New civilian management program registers 500-plus

With the Army facing greater competition in retaining its civilian work force, senior leaders are hoping a new program will keep those talented, hard-working individuals from jumping to other government agencies or organizations in the private sector.

It's called the Civilian Talent Management Program and it rolled into Belvoir this week for a presentation at the Army Management Staff College. Linda Donaldson, executive director for the Civilian Talent Management Office, said the voluntary program is designed to align senior civilian management at the GS-15 or NSPS levels with that of colonels, generals and others in senior executive service.

According to her, that not only translates into an equivalent pay grade, but opportunities for assignments in multiple commands and educational enhancement. As a bonus, she said the program would
also offer civilians greater visibility of job vacancies through it's so-called "talent pool."

"Over the next few years, the Army will face mobility and retention challenges at the civilian level as a result of BRAC. It's competing for the best and brightest talent that's out there and the Army wants to be an employer of choice," Donaldson said. "That's why the Army is encouraging this program. They believe taking care of the civilian work force is just as important as taking care of the military. It's the right thing to do."

Donaldson said the program will work with commanders at all levels to project where vacancies will be occurring, which includes all competitive service positions Army-wide. However, she points out that all "Army Enterprise Employee" positions, as CMTP refers to them, require mobility through one of three types: functional, organizational or geographic.

During her presentation, Donaldson said functional mobility is defined as accepting another position in the same series within the commuting area. Organizational pertains to someone going to another position in the same organization within that same commuting area while geographic means going outside of the commuting area entirely.

"This program is not about forcing assignments onto people, but rather integrating individuals' talents and goals into a career development plan that will help them track new opportunities as they become available," Donaldson said. "Talent management is the Army's way of investing in its civilian work force."

To date, Donaldson said more than 500 people have already registered for the CTMO Web site and that presentations on the program will continue at locations in the U.S. and overseas through October. Presentations can also be found on Army Knowledge Online.

While last month marked the first phase of Army-wide announcements through the program, Donaldson said CTMO would develop slates in November in order for organizations to receive them before the end of the year. An executive review board would then convene sometime in February, Donaldson said.

"It certainly sounds interesting, but I'm sure people will want to know more about how the pay grade system works, especially if it comes down to relocating," said John Mykens, an employee in the National Capital Region and one of those attending Monday's presentation. "Obviously, no one is going to transfer to a position that's not comparable to what they're making now."

Valerie Hough, another attendee, agreed, but was pleased to hear of the program's educational opportunities, which include courses on management and leader development.
"It's great training ground for civilians and can certainly help in the long run," Hough said. "Development is important at all levels."

For more information, visit csldo.army.mil or e-mail DUSA.CTMO@conus.army.mil. Linda Donaldson can be contacted at 703-602-9055 or Linda.L.Donaldson@us.army .mil.