COMDTINST 5357.1A
7. ROLES AND RESPONSIBILITIES. The command, supervisor, and individual all have
important roles in the IDP process.
a. The commanding officer's responsibilities are as follows:
(1) Establish an IDP process for first-termers that commences during their unit check-in
and continues throughout the initial four-years of service. Encourage all other
personnel to use IDPs.
(2) Track IDP counseling for military personnel and civilian employees in TMT.
Monitor participation and program compliance.
(3) Make every effort to afford time for training and developmental opportunities listed
in crewmembers' IDPs. After an individual attends training, follow-up so that new
knowledge and/or skills are practiced and intended outcomes are maximized.
(4) Project developmental requirements and include in resource planning.
(5) Seek IDP training available from Career Development Advisors (CDA),
Transition/Relocation Managers (TRM) and Education Services Officers (ESO).
b. The term "supervisor" may be interpreted differently by different components of the
workforce, so should be clearly identified locally. Some military members may report
directly to their rating chain supervisor, while others will have an immediate supervisor
between them and their rating chain supervisor. Civilian employees' first line
supervisors are stated on their performance plan and evaluation form. Auxiliarists will
follow their flotilla procedures, and, in those cases where an Auxiliarist regularly
augments a unit, may establish an additional IDP at that site. The supervisor's
responsibilities are listed below:
(1) Become familiar with the IDP process and purpose to effectively guide participants.
Implement all IDP policies and procedures for first-termers. Encourage the use of
IDPs and share the role of initiating the IDP process with all other direct reports.
Provide the support and resources required to follow through with the actions agreed
to in the IDP.
(2) Assess the unit's/organization's mission, short and long term requirements, staffing,
and technology and then assess the person's potential to meet those needs.
(3) Act as a coach and mentor to help individuals reflect on their potential, set goals and
explore career options. Review and discuss the person's strengths and areas for
improvement in the current work assignment; identify and prioritize specific activities
to address any gaps in competencies. When the individual drafts the IDP, check to
ensure it is realistic and achievable. Once the IDP is finalized, be available with
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