DODI 1400.25 Civilian Personnel Management - This is Volume 3.This information was updated 8/22/2018.Volume 1. Chapter 100 to 805Volume 2. Chapter 810 to 1405Volume 3. Chapter 1406 to 1800Volume 4. Chapter 2001 to 3007 (DCIPS)The purpose of the overall Instruction is to establish and implement policy, establish uniformDoD-wide procedures, provide guidelines and model programs, delegate authority, and assignresponsibilities regarding civilian personnel management within the Department of Defense.Why buy a book you can download for free? We print this book so you don't have to.First you gotta find a good clean (legible) copy and make sure it's the latest version (not always easy). Some documents found on the web are missing some pages or the image quality is so poor, they are difficult to read. We look over each document carefully and replace poor quality images by going back to the original source document. We proof each document to make sure it's all there - including all changes. If you find a good copy, you could print it using a network printer you share with 100 other people (typically its either out of paper or toner). If it's just a 10-page document, no problem, but if it's 250-pages, you will need to punch 3 holes in all those pages and put it in a 3-ring binder. Takes at least an hour. It's much more cost-effective to just order the latest version from Amazon.comThis book includes original commentary which is copyright material. Note that government documents are in the public domain. We print these large documents as a service so you don't have to. The books are compact, tightly-bound, full-size (8 1⁄2 by 11 inches), with large text and glossy covers. 4th Watch Publishing Co. is a SDVOSB. www.usgovpub.com

In response to more than a decade of downsizing and restructuring, the Department of Defense (DoD) is engaged in a human-resources strategic planning effort to address resulting imbalances in both skills and experience levels in many parts of DoD. The current human-resources strategic plan addresses the need to provide management systems and tools to support total workforce planning and informed decisionmaking (U.S. Department of Defense, 2003b). Attention to Department-wide civilian workforce planning stems in part from the President's Management Agenda of 2001 and the continuing assessments of Department-level progress on workforce planning. DoD civilian workforce-planning efforts are complicated and, at the same time, made more important by the implementation of the National Security Personnel System (NSPS), slated to begin in 2006. The NSPS will replace the traditional federal civil service personnel management system within DoD, providing DoD managers with more management flexibility.

This regulation, Army Regulation AR 690-300 Civilian Personnel Employment April 2019, provides Department of Army (DA) guidance and policy that supplements Title 5, Code of Federal Regulations and Department of Defense Instruction (DODI) 1400.25. This regulation also establishes certain DA-specific civilian human resources management policies. It is the primary source for these policies as they reflect the transformation of the Army.This regulation supplements 5 CFR 300 and DODI 1400.25. It establishes the framework for delegation of authorities for the conduct of civilian personnel matters within the Department of the Army. It consolidates certain Army policies and procedures relating to civilian personnel management. This regulation applies to DA Civilian appropriated fund employees, in the competitive and excepted services, and to U.S. Army Reserve technicians. It does not apply to Army National Guard technicians employed under Title 32, United States Code, unless specifically made applicable by the Chief, National Guard Bureau. The Department of the Army has several alternate personnel systems, for which certain portions of this AR may not apply. The affected organizations received approval from Congress, Office of Personnel Management, or the Department of Defense to establish their own personnel policies and procedures. For those organizations, follow the approved guidance in each of the specific Federal Register notices or the alternative personnel system's internal guidance to qualify, appoint, and promote applicants and employees. Some of these organizations include the demonstration projects and the Defense Civilian Intelligence Personnel System.

This Manual is reissued under the authority of DoD Directive 1400.25, "Department of Defense Civilian Personnel Management System," November 25, 1996. It implements policy, establishes uniform DoD-wide procedures, provides guidelines and model programs, delegates authority, and assigns responsibilities regarding civilian personnel management within the Department of Defense.

This Directive establishes the DoD Civilian Personnel Management Service (CPMS) within the Department of Defense, pursuant to the authority vested in the Secretary of Defense under reference (a), Title 10, United States Code, with the mission, organization, responsibilities, functions, relationships, and authorities as prescribed herein; applies to the Office of the Secretary of Defense; the Military Departments; the Chairman of the Joint Chiefs of Staff and the Joint Staff; the Unified and Specified Combatant Commands; the Office of the Inspector General, Department of Defense; the Defense Agencies; and the DoD Field Activities.

The Department of Defense Civilian Personnel Manual (CPM) is authorized by DOD Directive 1400.25, Department of Defense Civilian Personnel Manual System, dated January 24, 1978. It establishes an efficient means to publish uniform, DOD-wide policies governing civilian personnel management programs. Its integration with the Federal Personnel Manual (FPM) centralizes pertinent DOD and U.S. Civil Service Commission (CSC) policies for ready reference, yet clearly delineates the respective policies and requirements.

To help the Army participate in planned reductions in the DoD civilian workforce, the authors examined how the Army might manage supply to meet projected demand for civilian employees over the next several years under a range of scenarios.