Each career program establishes a CPPB. The CPPB provides the FCR with a systematic process to identify and resolve issues, determine priorities, and make decisions in support of the human capital life cycle, the civilian SHCP, and succession planning as related to his or her career program. The CPPB composition includes the FCR or other designee as chairperson, an ASA (M&RA) representative, and other senior personnel from the functional community to include HQDA, ACOMs, ASCCs, and DRUs (for example CCPMs). To sustain its career program, the CPPB will—
- Support SHCP, including workforce capability and readiness efforts, within the framework of Total Force planning.
- Recommend strategies in reducing competency gaps and incorporate such strategies into ACTEDS requirements and ACTEDS plan.
- Assess the effectiveness of strategies in reducing gaps.
- Review and recommend action for proposals to modify policy, practices, or the ACTEDS plan.
- Monitor and review annually the state of the strategic environment, workforce and demographic diversity trends, competency assessments, and gap analyses to ensure that recruitment, retention, and development initiatives address current and future mission requirements and strategic human capital plans.
- Recommend annual POM and budget estimates to FCR for TE&PD.
- Monitor cost data, performance metrics, and related trends to make investment decisions on TE&PD opportunities.