Career Programs were established to ensure there is an adequate base of qualified and trained professional, technical, and administrative personnel to meet the Army`s current and future needs. 

Planned training and development are essential elements to building a successful career.  

The CP-12 Army Civilian Training Education and Development System (ACTEDS) Plan is a systematic, competency-based approach to training and development of Army career civilians.  

The ACTEDS Plan is a living document that outlines the required training for the development of core, functional and leader competencies.  

It also provides general information and guidance on management of the SOH Career Program, including career ladders and career maps, Master Training Plans, certifications, mobility and continued service requirements.

It blends formal training, on-the-job training, developmental assignments, and self-development activities.  

Requirements are tailored to personnel in the SOH (CP-12) and also include prescribed civilian leader development.

Select courses are centrally funded by CP-12 annually. 

Although every effort is made to accommodate the careerists’ professional goals, applying for training does not guarantee funding.  Careerists can request funding for training through their local organization.

Careerists are required to submit an Individual Development Plan (IDP) via the Army Career Tracker .

The IDP is a personal action plan, jointly agreed to by the individual and their supervisor that identifies short- and long-term career goals.

Individual Development Plan (IDP)

Staff education and experiences aligned with the IH Competencies mission.

• An IDP is a written document between employee and leader outlining performance improvement and/or enhancement for the employee and the options in three areas of training: Required training, Recommended training, and Self Development
  
  
• 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 in Army Career Tracker 

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.

Self Development 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 Self Development would be professional training outside the Army environment such as OSHA Electrical Safety Course or a college-level science course.

The following provides information on the scope and benefits of the CP-12 Program:

Government Resources

 CP-12 Overview

 CP-12 Newsletter

 Army Career Tracker 
Competencies and IDPs   

Certifications