Retention Control Points Of The United States Army

Soldiers will be pulled out of the military because of this cut. They plan to shrink the military down to levels it has not seen in seventy-four years (Hicks 1). The soldiers being cut though are the active duty soldiers. These are the people who are serving right now and they are being forced out of the military and all they get is their last pay check and go back to civilian life. They plan to cut the army from 570,000 soldiers to 490,000-420,000 soldiers by 2019 (V, EnBrook, and Locker 1). This is not a suitable amount of soldiers to protect the United States. There is a high chance of war because of what is happening in Ukraine at the moment and the government is deciding to cut the military’s budget. Army leaders said the service could not adequately protect the country and fight abroad at the 420,000 soldier level (V, EnBrook, and Locker 1). “The army can barely live with 450,000 soldiers,” said Maren Leed (V, EnBrook, and Locker 2). History has showed the United States has been in substantial conflicts every twenty years (V, EnBrook, and Locker 2). Some soldiers have a hard enough time as it is the pay checks for the military are not big unless you are in a Sargent position or in a general’s position. The soldiers being cut will have an even harder time with all the jobs being taken up. Generals are also being cut not all of

Accountability for personnel aids in the accessing of a unit's assets and combat readiness is called personnel strength reporting. Personnel strength reporting is a command function that enables a unit as a whole, to analyze the manning levels and readiness to provide commanders with a snapshot of the unit's combat power and capabilities. The formula to achieve a Personnel Strength report is achieved by comparing the by name data obtained during the Personnel accountability process and face it against the specified authorizations to determine the percentage of the slots filled for certain positions within a unit. Even though Strength reporting seems to be only important for the deployment process one has to think of the capabilities of each and every by name soldier within the unit, if the soldiers do not report to training how will they every be prepared for when it comes to combat situations.

Due to recent problems with recruitment, the Army has increased the maximum age of recruits from 34 to 39. This five year increase shows that the Army is becoming desperate to

Talent Management is a key component to the proper development of the Army. As a strength manager, you can play a pivotal role in the talent management process. Strength managers manage the current force pool versus the requirements of the organization. A common approach used in the Army National Guard is to break down the assigned strength into different categories are “Obligors” or “Careerists”. These groups, based on their current time served in the organization and their probable plans to make the Army a career.

If the economy is weak, such as it is now, more people look to the military for employment. Second, the Army has been tasked to reduce its force by nearly 50,000. Simply put, no new bodies are needed so only the best are accepted.

By that time, simple questions remained without a steady answer regarding the morale, training, retention programs, and most important, readiness. Wong (2013) quotes the Army reduction as follows,

Whenever the nation prepared for war there was a period of military retrenchment, units were broken up, reorganized, consolidated, or disbanded. During these periods of mobilization, large numbers of new regiments were created and older units consolidated or disbanded.

Regular Armed Forces and members of the retired Reserve who retired after completing at least 20 years of active service; Section 12301(a) of Title 10 of the United States Code, which authorizes ordering all reserve component members to active duty in the case of war or national emergency; Section 12302 of Title 10 of the United States Code, which authorizes ordering any unit or unassigned member of the Ready Reserve to active duty; Section 12304 of Title 10 of the United States Code, which authorizes ordering any unit or unassigned member of the Selected Reserve and certain members of the Individual Ready Reserve to active duty; Section 12305 of Title 10 of the United States Code, which authorizes the suspension of promotion, retirement or separation rules for certain Reserve components; Section 12406 of Title 10 of the United States Code, which authorizes calling the National Guard into Federal service in certain circumstances; chapter 15 of Title 10 of the United States Code, which authorizes calling the National Guard and state military into Federal service in the case of insurrections and national emergencies; or any other provision of law during a war or during a national emergency declared by the President or Congress so long as it is in support of a contingency operation. See 10 U.S.C. 101(a) (13) (B).

REGULATORY CITATION(S): Army Regulation 135-178 sets forth the policies, standards, and procedures to ensure the readiness and competency of the U.S. Army while providing for the orderly administrative separation of Army National Guard and U.S. Army Reserve (USAR) enlisted Soldiers for a variety of

U) EXECUTIVE ORDER 10-13. HEADQUARTERS DEPARTMENT OF THE ARMY (HQDA) FY13-15 ACTIVE COMPONENT MANNING GUIDANCE) (U) (ATSG-NCOA) Currently the Army is in transition and will reduce in total personnel and force structure by implementing the IRPL. The IRPL is a priority list that will allow HQDA to maintain the required end strength of all components of the Army, to ensure personnel and inventory meet force structure after a drawdown. Starting in Fiscal Year (FY) 2013 HQDA will incorporate the IRPL; in the initial stages of the drawdown the United States Army Reserve (USAR) will begin with the reduction of Active Duty for Operational Support (ADOS) personnel; this will continue to the end of FY 15. In the second phase of the drawdown in FY

1. I would like to take this opportunity to address a few items regarding my file and ultimately my continued service in the Kansas Army National Guard.

The not sufficient payment is the main reason for the discontent of the civilian personnel currently. Therefore, the established Mission Force Pool, Rotational Force Pool and Operational sustainment Force Pool will not convince the highest quality workers to refuse to the salaries of the private sector. So, the morale of civilians will remain low and this situation will impact the quality of their daily performance. Moreover, the decreased number of experienced, combat Veterans and soldiers will affect the general strength of the units in the Force Generation Force Pools. Therefore, the new Army force generation model will not solve the manning issues because they are the outcomes of the reduced

Enduring high operational tempo requirements are increasing force management risk through decreased readiness, morale and retention of JF 2025. In essence, protracted operational requirements of campaigns in Afghanistan and Iraq are reducing reset and reconstitution dwell times significantly straining (suicide, divorce) the JF and increasing near to mid-term risk to the All-Volunteer Force.24 Near to mid-term risk mitigation encompasses, DoD’s vigilance to service member and family wellness assessments ensuring stability, resiliency, health and overall wellness of JF 2025. 25 Presently, sustained combat and contingency operations are not considered an eminent long-term risk, however ongoing operations exhibit potential to increase veterans

Civilians might be better in the department of saving time but money is a different story. During training, National Guard forces are paid as if they are in active duty (What will I get paid). Once the training is over, the money declines for reserve members, but stays relatively constant for active members. The pay is around two hundred to three hundred dollars for reserve members, and one-thousand five hundred dollars to two-thousand dollars for active members per drill, one weekend a month (What will I get paid). The pay of the National Guard might not be exciting, but the military truly shines in the area of education. At a local college, such as Brigham Young University of Idaho, it would cost around twenty-one thousand dollars for schooling (GI Bill Comparison Tool). However, the National Guard can pay for all of it if the member drills and

Figures 1 and 2 display the worst and best case scenarios for both enlisted and officer pool availability based on factors that may limit the number of personnel from serving. The factors that were forecasted are college enrollment, drug use, physical standards (obesity), high school dropout, ADHD and propensity to serve. Further explanation on forecasted rates can be observed in the forecasting section of this paper. In Figure 1a, the worst case pool availability can be seen for the enlisted which totaled 450k. Each factor was considered to be independent therefore reducing the pool to the smallest amount of people available for 2030. However, the best case pool for enlisted is seen in Figure 1b and the largest factor (i.e., highest rate) becomes the only limiting rate for pool availability which resulted in an enormous increase of 2.8 million people available for 2030.