The Journal of the Adjutant ’s Corps Regimental Association

Summer I 2014

US ARMY RECRUITING NEW ARMY G1 ANNOUNCED

n 18 February 2014, the Secretary of De- fantry Division (Light) at Fort Ord, CA, command fense’s office announced MG James C. of an Air Cavalry Squadron in 101st Airborne Di- OMcConville for appointment to the rank vision (AASLT) at Fort Campbell, KY, and com- of and assignment as Deputy mand of an Air Cavalry Brigade in the 1st Cavalry Chief of Staff, G-1, US Army, Washington, DC. Division at Fort Hood, TX. MG McConville is currently serving as the Com- manding General, 101st Airborne Division (Air MG McConville deployed with the 4th Brigade, Assault), Fort Campbell, KY, and Combined Joint 1st Cavalry to Iraq in 2004-2005 during Operation Task Force 101, Operation Enduring Freedom, Af- Iraqi Freedom and based on the heroism of his avi- ghanistan. ators and the tireless efforts of his Soldiers, his Bri- gade was selected as the 2004 AAAA Aviation Unit MG McConville of Quincy, Massachusetts grad- of the Year. Prior to reporting to Office of Congres- uated from the United States Military Academy sional Legislative Liaison, MG McConville served and was commissioned as an Infantry officer in the as the Deputy Commanding General (Support) Regular Army in 1981. He holds a Bachelor of Sci- for 101st Airborne Division (AASLT) / CJTF-101 ence Degree in Economics from the United States / Regional Command East in Afghanistan during Military Academy, a Master of Science Degree in Operation Enduring Freedom from 2008 to 2009. Aerospace Engineering from the Georgia Institute of Technology, and was a 2002 MG McConville’s key staff assignments include Fellow at Harvard University. S-3 for Flight Concepts Division, S-3 for 5th Squad- ron, 9th Cavalry, S-3 for the 25th Combat Aviation MG McConville’s command assignments include Brigade, J5 Strategic Planner for the United States command of an Air Cavalry Troop in the 7th In- Special Operations Command, G-3 for the 101st Airborne Division (AASLT), Executive Officer to Vice Chief of Staff of the Army and Deputy Chief, Office of Congressional Legislative Liaison.

MG McConville is a Master Army Aviator qual- ified in the OH-58 Kiowa Warrior, the AH-64D Longbow Apache, the AH-6, AH-1 Cobra and other aircraft. His awards and decorations include the (with 2 Oak Leaf Clusters), the Bronze Star (with ), the Defense Meritorious Service Medal (with Oak Leaf Clus- ter), the Meritorious Service Medal (with 2 Oak Leaf Clusters), Air Medals (with Numeral Device “2”), the Joint Service Commendation Medal, the Army Commendation Medal (OLC), the Army Achievement Medal (3OLC), the , the Expert Infantryman’s Badge, Master Army Aviator Badge, Air Assault Badge, Parachut- ist Badge, and others. SECTION I Regimental Leadership NOTES FROM UPDATING AND CREATING MILITARY AND 05 The Chief of the Corps 33 CIVILIAN EDUCATION CODES NOTES FROM 34 STRENGTHENING THE G1/S1 RELATIONSHIP 06 The Chief Warrant Officer of the Corps 36 THE RETURN OF HR METRICS NOTES FROM FINDING NEW WAYS TO USE DTAS IN AN EVER 07 The Regimental CSM 37 CHANGING OPERATIONAL ENVIRONMENT 39 THE TRANSFORMATION OF ARMY TRANSITION SECTION II AG & HR Professional Reading BRIDGING THE GAP BETWEEN CORPORATE Dedicated to “US Army Recruiting” 41 AMERICA AND THE MILITARY 08 AG OFFICER BRANCH UPDATE ARMY WOMEN’S FOUNDATION SIXTH ANNUAL 09 AG WARRANT OFFICER BRANCH UPDATE 43 HALL OF FAME INDUCTION AND SUMMIT 11 AG ENLISTED BRANCH UPDATE 44 AG IN THE SPOTLIGHT CHALLENGES ARE INSPIRING 44 AG SCHOOL VICTORY TOWER TRAINING 12 CG, USAREC Explains Why “Challenges are Inspiring” GET TO KNOW THE NEW UNITED STATES SECTION IV 13 ARMY RECRUITING COMMAND (USAREC) Army Bands STUDENTS ACROSS THE COUNTRY TAKE 46 ARMY FIELD BAND RETURNS TO TOURING 14 THE ARMY STRONG CHALLENGE AFTER YEARS OF RESTRICTED TRAVEL SCOUTING FOR TODAY’S ARMY RECRUITING THE 13TH ARMY BAND PARTICIPATES IN 17 AND RETENTION SCHOOL INSTRUCTORS 47 FLORIDA MILITARY APPRECIATION DAY THE RECRUITING AND RETENTION 48 US ARMY BANDS PICTURE-GRAMS SCHOOL CONTINUES IMPROVING UNDER 18 ARMY LEARNING MODEL 2015 SECTION V AGCRA LEADERSHIP WITHIN US ARMY RECRUITING CONTENT 20 COMMAND 50 AG CORPS MUSEUM GETS A SPRING CLEANING 22 SGM (RET) RAY MORAN, THE “OLD SOLDIER” 52 TAKING CARE OF SOLDIERS FORSCOM NAMES TOP CAREER 53 THE AGCRA SPARTAN CHAPTER STAYS BUSY 23 COUNSELORS FOR 2013 54 AGCRA AWARD WINNERS 56 SUTLER STORE ITEMS 56 NOT GETTING YOUR MAILED COPY OF 1775? SECTION III Around the Corps 25 THE RESTRUCTURING OF THE ARMY ADJUTANT GENERAL’S CORPS CHALLENGES IN HUMAN RESOURCES APPROACHING THE 27 YEAR 2020 30 HRC STANDS UP CYBER BRANCH DUAL MILITARY COUPLE CASUALTY 31 OPERATIONS

1775 is scheduled to be published three times a year. Articles for submission are welcomed and should be sent to the address provided below. The editor reserves the right to reject any articles and/or to modify articles for clarity or space limitations. The editor also encourages the submission of photographs and illustrations to accompany articles. By submitting your photograph or illustration, you will release publishing rights of the image to The Adjutant General’s Corps Regimental Association, heretofore known as the AGCRA. If other people appear in your photo, you must have sufficient permission of any recognizable figure, model or person or persons appearing in the photograph to be able to submit the photograph to the AGCRA and to be able to release the publishing rights of the photograph. The AGCRA claims all rights to the usage of your photograph for use within 1775 and on printed and/or digital material. Important - By submitting your photograph to the AGCRA, you agree to all of the terms written above. Requests for authorization to reprint 1775 articles should be sent to the address below.

VP, Publications, AGCRA PO Box 10026 Fort Jackson, SC 29207 EMAIL [email protected] WEBSITE www.AGCRA.com The Journal of the Adjutant General’s Corps Regimental Association | Summer I 2014 | www.AGCRA.com Adjutant General’s Corps Challenges in Human Resources 22 Approaching the Year 2020 Chief of Staff of the Army, GEN Ray Odierno, writes in ADP 6-22, “Leadership is paramount to our profession. It is integral to our insti- tutional success today and tomorrow. As we transition to meet the challenges of an increasingly complex and uncertain environment, our Army requires intelligent, competent, physically and mentally tough leaders of character. Decentralized operations require leaders at all levels that understand their environment, learn quickly, make sound decisions, and lead change. Because there are no predeter- mined solutions to problems, Army leaders must adapt their thinking, formations, and employment techniques to the specific situation they face. This requires an adaptable and innovative mind, a willingness to accept prudent risk in unfamiliar or rapidly changing situations, and an ability to adjust based on continuous assessment.” Page 27

SGM (Ret) Ray Moran the “Old Soldier” SGM (Ret) Ray Moran is honored on June 14, 2013 at a Baltimore 27 Orioles game at Camden Yards. From left to right is COL (Ret) Douglas C. Dillard, a WWII vet with the and currently the President of Veterans of the Battle of the Bulge, Inc; COL (Ret) Bert Rice, a Vietnam vet and currently a federal employee a Fort Meade, and SGM (Ret) Ray Moran, the “Old Soldier”. Photo by Mark Rickert. Page 22 31

FEATURES Challenges are Inspiring Page 12 Get to Know the New Recruiting Command (USAREC) DUAL MILITARY COUPLE CASUALTY OPERATIONS Page 13 1LT Dimitri Del Castillo (left), 2nd BN, 35th Infantry Regiment, 3rd The Recruiting and Retention School Continues Improving BCT, ‘ TF Bronco,’ 25th Infantry Division, and his wife, CPT (then Under Army Learning Model 2015 1LT) Kathleen Pulliam, pose for a photo on an Afghanistan Forward Page 18 Operating Base. 1LT Del Castillo was killed in action while conducting Leadership within US Army Recruiting Command combat operations in support of Operation Enduring Freedom. Page 31 Page 20 The Adjutant General’s Corps Regimental Association Officers OFFICERS

PRESIDENT COL Todd Garlick SENIOR VP COL (Ret) Michael R. Molosso REGIMENTAL WARRANT OFFICER CW5 Coral J. Jones REGIMENTAL COMMAND SERGEANT CSM Christopher D. Culbertson VP, AWARDS CW5 (Ret) David A. Ratliff VP, MEMBERSHIP SFC (Ret) Kenneth M. Fidler, Jr. VP, PLANS AND PROGRAMS COL (Ret) William (Al) Whatley VP, SALES AND SUTLER STORE CSM (Ret) Teresa Meagher VP, COMMUNITY AND CORPORATE AFFAIRS LTC (Ret) Ward D. Ward VP, INFO TECH AND STRATEGIC COMMUNICATIONS LTC Troy W. Worch VP, PUBLICATIONS & ADJUTANT COL (Ret) Robert Ortiz-Abreu, Jr. SECRETARY MAJ (Ret) William C. Villnow TREASURER LTC (Ret) David A. Smoot WEBMASTER CPT Michael Skiff WEBMASTER SFC (Ret) Paul C. Hessert

HONORARY OFFICERS 1775 STAFF AND SUPPORT

HONORARY BG (Ret) Earl M. Simms EDITOR COL (Ret) Robert Ortiz-Abreu, Jr. HONORARY WARRANT OFFICER CW5 (Ret) Gerald I. Sims, Sr. ASSISTANT EDITOR LTC (Ret) Ward D. Ward HONORARY SERGEANT MAJOR CSM (Ret) Freddie Lash ASSISTANT EDITOR MAJ (Ret) William C. Villnow ASSISTANT EDITOR CW5 (Ret) David A. Ratliff DESIGN AND LAYOUT Ms. Beverly Sketo PRINTING SERVICES Colonial Printing, Columbia, SC

technologies and premier recruiting 1775 as we attempt to modernize our FROMthe practices, while maintaining mutually magazine as a 21st Century military supporting relationships with families journal for Army HR professionals. We & communities.” US Army Recruiting hope you enjoy this edition of 1775 EDITOR Command (USAREC) and the US highlighted by articles depicting the This edition of 1775 is dedicated to Army Recruiting & Retention School “US Army Recruiting” mission and “US Army Recruiting.” Critical to the (RRS) lead the Army’s recruiting the dedicated, hardworking team of success of our nation’s Army is the efforts across our great country, Army-wide recruiters who continue to recruitment of “volunteer Soldiers to include the professional military maintain the high quality All Volunteer capable of effectively executingeducation of detailed (various MOSs) Force the United States depends upon operations in the Army’s complex and professional (CMF 79) recruiters. today. operating environment.” Since the end USAREC and RRS lead the way in of the Vietnam War, Army recruiters article submissions for this 1775 Bob Ortiz represent the “All Volunteer Team edition to tell the Army’s recruiting VP Pubs & Editor, 1775 sustaining an All Volunteer Army with story. Soldiers who exhibit the deportment, Colonel (Retired), US Army attributes, and values of a dedicated Additionally with this edition, please [email protected] enjoy the “new” format and layout of professional, enabled by leading edge AG Corps Hall of Fame Class of 2013 COL TODD GARLICK Chief of the AG Corps, AG School Commandant, and Chief Army Music

4 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com SECTION I Regimental Leadership

NOTES FROM THE CHIEF OF THE CORPS By COL Todd Garlick, Chief of the AG Corps, AG School Commandant, and Chief Army Music

his issue of 1775 is dedicated to Also in this journal is an article entitled dealing with the same issues that CPT the men and women who make “Challenges Are Inspiring,” written by del Castillo’s unit worked to overcome. Tup the organization that “pro- the Commanding General of USAREC, The time to think about - and prepare vides the strength” of our Army – the MG Batschelet, who discusses the tests for this - is now. Please take the time United States Army Recruiting Com- facing our recruiters and our Nation. to discuss this as a professional devel- mand (USAREC). Recruiters “man the Critical to note is the fact that while our opment topic. force,” one of our core competencies in Army is decreasing its end strength, the the Adjutant General’s Corps, and the need for initial entry Soldiers remains Rounding out this edition of 1775 are first step in the Soldier Lifecycle. As constant. The United States Army, articles from HRC, FORSCOM, the such, they share a special bond with much like the Marine Corps, relies on AG School, Army Musicians and the AG Soldiers as a part of our Adjutant a constant feed of recruits to man our operational force discussing everything General’s Corps Regiment. formations. Having served with MG from transition services to the De- Batschelet in Operation Iraqi Freedom ployed Theater Accountability System. No edition on recruiting would be com- 05-07, he is a man of action who is the Thank you to all those who contribute plete without an article on SGM (Ret) right person for this daunting task. I to this professional publication as we Ray Moran, who is known affectionate- have no doubt that USAREC will con- strive to keep it current and relevant for ly by those in the recruiting community tinue to succeed into the future. our readership. We had an incredible as “Old Soldier.” SGM (Ret) Moran, a Adjutant General’s Corps Regimental Distinguished Member of the Adjutant One article that is a must read for S1s Week, 27-30 May 2014, which start- General’s Corps Regiment, Class of is CPT Kathleen Pulliam del Castillo’s ed with a Regimental Run, we hon- 2013, has been actively recruiting for account of her experience as a dual-mil- ored another Hall of Fame and Distin- this Nation for over 61 years, and his itary gold star widow. She raises some guished Member of the Regiment class, story is an inspiration to us all. His uni- issues that every S1, whether forward and culminated with our National AG form is displayed in a place of promi- deployed or in garrison, needs to con- Ball. In between, we competed upon nence in our Adjutant General’s Corps sider concerning casualty operations. the fields of friendly strife, while con- Museum, and a hallway in the Recruit- My battalion faced these same issues tributing to a worthy cause - the Maude ing and Retention School is dedicated when one of our dual military Soldiers Foundation. It was great seeing the to an award presented in his name. Al- lost her husband, who was forward full spectrum of Active and Retired AG most weekly, he and I communicate via deployed with us as a member of our Corps Soldiers, Civilians, Families and email, where he shares words of wis- higher headquarters. We thought we Friends. We’re looking forward to an dom and a little bit of history. I hope had planned for every possible contin- even great week next year. you enjoy this article as much as I did, gency, but soon realized that we were and if you are ever in Baltimore, spend in uncharted territories. We reached Defend and Serve! some time with a living legend. out to HRC, AG Branch, and stayed linked in with our rear detachment in

1775 | Summer I 2014 5 NOTES FROM CHIEF WARRANT OFFICER OF THE CORPS

By CW5 Coral J. Jones,Chief Warrant Officer of the Adjutant General’s Corps

s this edition of 1775 is ded- be a concerted effort and I charge ing dual status. All of these changes Aicated to Recruiting, please each of you with assisting in this re- have allowed us to reach into our to- keep in mind that the recruiting cruiting effort. As HR Profession- tal ranks to recruit the very best for process not only encompasses ac- als, we need to keep an eye out for the AG Warrant Officer Program. cessing America’s sons and daugh- talented NCOs and Soldiers for pos- ters into the Army, but also involves sible accession into this program. Another aspect of the recruiting identifying and selecting Soldiers, process is grooming and mentor- NCOs, and Officer into various Late last year, we revamped our ship. As we look across our for- other programs within the force. I AG Warrant Officer prerequisites mations at the talented Soldiers and fully understand the recruiting pro- for all components to assist in the NCOs in the HR field, we should grams and have the upmost respec- recruiting process. One of the re- seek to recruit the best in our foot- tive for Recruiters and their efforts cent changes was to require a man- print or seek to groom and mentor to fill the Army’s ranks with quali- datory letter of recommendation potential candidates regardless of fied Soldiers, Warrant Officers and from a senior AG Warrant Officer rank. If we identify a Soldier who Officers who will contribute to the (CW3-CW5) versus a preferred rec- could possibly be fit for the War- Nation’s defense. Recruiting the ommendation. This change allowed rant Officer Program, we should strength for America’s Army is one for more input and participation begin the grooming and mentoring of the toughest jobs in our Army. in the recruiting process from the process to assist them in meeting field. Another significant change the minimum prerequisites. I firm- As the Chief Warrant Officer of the that was made to the prerequisites ly believe it is OK to tell potential AG Corps, I have a vested interest was to require potential Warrant candidates they are not quite ready in the Warrant Officer Accession Officer candidates to submit all of to become a Warrant Officer, but we Program and seek to recruit the best their evaluations, regardless of the should give them constructive feed- and the brightest the AG Corps has ratings or MOS listed on the eval- back and a roadmap on how to be to offer. Understand that this has to uation. This change allowed us to successful. Moreover, we all need gain a better perspective on to understand that possible candi- candidates’ potential, pro- dates will not have all of the War- fessionalism, competencies rant Officer attributes, but we need and attributes. to gauge their potential to grow into becoming a Warrant Officer. The last major change was made to assist the Army Na- The last thought I want to leave you tional Guard in their recruit- with is regardless of who or what ing process. We included you are recruiting, it is no easy task the role of the “Readiness and, more importantly, your efforts NCO” in the realm of HR have a direct impact on the state of experience. We also in- our Army and this is not a task we corporated the use of our should take lightly. I applaud your functional courses in lieu of efforts!! potential ARNG candidates having SLC and/or ALC in Defend and Serve! CMF 42. This has proved to be very productive for the Army National Guard since they have had some unique recruiting challenges by virtue of their Soldiers hav-

6 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com NOTES FROM REGIMENTAL COMMAND SERGEANT MAJOR

By CSM Christopher D. Culbertson, AG School & Regimental Command Sergeant Major

ello AG Family and friends. This ed my tour of duty as a very successful now being told there good, creditable, Hedition of our professional maga- Recruiter and Station Commander. In and faithful service in no longer need- zine is dedicated to the Army Recruit- short, this is my Recruiter story and this ed and they need transition. That said, I er, an awesome group of dedicated and was years ago. strongly recommend that Soldiers speak selfless Adjutant General’s Corps pro- with their first line leaders to receive an fessionals who have the gigantic mission Today, I guarantee you that the Army Re- honest assessment of their performance of manning the force for an all volunteer cruiting process is even tougher, the avail- and potential. Soldiers, continue to seek Army. Performing the duty of an Army able quality market of potential Soldiers the tough assignments, diversify your Recruiter is arguably the toughest and is smaller, and a few good men and wom- background and experiences, and remain most challenging enlisted leader assign- en are even harder to find. Regardless of competitive. ment within our Army. the time, era, or the degree of difficulty, the Army Recruiter will always meet the Lastly, I want to continue to say thank Having served both as a Detail Recruiter challenge by providing mentally, morally, you for all the hard work that is being and Station Commander, I had first- hand and physically fit Soldiers to fill our -Ar done by Soldiers and Civilians to bet- knowledge of the hard work, long hours, my’s vacant spaces in our formations. No ter our Corps. Without a doubt, we are and sleepless nights of trying to convince one ever joins the Army without meeting a better Corps because of your efforts. qualified young men and women to join a recruiter and no recruiter ever prevents Continue to tell your AG Story, it is defi- the “World’s Greatest Army”. The Re- a qualified individual from joining our nitely worth hearing. May God continue cruiting and Retention School taught me profession and our way of life. Again, to bless our Soldiers and their Families; the basics of how to conduct interviews, I am confident in saying that, Army Re- especially the one’s deployed around the perform telephone calls, and initiate face cruiting is demanding and challenging globe in support of contingency opera- to face prospecting, however, that was not and reserved only for the Army’s best, tions, the AG Corps and the Army. nearly enough to make me successful. I brightest, and most talented Soldiers recall countless phone calls to high school that exhibit the will and a degree of skill Defend and Serve! and college students, numerous inter- to take care of our nation’s treasure… views to potential applicants, and a great America’s sons and daughters. deal of daily rejection. I was definitely Thanks to all recruiters both past not prepared for all the times I would and present. You are the epitome hear the hated word “no” from potential of what it takes to truly Defend recruits. Consequently, prior to assuming and Serve. my current assignment, I had served very successful tours of duty as First Sergeant AG Family and friends, although and Drill Sergeant, and I was convinced my comments were mainly di- that I knew everything about the art of rected towards the Army Re- persuading, recommending, and urging cruiter, there is still a great deal young adults to becoming part of some- of transformation ongoing in thing greater than themselves. Wow, I our Corps. Grade plate reduc- was totally wrong and my perception of tions, force realignment and the reality was too far right of ground truth. Army drawdown will continue I was lost, miserable, and totally out of to shape and impact our units. my comfort zone. Nonetheless, I had Voluntary and involuntary sep- to quickly humble both myself and my arations will cause Soldiers to ego and learn how to effectively recruit act, react, plan, think strategi- and relate to the Great American Public cally and create exit and transi- (GAP). It took some hard work, lifelong tion strategies during these brief lessons learned, and support from both moments of uncertainty. Good Family and peers and bottom-line, I end- Soldiers with stellar records are

1775 | Summer I 2014 7 SECTION II AG and HR Professional Reading Dedicated To “US Army Recruiting”

AG OFFICER BRANCH UPDATE

By LTC John Lawrence, AG Officer Branch Chief

ello from Fort Knox and the recruiting, while completing their at the and Colo- HAG Officer Branch Chief KD requirement in a diverse organ- nel ranks. These Centralized Selec- desk. The focus of this edition of ization. Adjutant General’s Corps tion List (CSL) positions are KD op- 1775 is United States Army Recruit- Captains are also provided leader- portunities and an excellent way for ing Command (USAREC). I want ship opportunities with USAREC. AG officers to further develop their to take this opportunity to provide As a post KD, broadening assign- leadership skills. insight into the professional devel- ment, AG Captains can serve as opment opportunities available to Company Commanders. These are It is important to remember that US- AG officers while serving in US- 01A billets and one of the limited AREC is an integral part of the Army AREC. As per Department of the options AG officers currently have Human Resources machine. Serv- Army Pamphlet 600-3, dated 1 Feb- to complete command. Also avail- ing in and learning how the Army ruary 2010, the Adjutant General’s able as broadening assignments for recruits Soldiers is an excellent pro- Corps Officer professional devel- AG Captains are the Battalion Oper- fessional development opportunity opment timeline provides both key ations Officer (01A) billets and the for all officers, but is something that developmental (KD) and broaden- USAREC Headquarters G1 Strength every Human Resources profession- ing opportunities in USAREC. KD Management billet (42B). Each of al should understand. opportunities exist for Captains, these assignments allows for leader Lieutenant Colonels, and Colonels, development of junior officers. In closing, this will be my last article but broadening opportunities exist as the AG Officer Branch chief and I for Company Grade and Field Grade An AG Major can develop leader- just wanted to take a moment to say officers. ship skills by serving as a Recruit- “thank-you.” I have learned so much ing Battalion Executive Officer from many of you, as well as gained The KD assignment for Captains in (XO). The XO billet develops mid- a further understanding of our pro- USAREC is the Administrative Of- grade officers for service as Battal- ponent, HRC / OPMD, DMPM / G1 ficer (42B), as per the Table of Dis- ion Commanders. With six brigades and the members of the AG Corps as tribution and Allowances (TDA); and over 40 USAREC Battalions, a whole. Seeing the inner workings this job is equivalent to a Battalion the majority of which are branch of the assignment process coupled S1. This position allows junior AG immaterial (01A), AG officers can with listening to your comments, officers to gain an understanding of “opt-in” to complete for command concerns and desires gave me a

8 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com new perspective on our officers and Army War College, I will leave you with a wealth of knowledge and expe- our Corps. The professionalism and in good hands. LTC Jeanine White, rience. Good Luck in your future en- dedication each of you demonstrates currently serving as the Commander deavors and it has truly been an honor daily is truly inspirational. I am of AFSOUTH in Italy, was selected to to serve with you and for you. humbled to be your Branch Chief and be the next AG Officer Branch Chief. Defend and Serve! honored to work with each and every Jeanine is excited about the transition one of you. With my transition to the and comes to the AG Officer Branch

AG WARRANT OFFICER BRANCH UPDATE

By CW5 Yinusa A. Adeoti, AG Warrant Officer Branch Chief

he FY 14 CW3/4/5 Promotion Se- Training with Industry: The Training signed. Tlection Board recessed on 7 May with Industry (TWI) Program was es- 99 The TWI tour/assignment must be a 2014. AG Warrant Officers within the tablished for military personnel to pro- minimum of 6 months and a maxi- zones of promotion consideration and vide training and/or development of mum of 12 months in duration. not selected for promotion will also go skills in US private sector procedures 99 The proposed TWI tour and/or as- before a Selective Continuation (SEL- and practices not available through signment must meet professional CON) Board to consider CW2s, CW3s existing military or advanced civilian development requirements. and CW4s having twice failed selection schooling programs or other estab- 99For additional information on el- for promotion to the next higher grade lished training and education programs. igibility see AR 621-1, Chapter based on the needs of the Army. Those The criteria for TWI are: 6 - Training with Industry Pro- Warrants found fully qualified may be 99 There must be an explicit DOD re- gram, Paragraph 6-3 – Eligibility. offered continuation in their current quirement fulfilled by virtue of ex- 99Completion of the TWI program grade for a period of one year. Please perience gained. requires two year utilization and refer to MILPER Message 14-012 for 99 There must be immediate follow on more details. utilization tour/assignment available an ADSO. to which the individual will be as- continued on page 10

1775 | Summer I 2014 9 continued from page 9 or online programs do not meet SFC Ronald Myers, 420A Degree Completion Program (DCP): these criteria). SFC Glenda Sigaran, 420A The Degree Completion Program al- SGT Jonathan Crane, 420C lows officers to attend civilian schools Class work that does not meet these SSG Shawn Cupp, 420C instead of performing their usual mil- criteria will not be accepted without SSG Alexander Davis, 420C itary duties. The Army funded pro- an exception to policy (Note – an ex- SFC Kevin Pick, 420C grams are covered in Chapters 4 and 5 ception to policy will not cover you to SSG Jackel Smalls, 420C of the AR 621-1. attend all of your courses in an online manner, night time manner, or week- Farewell: I would like to thank CW5 The DCP enables selected Commis- ends, etc. Exceptions to policy may Martha Ervin for her tireless efforts, sioned, Warrant and Noncommissioned be considered on case by case basis in service, and unparallel dedication to Officers to: situations where an officer needs one the AG Corps. CW5 Ervin has been the 99 Complete degree requirements at or two credits remaining to complete RC AG Warrant Officer Assignments accredited civilian colleges and uni- the degree program). DCP does not Officer for the past three years here at versities as a resident student. require a PCS move nor will it require HRC. She departed HRC for another 99 Achieve the minimum educational you to PCS for purposes of DCP. Read assignment in Alabama. I would also goals set by the Army. AR 621-1 for additional information like to welcome CW4 Hernandez to the 99 Pursue graduate studies in academ- and contact AG Warrant Officer Branch RC Warrant Officer Assignment Desk. ic disciplines that support either the Assignment Officer if you are interest- officer’s designated specialties or ed in any of these programs. I thank each AG Warrant Officer for meet Army requirements. what you continue to do to support our Warrant Officer Accessions Board: Army, commanders, Soldiers and their Packets are to be submitted per AR Please join me in congratulating our Families. 621-1, 7 months in advance of your re- January 2014 Warrant Officer select- quested starting date of school. Prior ees. Welcome to the Warrant Officer Defend and Serve! planning is needed to ensure you have Adjutant General’s Corps. Your next enough time for any delays in process- challenge will be to successfully com- ing (such as personnel going on leave/ plete Warrant Officer Candidate School absences) and time for an RFO to be and the Warrant Officer Basic Course. created and released. Congratulations!

Class work must meet the following SFC Sue-Elleyn Baker, 420A criteria: SFC Vincente Bentez, 420A 99Daytime, traditional classes. Face SSG Jennifer Gaddy, 420A to face, traditional instruction. SSG Awbrey Pepple, 420A 99One location/campus - tradi- SSG Marlen Rodriguez, 420A tional campus (accelerated and/ SSG Brent Vance, 420A

10 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com AG ENLISTED BRANCH UPDATE By LTC Dana Allmond, Enlisted Soldier Support Branch Chief

t is with great pleasure that I dedi- (waiverable to age 45 for promotable of active service. Icate this AG Enlisted Branch article SSGs and SFCs). 99 MOS is closed to reclass at SFC, to Retention and Recruiting. My Sol- 99 Minimum Physical Profile – 132221. MSG and SGM. dier Support Branch Team takes great 99 Meet standards of AR 600-9. 99 Must have no lost time in the last 3 pride in supporting the Career Manage- 99 US Citizen or INS 155-1. years. ment Field (CMF) 79 Recruiting and 99 Not Reclassed within the past year. 99 Have no marital, emotional, or medi- Retention community. The NCOs in 99 Military Education: cal problems. this community provide and sustain the 99 SGT - Warrior Leaders Course Grad. 99 Be a high school diploma graduate or Army with qualified Soldiers and reduce 99 SGT(P) - Advanced Leaders Course equivalent. attrition for our Army. CMF 79 is not an (ALC) Grad (waiver). 99 Must be recommended by a Com- entry level career field. These NCOs are 99 SSG - ALC Grad (waiver). mand Career Counselor (SGM). highly self-motivated, competent with 99 SFC - Senior Leaders Course Grad strong interpersonal skills, mentally and (waiver). AGR 79V hires come from the 79V TPU physically disciplined, live the Army 99 Not currently assigned to USMEP- population or other AGR MOS reclassi- values and embody the Warrior Ethos. COM (waiver authorized if not work- fication requests (HRC action). Note: ing in Testing). must be 79V MOSQ prior to publishing We screen for qualified NCOs to nomi- 99 No lost or AWOL time during current assignment orders. AGR 79V prerequi- nate for Detailed Recruiter Assignments. enlistment or past 3 years (waiver not sites include: Detailed Recruiters will normally serve authorized). a 36 month tour. NCOs may apply to 99 Possess or be able to obtain a drivers 99 Physical profile of 232221. remain permanently on Recruiter duty license. 99 Hold the rank / grade of SSG or SFC upon completion of 24 months of their 99 If MACP, spouse must also meet re- (no waivers authorized). initial tour through reclassification to cruiter selection criteria. 99 Minimum score of 100 in aptitude MOS 79R Recruiter. 99 For females, must not be pregnant at area GT (no waivers authorized). time of selection. 99 Must have completed at least BN- Detailed Recruiter prerequisites include: 99 Favorable military background COC Phase 1 or ALC NCOES level. screening check. 99 Must possess security eligibility of 99 High School Diploma or GED with 1 99 Not be a sole parent (waiver US- SECRET . year of college (waiverable with de- AREC volunteers). 99 Must possess a valid drivers license. ployment experience). 99 No marital, emotional, or major 99 Must be assigned to a valid position 99 GT of 110 (waiverable with a GT of medical problems that would hamper to attend MOS training. 100; additionally waived with a GT performance. 99 Must have more than 8 years military of 95 and ST of 95). 99 Dependents allowed (including service and at least 2 years in the Se- 99 Age 21 to 35 at time of selection spouse/waivers authorized) – SGT - lected Reserve. 2; SGT(P) - 3; SSG - 4; SFC - 5. TPU 79V hires are completed through The Soldier Support Branch also man- Army Reserve Career Division Bat- ages AC 79S and AGR 79V Career talions and OFTS commands. AGR Counselors too. AC 79S prerequisites hires go through HRC with concurrence include: through ARCD HQ. The Army Reserve Career Counselor is the entry level posi- 99 A minimum score of 100 in GT and tion for all new hire positions. 96 in ST. 99 Soldiers must possess a valid Secret Teammates we need your assistance clearance. with nominating exceptional NCOs in 99 Must be on a second or subsequent your ranks to become Detailed Recruit- enlistment. ers, Recruiters, and Career Counselors. 99 Must have 36 months time remain- We must have the most trustworthy and ing in service upon completion of the competent NCOs to recruit and retain Career Counselor Course. the best for our Army that will have 99 Must be a SGT(P) with less than 12 smaller numbers. years or SSG with less than 15 years

1775 | Summer I 2014 11 CHALLENGES ARE INSPIRING

By MG Allen Batschelet, CG, USAREC

ORT KNOX, KY -- Chal- cruiting Brigades. F lenges inspire me, especially if they come in the form of mili- These types of leaders in our com- tary problems. Many of you love a mand are successful not only be- challenge, too. I thrive on leading cause of their attitude, but also Army professionals to develop vi- because they are committed to ex- able solutions and putting them in ecuting the core competences ef- action. Our Army has a long his- fectively and with discipline. As tory of success in the most chal- maneuver units train and rehearse lenging circumstances achieved by to execute gunnery, battle drills, Soldiers and Civilians who have and combined arms operations, so risen to the test despite the circum- in recruiting we succeed when we stances. focus on those core fundamental recruiting operations: prospecting, The recruiting environment is be- intelligence driven operations, ap- coming more challenging, there is plicant processing. no doubt. Fewer young people are qualified to join our ranks. More When the challenges increase, the MG Allen W. Batschelet and more Americans are social- mission focused leader doubles MG Allen W. Batschelet assumed ly more separated from the mili- down on the fundamentals and command of US Army Recruiting tary leading to a lower propensity executes them with cold efficien- Command on 13 June 2013. to serve. We have access to fewer cy. This time-proven combination of our traditional recruiting tools. breeds infectious confidence in the Army and our country. Whether we And yet the Army, despite the re- face of seemingly overwhelming do depends on how we face the cir- duction in active duty end-strength, odds and enables good leaders and cumstances as a team, staying fo- still requires approximately the units to capitalize on opportunities cused on our critical tasks, and en- same number of men and women when they present themselves. The couraging and inspiring each other. to volunteer. Sounds like a really result: success and victory. good military challenge for us! Strength starts here! My question to you is, are you up Army Strong! Here is the good news: we have the to the challenge? I am; CSM Clem- type of people on our team who mons is, too. Each day, we answer MG Allen Batschelet can win in this environment against the question through action. How CG, USAREC lengthening odds. As CSM Willie well we respond determines wheth- Clemmons and I meet with US- er we help our unit accomplish its AREC’s professionals in recruiting mission in the midst of a tougher centers and key events across the recruiting environment. country, we are seeing the creative adaptation by those dedicated to I am confident that as a team, US- mission accomplishment and win- AREC’s men and women can rise to ning in their lane. This spirit is the challenge and accomplish our alive and well across all of our Re- tough, important mission for our

12 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Get to Know the New United States Army Recruiting Command (USAREC)

By SFC Jeff White are 15 hour duty days in recruiting. The Commanding General has es- tablished acceptable duty hours and outlined them in an operations order which sets duty hours from 0900 to no later than 1900 for all of Recruit- ing Command units.

Recruiting Operations: Also gone are the days of Recruiters signing for individual missions. The mis- sion is now assigned to the recruit- ing center and recruiters within each center work as a team to accomplish their assigned mission by focus- ing on each individual Recruiter’s strengths.

SGT Dwayne DeVane sive work hours, pressure to make Leased Family Housing: One of the of the Syracuse Army Recruiting station, talks to 10th-graders at Corcoran High School in Syracuse, recruiting missions, you name it. unique attributes of Recruiting Com- NY. From left Kim Ford, Cameron Bolin, DeAngelia Now I will admit, as someone who mand is the ability to be stationed Johnson, and hidden on right, Dwayne Dornford. has spent the last 12 years of his ca- almost anywhere. With that comes reer serving in USAREC, I have not assignments to areas of the country ow many of us have had a Pla- described an organization to anyone with a considerably higher cost of Htoon Sergeant or First Sergeant - to include myself - who would vol- living than others and, although your say to us, “Recruiting was the worst unteer to be a part of. But I believe Basic Allowance for Housing (BAH) three years of my life; only a fool the sign of any great organization is adjusted by zip code, sometimes would volunteer to be a Recruiter.” is measured not by its ability to ac- it’s simply not enough. The Leased In their defense, the US Army Re- complish an assigned mission, but Family Housing initiative is very cruiting Command - or USAREC - by its ability to identify the need for similar to on post housing: the Army of old had that affect on many of the change and successfully implement Corps of Engineers inspects and ap- Soldiers who served a tour of duty that change while accomplishing the proves your home then contracts with within its ranks. So why would an- mission. During the past few years your property management group for yone ever volunteer for recruiting that is exactly what USAREC has your rent and utilities. duty? Well, because this isn’t your done. First Sergeant’s or Sergeant Major’s Family and Well-Being Initiatives: USAREC anymore. So what’s new? Recruiting Com- USAREC understands a strong Fam- mand has successfully implement- ily makes a strong Recruiter and the Recruiting Command, just like oth- ed many new programs focusing on Command is consistently improving er Army units, has had its share of the quality of life of Recruiters and support to Soldiers and their Fam- black eyes over the years. It’s been their Families. Standing operations ilies. Each Battalion has a Soldier plagued by leadership issues, exces- order outlining duty hours: Gone continued on page 14

1775 | Summer I 2014 13 continued from page 13 men and woman to become the lead- Family Assistant (SFA) Program ers of tomorrow’s Army. Ability to tell your Army story: As Manager who is also the Benefi- a Recruiter, you are a member of an ciary Counselor and Assistant Co- Special Duty Pay: Recruiters receive organization that has some of the ordinator (BCAC). Our SFAs pro- $300 per month in Special Duty Pay. toughest qualifications in the Army vide the same Army Child Service Recruiter Expense Account: As and if you make the cut, you have the (ACS) Family programs found on an a Recruiter you will need to spend unique opportunity to tell your Army installation as well as child care in money on work-related items, such Story to America. You will also play certain circumstances. Additional as taking prospects to lunch. To help a key role in shaping the Army’s fu- information about USAREC Family compensate you for these expenses, ture. wellness programs can be found at: Recruiters have authorized expense http://www.usarec.army.mil/hq/hrd/ accounts (REA). The most important thing you need sfa/index.shtml. to know about a tour of duty as a Favorable Consideration for Cen- Recruiter is that it will be the most Those are just a few of the changes tralized Promotion Boards: As the challenging and rewarding assign- happening within Recruiting Com- Army continues to draw down its end ment you will ever have. To be part mand, but there are also a few things strength, competition for promotion of an organization that changes the that haven’t changed, will naturally become more competi- lives of young people and in doing tive and the need to separate yourself so literally shapes the future of our Unique Leadership and Training Op- from your peers will become more nation is a tremendous responsi- portunities: Being a leader in Re- important than ever. A tour of duty bility and one that we only offer to cruiting Command is unlike any oth- with Recruiting Command is one of our very best Soldiers. To find out er leadership challenge you have ever the best ways to not only separate if you have what it takes to help us faced. You will no longer be leading yourself from your peers but also shape tomorrow’s Army please vis- just soldiers, instead you will have to show the Army you are a versatile it our website at http://www.usarec. use all of your leadership attributes Soldier who is capable of operating army.mil/hq/recruiter/index.aspx. to truly inspire and motivate young in any environment.

Students Across the Country Take the Army Strong Challenge

By Ms. Rhonda R. Bock, USARE

OUISVILLE, KY -- “It’s a Strong Challenge that took place in ferent and is conducted by a well L fantastic event because it 135 high schools across the coun- organized groups that keeps them breaks the monotony for the kids try last fall. moving, and gives them some mo- of doing the same thing every day. tivation for why they’re doing it, a Especially when it’s someone new “Typically kids today would rather challenge against our rival across telling them what to do; and when not workout; they’d rather do things town, Male High School,” Motley that person is in uniform, it tends on their computers with their hands said. to perk up their interest in physi- and minds and aren’t stimulated as cal fitness.” Mick Motley, Athlet- much physically, so it’s kind of a The event, created by national ic Director and a former coach at challenge to get them moving. But marketing company iHigh, was de- Manual High School in Louisville, this Army event invigorates them signed to provide the Army with a KY, was talking about an Army more because it’s something dif- promotional platform for Recruit-

14 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com ers to highlight the importance of member of their team was able to The challenge had been conducted both physical and mental fitness complete and for each correct- at Manual High School’s longtime to today’s youth and tomorrow’s ly answered question. Members rival, Male High School, a day ear- fighting force. of the winning team in each class lier. Charles Mudd who teaches From September through No- received t-shirts. Members of the gym at Male was impressed with vember 2013, more than 1,150 re- winning team for the school re- the event and said he would like cruiters conducted Army Strong ceived medals. Recruiters coached, to see the recruiters return every Challenges during gym class- encouraged and motivated students year. “It reaffirms from a differ- es throughout the day at schools through the process. ent voice, a different organization across the country. Broken down what we’re trying to instill in kids into five different teams, recruit- Even though Manual freshman Sara on a daily basis, and that is the ers led students through a series Saedd is an active teenager, she fitness components that lead to a of nonstop exercises consisting of found the drill challenging. “By healthier lifestyle. Obesity rates sit-ups, chin-ups, push-ups, a shut- the third exercise I was pretty worn are skyrocketing along with asso- tle run and jumping jacks. In be- out. When you’re in a competition ciated medical problems like type tween each exercise, the teams of with your peers, it makes you work 2 diabetes. I feel like the earlier students answered as many ACT/ harder because you want to do bet- we can address this issue, the soon- SAT prep questions as possible on ter. Had I been doing push-ups er kids have a chance to withstand a hand-held tablet. just by myself, I probably wouldn’t continued on page 16 have done as many. I normally do Students at DuPont Manual High School in Teams were awarded a point for like 20, but I did 34 here.” Louisville, KY, take part in the shuttle run during the iHigh Army Strong Challenge at the school every repetition of an exercise each with Army Recruiters.

1775 | Summer I 2014 15 continued from page 15 added, “And they seem like they’re fast food and sedentary pressures.” enjoying it; they like the competi- Rival schools in ten cities -- such tiveness. I hear some of them say- as Male and Manual -- compet- The goals of iHigh are not just to ing, ‘I haven’t done sit-ups in year,’ ed against each other in the iHigh reinforce to the youth the impor- and they’re knocking them out. Army Strong Challenge during tance of exercise, but also to open And I’m encouraging them, telling their big game week. An Army school doors to recruiters and get them they can do it. Maybe this is representative awarded a trophy them involved in the community in putting it in their minds to get up to the school that won the Army a positive light, said Steve Murry, off the couch and start being more Strong Challenge that week during iHigh vice president of operations. active.” halftime at the rival game. Out of Murray states, “It allows every- 135 activations nationwide, Her- body to see that the Army has al- Manual High School freshman itage High School in Palm Bay, truistic ideas, that Soldiers want Alex Thibodeau, who said he’s not FL, in the Tampa Battalion foot- to combat childhood obesity and that physically active, admitted that print, was the overall winner of the help get youth physically fit. The even though he didn’t particularly Army Strong Challenge Program Army really cares about youth and enjoy the exercise, he still thought with 2,265 points. A trophy was this is one way to show it. This it was a pretty good event. “It was presented to the school by Tampa kind of interaction changes the a well-rounded event because there Battalion Commander, LTC Darin Soldier into a person and human- were questions after the exercises Blatt, in December 2013. izes them. They’re not just hav- and the exercises weren’t just fo- ing a one-way conversation about cused on one part of the body but Two hundred schools will take part recruiting, they’re talking to the distributed throughout all the dif- in the challenges this year, sched- student about physical fitness and ferent muscle groups,” Thibodeau uled to begin in the Spring of 2014. other things the Army cares about. said. This can lead to a discussion about Army opportunities, so it’s really a In order to participate each student door opener to allow conversation had to fill out a recruiting lead to start naturally.” card. Even though this year’s chal- lenge generated more than 48,000 SSG Bernardo Twine located at the leads across 38 states, Steve Mur- East Louisville, KY, Recruiting ray said the primary goal was to Center, said he was asked a lot of humanize recruiters and open up questions concerning topics that doors in hard to recruit schools. “I he just doesn’t get a chance to dis- think there’s one school coming up cuss during table setups. “You get this week that has never allowed a little more time with them here any military recruiting, ever. We and get to talk about more than just went to an academy last week in tuition assistance. They ask you San Deigo that has never had the about your experiences. They were Army ever in the school; the lo- asking me where all I’ve been, cal recruiters can’t even get in the what job I do in the Army, why I front door to the main office with- was there, just questions like that out being told to turn right around. instead of avoiding you and think- We were able to do a full day event ing I’m just trying to get them in there and have been invited back the Army,” SSG Twine said. He again.”

16 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Scouting for Today’s Army Recruiting and Retention School Instructors

By CSM Tory D. Hendrieth, CSM, US Army Recruiting and Retention Schoo

ecruiting for the US Army began in second line of effort for this scouting This can only be accomplished with R1776 with the raising and training operation is conducted by Battalion and outstanding Instructors. Our process of of Continental Soldiers to fight in the Brigade CSMs across the United States identifying potential instructors to join Revolutionary War. Occurrences of in- Army Recruiting Command (USAREC) our cadre of professionals is essential to centives being offered for re-enlistment and the Army at-large. Recommenda- our mission to provide training and edu- were recorded as Continental Army tions from these leaders help to identi- cation that enable world-class recruiting leaders were trying to survive enormous fy personnel suited for the prestigious and retention operations. Quality in- attrition due to the brutal winter at Val- assignment as an RRS Instructor. The structors create quality Soldiers, which ley Forge.

Today, recruiting quality candidates and retaining quality Soldiers for our Army remain essential to building and sustain- ing our Army. Accordingly, training for such a responsibility is paramount. The Army consolidated recruiting and reten- tion training with the formulation of the Recruiting and Retention School in Jan- uary 1983.

The Army’s Recruiting and Retention School (RRS) has the great responsibil- ity of producing Soldiers to accomplish our Army’s essential Recruiting and Retention mission. Therefore, scouting and recruiting for RRS instructors is as important as recruiting for our Army. Soldiers selected for the assignment of instructing and training the future re- cruiting and retention force of the Army must be exceptional, the best of the best, and demonstrate the requisite character, competence. The US Army Recruiting and Retention School graduates its latest class for the Army Recruiter The process of scouting for these Sol- third line of effort is a combination of Course (ARC) and the Recruiting Center diers is a collective effort along three USAREC G-1 records screening and Commander Course (RCCC) on April 11, 2014 at Fort Jackson, SC. lines of effort. We informally screen Soldier-initiated volunteering. Once “via observation” for potential instruc- Soldiers are identified as potential in- tor candidates when Soldiers attend RRS structors they then must go through the in-turn creates a quality Army. courses. The cadre at the Non-Commis- formal screening and selection process. sioned Officers Academy (NCOA) also If you desire an assignment at the Ar- informally screens 79R / 79S Senior The Army’s Recruiting and Retention my’s premiere training and learning in- Leader Course Students. This informal School has the responsibility of provid- stitution, the RRS, please contact us at screening is our first line of effort. The ing the Army with outstanding Soldiers. 803-751-8750.

1775 | Summer I 2014 17 The Recruiting and Retention School Continues Improving Under Army Learning Model 2015

by SGM James Nicolai and SGM Tony Conyers rmy leadership mandated a change Soldiers are accessed until the time they critical recruiting and retention functions. Ato the Army Learning Model (ALM) retire or separate from the Army. It makes Students are evaluated using a rubric in- to be implemented by 2015, but the RRS clear that the responsibility for developing stead of the legacy method of written pushed far ahead of conversion sched- Soldiers in this learning continuum is a examinations. This tool enables students ules to implement the initiative across all shared responsibility among the institu- to see their own capabilities so they can courses. Since jumping on the ALM 2015 tional schoolhouse, tactical units, and the apply self development to practice best train in 2010, the Recruiting and Reten- individuals themselves,” in the foreword performance techniques to overcome their tion School (RRS) significantly improved of TRADOC Pam 525-8-2. deficiencies. the educational experience it provides by There was a need for a new learning applying a previously unused asset, the students themselves. As the school con- tinues the implementation of ALM 2015, the RRS finds new ways to leverage tech- nology to provide engaging, relevant and rigorous learning while ensuring a bal- anced mix of live, virtual, constructive, and gaming learning opportunities. The first courses that underwent major revi- sion were the Army Recruiter Course (ARC) and the Recruiting Center Com- mander Course (RCCC) in FY 2011. The Retention Department soon followed and became fully engaged with ALM by trans- forming the 79S Primary MOS producing Career Counselor Course (CCC). In addition to institutional classroom training Army Learning Model 2015 called for model to build the 21st Century Soldier at Fort Jackson, the US Army Recruiting and dramatic changes to traditional train- competencies allowing learners to col- Retention School conducts Mobile Retention ing methods. All course curriculum and laborate, while the facilitator ensured the Training like this training conducted for 70 Arctic classroom layouts underwent major over- class arrived at a pre-determined destina- Warrior NCOs at Fort Richardson, Alaska. hauls. Dress-right-dress style desks and tion based on doctrine, past operational Students are broken down further into chairs in rows became pods. Instructors experiences, problem solving abilities, small 3-5 person groups for live fire sce- became facilitators. Students became critical thinking and teamwork. In order narios. The RRS leaders discovered that learners. Large groups became small to build a solid foundation in recruiting the small group “pods” allow learners to groups. Stove piped courses were verti- and retention, both the ARC and CCC practice on critical tasks before they are cally integrated. GEN Martin Dempsey, courses begin with a few weeks of tradi- evaluated on performance hurdles. Addi- the TRADOC Commander at the time, tional large group instruction before the tionally, this methodology provides more stated, “The Army Learning Concept students break down into small groups time for injecting various obstacles into 2015 is an important component of our where the ALM is utilized. Power Point scenarios so students improve their adap- effort to drive change through a campaign presentations become fewer and learners tive thinking and problem solving skills of learning. It describes the learning envi- take more ownership of their training. related to recruiting and retention tasks. ronment we envision in 2015. It seeks to Students evaluate one another through GEN and Mrs. Cone, from the TRADOC improve our learning model by leveraging hands on live fire exercises and critique Command senior leadership team, visited technology without sacrificing standards each others’ progress and the application RRS in August 2012, and LTG Halverson, so we can provide credible, rigorous, and of what they’ve learned. While the stand- TRADOC DCG, who recently visited relevant training and education for our ards for the course remain generally the RRS in January 2014, were all integrated force of combat seasoned Soldiers and same, many evaluations were changed to into the recruiting training scenarios in leaders. It argues that we must establish provide the student a better assessment center operations as role players. This op- a continuum of learning from the time of his / her strengths and weaknesses in portunity provided both the students and

18 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com the TRADOC leadership with a chance to tion between the ARC and the RCCC. gether in peer study groups prior to some see ALM 2015 in action. While some of classes to discuss the read-ahead assign- the classrooms executing recruiting center All Retention related courses at the RRS ments.” SSG Kimberlee Cortner, a Career operations appear to have a chaotic atmos- are fully operable under the ALM for- Counselor Course graduate, says ALM is, phere, the learning provides a realistic rep- mat, including the 79S Senior Leaders “beneficial because your peers talk to you lication of the operational recruiting envi- Course. As the Career Counselor Course on your level, having just learned the in- ronments and builds an NCO ready for the was redesigned to meet ALM guidelines, formation themselves. While instructors challenges in the Army of 2020. the changeover was slow and methodical. do the best they can, it’s sometimes easi- There were several learning points along er to understand when you get input from Another advantage of ALM 2015 is that the way, but positive feedback was almost somebody on your level, like a peer or it allows students to make mistakes in a immediate. CCC students adapted quick- fellow student.” SSG Kevin Murphy, an- controlled environment, which should ly and exhibited an appreciation for the other recent course graduate, added, “The lead to fewer mistakes when performing new style. “We were concerned students biggest thing about peer to peer is getting their duties in the real world. SFC Chris- would be too easy in evaluating one anoth- different input from fellow students. You topher Gardner, Chief Instructor of the er, but we found that was not true,” said get different perspectives to different sce- RRS Retention Department said, “While SFC Tobey Whitney, Training Developer narios and different thought processes. we used to think students graduate know- for all Retention course material. He con- Instead of getting the input from one or a ing about 30-40 percent of what they need tinued, “If anything, we discovered they few instructors, you get input from a vari- as a Career Counselor, we believe contin- were very critical of one another, as they ety of different standpoints.” ued tweaking through ALM will allow us knew they would have to prove their profi- to get closer to 60 percent.” SFC George ciency during formal evaluations.” Part of the Recruiting and Retention Smith, an ARC instructor, agreed. “There School Commandant’s vision is for his are possibilities through ALM that we hav- The transition did not occur without chal- team to be a group of well trained, dis- en’t even begun to discover,” he said. “We lenges. Several facilitators were resistant ciplined and values based professionals. already know our graduating students are to the new ways of training and had diffi- RRS personnel have exhibited all of those better prepared through ALM 2015 than culty letting students work out their own characteristics as they’ve left traditional they were under previous models, but we solutions. That thought went against their training methods behind. The school will will still work to improve ways in which learned habits of always showing the class continue to grow and learn to improve on we facilitate learning.” how to find answers. However, when a their current version of ALM 2015. Not large number of positive comments about all schools will have the same experienc- Along with the ARC, the four-week Re- ALM came in by way of course after ac- es as they convert their training, and it’s cruiting Center Commander Course tion reviews, the resistance dwindled. possible no two schools will convert their (RCCC) format was transformed so a Today, newer RRS facilitators only know courses in the same way. The RRS has ap- portion of the course is vertically aligned the ALM style of teaching, and create an plied the model to fit their training goals with the ARC Weeks 6 and 7, and creates environment that allows students to find with an eye on the Army of 2020. While a multi-echeloned educational experience. their own solutions and solve problems there is a pre-determined destination for RRS then worked in realistic scenarios with their peers. In short, they instruct less all the courses in the RRS, there is no where future recruiters in the ARC would and facilitate more. Some facilitators who pre-determined route to implementation engage with students training to become have taught under both styles feel that these of the Army Learning Model 2015. recruiting Center Commanders. The RRS courses forge more synergy in the Recruit- implemented 390 real world scenarios into ing environment. SFC Jason Hawkins, an The US Army Recruiting and Retention School various courses into the multi-echeloned ARC instructor, says that “One way ALM conducts its Mobile Reserve Component training weeks to eliminate some segrega- is a positive is that students tend to get to- Transition NCO Course at Fort Bragg, NC.

1775 | Summer I 2014 19 Leadership within US Army Recruiting Command

By SFC Jeff White

DP 6-22, Chapter 1 defines So what am I really talking about? happen. There are times when Aan Army Leader as anyone Take another look at the defini- we cannot give our subordinates who by virtue of an assumed role tion of leadership. You’ll notice all of the facts and there are oc- or assigned responsibility in- that nowhere does it refer to “Sol- casions when time simply does spires and influences people to diers” instead the Army uses the not permit us the opportunity to accomplish organizational goals. word “People.” That might seem inspire and motivate our troops. Army leaders motivate people like a relatively small distinction, When we find ourselves in those both inside and outside the chain but when you are discussing the situations we rely upon the mili- of command to pursue actions, leadership differences between tary authority that our grade and focus thinking, and shape deci- the conventional Army and Re- sions for the greater good of the cruiting Command that small dis- Aspiring for Leadership. SGT David Juarez, a Tucson Company Recruiter, tells his Army story organization. tinction becomes a big difference. to Sunnyside High School students during a leadership seminar. Throughout my career in the United States Army I have been fortunate enough to assume sev- eral of these leadership roles but by far my most challenging role as a leader did not take place during a deployment as many might assume, but rather as a recruiter with US Army Recruit- ing Command (USAREC). I’m sure several of you are reading this and thinking to yourselves, “Whatever.” I will admit that on the surface my statement does sound bold, after all many of First, let me say that I truly be- or position gives us. In those you are seasoned veterans with lieve the United States Army has times many of us (myself includ- four or five deployments to com- the best leadership in the world. ed) tend to replace “Army Lead- bat zones. So how in the world Our leaders, at all levels do their ership” with “Nike Leadership” could anyone ever say that being very best to inspire, influence and and will tell our Soldiers to, “Just a leader in Recruiting Command motivate their subordinates to do it.” was more challenging? That’s a pursue action and accomplish the fair question and if what we were mission and I believe our lead- This is where the leadership chal- talking about was simply leading ers do all of this with the greater lenge of Recruiting Command “Soldiers” in combat versus lead- good of the organization in mind. comes into play. Soldiers have all ing them within Recruiting Com- Unfortunately, we all know from sworn an oath to obey the orders mand I would completely agree. past experiences that despite our of the officers appointed over best efforts this does not always them and because of that, if MAJ

20 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Jones tells SFC White to do some- Soldiers. We will teach you how ments in much greater detail than thing I am going to do it whether to overcome obstacles when they in almost any other command in MAJ Jones inspired me or not. In present themselves, but unlike the Army. USAREC requires and Recruiting Command, you do not the obstacles that you may have over time develops NCOs of high have the benefit of grade or posi- encountered during your last de- character, with the Army Values / tion because you will be leading ployment, such as a road that Warrior Ethos, who serve as Role civilians, high school students, needed to be cleared of IEDs, the Models for the Army in our com- college students and young adults obstacles that you will encoun- munities. Our NCOs are expert most of whom are between the ter in recruiting will be more of communicators; resilient, critical ages of 17 and 24 and don’t know an emotional nature but can be thinkers; and unparalleled small the difference between a Staff every bit as difficult to uncover. unit leaders. Sergeant and a Major General. We will teach you how to earn the Because of this recruiters have to trust and respect of your commu- So will a tour of duty in Recruit- rely on their ability to lead. Tell- nity, how to connect with them on ing Command make you a better ing a civilian that he or she has a level that allows you to truly in- leader? I don’t know. But I do to be in your office at 1400 sim- spire and motivate them without know that it will give you a dif- ply does not work. They need to the benefit of grade of position. ferent perspective on leadership know why they are required to be Engendering a true commitment and challenge you in ways that there and why they should take from someone takes time to learn you never thought possible. It time away from their friends and and years to master, but from the will also give you a new skill set family to come see you? The bot- time you arrive at the ARC, we that you can bring back to the tom line is that if you, as a leader, will give you the tools needed to conventional Army to help you cannot provide them with a rea- master the process. lead some of the very Soldiers son or benefit that motivates and you helped enlist and that is priv- inspires them to come see you The leadership challenges and ilege that only a handful of lead- they probably won’t. rewards in USAREC, at every ers ever get to experience. To level, are truly unique. In many find out if you have what it takes I’m sure many of you are thinking cases our leaders lead a station to help us shape tomorrow Army to yourself, how hard can it be? or company that is geographical- please visit our website at http:// But when you consider that you ly dispersed from the “flagpole”, www.usarec.army.mil/hq/recruit- will be faced with the challenge not unlike being on a COP far er/index.aspx. of getting young men and woman away from your company / bat- to agree to leave their friends and talion leadership on a FOB in family along with everything else theater. Just as leaders in theater that is familiar to them in order interact with and influence trib- to attend Basic Combat Train- al elders, mayors, and communi- ing (BCT) where they will get to ty leaders, our USAREC leaders shave their head, dress in nothing are interacting with and influenc- but green, wake up at 0500 and ing recruits, parents, and school spend most of the day being told and community leaders. Station where to be, when to be there, and Commanders lead and task or- what to do when they get there, ganize their recruiters and future you begin to understand the chal- Soldiers. First Sergeants lead lenges involved with recruiting several geographically dispersed and the need for the extensive centers and have the simultane- hands on training you will re- ous and additional responsibil- ceive. From the time you report ity to teach, mentor, and coach to the Army Recruiting Course their subordinate NCOs, as well (ARC), we will train you on dif- as advise and assist the compa- ferent techniques for leading and ny commander with his / her AR influencing Soldiers and future 600-20 and AR 350-1 require-

1775 | Summer I 2014 21 30 minutes when SGM (Ret) Moran thing is establishing a reputation of accompanies her, but she also knows being truthful,” said SGM (Ret) Moran. how much it means to him to promote “When people trust you they will send the benefits of the Army and speak to friends and family to talk to you. Once Soldiers who enlisted under his guidance. people trust you they will follow your recommendations for the Army.” “SGM Over the years many people have trusted Moran is the kind of person that you the guidance of SGM (Ret) Moran. He would want him to teach your kids,” said has enlisted everyone he can including Edwin MacDonald Director, Operations SGM (Ret) Ray Moran friends and family, who he is quick to Sustainment at Camber Corporation. the mention “all still love me.” However, “His character, ethics, and morals are “Old Soldier” when asked how many people he has something that you only read about, By Jonathan Agee recruited, he said he has lost track over but when you’re with him you know in time. “I would have to say over 1,000. minutes this is who they wrote the book ld Soldiers never die, they just It is just something I never kept a list after.” retire at a very mature age and then O of ... I just call them the Old Soldier’s continue to work for free. At 84 years Brigade.” His friends and colleagues During an Army birthday celebration old and after 61 years in recruiting – part call him the “Old Soldier,” a moniker he held June 14, 2013, in Camden Yards, of it on active duty and the other part as a earned in Vietnam nearly 40 years ago, SGM (Ret) Moran was honored for his civilian, SGM Raymond Moran did just and although his age may justify the title, service during an Orioles game. As that. In the face of looming budget cuts his attitude is anything but old. “He has usual, wherever he goes, members of in July 2012 he retired again, this time as a lot of enthusiasm and he is definitely the Old Soldier’s Brigade were scattered a civilian – well – sort of. passionate about the Army,” said LTC throughout the crowd, and SGM (Ret) Gary W. Sheftick, who joined the Army Moran was smiling. So why after more The whole truth is, SGM (Ret) Moran due to the efforts of SGM (Ret) Moran. than 60 years does SGM (Ret) Moran decided to relinquish his computer and “In 60 years he has never lost that passion. continue to recruit on, even if it’s on a pay to younger talent, but got to keep He is hard working and believes in what volunteer basis. Because he said he “just his phone and the office he’d occupied he does, and what he does is help young never thought of retiring. “It’s just not for 35 years. “I told them, I’ll be here people become Soldiers. He helped me something I think about. I enjoy what I tomorrow at 6 am in the morning, ‘And reach my potential and become an Army am doing, and I enjoy who I work with. they said welcome volunteer,’” said officer. I have never seen him in a bad You will not find better people to work SGM (Ret) Moran. Now 85, Moran mood. He is always jovial. He always with. For me, it’s a great sense of pride. continues to come into his Baltimore seems enthused about what he is doing. I do it for God, country and USAREC.” Battalion office every morning by 6:30 “He cares about Soldiers, people, the a.m. and stays until around noon, helping Army, and America. He has a deep out the recruiters any way he can. “I’ve passion that drives him. He seems to been a recruiter all my life and I just love SGM (Ret) Ray Moran is honored on June 14, genuinely care about the young men and 2013 at a Baltimore Orioles game at Camden it,” said SGM (Ret) Moran. “This is not women he is helping become Soldiers.” Yards. From left to right is COL (Ret) Douglas work for me, it’s a labor of love. And I do C. Dillard, a WWII vet with the 82nd Airborne it for God, country and USAREC.” Division and currently the President of Veterans According to SGM (Ret) Moran, getting of the Battle of the Bulge, Inc; COL (Ret) Bert out and talking to people is one of the An article published in the January 2010 Rice, a Vietnam vet and currently a federal main tools of a recruiter, but not the most employee a Fort Meade, and SGM (Ret) Ray issue of the Recruiter Journal referred important one. “The most important Moran, the “Old Soldier”. Photo by Mark Rickert. to how the then 80 year old was having difficulty getting around - not because of any physical impairments, but rather because during his decades of recruiting, SGM (Ret) Moran had gotten to know everyone, everywhere. “I hate to take him shopping with me,” said Barbara, SGM (Ret) Moran’s wife. “He says he will push the basket, but then I have to look for him all over the store because he is talking to friends. And that does not just happen in the commissary. Every place we go he has enlisted someone, or someone from their family, and they recognize him and they get into conversations.” Barbara says that an average trip to the store is increased by

22 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com FORSCOM Names Top Career Counselors for 2013

By Jim Hinnant, FORSCOM Public Affairs

ORT BRAGG, N.C. -- Two noncom- opportunity to interact with folks just it to the finals. Fmissioned officers were named the like you who are doing the same work as best Career Counselors in the Army’s you.” “The fact that you noncommissioned of- largest command during a ceremony at ficers -- from both components -- came Marshall Hall, in the Fall of 2013. The other competitors and major organi- forward to represent your organizations zations they represented were: already makes you the cream of the SSG Jason C. Boyd, 3rd Battalion, 319th crop,” said CSM Greca. “Listen -- you’re Airborne Field Artillery Regiment, 82nd 99SFC Todd D. Schultheiss, Headquar- The FORSCOM Career Counselor of the Year Airborne Division, XVIII Airborne ters, I Corps for 2013 was awarded by the FORSCOM G1 at Corps, and SFC Craig A. Nabors, Head- 99SSG Sebern K. Huntsman, 4th Bri- Marshall Hall, Fort Bragg, NC. From left to right: quarters Support Company, Headquarters gade Combat Team, 1st Armored Di- BG (now MG) Barrye L. Price, FORSCOM G1; and Headquarters Battalion, XVIII Air- vision, III Corps SSG Jason C. Boyd, Active Component Career Counselor of the Year; SFC Craig A. Nabors, Re- borne Corps, were named the 2013 US 99SFC Christie R. Holloway, 48th serve Component Career Counselor of the Year; Army Forces Command (FORSCOM) and CSM Christopher K. Greca, FOSCOM CSM. Active and Reserve Component Career Counselors of the Year, respectively.

“What you do in your day-to-day jobs is to help our treasure -- our Soldiers -- de- fine their goals and achieve those goals, and their hopes, dreams and aspirations,” said BG (now MG) Barrye L. Price, the FORSCOM Deputy Chief of Staff, G1, and host of the ceremony. “You do a phe- nomenal work for our service, and these are some difficult times, and I thank you all for being great ambassadors for our Army,” BG Price stated.

The two-day Career Counselor competi- tion, began with an early morning Army Physical Fitness Test, included a written examination and an individual appear- ance before a panel of Retention Ser- geants Major from across FORSCOM where the seven competitors were grilled on professional knowledge. Chemical Brigade, 20th Support role models, and as we shape the Army Command and the Active and Reserve Components, For the candidates, who had qualified 99SSG Carol A. Edmisten, 4th Brigade the Army of the future largely depends on for the FORSCOM final by winning at Combat Team, 4th Infantry Division, men and women like you.” Corps and Functional Command com- III Corps petitions, this was also an opportunity to 99SSG Nelia L. Chappell, , 159th Avi- SFC Nabors, a member of the Active interact with the best of the best in their ation Regiment, 101st Airborne Divi- Guard Reserve Program, and SSG Boyd chosen specialty and take “best practic- sion (Air Assault) will now go on to represent FORSCOM es” back to their units, said BG Price. at an Army-wide Career Counselor com- CSM Christopher Greca, FORSCOM’s petition against winners from across the “Share with others what your experience top enlisted Soldier, was also present at Continental United States and overseas. has been,” BG Price said. “This just isn’t the ceremony and paid tribute to the as- about competition; it’s an opportunity to sembled Career Counselors for having For more information, visit us.army.mil/ interact with senior leaders and another endured a series of challenges in making forscom or www.facebook.com/forscom

1775 | Summer I 2014 23 SECTIONAround the CorpsIII

24 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com GEN RAY ODIERNO found within our Sustainment Brigades On June 25, 2013, Chief of Staff instead, but enhancing other capabil- of the Army GEN Ray Odierno an- ities like transportation and mainte- nounced that the Army will reduce nance aspects. its number of brigade combat teams The ‘Human Impact’. With such a from 45 to 33 during a press con- significant change in both force num- ference at the Pentagon in Arlington, bers and structure, there comes with VA. GEN Odierno also told reporters it a very real toll on the Soldiers we the Army will shrink its Active Compo- serve. The ‘close to home’ impact to nent end strength by 14 percent, or our branch is a reduction in key devel- 80,000 soldiers, to 490,000, from a opment positions at both the Battalion wartime high of 570,000. DoD photo and Brigade level. Ten less BCTs trans- by Erin A. Kirk-Cuomo. lates to ten less Brigade S1 positions or Brigade NCOIC positions, and at least sixty less Battalion S1/S1 NCOIC posi- tions. With the transition of the BSTB to a BEB, there are now less Branch The Immaterial CSL Select Commands and Command Sergeant Major positions By CPT Angela N. Chipman, that could have been held by AG of- Restructuring FORSCOM G1 Strength Manager ficers and NCOs. Such a streamlined structure creates less opportunity to distinguish ourselves in those positions OF THE ARMY that are used to help determine the mer- its of an AG officer, which will become ecently the Chief of Staff, 993/1 AD at Fort Bliss, TX apparent when we as an AG Branch United States Army approved 992/3 ID at Fort Stewart, GA compete for CSL selection at the level of LTC and higher. the force reduction plan tak- 994/1 ID at Fort Riley, KS ing us to 490K Soldiers by Conversions: In the movement of Soldiers, installa- Rthe end of FY 15. The most obvious 9 1/4 ID from an Armor BCT to a 9 tions will have the opportunity to cross question that comes to mind with such a Stryker BCT level personnel where they are need- reduction is ‘How does this affect me?’ As discussed in the same article, MG ed, which will allow for stabilization as it relates to the position I hold? The John M. Murray, Director of Force of certain Soldiers and their Families, answer to that question requires you, the Management with Army G-3/5/7, said but in some locations, there will not Adjutant General professional, to edu- the Army will convert Brigade Sup- be enough force structure to facili- cate yourself on what exactly the BCT port Troops Battalion (BSTB) within tate keeping all personnel in the same Restructuring requirement is and the remaining BCTs into Brigade Engi- location. Most importantly, with the role we will all play in making it suc- neering Battalions (BEBs). The type reduction in force structure, there will cessful. It’s a big process and we are on of BCT structure will dictate the type be some good Soldiers that are going the front lines in making it happen at all of change within each unit but, in gen- to be asked to leave the U.S. Army be- levels and echelons. eral, the Battalion Headquarters will be cause there will be no need to retain manned as an Engineer Battalion and their occupational specialty at the level What It Looks Like. Here is a quick the current Engineer Company will we’ve seen for the past few years. Each overview of the Army’s current plan, deactivate, being replaced by two En- situation has the potential to signifi- released in June 2013, that was recent- gineer Companies with an enhanced cantly impact Soldiers, their Families, ly condensed from a four year to a two capability that will include Horizon- and their way of life and we must be year timeline and includes the follow- tal, Vertical, and Combat Engineer understanding of the significance of ing: assets which MG Murray was further these events at all levels of leadership Inactivations: quoted as saying, “BCTs will get ad- and extend assistance where necessary 994/2 ID at Joint Base Lewis McChord ditional gap-crossing capability, and to support our troops who have served 993/10 Mountain at Fort Drum, NY route-clearance capability.” Addition- honorably. 99 4/1 Cavalry Division at Fort Hood, TX ally, Brigade Support Battalions (BSB) 9 will change in structure, eliminating 94/82 Airborne at Fort Bragg, NC The Way Forward. So where do we go certain capabilities within that organ- 993/1 ID at Fort Knox, KY from here now that we’ve identified the 994/101 AASLT at Fort Campbell, KY ization, moving them to the Combat 992/4 ID at , CO Service Support Battalions (CSSB) continued on page 26

1775 | Summer I 2014 25 continued from page 25 In many respects, we may not be as stand the HR impacts will better enable mission in front of us? In reality, the plugged in with the logistical or oper- them to communicate options that may level of success the organization will ational aspects of our unit which could be available to their troops. As an AG achieve during this BCT restructuring desynchronize efforts very quickly if Soldier or HR Professional you play a requirement hinges on how well we we aren’t actively engaging our staff / vital role in this process and it is you perform in the personnel and logistics directorate counterparts to ensure that that holds the key in the unit’s ability arena. Bottom Line – You as an AG Sol- everyone shares the same common op- to set the organization up for success dier or HR Professional will play some erating picture. regardless of what its future holds. of the most significant roles throughout this process and how well you do will Understanding the changes coming Parting Thoughts. For the AG Corps, directly impact the outcome at the ab- to your organization and being able the upcoming challenge facing the en- solute highest levels. to discuss those changes with your tire Army as it restructures is one that leadership will also become a critical will not succeed unless each of you There has never been a more impor- component for Commanders to fully joins in executing what will literally tant time to ensure Soldier updates and understand capabilities they are losing be one of the most significant events to records accuracy are captured in the or gaining within their structures. You occur in your military career. Your ef- Army HR systems we use (e.g., eMIL- will be able to provide an analysis, by forts are essential to ensuring the Army PO, TOPMIS, EDAS, iPERMS, etc.). the numbers, to show organizational maintains a high state of personnel Corps, Division, and MSE G1s are leadership the impacts of this process. readiness during the restructuring tran- working to identify Soldiers with med- You will control the strength of these sition. You will set the course for ex- ical, legal, or administrative issues that units by communicating across your in- ceptional success. I thank you for your would hinder that Soldier from PCSing stallation to utilize Soldiers already on service and your commitment to the to a new location. You have the capac- site who will fit your structural chang- betterment of our Army and our Corps. ity to capture the reality with Soldiers es. Just as BCTs are closing down, so It is an honor to serve with each of you. at the lowest levels and feed the infor- are separate Battalions and Companies mation through necessary channels to that hold within them a diverse popula- aid in this process. We need to be vigi- tion of Soldiers needing a new unit to lant in our efforts to retain our absolute serve. best, our physically capable, our strong leaders, and the hard working Soldiers Finally, reach out to fellow leaders in who make it all happen for those com- other branches within your unit in the manders on the ground. Our systems, planning process, to help them un- and the updates we provide, are the derstand the full HR impacts of these vital link needed to ensure our com- changes. This will bring the entire As the Army draws down, it’s important for Sol- manders can make informed decisions team, all Army leaders, into a position diers to keep their records up-to-date and ac- that will pave the way ahead in how we where we are able to more positively curate. Per guidance from Human Resources transition our Army. impact our Soldiers throughout this Command, Soldier issues like promotions and transition. Helping leadership under- retention could be adversely affected if person- nel records are inaccurate or not kept up to date. Next, conducting the appropriate level of planning necessary to transition or close an organization will be increas- ingly important as we move forward. As a Brigade or Battalion S1, we con- duct business every day in both garri- son and deployed environments. We have become increasingly effective in the HR technical aspects of our job. However, we are now asking the field to focus on closing down or starting up operations from the ground level. Be- ing able to look at what goes into the day to day operations in order to en- sure important steps aren’t missed in the closing of units and the opening of others may not necessarily come as second nature to our young officers and NCOs fresh out of their basic courses.

26 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Adjutant General’s Corps Challenges in Human Resources Approaching the Year 2020

By CW3 Kymila. K. Cheese

he world is constantly changing. introduced the concept of “human re- closer towards the year 2020, what are TThe business world has become sources” and just like all other resourc- some of the challenges the AG Corps faster, volatile and more complex. The es, human resources must be managed will face? This article will briefly dis- Army continues to deal with persistent (Marciano 1995). According to the cuss two challenges the AG Corps will conflicts around the globe. Addition- Society of Human Resources Manage- face approaching the year 2020: (1) ally, the workforce demographics have ment (SHRM), HRM is the design of knowledge management, and (2) devel- shifted to a more diverse workforce, and formal systems in an organization that oping the next generation of HR lead- human resources management (HRM) ensure the effective and efficient use of ers. is more complex. HRM has evolved human capital to accomplish organiza- over the past years. Peter F. Drucker tional goals (www.SHRM.org). One of the significant challenges the coined the term “human resources” in AG Corps and the Army face is knowl- his seminal work The Practice Manage- How will the workforce and HR look edge management. What is knowledge ment (Marciano 1995). Peter Drucker in the year 2020? In past years, HR management and how does it affects wrote The Practice Management in functions in organizations have been HR. Knowledge management is or- 1954 and presented three broad mana- traditional administrative and clerical ganizational knowledge and the pro- gerial functions: (1) managing the busi- roles. Recently, there has been a shift cess of transferring the knowledge, so ness, (2) managing other managers, and in the HR paradigm from traditional the right information gets to the right (3) managing workers and work. Peter administrative and clerical functions to people at the right time (Robbins and Drucker, management guru, facilitated becoming a strategic partner. Because Judge 2009). Knowledge is an intan- the discussion of the management of of global demands, the role of HR pro- gible asset that resides in the most pre- workers and fessionals is changing in the business cious asset of any organization, which work, which world. HR role and functions in the is the human capital. The Soldier is Army have not changed; however, the centerpiece of the Army and is its delivering HR services and sup- human capital. There are two types of port has changed due to persistent knowledge, which are explicit and tac- conflicts and it. Explicit knowledge is formal such a change as textbooks, data, and standard oper- from divi- ating procedures. Examples of explicit sion centric knowledge are Field Manual (FM) 1-0, to brigade Army regulations, HR metrics, and centric. The Milper messages. Tacit knowledge AG Corps is informal, personal, and difficult to is definite- transfer. An example of tacit knowledge Field Manual (FM) 1-0, HR Support, and its ac- ly at the tip is experience based on the progressive companying Army Techniques Publications are examples of explicit knowledge and will remain of the spear level of job assignments and trial and instrumental to AG Soldiers and HR Professionals in the fight. error such as AG warrant officers tacit as the force transitions to Army 2020. FM 1-0 has been revised twice and is pending a new pub- Commanders at all levels understand knowledge. Knowledge management lication date with the Army Publishing Directorate. the value added of AG Soldiers and influences employee performance and ATTP 1-0.01 is currently under revision to ATP 1-0.01, and ATP 1-0.02 will undergo a revision HR Professionals. As the Army moves as well. continued on page 28

1775 | Summer I 2014 27 continued from page 27 sibility the pendulum is swinging back the right Soldier with the knowledge organizational sustainability. to HR services and support prior to and skills to mentor and teach a millen- PSDR, how can the AG Corps ensure nial generation is imperative to sustain Currently, the Army is in the midst of knowledge transfer? the success of the AG Corps. Lastly, a large downsizing. Senior leaders are the AG Corps must continue to use discussing strategies to downsize the First, the AG Corps must continue technology and social media to transfer Army, which will have an impact on to do a great job in capturing lessons knowledge. The AG School has cre- force structure and AG Soldiers and learned. The Soldier Support Institute ated several applications pertaining to HR professionals will have to do more (SSI) Capabilities Development & In- HR courses such as the HR Plans and with less. Additionally, because of tegration Directorate (CDID) captures Operations application and Facebook the downsizing there will be a signifi- lessons learned for garrison or combat. page to ensure knowledge and informa- cant impact in transferring knowledge For example, AG Soldiers forward les- tion flow. The millennial generation is to the next generation of AG Soldiers sons learned from the battlefield to the tech savvy and likes to stay connected that will lead the AG Corps into the SSI CDID and the AG School posts the via social media. The millennial gener- year 2020. The Department of Labor lessons learned on the knowledge man- ation view social media as an extension (DOL) predicts by the year 2020 the agement portal, which is the S1Net. of themselves (Albert and Hernandez workforce will increase to 50% of mil- Secondly, AG career managers at Hu- 2012). As the Army approaches the lennial workers (Meister and Willyerd man Resources Command (HRC) must year 2020, knowledge management 2010). Individuals born between 1977 continue to place the right Soldier at the and technology should be an increasing and 1997 are the millennial generation. right place at the right time. Placing factor in virtual training. As the millennial generation increase in the workforce, the older genera- tions will have a slight decrease, and this will have an impact in transferring knowledge. How does this affect the AG Corps? Many of the younger AG Soldiers entered the Army after Army transformation and modularity, which means the corps has many Soldiers, who entered the Army during or after Personnel Services Delivery Redesign (PSDR). Now that the Army is down- sizing, and most importantly, the pos-

Chief of Staff of the Army, GEN Ray Odierno, writes in ADP 6-22, “Leadership is paramount to our profession. It is integral to our institutional success today and tomorrow. As we transition to meet the challenges of an increasingly complex and uncertain environment, our Army requires in- telligent, competent, physically and mentally tough leaders of character. Decentralized operations require leaders at all levels that understand their environment, learn quickly, make sound decisions, and lead change. Because there are no predeter- mined solutions to problems, Army leaders must adapt their thinking, formations, and employment techniques to the specific situation they face. This requires an adaptable and innovative mind, a will- ingness to accept prudent risk in unfamiliar or rapidly changing situations, and an ability to adjust based on continuous assessment.”

28 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Marques, and 2012). No other gener- a long history of success of providing Developing the next generation of HR ation prior to the millennial generation outstanding HR services and support leaders is another challenge the AG required as much feedback, especially to Soldiers, Family members and com- Corps will face approaching the year when it involves performance man- manders at all levels. Effective knowl- 2020. Leader development is also part agement. For example, the millennial edge management and developing the of talent management. In addition, generation is a digital generation that next generation of HR leaders will help leadership is the cornerstone of the thrives on interaction and is use to con- sustain that success. Army organizational culture, warri- tinuous feedback (Holt et al., 2012, p. or ethos, and values. Leadership and 91). The AG School is doing a great References leader development are core compe- job in professional development of Holt, S., Marques, J., & Way, D. tencies in the Army. Army leaders are AG Soldiers by providing training on (2012). Bracing for the millennial expected to personify the Army lead- the HR core competencies and hands workforce: Looking for ways to in- ership competency model, which is on training with HR systems. The pri- spire generation Y. Journal of Lead- Be-Know-Do (BKD). How are leaders mary objective or purpose of training ership, Accountability, and Ethics, developed? Leader development can is to ensure that all Soldiers have and 9(6), 81-93. Retrieved from http:// come in the form as training in class- maintain the requisite competencies search.proquest.com.library.capella. rooms, coaching, social networking, and muscle memory to perform in their edu/docview/1315153033?accoun- mentoring, feedback and job challeng- roles at work. In addition to training tid=27965. es, and reassignments (McCallum and Soldiers, the AG Corps is deeply con- O’Connell 2009). The AG Corps must cerned about developing Soldiers per- Human resource management (n.d.) do three things to develop the next sonally. Development is more of a Retrieved from Society of Human Re- generation of HR leaders: (1) mentor/ long term and individual focus, where- source Management, www.SHRM. coach/teach, (2) provide feedback, and as, training is more of an organization- org. (3) train and educate. al focus. The AG Proponent is provid- ing an opportunity for AG Soldiers to Marciano, V. M. (1995). The origins Mentoring, coaching, and teaching are obtain the Professional in Human Re- and development of human resource vital to the development of the young- sources (PHR) and Senior Professional management. Academy of Manage- er and millennial generation because in Human Resources (SPHR) certifica- ment Journal, 223. Retrieved from many senior leaders HR leaders have tion. The AG Proponent is also provid- http://search.proquest.com.library. or will transition from the Army within ing an opportunity for AG Soldiers to capella.edu/docview/199804371?ac- the next five years. What this means obtain an Associates Degree in busi- countid=27965. is that leader development affects ness, which includes military experi- knowledge management, which is the ence and classes at Kaplan University. Meister, J. C. & Willyerd, K. (2010). transferring and creating new knowl- The 2020 workplace: How innovative edge. Senior HR leaders at all levels In closing, as the AG Corps approaches companies attract, develop, and keep must continue to mentor, coach, and the year 2020 there are many challeng- tomorrow’s employees today. New teach junior Soldiers. The Army Ca- es Army HR will face. The two prima- York, NY: Harper-Collins Publishers. reer Tracker (ACT) is a great tool that ry challenges are knowledge manage- enhances leader development because ment as far as transferring knowledge Robbins, S. & Judge, T. (2009). Or- it develops the Soldiers both person- and developing the next generation of ganizational Behavior. Upper Saddle ally and professionally. The ACT is a HR leaders. In order to mitigate these River, NJ: Prentice Hall. single source that provides senior HR challenges, the AG Corps must contin- leaders a tool track junior Soldiers ca- ue to do a great job in knowledge man- reers, training, and education. Senior agement and develop new strategies re- HR leaders can use the ACT to recom- garding knowledge management as the mend feedback. Feedback is signifi- way ahead. In addition, the AG Corps cant to developing and shaping a mil- must develop the next generation of HR lennial generation of Soldiers. leaders through training and education initiatives. Soldier that are developed Research has shown that feedback in- both personally and professionally are spires the millennial generation (Holt, assets to the Corps. The AG Corps has

1775 | Summer I 2014 29 HRC Stands Up Cyber Branch

By LTC Chevelle Thomas, Human Resources Command Public Affairs Office

ORT KNOX, KY -- US Army Human stabilization and the ability to gain depth cyber formation who receive an ASI or FResources Command established a into the specialized field,” said LTC Skill Identifier of E4. Awarding of this provisional Cyber Branch on 20 March Candice E. Frost, Operations and Plans ASI is done by Army Cyber Command 2014 to provide career management, Chief of Officer Readiness Division, and is based on the individual Soldier, development and readiness of the OPMD, HRC. LTC Frost added, “As unit and mission. It is not MOS Army’s cyber forces. the Army’s Cyber Center of Excellence dependent. Development of an ASI/SI stands up, the management of movement to identify those who provide support to The establishment of the branch will into and out of the cyber force rests upon cyber is underway,” said LTC Frost. ensure the Army maintains visibility of Army Cyber’s leadership and HRC’s those Soldiers with unique skills and approval.” Factors such as population management, talents and will perform the critical current and future requirements, training functions associated with career This closely aligned relationship will necessities, and growth and maturity management. The new branch will also allow the Cyber or CEM Branch to within the field may also influence provide Soldiers with cyber skills a focal better support a small, highly skilled, cyber assignments. “The personnel point within HRC, said MG Richard P. high demand population in order to requirements are greater than the number Mustion, Commanding General, HRC. maintain personnel readiness in line of people available to fill them,” said with Army priorities, said COL Duke. COL Duke. “Developing a mature force “While there are a significant number of “The process is designed to ensure able to meet all Army requirements will decisions yet to be made on the future of cyber force leadership has visibility take time; many assignments can require the Army cyber force, we must establish an of Soldiers with unique cyber skills technical training and a lot of lead time. element dedicated to the assignment and and mechanisms in place to ensure a Training an individual throughout career management of cyber Soldiers,” stable force capable of executing cyber the entire process from recruiting, said COL Robert E. Duke, Chief of missions,” said LTC Kurt Connell, accessing, entry level training and Operations Support Division, Officer Military Intelligence Enlisted Branch other professional military educational Personnel Management Directorate, Chief, Enlisted Personnel Management objectives to the point of where they HRC. “We will retain enough flexibility Directorate, HRC. “What we don’t want can function within the career field of in our approach at HRC to adjust to to do is create inadvertent turbulence operations is sometimes extensive.” changes as cyber proponency matures in the cyber formation. So, as we and this force evolves to meet mission set the conditions for incoming and For more information about U.S. Army requirements.” COL Duke added, “As outgoing Soldiers, control mechanisms Human Resources Command, visit: the Army develops cyber capability and are collectively agreed upon for each www.hrc.army.mil. establishes a Cyber Electro-Magnetic personnel action or assignment to meet Pictured are American Military Cyber Warriors at (CEM) Branch, HRC remains aligned both the needs of the Soldier and the by providing capable and dedicated Army,” LTC Connell added. US Cyber Command. personnel support to this emerging workforce. We are establishing a A key part of managing the force is Branch that consolidates enlisted, identifying the distinct groups that warrant officer and officer management make up the population in constructing and combines functional or designation the branch. The initial organization focus with an organizational focus.” is established around a set population of military occupational specialties, This is different from traditional branch additional skill identifiers and current management where one branch manages positions held by individuals in officers and an entirely different branch the cyber field. “The CEM branch manages enlisted personnel. The CEM population centers on Functional Area Branch creates a hybrid to consolidate 29, Area of Concentration 29A, MOS and holistically manage the efforts 29E and 290A. Additionally, it supports under one entity for the entire Army individuals with core cyber functions of cyber population. “This will enhance operations, planners, or defenders in a

30 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com DUAL MILITARY COUPLE CASUALTY OPERATIONS

By CPT Kathleen Pulliam del Castill

or the typical Adjutant General ployment back to the US. It is not cov- coordinating all the details. Something Officer, the words “casualty op- ered in doctrine, but my unit knew that I as traumatic as a spouse being killed in erations” bring to mind abstract needed an escort home, as I was in shock action, while the Surviving Spouse is in notions of casualty feeder cards, and unable to think clearly. My unit as- theater, should absolutely require an es- Fsympathy letters, posthumous awards signed my roommate to escort me home cort during travel. and memorial services. For me, an Ad- jutant General Captain, they elicit pain- ful thoughts of losing my husband when we were both deployed in Afghanistan and the resulting administrative compli- cations which made a terrible situation even worse. As a war widow and an AG officer, I have a unique and tragic perspective with regard to casualty op- erations. While it pains me to discuss it sometimes, I think my experience gave me insight into our corps’ “no fail mission,” especially in dealing with the tragic death of a spouse while also be- ing a Soldier. My suggestion is the re- vision of many Army Regulations, and the creation of a dual military Casualty Assistance Officer checklist that covers all the issues that arise when the Surviv- ing Spouse is a service member and not a civilian.

My husband and I were West Point classmates. We deployed to RC East in Afghanistan with our Brigade Combat Team in April of 2011. I was the Bri- gade Support Battalion S1, and my hus- band was an infantry platoon leader in one of the infantry battalions. My hus- 1LT Dimitri Del Castillo (left), 2nd BN, 35th Infantry Regiment, 3rd BCT, ‘ TF Bronco,’ 25th Infantry band was killed by small arms fire three Division, and his wife, CPT (then 1LT) Kathleen Pulliam, pose for a photo on an Afghanistan Forward months into our deployment during a Operating Base. 1LT Del Castillo was killed in action while conducting combat operations in support of brigade level mission; and with that, my Operation Enduring Freedom. life was forever changed.

After he was killed I had to immediately even though there was no established prepare to redeploy. There were dozens procedure for doing so. Overwhelmed He was killed on a Saturday and by of dual military couples deployed within by grief, utterly exhausted from a lack of Monday evening I was home, grateful our brigade, but no specific guidelines sleep, and in a state of mental and emo- to be with my family and in contact were given regarding what to do if one tional fog, it is hard to envision how I with his family. In some ways, though, of the service members dies. The en- could have made it back from Jalalabad the complexity of the situation had just tire process was unorthodox; from how through Bagram, Kuwait, and Germany begun. You do not know how long the I was notified of his death, to my rede- and on to Georgia without my escort body will be held by Mortuary Affairs

1775 | Summer I 2014 31 at Dover Air Force Base - anything the BAH rather than the two that we had to- and require a lot of time, from sorting CAO finds out for you is just an estimate gether. This required me to put numer- through personal effects and planning a - so it is difficult at best to make funeral ous things in storage. I paid for a new funeral, to the retrieval of a W-2 when arrangements. storage unit out of pocket, and ended tax season comes around. This stabi- up spending over $2,800 over the next lization is necessary, if only to create At West Point, where they are normal- year to store my husband’s things. Only some form of consistency for the Sur- ly limited to two funerals a day, making when I was about to PCS did I find out viving Spouse. However, grieving the funeral arrangements becomes a chal- that Blue Bark orders would have cov- death of a spouse takes time too, espe- lenge. It does not seem fair to charge ered this storage. The orders were never cially when the death is unexpected and the grieving spouse leave under these cut following his death because my CAO in the line of duty. circumstances. AR 600-8-10 does not and I did not know why I needed orders include anything about a dual military for my husband’s household goods, as I While grieving and learning to live with death while in combat. AR 600-8-11 was not PCSing anytime soon and I was the sudden and tragic loss of my hus- encompasses compassionate reassign- not going to ship them anywhere. Had band I have had to hurdle many obsta- ments, but discusses nothing about a this (and a thorough explanation of what cles, some of which were unnecessarily temporary reassignment following a Blue Bark orders are), been listed on a caused by policy shortcomings. When a tragedy like this. AR 614-100 cov- Dual Military CAO checklist, I would Soldier loses an active duty spouse, and ers the general reassignment due to a have not had to shoulder this unneces- particularly when they are both deployed spouse’s death, resolvable in less than a sary financial burden. in a combat theater, there are several year when the problem can be alleviated lessons that must be learned and acted only by the officer’s presence in a par- The VA provides fantastic educational on. First, assign an escort to accompany ticular geographic locality and cannot support to Surviving Spouses, but the the Soldier home and keep the escort in be solved through the use of leave. Nei- rules are such that active duty Surviv- place until there has been a proper hand- ther my Brigade S1 nor CAO thought to ing Spouses are prohibited from using over of responsibility to the CAO. Sec- do this because it was not on a checklist, this support. A highly frustrating and ond, change policy so that the Surviving and I was too bereaved with grief so I unfair technicality is that I am unable to Spouse is not charged precious leave did not think about it either. AR 614- use Dependents’ Educational Assistance while going through the casualty pro- 100 also covers sole surviving son or while on active duty; the effect is that I cess. There needs to be time to grieve daughter; why does it cover something am being penalized and denied opportu- as well. One possible solution would be this specific yet it doesn’t cover assign- nities for remaining on active duty. The a period of non-chargeable leave or per- ments after a dual military spouse’s logic seems to be that I can use tuition missive TDY possibly followed by TDY death? A dual military checklist would assistance so I do not need the VA edu- to a local military installation where the encompass the topics below. cational benefit. There are two problems spouse’s family is located. Third, add with this: first, using tuition assistance FSGLI to the process. Fourth, change Everyone in the military knows about incurs an active duty obligation which policy so that Surviving Spouses on the Service Group Life Insurance. What would hinder my leaving active duty if active duty can use the VA educational many do not know about is the Family I chose to do so; second, we have seen benefits while they are still on active Service Group Life Insurance that is from the recent sequestration that tuition duty. Fifth, explain Blue Bark orders taken out on your spouse once you are assistance can quickly be removed as a in the CAO checklist. Finally, create an married. I knew that $5 was taken out benefit. Furthermore, the Dependent’s addendum to the normal CAO checklist of my paycheck monthly, but I did not Educational Assistance is removed if which covers the items the CAO needs know why or what it covered. After my a Surviving Spouse (regardless of em- to know when the Surviving Spouse is husband was killed, I was still automat- ployment status) remarries, and it is pos- also on active duty. ically charged for three more months of sible that many Surviving Spouses who coverage for him because my CAO and are on active duty when they are wid- Sadly, as long as we are at war we will I had not been aware that this needed to owed will be re-married by the time they continue to have service members who be stopped. I also did not receive the leave active duty and therefore never are married to fellow service members insurance settlement at a time when I have a benefit which non-military Sur- die in combat. I wish I did not have the needed it and was entitled to it. The only viving Spouses get regardless of their opinions and this unique perspective reason I found out about this insurance employment status. that I do. My hope is that changes can was from googling what FSGLI was be- be made so that the next dual military cause I continued to see it on my LES. MILPER message 12-373 was released couple that this happens too won’t have This should absolutely be covered on a in November 2012. This MILPER to struggle as much as I did with techni- dual military checklist to prevent the un- message announced the ability for a calities and unnecessary burdens. necessary continuation of coverage once Soldier to request stabilization of up to a spouse has passed away and to ensure 24 months after the loss of a spouse. I timely payment. believe that this is a step in the right di- rection, yet it really does not complete- Following my husband’s death, I had to ly address or solve the problem. The downsize apartments as I only had one intricacies of losing a spouse are deep

32 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Updating and Creating Military and Civilian Education Codes By Mr. Charles Wilson, HRC TAGD Army Continuing Education Division (ACED)

Beginning on 1 August 2011, the Army accredited by one of the regional or na- Services (NACES) must accompany the Continuing Education Division (ACED) tional accrediting agencies recognized request. NACES members can be found assumed the responsibility of overseeing by the US Department of Education at http://www.naces.org. the creation and management of educa- were found to have codes assigned. The tion codes used to document military ZZZZZZ code for ‘Unknown’ will be Military codes will be created on qualify- courses and civilian schools in Soldiers’ eliminated effective 1 May 2014. Many ing resident and distance learning cours- personnel records. A review of the pro- of the institutions with the ZZZZZZ code es. The basic criteria for creation of a cesses used by varying organizations were foreign institutions that require military code are: 1) the course must be within the Army to document this train- more processes and supporting docu- in ATRRS, 2) resident courses must be at ing revealed that potentially thousands mentation for receiving a code than do least 40 hours in length, and 3) distance of military courses in the Army Train- US-based civilian education institutions. learning courses must be at least one ing Requirements and Resources Sys- Since ACED acquired responsibility for hour or greater in length. All requests tem (ATRRS) did not have education oversight of education code processing, must include supporting documentation, codes, or that multiple codes existed for erroneous codes have been removed, and whether it be a transcript or a NACES the same course. The Army G1 and The codes are processed on new qualifying evaluation for a civilian school request, Adjutant General Directorate (TAGD) military courses as they are added into a certificate or ATRRS printout / screen- agreed to establish a single proponent ATRRS. ACED’s collaboration with shot containing the course title, course responsible for ensuring that all military Junior Enlisted Promotions Branch, Field number and phase and date attended for courses in ATRRS were consistently and accurately evaluated for eligibility and processed for education codes in a timely manner. Since ACED is the proponent for assisting Soldiers with continuing their education, ACED was selected to be the proponent for processing all edu- cation codes related to civilian schools as well as for military courses. Prior to ACED being assigned this re- sponsibility, multiple personnel from different directorates within the Army’s Human Resources Command (HRC) and from other Army components submit- ted random requests for education codes whenever a Soldier was preparing a packet for submission to the Promotions Services Division (FSD), Officer Person- a military course. In addition, a memo- Board. There was no centralized review nel Management Directorate (OPMD), randum of request for an education code and approval process in place to ensure Data Management Standards (DMS) and must be generated by an HR Profession- the validity of these requests. In addi- ATRRS has resulted in education codes al, Unit S-1, or Army Education Coun- tion, many new courses were established being more accurate than ever before and selor and submitted to HRC ACED via each year that had never been evaluated Soldiers are getting due education credit email to usarmy.knox.hrc.mbx.tagd-aces- for education codes. This prevented Sol- prior to coming up for promotion. [email protected]. Do not send social diers from getting proper credit for their security numbers with requests. education and training when their records To be eligible for a code, a civilian insti- were going before promotions boards. tution must be accredited, or determined For more information, see MILPER Mes- to be equivalent to an accredited civilian sage 13-291 at https://www.hrc.army.mil/ In the process of analyzing military education institution within the United Milper/13-291. courses in ATRRS, the database required States. Civilian education institutions for all Army training, ACED discovered within the US must be recognized by that over a thousand qualifying courses the US Department of Education or by did not have codes. Conversely, many an accrediting agency recognized by the courses that had codes did not meet the US Department of Education. Accredi- basic qualifying criteria required for a tation status can be found at http://www. code, which improperly allowed the Sol- ope.ed.gov/accreditation and http://www. diers to receive credit. chea.org. Issues with Civilian school codes were If a request is made for a foreign civilian also found within the existing data. In- education institution, an evaluation of the stitutions that had been identified as “di- transcript by a member of the Nation- ploma mills” and schools that were not al Association of Credential Evaluation

1775 | Summer I 2014 33 Strengthening the G1/S1 Relationship By CPT Jade Root

1775 Editor’s Note – The newly revised support. The brigade-centric HR con- Synchronization meetings provide an FM 1-0, HR Support was published on cept is the heart of PSDR, allowing opportunity for HR professionals to 1 April 2014 by the Army Publication brigades to operate independently re- come together, share information, and Directorate. As such, FM 1-0 has been gardless of location. Although PSDR pinpoint current issues across the com- updated, and Army Techniques Publi- offers some improvement to the qual- mand. If Brigade S1s fail to continu- cation (ATP) 1-0.01 is currently under ity and timeliness of direct HR sup- ously keep the Division G1 informed revision to provide increased doctrinal port to commanders and Soldiers, the of HR issues, the G1 cannot accurate- guidance regarding G1/AG operations brigade-centric approach of PSDR pre- ly depict issues and concerns to aid- and the staff relationship with S1s. sents challenges to the vital relationship ing elements such as the Sustainment Although G1/AG & S1 operational between the Division G1 and Brigade Brigade Human Resources Operations changes are coming, the following ar- S1. PSDR provides Brigade S1s with Branch (HROB) and HRC. The Divi- ticle provides good techniques, tactics the ability to coordinate issues direct- sion G1 has a responsibility to ensure and procedures regarding G1/AG & ly with Human Resources Command the proper planning, resourcing, coor- S1 relationships, communications, and (HRC), often leaving the Division G1 dinating, monitoring, execution, and HR information sharing. out of the coordinating process. The synchronization of HR support for all Division G1 must implement measures units, assigned or attached. Synchro- ince 2006, the two primary focuses to remain transparent and preserve the nization meetings provide the Division Sof the Personnel Services Delivery G1/S1 relationship in order to fulfill its G1 with an opportunity to delve into Redesign (PSDR) is to embed critical responsibility to ensure the execution the Brigade S1 footprint and assist in personnel functions in the Brigade S1 and synchronization of HR support. the resourcing and synching of HR sup- and to eliminate the need to unplug port to subordinate Brigades. Overall, personnel services capabilities from a One method to maintaining transpar- synchronization meetings strengthen garrison structure to support wartime ency between the Division G1 and The Adjutant General School provides Brigade S1 deployments. PSDR empowers com- Brigade S1 is to coordinate bi-month- training to AG Soldiers and HR professionals at Fort manders to care for their Soldiers with ly synchronization meetings. Knowl- Jackson, SC. brigade-centric human resources (HR) edge is power in the HR profession.

34 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com the Division G1 and Brigade S1 rela- nications should not only occur via instills pride, resulting in maximum tionship and afford the Division G1 an telephone or e-mail, but the Division effort and efficiency. By promoting opportunity to note discrepancies and G1 should make it a priority to vis- healthy competition, the G1 will play assist the Brigade S1 in an effort to pro- it their subordinate units within their a role in enhancing the quality of HR vide quality HR support. footprint. In an effort to gain better sit- support while increasing the competen- uational awareness regarding Brigade cy of HR professionals. Utilizing a shared portal is another S1 operations, the G1 can establish excellent enabling tool that maintains small HR teams comprised of subject Maintaining transparency between the transparency between the Division matter experts that conduct monthly Division G1 and Brigade S1 is essential G1 and Brigade S1. The transition visits to the Brigade S1 shops. The to the G1’s ability to achieve its overall to a brigade-centric HR support sys- HR teams should have both Officer and responsibility to ensure the execution tem seems to leave the Brigade S1 to Noncommissioned Officer representa- and synchronization of HR support. their own devices when establishing tion in order to represent the total force. Although PSDR presents some chal- standard operating procedures (SOPs). The primary focus of the HR teams is lenges to the G1/S1 relationship, the Despite the brigade-centric approach, to conduct inspections to ensure all Division G1 can implement certain the Division G1 ultimately has the re- Brigades are operating in synch with measures in an effort to counteract the sponsibility to establish HR policy and one another. The team will also focus challenges and achieve mission suc- procedure within its footprint. Specif- on connecting with the Brigade to gain cess. Monthly synchronization meet- ically, they have the responsibility to a better perspective of existing issues ings allow the G1 and Brigade S1s to establish policy and procedure in es- in an effort to improve overall HR op- exchange information and discuss HR sential personnel services (EPS) and erations. In addition to the monthly issues within the command. The use casualty operations. The Division G1 G1 visits, the Brigade S1s can also re- of a shared portal and G1 HR team can utilize the shared portal as a single quest a team of experts from the G1 to allows the G1 to successfully synchro- source for Brigade S1s to view division come to their shops to assist with any nize HR policies and procedures across SOPs. Brigade S1s can reference the detailed HR issues and receive hands the force. Recognition programs pro- division’s HR policies and procedures on training. G1 HR teams provide an mote a healthy sense of competition when shaping their SOP, ensuring that opportunity for the G1 to enhance the and provide the G1 with an opportunity they are operating within the guidelines G1/S1 relationship and directly support to instill pride and motivation amongst of the division. the S1’s ability to provide synchronized the HR community. Collectively, these HR support to Commanders and Sol- measures strengthen the G1/S1 rela- The G1 can also utilize the shared por- diers. tionship and facilitate the G1’s ability tal to implement an awards database. to maximize their effectiveness of HR The awards database would provide the Recognition programs assist in operations in a brigade-centric Army. Brigade S1 with the real time status of strengthening the G1/S1 bond as HR any award that flows through the G1 professionals. The Division G1 could channels for the Division Command- create a recognition program that rec- er’s approval. Offering a single access ognizes the Brigade that has the best to share information, the shared por- HR metrics report quarterly. Recog- tal further strengthens the G1/S1 rela- nition programs present an opportuni- tionship and assists in increasing the ty to show Commanders that the HR effectiveness of HR support in a bri- community is effectively completing gade-centric Army. HR operations and taking care of the force. It also instills a sense of owner- Communication is essential to strength- ship, motivation, and competition with- ening the relationship between the Di- in the HR community to strive for out- vision G1 and Brigade S1. Commu- standing mission success. Competition

1775 | Summer I 2014 35 The Return of HR Metrics By LTC Wayne Pickett, Chief, Senior Leader Training Divison, AG School

ver the last several years of per- By defining a regulatory or locally de- your unit’s readiness and show leaders Osistent conflict, Human Resources fined standard, we as HR Professionals where your unit stands. However, at (HR) Professionals have been focused are able to see indicators of the unit’s times it may be acceptable to have an is- on preparing our Soldiers for the fight. performance. By monitoring HR Met- sue that lowers your rating. The key is We have been in a constant two-meter rics we can address Soldier and readi- to understand the truth behind the data knife fight and succeeded as best as we ness issues early, identify HR trends and and to know the full story behind the could to ensure our Soldiers were ready improve the overall readiness of the unit. Soldiers affecting the numbers. For ex- to deploy. However, we have not fully HR metrics can also assist commanders ample, someone may have a flag longer taken care of our Soldiers as well as we in making critical personnel decisions. than six months due to a legitimate, on- could have. The Army and HRC are going investigation. This displays that now trying to correct the issues that have There are currently 18 base line HR there may be a reason beyond the con- cropped up over time. trol of the commander or you as an HR Professional. It is nec- On 8 March 2013, HRC released essary for commanders and HR the Human Resource Metrics Professionals to embrace and Guide for Commanders. This accept this, because sometimes short, 21-page publication con- things just happen. Command- tains a wealth of information, ers must understand the truth not only for HR Professionals behind the metrics and their but for Commanders as well. meaning, and it is up to us as It assists Commanders and HR HR Professionals to aide in this professionals with understand- process and shows leaders how ing the multitude of tasks and they can improve their units. issues facing Soldier readiness by giving us a common under- Accompanying the 18 base line standing of performance levels. HR metrics are an additional 21 It also provides Commanders a metrics in other areas that direct- list of possible questions to ask ly and indirectly support readi- HR Professionals that directly ness. They cover areas such as relate to our HR Metrics. the Soldiers’ Annual Records Review, Sponsorship, Medical HR Metrics are a way to actively Readiness and Evaluation accu- measure how well a unit is tak- racy. By using and monitoring ing care of its Soldiers. The HR these additional metrics, HR Metrics Guide for Commanders Professionals and commanders states: can correct deficiencies prior to metrics as listed below: an SRP, thus greatly increasing the read- “While the HR metrics were initially However, just because a unit is green in iness of their Soldiers. developed to help in assessing perfor- one area does not mean that they cannot mance at the S1/MPD-level, the true still improve. Let’s say that your unit is With the future implementation of main objective for using HR Metrics is currently at 92% on OER timeliness, IPPS-A, it becomes even more critical to facilitate the timely and accurate up- however all your sister units are at 97%; to ensure that a Soldier’s record and in- dates to Army information systems in compared to your sister units you could formation is current and up-to-date in order to provide commanders with the do better. They may have some tech- our HR systems and databases. In order most accurate information with which niques, tactics and procedures (TTPs) for IPPS-A to work correctly, it is neces- to make assessments and decisions. in place that your unit could incorpo- sary to have current Soldier information Whether serving as performance indica- rate into your S1 shop’s daily routine to already in the current system of record. tors or readiness indicators, HR metrics increase your rating. By sharing good By using the HR metrics, and ensuring give commanders a way of measuring TTPs across units, we can increase the that the Soldier’s personnel record is up- personnel strength, readiness, and the overall readiness of our formations. dated, we not only take care of the Sol- effectiveness of HR support.” dier, their Family and their career, but HR Metrics are also a great way to track we also ensure the smooth transition to

36 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com IPPS-A. commanders and develop action plans units HR metrics. For example, the ac- to correct deficient HR areas. tive Army may use a system much like Coming in the near future, the Human the Army National Guard’s Director’s Resources Operations Center (HROC) Currently pulling all the information for Personnel Readiness Overview (DPRO) will be fielded to Division and Corps HR metrics can be a time consuming system, which provides a dashboard sys- level G1s. The HROC is a seven-per- process. Knowledge of several systems tem focused on HR metrics important to son team focused on several areas. One such as eMILPO, IPERMS, MEDPROS, the ARNG. It provides a bar slider that of their responsibilities is to track unit IWRS and Datastore are needed in order shows real time statuses from green to effectiveness using HR metrics. The to pull the required and pertinent HR red, with the ability to drill down to the HROC draws metrics for all supported information. To assist units in pulling individual Soldier. units and independently evaluates the their respective HR metrics, there is a information to make recommendations “how to” guide posted on AKO, located It should be expected that over time, HR as to areas that need attention. These at: https://www.us.army.mil/suite/fold- metrics will change and adjust based on areas will be based on the Commander’s er/30853557. At this link you will see a input from the field, commanders’ con- priorities. They also provide an annual topic folder with a multitude of instruc- cerns and new HR system implementa- assessment on each Battalion level or- tions to help you begin collecting your tions. However, as the Army continues ganization and the level of HR training HR data. Some personnel will use excel to refine HR metrics, we will have to they may need. When trends are iden- or access for displaying the information. adjust to them and be ready to help our tified, information will be forwarded to However, in the future it’s possible to en- Soldiers and our commanders. the Division/Corps G1/AG to inform vision a system that aides in displaying

Garnering a New Use Finding New Ways to Use DTAS

By CPT Matthew Schleupner

f you have ever deployed as an Bri- unit is essential to the mission and the continued on page 38 Igade or Battalion S1, you know that sustainment of the force. Sometimes, Instructors from the 14th Human Resources Sus- gaining accurate and timely personnel though, trying to positively account for tainment Center (HRSC) provide DTAS training at accountability of Soldiers and / or oth- all service members in your ranks can the annual Silver Scimitar training exercise for de- er service members in your deployed be as difficult as herding cats into a pen. ploying AG Soldiers.

1775 | Summer I 2014 37 continued from page 37 signed to deploy to the Korean Peninsu- were able to grant access to users that Traditional JPERSTAT methods can be la for exercise Key could track Soldiers within our com- challenging with high rates of human er- Resolve / Foal Eagle 2014. During our mand. We used the opportunity to insert ror and the possibility of files being lost 2013 deployment, we used a traditional the DTAS system into our companies make the exchanging of HR information JPERSTAT model, where our assigned and trained their S1 personnel on the use between companies to a battalion tedi- companies would fill in daily personnel of DTAS. Creating larger information ous at best. This article will highlight a numbers on the JPERSTAT and send HR nets and gathering personnel num- new purpose and realm for an old, reli- them up to the Battalion, or Task Force bers from the lowest level created an able system; the Deployed Theater Ac- level, by a certain time daily. Use of a environment where personnel account- countability System (DTAS). JPERSTAT can be fine, but human error ability accuracy was simply not just and files moving throughout cyberspace something preached, but actually acted Traditionally used in the Central Com- always create the risk that information upon. Additionally, these opportunities mand area of operations, DTAS can now can be lost or corrupted. provided a golden training opportunity be used for exercise use and combat op- for young AG Soldiers and NCOs. As erations in the Pacific theater of opera- For the 2014 version of this deployment, combat deployments dwindle and an in- tions. Garnering this use has increased we contacted the Personnel Accountabil- creasing amount of our junior force has the level of personnel accountability ity Branch at HRC to see if they would never experienced combat, these oppor- accuracy within my deployed battalion be interested in using DTAS in the PA- tunities to train on real, active systems and has greatly engendered a climate COM area of operations for an exercise. are priceless. of increased efficiency throughout my We thought they might be interested due deployed S1 section. Going forward, to the drawing down of forces in Af- The synthesizing use of DTAS has al- this shift in use of this system can signal ghanistan and the need to find uses for ways been there, but never before has greater use of the DTAS system, per- DTAS throughout the globe during other the use of DTAS expanded into the haps even the possibility of its use in the operational or combat operations. Find- Asian theater. With Department of De- garrison environment. ing an intrigued ear at HRC, they creat- fense and Army priorities and assets ed a hierarchy for our Battalion, giving shifting to the Asian pivot in US defense Personnel accountability is the “by us MACOM-level access to a live-feed, strategy, finding new ways to repackage name management of the location and hence, a TAPDB accessible system for and use reliable and accurate systems duty status of every person assigned us to use in Korea. like DTAS is truly a new wave to the fu- or attached to a unit. It includes track- ture. The benefits to the Army are tan- ing the movement of personnel as they Although DTAS is used in places like gible and the value added to a deployed arrive at, and depart from, a unit for Fort Irwin (NTC) or Fort Polk (JRTC), S1 section cannot be understated. By duty. For deployed units, this includes these uses are internally-looped, mean- showing these types of expanded uses, maintaining visibility of individuals as ing that they are simply training sys- one can easily see the use of DTAS ex- they enter, transit, and depart theater for tems only. The system set up in Korea panding to named operations and exer- reasons that range” for various reasons. is live, meaning that not only could cises around the globe. Garnering a new Not only is personnel accountability a HRC account for our forces on the use to DTAS, as we all know it, cannot key hallmark of one of the AG Corps’ ground at any given time, our OPCON come soon enough. four core competencies, accurately and TACON command, Special Oper- maintaining correct personnel numbers ations Command-Korea (SOCKOR) as a deployed S1 creates confidence could battle track our Soldiers live as within your command that the Battalion we made adjustments. Additionally, our S1 has a true understanding of Army ADCON parent unit at Joint Base Lew- HR operations. DTAS was established is-McChord (1st Special Forces Group to “provide reliable, timely, and efficient (Airborne)), could monitor our daily accountability for Soldiers, Marines, personnel tracking without the need of Airman, Sailors, DoD Civilians, con- sending one chart, slide, or email. If you tractors and foreign nationals. DTAS have ever dealt with the phone calls and provides this by enabling commanders e-mails from higher headquarters asking at all echelons the ability to track their where your unit’s personnel numbers personnel by name, unit, location, and are at, the use of DTAS solves all these date.” problems effectively and efficiently.

My Battalion (3rd Battalion, 1st Special Since HRC designed us to be the MA- Forces Group (Airborne)) is annually as- COM manager to our DTAS system, we

38 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com The Transformation of Army Transition

By Zan Glover, HRC Army Transition Division

relude – The Army is preparing So- of transitioning Soldiers from active 700 worldwide. ACAP services are Pdiers for life after active duty, with a duty to the civilian work force, and offered at over 71 locations, and the robustly revitalized transition program, they have publically advocated their ACAP Virtual Center provides 24/7 supported by commander involvement commitment to just that. The Army transition services, and one-on-one and Soldier commitment. Transition Assistance Program (TAP) counseling with a live counselor at has transformed from a limited set of anytime from anywhere. The Army has transitioned more than requirements and a menu of optional continued on page 40 148,000 Soldiers from active duty in services, to a comprehensive and intu- 2013. Drawing down our troops and itive program requiring counselor, Sol- The Army Career and Alumni Program (ACAP) streamlining our military operations to dier, and commander interaction. provides transition counseling and job assistance to Military Members, Department of Defense Ci- a leaner and more ready and resilient vilian Employees and Family Members preparing force, has magnified the significance of The Army led the way before the to leave federal service. Available ACAP services preparing Soldiers for transition. The Veterans Opportunity to Work (VOW) and information can also be used by Soldiers to White House, the Department of De- to Hire Heroes Act implemented on make informed decisions regarding reenlistment. fense, the Office of the Secretary of November 21, 2012, and established Services include pre-separation counseling relat- ing to transition services and benefits; job search Defense, the Departments of Labor and the Army Career and Alumni Program training; resume review; a reference library; job Veterans Affairs, Army senior leaders, (ACAP) as its Transition program. fairs; self-assessment tools; job analyzer soft- and many other government agencies Since its inception, ACAP has grown ware; internet access; and referral to service all have a vested interest in the success from 225 counselors and staff to over providers.

1775 | Summer I 2014 39 continued from page 39 Defense set of mandated requirements TAP provide the resources to assist the to prepare Soldiers with the knowledge, Soldier in planning and aligning their In order to consolidate and provide in- resources, and skills needed to achieve military career goals with their civilian creased focus on the importance of its their individual transition goals. All career or education goals, and clos- transition efforts, the Army established Soldiers must meet CRS prior to the ing the gaps between the two while on the Army Transition Division on May transition date on their DD Form 214, active duty. Equally important, com- 8, 2013. Under the leadership of The and commanders must verify they have manders must support this mission by Adjutant General at the US Army Hu- done so. Achieving these standards providing ample time for Soldiers to man Resources Command, and under demonstrates the Soldier is “career participate to take full advantage of the direction of Mr. Walter Herd (Colo- ready.” Career Readiness Standards re- all transition services, programs, and nel, USA retired), the Army Transi- quirements include: counseling sessions. tion Division synchronizes the various transition stakeholders, and leverages 99Preseparation Counseling (DD Medal of Honor Recipient Clinton their capabilities to ensure every eligi- Form 2648/1) Romesha recently stated in his video ble Soldier receives employment skills 99Individual Transition Plan supporting ACAP, “It’s a scary moment enhancement, ACAP services, meets 99VA Benefits Briefings I & II in your life to step into that unknown. VOW and Career Readiness Standards 99VA eBenefits registration and My- Having a very smooth transition-you (CRS), and has the resources to con- HealtheVet registration can’t replace it. ACAP and the Army nect to education and employment op- 99The Department of Labor (DOL) give you one last shot to really take ad- portunities. Employment Workshop – DOL vantage and get a step up on your com- Gold Card petition. You really can’t pass it up.” Several factors have caused the Army 9912 month post service budget to broaden its focus from VOW specific 99Military Occupational Specialties I encourage you to become familiar TAP to an all-inclusive transition plan. (MOS) Crosswalk with completion with transition by visiting www.acap. Soldiers are faced with several con- of Gap Analysis army.mil. Our Soldiers are “Soldiers straints while transitioning from active 99Complete a job application package for Life.” We owe it to them to be in- duty. Factors such as a volatile labor including: a private or federal re- formed, engaged, and supportive in market, identification of transferable sume, references, and two submitted preparing them for the next phase of skills to private sector industry, regu- job applications or a job offer letter their lives. latory compliance constraints, and lack 99Documented continued Military of viable industry-needed credentialing Service opportunity via The Unit- and apprenticeship programs, are now ed States Army Reserve (USAR) addressed through integration into the or Army Reserve National Guard human resource life cycle function of (ARNG) – only applies to Active transition. Component Soldiers 99Complete an individual assessment The Army is responding to these chal- tool lenges by: cultivating the potential op- 99Capstone event with DD Form 2958 portunities to obtain civilian credentials 99Education and Technical Track (In and licensing required for high-growth, accordance with your Individual high-demand occupations; synchroniz- Transition Plan) ing the Army’s multiple programs of • Assessment to identify apti- employment outreach; creating face- tudes, interest, strengths, and to-face programs, on the job training, skills and job shadowing programs, as well • Comparison of academic or as developing online tools to assist in training institution of choice connecting Soldiers to prospective em- • College, university, or techni- ployers. cal training application or ac- ceptance letter CRS were at the heart of the transition • Confirmation of one-on-one redesign. Just as Soldiers must meet counseling with a college, uni- military mission readiness standards versity, or technical institution while on active duty, Soldiers will meet advisor or counselor CRS before their transition back to ci- vilian life. CRS are a Department of In essence, CRS and the redesigned

40 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Corporate Human Resources Management Bridging the Gap between Corporate America and the Military

By CW3 Ryan Martin, Sr., AG School Warrant Officer Basic Course Instructor

he AG School Warrant Officer Ba- from veterans. His advice for veterans sented well and made complete sense Tsic Course Class 002-14 recently entering the civilian workforce is two- from an HR perspective. Interestingly, met with corporate level Human Re- fold: first is to use as much civilian / the job values and annual bonuses are sources (HR) Officers at the SCANA corporate terminology as possible and very subjective at the supervisor level Corporation, coordinated by MAJ leave out the military terms and acro- and are based on meeting major per- Tynisa Jones, the current Training With nyms; the second is ensuring that the formance objectives established at the Industry (TWI) officer assigned to resume is specific / targeted to the po- beginning of the year. SCANA. SCANA is a 160 year old en- sition you are applying for -- it’s not a ergy based holding company operating one size fits all. Mr. David Simmons, SCANA Benefits in Georgia, North Carolina and South Manager, discussed health care, den- Carolina, and employs approximately Next, we spoke with Mr. Tom Trively tal, pharmacy and optical benefits. Mr. 6,000 people. who heads the SCANA Retention and Simmons discussed the impact that the Recruiting Branch. Mr. Trively dis- Affordable Care Act has on SCANA, as The intent behind the event was to de- cussed current pipelines in which they well as the programs offered to its em- velop a professional relationship with look for new talent such as four-year ployees through BlueCross and BlueSh- local human resources professionals universities, technical schools, and the ield. He discussed short and long term working at corporate levels, to share military. Additionally, they speak to disability, paid time off, and how reim- ideas and processes, and for the stu- middle school students to plant a seed bursement for time off worked. One in- dents to gain a better understanding early about nuclear energy opportuni- teresting way SCANA is proactive and of what corporate America is looking ties and careers. He went in depth on supportive of a healthy lifestyle is by for when hiring an employee. SCA- how they acquire new employees by offering free full coverage for preven- NA lined up an all-star team of senior targeted recruiting efforts, and how tion care (physicals, immunizations, HR officers to brief and cover multiple SCANA grows and maintains a diverse screenings and some medications such areas such as recruiting and retention, workforce not unlike the military. He as generic blood pressure medication). compensations, benefits, HR opera- went on to discuss some of SCANA’s SCANA also provides wellness centers tions, workforce planning and devel- keys to successes, one of which was at 11 locations across the Corporation opment, and human resources informa- recruiting with a “football recruiting” to include fitness centers for all em- tion systems. mentality -- similar to building the ployees. bench and talent management process Mr. Marty Phalen, Senior Vice Pres- in the Army. Many parallels were made regarding ident of Administration and a 26 year HR operations, but the take away was veteran of the SCANA Corporation, The most detailed and extensive brief- how civilian HR manages and mediates gave opening remarks to kick off the ing we received was on compensations, with unions. Mr. Barry Taylor, SCA- event. A retired LTC from the South given by Mr. Matt Stanton. I believe NA Director of HR Operations said, Carolina National Guard, Mr. Phalen this is the area that has the most differ- “our goal is to support the current un- easily related corporate and military ences between corporate HR and the ions, but to treat our employees right human resources because of his expe- military. However, I saw many corre- so new unions are not necessary.” He rience in both corporate and military lations with the old National Security closed with insight for military person- careers. Mr. Phalen made it clear that Personnel System (NSPS) for Army nel transitioning into corporate Ameri- as HR professionals, we manage things Civilian HR. Of note, the classification ca: “know how you fit into an organiza- and lead people. He also shared his system, the awards and bonus proce- tion, get Society for Human Resources impression of the resumes he has seen dures, and incentives program was pre- continued on page 42

1775 | Summer I 2014 41 continued from page 41 in the future, beginning now with the opportunity to tour the site as well as Management (SHRM) certified, and to Army National Guard, and continuing see the simulator control rooms for the learn and observe the organization and through fiscal year 2018 with the full old and new reactors. incorporate yourself into it -- don’t try release and fielding to the Army. SCA- and change it right away.” NA uses their system for a number of Throughout the day students asked HR tasks such as benefits, payroll, time and related questions and gained a unique Employee development is important to labor reports, talent acquisition man- perspective into what is expected of SCANA and they ensure employees are agement, as a general ledger, and for human resources professionals. It was trained and ready. One example is the candidate and employee tracking. This a great opportunity for young warrant four month training pipeline that call system used Crystal Reports, Objects, officers to see how HR in corporate center operators receive before they and SharePoint to share and organize America conducts business and bridges even begin working. They follow six information into usable metrics. This the differences between corporate and core competencies: communication, HRIS also supports over 6,000 em- military human resources. Each SCA- customer focus, people leadership, per- ployees spread across six companies in NA presenter was given an Adjutant sonnel accountability, problem solving three states that fall under the SCANA General’s Corps coin in appreciation / decision making, and work quality umbrella. The development and imple- for the time and attention they showed / safety. Each competency lines up mentation of this system was developed the class on behalf of AGWOBC Class with the Army’s core values and traits. over the last 10 years and has proven to 002-14. SCANA also has a set of corporate val- be stable, reliable, and very effective. ues very similar to the Army Values. We finished out the day with a brief nu- The Human Resources Information clear operations overview from Mr. Ron System (HRIS) of choice for SCANA Jones, SCANA Vice President of New is built on a PeopleSoft platform, and Nuclear Development. He handed the was briefed by Mr. Dwight Keeve. Mr. briefing over to the General Manager of Keeve explained the abilities of their V.C. Summerville Station, Mr. David AG Warrant Officer Basic Course Class 002-14 system and how they used it. SCA- Lavigne, who discussed operational de- stands in front of the Hugo Statue at SCANA NA utilized the Oracle / PeopleSoft cision making, safety, and an overview Corporate Headquarters at Cayce, SC. The Hugo HRIS platform for over 10 years with a of the current $10 billion construction Statute is an enormous bronze statue commem- high success rate, which gives us hope project of two new AP1000 Westing- orating the utility’s efforts during and after 1989 Hurricane Hugo, which caused untold damage to that IPPS-A will be a viable resource house reactors. The class then had an Charleston and a large area of South Carolina.

42 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Army Women’s Foundation to Recognize Outstanding Army Women and Address Key Issues at Sixth Annual Hall of Fame Induction and Summit By Deborah Funk day, March 11, 2014 honored the following: The summit, titled Army Women: Ready 99 The 14th Women’s Army Corps (WAC) and Resilient, took place on Wednesday, Band, the last all-female military band. March 12, 2014 and featured panel dis- 99 CSM Michele Jones, US Army cussions focused on education, economic (Retired), Office of the Chief, US Army stability, career transitions, medical and Reserve emotional resilience, and other issues af- 99 Six female recipients of the Silver fecting Army women. Speakers and panel- Star Medal, the third highest military ists included nationally recognized thought decoration for valor and gallantry in leaders in health care, combat readiness, The 14th Women’s Army Corps (WAC) Band action, whose award was accepted by workforce development and resiliency. The was inducted into the 2014 Army Woman’s retired SGM of the Army Kenneth speakers included: Foundation Hall of Fame. Members of the band Preston. from 1976 are shown above 99 The Six Female Silver Star Recipients 99 BG Linda Singh, Maryland National were: Guard. he Army Women’s Foundation brought • SGT Leigh Ann Hester, US Army 99 COL Ellen Haring, US Army Reserve / Ttogether service members and veterans, • SGT Monica L. Brown, US Army Women in International Security. leading employers, members of Congress • 1LT Mary Roberts, US Army 99 Retired LTC Teresa Gerton, Veterans’ and more than 200 attendees for its Sixth (posthumously) Employment and Training Service, US Annual Hall of Fame Induction Ceremony • 2LT Elaine Roe, US Army Department of Labor. and Summit on March 11 and 12, 2014 on (posthumously) 99 Pamela Johnson, Goodwill Industries Capitol Hill in Washington, DC. • 2LT Rita Virginia Rourke, US Army International. (posthumously) 99 Elisa Basnight, Esq., Center for Women Presented with support from The Home • 2LT Ellen Ainsworth, US Army Veterans, US Department of Veterans Depot Foundation and other partners, the (posthumously) Affairs event honored outstanding Army women, 99 Retired CSM Michele Jones, the first recognize their advocates in Congress, and woman in the US Army Reserve to The keynote speakers for the event were address key issues facing Army women on achieve that rank. MG (Dr.) Nadja Y. West, Joint Staff Sur- the battlefield and on the home front. “The geon, and SGM of the Army Raymond F. mission of the Army Women’s Foundation is The Army Women’s Foundation also hon- Chandler III. Following the keynote ad- to celebrate and preserve the achievements ored two Army women currently serving dress, the Army Women’s Foundation 2014 of women who serve in the Army and help in Congress – Reps. Tammy Duckworth Legacy Scholarships were presented. The them prepare for ongoing success whether and Tulsi Gabbard – and recognized other Army Women’s Foundation Legacy Schol- they continue their careers as Soldiers or members of Congress who have champi- arship program supports education for return to civilian life,” said retired MG Dee oned the issues of Army women. “We ap- Army women and their children through Ann McWilliams, President of the Army preciate the dedication of the women who tuition assistance for technical certificate Women’s Foundation. “Each March, as our bravely serve our country and are proud to programs, community college coursework, nation observes Women’s History Month, help address the growing need for women and undergraduate and graduate degrees. we gather to honor female service members veterans and their families to gain access to Scholarships are based on merit, academic past and present and continue the important safe and affordable housing solutions,” said potential, community service and need. In- work of addressing issues of transition, Fred Wacker, Director and Chief Operating cluding the 2014 awards, the Army Wom- employment, education and health care Officer of The Home Depot Foundation, en’s Foundation has awarded $144,000 to for Army women,” MG (Ret) McWilliams and co-chair of the events. “We are honored 83 recipients through the Legacy Scholar- added. “It is through the recognition of to join the Army Women’s Foundation in ship program. our heroes we see into the souls of our recognizing this year’s Hall of Fame induct- About the US Army Women’s Founda- people and ultimately the Army. People ees, and all women who have served in the tion. The US Army Women’s Foundation are the strength of our Army; and women Army,” Mr. Wacker added. "It is a privilege is the premier center for educational excel- represent the best of the best,” said retired to support and participate in this great an- lence, the national network for today’s Army GEN Gordon Sullivan, President and CEO, nual event honoring our Army's women for women, and a dynamic advocate for telling Association of the US Army, 32nd Chief of their outstanding service and commitment the history of Army women. The Founda- Staff, US Army, and co-chair of the events. to our nation," said retired LTG John M. tion is a 501(c)(3) organization whose mis- "Mike" McDuffie, Vice President, Ameri- sion is to recognize and honor the service The 2014 Army Woman’s Foundation Hall cas Services Business Development, Mic- of women in the Army and to support the of Fame induction ceremony held on Tues- rosoft Corporation and co-chair. Army Women’s Museum at Fort Lee, VA.

1775 | Summer I 2014 43 AGAG inin thethe SpotlightSpotlight

CPT Christina S. Valentine ac- cepts the guidon for HHD, US Army Cadet Command from MG Jeff Smith at a change of ceremony in the Sadowski Center, Fort Knox, KY in August 2013. looking on is the HHD 1SG, 1SG Claude Elmore. A former enlisted AG Soldier, CPT Valentine received her commission through the Green To Gold Program, upon grad- uation from The University of Texas, San Antonio in 2005. Prior to taking command, she served as a Strength Manager in the G1 shop at Cadet Com- mand. In addition to her duties as Company Commander, CPT Valentine was recently elected as the Scholarship Committee 2LT Paulette Prince from AGBOLC Chairperson for the Fort Knox 03-14 takes a moment to consider AGCRA Gold Vault Chapter. her next step as she negotiates the ladder to the top of the 40 foot rappel tower at the Victory Tower training site. AG School Victory Tower Training By CPT Theresa F. Fouda, AG School BOTD Instructor

he Adjutant General School, students, 2LT Lauren Gould and 2LT room environment stating, “This event Basic Officer Training Division Jeremy Idleman, organized the event increased confidence, leadership skills, T(BOTD), conducted training on under the guidance of CPT Theresa and safety awareness required for future Victory Tower, at Fort Jackson, SC on Fouda, BOTD instructor. 2LT Idleman assignments.” In addition, LTC Tony February 21, 2014. Students of the Ad- considered this event very beneficial Parilli, AG School Director of Training jutant General Basic Officer Leaders for all AG BOLC and WOBC students believes that young lieutenants learned Course (AGBOLC) Classes 03/04-14 stating, “Every accomplishment begins through instruction and interaction with led by CPT Megan Cain and CPT Ya- with the decision to try. Fortunately, the Victory Tower’s cadre of non-com- nia Bates, and the AG Warrant Officer everyone made the right decision the missioned officers stating, “These Vic- Basic Course (WOBC) Class 02-14 led day of the Victory Tower. In addition, tory Tower NCOs are what right looks by CW3 Ryan Martin participated in the the 4-10 Infantry cadre were amazing, like, learn from them, like you will learn training. After morning storms subsid- professional, motivated and together we from the senior NCOs in your next unit.” ed, the Second Lieutenants, Warrant Of- accomplished the mission.” Overall, Overall, a great afternoon of train- ficers, and BOTD cadre safely complet- students were able to practice their lead- ing was had by all students and cadre. ed the Victory Tower challenges with ership skills and teamwork throughout Memories were made, teamwork was superb instruction from the 4-10 Infan- the training. solidified, and everyone made it through try Regiment Cadre led by SFC Kacey safely, good times! Logan. MAJ Stephen Christian, BOTD Chief, feels that it is important to conduct Participants completed a rope swing, teambuilding events like Victory Tower small and large tower rappels, and rope to challenge young officers and warrant bridges during the event. AGBOLC officers in ways not possible in the class-

44 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com CPT Robert Above: WO1 Bridget Jadoe from Crosby from WOBC Liberia 02-14 confidently successfully gets into position at completes the the top of the 40 foot 40 foot rappel at rappel tower at the the Victory Tower Fort Jackson Victory training site. tower training site.

CW3 Ryan Martin, a WOBC 02-14 Instructor, climbs down the cargo net after successfully completing the 40 foot rappel at the Victory Tower training site.

1775 | Summer I 2014 45 SECTION IV Army Bands

Army Field Band Returns to Touring After Years of Restricted Travel

By Jonathan Agee, The U.S. Army Field Band

ORT GEORGE G. MEADE, MD After more duced educational content. We even implement- F than a year of restricted travel, The US Army ed online education clinics where we worked Field Band returns to the road where they will with students throughout America in a virtual share the Army story with Americans in the forum. But getting back on the road is where we northeast United States. As part of their Spring belong -- I can’t wait!” Tour 2014, Soldiers of The U.S. Army Field Band will perform community outreach concerts in 10 All Army Field Band concerts are free and open states throughout the northeast US. to the public; however, due to venue size restric- tions, tickets are required. Information about “Our Soldiers are thrilled to get back on the road tickets and performance locations can be found and do what we do best – showcase Army ex- on the band’s website at http://www.armyfield- cellence through our music,” said COL Timothy band.com/pages/schedule/sched.html. Holtan, commander and conductor of the Army Field Band. “We put together a musical program that has something for everyone. Americans in the northeast who come out to our concerts will Members of The US Army Field Band Soldiers’ Chorus will return to the enjoy wonderful music, and speak to a few of northeast United States as part of the Chorus’ Spring Tour 2014. Photo America’s Soldiers who live the Army Credit: MSG Robert McIver. values and showcase its profession,” COL Holtan added.

The band’s last tour took place throughout the midwest United States in the fall of 2012. Shortly after the Soldiers returned, the band was re- stricted to a 100 mile radius from Fort Meade as part of the federal gov- ernment’s sequestration. “During re- stricted travel, we demonstrated resil- iency,” said COL Holtan. “We toured locally, engaged students, and pro-

46 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com The 13th Army Band Participates in Florida Military Appreciation Day

By MSG Thomas Kielbasa, FLARNG Public Affairs Office

ALLAHASSE, FL -- Members of the Florida Na- bers for their sacrifices during deployments. “This is a Ttional Guard took center stage again this year for great day to celebrate all of our military, especially our the annual Florida National Guard Day at the Capital in Florida National Guard,” Governor Scott added. Tallahassee. Florida National Guard Soldiers and Air- men brought displays to the Capital Plaza courtyard be- The Department of Military Affairs and the Florida tween the historic capitol building and the current capi- National Guard sponsor the visit to Tallahassee as part tol, inviting members of the legislature and public to get of an annual program to educate the public and gov- up close to view weapons, equipment and personnel. ernment personnel on various roles and missions of the Guard. The event also allows the Florida National Florida Governor Rick Scott met with the Guardsmen, Guard to thank the community for its continued sup- toured the displays, and presented 61 “Governor’s Vet- port. The day’s events also included a performance by erans Service Awards” to Soldiers and Airmen who the Florida Army National Guard’s 13th Army Band, a have deployed in support of ongoing federal operations. hotdog lunch prepared by the 83rd Troop Command, “I want to thank every member of the Florida National and a rappelling demonstration by the 3rd Battalion, Guard for all their service,” the Governor said during 20th Special Forces Group. remarks to the crowd. He also called Florida the “most military friendly state in the country” and extended his SFC Joseph Moore of the 13th Army band sings in the Tallahassee, FL accolades to the Families of all military service mem- Capital Plaza. Photo Credit: MSG Thomas Kielbasa

1775 | Summer I 2014 47 US ARMY BANDS Picture-Grams

Left: SFC Sarah Haas, Army Music Career Management NCO at the AG School, provides comments at her retire- ment luncheon on Fort Jackson, SC after being presented with an MSM retirement award and the AG Corps Regi- mental Association Horatio Gates Gold Medal.

Right: LTC Esch, MAJ McKenzie, and CSM Suri from the Army School of Music met with Below Left: Members the 101st of the Japan Defense Airborne Force 7th Band en- Division Band gage in a cultural exchange with mem- in Bagram, bers of the I Corps Afghanistan. Army Band Tuff Boxx.

48 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com US ARMY BANDS Picture-Grams

Above Right: Members of the 132nd Army Band, Wisconsin Army National Guard, per- form in the moments before a formal send- off ceremony 22 February 2014 at Camp Williams, Wisconsin. Lieutenant Governor Rebecca Kleefisch, MG Don Dunbar, Wis- consin Adjutant General, and other senior Wisconsin National Guard leaders joined family and friends in sending more than 60 Soldiers of the 32nd Infantry Brigade Combat Team off for a Middle East deploy- ment. Wisconsin National Guard photo by Vaughn R. Larson.

Above: The TRADOC Band Herald Trumpets participated in the announcement of this year’s King Neptune on 22 March 2014. King Neptune is the ceremonial leader of the annual Virginia Beach Neptune Festival. The Neptune Festival is a celebration of the cities seafaring heritage and the grand entrance into summer. Photo by Jessica Shea.

Left: The 1st Infan- try Division Band marches during the 2014 St. Pat- rick’s Day Parade in Manhattan, KS.

1775 | Summer I 2014 49 Section V AGCRA

AG Corps Museum Gets a Spring Cleaning

By 1775 Editor

Above and Below Right: Before photos of the AG Corps and Finance Corps Museum building showing years of dirt and grime build up.

ort Jackson, SC – On the housed in. heels of MAJ Randy Lefeb- The museum Fvre’s efforts from the 369th façade, front AG Battalion, on Saturday, April 12, pillars and side- 2014, two AGCRA National Execu- walks had years tive Council officers decided it was of dirt and grime time to give the AG Corps Museum build up. Heavy an additional spring cleaning. The pollen filled Finance Corps Museum is also lo- springs and hot cated in the same building as the AG & muggy South ing as shown. Corps Museum. LTC (Ret) Dave Carolina summers also contributed Both LTC (Ret) Smoot, AGCRA Treasurer and LTC to unsightly build up. LTC (Ret) Smoot and LTC (Ret) Ward D. Ward, AGCRA VP, Smoot and LTC (Ret) Ward volun- Community and Corporate Affairs, teered their free time and were able (Ret) Ward will power washed the museum façade to give the museum a new look by next continue to spruce up the front and sidewalks surrounding the Fort power washing large portions of the grassy areas of the museum with Jackson building the museum is building. The results are outstand- crepe myrtles and some nice rose bushes. Thanks to you both for a

50 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com LTC (Ret) Ward D. Ward, AGCRA VP, Community and Corporate Affairs, op- erates a power washer during the AG Corps Museum’s spring cleaning.

Power wash- ing operations are underway to give the AG Corps Muse- um a good spring clean- ing.

Left and Below: After photos of the AG Corps and Finance Corps Museum shows the building considerable lighter after removal of the built up dirt and grime.

1775 | Summer I 2014 51 “Taking Care of Soldiers” …Not Just a Mantra, but a Man Remembered!

By MAJ Paul (Tony) A. Noce

ter, leadership, and Trophies and medals were awarded to legacy. In describ- the top three male and female runners. ing LTG Maude’s The first place male finished in 17:30 legacy he said, and the first place female winner had a “On September time of 21:17. 11, 2001, the Army and AG Corps lost Following the 5K run, the Pikes Peak a servant leader Chapter hosted its quarterly Adjutant and an amazing General’s Corps Regimental Breakfast man. His legacy at the Niagara DFAC on Kandahar. lives on through LTC McGregor discussed important the great work of issues facing our Army and Corps the Maude Founda- today. Topics included the Resolute tion and it’s events Support Mission in Afghanistan, the From left to right, female and male first, second and third place winners pose like this where we recently released new Army OER, with LTC Mike McGregor (center), President of the AGCRA Pikes Peak Chap- can celebrate what and personnel attrition across our ter and the 4th Infantry Division G1, after the LTC Timothy J. Maude Memorial 5K Run at Kandahar Airfield, Afghanistan, on April 11, 2014. LTG Maude stood ranks. The event concluded with 10 for and reflect on deserving Adjutant General’s Corps andahar, Afghanistan – In the what we all can do on comrades receiving the COL Robert early morning hours of April a daily basis to live his mantra of ‘tak- L. Manning Achievement Medal for K11, 2014, over 350 Soldiers, ing care of Soldiers.” Following open- their service to the Corps during the Sailors, Airmen, Marines, Coalition ing remarks, the crowd gathered at deployment. It was truly a great day Partners, DA Civilians, and Contrac- the start point, where AG CPT Ashley to “Defend and Serve!” tors gathered at Kandahar Airfield, Goldman (and yes, her initials really AG Soldiers from the 4th Infantry Division receive Afghanistan, in remembrance of LTG are “AG”) kicked off the race. At the the AGCRA COL Robert L. Manning Achieve- Timothy J. Maude. The Pikes Peak Memorial 5K finish line, runners were ment Medal for their outstanding service during Chapter of the Adjutant General’s awarded commemorative race t-shirts. their deployment to Afghanistan. Corps Regimental Association hosted a Memorial 5K Run to honor the leg- acy and memory of one of our most inspirational and caring leaders. Lo- cated at Fort Carson, Colorado, many members of the Pikes Peak Chapter are currently deployed in support of Regional Command - South, as part of the Combined Joint Task Force - 4 Headquarters.

LTC Mike McGregor, President of the Pikes Peak Chapter and the 4th Infan- try Division G1, addressed an ever growing crowd as the sun began to rise over the infamous Kandahar Board- walk. He reminded the crowd of the significance of LTG Maude’s charac-

52 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com The AGCRA Spartan Chapter Stays Busy

By SFC Karen R. Stokes, Chapter President and Brigade S1 NCOIC, 181st Infantry Brigade, Fort McCoy, WI

he Spartan Chapter hosted an awards ceremo- quality time with the senior residents. Some of the ny and luncheon in March 2014 to celebrate residents were former service members who shared Tthe successful events and accomplishments stories on what their military careers were like dur- that the Chapter has participated in since 3 May ing their watch. The members of the Chapter shared 2013. Over the past year the Chapter designed its some good food and great stories with the residents. AGCRA banner and t-shirts, hosted a 2 mile Fun Run The residents were all smiles and very grateful for / Walk, and conducted multiple fundraisers such as the visit. car washes and bratwurst sales. The following Chapter members received recog- During the bratwurst sales and to further increase the nitions for the myriad of Chapter events described exposure of the Spartan Chapter, members gathered above: in front of one of the highest trafficked areas with- in the Sparta, WI Walmart. Walmart shoppers had SSG Brittney Pechie - Horatio Gates Bronze Medal the opportunity to support the Chapter and talk about CPT Jena McElrath - COL Manning Achievement Med- the Army within our local community. The Spartan Chapter has also volunteered a total of 157 hours of al community service to the city of Sparta and Fort Mc- Ms. Rochelle Wildfong - COL Manning Achievement Medal Coy, WI, and has raised over $500 in proceeds from SFC Jonathan Rose - COL Manning Achievement Medal all fundraisers. SFC Kevin Henderson - COL Manning Achievement Medal SSG Jason Jenkins - COL Manning Achievement Medal As part of the Chapter’s community service effort during the December 2013 holiday season, the Spar- SSG Michael Yingling - COL Manning Achievement Medal tan Chapter devoted time to fellowship with the resi- dents of the Time For Ease Retirement Center. Chap- ter members passed out gift bags and spent some

Members of the AGCRA Spartan Chapter are pre- sented with the Horatio Gates Bronze Medal and COL Robert L. Manning Achievement Medals for numerous Chapter events and accomplishments. Pic- tured L to R are: Ms. Ro- chelle Wildfong, SFC Jon- athan Rose, SSG Brittney Pechie, CPT Jena McElrath, SFC Kevin Henderson, SSG Michael Yingling, and SSG Jason Jenkins.

1775 | Summer I 2014 53 AGCRA Award Winners 1 November 2013 – 14 April 2014

1LT(P) Brendaly Casanova MAJ Ricardo Fregoso 1SG Steven Schaffner CW5 Gail B. Shillingford MAJ Tynisa L. Jones MSG Denise L. Grant-Bradley CW3 James C. Reith CPT Allison Anderson MSG Gabriel Orquiz-Hernandez CW2 Alexander Pinckney CPT Anthony A. Bradley MSG Jennie Allison CW2 Henry L. Dabney, Jr. CPT Ashley Goldman MSG Melissa Stupka CW2 John T. Carrico CPT Calley Cloud MSG Sam Shiraishi HORATIO GATES GOLD CW2 Larry Delgado CPT Charles A. Castillo MSG Sean J. Miles COL Angelia K. Holbrook SGM (Ret) William D. Palya CPT Chernenko (Ray) Wheatley MSG Tina Wallace COL Carlen J. Chestang, Jr. SGM Kinzell Hendricks CPT Jeffrey Hartford MSG Tonya Chisholm COL Lawrence J. Wark SGM Regina H. Willingham CPT Jena McElrath MSG Tracey E. Kindler COL Mark M. Rado SGM Rose M. Pharr CPT Larry Gwinn MSG William D. Howell COL Michael C. Miller SGM Zachary A. Hansarik CPT Matthew J. Barwick SFC Abner Feliciano Plaza CW4 Billy L. Frittz 1SG John C. Joiner CPT Matthew Schleupner SFC Adelourdes Tanelus CSM Willie C. Washington II 1SG Michael Jackson CPT Naquita L. Haynes SFC Alton Huckaby SGM Brad M. Weber MSG Aileen Phillips CPT Patrice L. Ingram SFC Blanca I. Ferreras SGM Linda Kessinger MSG Dorothy D. Parker CPT Yania Bates SFC Carlisa D. Short SFC Sarah J. Haas MSG Edward B. Hintz CPT Yvonne Johnson SFC Cathy Barcus SFC Karen R. Stokes MSG Paula Y. Clay 1LT Allen R. Chrans SFC Clifford Magness II SSG Zenia D. Boswell MSG Robert D. McCollum 1LT Amy Smith SFC Earl Jenkins SFC Abigail Strain 1LT Andrea Gutierrez SFC Felicia Ingram SFC Andrew Sopala 1LT Caridad Brinlee SFC Jamar Mosely SFC Joseph H. Heffner-Simcik 1LT Genesia A. Foster SFC Jesus G. Morales-Lepe SSG Brittney Pechie 1LT Joselyn G. Leano SFC Kenneth Johnson Mr. Matt J. Eveleth 1LT Kara McNeil SFC Kevin Henderson Mr. Anthony B. Clark 1LT Kimberly L. Mallard-Brown SFC Mary Kirkland HORATIO GATES BRONZE 1LT Nicole Hayman SFC Matthew E. Deno COL Robert S. Larsen 1LT Sarah A. Cline SFC Mia D. Gillens COL Sharon L. Wisniewski (2nd) 1LT Tamaria Belser SFC Michael Shearin LTC Carl J. Faison 1LT Yvette E. Huston SFC Michelle L. Hoover LTC David J. Hartley 2LT William R. Brown SFC Ricky Gourdine LTC Jason G. Riley CW4 Michelle Lynn Cox SFC Shannon Smith LTC Steve E. Cornelius COL ROBERT L. MANNING CW3 Victoria C. Corrigan SFC Ta T. Mouton MAJ Edgardo Sostre ACHIEVEMENT MEDAL CW3 (Ret) Jill R. Spohn SFC Tamara S. Berry MAJ Michael D. Hopkins LTC Kim Chaney CW2 Alicia E. Britton-Vasquez SFC Vernice Green MAJ Shawn Svoboda LTC Marcos J. Suarez CW2 Detrottus Thomas SFC William J. Bullock CPT James E. Holman II MAJ Boyd Bingham CW2 Laurence Robinson SSG(P) Timothy Fisher CPT Kenya U. Wicks MAJ Bridgette R. Bell CW2 Rebecca Y. Steinfeld SSG Adrian Doerfer CPT Lawerence E. Charles MAJ Chad A. Price CW2 Sherab L. Wangden SSG Benjamin J. Thorstad CPT Mitchell L. Salter MAJ Eric D. Sutton CW2 Shwanda M. Napoleon SSG Brett Hartley CPT Rachel PierreLouis MAJ Grace Kim CW2 Tonya D. Stewart SSG Christina Barnes CPT Stovall Witte III MAJ Oyyif K. Logan 1SG Geleta Lanier SSG Damesha Graham

54 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com SSG Daniel Strauch 1LT(P) Mary K. Hope 2LT Hristena T. Rump SSG David A. Middleton 1LT Monica C. Jimenez 2LT Jacob F. Benninger SSG Eric Bamberg 2LT Jennifer J. Strege 2LT Jacquelin C. Babcock SSG Jason Jenkins 2LT Jeris T. Kendall 2LT Jeffrey T. Madderra SSG Jose M. Reyes 2LT Jessica K. Pan 2LT Jennifer J. Strege SSG Kimberly S. Peters 2LT Justen C. Imsande 2LT Jillian Busby SSG Marizol S. Salas 2LT McShane G. Murphey 2LT Lauren M. March COL FRANK C. FOSTER,JR. SSG Michael Yingling 2LT Shasta M. Davalos 2LT Maxine C. Coleman AWARD FOR WRITING SSG Norma Marquezplascencia CW2 Carol L. Medina 2LT Stephanie L. Parker CPT Toni James SSG Rebecca Wiese CW2 Kyle J. Breeden WO1 Skye M.L. Talkington CPT Todd C. Gibson SSG Roland Garza WO1 Andria M. Simmons WO1 Sonia Reyes CPT Laurence W. Gauthier SSG Shawnta Hernandez WO1 Jonathan Phares SSG(P) Luz Strnad SSG Tuavares Henriquez SFC Daniel D. Dechenne SSG Ma E. Puckett SGT Corey M. Murach SFC Justin C. Korff SSG Michael A. Harter SGT Cortez Johnson SSG Adam C. Neuschwander SSG Rebecca Wiese SGT Dennell McDowell SSG Chad D. Riddlebaugh SSG Rene Farias SGT Gaysonmax Keller SSG Christopher Bitwinski SSG Samuel L. Allen SGT Jessica L. Echols SSG Jeremiah Winters SGT Andrea Allen SGT John F. Burns SSG Kensis Kleinschmidt SGT Joseph L. Olivier AIT MEDAL OF EXCELLENCE SGT Jose Blas SSG Leron A. Corbin SGT Benjamin Hultquist SGT Lashawn W. Miller SSG Robert Leatherbee SPC Alex Hendrickson SGT Millicent Ortega SSG Tenish Moore SPC Bryan Ponton SGT Rhea Van Ness SGT Adam Berends SPC Christopher Walton SGT Sasamamao Siatuu SGT Andrew Smicker SPC Daniel Weller SGT Selina G. Diaz SGT Benjamin Weber SPC Henry Soriano CPL(P) Ashley R. SGT Donald Jackson SPC Jeffery Peeples SPC Julian Jenkins Youngholmes SGT Felicia A. Lowe HONORARY HORATIO GATES SPC Melissa Myers CPL Adam Swain SGT George Purnell MG Kurt J. Stein SPC Raquel Nunez SPC Bryan M. SGT Jeremy Lindsey Dr. Amy S. Dufrane SPC Yue Guo Goycoasencio SGT Jessica N. Orozco Ms. Clarissa Peterson SPC Danielle N. Hancock PFC Constance Herman SPC Jasmine N. Brunson PFC Lauren Hill SPC Jonelle J. Eye PFC Macy Stokes SPC Joseph A. Cantasano PFC Mykemia Freeman SPC Sean Michael A. Jackson PFC Raechell Bayerl SPC Tiara S. Tompkins PFC Sarah Gosselin SPC Victoria Watts PFC Zachary Hilliker ROOSEVELT MEDAL MG WILLIAM H. GOURLEY Mr. Anthony R. Gloriani PVT Brandon Nichols CPT Bethany G. Dumas LEADERSHIP AWARD Mr. Johnathan Rose PVT Cody Thorburn CPT Heidi Miller CPT Jacqueline Ralston Mrs. Nina D. Nichols PVT Rodney Durst, Jr. CPT Jennifer Y. Christman CPT Ravi N. Cruz Mrs. Rochelle Wildfong CPT Timothy A. Patton CPT Laurence W. Gauthier 1LT Benjamin Amaya, Jr. 1LT Kristin J. Beehler 1LT Mary N. Wilcox 1LT Robin M. James 2LT Austin R. J. Burton 2LT Bradley A. Kawski HARRISON MEDAL 2LT Clarissa C. Gordon CPT Jacqueline Ralston 2LT Corie L. Scarpella CPT Kevin J. Hoffman 2LT Daniel J. Glaze CPT Matthew Kuhnert 2LT Heather Seidl

1775 | Summer I 2014 55 heck out the Below are a few select items available for CAG Corps logo purchase in the Sutler Store. Prices include apparel available shipping and handling: in the Sutler Store. Items for Sale in the Sutler Store For the upcoming summer months, cool AG Corps Golf Wind Shirt (Navy) - $55.00 dry polyester polo AG Corps Golf Tee (Natural or White) - $10.00 (25 count) shirts with AG Corps AG Corps Golf Towel (Navy or Red) - $16.00 logo are available in both women’s and men’s AG Corps Cool Dry Polyester Polo, Women’s styles in white, navy, and red colors. For golfers who want to show their AG Corps pride on the and Men’s (White, Navy, or Red) - $28.00 course, golf towels with AG Corps logo (navy or AG Corps Travel Handle Mug, 16 oz (Navy) - $18.00 red); golf tees (3 1/4” in natural or white), and AG Corps Stainless Rollerball Pen - $12.00 golf wind shirts with AG Corps logo (navy) are AG Corps Ball Cap (Navy or Red) - $18.00 available for purchase in the Sutler Store. For AG Corps Men’s Combo Tie Set (AG Corps tie, more information or to purchase items from the cuff links, tie tac, and lapel pin) - $39.00 Sutler Store, visit www.agcra.com, or contact AG Corps Gift Bag w/Tissue, 8” x 10” or 10” x CSM (Ret) Teresa Meagher, AGCRA VP, Sales and 13” (Navy) - $10.00 Marketing, at [email protected]. AG Corps Ladies Stick Pin - $10.00 Not Getting Your Mailed Copy of 1775?

irst, if you are reading this article in gripping they haven’t received their the individual member who hasn’t done your personal copy of 1775, then copy of 1775 lately, have them read one of the following: Fyou’re probably OK. But if you are this. getting ready to PCS or move, read on. 99 The member doesn’t realize their And if you have a battle buddy who’s So, you’ve PCS’d from Fort Richardson, AGCRA membership expired, yet still Alaska to Fort Stewart, Georgia and it believes they are a member in good suddenly dawns on you that you’re not standing. hearing much from AGCRA, and you 99 The member moved or PCS’d, but definitely haven’t received any issues did not update their membership of 1775 lately. Your Association mem- and mailing data in their personal bership is good for another year (or is account at AGCRA.com. it?), and fellow AGCRA members at Fort 99 The member lost his or her AGCRA. Stewart are receiving their copies of com user name and password and 1775. So what gives? can no longer access the Associa- tion’s website. At AGCRA headquarters at Fort Jack- son, SC, the Association’s Executive What to do? Believe our battle buddy Council receives this question a lot. The 2LT McGillicuddy has figured it out! answer to what gives usually lies with

56 The Journal of the Adjutant General’s Corps Regimental Association | www.AGCRA.com Human Resources Command Announces NEW DIRECTOR, OFFICER PERSONNEL MANAGEMENT DIRECTORATE

G William Gayler is the new Director, eration Desert Shield / Desert Storm, 1990- Officer Personnel Management Direc- 1991; Former Yugoslavia / Bosnia-Herzegov- Btorate (OPMD) at Human Resources ina, 1995-1996; Operation Iraqi Freedom I, Command. BG Gayler is a Distinguished 2003; Operation Iraqi Freedom V-VII, 2005- Military Graduate of North Georgia College 2006; and Operation Enduring Freedom X, in Dahlonega, Georgia. There he received a 2010-2011. Bachelor of Business Administration degree and was commissioned as an Aviation Officer BG Gayler is a Master Army Aviator and in 1988. He holds two Masters Degrees, one Standardization Instructor Pilot in the AH- in Military Arts and Sciences and one in Na- 64D Longbow Apache and also rated in the tional Security Strategy. BG Gayler is also a OH-58 Kiowa. His awards and decorations graduate of the Command and General Staff include the Legion of Merit (1st Oak Leaf College and the National War College. Cluster), the Bronze Star (2nd Oak Leaf Clus- ter), the Meritorious Service Medal (5th Oak BG Gayler’s key command assignments in- Leaf Cluster), the Army Air Medal (Numeral clude C/2-227th Aviation Regiment in Hanau, 5), the Army Commendation Medal (2nd Oak Germany; D/2-227th Aviation Regiment in Leaf Cluster), the Army Achievement Medal Germany and Bosnia-Herzegovina; A/1-14th (Oak Leaf Cluster) the Air Assault Badge, Aviation Regiment in Mesa, Arizona; 3-101st the Combat Action Badge and the Honorable (Eagle Attack) Aviation Regiment in Fort Order of Saint Michael (Bronze and Silver Campbell, Kentucky and Iraq; 101st Combat Award). Aviation Regiment (Destiny) in Fort Camp- bell, Kentucky and Afghanistan; and Deputy Commanding General (Support), 7th Infantry Division, JBLM.

BG Gayler’s key staff assignments include Aide de-Camp to the Commanding General of the US Army Aviation Center at Fort Ruck- er, Alabama; Battalion S3 and Executive Of- ficer with 2-101st Aviation Regiment in Fort Campbell, Kentucky; Brigade S3 and Exec- utive Officer with 101st Aviation Brigade at Fort Campbell, Kentucky; Deputy Director of the Directorate of Evaluations and Standard- ization at Fort Rucker, Alabama; Deputy G3 Reset Chief of the 101st Airborne Division (AASLT); and Chief of Staff, 101st Airborne Division (AASLT) at Fort Campbell, Ken- tucky.

His major deployment history includes Op- The Adjutant General’s Corps Non Profit Org. Regimental Association U.S. Postage PO Box 10026 PAID Fort Jackson, SC 29207 Columbia, SC Permit # 00586

The Adjutant General’s Corps Regimental Association Non Profit Org. PO Box 10026 To: Current Resident, or US Postage PAID Fort Jackson, SC 29207 Permit No. 00586 Columbia, SC

“WASHINGTON’S“WASHINGTON’S WATCH CHAIN”WATCH By Mort CHAIN” Kunstler The AGCRA has commissioned the first ever AG Corps printby Mortby artist KunstlerMort Kunstler. The print is entitled “Washington’s Watch Chain” and includesThethe AGCRAAG Corps hasRegimental commissionedcrest the. The firstprint everdepicts AG CorpsGeneral printGeorge by artistWashington Mort Kunstler.at West ThePoint, printNY isin entitledthe winter of 1779 during the Revolutionary“Washington’sWar Watchretrieving Chain”the and“Great includesChain” thefrom AGthe CorpsHudson RegimentalRiver before crest.the Theriver printfreezes depicts. The General“Great Chain” was designed toGeorgeblock the WashingtonBritish Navy at fromWest sailingPoint, upNYthe in theHudson winterRiver of 1779from NewduringYork theCity Revolutionaryand splitting Warthe AmericanretrievingColonies the in half. Accompanying“GreatWashington Chain”during from thethe retrievingHudson ofRiverthe “GreatbeforeChain” the riverare twofreezes.key AGs Thein “GreatAmerican Chain”history :wasCOL designedTimothy Pickeringto (the sixth AG of blockthe Army) the Britishand Pickering’s Navy fromsuccessor, sailing COLup theAlexander HudsonScammel River from(the Newseventh YorkAG Cityof andthe Army)splitting. Go theto AmericanAGCRA.com for more information Coloniesabout print insales half.. All Accompanyingprint sale proceeds Washingtonsupport duringthe AGCRA the retrievingScholarship ofProgram the “Great. Chain” are two key AGs in American history: COL Timothy Pickering (the sixth AG of the Army) and Pickering’s successor, COL Alexander Scammel (the seventh AG of the Army). Go to AGCRA.com for more information about print sales. All print sale proceeds support the AGCRA Scholarship Program.