Officer Personnel Management

Our Mission: To optimize the Rhode Island Army National Guard Officer and Warrant Officer Corps personnel readiness by:

  • Monitoring and Establishing State Guidelines for Officer and Warrant Officer Actions

  • Providing Career Data Analysis and Guidance

  • Serving as a Technical Advisor to Commands

  • Educating the Field

  • Managing and Overseeing all Officer and Warrant Officer Specific Actions to Include:

    • Accessions

    • Promotions

    • Assignments

    • Interstate and Interservice Transfers, Retirements, and Resignations

 

CPT Rebecca Gard, Officer Personnel Manager

rebecca.j.gard.mil@army.mil

401.275.4186

Redirecting...

Talent Marketplace

Talent and Career management is the wholistic approach to develop and leverage each individual’s knowledge, skills, behaviors, and preferences for the mutual benefit of the Rhode Island Army National Guard and the individual.

This is accomplished by: unlocking individual potential, fostering talent, maximizing career pathways, and providing the support necessary for all to achieve the opportunity to reach the rank of LTC/CW4 and complete a fulfilling 20 years of active federal service.​

 

Individual Responsibilities:

  1. Utilize Career Maps specific to individual Officer/Warrant Officer Branches​ to identify KD and Broadening assignments
  2. Communicate career desires and preferences via the Career Management Survey
  3. Meet MOS requirements, PME, civilian education, Army Values, etc.
  4. Develop self-awareness of the organization’s needs and direction
  5. Be ready for opportunity 

 

Organizational Responsibilities: Career Management Advisory Board (CMAB): provides enterprise-wide officer reassignment recommendations that align with the state's personnel readiness objectives and long-term force management priorities. CMAB will:

  1. Consist of three LTCs assigned to advisory board for one year.
  2. Meet quarterly or as required.
  3. Provide career management COAs for LTs through MAJ (P)
  4. Review officers in current assignments for 24+ months.
  5. Review warrant officers in current assignments for 5 + years.
  6. Review current/anticipated vacancies.
  7. Provide Officer feedback
  8. Provide Recommendations for Officer assignments/moves that:
    1. Meet the Personnel Readiness needs of the organization
    2. Develop Officer’s professional capability through planned and progressively responsible KD and Broadening Assignments.

 

For Current Open Vacancies please contact the Officer Personnel Manage MAJ Rebecca Gard at rebecca.j.gard.mil@army.mil