Civilian Talent Management Program

Thursday June 4, 2009

What is it?

Civilian Talent Management (CTM) aligns the senior civilian management at the GS-15 level with that of colonels, generals and the Senior Executive Service - providing an enterprise view of leadership positions and the available talent. The initiative is designed to fuse the Army's current and projected civilian leadership requirements with the individual employee's desires for reassignment and career growth. Currently, the Army has only limited visibility of its senior civilian workforce and the positions that they occupy.

What are the first steps of the program?

The Army is taking the first major step to the central management of senior civilians, kicking off talent pool registration this month. Because the number of eligible members of the talent pool is more than 11,000, registration will be a phased process per location/command. Career advisors will be visiting the eligible population in 25 central locations, offering program presentations and answering questions. The drive will begin June 8 at Fort Belvoir, Va., and will continue through early October. The full schedule is posted on the CTM Web site.

Why is this important to the Army?

Developing and managing our Civilian Corps is the right thing to do. It is beneficial to employees, commanders and our Army as a whole. The expected outcomes are:

Employees -
- Greater visibility of opportunities
- Increased support of professional goals and potential
- Improved knowledge transfer between transitioning personnel

Commanders -
- Timely vacancy forecasting and knowledge transfer
- Reduction of lost productivity that accompanies vacancies
- Improved succession planning

The Army -
- Optimization of talent exchange
- Greater visibility of vacancies and available talent pool
- Senior leaders with a broad perspective who operate well in complex environments

How will the Civilian Talent Management Program work?

The Civilian Talent Management Office (CTMO) will collaborate with Army organizations to determine existing or projected vacancies, anticipate succession planning and develop slates of registered members of the talent pool for leaders to consider.

What are the next steps?

The initial focus of the CTMO is on 383 positions identified by Army senior leaders as Army Enterprise Positions (AEPs). The Army defines AEPs as those leading strategic thought, providing long-term planning and execution

Resources:

Department of Army Civilians: Sign into AKO

Civlian Senior Leader Development Office Web site: https://www.csldo.army.mil (The CTM interim policy is also posted on the Web site.)

Questions can be directed by email

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Events

June 2009:

- National Safety Month

June 6: D-Day Anniversary

June 14: 234th U.S. Army Birthday

2009 Commemorations :

Year of the NCO

Year of the Military Family

100th Anniversary of the Chaplain Assistant

SENIOR LEADERS ARE SAYING

"Our goal is to make our already extraordinary civilian workforce even better equipped to meet future challenges. And by doing so our Army civilians will be better prepared to lead our Army in support of our troops around the world."

- Secretary of the Army Pete Geren

Remarks by Secretary Pete Geren to Army Management Staff College - Jan. 29, 2009

WHAT THEY'RE SAYING

Year of the Noncommissioned Officer

"There are no streets named after NCOs, no place names, or monuments to remind the American citizen of the great NCOs who defend our nation. Instead, the legacy of U.S. Army NCOs stands in the ranks of succeeding generations of America's Soldiers."

- Sgt. Major Michael Kennedy, Joint Multinational Training Command's Training Directorate, a guest speaker at the NCO Induction Ceremony in Grafenwoehr, Germany

JMTC Welcomes Newest NCOs

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