https://armypubs.army.mil/epubs/DR_pubs/DR_a/ARN30100-AR_10-89-000-WEB-1.pdf
UNCLASSIFIED
Army Regulation 10–89
Organization and Functions
U.S. Army
Civilian
Personnel
Evaluation
and Analysis
Office
Headquarters
Department of the Army
Washington, DC
8 September 2022
SUMMARY of CHANGE
AR 10–89
U.S. Army Civilian Personnel Evaluation and Analysis Office
This major revision, dated 8 September 2022—
o Changes the title from U.S. Army Civilian Personnel Evaluation Agency to U.S. Army Civilian Personnel
Evaluation and Analysis Office, in accordance with Army General Orders 2022 –08 (cover).
o Removes field office geographical responsibilities (formerly table 1).
o Assigns responsibility to perform strategic assessments and publish results of such assessments of the Army’s
Civilian Human Resources Program (para 1–4).
o Sets forth the mission of the U.S. Army Civilian Personnel Evaluation and Analysis Office as identified in Army
General Orders 2022–08 (para 2–1).
o Describes the principal functions of the U.S. Civilian Personnel Evaluation and Analysis Office, to include how
the office performs assessments of the Army Civilian enterprise in the areas of knowledge management,
information technology, quantitative analysis, and related areas involving strategic assessment and evaluations
(para 2–2).
o Adds an internal control evaluation (app B).
*This regulation supersedes AR 10–89, dated 15 December 1989.
AR 10–89 • 8 September 2022
UNCLASSIFIED i
Headquarters
Department of the Army
Washington, DC
*Army Regulation 10–89
8 September 2022 Effective 8 October 2022
Organization and Functions
U.S. Army Civilian Personnel Evaluation and Analysis Office
History. This publication is a major re-
vision.
Summary. This regulation prescribes
the mission, functions, and command and
staff relationships with higher and collat-
eral headquarters and agencies of the U.S.
Army Civilian Personnel Evaluation and
Analysis Office.
Applicability. This regulation applies
to the Regular Army, the Army National
Guard/Army National Guard of the
United States, and the U.S. Army Re-
serve, unless otherwise stated. It also ap-
plies to appropriated fund organizations
with the exception of the Defense Civilian
Intelligence Personnel System and has
limited applicability to non-appropriated
fund organizations.
Proponent and exception authority.
The proponent of this regulation is the As-
sistant Secretary of the Army (Manpower
and Reserve Affairs). The proponent has
the authority to approve exceptions or
waivers to this regulation that are con-
sistent with controlling law and regula-
tions. The proponent may delegate this
approval authority, in writing, to a divi-
sion chief within the proponent agency, or
its direct reporting unit or field operating
agency, in the grade of colonel or the ci-
vilian equivalent. Activities may request a
waiver to this regulation by providing jus-
tification that includes a full analysis of
the expected benefits and must include
formal review by the activity’s senior le-
gal officer. All waiver requests will be en-
dorsed by the commander or senior leader
of the requesting activity and forwarded
through their higher headquarters to the
policy proponent. Refer to AR 25 –30 for
specific requirements.
Army internal control process.
This regulation contains internal control
provisions in accordance with AR 11 –2
and identifies key internal controls that
must be evaluated (appendix B).
Supplementation. Supplementation
of this regulation and establishment of
command and local forms are prohibited
without prior approval from the Assistant
Secretary of the Army (Manpower and
Reserve Affairs), usarmy.pentagon.hqda-
asa-mra.mbx.dasa-civilian-person-
nel@army.mil.
Suggested improvements. Users
are invited to send comments and sug-
gested improvements on DA Form 2028
(Recommended Changes to Publications
and Blank Forms) directly to usarmy.pen-
tagon.hqda-asa-mra.mbx.dasa-civilian-
personnel@army.mil.
Distribution. This regulation is availa-
ble in electronic media only and is in-
tended for the Regular Army, the Army
National Guard/Army National Guard of
the United States, and the U.S. Army Re-
serve.
Contents (Listed by paragraph and page number)
Chapter 1
Introduction, page 1
Purpose • 1–1, page 1
References and forms • 1–2, page 1
Explanation of abbreviations and terms • 1–3, page 1
Responsibilities • 1–4, page 1
Records management (recordkeeping) requirements • 1–5, page 1
Chapter 2
Mission, Functions, and Command and Staff Relationships, page 2
Mission • 2–1, page 2
Functions • 2–2, page 2
Command and staff relationships • 2–3, page 2
Appendixes
A. References, page 3
Contents—Continued
AR 10–89 • 8 September 2022 ii
B. Internal Control Evaluation, page 5
Glossary
AR 10–89 • 8 September 2022 1
Chapter 1
Introduction
1–1. Purpose
This regulation describes the duties, responsibilities, missions, functions, and relationships of the U.S. Army Civilian
Personnel Evaluation and Analysis Office (CPEA) established by Army General Orders 2022 –08. It also prescribes
the responsibilities of all Army commands (ACOMs), Army service component commands (ASCCs), direct reporting
units (DRUs), and other Army organizations that have Department of the Army Civilians. The objective of this regu-
lation is to ensure that the duties described herein meet the Army’s oversight responsibility by assessing program
effectiveness, efficiency, and compliance.
1–2. References and forms
See appendix A.
1–3. Explanation of abbreviations and terms
See glossary.
1–4. Responsibilities
a. Assistant Secretary of the Army (Manpower & Reserve Affairs). On behalf of the ASA (M&RA), the Chief,
CPEA will—
(1) Perform strategic assessments of the Army’s Civilian Human Resources (CHR) Program and publish the results
of these assessments and any other related information for use by the Army.
(2) Develop, conduct, and publish reviews, surveys, evaluations, and special studies of CHR program management
practices and provide review and decision on regulatory cases generated by these efforts. Irreconcilable conflicts must
be elevated for decision to the ASA (M&RA) or designated representative.
(3) Recommend and monitor corrective actions for assessed commands, organizations, and activities.
(4) Coordinate and cooperate with other external and internal organizations to include the Office of Personnel
Management (OPM), the Government Accountability Office, the Army Audit Agency, and the Army Inspector Gen-
eral in the evaluation and assessment of CHR practices.
(5) Recommend, to the Deputy Assistant Secretary of the Army for Civilian Personnel (DASA (CP)) and the ASA
(M&RA), proposed CHR policy changes based on assessments, analyses, surveys, evaluations, and special review
findings.
(6) Assist, in conjunction with the Deputy Chief of Staff (DCS), G –2, in the formulation of policy and procedures
for Army Defense Civilian Intelligence Personnel System program evaluation activities.
(7) Provide knowledge management, information technology, and information systems support to the DASA (CP)
in compliance with AR 25–1 and other applicable Army publications and guidance.
b. Commanders of Army commands, Army service component commands, and direct reporting units. Commanders
of ACOMs, ASCCs, DRUs, and other organization/activity senior leaders will—
(1) Support external evaluations conducted under the direction of the DASA (CP) and direct and implement cor-
rective actions, as appropriate, on CPEA evaluations.
(2) Recommend higher echelon policy and program improvements.
1–5. Records management (recordkeeping) requirements
The records management requirement for all record numbers, associated forms, and reports required by this publica-
tion are addressed in the Records Retention Schedule–Army (RRS–A). Detailed information for all related record
numbers, forms, and reports are located in Army Records Information Management System (ARIMS)/RRS –A at
https://www.arims.army.mil. If any record numbers, forms, and reports are not current, addressed, and/or published
correctly in ARIMS/RRS–A, see DA Pam 25–403 for guidance.
AR 10–89 • 8 September 2022 2
Chapter 2
Mission, Functions, and Command and Staff Relationships
2–1. Mission
The mission of the CPEA is to conduct Armywide strategic assessments of CHR program management by using
evaluations, quantitative analysis, surveys, and special reviews. The purpose of these assessments is to meet oversight
responsibility by assessing program effectiveness, efficiency, and compliance against the established standards. These
actions are carried out throughout the Army in both the continental United States and outside the continental United
States.
2–2. Functions
Principal functions of the CPEA include:
a. Conduct program management evaluations. A program management evaluation (PME) is an assessment of a
CHR program to determine its overall effectiveness and efficiency in meeting organizational objectives and goals.
CPEA conducts PMEs to ensure compliance with Title 5 of the United States Code (5 USC), as well as OPM, DoD,
and Army policies, regulations, and guidelines. PMEs are conducted to determine the root causes of issues, identify
successes, and to make recommendations for improvement. CPEA uses evaluation, audit, and compliance processes,
as appropriate, to conduct a PME. The principal objectives of a PME are:
(1) Determine the effectiveness with which commands adhere to laws, rules, and regulations regarding CHR pro-
grams.
(2) Inform Army leadership on the effectiveness of CHR management implemented throughout the Army by
providing constructive information on the status of the overall command and organizational level CHR program.
(3) Assess effectiveness and consistency of the application of CHR policies and procedures throughout the Army.
(4) Assess adherence to guidance provided by Headquarters, Department of the Army, ACOMs, ASCCs, and
DRUs to their subordinate elements.
b. Conduct strategic analyses, evaluations, and assessments. CHR strategic analyses, evaluations, and assess-
ments vary in complexity from simple reviews to rigorous study efforts and may involve a range of analytic and
operations research techniques and capabilities to provide quantitative and qualitative perspectives of the Army CHR
enterprise. These efforts are grouped into three broad categories:
(1) Special studies, analyses, and forecasts. Ad hoc projects and information requests for CHR data, analyses,
forecasts, or statistics from the ASA (M&RA); DCS, G–1; or other Army senior leaders that provide an understanding
of a particular aspect of the CHR enterprise.
(2) Recurring analyses. Summary reports pertaining to the CHR enterprise that occur at regular and recurring
intervals.
(3) Command analyses. Analytic, forecasting, and assessment support provided to ACOMs, ASCCs, DRUs, and
other Army agencies to assist them in understanding their CHR program.
c. General. Provide knowledge management, information technology, and information systems support to enable
the primary mission and functions of CPEA, including:
(1) Supporting and maintaining strategic applications as directed by the ASA (M&RA).
(2) Developing and maintaining assigned websites and/or portal sites.
(3) Supporting business processes, providing information retrieval, and reporting to ACOMs, ASCCs, and DRUs.
(4) Establishing, maintaining, and improving CHR knowledge management and information sharing.
2–3. Command and staff relationships
a. CPEA is assigned to the DASA (CP).
b. As directed by the DASA (CP), CPEA supports specific activities and information requirements for the DASA
(CP) and the Director, Civilian Human Resources Agency. This support includes subject matter expertise, analysis,
evaluations, and other requirements relating to the core functions of CPEA.
AR 10–89 • 8 September 2022 3
Appendix A
References
Section I
Required Publications
AR 25–1
Army Information Technology (Cited in para 1–4a(7).)
Army General Orders 2022 –08
Reassignment of The Civilian Personnel Evaluation and Analysis Office (Cited in para 1–1.)
Section II
Related Publications
Unless otherwise indicated, Department of the Army publications are available on the Army Publishing Directorate
website https://armypubs.army.mil.
AR 1–201
Army Inspection Policy
AR 11–2
Managers’ Internal Control Program
AR 20–1
Inspector General Activities and Procedures
AR 25–30
Army Publishing Program
AR 25–50
Preparing and Managing Correspondence
AR 36–2
Audit Services in the Department of the Army
AR 690–200
General Personnel Provisions
ATP 6–01.1
Techniques for Effective Knowledge Management
DA Pam 25–403
Guide to Recordkeeping in the Army
FM 6–0
Commander and Staff Organization and Operations
5 USC
Government Organization and Employees (available at https://uscode.house.gov/.)
Section III
Prescribed Forms
This section contains no entries.
Section IV
Referenced Forms
Unless otherwise indicated, Department of the Army (DA) forms are available on the Army Publishing Directorate
website https://armypubs.army.mil.
DA Form 11–2
Internal Control Evaluation Certification
AR 10–89 • 8 September 2022 4
DA Form 2028
Recommended Changes to Publications and Blank Forms
AR 10–89 • 8 September 2022 5
Appendix B
Internal Control Evaluation
B–1. Function
The function covered by this evaluation is personnel management for the mission of the CPEA.
B–2. Purpose
The purpose of this evaluation is to assist DASA (CP) in evaluating the key internal controls listed. It is not intended
to cover all controls.
B–3. Instructions
Answers must be based on the actual testing of key internal controls (for example, document analysis, direct observa-
tion, sampling, simulation, other). Answers that indicate deficiencies must be explained and the corrective action
identified in supporting documentation. These internal controls must be evaluated at least once every 5 years. Certifi-
cation that the evaluation has been conducted must be accomplished on DA Form 11 –2 (Internal Control Evaluation
Certification).
B–4. Test questions
a. Is the authority assigning the organization designated by the Secretary of the Army to execute the tasks assigned
in this regulation current?
b. Are current rules and directives from the organization overseeing the federal civil service, and any specific laws
relating to Army Civilians, being followed?
c. Are current rules and directives from DoD as they relate to Department of the Army Civilians being followed?
d. Are the policies prescribed in AR 1 –201, as they pertain to CPEA programs, being followed?
e. Are the policies prescribed in AR 20–1, as they pertain to CPEA programs, being followed?
f. Are the policies prescribed in AR 36–2, as they pertain to CPEA programs, being followed?
g. Are CPEA programs in agreement with any evaluation parts in the AR 690 series of regulations, if such entries
are in place?
h. Is this regulation reviewed at least once every 3 years and updated as necessary?
B–5. Supersession
Not applicable.
B–6. Comments
Help make this a better tool for evaluating internal controls. Submit comments to the DASA (CP) via email to
usarmy.pentagon.hqda-asa-mra.mbx.dasa-civilian-personnel@army.mil
AR 10–89 • 8 September 2022 6
Glossary
Section I
Abbreviations
ACOM
Army command
AR
Army regulation
ARIMS
Army Records Information Management System
ASA (M&RA)
Assistant Secretary of the Army (Manpower and Reserve Affairs)
ASCC
Army service component command
CHR
civilian human resources
CPEA
U.S. Army Civilian Personnel Evaluation and Analysis Office
DA Form
Department of the Army form
DASA (CP)
Deputy Assistant Secretary of the Army for Civilian Personnel
DCS
Deputy Chief of Staff
DoD
Department of Defense
DRU
direct reporting unit
OPM
Office of Personnel Management
PME
program management evaluation
USC
United States Code
Section II
Terms
This section contains no entries.
UNCLASSIFIED PIN 067118–000