An ACTEDS plan guides Army IH staff member careers on the path to success. 

Begin by reviewing ACTEDS Plans and identify the following:

--Career ladders and key positions

--Recommended development

--Career advisors

--Know what training is available for your grade level

--Work with your leader to develop your Individual Development Plan (IDP)

 CP-12 ACTEDS Training Plan

Competencies represent requirements or skill-sets for this specified career program, series, and levels.  The IH career program, as well as positions of leadership and management within the series, require specific levels of competency in job performance. 

Generally, competencies may be acquired through many sources, such as on-the-job training, Army Institute of Public Health courses, AMEDD Center and School courses, correspondence courses, collaborative distance learning, prior training or education, or self-development activities.  

After careful review of IH core competencies set for other organizations including AIHA and ABIH, Army IH competencies were aligned with core competencies established by the accrediting organization and the existing educational and practice requirements set by ABIH.

With core competencies established and the existing educational and practice requirements that are set by ABIH, the standard of practice is set for the early career professional. Thereafter, there is little concrete guidance for IH professionals as they advance in their career, so consideration was given to ABIH's newest efforts for the global practice of industrial hygiene.

ABIH has initiated a collaborative effort to develop an internationally recognized practice of credentialing for intermediate IH practice. The goals will be to foster a global community of practitioners at all levels and to develop a common platform for the credentialing of IH staff members that achieves international acceptance and recognition. 

ABIH has been evaluating the benefits of establishing a program to recognize training programs that meet defined standards of excellence. A goal of the program would be to encourage the building of industrial hygiene capacity throughout the world by promoting quality learning and skill development.

Currently, professionals are required to demonstrate a minimum level of knowledge in the following rubric (subject matter) areas: 

• Air Sampling & Instrumentation
• Analytical Chemistry
• Basic Science
• Biohazards
• Biostatistics & Epidemiology
• Community Exposure
• Engineering Controls/Ventilation
• Ergonomics
• Health Risk Analysis & Hazard Communication
• IH Program Management
• Noise
• Non-Engineering Controls
• Radiation – Ionizing and Non-ionizing
• Thermal Stressors
• Toxicology
• Work Environments & Industrial Processes

You will find the Army IH competencies will align with these rubrics and the courses indicated in the ACTEDs support these competencies.

Aligning the Army IH strategy with the AIHA/ABIH strategy will provide integrity and well trained professionals in the 640 and 690 series.

• An IDP is a written document between employee and leader outlining options in three areas of training: Required training, Recommended training, and Additional training
  
• The IDP provides an opportunity for IH leaders and staff members to discuss and agree upon a training path to promote staff development and better guarantee career and organizational achievement
  
• It prioritizes training efforts and tracks progress of the activities outlined to assist the employee in accomplishing their career goals
  
• An IDP serves as a tool to clearly communicate short term and long term educational goals between employees and their leaders
  
• An IDP is required for each employee; however, employee(s) are not required to establish any career development goals or objectives
  
• Employees are not required to identify any training or education course(s) or programs of which they intend on participating
  
• The only information required on the IDP is the employee’s (and leader’s) name and signature
  
• It is however to the employee and leader’s benefit to establish career development and educational goals on an IDP and frequently monitor the progress of these goals during employee’s counseling

IDP Development Tips:

Completing an IDP is easy!

1.    The employee should initiate the IDP process

2.    The employee establishes short term and long term educational and career goals with input   from the supervisor if necessary

3.    Training requirements and recommendations should be listed and delineated accordingly

4.    Initial focus should be placed on listing and completing all Required training requirements

5.    Secondary focus should be placed on listing and completing all Recommended training

6.    Any Additional training the employee is requesting that is not either Required or Recommended should be listed

7.    The employee discusses short term and long term training and career goals and objectives with their leader

8.    Supervisor and employee should discuss the IDP for accomplishing goals and objectives 

Required training is training an employee must attend as a component of their job, any training denoted as required on the ACTEDS Plan, essential for the safe and efficient functioning of the organization, or the safety and wellbeing of the individual staff member.

Recommended training is training that an employee is strongly advised to attend as a component of their job, listed as an elective option on the ACTEDS Plan, or is listed on the Army IH training website as a competency based learning opportunity.

Additional training is training that an employee relates to a component of the employees job duties, but is not required or recommended by either the Army IH training website or listed as an elective option on the ACTEDS.

An example of Additional training would professional training outside the Army environment such as OSHA Electrical Safety Course or a college-level science course.