Policy & Procedures Army Regulations AR 690-400 Total Army Performance Evaluation System Provides system guidance for the timely evaluation of team members. The pamphlet is an easy-to-read guide and employees are strongly encouraged to read it before tackling the more cumbersome regulation. Engineer Circulars EC 690-1-701, dated 12 April 1999 Delegation of Classification Authority to Managers This circular provides guidelines and instructions for the delegation and exercise of position classification authority within the U. S. Army Corps of Engineers. In many cases, classification authority now resides with Division Chiefs or lower. EC 690-1-703, dated 12 April 1999 Classification Guidance, Chiefs of Construction - Operations, Operations, and Planning and Engineering This circular provides classification policy and guidance for chiefs of Construction-Operations, Operations, and the functions of Planning and Engineering when combined. EC 690-1-704, dated 1 February 2000 Conferences as Training Activities This circular provides guidance on determining if a conference is a training activity. USACE employees may attend conferences as training, following the training request process and may use training funds, when a determination has been made that the conference is a training activity. Once such a determination is made, attendance will be considered a developmental assignment. Engineer Pamphlets EP 690-2-2, dated September 2006 DRAFT Career Development Guide Engineer Regulations ER 15-1-10, dated 2 May 1988 Career Planning Board This regulation prescribes the composition, objectives and responsibilities of the Career Planning Board for the Army, Civilian Career Program for Engineers and Scientists (Resources and Construction). ER 350-1-420, dated 15 January 1995 5-Year IDP and Development Assignments This regulation provides policy requirements and guidance concerning the USACE Five-Year Individual Development Plan (IDP) and all USACE developmental assignments. Training and development ensure a work force that is capable of effectively performing assigned duties and accomplishing its mission. Training and development enhance and improve employees' skills and knowledge and help them to reach their full potential. Realistic, well-conceived career plans will help employees achieve their career goals. This requires long-range planning. Development of the five-year IDP should be a joint effort between supervisor and employee, encouraging open discussion about individual and organizational needs. The plan should not be considered a guarantee or contract, but a commitment to work together for the common good of both the individual and the organization. ER 690-1-1203, dated 1 March 2000 Corporate Recruitment and Selection The purpose of this regulation is to provide guidance that will ensure effective implementation of the U.S. Army Corps of Engineers corporate recruitment and selection policy for GS-15 and Supervisory GS-14 (or equivalent) positions. It includes positions in the Laboratory Demonstration Project. It does not apply to wage grade positions. Commanders may develop policy applicable to Supervisory GS-13 positions by supplementation of this regulation. ER 690-1-967, dated 1 June 1988 Federal Equal Opportunity Recruitment Program In accordance with 5 USC 7201, it is the policy of this Headquarters to conduct a continuing program for the recruitment of minority group members, women, disabled veterans and handicapped individuals in a manner designed to eliminate their under-representation for all civil service positions within serviced activities and ensure equal opportunity. This program requires the support and participation of all levels of management in order to be effective and meaningful. Each supervisor and manager will be conscious of areas of under-representation within their work force and will develop techniques for program accomplishments based upon their assessment of needs and opportunities. ER 690-2-2, dated 28 November 1994 Natural Resource Management Career Development Guide This pamphlet serves as a career planning guide to assist civil works team members in planning, developing, and achieving career goals within the area of natural resources management. It has been written for civilian team members of the U. S. Army Corps of Engineers within the civil works natural resources management element of the Operations Division. The guide provides a brief description of the organization of the Corps and explains certain policies and regulations that are of interest to team members. Although the information covered in this guide is by no means complete, it will help team members become oriented to their positions and future career opportunities. The guide explains the various pathways for development and promotion available to the four major categories of team members in the program: 1) park rangers and natural resource management specialists, 2) park managers and staffers, 3) administrative support, and 4) facility management and maintenance. Additionally, the guide provides team members with information on what is recommended in the areas of training and experience to qualify for and compete for various positions in the pursuit of career goals in this program. Memos Archive

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