P-385-63 US Army Noncommissioned Officer Professional Development Guide Download
Page 22 of 65
18 DA PAM 600–25 • 11 December 2018 2–19. Army career tracker a. General. The Army career tracker (ACT) tool serves as a single point-of-entry for career and leadership development that provides an integrated approach to supporting military and civilian personnel’s personal and PD which capitalizes on the mutual (personnel and Army) need for lifelong learning. ACT allows users to manage career objectives and monitor progress towards career requirements and goals. ACT will provide the capability to organize, collect, collate, plan (or schedule), and arrange individual developmental opportunities into a plan that enables soldiers to satisfy individual goals and objectives over time. ACT assists users with their career development and planning through all phases of the Soldier life cycle. b. Soldier role. As ACT users, Soldiers access a single site that consolidates career information and data from various Army data sources. Users must designate a leader in ACT and have the opportunity to select as many mentors as they want. Soldiers can read the latest news profiled for their CMF and evaluate their comparative career metrics on graphical career dashboards from the ACT home page. The dashboard highlights progress through the PME, civilian education, and professional goals. Additionally, ACT brings the Soldier’s PDM to life by associating their accomplishments with PDM recommendations, and presenting those items not yet accomplished as potential goals to enhance the Soldier’s PD and provide a basis to establish short and long term goals for their IDPs. ACT also provides an unofficial transcript that repre- sents the accumulation of all assignment, training, and education accomplishments by the Soldier. c. Leader/mentor role. Leaders and mentors can see their Soldiers’ information, including complete assignment his- tory, completed and pending training, earned certifications, and MOS related career recommendations. Visibility into this data helps leaders and mentors to track their Soldiers’ career progress toward goals and empowers leaders and mentors to send targeted career and training notices to their Soldiers through ACT. These notices might reference specific training courses or serve to remind Soldiers of upcoming milestones. Notices can be sent individually or to multiple Soldiers at once. The added advantage is the system gives leaders a way to create relevant recommendations to select as part of their IDP strategy. Mentors can see their mentees ACT profile, but are restricted from the IDP workflow that occurs between the first line leader and Soldier. d. Professional development model administrators and community owners. The PDM administrator and community owner are two roles, designated by the proponent office, who are responsible to populate career information in the ACT. The performance of these roles requires special privileges. References and guidelines pertaining to these specific roles are located at the following link: https://actnow.army.mil. (1) ACT PDM administrators populate and maintain PDM recommendations for the career maps. Using these recom- mendations, Soldiers can create professional and personal goals for a short or long term basis which guide them throughout their careers. These administrators ensure that Soldiers have accurate PDM recommendations relevant to their CMFs and skill levels to aid exploration and discovery of career possibilities. (2) Community owners create CMF-specific news articles, blogs, and bookmarks to provide important communication and identify regulatory and functional resources for their personnel. Their role is essentially to keep their respective career fields abreast of the timely and relevant information pertaining to their field. Chapter 3 Enlisted Personnel Management System 3–1. Purpose The Enlisted Personnel Management System (EPMS) within the Regular Army (RA), the Army Reserve Active Guard Reserve (AGR) Program, the Individual Ready Reserve (IRR), and the Individual Mobilization Augmentee (IMA) Pro- gram is the Enlisted Personnel Management Directorate (EPMD), within the U.S. Army Human Resources Command (HRC). The Chief, National Guard Bureau (CNGB) and the State Adjutants General have the same responsibility for personnel management of Army National Guard (ARNG) Soldiers. The Chief, Army Reserve has the same responsibility for EPMS regarding Army Reserve troop program unit (TPU) Soldiers. Regardless of component, Soldiers, commanders, personnel proponents, and leaders all play key roles in executing the EPMS. While the applications may vary by compo- nent, the missions of these executive managers are as follows: a. Shape the enlisted force through developing and managing the inventory in accordance with Army needs. b. Distribute enlisted Soldiers worldwide based on available inventory, Army requirements, and priorities established by HQDA to meet the unit readiness needs of field commanders. c. Develop a professional enlisted force through programs that govern the training, career development, assignment, and utilization of Soldiers. d. Support the Army’s personnel life cycle functions of acquisition, distribution, and development (individual training and education). e. Retain quality Soldiers to maintain proper strength levels throughout all Army components.