Photo By Alyssa Crockett | Sergio Sanchez was on a 90-day, project-based Enterprise Talent Management, or ETM,...... read more read more
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REDSTONE ARSENAL, Ala. – The Army defines professional development as the deliberate and continuous process of education, training, and experience that prepares Soldiers and Army Civilians to perform present and future duty assignments with character, competence and commitment.
Professional development provides employees with a roadmap of opportunities and broadening experiences they can participate in to advance in their careers. A career map is an essential part of that equation and can detail a clear path forward for employees, showing them where they fit and can grow in an organization – resulting in retaining talent and increasing morale.
Katherine Coviello, AMC’s special advisor for materiel enterprise intelligence and security, says Army intelligence personnel – especially those in the staff management focus area – have been without career maps for a while. But now, employees will have a guiding document to support their professional development in accordance with the Army Ethic, which inspires Soldiers and Army Civilians to serve as trusted Army professionals of character, competence and commitment bound together in common moral purpose.
“This will help members of our workforce on what they need to do to be successfully competent. We must give our organization these options, give our leaders the best options to recruit, train and retain personnel within the AMC workforce,” she said.
In her role as an AMC senior leader, Coviello supervised and mentored Sergio Sanchez, who was on a 90-day, project-based Enterprise Talent Management, or ETM, assignment at AMC. Sanchez was assigned as an ETM project manager to create the career map for intelligence specialists in staff management roles.
An intelligence officer with the 704th Military Intelligence Brigade at Fort Meade, Maryland, Sanchez says that during his time in a staff management role, he searched for guidance in his career, but was not always able to find it.
“A lot of that was missing and it was piecemeal. Right now, our workforce doesn’t really have a good idea on where they need to go to get from point A to point B. When they provide you a career map, this is like saying this is how you succeed,” he said.
The career map project is split into two tranches. Sanchez is assigned with tranche one, which includes the knowledge gathering portion. At the end of 90 days, another project officer will come in and start working tranche two, which involves certification and credentialing. Sanchez says he’s excited to be part of developing the career map project.
“Unfortunately, my assignment will be over before the completion of the project, but I feel proud of my work and know the Army intelligence professionals will benefit from our efforts,” he said.
During his assignment, Sanchez has coordinated with stakeholders across the Army, and defense and joint partners, organized an operational planning team and prepared material for meetings throughout the day. He also receives mentorship from Coviello, daily, as well as defense intelligence senior level leaders from across the enterprise.
“At my experience level there are few assignments in the Army where you receive as much one-on-one as I have with senior leaders across the enterprise,” Sanchez said about his time working on the project. “I’ve learned more about how the Army runs during my assignment than over my tenure with the department. The personal and professional growth during this assignment has been invaluable.”
The career map project is not a tactical or operational level project, it’s for the entire enterprise and applies to the entire Army.
Coviello says working the career map project while at AMC gives Sanchez an advantage because AMC – the Army’s largest civilian employer – has a diverse sphere of security personnel throughout its enterprise.
“I think by strengthening the larger ecosystem AMC benefits. This also helps the intelligence community, because we are an ecosystem, which will make us stronger as a nation,” said Coviello. “It’s people first, mission always. If you train your people, if you prepare your people, if you develop your people, they may leave but, wherever they go in their government career, they will benefit their organization because of what they learned under your mentorship.”
The second tranche will be a refining process, with anticipations of standardization and normalization of the career map. Upon the completion of the project, Sanchez says the goal is for Army Civilian Career Management Activity to add a draft career map to the Intelligence Functional Community, which replaced the CP-35 Army Civilian Training, Education and Development Systems Plan.
| Date Taken: | 10.21.2022 |
| Date Posted: | 10.20.2022 14:04 |
| Story ID: | 431700 |
| Location: | ALABAMA, US |
| Web Views: | 195 |
| Downloads: | 0 |
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