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Air force print news (July 7, 2005): CDP's provide air force civilian employees a voice in their career.

RANDOLPH AIR FORCE BASE, Texas -- As part of civilian force development efforts, development teams are now using career development plans to provide employees at the GS-13 to -15 levels with development recommendations on their careers.

The plans are forms that allow civilians to list their short- and long-term development goals. They provide employees an opportunity to indicate their personal desires for experience, training, educational opportunities and, in return, receive feedback on how their personal desires fit in with Air Force goals and requirements.

"These plans are the employees' primary voice into the civilian force management process," said Henry Snider, director of civilian force management at the Air Force Personnel Center. "We're noticing some people who've been given an opportunity to complete a CDP don't because they mistakenly believe they will have to move or take another job. The reality is there's no risk or commitment incurred by completing a [plan].

"The only risk is not completing a CDP," he said. "In essence, those who don't complete a [plan] are leaving their career progression to chance."

Once employees complete a development plan, it is reviewed by appropriate people in the chain of command and their career field. Ultimately, it is what development teams use to validate career goals and recommend the best next type of experience, education, or training opportunity for each employee.

That recommendation is then used by career field managers at AFPC to best match Air Force needs with each employee's expressed career goals.

Reviewers of the form will also be able to record additional recommendations made by the development teams. The CDP process, to include review, will be conducted annually or on timelines established by each career field, Snider said.

While initial efforts in civilian force development are concentrating on the GS-13 to -15 ranks, similar processes will eventually be rolled out for lower grades.

Civil engineering, financial management, contracting, program management, scientist and engineer, and personnel civilian career fields have already begun using CDPs, and by the end of the year, all GS-13 to -15 career fields will be using the plan.

Employees can contact their career field management teams at AFPC for more information about specific CDP submission timelines and content. Points of contact and additional information about civilian force management can be found online at <http://www.afpc.randolph.af.mil/cp/>.
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Title Annotation:Career Development
Publication:Defense AT & L
Date:Nov 1, 2005
Words:387
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