AR 690-950 — Career Program Management
AR 690-950 governs policies and responsibilities for developing, managing, and conducting Army Civilian career program management.
- Publication number: AR 690-950
- Title: CAREER PROGRAM MANAGEMENT
- Date: 04/18/2025
- Proponent: ASA (M&RA)
- Status: ACTIVE
View AR 690-950 on armypubs.army.mil
The publication covers career program enterprise management, strategic human capital planning, talent management, and the Army Intern Program. It requires competency-based workforce planning, succession planning that adheres to merit principles, and specified intern training and promotion processes.
Topics covered
- Career program enterprise management
- Civilian strategic human capital planning
- Talent management
- Competency management
- Succession planning
- Army Intern Program
Questions and answers
What is the objective of Army Civilian career program management?
The objective of career program management is to build and sustain an Army Civilian Corps ready for the current and future mission. (paragraph 3-2)
What does strategic human capital planning assess and forecast?
The Army employs civilian SHCP to provide a prescriptive methodology to assess the current state of the workforce, identify skill and competency gaps and strengths, and forecast emerging and future requirements. (paragraph 4-1)
What stages are included in the Army Civilian human capital life cycle?
The four stages of the Army Civilian human capital life cycle are as follows: a. Strategic workforce planning. b. Recruit and hire. c. Train and develop. d. Sustain. (paragraph 4-3)
What grades are covered by the ETM Emerging Leader and Development Program?
The ETM Emerging Leader and Development Program (ELDP) module is a DoD program open to Army Civilians in grades GS 12 and GS 13 or equivalents. (paragraph 4-4)
What principles must succession planning follow?
Succession planning must apply and adhere to merit principles and avoid preselection. (paragraph 5-8)