Career program 29

Monitors training effectiveness through the use of performance evaluations, course completions and grades. Strives to improve career management support to CP employees worldwide. Develops, executes and updates quarterly program funding obligation plans. Directs public forum marketing and briefings. Oversees publication of newsletters to discuss CP career development.

Provides editorial objectives and approves publication topics. Ensure conformance with guidelines for official DA publications. Conducts staff visits to provide advice and assistance in the development of individual training plans, developmental programs and Career Program issues. Represents the Career Program at conferences, meetings, workshops, and symposia.

Establishes and maintains effective working relationships with CP SMEs, both internal and external to government, to create new or unique training opportunities for Army civilians. Manages the annual DA Career Program Planning Board; develops the agenda, coordinates guest speakers, and organizes the event. Directs studies and analyses of issues affecting life cycle career management.

Provides guidance to management personnel throughout the Army. Directs the formulation, implementation, and evaluation of policies and programs to improve career management efficiency and effectiveness, at times negotiating with competing views and vying for funding. Reviews, analyzes, interprets and administers DoD directives and policies impacting CP Manages implementation of new initiatives and program enhancements.

Sets milestones for CP objectives and goals. Develops functional competencies, both technical and nontechnical, for all occupational series covered by CP and integrates them into workforce planning requirements. Pinpoints competency or training gaps, and identifies suitable training to close the gap. Incorporates competency based lifecycle management to create a highly professionalized civilian workforce.

Explores avenues to professionalize CP such as credentialing to formally recognize that an individual has demonstrated proficiency. Plans work to be accomplished by subordinates, sets priorities, and establishes schedules for work completion. Assigns work based on priorities, requirements of assignments, and capabilities of employees. Ensures timely performance of work and that quality standards are met.

Reviews work completed by subordinates, accepting, amending or rejecting work as appropriate. Evaluates the effectiveness of operations supervised in terms of mission accomplishment, quality and quantity standards, procedural, policy and regulatory compliance, and technical competence.

Makes changes in work assignments and workflow and balances workload among positions to increase effectiveness of operations supervised. Evaluates performance of subordinates. Provides advice, counsel and instructions on work and administrative matters. Interviews candidates for vacant positions, recommending appointments, promotions, or reassignments. Hears and resolves employee complaints, referring group grievances or more serious complaints to supervisor.

Effects minor disciplinary measures such as warnings and reprimands, recommending action in more serious cases. Identifies training and developmental needs of employees, providing or making provisions for training as required.

Exercises position management responsibilities, assuring that subordinates' job descriptions are current and accurate and that subordinates' positions are designed and structured to insure optimum efficiency, effectiveness and economy in accordance with DA position management program. This position requires the incumbent to be able to obtain and maintain a Secret level security clearance. Incumbent is a subject matter expert on matters of organizational structure, wartime and peacetime doctrine, career field structures, career management policy, and professional development.

The incumbent directs studies that impact on the needs and requirements of the Army force structure and the diverse functional specialties of the current and future populations of the Army and DOD career fields.

Contacts are also maintained with officials of the Department of Defense, the Departments of the Navy and Air Force, senior service schools, other federal agencies, Congressional staff officials, academia, and related private sector organizations.

FL 4B-3 Points The purpose of contacts within Department of Army is to advise senior leadership officials on the effective and efficient organization and structure of the career fields, to discuss policy and programs for the structure and management of organizations and the associated military and civilian career fields, and to provide advice and direction to subordinate commands and activities.

Purpose of external contacts is to present Department of Army positions, negotiate and settle matters of significant or controversial nature, and influence issues including legislation and funding , of career field organization, structure, and professional development throughout the Department of Defense and as they relate to organizations from the private sector.

Is required to analyze the Army force structure, to assess the adequacy and availability of civilian training, education and development programs, to develop new programs, and to serve as the expert advisor and technical authority on CP career field training and development programs at all echelons of the Army. Expert knowledge of private and public business practices to include Army, Office of the Secretary of Defense OSD , Office of Personnel Management OPM , and Congressional policies, processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly.

Expert knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business enterprise management.

This position requires in-depth knowledge in how the Army runs and organizational and assessment methodologies. Mastery knowledge of broad CP concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of innovations, concepts, and principles.

Mastery of knowledge in governing human resources HR statutes, broad HR principles and practices sufficient to serve as a senior advisor. In-depth knowledge of Army levels of organization from HQDA to installation and tactical levels in order to identify and discuss with senior level leaders and their staffs the impact of CP initiatives on their functions and activities and beneficial assessment methodologies for the same.

Extensive skill in written and oral communications to inform, advise, persuade, present, and defend actions to all levels of governmental and non-governmental officials. The employee has full responsibility and authority to direct and manage the assigned initiatives, systems and programs of the CP career management program.

Employee is a recognized authority and is delegated authority to identify initiatives and plan, schedule, and carry out major business transformation and strategic communications activities and projects. Recommendations developed by the employee are normally reviewed by management officials only for potential influence on broad agency policy objectives and program goals. Findings are normally accepted without significant change. Determines and revises long-range plans, goals, strategies, and objectives of the assigned programs.

The employee uses judgment and discretion in determining the scope and intent of assessment procedures and new supporting regulations, policies, or legislation that could significantly change the basic character of Army programs and their support to DoD and OPM programs and to congressional intent. The employee is recognized as an expert in the development and interpretation of guidance pertaining to the specialized areas of enterprise assessment and evaluation and the implementation of organizational strategic plans, program initiatives, and process improvements.

The work typically requires efforts to develop new methods of executing CP development objectives. Incumbent performs consultant and management functions related to the career program including the professional development system.

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