Workforce Development includes:
New Employee On-boarding Program
Garrison Employee Out-processing Program
Career Program Information
Army Career Tracker
Individual Development Plans (IDP)
Forging New Leader Program
Developmental Assignment Program
Civilian Education System Training (CES)
New Employee On-boarding Program
The Fort Polk Civilian On-boarding Program is primarily designed for all newly hired civilians and can be used for transferring, or returning employees that come to your organization. Since this is a newly established program we encourage you to frequently visit the Fort Polk Civilian On-boarding website for new and updated information. On this site you will find a variety of resources to assist you in your integration as a new employee and with having a successful onboarding experience. Your participation is critical to the success of the Army Acculturation Program.
The Fort Polk Civilian On-boarding Program is the process of transforming our new and transferring employees into effective, fully contributing members of the Army workforce. The process begins with the firm acceptance and extends through your first 120 days.
This page provides guidance and information about your role in the onboarding process. It also includes tips and tools that you can use to ensure you successful transition into the workforce and cultivates the excitement and belief that “This is going to be a wonderful place to work!”
New employee’s Role in Onboarding:
• Remember your first days on the job? Those initial experiences go a long way in determining how quickly you became an effective, fully contributing member of the Army workforce.
Army Profession ADRP-1 - Provides an overview of the Army Acculturation program.
GoArmyEd for Civilians - Your guide to getting started in GoArmyEd.
Army Civilian Acculturation Handbook - This Handbook serves as a resource guide and summary of the various services, policies, programs, and general information every Army employee needs to know.
New Employee Toolkit
- About the Department of Defense - Introductory Overview of the Department of Defense
- Benefits and Work-Life Programs - Technical advice, guidance, tools, training and products pertaining to a wide range of DOD civilian employee benefits
- MyBiz+ Employment Verification Fact Sheet - Used to explain how to provide employment and/or salary information to an outside company, business, bank or person.
- MyBiz+ Employment Verification User Guide - Current employees’ user guide to provide employment information to a recipient (bank, lender, etc.)
- Electronic Official Personnel File (eOPF) - The eOPF is an electronic version of the paper OPF and a system for accessing the virtual folder(s) online.
- U.S. Department of Defense, Standards of Conduct– Overview of the ethics and standards of conduct programs throughout DOD.
Fort Polk Out-processing program
The Fort Polk Out-processing program is designed to help transitioning employees prepare for departure from Fort Polk. Acknowledging an employee’s faithful service to the Soldiers, Family member and retires of Fort Polk is critical as they prepare to move to a new position.
Army Career Tracker (ACT)
ACT is an Army enterprise career and leader development tool developed to integrate numerous training, education, personnel, and experiential learning source systems into a single Web-based platform. ACT provides each career program with a landing page and incorporates ACTEDS career maps and career ladders. ACT, as the authoritative source for the IDP, provides Army Civilians an efficient and effective way to monitor their career development, allows supervisors to track and to guide employees on their career development, and offers career program managers the ability to reach their geographically dispersed careerists. See AR 350–1 for additional information.
Individual Development Plans
Individual Development Plans (IDPs) as tools “…to assist employees in career and personal development.” IDPs are unique supplements to Army Civilians’ performance assessments. While the performance assessment measures an employee’s fiscal year objectives and performance, IDPs focus on both short and long-term career goals. Rather than simply listing desired training, a carefully crafted IDP should motivate the supervisor and careerist to identify competency gaps and outline a plan to close them. The included goals may improve current job performance, but may also be used as a roadmap to propel the careerist to the next level in his or her career.
Army Civilian Career Program
The Army CPP exists to maximize the talent of the Army Civilian Corps and to afford each Army Civilian the opportunity to pursue their career aspirations. The responsibility to pursue this opportunity ultimately belongs to the Army Civilian. Army Civilians are responsible to establish their career goals and to actively engage with their supervisors and CCPMs (ACPMs if applicable) on strategies to achieve these goals. Employees are responsible to:
- Seek advice, guidance, coaching, and mentorship and pursue lifelong TE&PD opportunities in order to actively manage their careers consistent with their organization’s mission and their personal career goals.
- Be knowledgeable of the competencies, certifications, or other qualifications required for the position, occupation, career program, and ACTEDS plan in which they are employed, including administrative, technical, functional, supervisory, managerial, or executive qualifications, as appropriate.
- Prepare and use IDPs to plan their career goals and objectives in conjunction with performance objectives.