Career Program 35 (CP-35) is a specialized framework within the U.S. Army designed for the professional development of civilian employees engaged in intelligence-related roles. This program, often referred to as CP-35, is crucial for individuals working in intelligence, security, training, education, engineering, and scientific fields within the Army’s Civilian Intelligence Program Management System (CIPMS). If you are a civilian employee in the Army and your work is connected to intelligence missions, understanding CP-35 is vital for your career trajectory.
Decoding Army Career Program 35
Career Program 35 is specifically tailored for Civilian Intelligence Program Management System (CIPMS) employees who hold General Schedule (GS) positions at GS-05 and above. These positions fall into several key categories:
- GS-132 (Intelligence): This encompasses roles directly involved in intelligence operations, analysis, and related functions.
- GS-080 (Security) with Intelligence Focus: For security personnel where over 51% of their duties are intelligence-related, CP-35 provides relevant career development pathways.
- GS-1701 & GS-1712 (Trainers and Educators): Professionals in training and education roles who contribute to intelligence missions are also included in CP-35.
- Engineers and Scientists in Intelligence Work: Technical experts whose work is integral to intelligence activities are part of this career program.
CP-35 is applicable to those assigned to organizational components that are actively performing an intelligence mission. It is important to note that other CIPMS employees in different professional or administrative career paths are covered by other appropriate Army career programs based on their specific job duties.
CP-35 and the Intelligence Community Development Program (ICDP)
The Intelligence Community Development Program (ICDP) is a broader Department of Defense (DOD)-wide initiative managed by the Defense Intelligence Agency (DIA). ICDP is designed for career development of employees on a two-grade interval scale who are involved in general intelligence, counterintelligence, intelligence-related security, or cryptologic functions across the DOD.
CIPMS career development policies, including CP-35, are generally aligned with the principles and procedures of the ICDP. This ensures a degree of consistency and common standards in intelligence career development across the Department of Defense. For CIPMS employees, understanding ICDP provides a broader context for their career progression within the intelligence community.
Multiple Army Career Program Registration for CIPMS Employees
A key feature for CIPMS employees is the flexibility to engage with more than one Army career program. While your primary career program is determined by your official position (which will be CP-35 for eligible intelligence roles, or another Army career program if your duties fall outside CP-35), CIPMS employees have the option to voluntarily register for additional career programs.
To be eligible for secondary program registration, employees need to have either personal competitive status or have completed one year of continuous CIPMS employment. They must also meet the specific qualification requirements established by the additional career program they wish to join. This allows for broader skill development and career diversification within the Army civilian structure.
ACTEDS and its Role in CP-35 Development
The Army Civilian Training, Education and Development System (ACTEDS) is the overarching framework that governs training and professional development for all Army career program employees. ACTEDS establishes the policies and guidelines for career progression across all Army civilian career paths.
Each Army career program, including CP-35, has its own specific ACTEDS plan. The CP-35 ACTEDS plan is designed to cultivate a high level of professionalism within the intelligence workforce. It achieves this by:
- Identifying Key Competencies: Defining the necessary skills and knowledge for successful performance at each grade level or grade band within CP-35 roles.
- Defining Development Methods: Specifying various methods for competency attainment, such as on-the-job training, formal classroom training, and self-development activities.
- Outlining Career Progression: Identifying key positions, desirable traits, and model career progression patterns to reach those key positions within the intelligence field.
CIPMS employees whose positions fall under career programs other than CP-35 will utilize the ACTEDS plan specific to their primary career program. However, the CP-35 ACTEDS plan can also serve as a valuable resource for intelligence-specific competencies and courses, even for those in other career programs but working in intelligence-related areas.
Supervisors are responsible for developing an Individual Development Plan (IDP) for each employee in a professional or administrative career path. These IDPs are based on the relevant ACTEDS master training plan and can be integrated into the Total Army Performance Evaluation System (TAPES) support form, the appraisal system for all Army civilians. The CP-35 ACTEDS plan is a living document, with updates like the second edition published in September 1993, to ensure its continued relevance.
ACPM and MACOM CPM: Your Career Support Network
Within the Army career program structure, there are key personnel dedicated to supporting employee development: Activity Career Program Managers (ACPM) and Major Command (MACOM) Career Program Managers (CPM).
Activity Career Program Manager (ACPM): Appointed by the Activity Commander for each career program represented at their activity, the ACPM serves as a vital resource. Their responsibilities include:
- Providing technical advice and assistance to the commander and the servicing Civilian Personnel Advisory Center on all matters related to career programs.
- Offering guidance and advice to both supervisors and employees regarding career program opportunities and requirements.
- Acting as a primary source of information and assistance, particularly the CP-35 ACPM for all CIPMS employees at an activity, even beyond CP-35 specific questions.
In some instances, an ACPM may represent employees from multiple commands, depending on the serviced population.
MACOM Career Program Manager (CPM): Appointed by the MACOM Commander for each career program, MACOM CPMs are responsible for career program oversight at the MACOM level. The CP-35 CPM serves as the MACOM’s central point of contact for CIPMS issues and provides guidance to ACPMs in the field.
MACOM CPMs are also involved in recommending and endorsing applications from career program employees for centrally or MACOM-approved or funded training opportunities, making them a crucial link in accessing advanced training and development resources.
Army Civilian Intelligence Orientation (ACIO) Course
For individuals new to the intelligence field, the Army Civilian Intelligence Orientation (ACIO) course offers a foundational introduction. This self-paced course consists of eight lessons covering essential topics, including:
- Intelligence processes and methodologies.
- Relevant security policies and protocols.
- The structure and organization of Army and national intelligence communities.
- An overview of the Civilian Intelligence Program Management System (CIPMS).
The ACIO course is beneficial for all civilian employees entering the intelligence field, regardless of their job series or grade level. It is also valuable for employees in support technician or clerical positions who want to gain a better understanding of the intelligence context of their work. The ACIO course can typically be accessed through your ACPM or your servicing Civilian Personnel Advisory Center, making it an easily accessible first step in intelligence career development.
By understanding what a Career Program 35 position entails, and the resources and related programs available, Army civilian employees in intelligence roles can effectively manage and advance their careers within this specialized and vital field.
