Career program position cp. # 16

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.

Factor 1. Program Scope and Effect: Level , points Directs the work of the Career Program 18 Proponency Office which is responsible for the Army-wide management, training and career development of the CP Incumbent is the Army subject matter expert on matters of organizational structure, wartime and peacetime doctrine, career field structures, career management policy, and professional development.

Factor 2. Factor 3. Supervisory and Managerial Authority Exercised: Level A, points The incumbent is delegated complete authority and responsibility to formulate, implement, and evaluate major CP career field policies and programs. 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.

Factor 4. Personal Contacts: Sub-Factor 4A. Odds are you will get a variety of different answers, if you get a clear answer at all. We will meet that challenge by being flexible and adaptive with the right person possessing the right skills, at the right place at the right time—competent, motivated and educated. The Army has created a new development model that focuses on establishing and managing workforce competencies based on predicted technical needs rather than static step-by-step career progressions.

Photo by Steve Grzezdzinski. This method will allow civilian workforce personnel to hone their existing skills and to develop new competencies as the needs of the Army change. As part of first gaining an understanding of its extremely diverse workforce everything 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.

These CPs group employees by job series for example, — physicists based on commonality of job and similar qualification characteristics. See Figure 1. CPs work to support the entire life cycle of their workforce, from recruitment to retention to future forecasting and planning.

Figure 1 — The CP proponency office is collaborating with subject-matter experts to develop competencies for each of its 61 occupational series. Smith, CP Proponency Office. FCs are responsible for identifying workforce issues, working with commanders to develop annual strategic plans that account for the changing needs of the Army, and ensuring readiness of their occupational field across the enterprise.

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.

Manages implementation of new initiatives and program enhancements. Sets milestones for CP 10 and CP, objectives and goals. Develops functional competencies, both technical and nontechnical, for all occupational series covered by CP and 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 and CP 50 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.

Availability Pay Exemption - e. Exercises appropriate management responsibility primary duty over a recognized organizational unit with a continuing function, AND.

Customarily and regularly directs 2 or more employees, AND. Has the authority to make or recommend hiring, firing, or other status-change decisions, when such recommendations have particular weight. Computer manufacture or repair is excluded non-exempt work. Primary duty consistent with 5 CFR e.

Employee applies expert, independent judgment and discretion to determine applicability and intent, to interpret and apply appropriate guidelines, and to resolve conflicting, ambiguous, or overlapping guidelines.

Effective Sept new users will not be permitted to request access or additional hours Effective Sept current users may not enroll in new courses Current users that are enrolled in courses with incomplete status will have a grace period of 60 days Nov to complete courses Current users may login and retrieve course transcripts and print and email certificates of completion until Mar Request for Additional Training Hours This form is for CP careerists that have an existing eLearning account and want to request additional training hours.

Please read the information below and continue to the request form.