1 prog thru people may 2013

IMCOMSOLDIERS ~ FAMILIES ~ CIVILIANS

We areTHE ARMY’S HOME

Progress Through People

COL Kevin GregoryGarrison Commander

Fort Stewart / Hunter Army Airfield



Deputy Commanding General - RearBG John Hort

Division Command Sergeant Major- Rear CSM Jimmy L. Pegues

3rd ID Leadership



Garrison CommanderCOL Kevin Gregory

Garrison Command Sergeant MajorCSM Louis Felicioni

Garrison Command Team



What’s the Buzz at FS/HAAF?

Furloughs

• Secretary of Defense Memorandum May 14, 2013 = 11 Days

• No earlier than July 8

• Significant impact to civilian income but down from original 22 days

Reduction in Force

• Currently over strength in allotted personnel

• Maximizing tools to reassign employees to authorized positions

• Utilizing financial planning for employees and employment assistance services

4 of <#>


Human Capital Strategy Timeline

1 Sep 11

1 Aug 11 1 Feb 121 Jan 121 D

ec 11

1 Nov 11

1 Oct 11

1 Sep 12

1 Aug 12

1 Jul 12

1 Jun 12

1 May 12

1 Apr 12

1 Mar

12

1512

1 Oct 12

904

FY14Goal

608

1335

1357

1376

1395

1443

1200

1238

1316

1257

1219

1162

1181

1149

15031469

On 1 MAR 13 our authorizations changed from 901 to 904. As of 1 OCT 12 the chart no longer reflects DOL.

1451

As of May 1

14261411

1446

13601330

13161248

12301215

1199

1 Nov 12

1 Dec 12

1 Jan 13

1 Feb 13

1 Mar 13

1 Apr 13

1 May 13

1 Jun 13

1 Jul 13

1 Aug 13

1 Sep 13

3 Jan 14

MonthlyGoal

Actual On-board Strength

968

957

949

942

904

921

917

912

908

907

906

934

9261034

Today’s on-board strengthis 1018. Delta is 114.

10321029

1027 10241023 1022

1021


Deployment Update

Jul 1

2

Sep 12

Nov 12

Jan 13

Mar

13

May

13Ju

l 13

Sep 13

Nov 13

Jan 14

Mar

14

May

140

5000

10000

15000

20000

25000

Total Personnel



Transition Support

7 of <#>

•Employer gains: • Skilled veterans demonstrating discipline, teamwork, leadership and

dedication• Tax Credits (next slide)

• Employer engagement: participate in Job Fairs & Employer days, provide job openings to ACAP Office for distribution to veterans, register as an Army Employer at: https://www.acap.army.mil/employers/

• Location: Bldg. 621, Room 215, Williams H. Wilson Avenue Fort Stewart http://www.stewart.army.mil/services/acap.asp Phone: (912) 767-2234/2170 Fax: (912) 767-8689

• ACAP POCs: Patrick Bean (912) 767-2180 or John Bartosh (912) 767-3439

https://www.acap.army.mil/employers/

http://www.stewart.army.mil/services/acap.asp



Employer Tax Credits

8 of <#>

Up to $9,600 for hiring a veteran with a service disability; Up to $5,600 for hiring a veteran who has been unemployed for more than six months; Up to $2,400 for hiring a veteran who is unemployed for more than four weeks but less than six months; The tax credits are available for businesses – for profit and non-profit; 39 states, GA included, have state-sponsored Enterprise Zone Programs - employers to claim additional credits for a portion of employee wages paid to veterans

The U.S. Department of Labor is bullish on businesses hiring veterans



9

Question & Answer



10

Backup


We areTHE ARMY’S HOME PROGRAM GENESIS

• ACAP has been Army’s linchpin transition program for over 20 years• Unemployment rate for Iraq/Afghanistan-era veterans was 12.1% in 2011 while 8.7% for civilian sector; for veterans under 25, rate was over 30% • In 2011, the Army’s share of unemployment benefits was $514 million; in 2012, the military spent nearly $1 billion

CONGRESSIONAL RESPONSEThe Veterans Opportunity to Work (VOW) to Hire Heroes Act was signed into

legislation November 21, 2011• Sweeping overhaul fully implemented November 21, 2012• Mandatory classroom instruction maximizes post-active duty life preparation• Reduces stress on the transitioning Service Member & family• Creates smoother transition from active duty to the civilian life• Emphasis on translating military skills into comparable business and industry language• Encourages Service Members to take charge of their futures

Army Career and Alumni Program (ACAP)



Army Transition Program Services Provided by ACAP

Mandatory Requirements

5-Day Transition program encompassing:

• Pre-separation Counseling: (NLT 12 months prior to separation) informs separating Soldiers about the transition process. Encourages maximum participation in preparation for post-active duty life. • DOL Employment Workshop: (NLT 9 months prior to separation) Focus on the mechanics of job hunting at this 3-day class administered by the US Dept. of Labor. •VA Benefits: (NLT 6 months prior to separation). Provides Soldiers with information outlining all resources and benefits available through the Dept. of Veterans’ Affairs. • Resume and Practice Interview Services: (NLT 5 months prior to separation) Staff assists Soldiers translate training into language recognized in civilian sector.• Financial Services/Budget: (NLT 4 months prior to separation) Provides financial counseling and instruction. Soldiers develop realistic post-active duty budget. • Individual Transition Plan: Documents individual Service Member’s completion track of transition requirements and outlines his/her plan for achieving post-active duty goals.

Automotive

1 prog thru people may 2013