<![CDATA[Recruiter Journal - Command Columns]]>Tue, 22 Dec 2015 17:00:58 -0800Weebly<![CDATA[Army career explorer modified]]>Wed, 22 Oct 2014 19:41:46 GMThttp://www.therecruiterjournal.com/command-columns/army-career-explorer-modified Team,

On 15 July we modified the Army Career Explorer to allow multiple platform viewing. Unfortunately, the initial version forwarded unsponsored leads directly to the Recruiter level without the appropriate level of screening and duplicated sponsored leads in the system. Temporary fixes were emplaced to pull unsponsored leads out of the Recruiters' system and route them to the Virtual Recruiting Center for refinement. We also corrected the duplication issue.

We have now completed the permanent changes with input from the field driving additional revisions. We released the revised version of mobile ACE this morning, 22 October, with the two previously mentioned fixes, as well as, the following additional capabilities: 

  •      Provide Recruiters the ability to sponsor packets, while anonymous packets will continue to route to the VRC 
  •      Corrected age of eligibility to 17 - 34 vs. 17 - 35, per AR 601-210
  •       Applicants are no longer required to complete a webcast prior to viewing "Army Opportunities"
  •       Applicant SAT/ACT/ASVAB scores are now visible to the VRC
  •       Mobile ACE no longer allows applicants to submit multiple packets
  •       Required documents are identified to the applicant based on submitted data
  •       Returning users who previously submitted a packet are routed to eNSQ
  •       Removed applicant option of forwarding packet to Recruiting Center

Your input continues to shape the tools you use. Continue to provide feedback as we shape our mobile environment and our tools.

Strength Starts Here! 
MG Allen W. Batschelet

Strength 6
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<![CDATA[Town Hall: Additional Q's & A's (July '14)]]>Wed, 30 Jul 2014 15:18:55 GMThttp://www.therecruiterjournal.com/command-columns/town-hall-additional-qs-as-july-14I’d like to thank everyone that participated in and viewed my most recent virtual town hall, held on July 25th. If you missed
the town hall, you can view it below. Time constraints kept me from answering every single question that was submitted so my staff has provided answers to every question that was asked; those can be found below the video of the town hall.
Additional Questions

When it comes to PCS orders, why are some soldiers held in limbo for so long, especially if their loss date has passed? Not only is it not fair for the soldiers, it's not fair for their families. Some families have children that have special needs and need to make proper arraignments for them. Some spouses have careers and also need reassurance they'll be able to find work in a timely manner. - Amber Heald

The loss date in HSS (Headquarters Support System)  is a tool that the G1 uses to determine PCS eligibility.  The date is set for three years after a Soldier arrives at their current location.  Official assignment instructions occur after an assignment has been placed in HSS and approved at
the BN or BDE level and then here at the HQs.  Once this occurs the assignment is sent to HRC to be loaded into EDAS (enlisted distribution and assignment system), which will start reassignment/orders process.


Robert D. Niehaus known as RDN,is employed to collect the nation-wide housing cost data that are used to compute BAH, which it includes costs data to calculate average housing costs by size and type. How can RDN accurately determine if one location has more expensive rental markets than  another when it’s more based off a data exercise, especially when it comes to  USAREC locations? A lot of USAREC families financially struggle because of this and with SDAP decreasing it can put families in a financial bind. –Amber Heald

BAH enables SM to live off base comparably to their civilian counterparts. It is not designed to cover all housing costs for
all members.  Some members may have out-of-pocket expenses, since rates are based on the median cost of rent. A member's actual expense may be higher or lower based on a member's actual choice of housing and where they live.  Because members are free to make housing choices that best suit their needs, a member may choose to use all their housing allowance to rent for a more expensive housing close to the duty station, or have a longer commute for either a larger or less expensive housing in an outlying area


Will there be a change to the tattoo policy? - CJ Esquilin

The only change at this time is the authorization for submission of ETPs (exception to policy) for applicants who were processing prior to 30 April.


Sir, when can AGR soldiers expect to see the playing field leveled with our RA counterparts? We are expected to hit the same milestones for career progression however, those leadership positions are extremely limited. It's seems a newly converted regular Army 79R has priority over experienced 79R - Dwayne Hutchinson

USAREC is currently working towards a component neutral manning  process. This process will allow Commanders to fill leadership position with the best leader without regard to component.  Under this process G1 will provide units with RA/AGR Soldiers to meet documented requirements without regard to leadership positions.  Commanders will then inform G1 which Soldiers will fill leadership positions..


What can family members of recruiters do to help boost family morale? Or FRG outreach? -Brendon N Charity Delrosario

To boost Family morale, Family members should strive to be an active participant in Center, Company, and Battalion activities when possible and accentuate the positive on what is good in USAREC.  Units can assist this process by establishing a effective sponsorship program that contacts Family members early to ensure they know there are others out there able to assist.  Becoming familiar with the Family Strong Resource Guide so you can assist others if/when necessary and using Google+Hangout for virtual meetings between Recruiting Centers to discuss events and issues are also effective
tools.


Why is there no time for soldiers to go to church when they are in AIT? -Mary Fries Hanlon

Per AR 165-1, 3 Dec 2009; Soldiers are entitled to equitable support for religious and spiritual activities, to include the opportunity, time and facilities for the free exercise of religion in accordance with law, regulations and mission requirements. Commanders will "accommodate special religious practices of personnel in their commands, consistent with DODD 1300.17 and AR 600-20."  The Free Exercise clause guarantees Soldiers the right to practice what their religion requires
and conscience dictates.  And yet, mission requirements will always afford for free exercise of religion at a specific time or day. Please contact your unit chaplain in regard to special religious practices.


Do ear gauges have to be completely closed without seeing through? - Annemarie Barbaritano-Spina

Yes.  Per AR 670-1, 31 Mar 14; "Soldiers are prohibited from willful mutilation of the body or any body parts in any manner.  Examples include, but are not limited to, tongue bifurcation (splitting of the tongue) or ear gauging (enlarged holes in the lobe of the ear, which are grater than 1.6mm)."  1.6mm is a little larger than the post of a normal earring.  When a 1.6mm ear gauge is removed you should not see through the hole.


Why are we not more embedded in the senior ROTC programs to increase our USAR production considering the national guard uses this to make their officer accession mission. We miss the mark on this side of the house. - Dwayne Hutchinson

This initiative is currently working within the context of the ongoing USAREC/USAR working group. The intent is to bring Cadet Command into the discussion so that we can potentially rebuild a program similar to the old "on-campus" recruiter working directly with the respective PMS's and the responsible USAREC Center Commander. The program has potential to both assist in attracting SMP (Simultaneous Membership Program) students to respective ROTC programs and TPUs (Troop Program Unit) but also offer yet another opportunity for service to those ROTC students who cannot remain in school.


How do you file a complaint against the civilian workers at MEPS? - Scott N. Patricia Byrd


Assuming  the complainant is by a Military member; they would file a complaint with their BDE or USAREC equal opportunity advisor IAW procedures outlined in AR 600-20 (if issue is EO).    If the complainant is by a civilian (non-DOD family member or Non-DOD employee), they would forward all issues through MEPCOM or the Battalion chain of command.  

EEO Response:  If the civilian employees at the MEPS are Army employees, the individual wishing to file a complaint should call the nearest US Army EEO office or call the USAREC EEO office (502) 626-0067 for assistance.  If the MEPS civilian employees are not Army employees (e.g., USAF civilian personnel), the individual should call USMEPCOM's EEO office (847) 688-3680, ext. 7538, for guidance.


Will there ever be uniformity {of information} about rescheduled or cancelled ATC dates? - Christina and Chris
Copley

USAREC does not reschedule or cancel dates of ATCs. Battalion commanders makes those changes. USAREC HQ only sets the window on when and what time the events will be executed.


Any changes for the UF 1137 ( USAREC Future Soldier Pre-execution checklist)? It can take up to 30 min to digitally sign everything. - Josh Marion


There are two versions of the UF 1137, Future Soldier  pre-execution checklist.  The official form is a fillable PDF that does take some time to digitally sign.  We are currently in the process of automating this form into a Recruiter Zone (RZ) form that is pre-populated based on the Future Soldier's class completion in the Future Soldier Training System (FSTS) and the information added to the Soldier's Recruiter Zone record.  Once the digital signature is developed in RZ, the automated form will take the place of the PDF, saving time and  increasing efficiency.

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<![CDATA[Rushing recruiting process resulting in rIs]]>Tue, 29 Jul 2014 18:06:23 GMThttp://www.therecruiterjournal.com/command-columns/rushing-recruiting-process-resulting-in-risTeam,

As we approach the end of this fiscal year, we've noticed an increase in the number of recruiting improprieties (RI) as compared to last year.  As I look at individual RIs, there seems to be a common theme; "Rushing to Failure".  Here are some examples of what I see as the cause and effect:

-   Applicants are projected prior to all source documents being  scanned into the ERM - recruiters stating, "My center leader told me to project him now to reserve a slot at MEPS."
-   The recruiter fails to ask or completely indicate all pertinent  medical or moral information quickly selecting 'no' for every question believing that indicating all the information - however minor it may seem - will needlessly delay the application
process.
-   Knowingly entering false information regarding an applicant's references, where they lived, and employment history stating, "The applicant couldn't recall," and rather than take the time to find out, enters 123 BS just to get to the next screen.
-   Center leaders not taking the time to review the application with applicants to ensure all information is accurate stating, “I had no time that day.”
-   Guidance counselors enlisting applicants not qualified for a particular MOS stating, “They didn't take the time to reference the correct messages or qualification information because they were in a hurry.”
-   Guidance counselors, senior guidance counselors and/or operations personnel failing to QC the entire packet stating, “They didn't have time or they thought someone else should have caught it.”

There are countless more examples of rushing to failure and/or taking shortcuts resulting in a suspected or actual impropriety. When a Soldier or civilian knows and understands what the standard is and decides to violate that standard, excuses about being in a hurry, not thoroughly checking, or just signing off on something to further the process is simply not tolerated.

Nowhere else in the Army are Soldiers trusted to enact a legally binding, life-changing contract between the government of the United States and its' citizens.  When an applicant has made the decision to join the Army, we owe it to them, the applicant, their family, and the U.S. Army to take the utmost care in fulfilling that decision accurately and completely in accordance with law, regulation and policy. 
 
That care is displayed by ensuring their enlistment documents are valid and legible, the information in their enlistment record is complete and accurate, and their history of medical and moral information is fully revealed. Taking shortcuts goes against every principle of standard outlined in our regulations, principles of the values about who we are as an organization, and the trust we have earned by the people of this country.

The few minutes you think you are saving by taking shortcuts is far outweighed by the time, money, and man-hours lost as a result of a recruiting impropriety investigation - not to mention the risk to your career and reputation as a professional.  

We will have to appoint an investigating officer who will be busy collecting evidence instead of dedicating time to moving their unit forward. The battalion and brigade commander must also take the time to review the case and appropriately act instead of spending time leading their unit. Then Recruiting Standards Directorate will have to review before forwarding the cases that come to me for action.  
 
Do not forget that if investigated, we will flag you against any favorable action, which could possibly cause hardship for yourself and your family - all just to save a few minutes of extra time and effort.  
 
Consider also, the impact on the applicant and their family. The trust they placed in you as a professional may come into question. Imagine the frustration when, as a minimum, their enlistment is flawed and must be corrected. Or worst case, their enlistment results in fraud and they are taken as a loss or sent home from the reception battalion. How likely will they speak well of you or Army recruiting to others?

We must focus on the fundamentals of how we do business and doing what is right when building a packet. We have numerous checks to ensure we get it right. The USAREC staff and I are trying to streamline the number of checks, but how can I minimize these QC steps when we continuously fail to adhere to standards.

We have seen increases in concealment of medical information, moral records and dependents. The most drastic increase by far has been in falsifying/omitting official documents.

Taking shortcuts and failing to enforce quality control procedures is contrary to the rights and interests of our government, the values and professional ethics of our Army, and fails to safeguard the individuals whom we enlist.  
 
"No one more professional than I."  Think about it!

Strength Starts Here!
Army Strong!

MG Allen Batschelet
CG, USAREC


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<![CDATA[Obtaining, updating applicant information now easier]]>Tue, 22 Jul 2014 14:34:15 GMThttp://www.therecruiterjournal.com/command-columns/obtaining-updating-applicant-information-now-easierPicture
Team,

Earlier this year, based on feedback from the recruiting force, I made the decision to give all recruiters within the command access to Guidance Counselor Resource Centers (GCRc).  We have created a single entry point that eliminated the need to log out of one "zone" in order to see another.

We have successfully launched the next release of improvements. These changes now provide leaders a greater view across the command. We are calling it "One Zone" based on our efforts to provide one point of entry for obtaining and updating information and applicant data. The most recent improvements are outlined below.

Recruiter Zone/Leader Zone (RZ/LZ):

- Leaders at all levels can now drill down to recruiter level across the entire formation to view all records, schools, zip codes, etc.

- You now possess the ability to view the date and score of the most recent applicant's ASVAB score, including high school ASVAB Tests.

- In order to avoid schedule conflicts, contact history screens now allow calendar viewing when setting appointments, and they have been expanded to display all comments, including leader remarks and reviews.

- Any MEPS across the command may now be selected to schedule processing when projecting applicants.

Direct Commissions and Accessions (DCA):

- We eliminated time out issues when executing boards and updates to waiver workflows and when providing current applicant status. Improvements were made to the assignment information of OCONUS locations, as well as, to the required processing documents for DCA applicants.

Guidance Counselor Resource Center (GCRc):

- Personnel at all levels now have visibility of applicant processing information across the command among brigades, battalions, companies and centers, as well as, all MEPS. Leaders now have the ability to access and modify the projection screens. 

We continue to make significant progress in all steps needed to support the next effort of having a single application. We will keep you updated and will report any additional improvements as they are made. We are working diligently with outside support agencies to develop a solid timeline.

The best recruiting force in the world deserves the best support systems available. I urge you to continue providing input and suggestions so we can improve our operations.

Strength Starts Here!

MG Allen W. Batschelet

Strength 6


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<![CDATA[Ready for Some New Recruiting Doctrine]]>Wed, 16 Jul 2014 18:46:12 GMThttp://www.therecruiterjournal.com/command-columns/ready-for-some-new-recruiting-doctrinePicture
By Maj. Gen. Allen Batschelet and Rick Welling
July 16, 2014

The title of this article may be somewhat misleading. Our doctrine is not new but rather renewed.  The basic recruiting fundamentals and principles still apply, but are rewritten using the Army doctrine 2015 template, Army terminology - when possible - and emphasize mission command. Roles in the recruiting center are gone with the exception of the center leader. All Soldiers are now recruiters conducting operations as directed by the center leader.

The role of recruiting doctrine is to provide a gateway for the proper conduct of recruiting operations and sound decision-making.  It provides leaders with the right and left limits of operational activities, and suggests ways to exploit opportunities and detect vulnerabilities.

Doctrine is authoritative but allows flexibility in its application. It combines theory, history, experimentation, and current practices, along with fundamental principles that guide leaders in their decision making process.

Successful doctrine implementation requires a highly educated and trained force that possesses a high degree of trust and confidence in each other.  However, in a geographically dispersed command, such as USAREC, leaders at every level - while well intentioned - often succumb to a checklist mentality.  This often subverts the ability of junior leaders and Soldiers to feel free to innovate, perhaps causing them to fail and learn from mistakes.

In units that develop a checklist mentality:

·    it is the checklist that soon replaces innovation at the small unit level,

·    it is the checklist that becomes the mission,

·    it is the checklist that allows us to passively resist any change, and

·    it is the checklist that replaces individual initiative and leads to complacency. 

For USAREC to succeed and release the power of individual imagination and initiative, leaders at every level must resist the temptation to develop a checklist for every occasion. 

In the end, no one can anticipate every circumstance to achieve every detail of a mission. Mission command will allow all commanders the opportunity to challenge their subordinates and allow those up for the challenge - based on their established trust and confidence - the will to transform and succeed.

Infrequently or routinely, actions completed sometimes do require a checklist and that’s okay. Don’t get me wrong, checklists do serve a useful purpose - ensuring we do not forget essential or elemental actions.  However, checklists can not replace “how to think” about recruiting operations will never replace good teaching, coaching and mentoring of subordinates. 

As we all implement our new doctrine, I encourage each of you to review how we interact with each other, if you’re a leader be aware of how you lead, and all of us ensure our actions:

·     encourage innovation rather than discourage,

·     facilitate the exchange of professional recruiting knowledge,

.     foster trust and confidence, and

·     build a teaching organization where we are free to teach each other regardless of rank or position.

Strength Starts Here!

Army Strong!

MG Allen Batschelet
CG, USAREC



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<![CDATA[recruiting ProNet; Our official source for information]]>Tue, 15 Jul 2014 17:29:41 GMThttp://www.therecruiterjournal.com/command-columns/recruiting-pronet-our-official-source-for-informationPicture
Fellow Soldiers,

We have seen many changes over the last year, changes that are transforming our command into a more cohesive, transparent and professional recruiting force. Part of our goal is to truly be a Profession of Arms. In order to do so, we must do what is morally and ethically right all the time.

Our organization is primarily comprised of noncommissioned officers. As such, it is the nature of the NCO to train, lead, and share experiences and knowledge. It is the duty of all NCOs to seek self-improvement in leadership and also in their assigned duties. It is my duty to provide you with the tools to accomplish your duties.

As in any unit, professionals share knowledge, tactics, techniques, and procedures (TTPs) and engage in discussions within the organization. We do so in professional forums. USAREC is fortunate to have one of many of the Army’s professional forums - the Recruiting ProNet - dedicated to our profession. The Recruiting ProNet, located on milBook, is a part of the milSuite family of software applications. The Recruiting ProNet is our official site for information on policy and doctrine, good ideas, emerging technologies, and it provides forums to discuss issues as they arise. This leads to a sharing of ideas, opinions and experiences.

Through milSuite, Soldiers and civilians locate information, connect with other professionals and share knowledge. For example the chief of chaplains created a collaboration site similar to the Recruiting ProNet that every chaplain within the Army is a member. What an excellent network to tap for our chaplain recruiters.

In addition to the various collaboration sites on milBook, it now houses DA Pam 611-21, the MOS Smartbook. The link is located via the Recruiting ProNet.  You can explore many other milSuite applications such as the milWiki that houses the Army’s inventory of official Army techniques publications (ATP), or the milTube with its many videos that support training and education. You can even access Eureka and post an improvement idea, which could get enough votes for the Army to adopt.  The DOD milSuite is a powerful tool specifically tailored with you in mind.

I urge each and every member of the command to use the Recruiting ProNet for official notifications, sharing ideas and discussion of doctrine and policy as it pertains to our profession. The resources offered will assist in your daily duties.

The link below will assist you in setting up your personal account. If you are a commander or OIC the attachment illustrates how to join the USAREC Commander’s Corner and if you are a CSM/SGM/1SG the attachment will show you how to join the USAREC Command Sergeant Major’s Corner. Both the USAREC Commander and USAREC Command Sergeant Major’s corners are mandatory for the Soldiers mentioned above.

The recruiting force drove the development of our Recruiting ProNet site, so use it for its intended purpose. Join a group, a conversation, or simply ask questions regarding answers to your recruiting challenges. It is also a great place to suggest ways to improve our business practice as well as keep up-to-date on all publications, policies, and doctrine.

I am proud to serve with each of you. Keep up the good work and strive to continually improve yourself, your leadership abilities, and your team.

http://span.usarec.army.mil/sites/HQ/G5/UCP%20Public%20Documents/Forms/AllItems.aspx?InitialTabId=Ribbon%2EDocument&VisibilityContext=WSSTabPersistence

Strength 7
CSM Willie C. Clemmons


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<![CDATA[technology tools of the trade for recruiting]]>Wed, 09 Jul 2014 17:25:56 GMThttp://www.therecruiterjournal.com/command-columns/technology-tools-of-the-train-for-recruiting Team,

We continue to push the best technology available to assist in our mission to recruit the best Soldiers for our Army.  Google Apps for Government (GAFG) on the goarmy.com domain, and smart phone fielding are major technology improvement efforts as we move to the cloud and provide innovative tools to the recruiter in the field.  FRAGO 49 lays out the plan
for deploying GAFG.  We are activating all GAFG accounts, phones, and devices, but I need each of you to activate your accounts and phones so we can continue to improve collaboration.

One of our first efforts to put better technology into your hand is the USAREC Army Recruiter Knowledge Network Google site
(https://sites.google.com/a/goarmy.com/arkn/).  This portal provides access to up-to-date information and links to recruiting tools.  You can access training, references, news, and guidance from this site.  Also, Links to the Recruiter Toolkit, Company Commander Handbook, and "What Right Looks Like" training videos support learning and best practice sharing. 

Our new E-pubs website ensures you have ready access to USAREC regulations, pubs, forms, and memorandums, as well as links to TRADOC and Army pubs.  We will post current news and guidance from the Headquarters as well as live news feeds from USAREC, TRADOC, and the Army on this site.  Brigades and headquarters staff will link to their websites to share information using the same tools. 

The Knowledge Network is searchable and can provide content to your laptop, smart phone, tablet, or other computer with a GAFG goarmy.com account.  We will also field apps that give you quick, easy access to publications and E-forms on your smart phone.  This allows us to share updates and content immediately for a common operating picture in the command. 

The Knowledge Network will also hold our new doctrine, one of the most important series of documents we have updated. One of my first priorities after arrival was to Adapt Doctrine, Training and Education for the Future.

In order to succeed, leaders at every echelon must read, understand, assess, and apply the doctrine to their daily operations, training, and leader development.  Our challenge as an organization is to develop a new mind-set about which kinds of decisions and behaviors are valuable.  You must commit to a rigorous self-development program and institute procedures within your units to ensure everyone understands and applies the new doctrine.

Implementing our revised doctrine creates conditions for future success.  I expect all leaders to establish an action plan for integrating and implementing the revised doctrine and include specific goals/objectives from the action plan on their support forms. Use the following considerations to develop goals and objectives.

1-Craft a vision for your unit.
2-Develop procedures to facilitate knowledge sharing.
3-Translate how your unit will use the doctrine to develop a competitive edge.
4-Outline how you will conduct reinforcement training.
5-Revise organizational tools and the Command Inspection Program (CIP) to enhance doctrinal understanding and implementation.
6-Establish a method for capturing lessons learned within your organization and routinely share these lessons on the Recruiting ProNet.
7-Ensure your team understands and operates using the doctrine as their foundation by checking adherence, correcting shortfalls and rewarding success.   

We will continue to develop tools to help recruiters, but we need your input to know what you need.  I encourage you to use your chain of command and recruiter forums to provide feedback and share best practices.

Strength Starts Here!

Army Strong!

MG Allen Batschelet
CG, USAREC

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<![CDATA[CG's Summer Reading list]]>Tue, 24 Jun 2014 16:39:46 GMThttp://www.therecruiterjournal.com/command-columns/cgs-summer-reading-listPicture
Summer is upon us, and as the weather heats up, so it seems do world events. Like many this spring, I watched and read widely about current crises and commemorations: from a military coup in Thailand to Russia’s annexation of the Crimea; from renewed violence in Iraq to the unifying 70th remembrance of D-Day.

As we head into fourth quarter, I am passing some reading and a few watching suggestions to you.

First, Maj. Joe Byerly, studying at the Naval War College, published some superb insights into professional reading on the blog Small Wars Journal.  It is a solid assessment on the role reading, sharing and writing play for us as professionals. You will find his article here.

As for books, I just finished Plato at the Googleplex by philosopher and novelist Rebecca Goldstein.  Fundamentally addressing whether philosophy has a role, or is at risk of losing its role in the 21st century in which we live, Goldstein’s arguments were both challenging and illuminating. Not a fast read, but one I think many of you will find  worth your time.

Check out Flash Boys by Michael Lewis of Moneyball fame. The heart of his thesis - that all of the key financial markets are rigged - is chilling.  But more importantly, his work calls for challenging long-held assumptions and demanding transparency in our institutions. And in an age of computing and digitization where fractions of seconds can make all the difference in reporting information, it also reinforces the fundamental need for a free and investigatory press.

Want to better understand the young people we recruit and their parents? I do, so I look for books and articles on the Millennials. My latest read, The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the Workplace, is aimed at many audiences, including specifically talent recruiters. The author, Ron Alsop, argues this generation, born between 1980 and 2001, is unique but not new. But more importantly, Alsop describes how companies are adapting to acquire the talent they need.

In Wellington: The Path to Victory, 1769-1814, Rory Muir dives deep into the early life and career of a military leader best known for his victory at Waterloo.  He paints a rich picture of a leader skilled in not only military matters, but also in political and diplomatic matters. Muir weaves in the Duke’s family and friendships as he served across the British Empire in a time of near continual war.  

Keith Ferrazzi updated and expanded his 2005 bestseller Never Eat Alone and Other Secrets to Success, One Relationship at a Time. Ferrazi’s thesis is that every one wins and we achieve success by reaching out to other people and strengthening relationships. Generosity and helping and connecting with friends is the aim, versus self-serving and shallow “networking.” Heavy with technique and advice, many may find this useful.

Some favorite videos, blogs, and reading:

·         Eastern Europe Frets About NATO’s Ability to Curb Russia (NYTimes). Like many, Europe has been a focus of my professional work and study. Reminds me that security and alliances require commitment.

·         Career Curveballs: No Longer a Soldier - General (Retired) Stanley McChrystal. Powerful perspective from a warrior on the transition from the Army.

·         Be a better listener (Harvard Business Review). Sage advice for leaders in absorbable quantities.

·         Voices of the Liberators: Veterans Recall D-Day. Inspiring and challenging to hear and see these veterans.

·         “Make your bed every morning!” Admiral William McRaven’s advice to the graduating class of University of Texas (commencement address). Making your bed is lesson #1 of 10 he brings to the class of 2014.

So, as Major Byers challenges us, share what you are reading! Tell us what is shaping your thinking here on MilSuite, or message me and our growing community on Twitter (@USAREC_CG). Have a great summer!


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<![CDATA[New EEO Manager]]>Thu, 22 May 2014 13:39:06 GMThttp://www.therecruiterjournal.com/command-columns/new-eeo-manager Team,

As most of our civilian work force knows, we have been without an Equal Employment Opportunity Manager for just under 2 years.

I am pleased to announce the appointment of Mr. Fernando Casao as the new Equal Employment Opportunity (EEO) Manager for our command.

As the EEO Manager, Mr. Casao serves as the subject matter expert for all matters regarding Equal Employment Opportunities. He is charged with ensuring all command-wide EEO programs are conducted in accordance with applicable laws and regulations.

Mr. Casao is available for one-on-one sessions as he visits brigade and battalion locations and will provide EEO-related training to reinforce our understanding of the EEO process and diversity issues. 

He is a welcomed asset to our command.

Mr. Casao can be reached at (502) 626-0067 or email: fernando.e.casao.civ@mail.mil.

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<![CDATA[Ensuring Future Soldiers are safe until they Ship]]>Thu, 08 May 2014 14:46:33 GMThttp://www.therecruiterjournal.com/command-columns/ensuring-future-soldiers-are-safe-until-the-day-they-shipPicture
Team,

OPSEC and personal safety should be in the front of everyone's mind, including applicants who are processing to become Future Soldiers. Parents and spouses entrust us to safeguard their loved ones and return them unharmed.

A steady increase in incidents has resulted in our need to reinforce standards of conduct for applicants and shippers while staying at military contracted hotels. USAREC G3 will ensure that all recruiting centers have access to the current MEPCOM Security Handout.

We must safeguard those who volunteer to serve our nation alongside us while they are under our charge.

Below are the talking points each applicant, Future Soldier and shipper should receive prior to checking into a military contracted hotel. Ensure that they understand the talking points and the reason for the emphasis on their safety.

Talking points for the hotel:

1.   Do not give out personal information over the phone. MEPS or recruiting personnel WILL NOT call your hotel room asking you questions.

2.   Do not give out your room number to anyone you do not personally know.

3.   Do not invite anyone into your room.

4.   Do not accept anyone else's invitation into his/her room.

5.   Do not swim alone in the hotel pool.

6.   Always keep your room key with you at all times.

7.   Follow all posted hotel security rules.

8.   Do not have your "pre-shipping" party at the contracted hotel the night before you ship. This party should be done with family and friends prior to the day you go to the hotel to ship to BCT.

9.   If you leave the hotel for any reason, ensure you are with a battle buddy.

10.   Do not bring any type of weapon or knives to the hotel.

11.   Do not drink alcohol.

12.   Do not bring valuables or large sums of money.

13.   No horse play or any behavior that may be disruptive or injure others.

Strength Starts Here!

MG Allen W. Batschelet

Strength 6


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