Wednesday July 15, 2009
Who are they?
Army Enterprise Employees (AEEs) are senior civilian leaders at the GS-15 and pay system equivalent levels. These civilians will now have the opportunity for career management similar to that of their uniformed counterparts and the Senior Executive Service. The Army, in turn, is provided with a clear visibility of its leadership positions and the bench of available senior civilians.
Why is this important to the Army?
The Secretary of the Army's and Chief of Staff's vision for civilian leaders calls for strategic and innovative thinkers who are effective in managing, leading and changing large organizations. These civilian leaders must be confident, competent decision makers, prudent risk takers, effective communicators, adaptive and dedicated to lifelong learning.
Through this vision and the Civilian Talent Management Program, AEEs will gain opportunities to grow in diverse and challenging assignments. The program 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 they occupy. However, this is beginning to change as AEEs register into the Civilian Talent Management System, a process that began in June.
What are the first steps of AEE career management?
Career advisors are currently educating AEEs about the system as they visit large senior civilian populations throughout the summer. The Army continues to register senior civilians into the Civilian Talent Management System. As nearly 12,000 senior civilians are eligible members of the talent pool, registration is a phased process per location/command. Career advisors are visiting 25 major senior civilian communities to offer program presentations and answer questions. (The schedule is on the CTM Web site.)
What are the next steps?
Beginning this fall, 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. The initial focus is on 383 positions identified by Army senior leaders as Army Enterprise Positions (AEPs). The Army defines AEPs as positions that perform work requiring consideration of issues having unusually high demands of scope and breadth, influence and impact, and affect organization outcomes significantly.
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