W. Va. Code R. § 141-31-3-7

Current through Register Vol. XLI, No. 45, November 8, 2024

Section 141-31-3-7 - TRAINING

a. To the DCSPA, training presents a two-pronged situation. First and foremost he must effectively guide and assist in the proper training programs of each individual officer within the State, in order to properly channel the officer's career development. Secondly, he must insure the proper training of his subordinates involved in officer career management at all levels who will assist him in administering the program.

b. The training mission for the career development of WVARNG officers is somewhat different from those in the Active Army. Primarily, the WVARNG is concerned with the prepartion of units rather than individuals for possible mobilization and combat. The "dual tracking" concept of OPMS development (the development and qualification by each officer in an alternate (secondary) as well as primary specialty) should be encouraged and developed whenever possible. First, however, consideration and available resources will be focused on the definite qualification by each officer in his primary speciality in order that he can effectively perform in his assigned unit TOE/TDA position.

c. All officers will be encouraged to develop an alternate (secondary) specialty. Necessary training for the award of alternate specialties will be predicated upon the availability of programs and funds that remain after proper utilization for required primary training. The following management factors should be considered in the award of alternate specialties to an officer:

(1) Previous Military Education and Experience.

(2) Civilian Education successfully completed.

(3) Civilian Occupation.

(4) Available positions within the State for possible MOBDES assignments.

(5) Personal preference of the officer concerned.

(6) Any other factors deemed appropriate on evaluation of each officer concerned.

d. To be most effective, the career manager must take the maximum use of all levels of military schooling available which include:

(1) Army Service School Resident Courses: Supervisors at every level should make all possible arrangements to allow their subordinates to attend resident courses of instruction conducted by Army Service Schools. This training will qualify them to perform more effectively in their OPMS assignments.

(2) Local School Training. As available funds permit, the DCSPA will develop and conduct short duration schools within the State which can serve to update methods in use, present procedures, and implementation of any new procedures or promote exchange of ideas for all personnel involved in the administration of OPMS in the WVARNG.

(3) Extension Courses (Army Correspondence). Wide use of extension courses should be made at all levels of officer career management. Such training is invaluable to the officer who cannot leave his civilian pursuits in order to receive necessary training for qualifications. Such courses also serve as refresher training in order to receive up-dates on doctrines and procedures.

(4) On-The-Job-Training (OJT). All career managers have a continuing requirement to promote supervised OJT for those personnel under their supervision who are responsible for the administration of the officer career management programs. This training must be carefully planned and adequately supervised in order to be effective. Written plans should be formulated in order to promote continuity.

(5) Cross Training. This is defined as the training of individuals to adequately perform jobs other than the one to which they are primarily assigned. Cross training insures flexibility by providing personnel who are trained in depth to adequately perform more than one job. This will promote continuity of necessary functions and allow the supervisor to shift personnel to areas in time of need.

W. Va. Code R. § 141-31-3-7