W. Va. Code R. § 141-31-6-3

Current through Register Vol. XLI, No. 50, December 13, 2024

Section 141-31-6-3 - RESPONSIBILITIES

a. The Adjutant General for West Virginia: Effective career planning of all WVARNG officers begins with the State Adjutant General who possesses an inherent responsibility for personnel management and assistance in career management and professional development of officers by:

(1) Development of policies affecting an officer's career.

(2) Development and implementation of appropriate promotion and retention policies in accordance with existing regulations.

(3) Assignment of officers on a gasis that provides for proper career development opportunities.

(4) Establishment of priorities for attendance of WVARNG officers at Army Service Schools and careful screening applications to insure that requesting schooling is related to the current or contemplated future assignment of the officer.

(5) Establishment of OPMS Management Section within his Office to supervise such operations with necessary personnel in the section to support the OPMS program for West Virginia.

(6) Exercise supervision through the Chain of Command over the function of the OPMS for West Virginia.

b. Deputy Chief of Staff Personnel and Administration (DCSPA): DCSPA has the overall responsibility under the direction of the Adjutant General for the establishment and administration of the OPMS program for West Virginia. He has the responsibility for guidance and coordination of the overall assignment, classification, and career development of all WVARNG officers in accordance with pertinent regulations and recommendations from the commanders of troop units within the State. Additionally, he is responsible for:

(1) Preparation and maintenance of the State master development plan.

(2) Establishment, operation and supervision of the OPMS for the WVARNG under the direction of the Adjutant General.

(3) Maintains coordination with commanders at all levels and personnel technicians throughout the State concerning officer career management and development.

(4) Establishes professional development guidelines for officers of the WVARNG.

(5) Makes final determinations with concurrence from the Officer Personnel Classification Board (OPC3) on the designation of primary specialty assignments and redesignation to all officer specialties and the awarding of specialty skill identifiers upon the recommendations from troop Commanders.

(6) Establishes and maintains records, rosters, data cards, and suspense files required to properly administer officer career management and professional development of officers of the WVARNG .

(7) Determines projected assets versus projected authorizations of officers within the WVARNG in order to match available specialties with authorizations and vacancies.

(8) Develops and publishes officer career counseling instructions and provides supplemental counseling for officers of the WVARNG.

(9) Maintains coordination with and approves recommendations for military schooling for WVARNG officers.

(10) Conducts periodic visits to troop units throughout the State to promote and coordinate actions pertaining to officer career management and professional development programs.

c. Commanders and/or Supervisors: Commanders and supervisors at all levels must give the fullest consideration to the individual officer's professional development needs when making or recommending assignments and training or education. Additionally, they are responsible for:

(1) Possessing knowledge of the many options available to their subordinate officers such as military schooling, available assignments within designated specialties, and other opportunities which contribute to an officer's professional development.

(2) Carrying out an effective counseling program to develop and motivate officers toward those choices which will contribute most beneficially to the attainment of professional development objectives for each officer within their Command. NOTE: There is no substitute for the counsel provided by senior officers, commanders, and supervisors whose experience is invaluable in informing, guiding, and motivating younger officers on matters pertaining to their professional development.

(3) Maintaining correct and timely records on assigned officer qualifications such as military schooling completed, prior military experience and assignments, civilian work experience, civilian schooling completed, and other data deemed necessary for career development of the individual, and insuring that these records and reports are made a matter of record in the office of the DCSPA.

d. Individual Officer Responsibilities: Officer Career guidance and professional development in the WVARNG is a joint effort between the individual officer, commanders at all levels, the immediate supervisors of each officer, and the office of the Adjutant General. The individual officer however, bears the basic responsibility to take the initiative in achieving the knowledge and skills needed to perform successfully in positions of increasing challenges and responsibility. Additionally, the individual officer must:

(1) Be aggressive in perfecting his performance and in acquiring the necessary education and experience required in his designated specialties.

(2) In coordination with the commander and the State OPMS manager, plan his professional development in a manner that not only conforms to his individual desires but provides for a realistic consideration of immediate and long range requirements of the WVARNG.

(3) Make known to his supervisor and/or commander, the type of duty, training, and education that best correspond to his aptitudes, interests and professional development goals so that he can contribute to the WVARNG in that endeavor which he does best.

(4) Seek guidance from his/her superiors and commanders. He must formulate career plans with consideration given to the amount of time he can afford to be away from his family and civilian pursuits in order to obtain required military school in, and/or development of needed skills to facilitate proper development.

(5) Continually evaluate his own progress and make necessary modifications and adjustments in order to achieve his established goals.

W. Va. Code R. § 141-31-6-3