FIGURE 1 CP-10
Civilian HR management
CP-15
Quality and reliability assurance
CP-20
Quality assurance specialist (ammo surv)
CP-28
Equal employment opportunity
CP-34
Information management
CP-53 Medical
CP-64 Aviation
CP22 Public affairs & communications media CP-29
Installation management
CP-35 Intelligence CP-55 Inspector general CP-36
Modeling and simulation
CP-56 Legal
CP-16
Engineers and scientists (non-construction)
CP11 CP-11 Comptroller CP16 CP-12 Safety and occupational health CP-17 CP-13 Supply management CP-18
Engineers and scientists (resources and construction)
CP26
Manpower and force management
CP32
Training capabilities and doctrine warfighting dev
CP-50
Military personnel management
CP-60
Foreign affairs and strategic planning
CP-14
Contracting and acquisition
CP-19
Physical security and law enforcement
CP-27 Housing
management CP-33
Ammunition management
CP-51
General administration and management
CP-61
Historian/museum curator
New Career Program
DEVELOPING ENGINEERS AND SCIENTISTS The CP-16 proponency office is collaborating with subject-matter experts to develop competencies for each of its 61 occupational series. (SOURCE: Jessica A. Smith, CP-16 Proponency Office)
A NEW MODEL FOR DEVELOPMENT To guide its workforce, the Army has created a new development model
personnel to hone their existing skills and to develop new competencies as the needs of the Army change.
that
focuses on establishing and managing workforce competencies (knowledge, skills, abilities, etc.) based on the Army’s predicted technical needs
rather than
static step-by-step career progressions. Tis method will allow civilian workforce
As part of first gaining an understanding of its extremely diverse workforce (every- thing from botanists to aerospace engineers to surgeons), the Army has aligned every member of the civilian workforce to one of 31 unique career programs (CPs). Tese
CPs group employees by job series (for example, 1301– physicists) based on com- monality of job and similar qualification characteristics. (See Figure 1.) CPs work to support the entire life cycle of their work- force, from recruitment to retention to future forecasting and planning.
Within each CP are a functional chief (FC), a functional chief representative
ASC.ARMY.MIL 51
SCIENCE & TECHNOLOGY
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