Referenced Forms
DA Form 5370-R
Rotation Agreement-Employees Recruited
Locally in Foreign Areas
DA Form 5397-R
Civilian Performance Plan
DA Form 5398-R
Civilian Performance Rating
OPM Form E 618
Applicant Race and National Origin
Questionnaire
SF 39
Request for Referral of Eligibles
SF 50-B
Notification of Personnel Action
SF 52
Request for Personnel Action
SF 171
Application for Federal Employment
SF181
Race and National Origin Identification
DA Form 5308-R
Referral and Selection Data Summary. (Pre-
scribed in para 2-8.) .
54 AR 690-950 ? UPDATE
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Appendix B Housing Management n is
Central Referral Offices Librarian
B-1. Introduction
This appendix lists the DA-wide and
MACOM-wide referral inventories. Career
program responsibility and CRO mailing
addresses are shown. These CROs maintain
inventories of employee registration docu-
ments. They retain documents to meet regu-
latory requirements on all completed career
referral lists issued.
Manpower and Force Management
Materiel Maintenance Management
Public Affairs and Communications Media
Records Management
Safety Management
Supply Management
Training
Transportation Management
Notes:
1 Enter career program code in attention line; use
code from table D-1.
2 For DA referral, covers GS or GM-080 and -1810
B-2. DA central referral offices
Table B-1 is a listing of the responsible DA
CRO for each DA-wide career program
inventory.
Table B-1
Central referral offices (CRO) maintaining
DA-wide referral Inventories
Responsible Authority: Chief of Engineers
Mailing Address:
HQDA (DAEN-,PEC-C)
WASH DC 203 1 4-1 000
Career Program: Engineers and Scientists
(Resources and Construction)
Responsible Authority: Director, U.S. Army
Defense Ammunition Center and School
B-3. Major Army command central
referral offices
Table B-2 is a listing of MACOM CROs
that maintain ' MACOM-wide referral
inventories
ATTN:AJCP-T
APO San Francisco 96343-0054
Central referral office: U.S. Army Materiel
Command
Mailing address:
Cdr, USAMC3
ATTN: AMCPE-CC-C
5001 Eisenhower Avenue
Alexandria, VA 22333-0001
Central referral office: U.S. Army Military
District of Washington
Mailing address:
Cdr, Military District of Washington
ATTN: ANCIV-XPM
1900 Half Street SW
Washington, DC 20324-0400
Table B-2
Central referral offices maintaining
MACOM referral inventories
Central referral office: U.S. Army
Information Systems Command
Mailing address:
Cdr, USAISC
ATTN: AS-CP-T
Fort Huachuca, AZ 85613-5000
Mailing Address: Central referral office: U.S. Army Corps of
U.S. Army Defense Ammunition Engineers.
Center and School Mailing address:
ATTN: SMCAC-AO Savanna, IL 61074-9639 ' HQDA (DAEN-PEC-C) t
Career Program: Quality Assurance WASH DC 20314-1000
Specialist (Ammunition Surveillance)
Responsible Authority: Commanding
General
U.S. Army Information Systems Command
Mailing Address:
Cdr, USAISC
ATTN: AS-CP-T
Fort Huachuca, AZ 85613-5000
Career Program: Communications
Responsible Authority: Commanding
General
U.S. Army Troop Support Agency
Mailing Address: Cdr, USATSA
ATTN:DALO-TAP-C
Fort Lee, VA 23801-6020
Career Program: Commissary Management
Responsible Authority: Director, U.S. Army
Defense Ammunition Center and School
Mailing Address:
U.S. Army Defense Ammunition Center and
School
ATTN: SMCAC-AX
Savanna IL 61074-9639.
Career Program: Ammunition Specialist
Responsible Authority: Chief, U.S. Army
Civilian Personnel Center
Mailing Address:
HQDA (PECC-CMO) t
ATTN: CP-
ALEX VA 22332-0300
Career Program:
Automatic Data Processing
Civilian Personnel Administration
Comptroller
Education Services
Equal Employment Opportunity
-General Intelligence/Security Administration 2
and Seventh Army
Mailing address:
Commander-in-Chief
U.S. Army, Europe and Seventh Army
ATTN: AEAGA-CRC
APO N V-1, 09403
ew
Central referral office: U.S. Army Military
Traffic Management Command
Mailing address:
Cdr, MTMC
ATTN: MT-PEC
Falls Church, VA 22041-5050
Central referral office: U.S. Army Training
and Doctrine Command
Mailing address:
Cdr, TRADOC
ATTN:ATPL-CE
Fort Monroe, VA 23651-5000
Central referral office: U.S. Army Western
Command
Mailing address:
Chief
Central referral office: U.S. Army Finance
and Accounting Center
Mailing address:
Cdr, USAFAC2
ATTN: FINCU-CE
Indianapolis, IN 46249-0349
Central referral office: U.S. Army Forces
Command
Mailing address:
Cdr, FORSCOM
ATTN: AFPR-CPC
Fort McPherson, GA 30330-6000
Central referral office: U.S. Army Health
Services Command
Mailing address:
Cdr, HSC
ATTN: HSPE-CT
Fort Sam Houston, TX 78234-6000
Central referral office: U.S. Army
Intelligence and Security Command
Mailing address:
Cdr, INSCOM
ATTN: IAPER-SCPO
Arlington, VA 22212-5000
Central referral office: U.S. Army Japan
Mailing address:
Commander
U.S. Army Japan
AR 690-950 ? UPDATE
U.S. Army Support Command Hawaii
Career Management Staffing Assistance
Branch
Fort Shafter, HI 96858-5000
Central referral office: Eighth U.S. Army
Mailing address:
Commander 4
Eighth U.S. Army
ATTN: CPJ-PM
APO San Francisco 96301-0009
Notes:
1. Engineers and Scientists Career Program
(Resources and Construction) MACOM level referral
is delegated to Corps of Engineers divisions and
separate field operating agencies.
2. Comptroller Career Program only.
3. Public Affairs and Communications Media Career,
Program positions only.
4. CONUS applicants should forward all required
career program documents to the Eighth Army
Civilian Recruiting Office, P.O. Box C34102, Seattle,
Washington 98124-1102; applications will be
forwarded to the Eighth Army MACOM referral
inventory.
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Appendix C
Instructions for Registration in
Central Referral Offices
c. Voluntary registrants follow the proce-
dures below:
(1) The employee prepares the registra-
tion and appraisal forms according to the
instructions and due dates established by
the career program.
(2) The supervisor and reviewer rate the
qualifications of the employee for the gener-
al, program management, and personnel
management elements. The supervisor and
reviewer may rate the functional or occupa-
tional elements; if they are unable to rate
these elements, they will enter a rating of N.
(3) Registration and appraisal forms are
sent to the activity CPM of the career pro-
gram in which the employee is seeking re-
ferral. The activity CPM may add relevant
information concerning the employee's
qualifications. The activity CPM will identi-
fy the source of the information added (e.g.,
personnel records, first-hand knowledge, or
contacts with former supervisors). This
same information is given to the employee
in writing. The employee does not sign the
appraisal until all information has been
reviewed.
(4) The appraisal is then sent to the CPO
for transmission through command chan-
nels to the proper MACOM or DA CRO.
b. MACOM level. MACOM CROs will
use an SAQ to evaluate outside registrants
for MACOM-level positions.
c. Consideration, Outside registrants are
given the same consideration as DA career
program employees.
C-1. Introduction
This appendix has general procedures for
CRO registration and outside recruitment.
C-2. Registration
The instructions for preparing the forms
that are used to register in a career program
are in appendixes D through F.
C-3. Cross-command registration
a. Employees at MACOM referral levels
may be considered for MACOM-level posi-
tions in another MACOM or IRA. They
must submit the documents listed below to
the proper CRO to receive consideration.
The addresses of MACOM CROs are in ap-
pendix B.
(1) DA Form 2302-R (Civilian Career
Program Qualification Record).
(2) DA Form 4338-R (Civilian Career
Program Availability Statement).
(3) DA Form 5245-R (Civilian Career
Program Appraisal).
(4) DA Form 4343-R (Civilian Career
Program Repromotion Registration), if the
registrant is eligible for special considera-
tion for repromotion.
(5) Supplemental qualifications statement
(SQS), if required.
b. Cross-command registrants are consid-
ered to be within the area of consideration.
They are given the same referral considera-
tion as employees within the MACOM or
IRA.
c. Consideration is based on career ap-
praisal ratings for the job categories request-
ed by the employee.
d. MACOMs or IRAs may not change
career appraisal ratings of the employee's
parent MACOM or IRA.
e. MACOMs or IRAs retain applications
of employees from other MACOMs or
IRAs for the same period they retain. the
applications of their own- employees. Em-
ployees will send updated information to
MACOMs or IRAs where they are regis-
tered (e.g., panel results, qualification rec-
ords, availability). This updated information
will include changes in office address or
telephone number.
f When an employee accepts another po-
sition, the employee will notify each CRO
with which he or she has filed an
application.
C-4. Voluntary registration
a. Registration in a DA or MACOM in-
ventory is available to qualified employees
whose current positions are-
(1) Outside career program coverage, or
(2) Employed in a different career pro-
gram from that in which registration is
desired.
b. Voluntary registrants receive the same
consideration as career program employees.
C-5. Multiple program registration
a. Multiple program registration is
authorized for career program employees
who occupy positions covered by more than
one career program.
b. When more than one inventory is in-
volved, registration is sent (and kept cur-
rent) to each career program in which
referral consideration is desired.
C-4. Registration procedures for
outside applicants
CRO may supplement career program in-
ventories by recruiting qualified outside reg-
istrants. This supports the DA AAP as well
as recruitment for hard-to-fill positions.
a. DA level. The CRO identifies, by grade
level and occupational series, those DA-
wide career programs the need to be supple-
mented by targeted recruitment of qualified
minority, female, and handicapped outside
registrants. The CRO then identifies viable
recruitment sources and issues announce-
ments for hard-to-fill positions at the DA
referral level. The DA-level CRO will-
(1) Determine eligibility and minimum
qualifications of outside registrants.
(2) Obtain appropriate documents to de-
termine eligibility, qualifications, and availa-
bility. These documents include-
(a) SF 171 (Application for Federal
Employment).
(b) SF 50 (Notification of Personnel Ac-
tion) to verify appointment status.
(c) SF 181 (Race and National Origin
Identification).
(d) DA Form 4338-R (Civilian Career
Program Availability Statement).
(e) Performance appraisal.
(0 Supplemental applicant questionnaire
(SAQ), as developed by the CRO.
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Appendix D
Instructions for DA Form 2302-R
(Civilian Career Program
Qualification Record) and DA
Form 2302-1-R (Civilian Career
Program Qualification Record)
(Continuation Sheet)
Section I
Instructions for DA Form 2302-R
D-1. Introduction
This section instructs users in preparing and
submitting DA Form 2302-R. DA Form
2302-1-R is used to add additional experi-
ence information (sec II). DA Form
2302-R is the basic form used by DA em-
ployees to describe their qualifications. It is
a source d6cument for candidate evaluation,
competitive rating procedures, and develop-
ment of referral lists. This form describes
the employee's work experience, training,
and other accomplishments that can help
selecting officials in their consideration of
candidates referred for a vacant position.
Therefore, the CRO sends a copy of the em-
ployee's DA Form 2302-R with an issued
referral list. This form may also be used to
supplement an application for LTT or other
self-development opportunities. DA Form
2302-R will be reproduced locally on 81h-
by 11-inch paper. A copy for local repro-
duction is located at the end of this
regulation.
D-2. Requirements and procedures
for preparing DA Form 2302-R
a. The employee will prepare and send
an original DA Form 2302-R, signed and
dated, when it is required with the career
appraisal submission (app E). All requested
information will be properly entered. If an
employee must add, change, or update en-
tries, a complete form will be prepared.
b. Employee identification will be entered
on each side of the form. Attachments (e.g.,
job descriptions) are not authorized.
. c. Authorized DA and standard abbrevi-
ations may be used. Acronyms or abbrevia-
tions used to describe experience in part I
should be spelled out the first time used.
d. This form is required with the career
appraisal prepared for each career program
in which referral consideration is requested.
e. A copy of the form with sample entries
is shown in figure D-1. The sample entries
in part I show the employee's period and lo-
cation of employment. These entries relate
directly to the description of the same em-
ployee's availability in appendix F.
f. DA Form 2302-R must be prepared
carefully in order to accurately show back-
ground and experience. The employee's sig-
nature affirms the accuracy of the
information entered.
employee. Employees will provide complete
information in each entry.
a. Name. Enter last name, first name,
and middle initial as shown on the employ-
ee's latest SF 50.
b. A UTOVON number. Self-explanatory.
c. Social security number. Enter the em-
ployee's social security number.
d. Career program code. Enter the career
program number (two digits) from (table
D-1).
e. Employing office mail address. Enter
the office mailing address. Include the office
symbol and ZIP code.
f. Commercial telephone number and
area code. Self-explanatory.
g. SON. Enter four digits to identify CPO
submitting office number (SON). The SON
is identified on the employee's latest SF 50.
Verify the SON with the servicing CPO if
necessary.
h. MACOM. Enter the standard acronym
or abbreviation to identify the MACOM or
IRA.
i. Name of immediate supervisor. Enter
last name, first name, and middle initial of
the employee's immediate supervisor. In-
clude rank, if military.
j. Message address and office symbol.
Enter the activity message address (include
complete office symbol). If referred, the
message address may be needed to contact
the employee for interest and availability.
Verify the message address with the servic-
ing CPO if necessary.
k AUTOVON and commercial number
of immediate supervisor. Self-explanatory.
1. Date. Enter the date prepared. The
date is used to determine the most recent
submission by the employee.
Table D-1
Career program numbers
Program Number: 10
Name of career program: Civilian Personnel
Administration
Program Number: 11
Name of career program: Comptroller
Program Number: 12
Name of career program: Safety
Management
Program Number: 13
Name of career program: Supply
Management
Program Number: 14
Name of career program: Contracting and
Acquisition
Program Number: 15
Name of career program: Quality and
Reliability Assurance
Program Number: 16
Name of career program: Engineers and
Scientists (Nonconstruction)
D-3. Item Instructions for heading
The information requested in the heading is
needed for prompt communication with the
Program Number: 17
Name of career program: Materiel
Maintenance Management
AR 690-950 ? UPDATE
Program Number. 18
Name of career program: Engineers and
Scientists (Resources and Construction)
Program Number: 19
Name of career program: General
Intelligence
Program Number: 20
Name of career program: Quality
Assurance Specialists (Ammunition
Surveillance)
Program Number: 21
Name of career program: Librarian
Program Number: 22
Name of career program: Public Affairs and
Communications Media
Program Number: 23
Name of career program: Automatic Data
Processing
Program Number: 24
Name of career program: Transportation
Management
Program Number: 25
Name of career program: Communications
Program Number: 26
Name of career program: Manpower and
Force Management
Program Number: 27
Name of career program: Housing
Management
Program Number: 28
Name of career program: Equal
Employment Opportunity
Program Number: 29
Name of career program: Commissary
Management
Program Number: 30
Name of career program: Records
Management
Program Number 31
Name of career program: Education
Services
Program Number: 32
Name of career program: Training
Program Number: 33.
Name of career program: Ammunition
Specialist
D-4. Item Instructions for Part (-
Experience
Follow general instructions printed on the
form. Account for a continuous time period
when preparing entries for part I. Use a sep-
arate experience block to describe a tempo-
rary promotion, temporary reassignment, or
detail.
a. From. Use four digits to enter the
month and year of appointment to the posi-
tion (e.g., enter 04 84 for April 1984).
b. To. This entry is overprinted as
PRESENT for current position. For past
positions, enter the month and year to show
when the employment period ended.
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occupational series (no more than four dig- (5) Na?
r-a pd location of the college or for preparing the DA Form 2302-1-R
its). Enter "0000" when the listed position university. a. All requested information will be
is- c. Identify degrees awarded. For exam- properly entered; use a typewriter to make
(1) In the military service. ple, enter "BA," "BS," "MS," "MBA," or entries. The employee may use one or more
(2) Outside Federal Government "Ph.d." When a degree does not apply to a of the experience blocks on the form. If an
employment. line entry, enter "NNN." employee must add, change, or update en-
d. Grade. For positions in the Federal tries, a complete form will be prepared.
Government, enter the pay plan and grade. d. Enter the major subject studied. In b. Employee identification will be entered
For example, General Schedule (GS or most cases, this is the subject matter area on each side of the form when both sides
for which the degree was awarded. Enter are used. Attachments
GM) pay plan and grade are entered as (e.g., job descrip-
"GS-11" or "GM-14." Military rank may any minor subject in parentheses. For exam- tions) are not authorized.
be abbreviated and used in place of grade. ple, enter "Accounting (Computer
Enter annual salary in place of pay plan and Systems)." D-11. Item instructions for the
grade for a position outside Federal Gov- heading
ernment employment. For example, enter D-6. Item Instructions for Part III- The information in the heading is needed
"26200" for an annual salary of $26,200. Training, Self-development, Skills, and for identification of the employee. The em-
e. Position title. Accomplishments ployee will provide complete information in
(1) Enter the official position title as a. Enter the information in the columns each entry.
shown on the SF 50. Use abbreviations if provided. See figure D-1 for typical entries. a. Name. Enter the last name, first name,
required. Use descriptive titles for positions List the dates of attendance and the total middle initial as shown on the gmployee's
held in military service or outside Federal number of calendar days for completion. In latest SF 50.
Government employment. cases where the entry is an item of a contin- b. Social security number. Enter the so-
(2) If the present position is a temporary uing nature, enter "0000." cial security number.
promotion or detail, identify it as such, in b. Employees should make their own de- c. Career program number. Enter the ca-
parentheses, after the position title in this cisions regarding the number of line entries reer program number from table D-1.
block. For example, enter "Editor (TEMP needed to list the requested information. If d. Date. Enter the date the form is
PROM)." necessary, entries may be continued in part prepared.
f. Organizational title (if supervisory). IV. Do not attach additional sheets.
This applies to the employee's present posi- D-12. Item Instructions for Part I-
tion only. Enter the organizational title as- D-7. Item Instructions for Part IV- Experience (Continued)
signed to the present position if the position Awards and Recognition Follow the instructions printed on the form.
is supervisory. For example, enter "Chief, Continue descriptions of experience on the
Executive Software Branch." Nonsuperviso- a. Enter information in columns provid- ed. and reverse of DA Form 2302-1-R.
ry employees leave this item blank. ? See figure D-1 for typical entries. Number each experience block used. Follow
g. Employing office and location. Enter b. Entries should provide information the instructions in paragraph D-4 above to
the name of the employing office and the lo- pertaining to recognition for performance, enter experience. Account for a continuous
cation of employment (for past positions). merit awards, acts of service, and other sig- time period in the blocks on the continua-
Use authorized DA and standard abbrevia- nificant awards or pertinent official tion sheet.
tions, as required. recognition.
h. Description of work. c. Employees should make their own de- D-13. Submission
(1) Enter a narrative statement that de- cisions regarding the number of line entries The original copy of the completed DA
scribes major duties and responsibilities. needed to list the requested information. If Form 2302-1-R is attached to the original
Describe work in terms of functional knowl- necessary, entries may be continued in part copy of the DA Form 2302-R being
edge, skills, and abilities demonstrated. Nar- III. supplemented.
rative information must be limited to the
space provided. An employee may also in- D-8. Submission
elude the performance rating level assigned Individual career program appraisal instruc-
and the period covered by the rating. If in- tions normally require submission of an
cluded, end the narrative statement with the original DA Form 2302-R. In this case, the
performance rating level information. form is forwarded with the career appraisal.
(2) The entry for the present position A registrant may send an original qualifica-
should describe the current assignment, tion record (to replace a previous submis-
even though the position may be a tempo- sion) at any time. The new form may be
rary promotion or detail. Include the num- sent directly to the proper DA or MACOM
ber of days the temporary promotion or CRO. (See tables B-1 and B-2.) A complete
detail will last. reentry of all qualification information on
D-5. Item Instructions for Part 11-
the new form is necessary.
Education Section II
a. List each principal instance of formal instructions for DA Form 2302-1-R
education beyond high school. A single en-
try may be used to show all work leading to
a college degree; identify the awarding D-9. Introduction
school and location. Postgraduate studies This section instructs users in preparing and
may be reported by separate line entries. submitting DA Form 2302- 1-R. This form
b. Enter the information in columns pro- is used to add experience information to
vided. See figure D-1 for typical entries. DA Form 2302-R, part I. DA Form
List- 2302-1-R will be reproduced locally on
(1) Dates of attendance. 8'i- by 11-inch paper. A copy for local re-
(2) Semester or quarter hours earned. production is located at the end of this
(3) Degree awarded. regulation.
58 AR 690-950 ? UPDATE
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Appendix E ,
Instructions for DA Form 5245-R
(Civilian Career Program
Appraisal)
E-1. Introduction
This appendix has instructions for DA
CRO to follow in adapting the DA Form
5245-R for use in career appraisal by indi-
vidual career programs. The DA Form
5245-R has a standard format for career ap-
praisal of employees in DA-administered
career programs while enabling overprint of
career program unique information. Two
steps are involved in the adaptation process.
The first step is for the CRO to overprint
the DA Form 5245-R with career program
unique information. The second step is to
prepare instructions for employees, supervi-
sors, reviewers, and the CPO to follow in
preparing and submitting the DA Form
5245-R. DA Form 5245-R will be repro-
duced locally on 81h- X 11-inch paper. A
copy for reproduction only by the CRO is
located at the back of this regulation.
E-2. Requirements and procedures
a. The DA CRO will overprint the DA
Form 5245-R, following instructions in par-
agraph E-3. Other modifications to the
form are not authorized. CROs may add a
part VI to the form to support use of sup-
plemental qualifications statements (SQS),
special skills, or other similar supplementa-
ry requirements. HQDA (PECC-CMP) will
furnish each DA CRO a master copy of DA
Form 5245-R for use in overprinting. A
sample overprint is shown in figure E-1.
b. DA CROs will prepare instructions
for employees, supervisors, reviewers, and
CPOs in accordance with instructions in
paragraph E-4. Paragraph E-5 has stan-
dard instructions for all career programs.
These instructions may not be modified by
the CRO.
c. The DA CRO will forward the pro-
posed overprinted DA Form 5245-R and
instructions for employees, supervisors, re-
viewers, and CPOs to HQDA
(PECC-CMP), ALEX VA 22332-0300, for
prior approval at least 120 days in advance
of the scheduled evaluation (e.g., screening
panel) date.
d. The DA CRO will issue the over-
printed DA Form 5245-R by letter to all
MACOMs and IRAs at least 90 days in ad-
vance of the scheduled evaluation date. A
copy of the transmittal letter will be sent to
HQDA (PECC-CMP), ALEX VA
22332-0300.
E-3. Instructions for overprinting the
DA Form 5245-R
The DA CRO will overprint the DA Form
5245-R as follows:
a. Heading. Overprint the name and
number of the career program.
b. Item 10a. Overprint the title and series
of jobs for which employees may request
consideration in the career program. At the
bottom of each page of the DA Form
5245-R, following the form number, enter
the career program number (e.g., (CP13))
c. Item 11. Overprint job categories, spe-
cializations, or referral codes, as necessary,
to support any special career program
requirements.
d. Part III. Overprint the element num-
ber and a brief description of each element
on which employees are to be rated.
e. Part V. In the instructions for each
block of part V, overprint either the alpha
"A" and "B" or .numeric "5" and "4."
These rating levels require justification.
E-4. CRO instructions for preparing
employee, supervisor, reviewer and
voluntary registrant instructions
a. The DA CRO will prepare instruc-
tions for employees, supervisors, reviewers,
and CPOs to use in completing the DA
Form 5245-R. Paragraph E-5 has instruc-
tions that are standard for all career pro-
grams. The dotted lines in paragraph E-5
indicate places where the DA CRO must
enter career program unique instructions,
following the guidance in b below.
b. DA CRO adds career program unique
instructions to the standard instructions at
the dotted lines in paragraph E-5 as
follows:
(1) At the first dotted line in paragraph
E-5a(2), add "5" or "6" depending on
whether or not a part VI is to be used. At
the second dotted line in paragraph
E-5a(2), add "Part VI-(title of Part VI)"
if a part VI is to be used.
(2) At the dotted line in paragraph
E-5c(l)(b), use paragraph (a) below if the
"no change" option is in effect. Use para-
graph (b) below when the "no change" op-
tion is not in effect.
(a) "No change" is an option that allows
an employee to retain the previous year's el-
ement ratings for the job categories request-
ed. Employees are eligible for this option
only if they are in the same grade they held
when rated the previous year. Employees
who have been promoted are not eligible.
The use of this option presumes there has
been no change in career appraisal job ele-
ments or rating level definitions. Once this
option has been used, an employee may not
send an initial submission until the next re-
ferral year (e.g., annual screening panel),
may not request reconsideration of the pre-
vious year's ratings that have been carried
forward by using this option, and may not
request new job categories. To exercise the
"no change" option, the employee will com-
plete DA Form 5245-R, part I, items 1
through 8, check "no change" in item 9 of
part II, and enter date and sign in part IV.
Supervisors and reviewers will sign in part
IV, if they concur with the "no change" re-
quest. A supervisor can require an employee
to submit a new appraisal if the employee's
performance has changed during the previ-
ous year.
(b) The "no change" option i$ not in ef-
fect for this referral year.
(3) In paragraph E-5d(3), if item 11 is to
be completed, the CRO develops and enters
the necessary instructions.
(4) At the dotted line in paragraph
E-5c(4), item 12, enter "Do not complete
this item" or "Enter an X in the appropriate
block to indicate desire for referral to
HQDA or MACOM staff positions and for
supervisory positions" (as appropriate for
the career program).
(5) At the dotted line in paragraph
E-5d(l)(a), enter "A" if alpha ratings are
used or "5" if numeric ratings are used.
(6) At the dotted line in paragraph
E-5d(1)(b), enter "B" if alpha ratings are
used or "4" if numeric ratings are used.
(7) At the dotted line in paragraph
E-5d(1)(c), enter "C" if alpha ratings are
used or "3" if numeric ratings are used.
(8) At the first dotted line in paragraph
E-5d(l)(d), enter "D" if alpha ratings are
used or "2" if numeric ratings are used. At
the second dotted line in this subparagraph,
enter "C" if alpha ratings are used or "3" if
numeric ratings are used.
(9) At the first dotted line in paragraph
E-5d(l)(e), enter "E" if alpha ratings are
used or "1" if numeric ratings are used. At
the second dotted line in this subparagraph,
enter "C" if alpha ratings are used or "3" if
numeric ratings are used.
(10) At the dotted lines in paragraphs
E-5d(2), E-5f(1), E-5f(2), and E-5f(6),
enter "A and B" if alpha ratings are used or
"5 and 4" if numeric ratings are used.
(11) Paragraph E-5h is developed by the
DA CRO to give instructions on part VI (if
used).
E-5. Standard Instructions Issued by
CROs
Each CRO will prepare and issue (usually
by letter) individual career program instruc-
tions. The letter will be sent to operating
CPOs for distribution to career program
employees. The instructions will explain
how DA Form 5245-R is prepared by the
employees, and how employees will be con-
sidered for career referral. The CRO will
use this paragraph to prepare the standard
letter. Individual career program proce-
dures, requirements, and enclosures will be
listed or described in. the letter. Standard in-
structions follow:
a. General
(1) Instructions for employees. Employees
will prepare this form using these instruc-
tions and may request assistance from their
supervisor, activity CPM, or the servicing
CPO.
(2) Parts. The DA Form 5245-R has ...
parts as follows:
(a) Part I, Identifying Data.
(b) Part II, Referral Desires and CPO
Certification.
(c) Part III, Element Ratings.
(d) Part IV, Signatures.
(e) Part V, Justification.
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U. inatrucuvrw jvr [ urt i, iuvr&&&jytn5 uu- all cauyavyw iiva,a L .ltAlan vy ua --- u.u.. -.,......? .... ..... ?Z,..,,...., y??......?.....,
ta. Information requested in the heading is after a:e4WMPt[ppraisa1 is submitted and element.
needed for prompt communication with evaluated."' (b) Level ...... Employee possesses knowl-
(and correct identification) of the employee. (2) Item 10, referral desires and CPO edge, skills, and abilities.at a level that fully
The employee must provide complete infor- qualifications determination. The employee meets and in most aspects clearly exceeds
mation in each entry listed below: will indicate grades in 10b, and the CPO the standard described for the specific quali-
(1) Item 1, name. Enter last name, first will enter "Qualified (Q)" in 10(c) or "Not fication element.
name, and middle initial. Qualified (NQ)" in item 10d. (c) Level ...... Employee possesses knowl-
(2) Item 2, permanent position title, se- (a) Title and series. This item has been edge, skills, and abilities at a level that fully
lies and grade. Enter permanent position ti- overprinted by the CRO to show occupa- meets the standard described for the specific
tle, series, and grade. tional titles and series of jobs in the career qualification element.
(3) Item 3, major command/IRA/SON. program. (d) Level ...... Employee possesses knowl-
Enter MACOM or IRA (e.g., AMC, (b) Grades. Employee enters grades for edge, skills, and abilities at a level that does
EUSA, USAREC, USAFAC, USMA); which he or she is qualified and for which not meet some aspects of the standard de-
enter SON (e.g., 1991, 2946, 2302). referral consideration is desired. scribed for the specific qualification element.
(4) Item 4,. office mailing address. Enter (c) Qualified. The servicing CPO will cer- Level ...... could be achieved through addi-
office mailing address. Include office symbol tify the qualification determination by enter- tional experience and/or related develop-
and ZIP code. ing "Q" for qualified in this column, if ment in selected areas.
(5) Item 5, social security number (SSN). appropriate. (e) Level ...... Employee possesses knowl-
Enter SSN. (d) Not qualified. The servicing CPO will edge, skills, and abilities at a level that does
(6) Item 6, telephone number. Enter enter "NQ" for not qualified in this column, not meet most aspects of the standard de-
AUTOVON number or other. if appropriate. If the employee does not scribed for the specific qualification element.
(7) Item 7, career program name and have 9 months' time in grade (or will not Extensive additional experience and/or re-
number is overprinted. complete 12 months' time in grade on tem- lated development is needed to achieve level
(8) Item 8, home address. Enter complete porary promotion during the referral year), ?"""
home address with ZIP code. an NQ determination will be made (unless a (/9 Level N. Used only where the super-
c. Instructions for Part II, Referral , higher grade was previously held by the em- visor or reviewer does not have information
Desires and CPO Certification. ployee). The servicing CPO will advise the sufficient to assign a rating level for the spe-
(1) Item 9, status. Check one of the employee when an NQ determination is cific qualification element.
blocks to show career appraisal status. made. (2) Employee rating. Employees will con-
(a) Initial submission. Initial submission (3) Item 11, limited use, CRO develops sider their experience, training, background,
is an employee's first appraisal submission necessary instructions. and current level of knowledge and abilities.
during a referral year. Only one initial sub- Employees should compare themselves with
mission may be submitted in a referral year. (4) Item 12, optional referral categories. the standard described for each element,
Subsequent submissions, if appropriate, are . ' and, using one of the rating levels described
described in (b) through (e) below. The em- (5) Item 13, current performance rating. Enter current performance rating in this in paragraph (1) above, enter a rating in col-
ployee must have 9 months time-in-grade space. umn E (employee) of Part III for the ele-
when he or she signs the initial submission. ment required. Justification is required to
(b) No change . .. (If used, career pro- (6) Item 14, time in grade. A CPO repre- sentative will complete this item if the em- support employee (self) ratings of .......
gram instructions are entered). (3) Supervisor rating. Supervisors will as-
(c) Reconsideration. Th6 reconsideration ployee does not have at least 9 months' time sign rating levels in column S (supervisor)
block program is used by an employee to re- in grade. The CPO will place an X in the ? of Part III. The supervisor will discuss any
quest a review of ratings (e.g., panel ratings) block, enter the grade, month and year of unresolved questions concerning the em-
during the referral year in which the ratings eligibility, and return the career appraisal to ployee's self-ratings or justification for,
were received. When requesting reconsider- the employee. ratings with the reviewer or activity CPM.
ation, the employee must identify which job (7) Item 15, CPO certification. A CPO The supervisor will verify that the employee
elements are to be reconsidered and must representative will sign the career appraisal, has awards, letters, etc., cited in part V.
attach specific information to support the advise the employee when and why any NQ (4) Reviewer rating. Reviewers will assign
request. The information submitted must determination was made, and will provide a rating levels in column R (reviewer) of Part
apply to qualifications or achievements pre- signed copy of page 1 to the employee. The III.
dating the initial submission. telephone number of the CPO representa- (5) Panel rating. Panels, if any, will re-
(d) Add-on. The add-on block is used by tive is also entered on page 1. view the employee's experience and justifi-
an employee to add job categories or ele- (8) Item 16. Enter telephone number. cation and will make final rating
ment ratings not previously requested or (9) Item 17. Enter date. determinations. Procedures for conducting
rated during a referral year. If new element d. Instructions for Part III, Element screening panels are in appendix G.
ratings are requested, qualifications or ac- Ratings. (6) Use of an N rating. The supervisor or
complishments up to the date of the submis- (1) Using the element rating definitions reviewer may assign an N rating in part III
sion may be used. The add-on block is also in enclosure 3 to these instructions, the em- when there is insufficient information avail-
used by the supervisor if he or she did not ployee must self-rate for each element speci- able to assign a rating level. The employee
have sufficient information on an employee. fled in enclosure 4 for each job category for will be advised when the supervisor intends
at the time of the initial submission (e.g., which he or she desires consideration. After to assign an N rating. In these situations,
employe was recently assigned), and addi- this self-rating, the employee gives the DA the employee should cite experience or qual-
tional information has become available that Form 5245-R to his or her supervisor and ification data in part V to support self-
would substantially change the initial reviewer so 'that they may enter their ratings or to provide the basis for a panel
ratings. For ratings being changed by the ratings. The employee, supervisor, and re- rating.
supervisor, qualifications. or accomplish- viewer will select the appropriate rating lev- e. Instructions for Part IV, Signature. The
ments up to the date of the add-on submis- el from the six ratings levels below for each supervisor, reviewer, and employee signa-
sion may be used. of the elements required for referral to jobs tures and dates will be entered in items 18
(e) Defer. The defer block is used by an requested in part I, item 10a. through 27. The employee will normally
employee to indicate that no promotion or (a) Level ...... Employee possesses knowl- sign the appraisal last. The employee must
reassignment consideration is requested dur- edge, skills, and abilities at a level that also enter his or her social security number
ing a referral year. A deferment precludes clearly exceeds all aspects of the standard in item 25.
62' _ AR 690-950 ? UPDATE
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(1) The justification blocks on the form program management, and pe&sl}el man-
are used to justify....... ratings. The employ- agement elements. Supervisors will rate the
ee, supervisor, and reviewer are each as- technical elements only if they are knowl-
signed a separate section of part V for their edgeable in the subject matter covered. The
use. The employee must also enter justifica- voluntary registrant will contact the activity
tion for ratings when the supervisor assigns CPM or MACOM CPM to discuss career
an N rating. patterns, goals, and previous work history.
(2) Justification for ratings of ...... must The activity or MACOM CPM may add in-
be supported with an achievement state- formation in part V which may be useful in
ment that applies to the element rated and assisting the rating process. The statement
must clearly demonstrate how the employee should identify the source of the informa-
exceeds the standard for the applicable ele- tion (i.e., first-hand knowledge, previous su-
ment. The requirement does not apply to pervisor, etc.) If the CPM is unable to
ratings assigned to the general qualifications provide information deemed useful, the
elements. An employee, supervisor, or re- CPM will indicate that no information is
viewer may initiate ...... ratings. The initia- available. The CPM will initial in the space
tor must prepare the justification for the provided.
rating by describing achievements in part V. h. Additional information. This para-
The supervisor and reviewer may enter graph may be developed by a CRO if a part
"concur with employee's justification" if VI is used. (See para E-4b(11).))
they determine that the employee's state-
ment clearly supports the rating assigned by
the employee. Justification is limited to one
part V for each element rated ........ Attach-
ments (other than the current performance
appraisal) are not authorized and will not
be used in this rating process if submitted.
(3) The nature of the written statement
is, normally, a statement that may be sup-
ported by narrative extracts from pertinent
performance awards (e.g., Sustained Superi-
or Performance Appraisal (SSPA), quality
step increase (QSI), or merit pay cash
awards), from letters of commendation, or
from statements by supervisors that clearly
show how the employee exceeds the
standard.
(4) If the supervisor's rating is lower
than the employee's rating, the supervisor
will enter the reasons for the lower rating.
(5) If either the supervisor's or reviewer's
ratings are higher than the employee's rat-
ing, and the supervisor's or reviewer's rating
is an ........ rating, the supervisor or reviewer
must explain the higher rating. The supervi-
sor will review awards, letters, and other
documents furnished by the employee to au-
thenticate the justification statements made
by the employee. These documents, howev-
er, are not forwarded to the CRO with the
career appraisal. Employee, supervisor, and
reviewer will initial and date the blocks on
each page. The employee's initials certify
the accuracy of the information he or she
submitted and indicate that the employee
has seen the entire part V. The supervisor's
initials certify authenticity of documents
used by the employee in support of ........
ratings (or in support of any rating when
the supervisor or reviewer assigns an N rat-
ing). The reviewer will initial when the re-
viewer enters justification or explanation for
higher or lower ratings, or when concurring
with the employee's or supervisor's
justification.
g. Procedures for voluntary registrants.
Instructions in this paragraph apply to qual-
ified employees who submit a career ap-
praisal for positions outside of their primary
career program (or who are not in a career
program position). The supervisor of the
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CIVILt `ER PROGRAM APPRAISAL
For use of this form, sie AR 690-950; the proponent egency is DCSPER
DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY 3 US Code 11112 I
PRINCIPAL PURPOSE Pnwlde mana'cmenl wllh IntormJtmn in the career and pn,mollon Jevlrev and 9ualdiCatumv o1 career program rcgolrant% in the Depanmenl of
the Arnl)
ROUTINE USES Used h. DA Malt .'tnclcs..,m1111Jnds and rllstJIlJllons Js an applicant and relerral lilt lot desl'naled solllan .Jrccr program pl.lunn.. 111 Jclcr-
rlllne 4uJlltl.atlom. JsJ1lJhllllo, and Illnhlllls nl enlpln.ee. lot c%Istln' and luturt .acancles 'nhlrlllatlon is used Inr vclcalln' and .Jrccr plammnr
purp,.cs, prcpJrm' rcp.rbs. replh mg too ,,rrc.t*,ndcn%c. respmdmg fit request. Irom elwns and regulaulr. Nrtlc.. and responding la gncs Jn rs
and . onlplamis rCIJICd U. su.h yuPubi. Jtlnn. deic rnunauons and nomelecIUm
DISCUISURI- Di.lo,urc II the S,r it Securlt' 4unlhcr and other personal Iniornlalion is voiluntar% H.. cscr. Ialiure to pro'.dc the requested into rmauon ma)
result in onprop?r ldcntlt..ati.in. Ihu.. chnunaung the indolduil s conslderauon Ii,r DA-wide referral ad.crscl. Jtte.ung the enlplo%cc s
oplrlunlls for dc. clnpmcni
PART I ? IDENTIFYING DATA
1 NAME dU? n,,, .Mil .
5 SOCIAL SECURITY NUMBER
2 PERMANENT POSITION TITLE. SERIES. GRADE
6 TELEPHONE NUMBER (41* ,,# oilier,
3 MAJOR COMMAND IRA SON
7 CAREER PROGRAM TITLE AND NUMBER
Transportation Management 24
4 OFFICE MAILING ADDRESS I. lu.. /11' (,.1,
8 HOME ADDRESS On,lumIi ZIP ('.alrl
PART 11 . REFERRAL DESIRES AND CPO CERTIFICATION
9 STATUS I( it,. I .,n, .
^a INITIAL SUBMISSION ^ b NO CHANGE ^c. RECONSIDERATION
^d ADD ON ^e DEFER
10 REFERRAL DESIRES AND CPO QUALIFICATION DETERMINATION EMPLOYEE WILL INDICATE GRADES IN b. AND CPO WILL ENTER 0 FOR
QUALIFIED IN c. OR NO FOR NOT QUALIFIED IN d
POSITION TITLE, SERIES
GRADE
QUAL
NOT QUAL
Transportation Management Specialist 2101
Transportation Planning Specialist 2101
Transportation Systems Analyst 2101
Traffic Manager 2130
Traffic Management Specialist 2130
Transportation Operations 2150
Marine Cargo Specialist 2161
Logistics Management Specialist (Transportation) 0346
DA FORM 5245-R, MAY 86 (CP 24 ) EDITION OF APR 84 WILL BE USED UNTIL EXHAUSTED
Figure E-1. Sample of first two pages of DA Form 5245-R
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, _,&", CElItTIFICATION (C
11. INOMOUAL CAREER PROGRAM REQUIREMENTS IN uaad, carse- ptopr-n *0 pnwnrIM ty" of Womwoon to be for*
12. OPTIONAL REFERRAL CATEGORIES
a. ^ I AM C AM NOT AVAILABLE FOR STAFF POSITIONS
b. ^ I AM 0 AM NOT AVAILABLE FOR SUPERVISORY POSITIONS
13. MY CURRENT PERFORMANCE RATING IS:
14.
0 EMPLOYEE WILL MEET TIME-IN-GRADE FOR PROMOTION TO IN
(grade) (month and year)
15. SIGNATURE OF CIVILIAN PERSONNEL OFFICE REPRESENTATIVE
16. TELEPHONE NO.
17. DATE
NOTE: Signature of CPO Representative indicates that employee meets OPM X-118 standards for the series and grades for which he or she is
certified as Qualified in 10c, and that employee has been advised when a Not Qualified determination in IOd has been made.
PA
RT III
- ELE
MENT RATINGS (Key listed below)
ELEMENT
E
S
R
P
L
ELEMENT
E
S
R
P
L
GENERAL QUALIFICATIONS
Furthering EEO
Work Planning
Dealing with Unions
Written Communications
TECHNICAL/FUNCTIONAL
Oral Communication
Transportation Regulations
Initiative-Innovation
Technical Advisory Svcs
-
interpersonal Relations
Pro ram Evaluation
Analytical Ability
Policy Management(Staff)
PROGRAM MANAGEMENT
Surveys and Studies
Plan Program & Control
Programs and Budget
Coordination
Systems Analysis/ADP
Meet Organization Goals
Contingency Planning
PERSONNEL MANAGEMENT
-----
-- ---
---
Operations Management
Effectiveness in Pers Mg
Logistics Management
Performance Appraisal
Transportability
Organizational Dev
Transportation Safety
KEY: E - Employee S - S
upe
rvisor R
- Revwwer P - Panel L - Limited U
M
(CP 24) 2
Figure E-1. Sample of first two pages of DA Form 5245-R-Continued
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Appendix F
Instructions for DA Form 4338-R
(Civilian Career Program
Availability Statement)
F-1. Introduction
This appendix instructs the user in prepar-
ing and submitting DA Form 4338- R. This
form is used by registrants (within. or
outside DA) to document availability for
career referral consideration in the DA ci-
vilian career management system. The DA
Form 4338-R is the source document used
to determine availability for career program
vacancies and to develop referral lists. The
availability statement must match the refer-
ral ratings requested in.career appraisal doc-
uments (DA Form 5245-R, Part II) for
referral consideration to take place. Availa-
bility for promotion, reassignment, or
change to lower grade may be entered for
any location on the form. Registrants eligi-
ble for repromotion or priority considera-
tion also use this form.
F-2. Requirements and procedures
a. DA Form 4338-R is completed by the
registrant.
b. DA Form 4338-R will be reproduced
locally on 81h- by 11-inch paper. A copy for
local reproduction is located at the end of
this regulation.
c. Name, SSN, and date prepared must
be typed or printed on each page of the
form to ensure match of copies reproduced
or stored in microform. The date prepared
is used to determine the most recent submis-
sion by the registrant.
d. Submission is mandatory for referral
consideration. To change availability, all
items on the new form must be completed,
including previous geographic locations that
are still desired. No changes to DA Form
4338-R will be accepted by telephone (other
than changes in Item 8, Telephone
Number).
e. Blank spaces at the end of the list of
geographic locations will be used for entry
of added locations that are authorized by
HQDA letter or message. The servicing
CPO will inform employees and the activity
CPM if locations are added. Servicing CPOs
will maintain an office reference copy of the
HQDA letter or message. A registrant inter-
ested in any of the added locations will type
or print the name of the locations on the
designated line number, and enter an X in
the column desired. This updated availabili-
ty statement must be submitted as discussed
in d above.
f A separate submission is required for
each career program in which a person
registers.
g. A copy of the form with sample en-
tries is shown in figure F-1. Sample entries
show availability and grade levels of the
same GM-13 employee who prepared the
sample qualification statement in appendix
D. Explanation of the relationship of the
sample availability and qualifications entries
follows:
(1) The employee (Mr. Reerac) selected
geographic locations where positions in his
functional specialty, and at the desired
grade level, are located. He does not exclude
his current duty station (Fort George G.
Meade) even though he currently occupies
the highest grade in his functional specialty
at Fort Meade. .
(2) The employee indicates availability
for Fort McPherson, GA (which includes
the headquarters of his current MACOM,
i.e., HQ FORSCOM). His previous employ-
ment at the headquarters was at the GS-11
level. Both promotion and reassignment
availability for Fort Monroe, VA (which in-
cludes the headquarters of another
MACOM, i.e., HQ TRADOC), indicates
interest in broadening experience in a new
environment. Request for a lower grade
(LG) assignment in Honolulu, Hawaii,
could be based on personal or family rea-
sons. The employee requests promotion
consideration at several DA installations
where GM-14 positions are located. .
(3) He previously served in Germany and
recognizes the value of overseas experience.
Availability for five specific overseas loca-
tions at a higher grade (HQ) is entered.
(4) Promotion opportunities in the em-
ployee's functional specialty exist through-
out the Washington, DC, metropolitan area.
He has indicated availability for promotion
in Washington, DC, and Virginia (Washing-
ton, DC metropolitan area). Entries for spe-
cific locations are not permitted when
availability for an entire State or overseas
area is entered.
h. A Privacy Act statement is printed on
each DA Form 4338-R. Registrants should
read the statement carefully.
F-3. Item Instructions for the
availability statement
Name, SSN, and date prepared will be en-
tered at the top of pages 2 and 3. An incom-
plete or improperly prepared availability
statement will be returned to the registrant
for resubmission. This return may result in
loss of, or delay in, referral consideration.
Consideration is based on the availability
statement on record at the DA or MACOM
PRO at the time a referral list is prepared.
a. Item 1, career program title. Enter the
name of the career program. A separate
submission is required for each career pro-
gram in which a person registers.
b. Item 2, career program code. Enter the
appropriate two-digit code from table D-1.
The career program code restricts the avail-
ability search to a single career program at
locations where more than one career pro-
gram is represented.
c. Item 3, date prepared. Enter the year,
month, and day. For example, enter 20 Jan-
uary 1984 as 84 01 20. Enter the same date
in item 14 in this manner.
d. Item 4, SSN. Enter the social security
number. Enter the same SSN in item 12.
Doublecheck both entries.
AR 690-950 ? UPDATE
e. Item 5, name. Type last name, first
name, and middle initial.
f. Item 6, position title, series, and grade.
Enter the position title as shown on the lath
est SF 50. Use abbreviations if required; add
"TEMP" if position is temporary. Enter po-
sition title, series and grade.
g. Item 7, address. Enter the complete of-
fice mailing address. Include the office sym-
bol and ZIP code.
h. Item 8, telephone number. Enter
AUTOVON and commercial telephone
numbers. Changes to this entry may be sub-
mitted to the CRO by telephone.
i. Item 9, travel. The registrant indicates
availability for TDY travel by entering an X
in the appropriate block.
j. Item 10, employee statement. Enter an
X opposite those locations at which a job
will be accepted if offered. Additional in-
structions are on the last page of this form.
Stated availability is interpreted literally.
Registrants who enter availability interest
for a location are expected to be available
when contacted and to accept a job when of-
fered. Individual career program regulations
may include a penalty if the registrant de-
clines a definite job offer. Application of the
penalty will be explained in the individual
career program regulation or in referral pro-
cedures issued by the CRO.
(1) The registrant will enter availability
for current employing location if referral
there is desired.
(2) Availability for same grade (SG) does
not imply availability for HG. Indication of
availability for HG. does not simply availa-
bility for SG. Entry of an X is required in
each column for which availability is
requested.
(3) The availability statement must
match the grade level consideration request-
ed in career appraisal documents (promo-
tion, reassignment, lower grade). For
example, if higher grade was requested, re-
ferral consideration can occur only if availa-
bility for HG is l'ntered for a geographic
location. The employee may consult a su-
pervisor or the activity CPM to determine
realistic availability. The servicing CPO or
the MACOM CPM may be other sources of
information about career program opportu-
nities, and grade span at specific locations.
(4) A registrant may enter the grade level
consideration desired at selected locations.
Enter X in LG column when available at a
lower grade. Enter X in SG column if avail-
able at a current grade. Enter X in HG col-
umn if available for a promotion. An
employee eligible for repromotion consider-
ation should determine referral interest on
the basis of current grade and highest grade
held. Also, an employee may consult a su-
pervisor or the servicing CPO if assistance
is needed.
(5) Availability for all locations within a
given State (including Washington, DC) or
a foreign country is shown by entering, an X
in the appropriate columns opposite the
name of the State or foreign country.
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k. ? Item I1, typed name and signature.
Enter the typed name of the employee. Sign
in black ink.
1. Item 12, SSN. Enter the social security
number.
m. Item 13, telephone number. 'Enter
AUTOVON and commercial office tele-
phone numbers.
n. Item 14, date signed. Enter the date
signed. Usually, this is the same date shown
in item 3. Use six digits to enter the year,
month, and day.
F-4. Submission
Procedures in career appraisal instructions
may require submission of an original DA
Form 4338-R. In this case, the availability
statement is forwarded with the career ap-
praisal. A registrant may send a new availa-
bility statement (to replace a previous form)
at any time. The new form may be sent di-
rectly to the proper DA or MACOM CRO.
(See tables B-1 and B-2.) A complete reen-
try of all availability locations is required
with each submission. The registrant will in-
clude geographic locations (from the previ-
ous availability statement) that continue to
apply.
AR 690-950 ? UPDATE 67
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Appendix G
Instructions for Conducting
Screening Panels
G-1. Introduction
This appendix has instructions for DA and
MACOM screening panel operations. It al-
so prescribes the membership of screening
panels.
G-2. Requirements and procedures
These instructions-
a. Apply to competitive rating of candi-
dates for vacancies filled through central-
ized referral.
b. May be supplemented as required by
each career program. Supplemental instruc-
tions will be approved by the FC or FCR of
the career program, the CRO that adminis-
ters the career program, and DCSPER.
Supplemental instructions are published in
individual career program regulations in the
AR 690-950 series.
G-3. Scheduling screening panels
a. Normally, screening panels will be
convened annually by the CRO with the
concurrence and assistance of the FC, FCR,
or the MACOM CPM.
b. Ad hoc, midyear, and reconsideration
panels will be convened as needed by CROs.
G-4. Functions of screening panels
a. DA and MACOM screening panels
will meet all of the requirements of-
(1) This regulation.
(2) Individual career program
regulations.
b. The panel will evaluate career apprais-
als submitted and compare them with the
job element definitions. It will assign ratings
that represent the knowledge, skills, or abili-
ties described in appraisal instructions. The
career appraisal documents normally sub-
mitted to the panel include the following:
(1) The career appraisal form (DA Form
5245-R) with supporting justifications or
ratings assigned or a supplemental qualifica-
tions statement (for outside DA applicants).
(2) A current DA From 2302-R or SF
171 (for outside DA candidates).
(3) Supplemental qualifications state-
ments, if required of employees by the ca-
reer program. These forms list experience
and related information.
c. The panel will review documents that
list achievements and experience directly re-
lated to an element being rated. It will fully
consider the element ratings assigned by the
employee, supervisor, and reviewer. In some
cases, the panel may assign a rating lower
than the lowest rating by the employee, su-
pervisor, and reviewer. In such cases, the
panel will make comments to the employee
or outside candidate that explain the basis
for the lower rating by the panel.
d. The chairperson or designated panel
member will prepare an information memo-
randum for the FC, FCR, or the MACOM
CPM and will forward the memorandum to
the functional official concerned. A copy
will be sent to the CRO that convened the
panel. This memorandum will summarize
the panel actions and will-
(1) Describe actions taken during its
deliberations.
(2).Discuss circumstances or conditions
that the panel has found to be of concern or
interest:
(3) Make recommendations.
G-5. Panel membership
a. Members will be subject matter ex-
perts in the functional fields of the persons
to be rated.
b. Membership of each panel will be held
to a reasonable number so that it can carry
out its duties effectively. This 'number may
vary due to several factors; for example, the
number of job series and elements in the ca-
reer program, the number of panels needed,
and the number of career appraisals to be
evaluated. While the number of members, in
all cases, cannot be prescribed, the following
guidance is provided-
(1) Where only one panel is convened for
a career program, there should be three or
five members.
(2) Some career programs may need sev-
eral subpanels, ? each with at least three
members, including a chairperson. A presid-
ing chairperson may be appointed to coordi-
nate and observe sub-panel actions. This
can contribute to the consistency of ratings
assigned for the same type of experience.
Additional responsibilities may be assigned
to the presiding chairperson.
(3) Panels should have an odd number of
members, including the chairperson, in or-
der to avoid tie votes.
c. The panel chairperson will be chosen
by the FC, FCR, or the MACOM CPM.
The grade of the chairperson will at least
equal the grade of the highest ranking panel
member. When possible, it will be one grade
higher. ,
d. Members will be nominated by the
FC, FCR, or MACOM CPM and approved
by the CRO. They will hold positions at or
above the grade for which candidates are
being evaluated and rated.
e. The CRO, with the aid of the FC,
FCR, or MACOM CPM, will ensure that
each panel member receives-
(1) Written confirmation of assignment
as a member of the panel.
(2) Instructions and rules of order.
(3) Appropriate training.
f. A civilian personnel adviser from the
CRO will provide instructions and guidance
on-
(1) Merit principles and requirements.
(2) Candidate evaluation procedures and
methods.
(3) Regulatory requirements cited in
G-4a above.
g. The CRO, with the aid of the FC,
FCR, or MACOM CPM, should take ac-
tion to locate and choose qualified minori-
ties and women as panel members.
AR 690-950 ? UPDATE
h. A person acting as a recorder will as-
sist members with documentation and ad-
ministration during the panel session. The
recorder should know (or be trained in)
panel procedures.
G-6. Rules of order
a. Once membership on the panel is con-
firmed, attendance at each session is
mandatory.
b. Final panel ratings will be based on
the consensus of members after they review
all documents presented. The chairperson
must ensure that prescribed procedures are
followed and that members fully understand
their duties. Each panel member, including
the chairperson, will have an equal voice in
making panel decisions.
c. A panel member must inform other
panel members if he or she has served as a
supervisor or reviewer during the appraisal
period of an employee being rated. There
must be no conflicts of interest. Members
may exchange objective opinions or clarify'
information through discussion, but panel
members must not serve as a sponsor or ad-
vocate of an employee being rated.
d. Panel decisions will be as objective as
possible. Decisions will not be based on ex-
traneous, undocumented, or subjective
information.
e. In some cases, the panel may assign
ratings to a candidate consistently- lower
than the ratings assigned by the supervisor
or reviewer, In such cases, the panel will re-
view the candidates previous year's rating
(if ratings were given) and any interim
change thereto.
f. Candidates will be rated only by the
panel reviewing at the highest grade for
which the candidate is eligible for consider-
ation. Element ratings assigned by that pan-
el will apply to all grades for which the
candidate is rated.
g. Exceptional performance appraisals
and similar awards are not required for A
(or 5) and B (or 4) ratings. Recency of
achievements will not be used as a basis for
denial of an A (or 5) or B (or 4) rating with-
out documented evidence that it is a factor.
The panel must consider the achievements
with the standard described and decide if
the achievements are relevant.
h. Members will assign ratings without
reference to race, color, religion, sex, na-
tional origin, political affiliation, age, or.
handicapping condition of candidates.
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Appendix H
Instructions for DA Form
2302-2-R (Civilian Career Program
Referral Record)
H-1. Introduction
This appendix has instructions for preparing
and submitting DA Form 2302- 2-R. The
form is used by the servicing CPO, the
CRO, and the selecting official. The CPO
uses the form to refer local repromotion
candidates to the selecting official and to re-
quest a career referral list from the CRO.
The CRO uses the form to refer a list of eli-
gible candidates to the servicing CPO and,
in turn, to the selecting official. The com-
pleted original form with all .related docu-
ments is retained by the CRO and a copy of
the original form is retained by the CPO as
a record of action taken to permit complete
reconstruction of the referral actiorP, if
necessary.
H-2. Requirements and procedures
a. DA Form 2302-2-R will be locally re-
produced on 83 - by 11-inch paper. A copy
for local reproduction is located at the end
of this regulation.
b. Career program candidates who de-
cline a definite offer of a position vacancy
may be denied further referral considera-
tion. Individual career program regulations
or CRO referral procedures may establish
conditions for denial of referral considera-
tion. Registrants must be informed when
such conditions apply.
c. The selecting official is not required to
select from among candidates on the refer-'
ral list. Other sources of candidates may be
used. (See para 2- 7a(2).)
d. The servicing CPO may request a sup-
plemental referral list when there are fewer
than three promotable candidates available.
Availability of all referred candidates will
be determined and the appropriate action-
taken symbol will be entered on the DA
Form 2302-2-R for each candidate. When
requesting a supplemental referral list, a
new DA Form 2302-2-R will be sent to the
CRO with the properly annotated original
referral list attached.
e. All candidates contacted for interest
and availability will be notified by the CPO
(or selecting supervisor) of their nonselec-
tion and the name of the candidate selected.
H-3. Item instructions for Section A,
Request for Referral List
The servicing CPO will complete all items
in this section.
a. Item 1; requesting activity. Enter com-
plete mailing address.
b. Item 2, local request number. Enter a
local request number or the number of the
,SF-52 (Request for Personnel Action).
c. Item 3, submitting office number
(SON). Enter four-digit submitting office
number.
d.. Item 4, civilian personnel office contact.
Enter the name of the person who can fur-
nish additional information about the va-
cancy, if needed.
e. Item 5, telephone number. Enter the
office telephone number (AUTOVON or
other).
f Item 6, duty station. Enter the name of
the duty station where'the vacancy exists
(activity or city and state).
g. Item 7, title of vacant position. Enter
the title of the vacant position and the job
description number. Attach a copy of the
certified job description to the DA Form
2302-2-R.
h. Item 8, series and grade. Enter the se-
ries and grade of the vacant position.
i. Item 9, career program numbers. Enter
the number of the career program code (or
codes in the case of a mixed job involving
two or more career programs). (See table
D-1.)
j. Item 10, appraisal factors. As applica-
ble, enter job requirements, minimum ac-
ceptable level of career appraisal elements,
commodity codes, experience codes, supple-
mental qualifications, selective placement
factors, highly qualified rosters to be
screened, or other required information.
k. Item 11,' last incumbent, reason vacat-
ed, new duty station.Enter, the name of the
last incumbent of the position, the reason
the incumbent vacated the position (e.g.,
promotion, reassignment, retirement, trans-
fer, or CLG), and the incumbent's new duty
station.
1. Item 12, signature. Enter the signature
of the CPO/CPO contact.
m. Item 13, enter the date the request is
forwarded to the CRO. (App B has a list of
CROs.)
H-4. Career referral list codes and
symbols `
The servicing CPO will use action-taken
symbols and the CRO will use candidate
category codes to annotate the DA,Forms
2302-2-R.
a. Candidate category codes. The order in
which candidates are to be referred for the
various categories are identified by a numer-
ic candidate category code as follows:
(1) Candidate Category Code
1-Reserved.
(2) Candidate Category Code 2-Candi-
dates eligible for special consideration for
repromotidn. (See para 2-14.)
(3) Candidate Category Code 3-Candi-
dates eligible for priority consideration (af-
ter failure to receive proper consideration in
a previous promotion action that was al-
lowed to stand): (See para 2-15.)
b. Action-taken symbols. The action-tak-
en symbols are acronyms to be used by the
CPO for annotating directly in front of the
candidate's name on the referral lists the ap-
propriate action taken. The action-taken
symbols are defined as follows:
(1) S-Selected
(2) ANS-Available, not selected
(3) DDO-Declined definite offer
AR 690-950 ? UPDATE
(4) RNA-Replied not available
H-5. Item Instructions for Section B,
Career Referral List
This section is used to refer local repromo-
tion eligible candidates within a serviced
area to a selecting official. .
a. Item 14, local repromotion eligibles
within serviced area.The CPO refers local
repromotion eligible candidates to the se-
lecting official for consideration. (If no local
repromotion candidates are selected by the
selecting official, the CPO prepares a new
DA Form 2302-2-R and. sends it to the
CRO with a copy of the locally issued
repromotion eligible referral list attached.)
b. Item 14a,' action-taken symbol. The
CPO enters the appropriate action-taken
symbol directly in front of the name of each
repromotion candidate. (See para H-4b.)
c. Item 14b, name, series, and grade of
candidates. The CPO enters the name, se-
ries, and grade of local repromotion eligible
.candidates who must be referred to'the se-
lecting official for consideration before re-
questing a referral list from a CRO.
H-6. Item Instructions for Section C,
Career Referral List
This section is used by the CRO to refer
special consideration candidates to the
CPO.
a. Item 15, special consideration candi-
dates. This item is used by the CRO to refer
DA-wide or MACOM-wide career program
registrants who are entitled to either special
consideration for promotion or priority
consideration.
b. Item l 5a, action-taken symbol. The
CPO enters the appropriate action-taken
code directly in front of the name of each
candidate listed.'(See para H-4b.)
c. Item 15b, candidate category code. The
CRO enters the appropriate candidate cate-
gory code for each special consideration
candidate referred. (See para H-4a.)
d. Item 15c, name, series, and grade of
candidates. The CRO enters the name, se-
ries, and grade for each special considera-
tion candidate referred.
H-7. Item Instructions for Section D,
Career Referral List Authentication
This section is completed by the servicing
CPO, the CRO, and the selecting official.
a. Item 16,. referral summary. The servic-
ing CPO or the CRO enters referral sum-
mary data related to EEO goals and
objectives established in the AAP. Enter, in
the total block, the total number of candi-
dates referred in item 14 or item 15, as ap-
propriate, on the referral list. Then, separate
the total number of candidates referred into
groups by female, male, minority, and those
not identified. The number of candidates
shown as minority include both male and
female; each candidate is counted both by
minority and sex. In order to protect the
privacy of the candidates, no summary data
are provided when the total number of can-
didates is fewer than three (or when more
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than three candidates are referred and all n-U. item instructions for Section t, and signed, will be returned by the Lxu to
are minority or of the same sex).
b. Item 17, referral office authentication.
The CPO representative completes this item
when sending to the selecting official a list
of local repromotion eligibles within the ser-
viced area. The CRO completes this item
when sending to the CPO a list of special
consideration candidates.
c. Item 17a, issuing authority. The CPO
representative or the CRO career program
administrator will. enter name, title, and
signature.
d. Item 17b, date issued. The CPO repre-
sentative or the CRO career program ad-
ministrator will enter the date of issue of the
referral list.
e. Item 17c, list number. The CPO repre-
sentative will enter either the SF 52 number
or a referral list number. TheECRO career
program administrator will enter a referral
list number.
f. -Item 17d, expiration date. The CPO
representative or the CRO career program
administrator will enter the expiration date
of the referral list. The expiration date es-
tablishes the period during which the refer-
ral list is valid. No selection may be made
from the referral list after the date of expi-
ration. The selecting official may request the
CPO to obtain from the CRO an extension
of the referral list, if the request is made pri-
or to the date of expiration. The referral list,
properly annotated and signed by the select-
ing official, will be returned to the CPO
within the timeframe established by the lo-
cal activity when issuing lists under item 14.
The CRO special consideration candidates
referral list, properly annotated and signed
by the CPO, will be returned to the CPO/
CRO within 5 days after the date of
expiration.
g. Item 18, selecting official authentica-
tion. This item must be completed by the se-
lecting official before returning the
completed or unused list to the CPO.
h. Item 18a, name of selectee. The select-
ing official may select any candidate, re-
ferred on a referral list. Enter the name of
the selectee in this block. No reasons for se-
lection are required for non-competitive
selectees.
i. Item 18b, typed name and title. Enter
typed name and title of the selecting official.
j. Item 18c; signature. The selecting offi-
cial signs in this block.
k. Item 18d, date. The selecting official
dates the referral list when returning the list
to the CPO.
1. Item 19, requesting activity authentica-
tion. The CPO representative completes this
item after reviewing all processing entries
on the form for correctness.
m. Item 19a, name and title of civilian
personnel representative. Enter the typed
name and title of the CPO representative.
n. Item 19b, signature. The CPO repre-
sentative signs in this block before returning
the referral list to the CRO.
o. Item 19c, date list returned. The CPO
representative dates the referral list when
returning the list to the CRO.
74
Career Referral List
This section is used by the 4CRO to refer
competitive, reassignment, and change to
lower grade candidates to the CPO. This
section E is to be released by the CPO rep-
resentative to the selecting official only after
action has been taken by the selecting offi-
cial on sections B and C, in sequence.
a. Item 20, competitive, reassignment,
and change to lower grade candidates. This
item is to be completed by both CPO and
the CRO as discussed in b and c below.
b. Item 20a, action-taken symbol. The
CPO enters the action-taken symbol directly
in front of the name of each candidate
listed. (See para H-4a.)
c. Item 20b, name, series, and grade of
candidates. The CRO enters the name, se-
ries, and grade for each candidate referred
within a specific category; e.g., all reassign-
ment eligibles will be listed as a group and
so identified; all promotion eligibles will be
listed as a group and so identified, and all
change to lower grade candidates will be
listed as a group and so identified.
H-9. Item Instructions for Section F,
Career Referral List Authentication
This section is completed by the CRO, the
selecting official, and the CPO..
a. Item 21, referral summary. The CRO
enters referral summary data related to
EEO goals and objectives established in the
AAP. The CRO will enter, in the total
block, the total number of candidates re-
ferred on the referral list. Then, the CRO
will separate the total number of candidates
referred into groups by female, male, minor-
ity, and those not identified. The number of
candidates shown as minority include both
male and female; each candidate is counted
both by minority and sex. In order to pro-
tect the privacy of the candidates, no sum-
mary data are provided when the total
number of candidates is fewer than three (or
when more than three candidates are re-
ferred and all are minority or of the same
sex).
b. Item 22, 'referral office authentication.
The CRO representative completes this item
when authenticating the referral list for dis-
patch to the requesting activity.
c. Item 22a, issuing authority. Enter the
name, title, and signature of the CRO career
program administrator.
d. Item 22b, date issued. The CRO career
program administrator enters the date of is-
sue of the referral list.
e. Item 22c, list number. The CRO career
program administrator enters the referral
list number.
f. Item 22d, expiration date.The CRO ca-
reer program administrator enters the expi-
ration date of the referral list. The
expiration date establishes the period during
which the referral list is valid. No selection
may be made from the referral list after the
date of expiration. The CPO may request an
extension of the expiration date if the re-
quest is made prior to the date of expira-
tion. The referral list, properly annotated
AR 690-950 ? UPDATE
the CRO within 5 days after the date of
expiration.
g..Item 23, selection statement. This item
must be completed by the selecting official
before returning the completed or unused
list to the CPO. The selecting official may
select any candidate referred on a referral
list or may request from the CPO that a
supplemental list be provided. (See para
H-2d.)'When an unused referral list is re-
turned to the CRO, reasons for nonuse must
be provided in this block.
h. Item 23a, name of selectee and reasons
for selection. The selecting official enters the
name of the selectee in this item. If the se-
lectee is from a competitive promotable
group of candidates, the selecting official
must enter job-related reasons.
i. Item 23b, typed name and title. Enter
the typed name 'and title of the selecting
official.
Jt Item 23c, signature. The selecting offi-
cial signs.in this block before returning the
referral list to the CPO.
k. Item 23d, date. The selecting official
enters the date .the referral list is returned to
the CPO.
1. Item 24, requesting activity authentica-
tion. The CPO representative completes this
item after reviewing all processing entries
on the form for correctness.
m. Item 24a, name and title of civilian
personnel representative. Enter the typed
name and title of the CPO representative.
n. Item 24b, signature. The CPO repre-
sentative signs in this block before returning
the referral list to the CRO.
o. Item 24c, date list returned. The CPO
representative dates the referral list when
returning the list to the CRO.
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aeru m?
Appendix I
Instructions for DA Form 4343-R
(Civilian Career Program
Repromotion Registration)
I-1. Introduction
This. appendix instructs users in preparing
and submitting DA Form 4343-R. The pur-
pose of the completed form is to provide to
the CRO essential information about an em-
ployee who has been involuntarily placed in
a lower grade position through no fault of
the employee. Submission of the form is es-
sential to establish an employee's eligibility
for noncompetitive repromotion considera-
tion for career program positions at DA or
MACOM levels.
1-2. Requirements and procedures
a. DA ' Form 4343-R (Civilian Career
Program Repromotion Registration) will be
locally reproduced on 8~ - by 11-inch pa-
per. A copy for local reproduction is located
at the end of this regulation.
b. Authorized DA abbreviations are
permitted.
c. A copy of the original DA Form
4343-R completed by the employee and val-
idated by the CPO representative is required
for each DA or MACOM CRO in which an
employee is registered. (See tables B-1 and
B-2 for a list of CROs.)
d. The DA Form 4343-R is completed
by the employee and the servicing CPO rep-
resentative. The employee completes parts I
through IV, and the servicing CPO repre-
sentative completes and validates parts V
and VI.
1-3. Item Instructions for Part I,
Identifying Data '
a. Item 1, name. Enter your last name,
first name, and middle initial.
b. Item 2, current position' title, series,
grade. Enter your current position title, se-
ries, and grade.
c. Item 3, official mailing address. Enter
you official mailing address and ZIP code.
d. Item 4,, social security number. Enter
your social security number.
e. Item 5, telephone number. Enter
AUTOVON or other.
f Item 6, career program title. Enter the
name and number of the career program in
which registration is desired. See table D-1
for the list of career program name and
.number.
g. Item 7, MACOM or IRA. Enter the ab-
breviated name of the MACOM or IRA
(e.g., AMC, EUSA, FORSCOM,
USAFAC).
h. Item 8, submitting office number.
Enter the four-digit submitting office num-
ber (SON). The SON may be obtained from
the servicing CPO.
1-4. Item instructions for Part 11,
Eligibility Information
a. Item 9, eligible for special considera-
tion for repromotion.Check the appropriate
block. Generally, only one category will be
checked; however, in some instances, more
than one category may be checked.
b. Item 10, grade, salary, or pay retention
status. Check the appropriate block in 10a.
If applicable, give retained grade, salary, or
pay in 10b. Enter the date of change to low-
er grade or the beginning date of receipt of
the grade, salary, or pay retention benefit in
10c. Get the effective date from the employ-
ee's SF 50 (Notification of Personnel
Action).
1-5. Item instructions for Part III,
Referral Desires and CPO Certification
a. Item 11, application status. Check the
appropriate block to show the reason for
submission.
(1) "Initial submission" means first-time
entry ipto the special consideration referral
system.
(2) "Change in referral desires" means a
change in title, series, and grade of positions
originally requested in item 12 (column A).
(3) "Eligibility change" means that either
a declination of a valid job offer or repromo-
tion has occurred, or that the period of
grade, salary, or pay retention has expired.
b. Item 12, referral desires and CPO
qualification determination. The employee
enters the title, series, and grade in column
A for those positions for which referral con-
sideration is desired. The CPO will annotate
under column C or D (following the title,
series, and grade entered by the employee),
either a "Q" for qualified or an "NQ" for
not qualified. The CRO will use column B,
if applicable, to annotate any special career
program job requirements that are unique
to a career program.
c. Item 13, optional referral categories.
Check appropriate referral category.
1-6. Item instructions for Part IV,
Employee Statement
a. Item 14. The employee should read
carefully part IV before signing and dating
in items 15 and 16. If there are questions re-
garding part IV, they should be addressed
to the servicing CPO. Employees who desire
MACOM-level referral consideration must
complete item 14d by checking the
MACOM or IRA in which repromotion
consideration is desired. (See table B-2 for
addresses of MACOM CROs.)
b. Item 15. The employee signs and dates
this item.
c. Item 16. Enter date.
1-7. Item instructions for Part V, CPO
Statement
a. Item 17. The CPO representative will
ensure that the employee-
(1) Meets the criteria for special
repromotion consideration.
(2) Is qualified for the position for which
consideration is requested.
AR 690-950 ? UPDATE
(3) Is advised of those positions, by series
and grade, for which the employee does not
qualify.
b. Item 18. The CPO representative will
advise the appropriate CROs of any action
that changes the employee's eligibility for
repromotion referral.
c. Item 19. The CPO representative signs
as verification that the form has been,. re-
viewed and that the information of the form
is correct.
d. Item 20. Enters his or her telephone
number.
e. Item 21. Enter date.
1-8. Item Instructions for Part VI,
Eligibility Change
a. Item 22. The CPO representative
completes this item when there is a change
,in' the employee's eligibility status for
repromotion referral, and notifies the
employee.
b. Item 23. The CPO representative signs
this item to certify that a change in the em-
ployee's eligibility status for repromotion re
ferral has occurred. The CPO representative
also-
c. Item 24. Enters his or her telephone
number.
d. Item 25. Enter date.
1-9. Submitting the DA Form 4343-R
and related materials
a. The employee sends to the CPO repre-
sentative three copies (original,plus two
copies) of the forms described in (1)
through (3) below. %
(1) DA Form 4343-R (Civilian Career
Program Repromotion Registration).
(2) DA Form 4338-R (Civilian Career
Program Availability Statement).
(3) DA Form 2302-R (Civilian Career
Program Qualification Record).
b. The employee also sends to the CPO
representative three reproduced copies of
the SF 50 that recorded the initial entitle-
ment of the employee to grade, salary, or
pay retention action. (Do not send the origi-
nal SF 50.)
c. The CPO representative reviews the
information on the employee's DA Form
4343-R and validates the information as be-
ing correct by signing and dating the form
in part V. Then, The CPO representative
sends a copy of the DA Form 4343-R, and
a copy of the DA Form 4338-R, a copy of
the DA Form 2302-R, and a copy of the
employee's SF 50 to the proper CRO. When
the employee has requested registration in
more than one inventory or, career program,
the CPO representative will send one copy
of the four forms to each CRO in which the
employee maintains registration in a career
program. The CPO representative returns to
the employee a validated copy of DA Form
4343-R, DA Form 4338-R, DA Form
2302-R, and one copy of the SF 50. The
CPO representative retains one validated
copy of each of the four forms.
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Glossary
DCSPER
HSC
Deputy Chief of Staff for Personnel ?
U.S. Army Health Services Command
Section I
DCSOPS
IDP
Abbreviations
Deputy Chief of Staff for Operations and
individual development plan
Plans
AAP
IMA
Affirmative Action Plan
DDO
information mission area
declined definite offer
AMC
ISC
U.S. Army Materiel Command
DEP
U.S. Army Information Systems Command
Displaced Employee Program
AMOD
IPAP
Army's Mobility, Opportunity, and Devel-
DISCAS
Interagency Placement Assistance Program
opment Program
Defense Intelligence Special Career Auto-
mated System
IRA
AMSC
independent reporting activity
Army management structure code
DISC4
Director of Information Systems for Com-
IREC
ANS
mand, Control, Communications and
Intern Requirements Executive Committee
available not selected
Computers
JTR
BQ
DOD
Joint Travel Regulations
best qualified
Department of Defense
LG
CFR
EDS
lower grade
Code of Federal Regulations
employee development specialist
LTT
CIVPERCEN
EEO
long-term training
U.S. Army Civilian Personnel Center
equal employment opportunity
MACOM
CLG
FAD
major Army command
change to lower grade
funding authorization document
MITP
CE
FC
master intern training plan
Corps of Engineers
functional chief
NS
not selected
CONUS
FCR
continental United States
functional chief representative
OJT
on-the-job training
CP
FEORP
career program
Federal Equal Opportunity Recruitment
OLA
Program
overseas limited appointment
CPD
civilian personnel director (MACOM)
FLSA
OPM
Fair Labor Standards Act
Office of Personnel Management
CPM `
career program manager
FOA
PAC
field operating agency
professional and administrative career
CPO
civilian personnel office
FORSCOM
PCS
U.S. Army Forces Command
permanent change of station
CPPC
Career Program Policy Committee
FPM
PMI
Federal Personnel Manual
Presidential management intern
CRA
centralized referral activity
FY
PMIP
fiscal year
Presidential management intern program
CRO
central referral office
GS
PMS
General Schedule
personnel management system
CTED k
civilian training, education and develop-
HG
QSI
ment (student detachment)
higher grade
quality step increase
DA
HQ
RMCP
Department.of the Army
highly qualified
Records Management Career Program
DCP
HQDA
RIF
Director of Civilian Personnel (HQDA)
Headquarters, Department of the Army
reduction in force
AR 690-950 ? UPDATE
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RNA
replied not available
RNO
race and national origin
SAQ
supplemental applicant questionnaire
SG
same grade or current grade
SHARP
Severely Handicapped Recruitment
Program
SON
submitting office number
SPEP
special employment program
SQS
supplemental qualifications statement
SSN
social security number
SSPA
sustained superior performance appraisal
TCP
Training Career Program
TRADOC
U.S. Army Training and Doctrine
Command '
TDA
tables of distribution and allowances
TDY
temporary duty
TOF
transfer of function
Section II
Terms
Affirmative Action Plan
Action required to achieve appropriate rep-
resentation of minorities, women, and dis-
abled persons at all grade levels within the
Army work force.
Career development
A method of obtaining additional knowl-
edge, skills, and abilities within a career
program through training, assignment, or
self-development.
Career program
Specified occupational series and functional
fields grouped together on the basis of popu-
lation, occupational structure, grade range,
and commonality of job and qualification
characteristics.
-Career program employee
An employee whose position has been iden-
tified as being covered by an occupational
series and functional area in a career
program.
Career program registrant
A DA employee rated eligible for a position
covered by a career program and within the
area of consideration who files for referral.
Competitive service
Civilian positions in the Federal Govern-
ment that are not specifically excepted from
the Civil Service laws by or under statute,
by the President, or by OPM under civil
service rules VI or IX (5 CFR part 6 and
part 9).
Courtesy referral list
A referral list issued by the CRO that is to
be used to supplement local merit promo-
tion or existing CRO inventories.
Cross-command registrant
A DA employee registered at a MACOM
referral level who applies for MACOM re-
ferral level positions at another MACOM.
Delegated examining authority
An agreement between OPM and an agency
authorizing that agency to recruit appli-
cants, evaluate their qualifications, establish
competitive registers of eligible candidates,
and issue certificates of eligibles.
Department of the Army Central Referral
Office
Offices designated to develop DA-level re-
ferral rosters and administer DA career pro-
gram files for particular career programs.
Equal Employment Opportunity Program
A program designed to provide for appro-
priate work force representation and fair
treatment of minorities, women, and dis-
abled persons and to resolve charges of
discrimination.
Federal Equal Opportunity Recruitment
Program
An agency affirmative recruitment program
designed to ensure the consideration of un-
derrepresented race, sex, and national origin
groups comparable to their representation
in the civilian labor market.
Functional trainee
An employee occupying a local TDA posi-
tion which has been engineered from a tar-
get level to a lower level and announced
with indication of promotion potential. The
employee receives OJT and whatever other
training is deemed necessary to learn how to
perform a specific job rather than the broad
OJT and formal training outlined in the DA
MITP. Functional trainees are not reported
as interns.
HQDA survey report
The product of a formal survey within DA
to evaluate civilian personnel management
practices and procedures used by the orga-
nizational element surveyed.
AR 690-950 ? UPDATE
Individual career program regulation
A self-contained regulation that gives func-
tional guidance for the administration and
operation of a career program. These regu-
lations will be consolidated by publishing
them as chapters in this regulation.
Intern
An employee who has met all entrance re-
quirements for an entry-level position in an
established career program. The employee
accepts an obligation to complete a highly
structured training program and occupies a
position with known potential for noncom-
petitive promotion to the target level.
Journeyman position
A typical operating-level position within an
organization. The journeyman-level position
may or may not be the same grade as the
target-level position. The grade of the tar-
get-level position could be established as
grade GS-9 while the journeyman level in a
specific organization might be classified at
grade GS-11 or GS-12. The target grade
depends upon the level of work assigned to
the organization.
MACOM central referral offices
Those MACOMs and specifically designat-
ed IRAs maintaining MACOM referral
inventories.
MACOM referral inventories
Central referral inventories held and admin-
istered by MACOMs or specifically desig-
nated IRAs.
Master intern training plan
A detailed training plan issued by HQDA
showing on-the-job training and formal
courses that will prepare career interns for
target-level career program positions DA-
wide.
Multiple career program registrant
A DA employee whose position is covered
by more than one career program (e.g., Lo-
gistics Management Specialist positions cov-
ered by both the Supply and Materiel
Maintenance Management Career
Programs).
Next appropriate vacancy
A vacancy for which the candidate has indi-
cated geographical availability and for
which the candidate has been determined to
be highly qualified, as defined in AR
690-300, chapter 335.
Nondisqualifying handicapping condition
Any disability that permits the candidate to
perform essential functions of the job safely
with allowances for reasonable accommoda-
tion, if needed.
Outside registrant
Any status applicant for a DA career pro-
gram position not currently employed by
DA who files for referral consideration.
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Referral rosters
A standing list of candidates for referral to
positions of the same, higher, or lower grade
on the basis of review and evaluation.
Screening panels
Operating panels that review and screen the
qualifications of career program and outside
registrants in order to develop a referral
roster.
Special consideration for repromotion
Consideration given to employees for a rea-
sonable period of time (i.e., from 2 to 4
years) to nontemporary employees who
have been changed to a lower grade without
personal cause and not at their own request.
Target position
The position in which the intern is placed
when the training program is completed.
Voluntary career program registrant
A DA employee in a position outside career
program coverage or one who is in a differ-
ent career program from that in which reg-
istration is desired.
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USE TYPEWRITER SIGN IN Rl.A('A INN ATTACHMENTS ARE NOT AI'TIIORIZEIJ
PRIVACY ACT STATEMENT Title 5 of the US Code, sections 1302, 3301, 3304, is the authority for gathering employment data The principal purpose of this form is to collect information needed
to determine qualifications for position change (reassignment. promotion. etc I It is in your heat interest to furnish all neceaary information to receive appropriate credit, although it is not mandatory
to do so Disclosure of your SSN is mandatory to obtain the services, benefits, or processes that you are seeking and is authorized by ?E.O9397 The SSN is used M an identifier throughout the period
your application is valid. The use of the SSN u made necessary due to the large number of applicants who have identical names and birth dates. The information gathered through the use of the SSN
will be used only when necessary in personnel administration processes carried out in accordance with established regulations and published noticee of systems of records
NAME ILOrr Tint. sill
AUTOVON NUMBER
SOCIAL SECURITIO NUMBER
CAREER PROGRAM CODE
EMPLOYING OFFICE MAIL ADDRESS Ilneluar olTire symbol and Zii' E'var,
COMMERCIAL NO AND AREA CODE
SO N _
MACOM
NAME (Last, first. Ai OF IMMEDIATE SUPERVISOR - I
MESSAGE ADDRESS ANO OFFICE SYMBOL
AUTOVON AND COMMERCIAL NUMSER OF IMMEDIATE SUPERVISOR'
DATE
PART I EXPERIENCE
Describe present and previous positions held in government, industry, or military service Start with PRESENT position and work back List separately-those positions characterized by differences in
grade or in major duties, or in employing office Include significant temporary promotion or detail for periods over 30 days (clearly Identify as such in experience block used) In space provided for
block 5, identify and summarize additional periods of relevant career field related experience. If needed, additional experience blocks are provided on DA Form 23021 -R (Continuation Sheet)
FROM IN. Y. TO IN. Yn
SERIES
GRADE
POSITION TITLE
ORGANIZATIONAL TITLE III SUPe'RVISOR11
PRESENT
DESCRIPTION OF WORK
F'iOM IM. 11I
TO 'No Y?,
SERIES GRADE
POSITION TITLE
EMPLOYING OFFICE AND LOCATION
2 1
DESCRIPTION OF WORK
FROM INo Y
TO IMo Yrl
SERIES
GRADE
POSITION TITLE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
FROM IMo 1r1
TO IN. V., SERIES
GRADE
POSITION TITLE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
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E - _
NAME IWL IWt. MI) SOCIAL SECURITY NUMSEA DATE
PART I EXPERIENCE IE'nn Nnuenl
5
FROM I.MO YrI
TO IMn 1'rr
SERIES
GRADE
POSITION TITLE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
PART II EDUCATION ...n.,.. nnl. Io? .r010., w.onJ nlrn Frn,lol,
FROM IMO 1.,
TO M.
wGV
nF
DEGREE
MAJOR
SCHOOL AND LOCATION ICI, And SI.NI
PART III TRAINING. SELF DEVELOPMENT. SKILLS. AND ACCOMPLISHMENTS,,,, .1. I?... ...... .. '.... n.,
FROM IN,, 1'.I
TO I.,
DAYS
DESCRIPTION
LOCATION ICd. a..J SNIII
PART IV AWARDS AND RECOGNITION
FROM I.Mo 1.1
TO 1..
KIND OF AWARD OR NATURE OF ACHIEVEMENT
AWARDING AGENCY ICILY Pnd Stale)
STATEMENT OF EMPLOYEE
THE INFORMATION I HAVE FURNISHED VA' TIIIS FORM IT TRE'I AND
CORRECT TO THE' REST OF MY KNOWLRDOF AND RELIEF ANO IIA
SREN SVRMI'T FED IN GOOD FAITH
DATE
SIGNATURE OF EMPLOYEE
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1. SE TYPEWRITER TO .M IKE ENTRIES
NAME PAS,. Ont. Ntt
SOCIAL SECURITY NVMSEA
CARPER PROGRAM CODE
OATS
PART I EXPERIENCE IC-11-1)
INSTRUC'TION'S Use thfs form / you nerd to conhnfM Part I Eopenence from DA Form 2302 R Attach completed contlnuahon sheet to DA Form 2302 R. other attachments an not authorized
PROM IWO YN
TO ,N?, I..
SERIES
ORAOE
POSITION TITLE 1
EMPI.OTING OPPICE AND LOCATION
6
DESCRIPTION OF WOKS
FROM ?N., V.I
TO ?N. .
SERIES
-.BADE
POSITION TITLE _
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF INC..
FROM N.? 1?.
TO N. SERIES GRADE POSITION TITLE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
FROM .M.?
TO N.. ..
SERIES IRAOE POSITION TITLE EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
f ROM .M..
/~ 1- SERIES
.RACE
POSITION TITLE
EIPLOIIIG OFFICE AND LOCATION
J
DESCRIPTION OF WORK
CIVILIAN CAREER PROGRAM QUALIFICATION RECORD . (CONTINUATION SNE.ETt
n. ... I I II .. .,.. T.. AR .yo 950 I In. ....... n I.II ?SFIII r F III ... nI II.T VIN 11 CAA of 51Ff1 fo. PI,FOAA.I
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NAME ?LMI. Flnl. 11111
SOCIAL SECURITY NUMBER
LARFER PROGRAM CODE
DATE
PART I EXPERIENCE IIIRId,
FROM I.N,, C,
TO Mn 1'?,
SERIES
GRADE
POSITION TITLE
,""O-Go-c, ANO LOCATION
PRESENT
1
DESCRIPTION OF WORK
FROM IMA /'?,
TO ?w 1'?
SERIES
.IRAD
POSITION TITLE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
F.D. IMn 1'n
TO ,Mn I,,
'SERIES GRADE POSITION TITLE
EMPLOYING OFFICE 'NO LOCATION
DESCRIPTION OF WORK
LROM ?Mn 1
TO III. 1?,
sE RIES
,.RARE
PDSI LION iITIE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
FROM ?.M?, 1?,
TO ,M,I 1?,
SERIES
GRADE
POSITION TITLE
EMPLOYING OFFICE AND LOCATION
DESCRIPTION OF WORK
CIVILIAN CAREER PROGRAM QUALIFICATION RECORD 1('u.NTIN1'ATION;SHEETI
For use of this form, see AR 690-950; the proponent agency is DCSPER
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CIVILIAN CAREER PROGRAM REFERRAL RECORD
For use of this form, see AR 690-950; the proponent agency is OCSPER
SECTION A - REQUEST FOR CAREER REFERRAL LIST (Items 1 - 12 completed by rteaosstker aetkrity)
1. REQUESTING ACTIVITY (Enter complete mailing address)
2. LOCAL REQUEST NUMBER
3. SUBMITTING OFFICE NUMBER (SON)
4. CIVILIAN PERSONNEL OFFICE CONTACT
5. TELEPHONE NO. (AV or other)
6. DUTY STATION (Activity or CirY and Start)
7. TITLE OF VACANT POSITION (Attach certified job description, enter job number)
8. SERIES AND GRADE
9. CAREER PROGRAM
NUMBER
10. APPRAISAL FACTORS (As applicable, enter job requirements, mimimum acceptable level of career appraisal elements, commodity codes, experience codes,
supplemental qualifications, selective placement factors, or highly qualified rosters to be screened: and other required information)
11. LAST INCUMBENT, REASON VACATED, NEW DUTY STATION
12. SIGNATURE OF CPO/CPO REPRESENTATIVE
13. DATE
14. SECTION 8 - CAREER REFERRAL LIST (local repromotion eligibles %i thin serviced urea) (Symbols listed below)
ACTION
TAKEN
NAME, SERIES AND GRADE OF CANDIDATES
SYMBOL
a
h
ACTION TAKEN SYMBOLS
NOTE: Requesting activity enters directly in front of each candidate's name the symbol describing the action taken:
S - Selected ANS - Available, Not Selected DDO - Declined Definite Offer RNA - Replied Not Available
CANDIDATE CATEGORY CODES
Candidate Category Code I - Reserved
Candidate Category Code 2 - Candidates eligible for Special Consideration for Repromotion; see AR'690-950.
Paris 2-14.
Candidate Category Code 3 - Candidate eligible for Priority Consideration (after failure to receive proper consideration
if a previous promotion action which was allowed to stand); see AR 690-950.
para 2-1S.
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15. SECTION C C. CAREER REFERRAL LIST (Special Consideration Candidates) (Svmbols and Codes listed on page 1)
ACTION
TAKEN
SYMBOL
a
CANDIDATE
CATEGORY
CODE
b
NAME, SERIES AND GRADE OF CANDIDATES
a. ISSUING AUTHORITY (.Name. Title and Stvnature) b DATE ISSUED C. LIST NO. d. EXPIRATION DATE
19 REQUESTING ACTIVITY AUTHENTICATION (Complete ..hen all required prnremnq infnmunun t. chn%nt (Return list to CRO)
a. NAME AND TITLE OF CIVILIAN PERSONNEL REPRESENTATIVE
C DATE LIST
RETURNED
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m. SECTION E - CAREER REFERRAL UST (Compenrivr. reassrgnevnr. and change to lower Rrade cardidoas) (Syatbols below)
Candidates for promotion, reaaignment. or change to lower grade are listed below. Selecting official may select any candidate listed.-If a selection is made from the pro
mota ble group. the selecting official must enter one or more lob-related reasons in item 23s. Candidates contacted for interest and availability will be notified of their
nonselection and the name of the candidate selected. Extensions will be approved for reasoneble/logical delays if an extension is requested and approved by the CRO prior
to the expiration due of the referral record. When a selection is not made prior to the expiration due, this referral list. properly an mated and signed, will be returned to
the CRO within S workdays after the expiration dae.
ACTION
TAKEN
NAME. SERIES AND GRADE OF CANDIDATES
SYMBOL
a
b
S - Selected ANS - Available. Not Selected DDO - Declined Definite Offer RNA - Replied Not Available
CAREER REFERRAL RECORD IDENTIFICATION
TITLE OF VACANT POSITION
SERIES AND GRADE
CIVILIAN PERSONNEL OFFICE CONTACT
LOCAL REQUEST NUMBER -
1~CRO REFERRAL LIST NO.
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20. SECTION E ? CAREER REFERRAL LIST (Conrd) (Symbols on Page 3)
ACTION
TAKEN
SYMBOL.
a.
NAME. SERIES AND GRADE OF CANDIDATES
h
SECTION F . CAREER REFERRAL LIST AUTHENTICATION
21. REFERRAL SUMMARY
TOTAL CANDIDATES FEMALE MALE MINORITY
NOT IDENTIFIED
22. REFERRAL OFFICE AUTHENTICATION
a ISSUING AUTHORITY (Name. Tide and Stgnuturel
b. DATE ISSUED
c. LIST NO.
d. EXPIRATION DATE
23. SELECTION STATEMENT (Completed M Sete, nn? (Ilfittal)
a. NAME OF SELECTEE (Prmtde johrelated reutons if selectee t.su promoiuhle'tandidutet
b. TYPED NAME AND TITLE
c. SIGNATURE
d. DATE
24. REQUESTING ACTIVITY AUTHENTICATION (Complete when all required prore.ssing information is showni (Return list to CRO)
a. NAME AND TITLE OF CIVILIAN PERSONNEL REPRESENTATIVE
b. SIGNATURE
c. DATE LIST
RETURNED
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 STAT
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Next 3 Page(s) In Document Denied
Iq
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CIVILIAN CAREER PROGRAM REPROMOTION REGISTRATION
For use of this form, see AR 690.950; the proponent agency is DCSPER
DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY: 5 US Code 3302
PRINCIPAL PURPOSE: Provides management with information on eligibility of DA Career Program registrants for special consideration for
repromotion.
ROUTINE USES: Used by DA staff agencies, commands, and installations, as part of an applicant and referral file for civilian career program
positions and to develop referral lists. Information is used for preparing reports and correspondence, responding to requests
from regulatory bodies and courts, and responding to grievances and complaints regarding referral.
DISCLOSURE: Disclosure of the social security number and other personal information is voluntary. However, failure to provide the
requested information may result in improper identification, or nonconsideration for referral.
PART I - IDENTIFYING DATA
1. NAME (Last, first, MI)
4. SOCIAL SECURITY NUMBER
2. CURRENT POSITION TITLE, SERIES, GRADE
5. TELEPHONE NUMBER (AV or other)
3. OFFICIAL MAILING ADDRESS (include ZIP Code)
6. CAREER PROGRAM TITLE AND NUMBER
7. MAJOR COMMAND/IRA
8. SUBMITTING OFFICE NUMBER
PART 11 - ELIGIBILITY INFORMATION (Completed by employee)
9. ELIGIBLE FOR SPECIAL CONSIDERATION FOR REPROMOTION (See AR 690-950, para. 2-14, for reason for demotion)
(Check appropriate boa(s))
^ a. REDUCTION IN FORCE (RIF)
^ b. CORRECTION OF A CLASSIFICATION ERROR
^ c. DECLINATION OF AN OFFER OF REASSIGNMENT OUTSIDE THE COMMUTING AREA UNDER TRANSFER OF FUNCTION (TOF)
^ d. RETURN FROM OVERSEAS TOUR (I have completed an oversea assignment under terms of a preestablished agreement: i-ns not
offered another position in CONUS that would have retained my oversea grade and was placed in the lower grade position because I
exercised my reemployment rights).
^ a. HANDICAPPING CONDITION
10. GRADE, SALARY, OR PAY RETENTION STATUS (Check one and enter all requested information)
a. ^ I AM ^ AM NOT RECEIVING A GRADE, PAY OR SALARY RETENTION BENEFIT
b. MY RETAINED GRADE, PAY OR SALARY IS
c. THE DATE OF MY CHANGE TO LOWER GRADE, OR THE DATE I BEGAN TO RECEIVE MY GRADE, SALARY OR PAY RETENTION
BENEFIT WAS (Use effective date of SF 50)
PART III - REFERRAL DESIRES AND CPO CERTIFICATION (Completed by eloyee)
1 1 . APPLICATION STATUS (Check one)
^ INITIAL SUBMISSION ^ CHANGE IN REFERRAL DESIRES C ELIGIBILITY CHANGE
12. REFERRAL DESIRES AND CPO QUALIFICATION DETERMINATION. EMPLOYEE WILL INDICATE IN COLUMN A THE POSITION TITLE,
SERIES, AND GRADE(s), AND IN COLUMN B ANY SPECIALTIES FOR WHICH HE OR SHE DESIRES REFERRAL FOR REPROMOTION.
CPO WILL CERTIFY IN COLUMN C, QUALIFIED, OR IN COLUMN D, NOT QUALIFIED. (Q for qualified, NQ for not qualified) (See Parr V
below).
POSITION TITLE, SERIES, GRADE
SPECIALTY
QUAL
NOT QUAL
a
b
c
d
DA FORM 4343-R, MAY 86 EDITION OF APR 84 WILL BE USED UNTIL EXHAUSTED
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POSITION TITLE, SERIES, GRADE
SPECIALTY
DUAL
NOT QUAL
a
b
c
d
13. OPTIONAL REFERRAL CATEGORIES
C I AM ^ AM NOT AVAILABLE FOR STAFF POSITIONS
b. ^ I AM ^ AM NOT AVAILABLE FOR SUPERVISORY POSITIONS
PART IV - EMPLOYEE STATEMENT (Completed by employee)
14. a. INFORMATION IN PART II IS ACCURATE AND COMPLETE. PART III ACCURATELY REFLECTS MY DESIRES FOR REFERRAL. DA
FORM 4338-R (Civilian Career Program Availability Statement), DA FORM 2302-R (Civilian Career Program Qualification Record) AND SF
FORM 50 (Notification of Personnel Action) ARE ATTACHED.
b. I UNDERSTAND THAT MY SPECIAL CONSIDERATION FOR REPROMOTION WILL CEASE IF I DECLINE A VALID OFFER.
(REPROMOTION CONSIDERATION WILL CEASE AT AND BELOW THE GRADE LEVEL OFFERED)
c. I UNDERSTAND THAT I WILL BE CONSIDERED FOR REPROMOTION TO POSITIONS IN THE PAY SCHEDULE OF THE POSITION
FROM WHICH I WAS DEMOTED. FOR THIS PURPOSE, THE GS AND GM PAY,SYSTEMS ARE CONSIDERED ONE PAY
SCHEDULE.
d. I DESIRE MACOM LEVEL PROMOTION CONSIDERATION BY THE MACOM/IRA(s) CHECKED BELOW. (See Table B-2 for addresses).
(Complete ONLY if referral at the MACOM level is desired).
^ USACE ^ uSAISC ^ AMC ^ FORSCOM C HSC C INSCOM ^ EUSA ^ MDW
^ MTMC ^ TRADOC 0 TSA G USAREUR C WESTCOM C USARJ 0 USAFAC
15. SIGNATURE OF EMPLOYEE
16. DATE
PART V - CPO STATEMENT (Completed by CPO)
17. THE EMPLOYEE MEETS OPM HANDBOOK X-118 QUALIFICATION STANDARDS AND CRITERIA FOR REPROMOTION
CONSIDERATION FOR THE SERIES AND GRADE(s) FOR WHICH HE/SHE IS CERTIFIED AS QUALIFED IN PART III. THE EMPLOYEE
HAS BEEN ADVISED OF ANY NOT QUALIFIED DETERMINATIONS WHICH WERE MADE.
18. THIS CIVILIAN PERSONNEL OFFICE WILL ADVISE THE APPROPRIATE CENTRAL REFERRAL OFFICE(s) OF ANY ACTION WHICH
CHANGES THE EMPLOYEE'S ELIGIBILITY FOR REFERRAL FOR SPECIAL CONSIDERATION FOR REPROMOTION.
19. SIGNATURE OF CIVILIAN PERSONNEL OFFICE REPRESENTATIVE
20. TELEPHONE NO.
21. DATE
PART VI - ELIGIBILITY CHANGE (Completed by CPO)
22. EMPLOYEE'S ELIGIBILITY FOR REPROMOTION CONSIDERATION HAS CHANGED AS FOLLOWS (Check one and enter all requested
information)
^ EMPLOYEE DECLINED A VALID OFFER AT GRADE
^ EMPLOYEE HAS BEEN REPROMOTED TO GRADE
C EFFECTIVE , EMPLOYEE IS NO LONGER RECEIVING A GRADE, SALARY, OR PAY RETENTION BENEFIT.
EMPLOYEE HAS BEEN ADVISED ABOVE ELIGIBILITY CHANGE IS BEING SUBMITTED.
23. SIGNATURE OF CIVILIAN PERSONNEL OFFICE REPRESENTATIVE
24. TELEPHONE NO.
25. DATE
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CTED CAREER INTERN SPACE REQUIREMENTS
REQUIREMENTS CONTROL
For use of this form, see AR 690-950; the proponent agency Is ODCSPER.
SYMBOL-CSGPA-1609
ADDRESS (MACOM/HQDA STAFF ACTIVITY/IRA)
FISCAL YEAR
CTED SPACE ALLOCATIONS
CHANGES MADE UNDER
REQUIREMENTS FOR CTED
CAREER PROGRAM NUMBER AND TITLE
(Current FY)
20% FLEXIBILITY
SPACES FOR THE NEXT FY
a
b
c
d
10. CIVILIAN PERSONNEL
ADMINISTRATION
11. COMPTROLLER
12. SAFETY MANAGEMENT
at ENGINEER
b. OTHER
13. SUPPLY MANAGEMENT
14. CONTRACTING AND ACQUISITION
15. QUALITY AND RELIABILITY
ASSURANCE
17. MATERIEL MAINTENANCE
MANAGEMENT
18. ENGINEERS AND SCIENTISTS
a. RESOURCES AND CONSTRUCTION
b. NON-CONSTRUCTION
19. INTELLIGENCE
20. AMMUNITION SURVEILLANCE
21,. LIBRARIANS
22. PUBLIC AFFAIRS AND
COMMUNICATIONS MEDIA
23. AUTOMATIC DATA PROCESSING
24. TRANSPORTATION MANAGEMENT
25. COMMUNICATIONS
26. MANPOWER AND FORCE
MANAGEMENT
27. HOUSING MANAGEMENT
28. EQUAL EMPLOYMENT
OPPORTUNITY
29. COMMISSARY MANAGEMENT
30. RECORDS MANAGEMENT
31. EDUCATION SERVICES
32. TRAINING
33. AMMUNITION SPECIALIST
DA FORM 5056-R, FEB 86 EDITION OF JUN 83 IS OBSOLETE.
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34. JUSTIFICATION (If additional space is needed, use separate sheet(s)).
Column a: , Identifies DOD and DA Career Program. NOTE: Career Program 16, Education and Training, has been deleted.. The two
occupational fields are identified separately as Career Programs 31 and 32.
Column b: Enter the number of CTED interns which were allocated to your command by career program for current FY.
Column c: Complete this column only when spaces have been changed from one career program to another career program under
the 20% flexibility provision. Leave blank if no change has been made to column b.
S
Column d: Enter total CTED intern requirements for the next FY by career program. This figure should include any AMOD, PMI
or regular interns who will be on board during the next FY plus any additional intern requirements for the next FY.
Item 34: Separate justification will be submitted for each career program where intern spaces are being requested. Justify all
intern requirements, not just requirements above the current FY allocation. Give reason if future requirements are
less than current FY allocation. Requests for central intern(s) will identify any mission changes, procurement of
equipment or other factors which will affect the requirement for interns. Use continuation sheet(s) as necessary.
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DA EMPLOYMENT AND MOBILITY AGREEMENT FOR DA CTED INTERNS
(Not to be used for Schedule B Interns)
For use of this form, we AR 690-950; the proponent agency Is ODCSPE R.
Execution of the following agreement is required as a condition of employment upon entrance into
the position of in the career program.
(Position title, series and grade)
Selection for the position is contingent upon the selectee's timely execution of this agreement.
1. Management acknowledges the obligation to exercise judgment and integrity in providing.
required training and directing permanent placement for interns.
a. The requirements of the intern training plan for the career program which are set forth in the
career program regulation AR 690-950-
b. Location of Initial Training Site:
c. Entrance on Duty (EOD) Date:
d. Normal duration of training: (may be
lengthened not to exceed 6 months IAW AR 690-950, chap 3.)
e. During tenure in the Career Intern Program, promotions are dependent upon successful
performance and completion of required training and recommendation by the supervisor, as follows:
(1) Entry Grade (2) Target Grade
(3) Minimum Time to Grade is months.
(4) Minimum Time to Grade is months.
(5) Minimum Time to Grade is months.
(6) Minimum Time to Grade is months.
DA FORM 5227-R, APR 87 EDITION OF FEB 86 IS OBSOLETE.
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f. Activity Career Program Manager (ACPM) will certify successful completion of training prior
to promotion to target level.
g. Promotion beyond the target grade will be consistent with the Office of Personnel Management's
merit promotion policy, appropriate DA career management regulations, and local merit promotion
plans.
h. Normally, interns are expected to remain with the Department of the Army for a period equal
to the length of their training.
3. The intern understands and agrees to accept:
a. Permanent Changes of Station (PCS) and temporary training or developmental assignments at
various installations and training sites during the internship as directed by the Command Career
Program Manager or DA Functional Chief in career program.
b. Assignment to a permanent duty location (PDL) wherever management deterinines to be
appropriate prior to or upon completion of the internship. Intern preferences for PDL will be
considered.
4. Appropriate pay adjustments will be provided in the inservice placement of current Federal
employees within the entry level grade for which selected and initial PCS benefits will be provided
under controlling regulations.
5. Authorized travel and transportation expenses incident to temporary duty or PCS, after EOD,
will be borne by the Federal Government.
6. Failure to comply with this agreement may result in separation in accordance with applicable
regulations.
7. This agreement may be terminated or modified by HQDA(PECC-TDP) with the concurrence of
the civilian personnel director or designated representative at the command level at which the `
agreement is approved for reasons which are in the best interests of the Army by issuing a written
notice to that effect.
8. The intern, or the activity on behalf of the intern, may request in writing release from provisions
of the agreement through command channels to HQDA(PECC-TDP) in the event that subsequent
circumstances become such that undue hardships or gross inequity would result if release were not
granted. (See AR 690-950, chap 3.)
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DA EMPLOYMENT AND MOBILITY AGREEMENT FOR DA CTED INTERNS-SCHEDULE B
For use of this form, see AR 690-950; the proponent agency is OCSPER.
Execution of the following agreement is required as a condition of employment upon entrance into
the position of in the career program.
(Position title, series andgrade)
Selection for the position is contingent upon the selectee's timely execution of this agreement.
.1. Management acknowledges the obligation to exercise judgment and integrity in providing required
training and directing permanent placement for interns.
a. The requirements of the intern training plan for the career program which are set forth in
the career program regulation AR 690-950- - .
b. Location of Initial Training Site:
c. Entrance on Duty (EOD) Date:
d. Normal duration of training: (may be
lengthened not to exceed 6 months JAW AR 690-950, chap 3.)
e. Promotions are dependent upon meeting time-in-grade requirement, successful completion of
training assignment under the Individual Development Plan (IDP), and supervisory and Activity Career
Program Manager (ACPM) recommendation for promotion. Prior to promotion to GS-9, interns who
do not have personal competitive status and reinstatement eligibility- must be recommended for
conversion to the competitive service and for promotion by the supervisor and ACPM; they must
also be certified and within reach at the GS-9 level from an Office of Personnel Management (OPM)
register. Interns who have personal competitive status and reinstatement eligibility must compete
under local merit promotion procedures for the GS-9 level if the promotion will place the intern at a
higher, level than the highest grade previously held in a nontemporary position in the competitive
Federal Service.
(1) Entry Grade (2) Target Grade
(3) Minimum Time to Grade is months.
(4) Minimum Time to Grade is months.
(5) Minimum Time to Grade is months.
(6) Minimum Time to Grade is months.
DA FORM 5227-1-R, APR 87
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f. ACPM will certify successful completion of training prior to promotion to target level.
g. Promotion beyond the target grade will be consistent with OPM's merit promotion policy,
appropriate DA career management regulations, and local merit promotion plans.
h. Normally, interns are expected to remain with the Department of the Army for a period
equal to the length of their training.
3. The intern understands and agrees to accept:
a. Permanent Changes of Station (PCS) and temporary training or developmental assignments
at various installations and training sites during the internship as directed by the Command Career
Program Manager or DA Functional Chief in career program.
b. Assignment to a permanent duty location (PDL) wherever management determines to be
appropriate prior to or upon completion of internship. Intern preferences for PDL will be
considered.
4. Appropriate pay adjustments will be provided in the inservice placement of current Federal
employees within the entry level grade for which selected and initial PCS benefits will be provided
under controlling regulations:
5. Authorized travel and transportation expenses incident to temporary duty or PCS, after EOD,
will be borne by the Federal Government.
6. Failure to comply with this agreement may result in separation in accordance with applicable
regulations.
7. This agreement may be terminated or modified by HQDA(PECC-TDP) with the concurrence of
the civilian personnel director or designated representative at the command level at which the
agreement is approved for reasons which are in the best interests of the Army by issuing a written
notice to that effect.
8. The intern, or the activity on behalf of the intern, may request in writing release from provisions
of the agreement through command channels to HQDA(PECC-TDP) in the event that subsequent
circumstances become such that undue hardships or gross inequity would result if release were not
gran ted. (see AR 690-950. chap 3)
DA FORM 5227-1-R, APR 87 Z
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
DEPARTMENT OF THE ARMY
PRESIDENTIAL MANAGEMENT INTERN MOBILITY AGREEMENT
For use of this form, see AR 690-950; the proponent agency is DCSPER.
1. Execution of the following agreement is required as a condition of participation in the Department
of the Army's (DA) Presidential Management Intern Program (PMIP).
2. Management acknowledges the obligations to exercise judgment and integrity in providing required
training and directing placement for interns. Authorized travel and transportation expenses incident to
temporary duty assignments to attend formal training courses or participate in on-the-job training
assignments will be borne by the Federal Government. In the event final placement is at a location other
than the training site, Permanent Change of Station (PCS) will be provided under controlling regulations.
3. The following information is applicable to this internship assignment:
a. Career Program covering position:
b. Title, series code, and grade of entry position:
c. Location of training site:
d. Entrance on duty date:
4. The intern understands the following:
a. The internship is a two-year program in which the intern is required to actively engage in all
planned training assignments.
b. Intern may be promoted to the GS-11 level upon recommendation of the intern's supervisor
that the intern has completed all requirements of the Individual Development Plan (IDP) and fully
demonstrates by the quality of his/her performance to have the potential to effectively perform at the
GS-11 level. Minimum period prior to promotion is twelve months.
c. Intern may be promoted to a GS-12 position following conversion to a career-conditional
or career appointment based on the supervisor's recommendation and Activity Career Program
Manager (ACPM) certification that the intern has completed all requirements of the IDP and
fully demonstrates by the quality of his/her performance to have the potential to effectively
perform at the GS-12 level.
_ d. If the intern is reassigned to a different career program, the conditions in paragraphs 4b
and/or c above must be met prior to promotion.
e. Intern may be assigned prior to or upon completion of the internship to a position consistent
with the IDP which may involve a PCS based upon the availability of an appropriate position at that
time. Intern preferences for this PCS will be considered.
f. Failure to comply with this agreement may result in separation in accordance with applicable
regulations.
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
g. If the intern resigns from the PMIP, he/she may not be reinstated except through normal
Civil Service competitive procedures.
h. This agreement may be terminated or modified by HQDA (PECC-TDP) with the concurrence
of the civilian personnel director or designated representative at the command level at which the
agreement is approved for reasons which are in the best interests of the Army by issuing a written.
notice to that effect.
INTERN DATE
Reverse of DA Form 5228-R, FEB 86 2
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
CIVILIAN CAREER PROGRAM APPRAISAL
For use of this form, see AR 690-950; the proponent agency is DCSPER
' DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY S US Coolie 3302
PRINCIPAL PURPOSE Provide management with intorniatien on the career and promotion desires and qualifications of career program registrants in the Department of
the Arms
ROUTINE USES Used h DA staff agencies. commands and mstallatimtis as an applicant and referral file for designated ctsillan career program positi ns. to deter-
nune qualifications. availahllitl and tlohiltt) of ettlpInvees for existing and future vacancies 'nleorniation is used for selecting and career planning
purposes. preparing reports. rephng to correspondence. responding to requests front courts and regulator) Nodics. and responding to gnesanees
and complaints related in such qualifications determinations and nonselection.
DISCLOSURE Disclosure ill the Sioltal Securits Number and other personal information is solunlare. H11weser. failure to proside the requested information ma)
result in unpooper identification. thus. chnonating the ndi%idual?s consideration for DA-wide referral adserseh affecting the entplmces
oportunit% for deselopment
PART I - IDENTIFYING DATA
1 NAME slant (rat. MA
5. SOCIAL SECURITY NUMBER
2. PERMANENT POSITION TITLE, SERIES, GRADE
6. TELEPHONE NUMBER (.41'w enltert
3. MAJOR COMMAND'IRA SON
7. CAREER PROGRAM TITLE AND NUMBER
4. OFFICE MAILING ADDRESS iii. hilt ZIP t ,.h i
8. HOME ADDRESS (ho, lude ZIP
PART 11 - REFERRAL DESIRES AND CPO CERTIFICATION
9 STATUS r('he,4 unrt
Da. INITIAL SUBMISSION El b. NO CHANGE Dc. RECONSIDERATION
[:]d. ADD-ON De. DEFER
10. REFERRAL DESIRES AND CPO QUALIFICATION DETERMINATION. EMPLOYEE WILL INDICATE GRADES IN b. AND CPO WILL ENTER 0 FOR
QUALIFIED IN c, OR NO FOR NOT QUALIFIED IN d.
POSITION TITLE', SERIES
u
GRADE
h
QUAL
e
NOT QUAL
d
14
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PART 11 - REFERRAL DESIRES AND CPO CERTIFICATION (Coot d).
11. INDIVIDUAL CAREER PROGRAM REQUIREMENTS IN used, career program will preprint the type of information to be entered)
12. OPTIONAL REFERRAL CATEGORIES
a, ^ I AM ^ AM NOT AVAILABLE FOR STAFF POSITIONS
b. ^ I AM ^ AM NOT AVAILABLE FOR SUPERVISORY POSITIONS
13. MY CURRENT PERFORMANCE RATING IS:
14.
^ EMPLOYEE WILL MEET TIME-IN-GRADE FOR PROMOTION TO IN
(grade) (month and year)
15. SIGNATURE OF CIVILIAN PERSONNEL OFFICE REPRESENTATIVE
16. TELEPHONE NO.
17. DATE
NOTE: Signature of CPO Representative indicates that employee meets OPM X-118 standards for the series and grades for which he or she is
certified as Qualified in lOc. and that employee has been advised when a Not Qualified determination in lOd has been made.
PART III - ELEMENT RATINGS (Key listed below)
ELEMENT
E
S
R
P
L
ELEMENT
E
S
R
P
L
KEY: E - Employee S - Supervisor R - Reviewer P - Panel L - Limited Us
e
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PA
RT III ? ELEM
ENT RATIN
GS (Contd) (Kay Hated on page 2)'
ELEMENT
E
S
R
P
L
ELEMENT
E
S
R
P
L
PART IV - SIGNATURES
18. SUPERVISOR (T%ped/Prnnted Name. Grade/Rank)
19. SIGNATURE OF SUPERVISOR
20. DATE
21. REVIEWER (Tyed/Printed Nume. Grade/Rank)
22. SIGNATURE OF REVIEWER
23. DATE
24. I HAVE HAD THE OPPORTUNITY TO REVIEW AND DISCUSS THIS APPRAISAL. MY REFERRAL DESIRES ARE ACCURATELY REFLECTED IN
PART II, ITEMS 9 THROUGH 12.
25. EMPLOYEE (Typed/Primed Name and SSN)
26. SIGNATURE OF EMPLOYEE
27. DATE
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PART V V. JUS77PCA7ION 171d)
NAME !Last, first, MII
SOCIAL SECURITY NO.
DATE
ELEMENT NUMBER
ELEMENT TITLE
EMPLOYEE JUSTIFICATION
EMPLOYEE USES THIS BLOCK TO JUSTIFY
SUPERVISOR ASSIGNS AN "N" RATING.
LEVEL SELF-RATINGS, OR TO JUSTIFY RATINGS WHEN
EMPLOYEE'S INITIALS
DATE
SUPERVISOR JUSTIFICATION
SUPERVISOR USES THIS BLOCK TO JUSTIFY LEVEL RATINGS, OR TO EXPLAIN LOWERED RATINGS.
SUPERVISOR'S INITIALS
DATE
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PART V ? JUSTIFICATION (Contd)
-
NAME llat..t. fiat. M(I 7
TWZ SECURITY NO
DATE
ELEMENT NUMBER
ELEMENT TITLE
REVIEWER JUSTIFICATION
REVIEWER USES THIS BLOCK TO JUSTIFY LEVEL RATINGS OR TO EXPLAIN LOWERED RATINGS
REVIEWER'S INITIALS DATE
VOLUNTARY REGISTRANT INFORMATION
ACTIVITY OR MACOM CPM USES THIS BLOCK TO SUMMARIZE INFORMATION THAT MAY BE USEFUL IN ASSISTING THE
RATING PROCESS (Identify the sources of the information, Le.. first hand knowledge, was a previous supervisor, etc.)
ACTIVITY OR MACOM CPM INITIALS DATE
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CIVILIAN CAREER PROGRAM, REFERRAL STATUS SUMMARY
Requirements Control Symbol
For use of this form, see AR-690-950,; the proponent agency is DCSPER.
CSGPA-1424
CAREER PROGRAM NAME AND NUMBER
QUARTER
TFISCAL YEAR
CENTRAL REFERRAL OFFICE (CRO)
POINT OF CONTACT
TELEPHONE NUMBER
REFERRAL REQUESTS
NUMBER OF REFERRAL REQUESTS ON HAND AT BEGINNING OF QUARTER (Include courtesy referral
requests).
NUMBER OF REFERRAL REQUESTS RECEIVED. DURING REPORTING QUARTER:
NUMBER OF REFERRAL LISTS RELEASED OR CANCELLED DURING REPORTING QUARTER:
TOTAL RELEASED
TOTAL CANCELLED
CALENDAR DAYS FROM RECEIPT TO RELEASE OF ALL REFERRAL LISTS ISSUED:
REFERRAL REQUESTS REMAINING ON HAND AT END OF REPORTING QUARTER:
NUMBER OF REFERRAL REQUESTS ON HAND FOR THE TIME PERIODS INDICATED: NUMBER ON HAND
0 - 15 DAYS
16-30 DAYS
31 - 45 DAYS
46-60 DAYS
60 OR MORE DAYS
CUMULATIVE FISCAL YEAR TOTALS: LISTS RELEASED REQUESTS CANCELLED
1ST QUARTER
2ND QUARTER
3RD QUARTER
4TH QUARTER
REMARKS
EDITION OF APR 84 WILL BE USED EXHAUSTED
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
REFERRAL AND SELECTION DATA SUMMARY
For use of this form, see AR 690-950; the proponent agency is DCSPE R
PART I ? DA PROMOTION CANDIDATES
REFERRED
ODO/RNA
ANS
SELECTED
RNO
F
TOT
M
F
M
F
M
F
AMERICAN INDIAN/
ALASKAN NATIVE
ASIAN/PACIFIC
ISLANDER
BLACK
HISPANIC
WHITE
SUBTOTAL
LIST NUMBER
Requirements Control Symbol
SAOSA 187(RI)
QUARTER FISCAL YEAR
MACOM NUMBER OF POSITIONS TO BE FILLED
PART III - NON-DA PROMOTION CANDIDATES
REFERRED
DOO/RNA
ANS
SELECTED
M
F
TOT
M
F
M
F
M
F
PART 11 - DA REASSIGNMENT CANDIDATES
REFERRED
ODO/RNA
ANS
SELECTED
RNO
F
TOT
M
F
M
F
M
F
AMERICAN INDIAN/
ALASKAN NATIVE
ASIAN/PACIFIC
ISLANDER
BLACK
HISPANIC
WHITE
SUBTOTAL
1/ RNO - Race, national origin
2/ 'DDO - Declined definite offer
3/ RNA - Replied not available
4/ ANS - Available not selected
5/ S - Selected
PART IV - NON-DA REASSIGNMENT CANDIDATES
REFERRED
D00/RNA
ANS
SELECTED
M
F
TOT
M
F
M
F
M
F
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
COVER SHEET FOR CAREER INTERN INDIVIDUAL DEVELOPMENT PLAN
For use of this form, see AR 690.950; the proponent agency is DCSPE R.
DA FORM 5469-R, NOV 85
w
SIGNATURE OF ACTIVITY CAREER PROGRAM MANAGER
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 y
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1. REPORTING PERIOD
FROM:
TO:
RACEMATIONAL ORIGIN (RNO) REPORT
For use of this form, see AR 690-950; the proponent agency Is DCSPER.
3. NAME OF MACOM/IRA CONTACT AND PHONE
NUMBER
6. OCCUPATIONAL TITLE/CAREER PROGRAM CODE
AND SERIES
REQUIREMENT CONTROL SYMBOL
CSGPA-1642 (R1)
4. AUTHORIZATION NUMBER (see negotiated agreement)
^ INTERN
^ NON-INTERN
DESIGNATION
NY
CR
C
H
P
H
S
L
B
N
AL
SE
ON
AT
D
A
P
C
S
F
WA
O
CATEGORY
M
F
M
F
M
F
M
F
-M
F
M
F
M
F
M
F
M
F
M
F
M
F-
M
F
M
F
M
F
A. Black, not of
Hispanic Origin
B. Hispanic
Origin
C. White, not of
Hispanic Origin
D. Other Qualified
Applicants
Zone Totals
* Only those applicants who meet the appropriate qualification requirements for the position.
? 'Zone definitions are on the reverse side of this form.
DESIGNATION
NY
CR
'CH
PH
SL
BN
AL
SE
ON
AT
DA
PC
SF
WAO
CATEGORY
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
A. Black, not of
Hispanic Origin
B. Hispanic
Origin
C. White, not of
Hispanic Origin
D. Other Qualified
Applicants
Zone Totals
DESIGNATION
NY
CR
CH
PH
SL
BN
AL
SE
DN
AT -
DA
PC
SF
WAO
CATEGORY
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
M
F
A. Black, not of
Hispanic Origin
B. Hispanic
Origin
-
Zone Totals
t7 NIIMRFR AF NON-RLACK/
NON-
DA FORM 5509-R, FEB 86
9. NUMBER OF QUALIFIED' APPLICANTS BY ZONE** BY SEX AND RNO
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OPM Regional Offices " Geographic Jurisdiction '`Gone uoae
Eastern Regional Office
26 Federal Plaza
New York, New York 10278
New York; New Jersey (Except Camden County)
Puerto Rico; Virgin Islands
Great Lakes Regional Office
230 South Dearborn Street
Chicago, Illinois 60604
Mid-Atlantic Regional Office
William J. Green, Jr. Federal
Building
600 Arch Street
Philadelphia, Pennsylvania 19106
Mid-Continent Regional Office
300 Old Post Office Building
815 Olive Street
St. Louis, Missouri 63101
New England Regional Office
John J. McCormack Post Office and
Courthouse
Boston, Massachusetts 02109
Northwest Regional Office
Federal Building
915 Second Avenue
Seattle, Washington 98174
Rocky Mountain Regional Office
Denver Federal Center, Bldg. 20
Denver, Colorado 80225
Southeast Regional Office
75 Spring Street, S. W.
Atlanta, Georgia 30303
Southwest Regional Office
1100 Commerce Street
Dallas, Texas 75242
Western Regional Office
625 Market Street
23rd Floor
San Francisco, California 94105
Washington, D. C. Area Office
1900 E Street, N. W.
Washington, D. C. 20415
Illinois (except Madison and St. Clair Counties);
Indiana (except Clark and Floyd Counties); Scott
County, Iowa; Michigan; Minnesota (except Clay
County); Ohio (except Belmont, Jefferson and
Lawrence Counties); Wisconsin; Henderson, Boone,
Campbell and Kenton Counties, Kentucky
Delaware; Maryland (except Prince George's,
Charles and Montgomery Counties); Pennsylvania;
Virginia (except Arlington, Fairfax, 'Loudoun,
Stafford, Prince William and King George Counties);
West Virginia; Belmont, Jefferson and Lawrence
Counties, Ohio; Camden County, New Jersey
Iowa (except Scott County); Kansas; Missouri;
Nebraska; Madison and St. Clair Counties, Illinois
Connecticut; Maine; Massachusetts; New Hampshire;
Rhode Island; Vermont
Colorado; Montana; North Dakota; South Dakota;
Utah; Wyoming; Clay County? Minnesota
Alabama; Florida; Georgia; Kentucky (except
Henderson, Boone, Campbell and Kenton Counties);
Mississippi; North Carolina; South Carolina;
Tennessee; Crittenden County, Arkansas; Floyd
and Clark Counties, Indiana
Arkansas (except Crittenden County); Louisiana;
New Mexico; Oklahoma; Texas
Washington Metropolitan Area (District of
Columbia; Charles, Montgomery and Prince
George's Counties, Maryland; the cities of
Alexandria, Fairfax and Falls Church, Virginia;
and Arlington, Fairfax, Loudoun, Stafford,
Prince William and King George Counties,
Virginia; overseas area (except Pacific Ocean Area))
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TRAINING DESCRIPTION
fa)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d)
DATES
OF
TRAINING
(e)
TRAINING
LOCATION
M
SUPERVISOR
(9)
Phase I (NTE 3 months)
1. General Administration-
B, D, RR,
At the end of Phase I, the intern will be able
SA
to-
a. Employment orientation.
5%
_ 1. Understand provisions, benefits, and
(1) Appointment status.
responsibilities of federal employment and
(2) Employee Benefits.
provisions of Army Civilian Career Programs.
(3) Career program.
b. Agency organizational structure and
10%
2. Describe organizational structure and ?
mission.
mission of DA, MACOMs, ACSIM, and
(1) Organization of the Department of the
activity to which assigned.
Army.
(2) Organization of the Major Army
Commands (MACOM).
(3) Organization of the Office of the
Assistant Chief of Staff for Information
Management.
c. Organization and mission of activity to
5%
3. Understand and describe the current
which assigned.
concepts of recordskeeping. and. information
resource management in the Department of
the Army and the Federal Government.
d. Creation and Concepts of the Information
10%
Mission Area
e. Functions of Army Records Management.
10%
f. The Federal Records Act of 1950.
10%
g. The Paperwork Reduction Act of 1980.
10%
h. Lead agencies of the Federal Government
10%
for information Management:
-
(1) Office of Budget and Management.
(2) General Accounting Office.
(3) General Services Administration.
(4) National Archives and Records
Administration.
DA FORM 5633-R, APR 87
TRAINING PROGRAM OUTLINE FOR RECORDS MANAGEMENT-PHASE I
For use of this form. see AR 690.950: the proponent agency is DCSPER
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TRAINING DESCRIPTION
ra
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(C)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(dl
DATES
OF
TRAINING
(e)
TRAINING
LOCATION
rn
SUPERVISOR
r9)
2. Records Management.
B, D,
At the end of this segment, the intern will
DEM, RR,
possess general understanding of the following:
This segment consists primarily of Army
SA
correspondence courses administered by the
Soldier Support Center complemented with
appropriate on-the-job discussions and hands-on
application. The intern should be registered for
ALL of the following courses during Phase I.
Completion realistically should extend into
Phase II due to grading and other
administrative processing time lags.
a. AG 400 Army Records Management
Reading
2%
1. Inactive and retired records- operations.
Program. -
Self Study
b. AG 401 Mail Management.
1%
2. Factors that must be considered and the
processes involved in a records management
survey.
c. AG 402 Distribution Management.
1%
3. Procedures for requesting office
automation equipment.
d. AG 403 Files Maintenance and
2%
4. Freedom of Information Act and Privacy
Disposition.
Act programs, and their legal implications.
e. AG 404 Modem Army Recordskeeping
2%
5. Methods of file maintenance, including
System (MARKS).
the investigation of problems of files
w
maintenance, cut off, retention schedules,
disposal, retirement to holding area and
records centers, and archival accessioning.
f. AG 405 Military Correspondence.
1%
6. Management and administrative control
systems involving:
a. Administrative procedures.
b. Correspondence methods.
c. Mail handling procedures.
g. AG 406. Forms Management.
1%
7. Security classification rules, historical
guidelines for declassification, staffing
procedure, and continued security protection.
h. AG 409 Freedom of Information and
2%
8. Physical media used for records,
Privacy Acts.
including justification for and methods of
requesting non-standard filing equipment.
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TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE. SKILLS. AND ABILITIES
TO.BE ACQUIRED
(d)
DATES
OF
TRAINING
(e)
TRAINING
LOCATION
(9
SUPERVISOR
(g)
i. AG 410, Wordprocessing.
9. Procedures for determining whether
proposed forms are essential, or can be
simplified, consolidated with existing ones, or
standardized for wider use.
j. AG 411 Micrographics.
10. Identification of data elements appearing
in forms for integration into the Army
Corporate Data Base and Federal Information
Location System (F7LS).
k. AG 21 Publications Management.
1%
11. Methods for processing, disseminating,
and controlling the flow of information.
12. Benefits and interfaces of automatic data
processing with respect to records
management.
3. Formal Training.
a. Intern Leadership Development for course.
C
15%
At the end of this segment, the intern will
(prescribed)
possess an academic understanding of Army
leadership doctrine as it applied to the civilian
component of the force structure.
b. Any Phase II formal training courses with
course starting dates which indicate scheduling in
the Phase I time block.
LEGEND: B-Briefrng, C-C)awvom: D-Di cussion. RR-Required Reading. SA-Supervised Activity
3
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 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
TRAINING PROGRAM OUTUNE FOR RECORDS MANAGEMENT-PHASE II"
For use of this form, we AR 690-950; the proponent agency is DCSPER
TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d)
DATES
OF
TRAINING
(B)
TRAINING
LOCATION
(9
SUPERVISOR
(g)
Phase II (12-18 months)
I. At the end of Phase 11, the intern will be able
to--
Phase II consists primarily of formal training
B, C, SA,
mandatory for all Records Management interns.
DEM, RR
It is complemented by OJT training at the
assigned work site.
A. USDA Graduate School.
Following are formal classroom courses
offered by the graduate school, USDA, located
in Washington, D.C.
1. Introduction to Information Technology
24
a. become familiar with the vocabulary of
(AINFO715). The decade of the 80s is
information as a discipline;
characterized as the INFORMATION
b. be prepared to go into other information
DECADE. New applications of sciences and
resources management courses and into other
technology have contributed to an information
information-related pursuits with an
explosion. This course surveys the state-of-the
understanding of the entire information
art in technology and media for information
structure and the Army Information Mission
access and explores the impact of these
Area.
developments on society.
2. Using Microcomputer Software for
8
2. Upon completion of the seminar,
Information Management (AINF0780). This
participants will:
course presents some examples of information
a. understand the potential use of common
management applications using common
packaged software for use in information
packaged software for microcomputers. The
management applications; and
process of designing, developing and
b. know the steps in designing and
implementing, applications for managing
developing information management
information is featured. Successful applications
-
applications; and
are demonstrated using IBM PC minicomputer.
c. be familiar with successful examples for
improved information access and life cycle
management using microcomputers
DA FORM 5633-1-R, APR .87
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 TRAINING DESCRIPTION
~~
TYPE
OF
TRAINING
ro)
PERCENTAGE
OF TRAINING
TIME
(C)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d)
DATES
OF
TRAINING
(B)
TRAINING
LOCATION
(i7
SUPERVISOR
(0
3. Concepts of Office Technology
-
40
3. Upon completion of this course, the
(AINF0730). This course is designed to provide
participants will:
a practical view of the uses and management of
a. understand word processing and office
modern office technology. It examines the
technologies, and know how to select types of
concept, design, and management of word
equipment most suited to particular needs;
processing and other office information systems,
b. know the techniques of determining
emphasizing practical solutions to problems. The
information processing requirements including
roles of different office systems are analyzed,
the,particular characteristics of different types
with emphasis on word processing and
of equipment;
microcomputers. Special topics such as
c. understand the basic methods of design,
micrographics, data processing, communications
cost justification, installation, and management
and optical character recognition as related to
of small office systems;
word processing and the office information -
d. anticipate the future trends in word
handling environment are discussed. The
processing and office automation; and
following topics are addressed in detail:
e. know where to obtain more information
"Centralized versus Decentralized Management,"
on office systems and how to apply this
"Problems of Technology Personnel," "Office
knowledge to practical office management
Environment," and "Productivity."
problems.
4. Information Access Laws (AINFO856).
16
4. Upon completion of this course, the
This course explains the functions and
participants will understand how to determine
interrelationships of Federal laws which regulate
access policies and adjudicate access cases
the custody, access, management, and disclosure
while reducing their chances of being sued in
of information held by Federal agencies. This
the Federal courts.
course also analyzes the foundation of laws
which govern Federal- information, explains
legislative histories and significant court cases,
provides participants with the principles judges
-
use, and enables access officials to obey the
laws of the land in access cases.
5. Micrographics Management Techniques
8
5. Upon completion of this course, the
(AINF074S). This is the "technical version" of
participants will be able to:
Image Processing (AINFO770) pertaining solely
a. Process COM applications; and
to microform technique.
b. Process source document microform
applications.
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TRAINING DESCRIPTION
(N
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(0)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d)
DATES
OF
TRAINING
(a)
TRAINING
LOCATION
M
SUPERVISOR
(D)
6. Implementation of the Freedom of
16
6. Upon completion of this course, the
Information and Privacy Acts (APUAP8SS).
participant will be able to:
This 2-day seminar provides the participants-
a. identify situations in which disclosure is
with a basic introduction to the provisions of
appropriate.
both the Freedom of Information Act (F(IA)
b. recognize situations in which records
and the Privacy Act. The seminar consists of a
may be withheld; and
summary of each act, workshop on processing
c. interpret the provisions of these Acts
requests, discussions of administrative
and the guidelines issued by the Department
considerations, and an analysis of the
of Justice and the Office of Management and
interaction between the acts. In addition, the
Budget.
participants' specific concerns will be addressed.
7. Image Processing: Technology And
8
7. Upon completion of this course,
Applications (AINF0770). This course surveys
participants will:
the emerging technologies, and products for
a. possess a working knowledge of various
capturing, storing, transmitting, and presenting
optical disk formats;
printed text and graphics. Participants will learn
b. understand the implications of image
about digital scanners, optical disk equipment,
processing technology developments for
microprocessors, micrographics, laser .Printers,
information management; and
and other image-processing technology.
c. be familiar with the design, capabilities
Implications for management resulting from
and features of image processing technology
developments in image-processing technology
and optical disk systems.
and systems will be discussed.
8. Managing the Dynamics of Change in the
Automated Environment (SMGMTP11). When
something new is introduced into the work
environment - such as personal computing or
office equipment - some-employees will resist
the change. In government and industry,
resistance to change traditionally has been at
the operational level while managers fostered
and implemented the change. However, change
due to automated technologies has created a
different situation. Managers today often feel
distressed by the change and their own level of
resistance runs fairly high.
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TRAINING DESCRIPTION
(a
TYPE
OF
TRAINING
M)
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED -
(d)
DATES
OF
TRAINING
re)
TRAINING
LOCATION
(o
SUPERVISOR
rep
This two-day course identifies the knowledge
16
8. Upon the, completion of this course, the.
and skill necessary to work with and through
participants will:
personal organizational changes. Through
a. understand the concepts of personal and
lectures, small discussion groups, and
organizational change.
innovations diagnostic tools, managers will begin
b. be aware of how one typically reacts
to understand how change can be made to
and responds to change;
work for them. They will explore various
c. be able to identify the attitudinal and
strategies to assist them in dealing
behavioral competencies that support
constructively with change. This workshop will
constructive change; and
provide those competencies necessary for today's
d. identify steps to bring about change.
successful manager to understand the dynamics
of change.
9. Advanced Seminar on Information
32
9. This seminar is designed to provide
Management in Public Administration
participants with an understanding of:
(AINF0710). This seminar addresses the major
a. the emerging discipline of information
issues that gave rise to the Commission on
resources management and its applications to
Federal Paperwork and the enactment of related
public administration;
laws. The seminar explores the basic principles
b. the relationship. between information
of information dynamics in public
management and knowledge management;
administration. Through lectures, roundtable
c. information technologies as instruments
discussions, and luncheon addresses, participants
of political and social change and their
are exposed to the work of renown authorities
implication for organizational change; and
on information management,, including the
d. the past, present, and future of
management of information resources processes,
institutionally-generated information and need
and policy information. The impact of
for planning, budgeting, 'and accounting for
information management on public and on
information resources in public institutions.
organizational change will also be examined. In
addition there are lectures concerning the state-
of-the-art in related automated techniques.
DA FORM 5633-1-R, APR 87
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TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(C)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(CO
DATES
OF _
TRAINING
(e)
TRAINING
LOCATION
(9
SUPERVISOR
(8)
10. Introduction to Information Resources
16
10. Upon completion, participants will:
Management for Federal Agency Staff
a. Understand the techniques and processes
(AINFO701). This course provides an
of the "Corporate Data Based" concept;
introduction. to the basic concepts, laws,
b. understand the conceptual and
regulations, and structures important in
operational definitions of IRM as applied to
implementing Information Resources
Federal agencies;
Management programs in Federal agencies. The
c. know the provisions of the Paperwork
course presents the key legislative and
Reduction Act of 1980 and subsequent
regulatory documents instituting IRM in the
legislative and regulatory actions implementing
Federal Government, including the Paperwork
IRM;
Reduction Act of 1980 and subsequent
d. be familiar with the current
Congressional action, current regulations and
Congressional, OMB, GAO, and GSA views
OMB policy circulars, and other key documents
of agency implementation of IRM;
important for understanding the development of
e. know the requirements and restrictions
IRM. A guest speaker will provide a view of
impacting agencies in the Information
current Congressional expectations for
Collection Budget clearance process; and
implementation of IRM.
f. understand the current status and future
trends for Information Resource Management
The course also covets. the Information
in the Federal Government.
Collection Budget (formerly known as. Federal
Information Locator System-FILS) and the
requirements of the ICB clearance process.
Participants will have an opportunity to discuss
initiatives toward reducing the paperwork
burden with a representative from the Office of
-
Management and Budget. Current status and
trends for implementating IRM as an agency
management system of the future also will be
presented.
11. Tools for Information Resources
16
11. Upon completion of this course,
Management (AINFO733). The tools which
participants will:
support the management of information
a. be familiar with the techniques developed
resources follow the life cycle of information
to support information management at the
and the traditional management functions. The
operational level;
participants of this course will look at a
b. understand how and when to use
comprehensive IRM plan and become familiar
specific tools for managing information; and
with the techniques that have been developed to
c. understand the place of IRM tools in
support information management in the plan.
overall information plans and management
Specific tools to be discussed include:
activities.
information requirements analysis, inventories,
data dictionaries, information locators, economic
analysis of information, value assessment, the
management matrix, and IRM audits.
-
DA FORM 5633-1-R, APR 87
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TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(C)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d)
DATES
OF
TRAINING
(a)
TRAINING
LOCATION
(0
SUPERVISOR
(9)
Participants will have an opportunity to increase
their understanding of the IRM tools presented
through case studies, exercises and class
discussion.
12. Information Resources Management
16
12. Upon completion of this course,
Reviews (AINFO810). One of the requirements
participants will:
of the Paperwork Reduction Act of 1980 (PL
a. understand the role of IRM review in
96-511) is that Federal Agencies periodically
Federal efforts to manage information and
review their information management activities
resources;
to ensure that they are carried out in an
b. understand the OMB and GSA
efficient and effective manner. To implement
requirements for reviews:
these and other governmentwide review
c. learn the type of reviews and the goals
responsibilities, the General Services
and issues specific to each of them; and
Administration has developed regulations
d. learn methods for planning, managing,
requiring triennial review and reporting
and conducting reviews and reporting review
processess. This course is designed to assist
results for impact on agency policy and plans.
Federal IRM Program staff in sorting out OMB
and GSA IRM review requirements and to
become familiar with some useful evaluation
techniques for IRM reviews.
Participants will acquire a basic knowledge of
the types of IRM reviews, the goals of each
type, staffing considerations, and issues which
arise in each Table A-2 (Continued).
13. Data Administration: Design and Use
40
13. Participants in this seminar will learn:
Seminar (ACOMP810).
The focus of this
a. goal setting and measurement;
seminar will be on constructing and managing
b. data administration vocabulary;
data modeling in an organizational environment
c. top-down strategic planning;
of data administration, database technology, and
d. bottom-up data modeling; and
traditional data processing. Participants will
e. staff responsibilities within data
learn how to use data models in designing
administrative cycle.
applications, logibal data bases, and physical
The relationships of data modeling to
databases.
strategic, tactical and sustaining base planning
of operational Department of the Army systems
in the IMA will be discussed.
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14. End User Requirements Analysis
(ACOMP73S). This seminar has been designed
especially to help those in a managerial role
understand the current meaning and importance
of organizational information needs. It deals
with management issues as they relate to
building effective information bases through the
use of a project team approach.
Throughout the seminar, the major emphasis is
placed on the effective use of people in the
organization to determine information needs and
in developing a commitment to the project's
success.
15. Telecommunications: An Introductory
Overview for Managers (ACOMP910). The
advent of office automation, with its heavy
dependency on linking systems through
telecommunications, has meant that managers
need to become aware of the basic concepts of
telecommunications.
This course is designed to make managers feel
more at ease with telecommunications
vocabulary -- bands, protocols modems, analog,
and digital signals, asynchronous and
bisynchronous modes, etc. In addition, managers
will examine appropriate applications,
limitations, and potential developments in
telecommunications.
16. Fundamentals of ADP Project
Management (ACOMP80S). This four-day course
is designed to provide an overview on the
essential components of effective ADP project
management. Emphasis is placed on planning
techniques, control mechanisms, communication
skills, and reporting procedures. Practical case
studies as well as discussions of participants'
experiences will be used to augment lectures
and resource material. Traditional approaches to
project management will be altered to fit data
processing applications.
TYPE PERCENTAGE KNOWLEDGE, SKILLS, AND ABILITIES DATES I TRAINING
OF OF TRAINING TO BE ACQUIRED OF LOCATION
I
TRAINING
TRAINING TIME
(b) (C) (d) .(0)
14. This seminar provides participants with:
a. an understanding of the conceptual
meaning of organizational needs and related
terms -- communications, decision-making,
organization and management; and
b. an understanding of how to determine
the information needs of an organization and
how to select software and hardware to
support those needs.
15. Upon completion, participants will:
a. better understand and be able to use the
terminology of telecommunications;
b. know the ways information is
transmitted and received via
telecommunications;
c. understand the problems and limitations
involved in using telecommunications;
d. understand how telecommunication is -
used in office automation; and
e. be sensitive to future development.
16. Participants will become more familiar
with:
a. traditional approaches to project
management including related terminology:
b. specific steps in effective ADP project
management: project planning, implementation,
management and control, and reporting
techniques;
c. Federal considerations in ADP project
management such as OMB Circulars A-76, A-
123 and Reform 88; and
d. real-life case studies demonstrating
successes and failures in ADP projects.
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 Declassified in Part - Sanitized Copy Approved
for Release 2012/10/24: CIA-RDP90-00530800
0500910005-7
TRAINING DESCRIPTION
TYPE
PERCENTAGE
KNOWLEDGE, SKILLS, AND ABILITIES
DATES
TRAINING
SUPERVISOR
OF
OF TRAINING
TO BE ACQUIRED
OF
LOCATION
TRAINING
TIME
TRAINING
(al
(b)
(C)
(dl
(B)
(n
(e)
17. ADP Procurement for Procurement and
40
17. Upon completion of this course, the
Contracting Officers and Specialists (APRPM
participant:
749). The procurement of data processing
a. will have an understanding of the role
equipment presents very different problems than
of GSA in the procurement process as defined
the acquisition of most other articles. This
.by the Brooks Law (PL89-306);
course is designed to identify and present
b. will have reviewed, indepth, the standard
solutions to the problems that arise in the
GSA solicitation document; and
acquisition process.
c. will have an understanding of the
acquisition of entire systems, of components,
This course covers the responsibilities of the
of time-sharing, and how to procure
General Services Administration and the agency
programming, analyst and teleprocessing
in need of the ADP equipment. It follows the
services.
procurement process from the identification of
need for the equipment to the award of the
contract.
As GSA has the procurement authority for data
processing equipment under the Brooks Law,
the course covers in-depth the role that GSA
plays in acquisitions.
The procurement of data processing services, as
distinguished from data processing equipment, is
covered as well.
The topical outline of the course is as follows:
a. Brook Law (PL89-306): Background and
interpretation;
b. Freedom of Information Act;
c. Paper Reduction Act of 1980,' (PL96-511);
d. GSA operations: organization and division of
responsibility;
e. the initiation of .acquisition: requirements, and
the role of technical and contracting staff;
f. acquisition without procurement: sharing,
excess hardware, requirements contracts;
g. procurement authority: agency procurement
-
request/delegation of procurement authority; m
h. competition in ADP procurement;
i. procurement from schedule-. kind of contracts-
advantages, conditions;
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TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(o)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(0)
DATES
` OF
TRAINING
(e)
TRAINING
LOCATION
(I)
SIIDERVISOR
(9)
j. pre-proposal;
k. selection plan;
1. solicitation document: specifications, terms
and evaluation criteria;
m.- receipt of proposals;
n. preliminary reviews;
o. benchmark-live test demonstration;
p. negotiations;
q. best and final offers;
r. cost and pricing computations; -
s. excess equipment;
t. award and special situations.
B. National Archives and Records
Administration (NARA)
1. (NARA) Files Improvement. A reliable
16
1. Upon completion of the course,
system for filing and retrieving information is
participants will be able to:
imperative if government operations are to run
a. develop filing and classification systems;
on schedule. This course provides participants
b. organize and maintain record and non-
with a working knowledge of basic records
record materials; and
keeping practices, principles and techniques that
c. apply correct filing systems principles.
can be used to organize an agency's records
-
efficiently. Topics include: separating" files into
manageable groups; developing appropriate file
and classification systems; organizing and
maintaining record and non-record material; and
filing records in a manner that facilitates
disposition.
.
2. (NARA) Introduction to the Maintenance
16
2. Participants completing the course will be
and Disposition of Federal Records. A properly
able to:
managed agency records program stresses the
a. develop agency filing systems;
important connection between file maintenance
b. apply the inventory process of records;
and efficient disposition of records. The course
c. prepare disposition schedules; and
teaches participants such a coordinated
d. relate connections between file
approach. Topics include: development and
-
maintenance and disposition.
improvement of current agency filing and
classification systems; inventory process of
records; writing, approval, and implementation
of disposition schedules; storage and transfer of
records; and publicizing the agency program.
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TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
IN
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d1
DATES
OF .
TRAINING
(e)
TRAINING
LOCATION
f9
SUPERVISOR
(81
3. (NARA) Records Disposition. Because of
40
3. After course completion participants will
the volume of government paperwork, agencies
be able to:
must dispose of records as soon as deemed
a conduct a records inventory;
appropriate. This course reveals the basic
b. plan retention periods;
principles and techniques that enable
c. determine costs and benefits;
participants to inventory holdings and schedule
d. establish disposition schedules; and
them for disposition. Topics include: conducting
e. write procedures for transfer and storage
a records inventory; determining agency
of records.
retention periods; computing costs and benefits;
writing and implementing disposition schedules;
and devising procedures for records transfers
and storage.
C. General Services Administration
1. Mail Management. This workshop shows
8
1. At the e nd of the course, participants
how to study an agency's total mail system and
will be able to:
determine the most efficient method of
a. develop mail survey techniques; and
operation. During the workshop, each
b. design mail systems;
participant draws up an action plan pinpointing
c. identify needed improvements in all mail
specific ways to cut costs in his/her agency's
operations;
mail program. Ninety days later, participants
d. speed the flow of incoming, internal,
return to discuss their progress. The topics
and outgoing mail, and
include: management analysis techniques,
e. implement an action plan to improve
incoming mail procedures, internal mail
mail management programs for their agencies.
operations,.and outgoing mail economy.
2. Writing Effective Directives. This one-day_
8
2. After attending the course, participants
course covers basic techniques for planning and
will be able to:
writing clear, concise directives that
a. define the audience for specific
communicate effectively. Topics include:
regulations and procedures:
analyzing the audience, planning and
b. select the most useful structure and
researching the directives, organizing and
format;
outlining materials, and measuring readability.
c. organize and outline material according
to the chosen format;
d. apply characteristics of well-written
directives; and
e. edit directives for readability
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TRAINING DESCRIPTION
(a)
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(d)
DATES
OF
TRAINING
(e)
TRAINING
LOCATION
(9
SUPERVISOR
(9)
D. Office of Personnel Management or
equivalent courses from another source.
1. Elements of Management Analysis (Code:
40
1. Upon completion of this course, the
236X). Many administrative and clerical
participant will be able to:
employees have the aptitude - but lack the
a. understand basic organization and
training - to become management analysts.
management theory;
Management analysis produces improved
b. use simple descriptive statistics to
management. This course provides a proven
present facts;
scientific framework for management process.
c. measure work;
Basic management analysis techniques popular
d. write reports; and
within the American government are presented
e. brief management.
in case study and lecture format. Heavy
reliance is made on simple descriptive statistics,
i.e., concepts like mean, average, median, mode
and range -- as oposed to inferential statistics,
which concerns probability.
2. Management Analysis and Review (Code.-
40
2. Upon completion of this course,
23FL). This course is designed to build on the
participant will be able able to:
basic instruction contained in Elements of
a. understand the role of the management
Management Analysis and address the practical
analyst in the organization;
needs of the journey level management analyst.
b. use basic analytic technique, including
Basic analytic techniques are equated to the
modeling;
workaday situation using the case study .
c. carry out the major steps in a
method. Elements of Management Analysis is a
management analysis (define the problem, write
prerequisite for this course.
a study proposal get management's approval
propound alternatives and compare them,
report, install and follow up).
3. Advanced Management Analysis (Code:
40
3. Upon the completion of this course, the
23FE). This course is designed to refine the
participants will be able to:
skills of experienced management analysts. The
a. plan a study to include staffing;
courses described above are prerequisites for this
b. identify and analyze the problem
course. Participants should also have
systematically;
considerable time on-the-job before taking this
c. analyze organizational, direction;
course. Complex problems are discussed during
A. find out how workers feel;
the course in a seminar setting.
e. judge efficiency economy, effectiveness
and productivity; and
f. talk with management in resolution of
organizational, staffing, labor or procedural
problems.
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 TRAINING DESCRIPTION
(?l
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(c)
KNOWLEDGE, SKILLS, AND ABILITIES
TO BE ACQUIRED
(dl
DATES
OF
TRAINING
(a)
TRAINING
LOCATION
(n
SUPERVISOR
(D)
E. Defense Security Institute
80
1. Upon completion of this course, the_
participants will understand:
1. Information Security Management (Code:
a information security;
5220.7). This course is designed to provide a
b. physical security;
comprehensive understanding of the Department
c. document security;
of Defense Information Security Program. It
d. management of information security
includes proper classification, downgrading and
programs at command or installation levels;
declassification of information, and safeguarding
e. personnel security;
of classified information from unauthorized
f. industrial security;
disclosure lectures and case studies. Topics
g. contractor personnel and plant security
included: marking; safeguarding (access and
programs;
dissemination control); accountability; secure
h. Executive Orders 11652, 12065 and
storage; disposal and destruction; transmission;
12356; and
violations and compromise; security education
i. DOD Directive 5200.1-R.
and program oversight.
F. Professional Conferences, Seminars, Societies
80
Institutes, and Associations
During each year of the two-year internship at
least one annual meeting, training conference or
seminar of national or international stature may
be attended. Highly recommended in this area
are the Association of Records Managers and
Administrators, National Classification
Management Society, National Micrographics
-
Association, and the Federal Office Systems
Exposition; however, others may be approved to
meet this requirement on an individual basis by
the Functional Chief's Representative.
G. On-the-job-training
B, D,
At the end of this segment, the intern will be
DEM, RR,
able to
SA
Interns will be given work assignments that
1. Demonstrate overall understanding of the
relate to various record management projects
records management mission, functions, and
systems in the IMA. Practical tasks and
goals and how they interface with other
assignments provide the intern an opportunity
subdiscipline of the IMA.
to relate and apply the skills learned to the
various segments of the Records Management
2: Effectively coordinate work assignments and
Program.
outputs across functional line.
3. Show confidence, skills, and ability in
performing the wide variety of Records
Management duties.
Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
LEGEND: B-Briefing C-Classroom; D-Diuticsrion, DEM-Demonstration; RR Required Reading. SA-Supervised Activity or Assignment
12
Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
TRAINING PROGRAM OUTLINE FOR RECORDS MANAGEMENT - PHASE III
For use of this form, see AR 890-950; the proponent agency Is DCSPER
TRAINING DESCRIPTION
rep
TYPE
OF
TRAINING
(b)
PERCENTAGE
OF TRAINING
TIME
(C)
KNOWLEDGE, SKILLS. AND ABILITIES
TO BE ACQUIRED
ray
DATES
OF
TRAINING
re)
TRAINING
LOCATION
re
SUPERVISOR
(9)
Phase III (3 to 12 months)
1. Formal Training
D, DEM,
5%
A. After completing formal training course,
RR, B, C
the intern will be able to -
Academic or formal training to be accom-
Apply the acquired knowledges, skills,
pushed during Phase III of the Records
and abilities to work assignments.
Management Internship must be directly re-
lated to the mission of the target assignment.
It will be tailored individually to prepare the
intern to become immediately effective in the
target assignment.
2. Rotational Training Assignments
95%
B. At the end of this on-the-job training,
the intern will be able to perform the duties
of a management analyst GS-343-9 in the
IMA.
Maximum utilization will be made of rota-
tional training assignments in this training
phase. Each must be directly related to the
mission needs of the target assignment. Wher-
ever possible, target assignment will be made
sufficiently early in Phase III to allow maxi-
mum training possible be accomplished in the
target assigment.
DA FORM 5633-2-R, APR 87
Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
 Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7
PIN 060007?
Declassified in Part - Sanitized Copy Approved for Release 2012/10/24: CIA-RDP90-0053OR000500910005-7