Section I  -  INTRODUCTION


D.  Comptroller Career Program Management Structure

    1.  Functional Chief/Functional Chief Representative.  The senior career
program official is the Functional Chief (FC). For the Comptroller Career
Program, the FC is the Comptroller of the Army.  The FC designates a
senior civilian executive to serve as his principal advisor; that individual
is designated the career program Functional Chief Representative (FCR).

    2.  CP-11 Executive Council.  The Comptroller Career Program employs a
broad-based management structure to assist and advise the FC and FCR in their
oversight of the career program.  Most prominent in this structure is the senior
CP-11 advisory board, the CP-11 Executive Council, which is chaired by the FCR
and includes both functional and command representation.

    Because of the diversity of functions included in the Comptroller career
program, the FCR designates a senior civilian in each function to serve
as Deputy FCR for that area of specialty. This functional representation
is complemented by membership of the senior resource management civilians
in the Army's six largest major commands: US Army, Europe (USAREUR);
US Forces Command (FORSCOM); US Army Training and Doctrine Command (TRADOC);
US Army Materiel Command (AMC); US Army Information Systems Command
(ISC); and US Army Corps of Engineers (USACE).

    3.  Major Command and Activity Career Program Managers. Major command
(MACOM) Career Program Managers (MCPMs) are the Functional Chief counterparts
at MACOM level.  They direct the accomplishment of career program functions
at activities throughout their commands, and represent the interests of their
commands and careerists in providing input and recommendations to the FC/FCR
of the career program.  Their role is both pivotal and essential to effective
career management.

    The career program management structure is replicated to lower organiza-
tional levels, with Activity Career Program Managers (ACPMs) providing
support to their local careerists and input to the MCPMs.

    4.  Supervisors.  Supervisors are the employees' principal source of
information and guidance on the career program and related systems.
It is their inherent responsibility to guide, direct, and assist employees
in determining potential career progression patterns, appropriate training
and development opportunities etc.  Supervisors also have the responsibility
to assist employees by establishing developmental assignment opportunities.
Supervisors should request assistance from both career program and civilian
personnel officials, as appropriate.