Army Talent Management Task Force Command Assessment Program
In January and February of 2020, the Army Talent Management Taskforce (ATMTF), in
coordination with partners from across the Army, conducted the Army’s inaugural Battalion
Command Assessment Program (BCAP). This program included in-person assessments focused
on determining an officer’s readiness for command and their potential. If determined “ready for
command” at BCAP, the officer’s performance on multiple assessments combined with results
from the Centralized Selection Board (CSL) determined the Order of Merit List (OML) approved by
the Chief of Staff of the Army (CSA). The Army used this list to determine who would be a principal
select and who would be an alternate select.
An important aspect of BCAP consisted of psychometric assessment batteries, observation during
peer team events, and psychological interviews. These events were used to inform an interview
panel on the candidates’ readiness for command. Additionally, psychologists provided feedback
to each individual candidate.
The BCAP has evolved into the Command Assessment Program (CAP) that will assess and select
both battalion and brigade level command, command sergeants major, and key billets. The CAP
will continue to use psychological assessments to determine a candidate’s readiness for
command and key billets. The current CAP process will provide results for future Colonel and
Lieutenant Colonel Centralized Selection List (CSL) assignments, Command Sergeants Major CSL
assignments, Chaplains Assessment Program, Acquisition Leader Assessment Program, Medical
Command Assessment Program, and any potential future additions (e.g., reserve component
Objectives - The integration of psychological assessments into the Command Assessment
Program supports the assessment and selection of the most qualified candidates. Specific
objectives of this contract are:
• Conduct comprehensive psychological assessments incorporating all available sources of
assessment results and information.
• Assess leadership risks of candidates to facilitate the best panel decisions, which will reduce
counterproductive leadership throughout the Army.
• Provide holistic feedback during a developmental outbrief to candidates using all the data
collected as part of the CAP process.
The contractor shall be a licensed clinical psychologist, who has demonstrated assessment
effectiveness and meet these qualifications:
• Education - Possess doctorate in clinical psychology or counseling psychology.
• Experience - Possess ten (10) years of experience working with personnel assessment and
selection or work suitability interviews. At least five (5) of the ten (10) years must include
experience working with active-duty military populations. This experience must include the
review and interpretation of cognitive and non-cognitive psychometric testing instruments as
part of an assessment and selection process. If contractor does not have the required years of
experience, the contractors must be approved by the Operational Psychology Troop (OPT) OIC.
• Psychometric testing instruments - Must be subject matter experts with practical experience
with multiple group-administered cognitive and non-cognitive psychological testing instruments.
Dates: 29 Sept 2022 to 18 Nov 2022 - open slots available throughout iteration
Clearance Needed: No
Common Access Cards (CAC) will be issued unless you currently have one through the DoD
Salary: Will discuss with serious inquiries
Job Type: 1099 (Independent Contractor)