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Career Development Program Policy & Procedures

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 Pamphlets

    • 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 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.

    Engineer Regulations

    • 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 690-1-1215, dated 13 May 2021
      Human Resources - Telework Program

    • ER 690-1-1217, dated 10 July 2017
      Civilian Personnel - Hiring and Retention Incentives

    • ER 690-1-1218, dated 30 June 2021
      Human Resources - Civilian Drug-Free Workplace Program

    • 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 program.

    • ER 690-1-500, dated 31 July 2002
      Civilian Personnel - Position Management and Classification

    • 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.


    • 04/15/22 Natural Resources Management, GS-401 Job Aid
      The Human Resources for USACE Headquarters has released the GS-0401 Job Aid to District Civilian Personnel Advisory Centers (CPAC) Offices. This Job aid is aimed to provide continuity with District CPAC Offices when qualifying applicants for 0401 Natural Resources Management positions across the enterprise. The Headquarter Human Resources Office has committed to help develop tools with the NRM Community in coordination with the Workforce Development initiative of the NRM Strategic Plan to help build and cultivate our world-class NRM team. We understand the challenges the NRM community faces in recruiting and hiring process. We understand that these challenges will be an on-going effort and we are committed to working toward solutions to help improve the NRM hiring process. Please contact me with questions and comments you may have regarding hiring, recruiting, and qualifying as you work through these challenges at your local offices.

    • 01/12/22 NRM CAP Selection Announcement 2022
      I'm pleased announce that Ms. Tasha Alexander of the Wilmington District and Ms. Cassie Magsig of the St. Louis District, have been selected for the Natural Resources Management (NRM) Career Assignment Program (CAP) at HQ USACE.

      Attached is the official announcement signed by Ms. Margaret E. Gaffney- Smith, Interim Chief of Operations and Regulatory Division. Ms. Alexander will serve the first term (January- July 2022) and Ms. Magsig will serve the second term (July - December 2022), both performing an important role to the NRM team. This program provides an excellent opportunity for our future leaders to gain valuable experiences and insights into the NRM program and Civil Works at the national level. Please join me in congratulating Ms. Alexander and Ms. Magsig on their selection for this opportunity.

      Information on the CAP program should be directed to Heath Kruger at or 202-309-4273.

      Jeffrey F. Krause
      Chief, Natural Resources Management

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