FORT EUSTIS, Va. (Dec. 15, 2015) — The Army is fielding upgrades for its at-the-halt tactical communications network, Warfighter Information Network-Tactical Increment 1, or WIN-T Inc 1, which will increase readiness, security and capability while reducing equipment by a third for a more powerful and expeditionary current and future force.
Archive for December, 2015
ABERDEEN PROVING GROUND, Md. (Dec. 15, 2015) — The U.S. Army has entered into Other Transaction agreements with two vendors to deliver next-generation, Deployable Defensive Cyberspace Operations Infrastructure prototype kits for Cyber Protection Teams.
Newly Opened Fort Leavenworth SHARP Resource Center Hopes to Stand as Model for Smaller Installation
Fort Leavenworth has historically led in innovation and new ideas. With the opening of a new center, the installation’s command team hopes to provide an example to similarly sized Army installations to follow.
WASHINGTON (Army News Service, Dec. 11, 2015) — Throughout the last 14 years, the American public saw a steady stream of information about the Army through television and newspapers. But as involvement in Iraq and Afghanistan has died down, Americans are seeing fewer Soldiers in the press. And even fewer Americans know a Soldier personally.
WASHINGTON (Army News Service, Dec. 10, 2015) — Senior noncommissioned officer, or NCO, selection boards and the Qualitative Management Program, or QMP boards, scheduled for the second, third and fourth quarters of this fiscal year, will consider Soldiers in all components, E-6 through E-9, for possible involuntary separation.
Notification memos went out today for the March 2016 QMP board, said Ronald Simons, chief of enlisted retirements and separations in U.S. Army Human Resources Command’s, or HRC’s, Enlisted Transitions Branch, which manages enlisted Soldier QMP status.
“It is imperative that the Soldier review their AMHRR [Army Military Human Resources Record] because that is the record the selection board is going to be reviewing. If it is not up to date and correct, it is on the Soldier to make sure it is up to date and correct,” Simons said.
Per Military Personnel, or MILPER, Message 15-394, “Procedures for the FY16 QMP,” published Dec. 7, consideration for denial of continued service will occur when an NCO receives one or more occurrences related to poor conduct or performance based on:
– A general officer’s memorandum of reprimand
– Conviction by court martial or Uniform Code of Military Justice Article 15 punishment
– Department of the Army Form 2166-8, NCO Evaluation Report, or NCOER, with any of three things:
– Relief for cause
– Annotation of “no” in Part IV, for (Army values)
– Senior rating of 4 (fair) or 5 (poor) in the overall performance or potential blocks
– DA Form 2166-9-2, NCOER for E-6 through E-8 with any of three items:
– Relief for cause
– Annotation of “did not meet standards” in Part IV, Blocks C, D, E, F, G, H or I
– Annotation of “not qualified” in Part V, Block A
– DA Form 2166-9-3, NCOER for E-9, with any of three things:
– Relief for cause
– Annotation of “did not meet standards” in Part IV, Blocks A or E
– Annotation of “not qualified” in Part V, Block A
– Academic Evaluation Report, DA Form 1059, indicating NCO Education System, or NCOES, course failure
– Failure to qualify for promotion consideration to the next pay grade because of non-completion of NCOES for two categories:
– E-6 who, on attainment of 48 months’ time-in-grade, has not graduated from the Advanced Leaders Course
– E-7 who, on attainment of 48 months’ time-in-grade, has not graduated from the Senior Leaders Course
Simons, of HRC’s Enlisted Transitions Branch, said that on occasion, people do make mistakes in reviewing a Soldier’s file.
“If a Soldier finds something with the document that identified them for QMP consideration, and they don’t feel that it qualifies them for consideration, they should contact us. The reason being that sometimes a Soldier will get identified for QMP consideration and during the review of the documents, something might get overlooked – that the document does in fact not qualify for QMP consideration,” he said.
“So rather than present mitigating matters to the board president, it is easier to let us know up front. We can review it and if doesn’t qualify them, then we can remove that Soldier from consideration before it becomes a matter of board record,” Simons said.
Contact information is in MILPER 15-394, which is available on the HRC website.
“We review thousands and thousands of records and then it is not uncommon for somebody to just overlook something and say this document qualifies [the Soldier for QMP consideration], when in fact it doesn’t,” Simons said.
“And we can take care of that up front rather than after the fact. After the fact, it becomes much more difficult for the Soldier and for the Army.”
Leaders at all levels have a role to play in the process as well as the Soldier, Simons said.
“I would recommend that the leadership read the MILPER before they notify their Soldiers, and if they have any questions to contact us. That way, when they are counseling their Soldier, their questions have already been addressed, and if the Soldier comes up with additional questions, we can certainly work those at that time,” he said.
There are four categories of NCOs that QMP does not apply to:
a. Those with approved retirements.
b. Those previously retained on active duty by a QMP board, provided there’s no new basis for QMP consideration since the earlier retention determination.
c. E-9s who are within two years of their retention control point.
d. Those who are promotable to the next higher grade, or have been selected to attend the Sergeant Major Course for the purpose of promotion to sergeant major – this is only applicable when the basis for QMP consideration was filed in the Soldier’s Army Military Human Resource Record and was included in the official file seen by the promotion/training selection board.
There are many other details in the MILPER relating to processes of separation, appeals process, removal of unfavorable information from Soldiers’ records, due process and so on.
Photo credit: Some noncommissioned officers may be looking through the rear view mirror at their military service after Qualitative Management Program Boards convene next year to consider Soldiers in all components, E-6 through E-9, for possible involuntary separation. (U.S. Army graphic by Human Resources Command)
What is it?
The U.S. Army Command and General Staff College Interagency Fellowship Program is a career broadening, educational opportunity for field grade officers. The program, which falls under U.S. Army Training and Doctrine Command’s Combined Arms Center, increases the Army’s understanding of integrating and collaborating with federal government interagency partners in future operations. Interagency partners include members of the Intelligence Community, Departments of State, Energy, Homeland Security, Transportation, Justice, the Agency for International Development and other key departments and agencies.
The objectives of the Fellowship are:
(1) Enhance the Army’s ability to support a comprehensive approach through partnering with governmental and nongovernmental agencies in stability operations, disaster response or humanitarian assistance.
(2) Improve the nation’s overall security-related capabilities through synchronizing common missions, and united effort with Army and interagency players.
(3) Improve the Army’s ability to interact and leverage the capabilities of various agencies through understanding their cultures and developing working relationships.
(4) Increase understanding of the complex, joint, interagency, intergovernmental and multinational environment in which the Army operates with its national security partners.
What has the Army done?
The CGSC fellowship program sends key developmental/post military education level 4 Army majors or lieutenant colonels to interagency partners to work as fully integrated staff officers. Currently 46 CGSC interagency fellows serve in 24 partner agencies. To date, 193 Army officers have served as CGSC interagency fellows.
What does the Army have planned for the future?
In 2016 50 fellows will serve at 27 partner agencies. Growth will continue to a planned steady state of 55 fellows in 2017.
Why is this important to the Army?
The National Security Strategy, the Defense Strategy, the National Military Strategy and the recently released 39th Chief of Staff of the Army’s Initial Message to the Army, priority #2, highlight the importance of working together with interagency partners to save resources to effectively and efficiently solve the nation’s problems. Our Army learned this lesson in Iraq and Afghanistan, it must work even more closely with international, intergovernmental and interagency partners.
- CAC log-in required: [Interagency Fellowship Broadening Program]
- U.S. Army Training and Doctrine Command
- U.S. Army Combined Arms Center (https://partis.leavenworth.army.mil/CGSC/IA/SitePages/Home.aspx)
- Related document:
- 39th Chief of Staff of the Army’s Initial Message to the Army
Photo credit: In April 2012, Soldiers with U.S. Army North participated in an interagency hurricane response drill on Fort Sam Houston, Texas. Participating in the drill were representatives from Department of Homeland Security, the Department of Health and Human Services, U.S. Northern Command, U.S. Army North, the National Guard Bureau and others. A fellowship program offered by the Army’s Command and General Staff College puts qualified Army officers into the offices of interagency partners for up to a year to help better prepare them to work in interagency environments. (U.S. Army by Staff Sgt. Keith Anderson)