Career Programs serve as structured frameworks for civilian positions, categorized by Occupational Series. These programs are designed to offer a comprehensive “life-cycle” career management system that incorporates civilian development, training, and mentorship, much like the military MOS or Branch Codes that designate functional roles. The Career Program designation is assigned based on the responsibilities inherent in a particular position, ensuring a clear alignment between job function and career path.
These functional communities play a crucial role in supporting Department of Defense initiatives. They facilitate competency-based workforce assessments, define Mission Critical Occupations (MCOs), and establish Office of the Secretary of Defense (OSD) functional communities. This structured approach ensures that civilian employees have clear pathways for advancement and skill development within their chosen fields.
Within the Army civilian workforce, there are 31 Career Programs encompassing 100 percent of positions. This broad coverage includes Appropriated Fund, Non-Appropriated Fund, Direct Hire Foreign Nationals, and Federal Wage System positions, all aligned to a specific Career Program. While the original article doesn’t explicitly detail a “Career Program 18 position,” we can infer that “18” might refer to a specific career program number or designation within this system. It’s essential to understand that each position within the civilian workforce fits into one of these programs, each designed to foster professional growth.
These 31 Career Programs span a wide array of occupational specialties. Examples include crucial areas such as Human Resource Management, Engineering and Sciences, Medical, Legal, Comptrollers, Contracting and Acquisition, and Information Technology Management. Each of these broad categories is further divided into specific career paths, allowing for focused development within specialized fields.
Each Career Program provides detailed training and development plans. These plans outline progressive career paths, including associated training and recommended position assignments, all accessible through the Army Career Tracker. This proactive approach to career management ensures that civilian employees have the resources and guidance needed to advance in their careers.
To oversee these programs, each Career Program is led by an appointed Functional Chief. This senior-level official, often a Senior Executive Service (SES) member or general officer, is responsible for integrating and managing training, education, and professional development opportunities throughout the human capital lifecycle of their Career Program. The Functional Chief ensures that the program remains aligned with the evolving needs of both the Department of Defense and the Army.
For the day-to-day management and oversight of the Career Program, a Functional Chief Representative (FCR) is appointed. The FCR acts as the Army Component Functional Community Manager and collaborates with the OSD Functional Community Manager at the Department of Defense. This collaboration is vital to ensure that each Career Program community possesses the functional proficiency required to effectively support both Department of Defense and Army missions.
For those seeking more in-depth information on Career Program management, several resources are available:
- Army Regulation (AR) 690-950, Career Program Management, dated 16 November 2016.
- Army Career Tracker: https://actnow.army.mil/wps/myportal/act/plan/pdm
- Career Program Proponency Division MilSUITE site: https://www.milsuite.mil/book/community/spaces/Civ-HR/civilian-career-programs-management
These resources provide further detail on the structure, management, and opportunities within the Career Program system, offering valuable guidance for civilian career development within the Army.
