LEADERSHIP

Mr. Jack Surash

Mr. Jack Surash

Senior Official Performing the Duties of the Assistant Secretary of the Army (Installations, Energy & Environment)



Ms. Carla Coulson

Ms. Carla Coulson

Acting PDASA for ASA (IE&E)

Deputy Assistant Secretary of the Army (Installations, Housing & Partnerships)


Amy L Borman

Ms. Amy Borman

Deputy Assistant Secretary of the Army(Environment, Safety and Occupational Health)


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  • CP-12: Management Structure & Responsibilities

    The senior career program official is the Functional Chief (FC). The CP-12 FC is the Deputy Assistant Secretary of the Army (Environment, Safety and Occupational Health), Office of the Assistant Secretary of the Army (Installations, Logistics, and Environment). The FC designates a senior civilian executive as the Functional Chief Representative to serve as his/her principle advisor, act for the FC, and manage career program matters. The FC is responsible for development, coordination, implementation, and management of this Pamphlet.

    a. In accordance with AR 690-950, Civilian Personnel Career Management), the Functional Chief:

    1. provides advice on career management
    2. identifies specific skills and recruiting requirements in the career field
    3. identifies training and development needs
    4. determines courses
    5. provides information to the Total Army Personnel Command (TAPC)
    6. chairs career program boards and
    7. prepares the budget.

    b. In accordance with AR 600-3, Personnel Proponent System, the Director of Army Safety (DASAF)/Commander, U.S. Army Safety Center (USASC) is the CP-12 proponent. The Proponent is responsible for the life cycle career management functions; definition of developmental needs; and structure, acquisition, training and education, distribution, deployment, sustainment, and professional development of CP-12 careerists. The Career Management Officer serves as the DASAF principle point of contact for prepotency issues. The Career Management Officer is responsible for:

    1. the day-to-day execution of the CP-12 program,
    2. life cycle management of CP-12 interns, and advising others affected by CP-12 plans and requirements.
    3. monitoring execution of CP-12 management plans and developmental plans,
    4. structure, acquisition, training and education, sustainment and professional development studies and surveys.

    c. Career Program Planning Board.

    1. The CP-12 Career Planning Board (CPPB) serves as an advisory body to the FC, FCR, and Proponent. The CPPB membership consists of the FCR, the Proponent, all Major Army Command (MACOM) Safety Managers/Safety Directors, and functional representatives from the GS-0018, GS-0803, and GS-1306 career fields. The career field functional representatives are non-voting members and are selected for 2-year appointments by the FCR based on MACOM Safety Director nominations.
    2. The CPPB meets at least twice each year (normally in spring and fall).
    3. The CPPB is the executive agent for matters related to the professional development of CP-12 careerists. The CPPB is primarily responsible for determining training requirements and evaluating the quality of training delivered to CP-12 careerists.

    d. The Commander, U.S. Army Safety Center (USASC) is responsible for training development and providing guidance on sources for delivery. Training courses will be tailored to provide guidance on Army application of a specific safety and occupational health technical and/or management area. The CP-12 training tools developed by the USASC will be in close coordination with the CPPB and in accordance with the Systems Approach to Training.

    e. MACOM Career Program Managers. MACOM Safety Managers/ Directors serve as MACOM Career Program Managers (MCPM). The MCPM direct the accomplishment of career program functions at activities throughout their commands, provide guidance and mentorship to careerists in their command, and represent the interests of their commands and careerists to the FC, FCR, Proponent and CPPB. Their role is essential to effective career management.

    f. Activity Career Program Managers. The senior CP-12 careerist at the installation or major subordinate command level will serve as the Activity Career Program Manager. The ACPM provides advice, guidance, and support to local careerists and to MCPM.

    g. Supervisors. Supervisors are responsible for coaching and counseling their employees on their individual career development. This counseling includes assisting employees in establishing realistic career goals, assessing employees' shortfalls in training and experience, and identifying training and development needs and opportunities. Supervisors should utilize DA Pam 690-43, A Supervisor's Guide To Career Development and Counseling for Career Program Employees, and request assistance from ACPMs in this endeavor.

    g. Individual Careerists. Each individual is responsible for his or her own career planning and personal development. Paramount to success is the establishment of individual career goals, ascertaining what training and development is needed to achieve those goals and then actively seeking out and pursuing the training and development required. In addition, individuals are strongly encouraged to obtain as much education as possible to include advanced degrees and professional certification.