Policy & Procedures
- 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.
- 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 690-1-704, 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.
- EP 690-2-2, dated 14 May 2010
Career Development Guide for Civil Works Natural Resources Management Team Members
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
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.
- ER 25-1-8, dated 23 January 2006
The Community of Practice in the U.S. Army Corps of Engineers
- 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 385-1-91, dated 1 September 2019
Training, Testing and Licensing of Small Boat Operators
This regulation establishes the policy and procedures for the training, testing, and licensing of
operators of USACE boats less than 26 feet in length. The proper training improves employees’
skills and knowledge and ensures the safe operation of USACE boats.
- 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 690-1-1214
USACE Leadership Development Program (2011)
This regulation outlines the purpose of the USACE Leadership Development Program (LDP) and
the key developmental components to support the program. The LDP utilizes education,
developmental assignments, and mentoring to develop results-oriented, agile leaders who
successfully lead people and lead change. Corps employees are encouraged to actively
participate in the LDP to fully develop leadership potential.
- ER 690-1-1217
Hiring and Retention Incentives (2017)
The purpose this regulation is to provide information about hiring and retention incentives to be
considered and offered when circumstances meet all of the applicable policy requirements.
Recruiting and retaining a highly talented workforce is a vital component of USACE’s ability to
meet its many missions. Incentives outlined in this regulation include the Student Loan
Repayment Program (SLRP), credit for prior non-Federal work experience and certain military
service for determining the annual leave accrual rate, recruitment incentives, relocation
incentives, retention incentives, incentives above 25 percent, group incentives, and Superior
Qualifications Appointment (SQA) authority for pay-setting flexibility.
- ER 690-1-414
Proponent-Sponsored Engineer Corps Training (PROSPECT) (1994)
The purpose of this regulation is to provide an overview of the PROSPECT training program. This
regulation explains the financial and instructional benefits of PROSPECT training courses and
the identifies the organizational and individual responsibilities regarding the PROSPECT training
- 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.
- 10/27/21 FY22 NRM CAP announcement Suspense: 26 November 2021
Please see attached memo, signed by Margaret Gaffney-Smith, Interim Chief of Operations and Regulatory Division, announcing the opening of nominations for the FY 2022 Natural Resources Management (NRM) Career Assignment Program (CAP). This program provides an excellent opportunity for our future leaders to gain valuable experiences and insights into the NRM program at the national level and to become familiar with HQUSACE roles and responsibilities.
There will be two CAP assignments (6-month terms) offered. One is scheduled to run from January through June 2022 and the other from July through December 2022. The exact reporting date will be negotiated once selections for the assignments are made. Please note that due to potential travel and office restrictions still in place due to the COVID-19 pandemic, we are projecting that parts or all of this assignment may need to be accomplished through remote or telework capabilities. Further explanation of the program and the requirements for submission of nominations is enclosed. Salaries for the CAP assignees will remain the responsibility of their home district or MSC. Travel and full per diem costs will be funded by CECW-CO-N.
Interested and qualified team members must submit an application resume through their supervisor to their district office for consideration. District offices will forward their candidate(s) to their MSC. Each MSC NRM Chief will prepare and send a memorandum, with application resumes included, endorsing their top two candidates to Heath Kruger at HQUSACE, Operations Natural Resources Community of Practice (CECW-CO-N), no later than 26 November 2021. Nominations will not be accepted directly from individuals.
Please encourage your employees to consider this outstanding opportunity to experience the policy, budget, and decision-making throughout the organization and with other agencies. Previous CAP's have stated that this was the best experience of their career, helping them to build skills and abilities outside of their normal work assignments, and inspired them to consider new directions in their career path. This program helps to build leadership in the Corps.
The POC for this program is Heath Kruger, CECW-CO-N, 202-309-4273, firstname.lastname@example.org.
Jeffrey F. Krause
Chief, Natural Resources Management
- 04/19/21 Request for Nominations for FY21 HQUSACE Environmental Program Manager Developmental Assignments - S: 14 May 2021
The Environmental Division at HQUSACE is pleased to announce this Request for Nominations
for additional FY21 Environmental Program Manager Developmental Assignments. Information
on the position and the nomination procedures is provided in the attached memo. This is an
excellent opportunity to gain valuable experience and insight into USACE Environmental
Missions and Programs at the national level. Nomination packages are due to the undersigned
by COB 14 May 2021.
Please feel free to share this announcement with anyone you know who may be interested.
If you have any questions about this developmental assignment, please feel free to contact me.
Christopher L. Evans, P.E., PMP
Chief, DoD Environmental Programs Branch
- 03/05/21 ENS 101 Course Announcement
Are you new to the Corps or new to the role of Environmental Stewardship? Do you a have a
need or desire to develop a better understanding of your role in the responsible management
and conservation of Corps land and water resources?
If so, I encourage you to learn more
about “ENS-101” and consider registering for the course.
Important to Note:
Classes are being planned for in-person attendance. The instructor group will evaluate travel
guidance approximately 2 months prior to the class offering to determine if virtual instruction
- August 23, 2021 – August 26, 2021. Course
Location: Raystown Lake Visitor Center, 6145 Seven Points Road, Hesston, PA 16647
- February 7, 2022 – February 11, 2022. Course Location: Waco Lake, Regional Training
Building, 2330 West Highway 6, Waco Texas 76712
- August 22, 2022 – August 26, 2022.
Course Location: Lower Granite NRM Office, 100 Fair St, Clarkston, WA, 99403
There is no tuition cost for this training. However, labor and travel are the responsibility of
each student’s organization.
This course will cover all aspects of the environmental
stewardship program. Students will gain an understanding of the guiding principles of the
USACE environmental stewardship program and will build an awareness of the resources
available to support management of an ENS program at the project level. Project, District, and
MSC level managers will also explore skills needed to plan and execute local, regional, and
national agency initiatives. Greater awareness of tools, resources, and knowledge sources
available to the manager will also be shared. Students will be introduced to topics such as
master plans and operations management plan development, commodities management, and
habitat management for fish and wildlife. Aquatic and land management strategies for various
habitats such as forest, grassland, and wetlands will be discussed through lectures, case
histories, field visits, and structured student discussion.
Instructions to complete
registration are included in the attachment. Thank you,
Manager for Land Use and Natural Resources
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