T
oday the Army has we do have the most talented, experienced, and professional Civilian Corps in our Army’s history,” said
GEN Ann E. Dunwoody, Commanding General, U.S. Army Materiel Command.
“We need you to be the adapters; we need you to be the innovators, to help make the institutional Army as adaptable and flex- ible as our operational Army.”
The Army needs to maintain faith in the civilian workforce, particularly dur- ing this time of change, and ensure that the Army is doing everything it can for the workforce as its members experience stresses similar to those confronting uni- formed personnel, Dunwoody said Oct. 12 at the Association of the United States Army Annual Meeting and Exposition in Washington, DC.
“I can assure you we’ve got work to do to make sure our Army keeps faith with the great men and women of our Civil- ian Corps,” she said. “Now, despite all the challenges that we confront, I truly believe there’s never been a more exciting time to be a civilian in our Army. And I can tell you, Army leaders are absolutely committed to this cause.”
Addressing the topic of civilian workforce transformation, Dunwoody also empha- sized the Army’s need to ensure that training programs and professional development opportunities are as robust for Army civil- ians as they are for uniformed Soldiers.
ESTABLISHING COMPETENCIES One of the goals in civilian workforce transformation is the demonstration of a competency management system, said Anthony J. Stamilio, Deputy Assistant Secretary of the Army for Manpower and Reserve Affairs (Civilian Personnel/Qual- ity of Life).
ASC.ARMY.MIL 157
The competency management system pilot program will yield a set of competen- cies that employees and their supervisors can use to discuss how each employee can achieve success in his or her job and career program.
“When this is fully fleshed out, this will be the language around which we speak to our employees in terms of the bases for their development,” Stamilio said. “And this will be part of how we manage the entire force.”
MANAGING CAREERS Part of the civilian workforce transforma- tion process is incorporating all aspects of career development into one tool—Army Career Tracker (ACT).
Launched in June 2011 for NCOs, in August for Army civilians, and in Sep- tember for officers, ACT is a leader development tool that integrates train- ing and education into a personalized,
CIVILIAN ASSISTANCE
Cynthia Basham, a Registered Nurse Case Manager with the Fort Hood (TX) Warrior Transition Bri- gade (WTB), speaks with SSG Christina Einig-Blackwell, a WTB squad leader in November 2011. The nurse case managers serve as advocates and liaisons with Soldiers of the WTB, helping to keep lines of communication open about their care and treatment. (U.S. Army photo by Rachel Parks, III Corps and Fort Hood Public Affairs.)
Web-based system, said Vicki A. Brown, Chief, Civilian Training and Leader Development Division, Army G-3/5/7.
“Army Career Tracker provides an inte- grated approach to support your personal as well as your professional development,” she said.
As an individual user’s tool designed to manage a person’s lifelong learning objec- tives, ACT has several features, including the ability to monitor progress toward career requirements from a personal dash- board, manage professional and personal goals, and create a standardized Individ- ual Development Plan and a career map. In addition, ACT will provide access to career maps for all 31 career programs once it reaches full operational capa- bility, which is scheduled to take place by October.
Career program managers also have a separate landing page in ACT, which
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